Is there a different in attitude toward Cesarean section between women Dissertation

Is there an alternate in disposition toward Cesarean segment between ladies in Iran and ladies in United realm - Dissertation Example The things in the survey were all in English. Method. The survey was circulated to members in through two medical clinics in Iran and one emergency clinic in Britain. All members were from the middleclass and were taught at pre or post college levels. The Iranian members were all educated in English. Results. The consequences of Principal Components Analysis (PCA) demonstrated two elements rising up out of the survey which were named as â€Å"Preference for CS† and â€Å"Misconceptions about CS†. Generally speaking, the Iranian members gave lower evaluations on the two variables contrasted with their British partners which infer more help for Cesarean Section. There was likewise a positive connection among's age and the two variables. Conjugal status and having youngsters didn't impact their inclination for and misguided judgments about the technique. It was accordingly presumed that progressively compelling data scattering must be done about the focal points and inconv eniences of CS, to permit ladies to settle on increasingly educated decision. List of chapters Chapter 1 Introduction 6 1.1 Introduction 6 1.2 Background of the Study 6 1.2.1 Reasons for the Choice of CS 7 1.2.2â â â â â â â Influences to CS Choice 8 Prevalence of CS in Britain and in Iran 9 Chapter 2 Review of Related Literature 11 2.1â â â Introduction 11 2.2 Overview of Cesarean Section (CS) 11 2.3 Factors that Influence CS Choice Among Women in Iran 14 2.4 Factors that Influence CS Choice Among Women in Britain 17 2.5 Empirical Studies 21 2.6 Conclusion 28 2.7 Research Aims 30 2.8 Research Questions 30 2.9 Research Approach 31 2.10 Research Methodology 32 Chapter 3 Method 34 3.1â â â Research Design 34 3.2 Participants 34 3.3â â â Materials 34 3.4 Procedure 35 3.5 Data Collection Procedures 35 3.6â Ethical Considerations 36 3.7â â â Method of Data Analysis 37 Chapter 4 Results and Discussion 38 4.1â â â Introduction 38 4.2 Results 38 4.3â â â Di scussion 46 Chapter 5 Conclusions and Recommendations 51 5.1â â â Conclusions 51 5.2â â â Recommendations 53 References 55 Appendix A †Survey Questionnaire 66 List of Tables Table 1. Head part examination of study things. 38 Table 2. Cronbach Alpha: Factor 1 (Preference for CS). 40 Table 3. Cronbach Alpha: Factor 2 (Misconceptions about CS). 41 Table 4. Distinct Statistics: Status x Having Children on Factor 1(Preference for CS). 41 Table 5. Between-Subjects Effects: Status x Having Children on Factor 1 (Preference for CS). 41 Table 6. Unmistakable Statistics: Status x Having Children on Factor 2 (Misconceptions about CS). 42 Table 7. Between-Subjects Effects: Status x Having Children on Factor 2 (Misconceptions about CS). 43 Table 8. Spellbinding Statistics: Cultural Groups on Factors 1 (Preference for CS) and 2 (Misconceptions about CS). 43 Table 9. Connections: Age versus Elements 1 (Preference for CS) and 2 (Misconceptions about CS). 44 Table 10. Engaging Statistics : Having Children x Cultural Group on Factor 1 (Preference for CS). 45 Table 11. Between-Subjects Effects: Having Children x Cultural Group on Factor 1 (Preference for CS). 45 Chapter 1 Introduction 1.1 Introduction The current part is a diagram of research identified with the clinical and mental parts of cesarean area, the dangers in question, explanations behind picking cesarean segment and the social perspectives towards picking

Sundown by Stephenie Meyer - Book Review Theres an explanation in excess of 10 million Twilight arrangement books are in print. Sundown, the first in the arrangement, is the addictive story of two youngsters â€- Bella, a standard young lady, and Edward, an ideal man of honor, and a vampire. This is the sort of book you may peruse in only a couple of sittings, getting engaged in its fantastical world and negligent of your physical environmental factors. While not the following extraordinary thing in present day writing, its a pleasant book to lose all sense of direction in and reaches a conclusion far and away too rapidly. Aces Exceptionally engaging, quick paced story of sentiment and suspenseRelatively clean for an adolescent vampire love storyThe idea of good vampires is strange and interesting Cons The composing can be awkward at timesEdwards flawlessness can be over-the-top, in any event, for an imaginary super-humanAt times, Edward and Bellas relationship can appear to be progressively similar to that of a dad and little girl Portrayal Nightfall by Stephenie Meyer was first distributed in October 2005.Publisher: Little, Brown512 Pages Dusk by Stephenie Meyer: Book Review Dusk is told by 17-year-old Bella Swan, who moves from Phoenix to the humble community of Forks, Washington, to live with her father for the rest of secondary school. There, she meets Edward Cullen and his family, who have an other-common and powerful excellence and effortlessness to which Bella is drawn. Sundown is the story of Bella and Edwards thriving relationship, overflowing with standard high school show nearby the unforeseen, in light of the fact that, all things considered, Edward and his family are vampires. These undead companions have decided to deny their inclination to drink human blood, rather slaking their thirst with the blood of creatures. Bella before long discovers, in any case, that not all vampires throughout her life are compelled by such doubts. The book has been applauded for its treatment of sexuality and profound quality. In spite of the fact that theres a lot of longing and erotic nature, there is no sex, drinking, or medication use. Edward denies Bellas want to be transformed into a vampire herself, on grounds that it wouldnt be the best activity. Dusk is a simple and agreeable read. Its first-individual perspective keeps the pages turning. This isnt an artful culmination of abstract accomplishment, in any case. You need to take it for what it is â€- an exceptional and engaging, if not impeccably composed, story. Nightfall will more likely than not speak to high school young ladies and numerous ladies all things considered, yet most likely not to most of guys. Its sure to make perusers anxious to eat up the following three books.

