The Battle Of Lexington And Concord - 1493 Words

Men will always fight to defend their property and their independence. This was evident in the Battle of Lexington and Concord which was one of the first battles of the Revolutionary War and the first step towards America’s independence. This battle was fought between the sophisticated British Army, also known as the Redcoats, and local the colonist men also known as minutemen. The colonies were overmatched in size and equipment however that did not stop them from fighting for their weapons and most importantly their rights. The level of resentment between the 13 Colonies and the British was enough to spark a revolutionary war and it did. The outrage over taxation without representation was only intensified when the town of Concord got word that the British were coming to confiscate their weapons and their gunpowder. According to Forsht (2011) author of the Boston Tea Party the British fought several costly war of which they wanted the American Colonies to pay by stamping them for printed materials such as newspaper, magazines and playing cards. Forsht (2011), stated that the American colonies had no representation in parliament yet they were being taxed by a government in which they had no voice. This was all going to change on the night of 19 April 1775. On 19 April 1775, the battle begun. The colony protected by local militiamen was vastly outnumbered, armed with only 77 men including â€Å"minutemen,† named for their ability to be ready to fight in a minute’s notice wereShow MoreRelatedBattles of Lexington and Concord1400 Words   |  6 PagesIntroduction The Battles of Lexington and Concord occurred on 19 April 1775 between the British Regulars and the Patriot Militia, also known today as Americans, in the Massachusetts towns of Lexington and Concord. â€Å"The Battles of Lexington and Concord is often referred to as the â€Å"Shot Heard Around the World† and the beginning of the American Revolutionary War† (Fischer, 1994). The Battles of Lexington and Concord consisted of in four events: the skirmish in Lexington between the British RegularsRead MoreThe Battle Of Lexington And Concord1493 Words   |  6 PagesMen will always fight to defend their property and their independence. This was evident in the Battle of Lexington and Concord which was one of the first battles of the Revolutionary War and the first step towards America’s independence. This battle was fought between the sophisticated British Army, also known as the Redcoats, and local the colonist men also known as minutemen. The colonies were overmatche d in size and equipment however that did not stop them from fighting for their weapons and mostRead MoreBattle Of Lexington And Concord1708 Words   |  7 Pagesarms! Ye villains, ye rebels† (1775, 04/19: Battles of Lexington and Concord. (2007, June 26). The militiamen, who were greatly outnumbered, were ordered to leave when a shot rang out. No one really knows who fired first, but the British, hearing the shot, fired upon the small group of militia, killing eight and wounding 10 (1775, 04/19: Battles of Lexington and Concord. (2007, June 26). When the smoke cleared the British began their march to Concord to search for weapons. They planned to burnRead MoreThe Battle Of Lexington And Concord1939 Words   |  8 PagesThis year the National History Day topic theme is â€Å"Taking a Stand†. When I think about a significant time in history where people made a stand for a cause against seemingly insurmountable odds, I think of the Battle of Lexington and Concord. American colonists, often known as the Patriots, stood up against British troops, preventing them from seizing their weapons and ammunition and capturing the leaders of the rebellion. It was this stand that began the American Revolution. The Patriot’s standRead MoreThe Battle Of Lexington And Concord940 Words   |  4 PagesIntroduction Did you know that Lexington and Concord was a small fight? The Battle of Lexington and Concord was fought on April 19, 1775. Tension had been building up for many years between the British and Colonists. On the night of April 18, 1775, British troops marched from Boston to Concord in order to take weapons from the colonists. Paul Revere had found out this information and so he and other colonists moved the weapons. Paul Revere and other riders sounded an alarm. Colonial military menRead MoreThe Battle Of Lexington And Concord1263 Words   |  6 Pagesheard round the world†¦Ã¢â‚¬  primary source Ralph Waldo Emerson’s poem â€Å"Concord Hymn† was written about the Battle of Lexington and Concord. Although this poem is not a good answer on who shot first during this battle, it does open the idea about the battle itself and makes you think who shot first. I believe that the Americans shot first at this Battle. What happened at the Battle of Lexington and Concord? Though it has been called a battle, it was more of a skirmish. It happened on April 19th the yearRead MoreThe Battle Of Lexington And Concord Essay732 Words   |  3 PagesAfter the bloodshed at Lexington and Concord in April of 1775, about 20,000 Minutemen swarmed around Boston, where they outnumbered the British. The Second Continental Congress met in Philadelphia on May 10, 1775, with no real intention of independence, but merely a desire to continue fighting in the hope that the king and Parliament would consent to a redress of grievances. It sent another list of grievances to Parliament. It also adopted measures to raise money for an army and a navy. It also selectedRead MoreMy First Lesson On The Battle Of Lexington And Concord960 Words   |  4 