Effects of Methods of Waste Management

Question: Examine about the Effects of Methods of Waste Management. Answer: Presentation The changing patterns in the general public have made an alert because of the elevating measures of strong waste creation. Industrialization, urbanization and changing utilization rehearses are danger to squander the executives rehearses in significant urban communities. In the event that strong waste is taken care of fittingly it very well may be of incredible worth. Misbehaviors in dealing with strong waste outcomes to antagonistic impacts both to the earth and human presence. Better strategies for squander the board ought to along these lines be received for a superior future. In the ongoing past, Kathmandu, the capital city of Nepal, has had extraordinary worries in the expanding pace of ecological debasement. Such is a drawn out impact of delayed poor waste administration rehearses. Industrialization in this city has assumed a significant job in the front referenced outcome (Alam, 2009, p. 1090). Plants used the surface water sources as dumping locales for their non-biodegradable waste items. Water sources have been for since quite a while ago been utilized as canisters for modern waste. At residential level, family units significantly arranged their waste items at close by shrubs or even in the characteristic openings (Pokhrel, 2012, p. 560). These waste items are piece of both food flotsam and jetsam remains and plastic materials. In the urban focuses, the condition has been increasingly unfortunate. Occupants have been either hesitant to paying for private waste assortment administrations or the administrations are questionable. At certain districts the shipping administrations have not been accessible. These untrustworthy behaviors have represented an extraordinary test to the improvement of Kathmandu. This has added to the stepwise loss of the citys scene (Eicher, 2010, p. 367). The well known magnificence of the city has corrupted abundantly. The contamination in the city prove by the tremendous stacks of uncollected waste neither made the city appealing. The efficiency of agrarian land has been influenced contrarily with time because of harm brought about by the strong waste. The personal satisfaction is imperiled by the impacts of poor administration of strong waste. The contamination at the water sources upsets the flourishing of individuals. Messy water builds the helplessness to waterborne infections (Giusti, 2009, 2228). The city is done engaging therefore diminished quantities of voyagers looking to make visits. This brings down the monetary dependability of the city presenting it to catastrophes. Devastation of the beneficial horticultural land calls for speedy activity inability to which the city will wind up depending on food helps from outer sources. Such provokes should be tended to in case the development of the city goes to be a hallucination. End The centrality of compelling strong waste administration practices may not appear to be so much significant except if its belongings are uncovered. The majority should be instructed about waste administration and transportation benefits additionally profited. Authorization of fitting laws and amplification of reusing could likewise be of much assistance. To boost squander reusing, the private division ought to be locked in to ingest valuable waste. References Alam, R., 2009. Age, stockpiling, assortment and transportation of metropolitan strong waste A contextual investigation in the city of Kathmandu, capital of Nepal. Squander Management, 28(6), pp. 1088-1097. Eicher, A., 2010. Squander Management Introduction. Squander Management, 22(4), pp. 367-368. Giusti, L., 2009. An audit of waste administration rehearses and their effect on human wellbeing. Squander Management, 29(8), pp. 2227-2239. Pokhrel, D., 2012. Metropolitan strong waste administration in Nepal: practices and difficulties. Squander Management, 25(5), pp. 555-562.

A+ Assignment Example | Topics and Well Written Essays - 500 words

A+ - Assignment Example Question 2: In financial matters, the idea of assignment of assets is some of the time connected to effectiveness and value. Effectiveness and value frequently come as opposed to one another and in many occurrences both can't be kept up. There is a distinction of treatment of representatives of cutting edge firms contrasted with those of the diversifying firms. This is on the grounds that the innovative firm representatives are all the more monetarily proficient as their work has more prominent returns. This outcomes in better pay. Then again the profits of different specialists like sales rep or layman is lower contrasted with those at significant level office employments. As in financial aspects individuals incline toward effectiveness as opposed to value the individuals who are increasingly productive get more advantages. Question 3: This is again identified with effectiveness and value. â€Å"Related to the thoughts of effectiveness and value is that of social government assistance and an idea called Pareto productivity, named for the Italian business analyst Vilfredo Pareto. In the event that no reallocation of assets or exchange of products and administration can be made that builds an incentive to some person without any other individual being aggravated off, the circumstance is Pareto efficient.† (National Oceanic and Atmospheric Administration) In this manner, as referenced above by taking into consideration impartial dissemination in certain circumstances there is an opportunity of accomplishing Pareto proficiency as well as expanding the way of life of the individuals. This may thusly build going through and will infuse cash over into the economy. Along these lines, in a whole this is gainful. Question 4: The higher fuel cost involves worry for the legislature. This is on the grounds that it will build costs and create additional swelling and distress. In this manner, the legislature will urge them to purchase half breed care. This should be possible by lessening the tax collection on these half and half vehicles. Including a help cost will likewise be a magnificent advantage. This can be additionally strengthened by expanding tax collection on the gas energized care. As the expenses of those vehicles

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Essay on Cypop 7 Childrens and Young Peoples S Workforce...