Is There a Mental Illness Test

Is There a Mental Illness Test Psychotherapy Print Is There a Mental Illness Test? By Amy Morin, LCSW facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our editorial policy Amy Morin, LCSW Updated on March 28, 2019 More in Psychotherapy Online Therapy In This Article Table of Contents Expand Diagnosis Psychological Tests Screening Tests What to Do View All Back To Top There isn’t a single test that can determine if you have a mental illnessâ€"or deem you 100 percent mentally healthy. Instead, a diagnosis of mental illness is made by a medical or mental health professional who has conducted a thorough evaluation. Diagnosis In most cases, a physician will rule out physical health issues first. Some medical conditions can contribute to mental health problems, so lab tests or a complete physical exam may be necessary. Thyroid disease, for example, may cause someone to experience symptoms of depression. Treating the thyroid condition will help someone feel better emotionally. Once physical health issues are ruled out, a physician may make a diagnosis of a mental illness. Physicians are qualified to diagnose mental illnesses, like major depression and generalized anxiety disorder. Sometimes, they prescribe medication to treat the mental illness. Quite often, however, physicians refer patients with a suspected mental illness to a mental health professional. A physician may recommend a patient see a psychiatrist for medication management or a referral to a psychotherapist may be made so  that a patient can begin talk therapy.   Before starting treatment, a mental health professional who is making a diagnosis will interview the patient. Questions often focus on symptoms, history of symptoms, and difficulties with functioning. Family members may be interviewed as well. This is especially true when a child is being diagnosed with a mental illness or when an individual has poor insight or is an unreliable reporter. The mental health professional will also observe the patient in the office. Some symptoms may be obvious in the interview, such as low energy or hyperactivity. A mental health professional will use the Diagnostic and Statistical Manual (DSM-5) to make a diagnosis. The DSM-5 outlines the criteria for each mental illness. Psychological Tests There may be times when psychological testing is necessary. Psychological tests are assessment tools that are administered by psychologists. There are a variety of reasons that a patient may undergo psychological testing. Sometimes, testing is needed to help gain clarity about an individual’s diagnosis. Other tests may help identify an individual’s IQ or any learning disabilities. Psychological tests can also diagnose brain injuries and dementia. Psychological tests may be administered via a computerâ€"or they may be written or given orally. They may involve a series of questions where an individual is asked to provide information about how often they experience certain symptoms or they may be asked to choose statements that best describe how they think, feel, and behave. Screening Tests Screening tests don’t diagnose mental illness but they can signal when further evaluation is needed. Some physicians administer screening tests during annual physicals to look for signs that someone may be experiencing common mental illnesses, like anxiety or depression. A screening test may be administered in the form of a simple questionnaire or a physician or nurse may run through a simple list of questions. Screening tests may also be used by physicians or mental health professionals to determine whether further evaluation is needed surrounding a potential substance abuse issue. A few simple questions can help determine if someone engages in problematic drinking, for example. There are also free screening tests online that you can access. Mental Health America’s website offers screening tools that can help determine if you should speak to your doctor about depression, anxiety, bipolar, psychosis, eating disorders, PTSD, and addiction. There is also a screening tool for children. As the parent, you can fill out one questionnaire and also ask your child to fill out another. The Mental Health America screening tools only take a couple of minutes to complete and you’ll get instant results. You’ll be given a score and given advice on how you might want to proceed. For example, you might be advised to take another since conditions like anxiety and depression often go hand-in-hand. The screening tool may suggest you should show the results to your physician to start a conversation about whether you might have a mental illness. What to Do If you suspect that you or a loved one may have a mental illness, talk to a physician. Or take an online screening tool test to learn more about your symptoms. Mental illnesses are treatable and early intervention can be key to helping you or a loved one best manage your symptoms. How Different Mental Illnesses Are Diagnosed and Treated

Sexual Harassment And Sexual Behavior - 893 Words

same tactic in another research, in this research the purpose was to see the attributions a victims clothing can be blamed for sexual harassment and engage in sexual behaviors. The results, consisted of men and women blaming the victim when she was dress provocatively than when she doesn’t wear provocative clothing. In another study, by Ed. M. Edmonds and Delwin D. Cahoon in the article, â€Å"Attitudes concerning crimes related to clothing worn by female victims, male and female college students were shown two pictures of a female model, the first one the model is wearing sexy clothing and the other picture the women is wearing non sexy clothing. The students were asked if the women with more revealing clothing was prone to be robbed or raped than the women with more conservative clothing. The response by men and women was indeed the women with more revealing clothing was more likely to be rape and robbed, as well as agreeing that the attacker shouldn’t be held severely responsible for the action. The relationship between the sexy clothing and rape/robbery just clarifies the assumptions that society views women who wear sexy clothing as targets for male aggression. Though there is no accurate information to know the relationship between the criminal behavior the idea of women with reve aling clothing as targets sets myths in crimes like robbery demonstrates a bias in society. On the other hand, there has been many research that has proven cases in which the Supreme Court haveShow MoreRelatedInappropriate Behavior And Sexual Harassment1783 Words   |  8 PagesInappropriate behavior of ladies in the working environment is turning out to be extremely usual around the world. It has turned into a major issue in the work environment and still exists currently. 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So at Westminster international college Knowledge, and the management thereof, has increasingly been regarded as a crucial factor in the development of a sustainable source of competitive advantage amongRead MoreSexual Harassment Deviant Workplace Behavior, Myths and Facts2214 Words   |  9 PagesSexual Harassment Deviant Workplace Behavior This paper will cover what sexual harassment is, the importance of studying it, the behavior itself and my take on the issue. Contents Devient Workplace Behaviour 2 Sexual Harassment Defined 2 Importance of studying the concept of sexual harassment 3 How this behaviour arises 3 How it impacts the individual, team and the organisation 4 Gaps, inconsistencies and myths in research 5 Gap/Myth 1 5 Gap/Myth 2 6 Gap/Myth 3 6 Gap/MythRead MoreSexual Harassment And The Civil Rights Act Of 19641706 Words   |  7 PagesWhat is sexual harassment? 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Sustainability, Well Being, Welfare Essay - 1996 Words