PagesFriday I did not attend because it was fall break for WIU so I decided to go home for the weekend. On Tuesday the students worked on Cornell notes for several headings in their textbook. Then on Wednesday I taught my first lesson on the battles of Lexington and Concord. The students analyzed two primary source documents then as a class we discussed their similarities and differences. The lesson went well despite the fact that two-thirds of the class was missing due to state testing. The fact that majorityRead MoreThe Shot Heard Round the World700 Words   |  3 Pagesstart of the Battle of Lexington which was the first official battle of the Revolutionary War. On April 19th, 1775 British troops were marching to Lexington where many militia were already awaiting their arrival. The British were after the ammunition of the militia. Paul Revere had warned the militia ahead of time so that they could be prepared. They removed their stockpiles of ammunition from their hiding places and moved them to a new shelter. When the British arrived at Lexington, the militiaRead MoreLexington And Concord : American Revolution1551 Words   |  7 PagesLexington and Concord Begins American Revolution On an â€Å"unremarkably clear and pleasant† day in April 19, 1775, the shot that was said to had been able to be heard around the world was fired. (A Guide to Battles) This began the battles in which we know as Lexington and Concord, and the war we know as the Glorious/American revolution. It was fought between the British whom had feared American retaliation for some time, and the American Colonies whom were tired of feeling oppressed by the British

Team Paper - Aflac - 3130 Words

Abstract The HR practices of Aflac were examined in the context of its effect on employee satisfaction. In 2015, Aflac made the list of 100 best companies to work for as it has done for the past ___years. The team examined the benefits provided to the employees and the workplace culture at Aflac in order to determine why the organization enjoyed a low-rate of employee turnover and why surveys showed that its employees were highly satisfied with working at Aflac. Aflac â€Å"strives to deliver quality services to its 4,500 employees while staying competitive in the insurance market† (Reed, 2015). The team determined that part of the employee satisfaction resulted from Aflac’s decision to not lay off its employees during economic†¦show more content†¦Aflac has grown not only in the United States but also in Japan, as well. Aflac was sprouted from the idea of three brothers who believed people needed protection when a medical problem arose (â€Å"Aflac Supplemental Insurance†, 2015). Their core value was always held to high standards and that was to â€Å"put the policyholders first (â€Å"Aflac Supplemental Insurance†, 2015).† Aflac also strives themselves to be comprised of a diverse group of individuals. This idea buds the notion that each individual person brings different strengths to the table and for this reason is why Aflac has been so successful over the decades. With the stride to grow and expand worldwide, Aflac has expressed the importance to recruit and retain the top talent they receive. With a bold idea such as this, Human Resource Departments have a difficult job to hire top talent employees and ensure turnover is low. Business Week rated Aflac 21st in best places to work in 2009, calling on their promoted educational benefits, unlimited tuition reimbursement and their willingness to provide entry level positions to newly graduated individuals (â€Å"Aflac Supplemental Insurance†, 2009). It is benefits such as these that keep talented individuals applyingShow MoreRelatedRecognition and Reward Paper3487 Words   |  14 Pagesbelow illustrates how AFLAC leveraged their reward and recognition program to reinforce the company’s cultural goals:22 FIGURE 3: USING REWARD AND RECOGNITION TO REINFORCE COMPANY CULTURE AT AFLAC AFLAC, Incorporated Industry: Financial Services 2005 Employees: 7,263 2005 Revenues: More than $10 billion SITUATION AFLAC wanted to reinforce the importance of the company culture, which is based on the founders’ philosophy, â€Å"treat people as you would like to be treated†. AFLAC believes that embeddingRead MoreEthical Companies12021 Words   |  49 PagesMarket Forestry, Paper and Packaging International Paper Stora Enso Oyj Svenska Cellulosa Health and Beauty Natura Cosmeticos Healthcare Services Baptist Health South Florida Hospital Corporation of America Premier Hotels, Travel and Hospitality Kimpton Hotels Marriott International The Rezidor Hotel Group Wyndham Worldwide Industrial Manufacturing Caterpillar Deere Company Eaton Corporation Milliken Company Schneider Electric Insurance Aflac Incorporated SompoRead MoreManagement Challenge of Motivating Employees2211 Words   |  9 PagesOne of the major challenges management faces is motivatingemployees to do their best at work. Successful organizations have motivatedand enthusiastic employees. In this paper I will summarize three articles I’ve found in Harvard Business Review and relate them to chapter 16 from our text on motivation. In this summary I will show the relationship between a motivated workforce and corporate performances. I will then apply the concepts from the articles and the text to management in a personal organizationalRead MoreHRM Assignment3165 Words   |  13 Pagesaround the world. It’s effective in this global market, so organization members need to familiarize with country cultures, its system, and use â€Å"technique different from own†. In today world famous organization of America, like