CYPOP 7 – Promote creativity and creative learning in young Children CACHE Level 3 Diploma for the children and young people’s workforce – Jacqueline Monks Analyse the differences between creative learning and creativity. Creative learning is about how children are actively involved in their own learning, where they are given the opportunity to make choices and decisions which develops their problem solving skills and imaginative thinking. It can be achieved through providing a creative environment allowing exploration through play. For example the construction area, where children are given the opportunity to build with different objects and materials, using their imagination. Creativity is about allowing children to explore and†¦show more content†¦In order for children to be creative the environment and the experiences they are exposed to will determine their creative learning and creativity. This is closely linked with cultural approaches and role modelling. Cultural approaches This approach believes that all children can be creative but this will be suppressed if children are not given the opportunity or supported to explore and be creative in their environment. If children are given the opportunity to be creative and explore and supported then they will develop their creative learning and creativity. Role Modelling This approach believes that children will learn from watching and being with adults who are being creative. This means that they need to be shown how to be creative first and watching adults draw and paint, etc. CYPOP 7 – Promote creativity and creative learning in young Children CACHE Level 3 Diploma for the children and young people’s workforce – Jacqueline Monks Explain current theoretical approaches to creativity and creative learning in early childhood. Creativity as a process This approach focuses on creativity as a process and how new ideas emerge. Theorist Graham Wallas proposed a five stage model and focused on the unconscious mind: †¢ Preparation - Initial thoughts about a problem †¢ Incubation - unconsciously thinking about the problem †¢ Intimation - answer within grasp †¢ Insight - conscious awareness of theShow MoreRelatedLearning and Social Care Essay examples30870 Words   |  124 PagesCACHE Qualification Specification CACHE Level 3 Diploma for the Children and Young People’s Workforce (QCF) CACHE Level 3 Diploma for the Children and Young People’s Workforce (QCF) CACHE  © Copyright 2011 All rights reserved worldwide.    Reproduction by approved CACHE centres is permissible for internal use under the following conditions: CACHE has provided this Qualification Specification in Microsoft Word format to enable its Centres to use its content more flexibly within their ownRead MoreLeadership for Health and Social Care and Children65584 Words   |  263 PagesQUALIFICATION HANDBOOK Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) (3978-51/52/53/54/55/56) December 2011 Version 2.1 (July 2011) Qualification at a glance Subject area City Guilds number Age group approved Entry requirements Assessment Fast track Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) 3978 19+ There are no entry requirements Portfolio of Evidence, Practical

Early Development of the United States Court System

Article Three of the US Constitution stated: [t]he judicial Power of the United States, shall be vested in one supreme Court, and in such inferior Courts as the Congress may from time to time ordain and establish. The first actions of the newly created Congress were to pass the Judiciary Act of 1789 that made provisions for the Supreme Court. It said that it would consist of a Chief Justice and five Associate Justices and they would meet in the nations capital. The first Chief Justice appointed by George Washington was John Jay who served from September 26, 1789, to June 29, 1795. The five Associate Justices were John Rutledge, William Cushing, James Wilson, John Blair, and James Iredell. The Judiciary Act of 1789 The Judiciary Act of 1789 additionally stated that the jurisdiction of the Supreme Court would include appellate jurisdiction in larger civil cases and cases in which state courts ruled on federal statutes. Further, the Supreme Court justices were required to serve on the U.S. circuit courts. Part of the reason for this to make sure that judges from the highest court would be involved in the principal trial courts learn about the procedures of the state courts. However, this was often seen as a hardship. Further, in the early years of the Supreme Court, the justices had little control over which cases they heard. It was not until 1891 that they were able to review courses through certiorari and did away with the right of automatic appeal. While the Supreme Court is the highest court in the land, it has limited administrative authority over the federal courts. It wasnt until 1934 that Congress gave it the responsibility for drafting rules of federal procedure. Circuits and Districts The Judiciary Act also marked out the United States into circuits and districts. Three circuit courts were created. One included the Eastern States, the second included the Middle States, and the third was created for the Southern States. Two justices of the Supreme Court were assigned to each of the circuits, and their duty was to periodically go to a city in each state in