Keywords: sustainability; well-being; welfare 1. Introduction The term sustainability has ended up prevalent in arrangement situated exploration as a declaration of what open strategies should accomplish. The essential motivation originated from the Brundtland Report of 1987 (1). From that point forward the idea has moved in importance. This paper contends that the movement is terrible in that it darkens the genuine inconsistency which exists between long term maintainability and transient welfare. Also, the refinement between three pillars of sustainability is reasonably fluffy. We propose a definition that returns to the first sense in which the idea was expected. Notwithstanding, this paper does not profess to offer a far reaching perspective of the issue of maintainability. It displays a basic perspective of how the term is utilized as a part of approach open deliberation and in effect evaluation—the arrangement of strategies utilized as a part of connected exploration to assess strategies and undertakings. 2. Backgrounds The idea of sustainability was initially instituted in ranger service, where it implies failing to harvest more than what the timberland yields in new development The word Nachhaltigkeit (the German expression for sustainability) was initially utilized with this significance as a part of 1713. The worry with safeguarding normal assets for what s to come is perpetual, obviously: without a doubt our PalaeolithicShow MoreRelatedGlobal Business And Its Sustainability Essay1745 Words   |  7 Pagesbusiness and its sustainability can contribute significantly to present and upcoming accomplishment of organizations. 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However, such dynamic perspective from external and internal stakeholders, refurbished the sustainable development of businesses, incorporating a more intricate measure of economic, social and ecological perspective. Therefore, management has refurbished practices, incorporating the dimensional homogeni sation of the Triple Bottom line theory through a model aspect to a practicalRead MoreCorporate Social Responsibility And Corporate Sustainability Essay1658 Words   |  7 PagesResponsibility Vs Corporate Sustainability in India: A case study on Aditya Birla Group Supriya Agarwal Abstract: Corporate Social Responsibility (CSR) is now a burning topic in India, which became prominent and most amplified in 2013 when companies were obligated to spend two percent of profit after tax in CSR activities set by the Ministry of Corporate Affairs, Government of India. 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Changing Paradigms of Rebranding Strategies Free Essays

string(59) " the direction in which it wants to take the organization\." According to the AMA (American Marketing Association), Brand is a name, term, sign, symbol, design, or a combination of all used to uniquely identify a producer’s goods and services and differentiate them from competitors. Specifically, a brand is a name â€Å"yahoo. com† logo, jingle ‘bus 2 minutes’, â€Å"Maggie†, slogan ‘sense and simplicity’, â€Å"PHILIPS†, package design, spokesperson, color Red color,† Vodafone† which consumers associate with a specific product. We will write a custom essay sample on Changing Paradigms of Rebranding Strategies or any similar topic only for you Order Now REBRANDING-WHAT IS IT? Rebranding occurs when a product or service developed with one brand, company or product line affiliation is marketed or distributed with a new and different identity. It is usually more than simply a change in brand’s logo and other superficial changes and should involve radical changes to the brand name, image marketing strategy and advertising themes. In order to complete Rebranding, several areas should be reviewed including positioning, personality, cluster of values, logo, company, identity and vision prior to the building of a brand. Rebranding can take place for a new product, a mature product, or even developing products. In some cases, a total rebrand may not be necessary but rather a partial rebrand. When a brand has been firmly established but may be outdated or needs refreshing due to new products or services, partial Rebranding may be more appropriate. It is critical that the brand value that’s been developed over the years not be eliminated. Subtle changes to update it may be all that is necessary to get the message across and revitalize sales. It is important to differentiate between Rebranding of a product versus repositioning of a product. Repositioning may involve a change in any of the marketing mix elements in an effort to respond to declining sales or market share. The goal in repositioning is to target existing products at new markets or segments. Repositioning may be part of Rebranding campaign. In contrast, Rebranding should involve a total change to fundamental company elements such as mission statements, values and widely recognized logos in an effort to have the company’s brand accurately reflect what it offers. WHEN SHOULD REBRANDING OCCURS: Rebranding is appropriate and essential under several circumstances in order to ensure success in product and service delivery. Often, a company has adapted their products to keep competitive in the marketplace to the extent the company’s brand may no longer accurately reflect what if offers. In this case, a major brand overhaul is necessary. A large quantity of acquisitions or merging of companies may require Rebranding in order to adequately reflect the new, large company. When is Rebranding necessary? DRIVERS OF REBRANDING: The two major reasons of rebranding are: corporate restructuring and modifying the external perceptions. The following text highlights more drivers that call for rebranding exercise: †¢ Outliving the usefulness: Sometimes, a brand might outlive the purpose for which it was created. In such a scenario, it is more suitable to change the name of brand and then continue or prune the product depending upon the market requirement. Values change: Sometimes, the value that promoters want to display to the audience through the brands change, and that is why they decide to change the brand name as well. †¢ Mergers and acquisitions: Cases like the merger and acquisitions force the corporates to dawn a new identity for themselves, as it was seen in the case of Air Deccan and Kingfisher. However, while conducting the rebranding exercise, the companies should conduct a thorough analysis of the values and the attributes for which the br and name of the merging companies stand for and then only a new name should be adopted or the old one should be changed. Confused brands: In the case of UTI bank which changed its name to Axis bank, the brand UTI was associated with many other instituted in different streams financial strength, had to go for rebranding. CONSIDERATIONS FOR REBRANDING: †¢ Through analysis of the target market: A company indulging in a rebranding exercise will not like to indulge into the exercise at the cost of its existing customers. Therefore, a thorough analysis of the profile of the existing customers is warranted. The rebranding exercise may attract new segments of the market but should not drive away the existing segments being served by the market. Nature of brand equity: A thorough analysis of brand equity and the nature of its standing in the eyes of its stakeholders should be conducted before going for dropping an already well established name, because if the new name fails to live up t o the expectations of the stakeholders, it may result in a huge loss in terms of the sales and goodwill of the firm and through these two elements, on the value of the firm. †¢ Project Management: It is generally the marketing department who takes up the leadership role in implementing the