Coca- Cola, Wal-Mart, AFLAC this organization obtain major part of their annual revenues from overseas process. The increase of worldwide and conglomerate firm places fresh wants on HR managers. For occasion, HR must make sure that they have right employees with good skillsRead MoreStrategic HR Management Case Study: HR Planning and Strategic Change for Wal-Mart6492 Words   |  26 PagesSTRATEGIC HR MANAGEMENT RESEARCH PAPER OF ALPHA GROUP (FIRST DRAFT) HR PLANNING AND STRATEGIC CHANGE FOR WAL-MART [pic] Bouffard, Jason Fiel, Zachary Kizil, Cevdet Pimental, Kristen Swihart, Jason Southern New Hampshire University Strategic Human Resource Management – Dr. Annette West October 29, 2006 CONTENTS I. Abstract II. Wal-Mart Employee Selection, Training, and Development III. Wal-Mart Human Resources Planning IV. Wal-Mart PerformanceRead MoreMarketing Channel44625 Words   |  179 Pages73) Smart companies coordinate their logistics strategies and forge strong partnerships with suppliers and customers to improve customer service and reduce channel costs through ________. A) cross-functional teams B) cross-company teams C) partnering D) cross-functional, cross-company teams E) segregated departmentalization Answer: D Diff: 3 Page Ref: 362 AACSB: Communication Skill: Concept Objective: 12-5 74) The success of each channel member depends on the performance of ________Read MoreFundamentals of Hrm263904 Words   |  1056 PagesDavid Levy  ©Michael Eudenbach/Getty Images, Inc. This book was set in 10/12 ITC Legacy Serif Book by Aptaracorp, Inc. and printed and bound by Courier/Kendallville. The cover was printed by Courier/Kendallville. This book is printed on acid free paper. Copyright  © 2010, 2007, 2005, 2002 John Wiley Sons, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recordingRead MoreDamodaran Book on Investment Valuation, 2nd Edition398423 Words   |  1594 PagesStandard and Poors (SP), in Figure 4.7. THE RATINGS PROCESS Issuer or authorized representative request rating Requestor completes SP rating request form and issue is entered into SP s administrative and control systems. SP assigns analytical team to issue Analysts research SP library, internal files and data bases Final Analytical review and preparation of rating committee presentation Issuer meeting: presentation to SP personnel or SP personnel tour issuer facilities Presentation

The Switch Free Essays

After my second year in high school, I made a decision that would turn out to be life changing. This decision wasn’t life changing in the way that getting married or going to college would be, but I really learned a lot about myself that summer. What I’m about to tell you is what happened when I switched from Marching Band to Football. We will write a custom essay sample on The Switch or any similar topic only for you Order Now I will explain to you why this switch was such a big deal to me and what I learned about myself from it. Switching from Marching Band to Football after my Sophomore year of high school changed the way I saw myself because I found I have a strong enough will to follow my heart despite controversy with others, I have a strong desire to be in control of my life, and I have an aggressive side that had not shown itself before. While making the decision to change from one activity to another, my own self- reliance and confidence really took over and helped me to deal with the controversy among my friends and teammates. My friends and band director wanted me to stay in the marching band because I was a section leader with three years of experience ho was up for the Drum Major position. Naturally, this put me under a lot of social pressure. On top of that, my new teammates on the football team weren’t exactly thrilled to have a tuba player trying out for the team. They used to make fun of me quite a bit, until I proved myself out on the field, that is. Another significant hurdle was telling my parents that I wanted to switch. I knew that my parents said they would support me in any decision I make, that isn’t life threatening, but I wasn’t sure if they would condone me playing football, which is probably one of the most angerous sports in the world if you don’t practice proper technique. The fact that I was able to deal with all this and still stick to my guns showed me I was strong enough to follow my heart and cut my own path. Especially after considering the craziest part out of this whole thing, before this I never had been one to go against the grain. I had been a people pleaser my whole life and was afraid of making anyone mad at me. So, now that IVe explained the situation I found myself in, the reason I put myself in that position was because of a realization I had while sitting in the stands with the and at a football game during my sophomore year. I realized that I didn’t enjoy sitting on the sidelines watching the action happen. I wanted to be out there in the middle of it. It made me think about how I always took the path of least resistance in every aspect of my life. I was always trying to make everyone around me happy when I wasn’t completely happy myself. Watching that football game, I felt like I was the stands watching it go by, powerless to influence to course of fate. This mindset is what helped me to strengthen my will to follow my heart and do what I wanted to do. That night, I discovered my desire to have control of the direction my life was going in. On top of wanting to steer my life in the direction I wanted, that night I also discovered that I have an aggressive side that makes want to prove what I’m worth, fght to win, and be remembered. In