Definitions And Development Of Deontological And...

Introduction This essay will include the background and development of deontological and teleological ethics. Also, it will compare and contrast the absolute and relative ethics. Finally, it will contain the ethical issues which can affect the operational activities of the business. In order to support the points, it will also include the real life examples. AC 1.1 - Background and development of ethical approaches Teleological ethic - this describes an ethical theory which judges the rightness of an action in terms of an external goal or purpose. So, according to a teleological theory, consequences always play some part, be it small or large, in the determination of what one should or should not do. Not all teleological theories are consequentialist. John Rawls theory of justice is teleological, but not consequentialist because it claims that consequences are only part of what must be considered when determining what policy is morally just. For example, animal testing is the moral choice to put animal through pain or not. The reason behind defining animal testing in a make up factory it is for a greater good as if the animal gets hurt now, people are saved later as people will be able to use the products that are developed and safe to use later. This is teleological because the moral choice was decided upon the probability of a good outcome: the animal is tested upon, people would be able to get a safe makeup products. A consequentialist action is one where the beingShow MoreRelatedFeldman: Businesses as Social Agents742 Words   |  3 PagesFeldman (2012) is a retired corporate lawyer with extensive experience in his field, having served a number of American corporations and in some, having been instrumental in their development. In this particular article he describes the focus of the current crop of business organizations on the bottom-line. 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Was the Security Prepared for the London 2012 Olympics

The 2012 London Olympics were held at the Olympic Park in East London from Friday, July 27, 2012 to Sunday, August 12, 2012. The Olympics have been held in London two times before the 2012 Olympics, once in 1908 and once in 1948 (Scott). Over 10,500 athletes participated from over 204 countries, over 120,000 people were going to the Olympic Park every day to watch the Olympics. Over 302 medal events were being held, with three swimmers being the top medalists in the 2012 London Olympics (â€Å"Olympics†). There were a lot of people at the London Olympics, but the questions is, was the security prepared for the amount of people showing up to the 2012 London Olympics. The Olympics were not prepared with what was expected from the security; 10,000†¦show more content†¦During the Olympics, the USA feels that they need to contribute to the security in order for American athletes to be safe. 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Organizational Change Management Models of Change Management

Question: Discuss about the Organizational Change Management for the Models of Change Management. Answer: Introduction Change management is systematic approaches, which ensure that organizational changes are smoothly and thoroughly implemented. Effective change management also ensures a long lasting benefit over the organization as well as employees (Smollan, 2013). Various change management theory defines the transformational process of employee behavior towards new changes, while they remains resistant towards changes. This study will describe four change management theories through Kurt Lewin theory, ADKAR model, Kotters 8 step theory and William Bridges's Transition Model. The study will also describe the suitability of these models through the implementation in four companies namely Eagle Boys, Wesfarmers, Westpac Bank of Australia and Telstra. Literature on Theories Kurt Lewin Theory The famous psychologist Kurt Lewin invented this theory in the year 1930. Kurt Lewin theory highlights the aspects of human behavior change. It is a three-stage theory of transforming employees in organization towards adopting new changes. The theory provides effective framework to the organizational managers for implementing change effort (Van der Voet, 2014). It assists in making radical change and minimizes disruption in the structured operation of organization. There change process is accomplished through below mentioned there stages: Unfreezing According to Hornstein, (2015), in unfreezing stage, employees become aware of the change occurred in organization. On the other hand, Hamraz, Caldwell and Clarkson, (2013) opined that employees remain resistant to adopt the organizational changes in such situation. In this stage, the managers of organization try to make the employees aware of the rationality of changes. Employees should be communicated in transparent way so that they understand the value of the change. While the employees will be aware of the rationality of the changes in term of organization as well as individual success, they will definitely accept the changes. Change In this stage, ultimate change occurs in the organization. According to Nordin et al., (2012), change is not an event; rather it is a process or transition. On the other hand, Nastase, Giuclea and Bold, (2012) opined that change stage convert