rebranding exercise and tries to seek out and surmount the challenges ahead. However, in many cases, it is the board of directors with the external ad agency who decide upon the rebranding exercise and implement it. †¢ Staff Involvement : The staff involvement is seen at various levels of the organization and they are basically consulted to suggest and brain storm on the new brand name and the like. †¢ Customer Involvement: Though not many organizations go for customer feedback before rebranding themselves, feedback is sought in a more subtle and discreet way from the customers. Since confidentially is a concern for such an exercise, the rebranding campaign was not made more broad based. OBSTACLES: †¢ Time consuming: Most of the organizations found brand building time consuming and they failed to estimate the exact time for conducting the exercise. †¢ Internal Resistance: Employee morale is greatly affected by the attitudes associated with the organization they work with, so many a times a change in brand name greatly affects their motivation and willingness to work for their responses. PREREQUISITES OF A SUCCESSFUL REBRANDING EXERCISE. †¢ Clear Vision: The top management should have a clear vision about the organization and the direction in which it wants to take the organization. You read "Changing Paradigms of Rebranding Strategies" in category "Essay examples" It also should have a fair idea as to what does it want to achieve through the rebranding exercise. †¢ Engagement of staff: The staff should be engaged at all levels across the organization to have a feeling or unanimity and oneness towards the entire exercise. †¢ Thorough Planning: The rebranding exercise should be thoroughly planned and if need be, contingency plans should be prepared for any crisis. Rebranding is a difficult exercise to execute and it requires a lot of planning and a very minute detailed setting of goals and milestones in the execution phase to ensure the smooth implementation of the rebranding exercise. Adequate Resources: Adequate resources should be provided to the organization in terms of manpower, money and other resources. The complexity in execution; especially in the communication process calls for expert intervention in the entire process and the dispassionate observation and wide knowledge of the experts becomes a necessary in such projects. â € ¢ Communication: The communication with the stake holders should be consistent, clear and multilateral to win their confidence towards the entire exercise. Impact on the Financial Markets: A firm exists for the maximization of shareholders wealth and it is therefore very important for the organization, to study the short term impact of the rebranding exercise on the financial markets and the organization should plan as to how it is going to deal with the short term impacts on the stock market prices of the rebranding exercise. TYPES OF REBRANDING EXERCISE: 1) Reiterating: These companies need not change their brand name, their names are strong enough and the brand essence has not changed over a period of years. ) Renaming: Some companies may go for renaming themselves to display the change in the ownership structure and to reflect the new owner’s identity in the name or the logo of the company. 3) Redefining: Some companies may go for redefining the qualities and attribut es attached to it. It is done to give the company a new direction and also convey to the stake holders a change in the ownership pattern and the new direction of the company. 4) Restarting: These organizations feel a need not only to change the attributes attached to their brands but also the brand names ltogether. This happens when an existing brand departs from or enters into a new product line. 5) Abstract Brand Name: Companies normally go for an abstract brand name, because their abstraction lends them the flexibility of getting associated with other products also. Moreover, it is also seen that service organizations prefer more abstract names as they want to convey more complex messages than the product based organizations. REBRANDING SUCCESS: Several well-known companies have attempted Rebranding in recent years. In some cases the Rebranding effort has been all encompassing for the company and in other cases a few changes were all that were necessary in order to ensure success. Hindustan Unilever limited: Hindustan Lever, a 51. 6 per cent subsidiary of Unilever plc formed in 1956, is the largest FMCG Company in India. It operates in two segments — home and personal care products such as soaps, detergents, oral care products, hair care products, skin care products, cosmetics, deodorants and fragrances, and food and beverages such as tea, coffee, wheat flour, salt, ice creams and culinary products. With a turnover of over US$ 2200 million in 2003, HLL employs over 40,000 people across the country. Coca-Cola India: Coca-Cola is a leading player in the Indian beverage market with a 60 per cent share in the carbonated soft drinks segment, 36 per cent share in fruit drinks segment and 33 per cent share in the packaged water segment. In 2004, Coca-Cola sold 7 billion packs of its brands to more than 230 million consumers across 4,700 towns and 175,000 villages. The company has doubled its volumes and trebled its profits between 2001 and 2004. Coca-Cola continues to re-affirm its commitment to India through active ‘Citizenship Efforts. All its plants in India partner with local NGOs to alleviate local community issues in numerous small ways. It boasts of impeccable credentials on quality. Coca-Cola has succeeded in spite of an extremely price-sensitive consumer with entrenched beverage consumption habits – tea, nimbu-paani (lemonade) and a fragmented and geographically d ispersed retail market, and a high tax environment. Intel India: Intel India was established in 1988 in Bangalore, and has now grown to include the maximum number of Intel divisions in any country outside the United States. India’s increasing IT and engineering talent pool, has ensured that the majority of work done at Intel India is software and hardware engineering; and has also established the Intel India Design Centre, as Intel’s largest non-manufacturing site internationally. Intel has over 2,000 employees, of whom 1,200 work at the development centre. Significant market development groups include education and Intel Capital, which helps Intel make strategic investments in technology and online start-ups. Intel has invested US$ 60 million in infrastructure in India. REBRANDING FAILURES: For every successful Rebranding story, there is at least one corresponding failure. The example given below outlines some of the reasons why Rebranding does not always succeed. New Coke: One of the most infamous rebranding failure stories in history is that of New Coke. On April 23, 1985, Coca-Cola Company took one of its biggest risks by announcing it was changing the formula for the world’s most popular soft drink. The outcry which followed was heard around the world. The motivation behind the formula change was a shrinking market share which the company believed to be the results of its arch rival Pepsi-Cola. During the 1970’s, the â€Å"Pepsi Challenge† campaign seemed to erode the coke market even further. The company felt compelled to do something as it appeared consumers; particularly the baby boomer market, had a preference for sweeter drinks. Coke experimented with a new sweeter formula and market tests indicated the new formula was preferred overwhelmingly to both regular Coke and Pepsi. A first hint of pending disaster was when focus groups indicated indignation upon finding out they were tasting a possible new Coca-Cola and threatened to stop drinking coke altogether. Nevertheless, the company relied heavily on the market analysis and research and launched new