every sport I’d ever done up to that point in my life, from Baseball to Karate to Wrestling, every single one of my coaches I’d ever had told me that I don’t have a mean bone in my body, and I thought they were right. I always had a hard time with being competitive because I didn’t want to hurt anyone nd I was somewhat content to sit in the dugout or on the sidelines unless subbed in. That is, until I had this self-realization one day in the stands. After that, a fire lit in my belly that hadn’t been there before and I was ready to show everyone what I could do. This fire didn’t go away and, actually, still hasn’t to this day. And so, I Joined the football team and said good bye to the marching band as my first official act of taking control of my life. Looking back, I don’t regret being in the marching band for three years, but I do ish I had played football all four years of my high school career. Unfortunately, I never felt the urge to play until that moment of self-realization that my life would pass me by if I didn’t take hold, that night in the stands. And I never would have had the determination to follow my heart without that fiery passion in my gut that was ignited that night. In the grand scheme of things, this decision was very minor in nature, switching from one extracurricular activity to another. However, for me, it was a very momentous and self-awakening experience where I discovered how strong I can be. How to cite The Switch, Papers

Organizational Change Management Corporate Environment

Question: Discuss about theOrganizational Change Management for Corporate Environment. Answer: Introduction: John Kahui is an individual dealing in management with an experience of over 10 years in the field of corporate environment. He has started an organization Ecology matters which will protect the natural environment of New Zealand. The main function of the organization is to look after the cleanliness of the beaches, lakes, rivers and forests in New Zealand. The organization is a non profitable organization and operates mainly through the funding from different companies and individuals. The organization does not pay any income tax as it is a non profitable organization and the paid employees of the organization are General Manager, accountant and office administrator. The organization is going through some changes because the organization is not getting enough donations from the individuals. The donors cannot claim any tax benefit because the organization is not registered under Charities commission. The organization has to prepare necessary documentation, rules and guidelines. McKinsey 7S model is used by the organization to implement the changes. McKinsey 7S model is composed of 7 elements. Values are shared among the employees of the organization with the help of Shared values (Boverie et al., 2013). Shared values include the belief and attitudes of the organization. The model defines the requirement of change and better performance of the organization. Goals and vision of the organization is redefined with the help of this model. Strategy: Strategy helps Ecology matters to use the resources optimally. The organization has limited resource (Boverie et al., 2013). Strategy will help the organization to implement the changes properly. Structure: The organization follows a centralized structure. The top management takes the decision and the other members carry out the orders (Brown May, 2012). This creates confusion among the lower level employees, as they cannot take any decisions. This creates dissatisfaction among the employees. System: The system within the organization is not clear among the employees in the organization. Recruitment procedure, pay packages and promotion of the employees in the organization is not structured (By et al., 2014). All these results in changes within the organization Staff: Goals and objectives of the organization are not properly defined. A proper goal and objective of the organization motivates the employees and this enhances the productivity of the organization. Skills: Skills are important for any organization or employee. Skills help an organization to remain a step ahead of its competitors and service (Cummings Worley, 2012). Training is essential to uplift the skills and performance of the employees in the organization. Styles: Leadership styles are important for the proper functioning of any organization. In the organization autocratic leadership style is followed. The boss takes the decision and the others execute the instructions (Boverie et al., 2013). This is not accepted by many of the employees. Instead the organization should follow a democratic leadership style where the organization takes the opinion of the employees before taking any decision. This will reduce conflicts between the employees and management. Figure 1: McKinsey 7S Model (Source: Waddell et al. 2014) Kotters 8 step change process is also used by Ecology Matters. The Eight steps are as follows Establish sense of urgency: In this process the organization determines the present situation of the market and take steps accordingly. Crisis and potential of the organization is discussed by the top management (Daniela, 2013). Powerful Coalition: Coalition is the process in which a group of people come together to address a common cause. In Ecology matters, a coalition is formed among the employees to solve the administration and remuneration structure of the organization Create a Vision: A new vision has been established by the organization. The vision of the organization is to protect the natural resources