the change into ultimate reality. Employees are to accommodate themselves with new set of work process. Therefore, this stage is marked as uncertainty and fear for the employees. The managers of organization should provide adequate support and equipment to the employees so that they can make the change successful. Refreeze In this stage, the management reinforces, solidifies and stabilizes the new changes as new norms of organization. According to Jacobs, van Witteloostuijn and Christe-Zeyse, (2013), in this stage, the managers are ensures that the employees will not get back to old thinking and stick to the changed process. On the other hand, Pieterse, Canils and Homan, (2012) opined that positive acknowledgment and reward to the employees makes them interested to work as per the changed system. ADKAR Model ADKAR Model focuses on individual change level and the specific needs of the employees towards changing their behavior (Smollan, 2013). This model defines five elements through which employees can be able to accommodate themselves with organizational changes: Factors Explanation Awareness In order to make employees interested towards organizational change, they should be communicated with its value. The goal of the change should be beneficial to the employees along with organization. Desire The employees should be engaged in organizational changes to make it successful. Employees take positive participation in changes process, when they get proper support from the management. Knowledge Employees should have proper knowledge for implementing organizational changes successfully. Therefore, it is the responsibility of the managers to provide adequate training and learning to the employees for enhancing their knowledge needed for the change. Ability Proper skills are highly essential for the employees to implement organizational change properly. Managers should review the performance level of the employees in a constant manner. Based on the performance review, managers should provide hand on training to the employees. Reinforcement In order to sustain change and keep it going, the managers are to remind the employees regarding the rationality of organizational change. Table 1: ADKAR Model (Source: Barends et al., 2014) Kotters 8 Step model Serial Number Steps Transformational suggestions 1. Increasing urgency Examine competitive realities in the market Identification of crisis potential crisis and opportunity 2 Building team Assembling teams with employees having enough power Attracting team leaders with great enthusiasm and commitment towards change Encourage teamwork 3 Creating vision for change Creating vision to assist in direct change effort Making strategies for achieving vision 4 Communicate need for change Build engagement and alignment through communicating the value of change Keep communication heartfelt and simple 5 Empowering employees Remove barriers for change Change the system, which is against the changed vision 6 Creating short-term wins Planning and achieving visible performance improvements Rewarding employees responsible for bringing successful changes 7 Stay persistent Reinforce employee behavior towards change management 8 Permanent change Making connection among new change and corporate success Table 2: Kotters 8 Step model (Source: Wincek et al., 2015) William Bridges's Transition Model William Bridges's Transition Model of change management defined the following three steps for changing the behavior of employee toward organizational changes: Ending, losing, and letting go In this stage, employees are presented with the new organizational changes. Employees often show resistant and emotional upheavals in accepting the changes. The employees are forced to accept the changes, which are against their interest. Various emotions like anger, frustration, fear, denial and sadness can be found within employees (Fugate, Prussia and Kinicki, 2012). Employees in this stage need to be given time for accepting changes. The managers should listen to the feeling of employees towards the changes and make them understand the rationality of changes. Neutral Zone In this stage, employees create chaos, as they are to face uncertainty in their work in terms of new system. In this stage, employees try to adopt the new changes. Employees may show low productivity and morale towards their new job role (De Matos and Clegg, 2013). Therefore, the managers are to encourage and support the employees in accommodating with new systems. The new beginning In this stage, employees embrace themselves with new change initiatives and acquire new skills for coping up with new system of working. 