the circuit and hold a circuit court in combination with the district judge of that state. The point of the circuit courts was to decide cases for most federal criminal cases along with suits between citizens of different states and civil cases brought by the US Government. They also served as appellate courts. The number of Supreme Court justices involved in each circuit court was reduced to one in 1793. As the United States grew, the number of circuit courts and the number of Supreme Court justices grew to ensure that there was one justice for each circuit court. The circuit courts lost the ability to judge on a ppeals with the creation of the US Circuit Court of Appeals in 1891 and was entirely abolished in 1911. Congress created thirteen district courts, one for each state. The district courts were to sit for cases involving admiralty and maritime cases along as some minor civil and criminal cases. The cases had to arise within the individual district to be seen there. Also, the judges were required to live in their district. They were also involved in the circuit courts and often spent more time on their circuit court duties than their district court duties. The president was to create a district attorney in each district. As new states arose, new district courts were established in them, and in some cases, additional district courts were added in larger states. Learn more about the US Federal Court System.

Proposition 8 Free Essays

Do you believe society should have the ability to determine if same sex partners should marry? Determining your soul partners should be a privilege for all, such as homosexuals, lesbians, gays, bisexuals etc. and not society. Homosexuals are not abnormal humans, so there is no reason to treat them any different, after all they are citizens who oblige to the same jurisdictions. We will write a custom essay sample on Proposition 8 or any similar topic only for you Order Now In the brief article, 8 Is Not Hate: The Meaning of a proposition by Jennifer Roback Morse, Morse explains how marriage is a gender-based institution that attaches mothers and fathers to each other and to their children, but I disagree with her theory of marriage. I believe marriage is based on the love, trust, and the ability to provide for one another. If you were brought into this world as a homosexual then who are you to deny marriage to same sex partners, because although you deny marriage to same sex couples they’re not going to change their beliefs and values just because society does not accept them for who they are. Same sex couples should have the ability to choose their own spouses, without having to deal with ignorant bigots such as those who won’t accept others preferences, because of religious beliefs and values morals. If homosexuals have the same responsibility, consequences, and obligations as straight people then there is no reason to keep marriage away from same sex partner. Being homophobic is having fear of or contempt for lesbians and gays. Proposition 8 is seen as a discriminating proposition towards to gays and lesbians, because same sex couples are judged by almost all who don’t accept their sexual desires. Not only are homosexuals judged but they are also verbally assaulted, physically harmed, and even threatened by homophobic bullies who have hate against same sex couples. I experienced this discrimination and bullying three months ago. I have a co-worker whose name is Rene and that is gay and I got to be good friends with him over the summer. He described how he would go to school and he would have students call him names, and at times physically harm him because of his sexual preference. I asked him when he realized he was gay and he told me he always liked girl accessory for some reason. It’s like if he was born gay so what can he do about it? He is a very confident young man and explained how he wants to marry his boyfriend, so why can’t he choose who to marry his soul mate. I don’t believe anyone should have the ability to decide on other people’s ability to marry, only god can decide that and apparently he doesn’t mind because he put homosexuals into this world so why deny the love they share for each other. If gays/lesbians don’t have ability to decide if straight people could get married then I don’t believe straights should decide who homosexuals should marry. Proposition 8 is denying same-sex partners to marry through civil law then there should be no implementations on the religious side. Morse also describes how, â€Å"The court changed the jurisprudence of sexual orientation discrimination cases, giving same sex-couples the highest level of protection. This means that in contest between religious liberty and sexual orientation discrimination, religious liberty would almost always lose. † (p. 83) Morse is describing how the court ruled over religion because in reality same-sex couples that get married through civil law have nothing to do with religion. If same-sex partners do not get married under religion, then there is no reason for people who believe in religion and marriage as only heterosexual couples to decide if homosexuals have the ability to marry. In the bill of right of the United States the first amendment states how congress shall make no law respecting an establishment of religion, or prohibiting free exercise thereof. If