of New Zealand (Fragouli Ibidapo, 2015). Different strategies have been used by the organization to form the new vision. Communication of the Vision: vision: The top management of the organization, Ecology matters has taken steps to communicate the vision to the employees of the organization. Vision is communicated to employees through meetings and circulation of notices. Empower others to Act on Vision: Ecology matters have changed the structure and procedure within the organization to empower the vision (Giraud Autissier, 2013). All the employees are treated equally and there is no miscommunication among the employees. Plans and Short term Wins: The organization has divided the goals into short term objectives. This has helped the organization in achieving goals quickly. Consolidate Improvement: The organization has planned to recruit employees who are knowledgeable and experienced in the field of social work. Proper training will also help the employees to improve their working capability (Kumar, 2013). Innovative ideas like campaigning through social media will also enhance the functioning of the organization. Institutional Change: Institutional change is done by communicating behaviors with corporate success. This will change the thinking procedure of the organization. Change is an important part of any organization or business. Changes help an organization to remain competitive in the competitive market. Lewins Change management model was introduced by psychologist Kurt Lewin in the year 1950 (Cummings Worley, 2012). Kurt Lewins change management model consists of three stages. They are Unfreeze, Transition and Refreeze. Unfreeze: Unfreeze is the first step of this model. This step helps the employees in the organization to understand the requirement of change. In this step the existing procedures and rules are broken down to produce new ways of operation. Initial stages of these steps are very difficult. In order to make changes, the beliefs value and attitude of the persons in the organization should be changed (Larsen Olaisen, 2013). However, the process becomes easy when poor financial result exists or customer satisfaction is low. The organization, Ecology matters suffers from poor financial condition and the employees are not properly recruited. Even the payments of the employees are also hampered. Skills of the employees in the organization should also be changed. Behavior and thoughts of the employees should be changed to meet the requirement of the organization. All these have helped the organization to go through the unfreeze steps. Transitional stage: Transitional stage is the process in which the employees resolve the uncertainty among themselves. In this new process the employees learn the new behavior, process and thinking. Education, communication ad time is therefore important for the employees in Ecology matters (Cummings Worley, 2012). The employees in the organization take time to cope with these changes. Once the employees cope up with this stage they move to the last step which is known as Refreeze stage. Figure 3: Lewins Change Management Model (Source: Created by the author) Advantages: Through Lewins Change management model employees in the organization are able to come across new strategies and theories. This will help to increase the productivity of the employees in the organization (Maes, 2014). The employees in the organization will properly communicate. Disadvantages: In the initial stages the employees in the organization will not easily accept the changes. Changing the thinking procedure of the employees in the organization will be a challenge for the top management in the organization (O'Donnell, 2016). Change helps an organization to remain active in this competitive market. In the organization, Ecology matters, the top management always accept changes. The top management of the organization has understood that, with change, new policies and rules can be implemented. Moreover new methods and technologies can be implemented in the organization with such change (Cummings Worley, 2012). New technology will uplift the performance of the employees in the organization. Internet will help the management to communicate with the employees in the organization effectively. Social media will also play an important part in creating awareness among the people about the activity of the organization. The accountant in the organization will also accept the changes in the organization. New technologies used in the field of accounts background in the organization will reduce the workload of the accountants (Robertson, 2015). Positive changes in the organization will also improve the financial condition of the organization. Additionally, a stronger economy will also help the organization to expand its growth beyond boundaries. Goals and objectives of the organization can also be met quickly with the help of change in processes. The volunteers in the organization face a lot of problem in the organization. It has been found that in a project the volunteers were responsible to clean up the beaches of Auckland. The supervisor of the project had not properly communicated with the volunteers and a miscommunication was created between the volunteer and the coordinator (Shani et al., 2013). Contacting with the volunteer has also become tough for the local people. Therefore it can be said that the volunteers will accept the changes in the organization. Administration in the organization may not accept the changes in the organization. Administration in the organization is already acquainted with the processes which