coke in April of 1985. Initial results were promising but the backlash that followed almost took the company down. The company did not factor in the rich, cultural history tied to the original coke. Even though taste tests continued to indicate a preference for the sweeter drink, brand loyalty was staunch for the classic coke and consumers boycotted the new coke as a result. With in 3 months, coca-cola was forced to bring back classic coke, which resulted in a resurgence of sales to bring coca-cola to the fore front once again. Eventually, New Coke became Coke II and is virtually unavailable in distribution today. So what went wrong? Research was extensive, leadership supported the rebranding and an extensive advertising campaign was launched. Perhaps the company should have listened to that minority segment in the focus groups who were offended that Coca-Cola would even think about changing its formula(which it actually did any way when it changed from a sugar sweetness to a more inexpensive high fructose corn syrup sweetener). This was a hint of the cultural backlash that would result, particularly from the southern U. S. where coke was a part of the regional identity. Perhaps the launch was not successfully implemented. Pepsi was able to strategically maneuver advertising by claiming they had won the cola wars prior to the official launch of New Coke. In addition, Coca-Colas CEO was unprepared for the â€Å"launching news conference resulting in alienation of reporters. He could not answer simple questions about the taste change. What ever the reason New Coke is now history and coke classic with other coke products maintain a lead in overall sales. Volume for the classic brand has risen 24 percent since 1984 making it the No. 1 soft drink in the land since 1987. It is interesting how loyal consumers can be to a brand once you take it away temporarily. The rebranding failure actually led to revitalization of the existing brand and a newfound respect by company leadership for the â€Å"culture† surrounding the original Coca-Cola product. MISTAKES MADE WHEN REBRANDING: †¢ Lack of True Change: It is important to remember that rebranding signals change. Your brand is more than your logo or corporate colors. Simply repacking the goods and providing some new designs will not get results you need. Putting a new cover on an old book doesn’t make it new. Brands include every thing from customer perception and experience to quality, look and feel, customer care and retail and web environments. Make sure the changes instilled are all encompassing or customers will catch on quick and make a fast departure. †¢ Lack of Quality Research: Research is required in order to be able to establish a plan for rebranding. Current and prospective customers must be involved when creating solutions. Knowing customer attitudes and desires is essential in order to deliver the product they want in the way they want it delivered. In addition, research should be interpreted currently or the rebranding efforts can take a wrong direction. Coca-cola performed extensive research but discounted a portion of it which ultimately became very important foreshadowing of things to come. †¢ Ignoring Brand Equity: By ignoring existing brand equity when rebranding, a company faces the risk of alienating and subsequently losing existing loyal customers. This was evident during the attempted rebranding of coke. The company assumed all customers would like and want the taste of new coke because they didn’t understand the extent of the current brand loyalty. AT T took this into consideration after merging with Southwestern Bell to ensure customers were comfortable and unconcerned about any loss of service. †¢ Basing Rebranding on Advertising: Just as rebranding is not simply repacking the product, neither is it simply the advertising campaign. Brand strategy should be the core item leading advertising; advertising should not lead brand strategy. Interestingly, some rebranding efforts may not include traditional advertising. Make sure the rebranding campaign is more than advertising or nothing will change for the company. †¢ Inability to Analyze the Positioning: The literature revealed that ‘Repositioning’ is one of the most important drivers for rebranding. Positioning is not what company does with the product; it’s all about what they do with the mind of the target audience, and what customers think about the company. So, it is vital for rebranding to clarify and refine the positioning. Both the present as well as desired positioning of the company should be apparent. †¢ Lack of Top Level Support: Even though the rebranding may be born in the marketing department, it should be owned and supported by the top level managers especially the CEO. The CEO (Chief Executive Officer) is the only authority who can drive change in all the functional areas across the organization. The CEO needs to set the vision and lead rebranding to ensure that Product, Service People are aligned and determined to deliver the implied promises through rebranding. CONCLUSION: As branding trends continue to evolve, rebranding success seems to depend on the ability to adapt to the rapidly evolving media environment and taking advantage of new opportunities to reach the target audience. In order to remain competitive, companies will need to embrace â€Å"hot† media to spread the message to younger and techsavvy customers. New methods include blogs, pod casts, mobile phone-based programming, and social networks. However, a balance must be maintained with traditional methods of media in order to reach and retain the existing customer base. In order to rebrand successfully, key steps need to be taken in the process. Companies who embrace the elements of rebranding usually are able to obtain their goals. Companies who fail to address all of the elements of rebranding often make mistakes and succumb to failure. So does rebranding work? Yes, and NO. It works when it is based on quality information, has the support of leadership and employees, is well-planned, provide adequate training, is integrated throughout the whole company, has a well-balanced multi-media advertising campaign that communicates the brand message consistently across multiple platforms, is customer driven, and is evaluated on an on-going basis to determine if alterations are need. When these elements are not present, the chance of rebranding success diminishes rapidly. EXHIBITS |IBM | |Old |New | |[pic] |[pic] | Hindustan Lever Limited |Hindustan Unilever Limited | |Old |New | |[pic] |[pic] | Indian post | |Old |New | |[pic] |[pic] | [pic] [pic] [pic] PHILIPS | |Old |New | |[pic] |[pic] | |COMPAQ | |Old |New | |[pic] |[pic] | HUTCH |Vodafone | |Old |New | |[pic] |[pic] | |APPLE | |Old |New | |[pic] |[pic] | KFC | |Old |New | |[pic] |[pic] | | AIWA | |Old |New | |[pic] |[pic] | KODAK | |Old |New | |[pic] |[pic] | |SATYAM |MAHINDRA SATYAM | |Old |New | |[pic] |[pic] | VIDEOCON | |Old |New | |[pic] |[pic] | |CANARA BANK | |Old New | |[pic] |[pic] | |JET AIRWAYS | |Old |New | |[pic] |[pic] | BANK OF BARODA | |Old |New | |[pic] |[pic] | RELIANCE | |Old |New | |[pic] |[pic] | [pic] BIBLIOGRAPHY: †¢ Kotler, Keller, Koshy, Jha. â€Å"Marketing Management†, 13th Edition, Pearson Education. YLR Moorthi, â€Å"Brand Management, The Indian Context†,2006, Vikas publishing house pvt ltd. †¢ Bhavishya, The journal of futuristic managers, Jan-Mar 2008. †¢ Dr. M. A. Azeem, Prof. T. Venkat Ram Raj, December-2008,†Rebranding – A business imperative†, Indian Journal of Marketing, Page no: 15-21. †¢ M. Saeed, Ravinder vinayek, Narender kumar, September-2008, â€Å"Rebranding: An emerging brand marketing strategy (Trends, Issues and challenges)†, Indian Journal of Marketing, Page no: 3-10. WEBLIOGRAPHY: †¢ http://blong. styleapple. com †¢ http://images. google. co. in/imgres? imgurl=http://remade. files. wordpress. com/2008/01/canarabankbeforeafter. jpg †¢ http://www. mobilepandit. com/2005/12/07/rebranding-reliance-infocom †¢ www. thehindubussinessline. com ———————– Change in Service Name Change Change in Product Acquisitions Mergers Change in market Place New Product Launch Rebranding How to cite Changing Paradigms of Rebranding Strategies, Essay examples