being a homosexual is a free exercise and no law Is made to respect religion, then there shouldn’t be a proposition banning the same- sex marriage, because it is only in the bill of rights to do as you please as long as it’s in the jurisdiction bounds. . Our society is not as tolerant as it used to be, but that doesn’t mean it should be tolerant towards certain issues such as the one on proposition 8. Homosexuals will not stop fighting this issue because marriage is a part of life and if religion does not have anything to do with this issue because they are getting married through the civil law, then let them live just like they let us live. Voting no on proposition eight is what everyone should do not only because it’s the right thing to do but also because in the end they will not turn straight just because society does not let them marry. Same-sex couples will not stop fighting this issue that has to do with their realties and not ours, so let them be. How to cite Proposition 8, Essay examples

Introduction to business process management - MyAssignmenthelp.com

Question: Discuss about the Introduction to business process management. Answer: Introduction to Leaders and their role in the organization: Leader 1: Margaret Cushing Meg Whitman is an American business executive, philanthropist and political activist. She is currently serving as the President and Chief Executive Officer of Hewlett Packard Enterprise (Hansen, Ibarra Peyer, 2013). She belongs to New York and graduated from Princeton University and Harvard Business School. She was also the Vice President of Strategic Planning in The Walt Disney Company ("Forbes Welcome", 2018). She also served as the President and chief executive officer of eBay. Her leadership style is of transformational type. Leader 2: John Joseph Fallon is a British business executive, currently serving as the Chief Executive Officer at Pearson PLC. He completed his graduation from the University of Hull in economics, sociology and politics. He started his career as a researcher for the Labour politician then he became the Director of Communication of Pearson. His leadership style describes him as a transactional leader. Organization and its change: Hewlett Packard Hewlett Packard (HP) is a widely known American Information Technology company which has its headquarters in Palo Alto, California (Congdon, 2014). It provides various services to the consumers and a wide variety of software as well as hardware components. The various hardware components produced are printers, digital cameras, scanners, workstations and computers for business and home uses. The organisational change that took place in HP was the increment of employees and streamlining of administrative operations. Thus, the realignment meant to improve the focus of the company on the consumers. The change was transformational and was meant to evolve the fortune of HP. Pearson PLC Pearson PLC is a British multinational publishing and education company. It has its headquarters in London and was founded initially as a construction company. The service provided by the company includes Educational assessment, School management and higher education. The company publishes books, magazine and newspapers. It also includes online study materials, textbooks and latest digital technologies which enhance the scope of learning and understanding. The organizational changes that took place in Pearson were the introduction to reward and recognition which enhanced the employees performance and also played an important role in motivating the employees. Transactional leadership vs. Transformational leadership A transactional leadership is a style that involves rewards for good performance and punishments for not meeting the targets (Clarke, 2013). It basically involves the concept of embedding motivation among the employees. It enhances employees motivation by putting their self interest in the first place. The leader lays great emphasis on the relationship he/ she maintains with the employees. It is best suited for a settled environment and has only one leader. It is mostly focused on planning and execution. A transformational leadership is a style in which the leader incorporates enthusiasm to motivate and inspire his followers (Conchie, 2013). The motivation tool stimulates followers by setting group interest as a priority. The leader gives emphasis on ideals, morals, values and need of the followers. It is best suited for restless environment. It may have more than one leader and is basically focused on innovation. Identifying leadership styles: Transformational Leadership Margaret Cushing Meg Whitman, CEO of Hewlett Packard is considered as a transformational leader because she is focused on inspiring members and team building. She aims on earning trust, respect and confidence of the members such that it becomes easy for the members to adapt the changes incorporated by her. Example: Meg Whitman tends to gain immense trust and respect of the employees by breaking down the wired fences in the parking lot. The fencing created a separate area of parking for the executives and normal employees. The divisions in the office were also omitted. She never engaged herself into lavish offices and always supported her employees. She tried to inspire employees rather than forcing them to work. Transactional