are being followed in the organization. They are not happy with the changes in the organization. One of the main reasons is that the total working procedure in the organization will change because of the introduction of new rules and regulation (Cummings Worley, 2012). The employees in the administrative department are older generation and they do not accept changes. The administrative people in the organization are not eager to go through the training procedures. Employees in the organization will also not easily accept the changes because they fear of something unknown will occur due to change. The normal routines of the employees will also be affected because of the change in the organization (Cummings Worley, 2012). Often changes in the organization are not accepted by the employees in the organization proving that decisions taken by top management are wrong. 1-60 days 61-150 days 151-240 days 241-300 days Need for change New Interventions Evaluation of result Stabilize change Table 1: Gantt Chart Source: Created by the author In this section of the assignment the researcher has given an action research plan for the organization. In the first sixty days the researcher will identify the need for change. Need for change is an essential part of the organization. Need for change is important because it will help ecology matters to thrive in ever changing world. Change management will help the organization to deliver effective results. It will also help the organization to reduce the gap between the requirement and results. Experienced employees and effective training will help the organization to better serve the environment (Stirpe et al., 2015). Latest equipment and technology will help the organization. Better application of change management will also help the organization to increase the rate of success. Better rate of success will also improve the efficiency of the employees in the organization. The employees will be motivated and this will improve the reputation of the organization. New interventions are important to improve the working culture of Ecology matters. New equipments and technology will help the employees to communicate with each other properly and complete any job quickly. The organization is planning to launch a new app through which the employees can contact with each other and can share information quickly (Cummings Worley, 2012). This will help the organization to perform rescue work effectively. Evaluation of results will be done after implementation of new innovation. Evaluation will be done for a period of 60 days. On successful evaluation the changes will be permanently implemented in the organization. Once the changes are successful it will be permanently be implemented in the organization. Every employee in the organization has to follow the changes in the organization strictly. References Boverie, P., Grassberger, R., Law, V. (2013). Leading individual development and organizational change around learning, meaning, and nurturing environment.Advances in Developing Human Resources,15(4), 382-400. Brown, W., May, D. (2012). Organizational change and development.Journal of Management Development,31(6), 520-536. By, R. T., Oswick, C., Burnes, B. (2014). Looking back and looking forward: Some reflections on journal developments and trends in organizational change discourse.Journal of Change Management,14(1), 1-7. Cummings, T. G., Worley, C. G. (2012).Organization development change(9th ed.). Mason, OH;Australia;: South-Western/Cengage Learning. Daniela, P. M. (2013). the interdependence between management, communication, organizational behavior and performance.Annals of the University of Oradea : Economic Science,22(1), 1554-1562. Fragouli, E., Ibidapo, B. (2015). leading in crisis: Leading organizational change business development.International Journal of Information, Business and Management,7(3), 71. Giraud, L., Autissier, D. (2013). Uncovering the intellectual development of the journal of organizational change management.Journal of Organizational Change Management,26(2), 229-264. Kumar, N. (2013). Organization development--the process of leading organizational change.Abhigyan,31(3), 78. Larsen, T. J., Olaisen, J. (2013). Innovating strategically in information and knowledge management: Applications of organizational behavior theory.International Journal of Information Management,33(5), 764. Leonard, H. S. (2013).The wiley-blackwell handbook of the psychology of leadership, change and organizational development(1. Aufl.;1; ed.). GB: Wiley-Blackwell. Maes, J. (2014). The international society for organizational development and change announces our second international conference in amsterdam from july 7 to 12, 2014.Organization Development Journal,32(2), 148. O'Donnell, V. L. (2016). Organisational change and development towards inclusive higher education.Journal of Applied Research in Higher Education,8(1), 101-118. Robertson, R. (2015). The coaching solution: How to drive talent development, organizational change, and business results.TD Magazine,69(7), 75. Shani, A. B., Noumair, D. A., Pasmore, W. A., Woodman, R. (2013).Research in organizational change and development. Bradford: Emerald Group Publishing Limited. Stirpe, L., Bonache, J., Trullen, J. (2015). The acceptance of newly introduced HR practices: Some evidence from spain on the role of management behavior and organizational climate.International Journal of Manpower,36(3), 334. Waddell, D., Creed, A., Cummings, T. G., Worley, C. G. (2014).Organisational change: Development and transformation(5th ed.). South Melbourne, Vic: Cengage Learning.