Staff Development And Managing Technology

Staff development is a continuous plan in school that focuses on developing teachers’ knowledge, skills and strategies. The development programs aim at influencing teachers’ self understanding and their behaviors so as to influence the students. This happens because teachers have a direct contact with the students in their daily operations through the process of learning and teaching. The training is reinforced through continuous, classified, formal or informal plans.Advertising We will write a custom essay sample on Staff Development And Managing Technology specifically for you for only $16.05 $11/page Learn More Personal development addresses specific teaching career issues (Rodriguez, 2000, para. 3-7). This paper seeks to explore the essence of staff development and technology change management in schools and also analyze the effectiveness of these components. Introduction It is important for an institution or organization to capitalize on the staff’s abilities and potentials that arises from the shared responsibilities and the use of technology. This is because employees have the ability to improve their skills through self directed programs for development and trainings. However, whether or not it is an initiative of the school or company to have employees train, the staff has to be committed to learn and explore the learning opportunities. This is the only way in which the goals of the development plan can be achieved. Discussion The initial ability and comfort in using information technology to enhance staff skills and knowledge of content delivery in a learning environment may be a challenge. This is because of the various attitudes that are likely to emerge due to the different attitudes, beliefs and thoughts about the technology in use among individuals. The beliefs highly influence future intentions in the use of technology in the elementary education. Teachers can be given a chance to evaluate their skills against the parameters of the training program. A staff development practice in a school will foster personal development hence improve the overall performance in the institution. The proof for this can only be measured on improved results and achievements of students. The National Staff Development Council, NDSC advocates the improvement of professional efficiency in the teaching and learning process in order for all students to achieve their optimum results (Thomson Holloway, 1997, p. 312-314). Staff development not only aims at enhancing performances in school but also on enhancing workers’ attitudes towards work, positive motivation, creating strong relationships among the teachers and sharpening them on the acquire new skills and knowledge.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Staff development practices The fact that the training team has common values and long term g oals; every member has to tolerate multiplicity and disagreements in order to learn as a group. There is also the need to cultivate essential and quality practices that will help achieve a successful implementation of the staff development strategy. Study group is one of these quality practices that reinforce the achievement personal development among employees. Teacher trainees can be assigned to look into a particular area where most of them have a problem in teaching discipline. The group carries an extensive analysis on the area through sharing of opinions and seeking clarifications from the instructor and consulting among themselves. It is one way of strengthening staff-staff relationship. The study group also facilitates sharing of experiences, skills and knowledge hence learning new techniques that will further be used in classrooms to teach the students (Thomson Holloway, 1997, p.312-314). In staff development programs trainees coach one other. Peer coaching is another majo r program that teachers and instructors can undertake in efforts to enhance collaboration among them and overcome their differences. Collaborative practices encourage trust and openness among the teachers. Peer coaching also help the members to value each other and accommodate their diverse experiences, attitudes and behaviors. More so is because teachers have divergent attitudes and thoughts about change and improvement needful in meeting professional development. Peer coaching promotes teamwork other than working as an individual. It creates a forum for sharing successful experiences that facilitates career growth and support for colleagues in teaching profession (Rodriguez, 2000, para. 3-7). The idea of utilizing the teachers’ ability to use technology is not always an easy and one day event. Most learners are often concerned about the professional risks and changes that technology brings to education. This is because the learners must adapt to pressure while using the com puter aided instructions and also ensure maximum participation as an individual.Advertising We will write a custom essay sample on Staff Development And Managing Technology specifically for you for only $16.05 $11/page Learn More This to some adults may mean avoidance or even fear while using technology hence failure in meeting the expected results (Thomson Holloway, 1997, p. 312-314). Some techniques may involve the use of net to carry out research and electronic projections to learn. Self direct learning can also be done though attending seminars in order to enhance an individual’s knowledge and skills. Staff development approaches for adults Professional Staff development strategies organize adults into learning communities with the goals of improving learning among the trainees of the program. Teachers, students and the administrators need this form of professional training that is far different from the traditional workshop- driven approach . It may involve an ongoing team that meets regularly on certain days and at a given time with the goal of conducting joint lesson planning and also methods of problem solving. The commitment in the learning process among these learning communities is to adhere to the norm of a continuous enhancement and experimentation in order to enhance their daily work and also achieve the school goals (Rodriguez, 2000, para. 3-7). My understanding of development approaches for adults have been reinforces due to various factors as argued below. Adults commit themselves to learning only when the objectives and goals are realistic and meet their needs. Therefore when designing such a professional program, it is important to conduct needs assessment program so as to achieve an effective professional development program. The belief that learning activities is challenge to adults’ competencies may contravene the professional development approach. This is because they are their own origin of ed ucation and will therefore reject learning activities on the belief of attacking their qualifications. The other reason is that these learners have differences in levels of learning experiences, interests, self-direction, and competencies. Professional development learning must relate to the individual’s day- day activities. If the approach is technical and hard to understand, then the probability of its unsuccessful application is high. The learners must also be given direct experiences and relevant examples so that they can apply the skills in real work (Thomson Holloway, 1997, p. 312-314). Strategies to implement this in classrooms should then be implemented to see to it that teachers accept the use of technology with their own abilities. They may design video formulated programs to use in classrooms while teaching. They also need a hand- on trial in order to utilize the acquired skill, develop units, and implement the program by themselves.