Leadership: John Fallon, the CEO of Pearson PLC is considered as a transactional leader since a transaction leadership is meant to provide motivation among the employees in terms of rewards and recognition, thereby ensuring the normal flow of operation in the organization. He also approached the method of involving the employees in decision making so as the employees do not feel neglected. Example: John Fallon decided to pay incentives to the employees whose works would benefit the organization. On the other hand for enhancing the professional skills of the employees he also decided to provide them with web based learning benefits to the employees for a year. Application of Leadership to manage changes in the Organization: Transformational leadership to manage changes in the Hewlett Packard: Meg Whitman the Chief Executive officer of HP, possess the transformational leadership style. She had a clear idea that she was to undertake a company that had suffered huge competitions in the past decade. The major competitors were low cost providers. She bought about a massive change in the production system and also changed the way of selling the software and hardware products. The transformational leadership is a leadership style which gives more attention to values and morals. The main focus is to motivate the employees. She constantly keeps on inspiring the employees for the betterment of the organization by guiding and supporting them. As, transformational leadership incorporates innovation the company dubbed the public cloud. This resulted to be beneficial as it was simple and easy to use. It proved to be an innovation for both the business model and technology. Transactional leadership to manage changes in the Pearson PLC: John Fallon, the CEO of the Pearson PLC has a transactional leadership style. This style involves giving rewards and recognition to employees whose performance enhanced the companys financial status or had good impact on its reputation. This in turn provides the employees motivation for further enhancing their performance. He provided the employees professionally so as to attain good skills. However, he was unable to meet his target, but still he continued to train his employees since he is a goal oriented person, such as to attain the accurate implementation of the target. The employees were provided with good motivation so as to increase their potential as well as efficiency. Incremental change vs. Radical change: Incremental change is a process which refines, modifies and adjusts the condition or the status of the organization through minor changes. These changes are simple changes so are not meant to bring changes to the core. It can also be referred to as first order change. Incremental changes are minor adjustments in the organization (Benn, Dunphy Griffiths, 2014). These are small adjustments in the hierarchies, products, services and processes. On the other hand, Radical changes are those changes that involve extreme changes within the organization (Dumas et al., 2013). They can also be called as transformational change. These huge changes have considerable effects on the function and structure of the organization. The change should be implemented when the employees agree and are satisfied. Organizational Change at Hewlett Packard: The major organizational change that took place in Hewlett Packard with Meg Whitman taking position as the CEO of HP was streamlining of the administrative procedures and employment of new employees in the company. The company also started investing in cloud services. This is considered as a radical change. Organizational change at Pearson PLC: The change that took place in the Pearson PLC is an incremental change as it required slow changes to take place and showed slow success in the organization. The CEO John Fallon introduced type concept of developing the professional skills of the employees by providing free web based learning. Initially, the concept of enhancing the professional skills failed, but later it showed great advantages earning huge amount of revenue to the company. Thus, the incremental change worked in the future and he is still working for the better future of the organization. Incremental change as Radical change and its management by the organization leader: The changes within the organization can be either incremental or radical. This can make significant changes in the performance and techniques of working of the employee. When new employees enter in the organization, they face difficulties in understanding the working culture of the organization. Thus, the higher authorities need to manage these employees. The managers need to change the managing techniques in order to train them, can be the radical change the manager needs to adopt. The manager is aware of the sale division of the products but when new products are introduced can lead to vast change in the managers perception. Meg Whitman divided employees into groups and teams such that it would be easier for them to manage such changes easily. Gradual implementation of Radical Change: It can be accurately said that radical changes can be implemented gradually. One of the reasons behind the relationship between Faxconn and Hewlett Packard was the introduction of Cloud Computing and the changes implemented in it. It is a radical change but was