4 Ps come in this phase in terms of Purpose, Picture, Plan and Part. Interpretation of theories on various scenarios Kurt Lewin Theory in Eagle Boys An effective application of Kurt Lewin Theory can be seen in Eagle Boys Australia. The CEO of the company identified decline in their sales in the year 2013 (Fugate, Prussia, and Kinicki, 2012). Consequently, the organization thought of implementing online ordering system for their products. Eventually, this required a huge operational changes and massive change in accounts department. However, the employees were resistant to accept the new technology for online ordering system. In such a situation, the organization has implemented Kurt Lewin Theory to successfully implementing changes. According to this theory, in freezing stage, the leaders of this organization has first communicates the rationality of this new system with their employees. According to Burnes and Cooke, (2013), the employees have understood that it will benefit the organization in terms of increased sales. On the other hand, van der Smissen, Schalk and Freese, (2013) opined that the employees have also realized their own benefit in terms of flexibility. In this way, the leaders become successful in convincing the employees towards new changes. In change stage, the managers of the organization have provided enough technical training and support to understand the new process of the work. In this stage, employees tried hard in coping up with new online ordering system. In the third stage, the organization has enjoyed the success of the new system. According to Appelbaum et al., (2012), contin uous reminders from the part of management are provided to the employees so that change becomes stable. ADKAR Model implementation in Westfarmers Shepherd et al., (2014) pointed out that Westfarmers has been one of the most successful retail organizations in Australia but in the year 2014, it has to face huge competitive issues from Woolworths. This resulted in huge financial loss. In order to be sustainable, the organization thought of changing the internal operations. The management thought of designing reports and necessary requisites at the end of each month. This resulted in huge restrictions from the operational heads as it would be very hard for them to set up a concrete report at every thirty days. As a result of this ADKAR model was implemented by the organization. Initially, the organization tried to entertain and educate the employees about the requirements of such reports and guide them about the particular methods that they must undertake (Hornstein, 2015). Such awareness helped in building up knowledge and finally the organization was able to compete with market players in terms of sales. Kotters 8 Step model implementation for Westpac Bank of Australia According to Smollan, (2013), Westpac Bank of Australia has been the most successful and wide bank in Australia but the organization was not able to work in an united way as it lacked team building. The organization was in a slight crisis while coordinating offline transaction team with online transaction team. Real time credit and debit functions were taking huge time to get updated in online portal. This created huge confusion among the consumers and daily operations were being delayed. Finally, the organization implemented Kotters 8 Step model. The teams were made aware of the current market competitiveness and the lack of clients interest in investment. Then the employees were trained and developed how they need to cooperate and update their proceedings at each day. This resulted in team building and great customer satisfaction as 22.3% of the consumers query related to transactions was addressed (Wincek et al., 2015). William Bridges's Transition Model implementation for Telstra Telstra has been one of the largest telecommunication and Media Company in Australia, but in the year 2015, the organization had to face tremendous issue from internal management in terms of new applicant confirmation. The organization thought of implementing Change of Ownership Business to Consumer Transfer Request. This resulted in huge number of applications from numerous applicants regarding new mobile registration and confirmation (De Matos and Clegg, 2013). The employees were found to be less efficient in handing typical clients request and as a result the confirmation of applications was getting delayed. The validity of clients forms to get verified was under huge queue. At the end, the organization implemented William Bridges's Transition Model. The four pillars, purpose, picture, plan and part were explained to the employees. The explanation was done so that the employees understand the requirement of the change in operation. The outcome such as better customer loyalty and b etter services were explained, which led the employees to become the part of such change and support organizational decision (Burnes and Cooke, 2013). Conclusion While concluding the study, it can be said that change management is a systematic approach in dealing with the changes both from the viewpoint of employees and organization. Various models of change management have identified different aspects of behavioral changes of the employees towards accepting new organizational changes and sustaining new changes. Kurt Lewin Theory describes three-stage process for successful implementation of organizational changes. These three stages are in term of freezing, unfreezing and refreezing. On the other hand, Kotters 8 Step model describes transformational process of the employees towards new changes. This theory highlights on creating effective team for implementing changes through creating a sense of urgency regarding it. Team build approach of this theory is quite different from other change management theory. Effective application of ADKAR model can be seen in Wesfarmers Australia. The organization has implemented this change management theory for successfully designing financial report and pre-requisite at the end of each month. Apart from that, application of Kotters 8 Step model can be