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More To sustain this skill, follow up is need. They get opportunities to participate in an ongoing discussion. They can also reflect on the necessary processes and procedures that bring in the expected change (Rodriguez, 2000, para. 3-7). The understanding for staff development and technology development has also been reinforced because of the knowledge that there exists a direct connection between the curriculum and technology in use. If the teachers his students excelling and having improvements, then there is a link. Professional development on technology use needs to illustrate projects on particular areas of the curriculum in use, the skills and assessment competencies. The use of Specific content helps the instructors to analyze, reflect on the ideas and the structure of the project. Good integrated training programs do not necessarily see the need to use technology in classrooms but also checks on the outcome of its application. There is a relation between staff development in sch ool and educational change. These changes may be in the form of new plans, strategies and or even cross- curriculum initiatives that enhance the school curriculum (Clerk Mayer, 2007. p.7-28). Staff development approaches and the use of technology Learning approach in staff development of adults must be guided by the adult learning theory. The theory asserts that adults require viable and distinct experiences with enough content support, frequent response to the practices done, continuous and sustained follow ups. Staff development and the use of technology are totally different from the traditional mode of training and education which only carry out workshops. Research shows that teachers comprehend well the content provided to them when reinforced for a long time as compared to workshops which conduct a single session. The devised staff development strategy undertaken should be a long term based implementation plan. This is because the teachers require an on going support while th ey develop their skills to obtain the objected skills and knowledge. Single trainings and workshops often results in ineffectiveness, waste of time, money and energy. Lecture-base trainings must be avoided by all means while developing the skills of an organization’s employees. It is important to note that this paper doe not aim at stating that traditional approaches of professional development did not succeed at but other improved ways of effectively training employees. An instructor must by all means avoid delivering the content of the program by just verbal words alone. However, a combination of both word and practice must be incorporated for optimum results. Professional development in adult education requires well formulated approaches. Workshops and presentations enhance attainment of new ideas and skills concerning a particular topic by giving direct instructions and also enabled participatory practices. This may be undertaken as the initial step towards attainment of professional development in adults. This is because the organized workshop acts a vehicle in introducing the participants to the strategies of gaining professional development. It may also helps in introducing the practitioners to the relevant knowledge or skills that they further put hands-on (Rodriguez, 2000, para. 3-7). The instructor must design a comprehensive and practical development plan to reinforce the learning abilities of the staff. Such a plan requires investment. Regardless of the difficulties at the starting time, the participants must show commitment to the learning process and later move from move from teacher trainees to competent professional with time. Benefits of staff development and use of technology use in schools Job rotation in teaching is an out dated and ineffective approach of staff development and should be replace with Computer Aided Instructions (CAI). Computers display instructions when one needs such assistance, play audio on demand. CAI is one of t he most effective approaches of staff development among adult trainees. Unlike CAI job rotation involves rotation of staff through various levels/classes in order to acquaint them with the technicalities at each level. Its efficiency is insignificant (Clerk Mayer, 2007. p.37). The effects of CAI are significantly noticeable because it allows teachers to put their practice the areas that concern them. A school’s technology plan should be designed to incorporate professional development and technology use. The reason for this is that the inclusion of technology in the school’s overall improvement plan helps improve learning and teaching processes in school. The integrated technology in the school curriculum must be sufficiently sustained so as to allow the instructors and administrators continue using technology in learning processes (Thomson Holloway, 1997, p.312-314). With technology, individuals get personalized instructions that enable the staff to actively partici pate in the learning process of their professional development as compared to the traditional job rotations. Technology grants educators diverse opportunities to improve their teaching skills which in turn increase the students’ ability and achievements in education. Learning and working together produces improved and better results than learning and working individually. This is because technology does not allow interactions rather it permits software socialization and collaboration via real time like discussion boards and emails (Rodriguez, 2000, para. 3-5). Technology in staff development allows the learners to try out the newly skill acquired during the workshop session, the trainees follow up by applying what they observe in workshop and give a feedback. This comes after the learner has rehearsed the details provided to have the data integrated in long term memory. Feedback approach provides the learners with information and response that relates to their performance. In case the learner wants to try out another skill acquired at the first stage then the research or inquiry approach may be applied. This approach ensures that the learners think about their daily operations in relation to the acquired skill. They reflect on their practices over time. On the same line, workshops and seminars can be arranged to discuss needs analysis and then collaboratively come up with curriculum development program reinforcement (Thomson Holloway, 1997, p. 312-314). With CAI, the process of learning takes place smoothly without boredom, fatique and impatience that is a common behavior in most ‘traditional classrooms. With Computer Aided Instructions, students receive immediate feedback. It also gives the students the ability to decide on the speed at which to receive instructions and content. Additionally, after the teachers have gone through staff development trainings using technology, the teachers is saved the energy of moving from one station to another wh ile giving same instructions to different students (Clerk Mayer, 2007. p.37). Technological staff development plans provide instructions that are tailored to the learners’ requirements. The learners send their responds to the instructor’s questions, if there is an error on the learners practice problem, the system will sends increased instructions to help the learner solve the problem. This system allows the learners to practice inputting data into the computer hence feedback practice. The practice continuous until they