brought to action gradually. The employees were given specific learning access with the assessment of cloud solutions experts, such that it would bring quick customer response. Overcoming Barriers: Barriers faced by Meg Whitman: The various barriers faced by Meg Whitman are mentioned as follows: Growth through Acquisition: The Company is acquiring new technologies and acquiring new human resource is more prone to create challenges to the CEO. The new employees find it difficult to tackle with the harsh decisions of the higher authorities. Even the employees refrain to perform new tasks until they attain confidence in doing so. This leads to financial loss of the company and a major challenge for the CEO. Supervisory Oversight: The new employees required continuous supervision of the higher authorities such that they would attain proper guide. However, if the supervisor due to unavoidable circumstances is unable to supervise the employees, the organization will face difficulties in managing the new employees and thus, create another challenge for the CEO. Criticism faced by Meg Whitman: The CEO of Hewlett Packard (hp) decided to split hp into hp enterprises. This was done basically to involve new employees. The employment of new employees would lead to innovation but it has lead to certain issues in the administration. Thus, the leader faced certain barriers as the organization was not ready to accept the change. Strategies to overcome the barriers: The above stated barriers definitely lead to the hindrance of the proper working of the organization. Thus, it becomes necessary to adopt certain ways to resolve those issues such that the organization does not face problems. Some of the strategies adopted by the CEO of Hewlett Packard Meg Whitman to resolve these issues are listed below: Training: The introduction of new technologies brought greater chaos among the employees as it was difficult for them to get adjusted in the cloud service environment. Thus, training programs needs to be implemented so as to train the employees to gain expertise as well as benefits in the new field (Jehanzeb Bashir, 2013). Survey: The radical changes were not readily accepted by all the employees. Thus, a survey needs to be conducted so as to know the exact count of the employees who accepted the strategy readily. This would also help the leaders to design much proper way of delivering the changes to the employees. Hiring experts in cloud service domain: Hiring more experts from the cloud service domain would help the employees get better training and the aim of implementing better changes in the company. Effecting Change Using Lewins 3-step to manage change: Kurt Lewins Change Management Model defines motivation as a cause of change. He devised change as a 3-step model. The 3-steps consist of Unfreezing, Changing and Refreezing (Hayes, 2014). These 3 steps are required to bring changes in the organization. Unfreezing: This is the first step in the Lewins 3-step model. It lays emphasis on the idea of communicating the changes to the employees and makes the idea acceptable to them and also the methodology. For example, the CEO of hp explained her plan of implementing cloud services in the organization. She also explained how the plan would be beneficial to them as well as the company in the long run. Changing: This is the second step in Lewins 3-step model to manage changes. This step is the transition from the unfreeze stage to freeze stage. In this stage, the employees are reminded of the major reasons behind the changes being implemented. For example, the CEO of Hewlett Packard explained the employees the new opportunities and scope of the change being implemented in the organization such as that of the implementation of the cloud services. The CEO also explained the new options that would arise with the implementation of cloud services. Hence, it lead to change in the notion of employees during the implementation of radical change. Refreezing: This is the final step in the Lewins 3-step model to manage change in the organization. It guarantees that the change is solidified and there should be no revert backs from the new changes. It also makes sure that the employees follow the new guidelines stated and the new plan of action. For example, in the organization sited, Hewlett Packard, in the final stage majority of the employees were satisfied with the implementation of the cloud services in the organization as it provided greater opportunities and also incorporated innovation and it also provided latest web services to the employees. Thus, the change was successful. Kotters 8 stage change model for implementing change in Hewlett Packard: The world renowned change expert John Kotter, gave 8 stage change model for implementing the changes within the organization (Sarayreh, Khudair Barakat, 2013). The 8 steps are mentioned below: Create Urgency Creating urgency is the first stage in Kotters model to implement changes within an organization. Creating urgency is meant to create necessity for the change to be implemented in the organization. It also implies that for a change to be implemented there must a need for such changes and it should be urgent. For example, in the organization cited Hewlett Packard there was no cloud services implemented. The cloud services are in great demand in modern day