seen in Westpac Bank of Australia, while tried to build team in organization. While comparing Kurt Lewin theory and Kotters 8 step model, it can be said that the first emphasizes on individual approach to accept change and the second emphasizes on team building. ADKAR model emphasizes on positive participation of employees in change management process. On the other hand, William Bridges's Transition Model emphasizes on forceful participation of employees in change management process. Reference List Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model.Journal of Management Development,31(8), pp.764-782. Barends, E., Janssen, B., ten Have, W. and ten Have, S., 2014. Difficult but doable: Increasing the internal validity of organizational change management studies.Journal of Applied Behavioral Science,50, pp.50-54. Burnes, B. and Cooke, B., 2013. Kurt Lewin's Field Theory: A Review and Reà ¢Ã¢â€š ¬Ã‚ evaluation.International journal of management reviews,15(4), pp.408-425. De Matos, J.A. and Clegg, S.R., 2013. Sustainability and organizational change.Journal of Change Management,13(4), pp.382-386. Fugate, M., Prussia, G.E. and Kinicki, A.J., 2012. Managing employee withdrawal during organizational change the role of threat appraisal.Journal of Management,38(3), pp.890-914. Hamraz, B., Caldwell, N.H. and Clarkson, P.J., 2013. A holistic categorization framework for literature on engineering change management.Systems Engineering,16(4), pp.473-505. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Jacobs, G., van Witteloostuijn, A. and Christe-Zeyse, J., 2013. A theoretical framework of organizational change.Journal of Organizational Change Management,26(5), pp.772-792. Nastase, M., Giuclea, M. and Bold, O., 2012. The impact of change management in organizations-a survey of methods and techniques for a successful change.Revista de Management Comparat International,13(1), p.5. Nordin, N., Deros, B.M., Wahab, D.A. and Rahman, M.N.A., 2012. A framework for organisational change management in lean manufacturing implementation.International Journal of Services and Operations Management,12(1), pp.101-117. Pieterse, J.H., Canils, M.C. and Homan, T., 2012. Professional discourses and resistance to change.Journal of Organizational Change Management,25(6), pp.798-818. Shepherd, M.L., Harris, M.L., Chung, H. and Himes, E.M., 2014. Using the Awareness, Desire, Knowledge, Ability, Reinforcement Model to build a shared governance culture.Journal of Nursing Education and Practice,4(6), p.90. Smollan, R.K., 2013. Trust in change managers: the role of affect.Journal of Organizational Change Management,26(4), pp.725-747. van der Smissen, S., Schalk, R. and Freese, C., 2013. Organizational change and the psychological contract: How change influences the perceived fulfillment of obligations.Journal of Organizational Change Management,26(6), pp.1071-1090. Van der Voet, J., 2014. The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), pp.373-382. Wincek, J., Sousa, L.S., Myers, M.R. and Ozog, H., 2015. Organizational change management for process safety.Process Safety Progress,34(1), pp.89-93.

Upgrade WordPress to PHP 7 How to Do It Safely

PHP 7 offers one of the biggest jumps in performance weve seen so far from this particular software. If your web server is still running a previous version, you may be holding your site back from working as well as it could. The only problem is that learning how to upgrade WordPress to PHP 7 can be a little tricky.Despite that, upgrading your site to the latest version of PHP is a smart move, and one that will benefit you in a number of ways. Plus, the process isnt actually that difficult as long as you go about it safely, to ensure that the update wont break any of your sites elements. That way, you wont have to rush around fixing things afterward.In this article, were going to talk about what PHP 7 is and why you should make the switch. Then well teach you how to upgrade WordPress to PHP 7 safely, in just four steps. Lets get to it! PHP 7 offers some massive upgrades for end users. For example:You should see about a 50% performance increase after making the switch.  PHP 7 offers a huge performance boost thats well worth the upgrade.It supports 64-bit Windows systems.  Most people use Linux for their servers, but if youre a Windows user, youll appreciate the new support for 64-bit operating systems.Plus, PHP 7 is now the official recommended PHP version for WordPress.If your primary concern is that installing PHP 7 will break your site in some way, then weve got your back. Theres always some risk involved in an upgrade like this, but there are also ways to carry out the process safely.How to safely upgrade WordPress to PHP 7 (in four steps)Before we go any further, lets talk about how the upgrading process works. If you have full privileges on your server, you can upgrade WordPress to PHP 7 using your command line. On the other hand, if youre on shared or managed hosting, youll probably have to ask your providers support team to upgrade your site manually.In either case, the actual process is straightforward. The problem is that if you dont take any precau tionary measures, you run the risk of breaking elements of your site that dont play nicely with PHP 7. Thats why were partial to a different approach that enables you to eliminate most of the risk involved.Step #1: Back up