get the right answers as per the instructions. Contrary to as many may think, there is no one perfect professional development approach. From the discussion, multiple approaches may be integrated to solve dynamic issues related to particular program content and also as per the needs of the learner. The effectiveness of particular staff development program comes as a result of utilizing integration of different approaches to be use for different situati ons. Professional development for the staff comes with a variety of factors and not just adoption of one approach. It is important to connect program to the students learning in order to facilitate high –order thinking. The development plan should be designed to incorporate technology use. The reason for this is that the inclusion of technology in the school’s overall improvement plan helps improve learning and teaching processes in school. The integrated technology in the school curriculum must be sufficiently sustained so as to allow the instructors and administrators continue using technology in learning processes (Rodriguez, 2000, para. 3-7). During the learning process, there is need to divide the participants into small groups so that they can share, reflect together and finally generalize their learning experiences to achieve the desired results. This is different from the idea of having one individual analyzing, reflecting and evaluating about an idea and then practice the same alone. Training strategies must aim at passing skills and knowledge to an individual and the knowledge retained, then applied at work place creating for more opportunities to acquire skills. On certain programs, learner may have to keenly observe and master the graphs and words provided in order to use the data for the practice session. Culture and staff development Every successful staff training program faces several challenges from the existing cultural differences among the members of the school. The cultural components relate to the relationship between research and teaching and also in the nature of teaching. The context in which Personal and professional development takes place also influences its success. To begin with school timetable and schedule plans may limit the teachers in securing time for the joint planning. This is because the teachers have class responsibilities that they must fulfill to meet the administration’s requirements. For the set staff development plan to effectively progress and be a successful project the school has to have a flexible program to accommodate teachers’ development that fosters for the success of learning on students (Clerk Mayer, 2007. p.37). The other cultural limitation is the leadership system in the school. Principals and heads must support the initiatives for teachers’ development by allocating enough time for a continual learning process. The administration and management must also provide the required resources for the learning programs. If this is not the case, then it can be said that the leaders are not committed to the staff training session s and implementing the development plan. Successful implementation of an education change plan calls for good practices among all participants in professional development in order to achieve positive students’ progress (Thomson Holloway 1997, pg.312). Individual teachers’ development also encounters the culture of individualism. This is a common isolation practice among teachers that protects teachers from criticism and blame. Some teachers tend to concentrate on short time plans in their classrooms and avoiding discussing and committing time for the necessary changes that affect their daily practices. Individualism results into failure collaboration with fellow teachers through fear of criticism and judgments. This affects the process of meaningful feedback, their value and competencies. Individual attitudes towards the use of technology in education play a major role in determining the results of using technology to improve the staffs’ skills. It becomes a concern to the learners about their ability to grasp the skills of using technology itself while on the learning process. These attitudes vary among different individuals ranging from generic ‘motherhood beliefs’ to the apprehensiveness of technology. ‘Motherhood’ beliefs question about the positive value s that technology brings (Thomson Holloway 1997, pg.312). Culture dominantly influences the learner’s choices for the training program. For instance, certain beliefs limit one’s selection of some subjects. To resolve this, training has to be reflective of the educator’s ability to influence the choices of learner’s positively. Furthermore, culture determines who will take part in what training program. Oppressive cultures that are oppressive to women, limit a woman’s choice of a training program. Thus, the use of peer coaching or study groups of different gender in cultures where women should only learn limits the learning that that the participants of such programs acquire. These are some culture which can negatively affect any staff development in a school because there is generally lack of commitment for the training program. There are major benefits that accrue to staff training and development that can not be ignored. These benefits surpass t he above discussed thoughts, beliefs an attitudes associated with technology in adults learning. It is therefore imperative to ensure that beyond these cultural challenges, the main objective of the professional development program is successfully implemented. The other idea that emerges in addition to the above discussion is the confidence of teachers of practicing the new skills like computer use knowledge. To all the teachers who use internet to research and later write research reports, the probability is that they struggle with lack of self confidence. The learners may never be confident about how well they were prepared to practically use technology while teaching. This is a major set back of using while implementing a development strategy to improve the staffs’ pre- service programming skills. This program may also increase anxiety among the group of how they will be using technology in classrooms upon their students (Thomson Holloway, 1997, p. 312-314). Conclusion An effective professional development program is an ongoing process and not a single instance application. Teachers need to continually practice the technology in use comfortably and in a professional manner. Significant changes in the school may take place after several years. This allows for the teachers enough time to comprehend integrated and master the new information and approaches into their daily practices. It is clear that, an instructor must be able to evaluate the approach he chooses for professional development. This is an intentional reflective practice that any instructor who aims at succeeding must do in order to refine the approach. This is more often done at the presentation stage so as to encourage the educators to reflect on the situation and then formulate other viable solution to the learner’s problem. Hand in hand with this kind of reflective approach is observing the educator through video or class attendance. Reference List Clerk, R. Mayer, R. (2007). E -learning and the science of instruction: proven guidelines of consumers and designers of multimedia learning: U.S, John Wiley and sons. Web. Rodriguez, G. (2000). Critical issue: providing professional development for effective technology use. Web. Thomson, J. Holloway, D. (1997). Staff development and a culture of collection in a primary school. Teacher development. Vol. 1, No. 2, Routledge: Routledge. This essay on Staff Development And Managing Technology was written and submitted by user Brett J. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.