hence, a change needed to be implemented to such that the company is in accordance with latest technologies. Thus, there was urgency for the change for its implementation and the change was implemented. Formation of Coalition The second stage in the Kotters change model is the formation of coalition. This stage involves the selection of employees having appropriate leadership qualities to perform the task. The major characteristics involved in effective guiding coalition are credibility, confidence, positional power and expertise in decision making. For example, Meg Whitman CEO of Hewlett Packard planned to hire experts in cloud services for better training of the employees. Creating vision for change The third stage is the creation of vision for change which consists of enhancing, developing and improving the vision of employees towards the change that needs to be implemented within the organization. This stage accounts for the following functions: Efficient co-ordination among the employees of different departments. Increased motivation among the employees towards the achievement of vision. Simplified directions to the employees from the leaders. For example, Meg Whitman vision for the betterment of Hewlett Packard was to make it a better product provider and gain maximum profit in the market. Her feasible vision and leadership skills led her achieve her goal and also incorporate cloud services in the organization. Communicate the vision Communicating the vision is the fourth stage in the Kotters Change Model. The leader faces various challenges in communicating his/ her vision to the employees. However, to attain the goal the leader has to overcome these issues. For example, interacting regularly with the employees helped the leaders to communicate new ideas to them. Organising workshops also played a major role in communicating visions of the leader to the employees. Remove Obstacles: The removing of obstacles is the sixth stage of Kotters Change Model. Obstacles lead to hindrance in change model. Hence, obstacles demands to be removed. For example, there were many major barriers that Meg Whitman has to deal with in order to implement the changes in the organization. However, due to her leadership skills she was able to handle those obstacles. Creating short-term wins The sixth stage in the Kotters Change Model is creating short term wins. It basically means to celebrate the small achievements of the employees and in whole the organization. Celebrating small achievements motivates the employees to perform better and work to the maximum potential to achieve the best. For example, Meg Whitman is a transformational leader and she gives more importance to motivation, values and respect. Celebrating small success also is a part of motivating the employees. She divided the sessions into various parts and on completion of the part; the employees were rewarded and congratulated for good performance. This added to the motivation that she used to provide to the employees because of which they thrived to perform even better. Build on the Change The seventh stage of the Kotters Change Model is to build on the change. Building on the change incorporates the execution of the change for some time. It is meant to keep in pace with the change. The implemented change is said to be successful only if it implemented for a certain amount of time. The leader should properly check that the change has been implemented for some time rather than declaring the change to be successful too early. For example, with the implementation of the cloud based service, Meg Whitman set targets for the employees to attain such that the changes are firmly maintained. Anchoring the changes in corporate culture This is the eighth stage in the Kotters Change Model. The final stage incorporates the core idea of daily work environment. The positive change will be recognized by the culture of the organization. For example, the organization Hewlett Packard implemented cloud based services which enhanced the accessing capability of the company and provided better services. The change was implemented successfully. References: Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Clarke, S. (2013). Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours.Journal of Occupational and Organizational Psychology,86(1), 22-49. Conchie, S. M. (2013). Transformational leadership, intrinsic motivation, and trust: a moderated-mediated model of workplace safety.Journal of occupational health psychology,18(2), 198. Congdon, P. T. (2014).U.S. Patent No. 8,826,385. Washington, DC: U.S. Patent and Trademark Office. Dumas, M., La Rosa, M., Mendling, J., Reijers, H. A. (2013). Introduction to business process management. InFundamentals of Business Process Management(pp. 1-31). Springer Berlin Heidelberg. Forbes Welcome. (2018).Forbes.com. Retrieved 24 January 2018. Hansen, M. T., Ibarra, H., Peyer, U. (2013). The best-performing CEOs in the world.Harvard Business Review,91(1), 81-95. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Jehanzeb, K., Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study.European Journal of business and management,5(2). Sarayreh, B. H., Khudair, H., Barakat, E. A. (2013). Comparative study: the Kurt Lewin of change management.International Journal of Computer and Information Technology,2(4), 626-629.