your websiteBacking up your site regularly is something you probably already do. However, youll want to have a backup of your site thats as recent as possible.Youll be using this backup to create a copy of your site, where you can test how everything works with PHP 7 without causing any damage to your live site. If a plugin ceases to work, for example, youll know you have to look for an alternative before you upgrade your real WordPress site to PHP 7.For this step, we recommend using the UpdraftPlus plugin, since its one of the most straightforward backup solutions available. Install and activate it now, and then go to the  Settings → UpdraftPlus Backups  tab:Once youre in, click on the  Backup Now  button, and choose to include both your database a nd files in your backup:Give the plugin a couple of minutes to back up your site, or possibly more (depending on how large your site is). When its done, youll find your new backup files under the  Existing Backups  tab:Now, youll want to click on the following four buttons in turn: Database, Plugins, Themes, and Uploads. This will give you the option to download copies of each file to your computer:When youre done, you should have four files containing your entire website. Now youre ready for the next step.Step #2: Create a local staging copy of your siteThere are plenty of ways to create a staging copy of your website, but were partial to Local by Flywheel because its easy to set up. Plus, you dont need to be a Flywheel customer to get the app. Just go to the website, fill out a short form, and download the tool.After installing Local by Flywheel, youll be able to add new local websites to your roster by clicking on the plus sign in the lower left-hand corner of the application :Do so now, and youll be prompted to choose a name and an environment for your staging site. When you get to the environment part, select the  Custom  option:This will give you the choice of using PHP 7 for your staging website instead of 5, which is the default setting. Make sure you choose the right version, and then create an admin name and password for your site. After that, sit back while the app sets everything up.Once your new staging website is ready, look for it under the list of local sites on Local by Flywheels main screen. Then click on the  Admin  button that will show up next to its description, to access your dashboard:(Note; if you need some hands-on guidance on how to use Local by Flywheel, weve got a whole tutorial on that. Check it out.)The first thing youll want to do here is install the UpdraftPlus plugin once more. When its running on your staging site, return to the  Settings → UpdraftPlus Backups  tab and look for the option that reads  U pload backup files:Now, drop the four backup files you downloaded earlier into the designated area. When the upload is complete, youll see your backup appear on the list. Click the  Restore  button next to it, and youre in business.Step #3: Test your staging siteWhat youve just done is created a staging website thats a perfect copy of your original site in every way,  except  for the fact that this one is running PHP 7.Now comes the part where you look for errors on your staging site. What youre looking for and what issues you might find will vary widely depending on your unique setup. However, heres how we recommend you go about conducting your test:Make your way through every page on your website, looking for any elements that have suddenly stopped working.Check to see if your plugins are behaving as they should, one by one.Test any features that your active theme includes, to ensure that theyre still functioning.This might take a little time, depending on how large your w ebsite is. If you run into any broken plugins or themes, its worth looking for replacements, since PHP 7s benefits are well worth making a few changes.Step #4: Upgrade your live site to PHP 7If you didnt find any errors on your staging website (or after youve identified the source of any problems that do appear), all thats left is to upgrade your live site to PHP 7. As we mentioned earlier, this process is rather simple. There are two ways to approach it, depending on your host:If you use a Virtual Private Server (VPS) or any other hosting option that gives you full control, you can upgrade WordPress to PHP 7 from the command line.If your host doesnt give you this level of access, you can ask them to upgrade you to the latest version through their support system.When youre done, be sure to test your sites performance again (just to be safe). Then you can start enjoying the improvements PHP 7 provides!ConclusionPHP 7 has been around for a while now, yet adoption rates are nowhere nea r where they should be. This new version offers a marked increase in performance, and most reputable web hosts will give you the option to upgrade WordPress to PHP 7. If yours doesnt, then its probably time to choose a new WordPress host. Back up your website.Create a local staging copy of your site.Test your staging site to ensure that everything is working as it should.Upgrade your live site to PHP 7, and test it again.Do you have any questions about how to upgrade your site to PHP 7 safely? Lets talk about them in the comments section below!Free guide5 Essential Tips to Speed Up Your WordPress SiteReduce your loading time by even 50-80% just by following simple tips.