BUSINESS STRATEGY Essay Example | Topics and Well Written Essays - 2000 words

BUSINESS STRATEGY - Essay Example System is the other term for business intending to acquire upper hand in the market and to break down the future occasions to work effectively in vulnerability. The business systems of an association target bringing out key choices about the selection of items, client needs, and new open doors in the terms of market and innovation and other significant choices which help the firm to increase an upper hand in the market. The business houses can't take proper and significant choices without the accessibility of the total data of the outer condition. Business associations can't run in vacuum and it needs to include the outer condition. There are many related gatherings to the professional the clients, society, condition, representatives, leasers and so on. It is significant for the firm to have a total information about its inward and outer conditions. An exhaustive investigation of the interior and outer procedures of the association encourages it to comprehend its qualities by building up the focuses or the zones where the association is acceptable at just as understanding its shortcomings, the regions where further improvement is required. This investigation would additionally help in understanding the outer conditions to comprehend the extent of the association later on. The key arranging and proposal requires the intensive comprehension of the inner situations of the association in order to plot t he systems as needs be, for the boost of the advantages drawn from the techniques. The partners of an association have a significant impact in the strategy arrangement and execution of the systems.

How does Shakespeare manipulate and vary the mood throughout Act 2 Scene 3 of Twelfth Night?

In the opening to this scene Shakespeare makes a comic environment by the utilization of affable characters; Sir Toby and Sir Andrew. They are partying in a tipsy, loud festival and are right away joined by Feste. Anyway the happy climate is stopped by the presentation of Feste’s melody. The tune, regardless of the way that it is an adoration melody appears to suggest demise with the reference to the lover’s ventures end. This could be Shakespeare’s method of reminding the crowd that affection won't keep going for ever, making a somewhat horrid temperament. Anyway not long after, Feste savors the experience of another tune which gives the crowd unobtrusive traces of what is to come further in the play. The crowd later discover that the melody is the thing that sparkles Maria, Sir Toby and Sir Andrew’s stunt on Malvolio, as it encourages that they should live in the present as ‘in delay there lies no plenty’ proposing that different characters in the play will also understand that time is short and the speed of the plot will begin to increment when characters choose to admit their affection making a feeling of energy. Youth’s a stuff won't persevere. ’ Proposes to the crowd that Olivia’s magnificence is quick blurring and on the off chance that she wishes to discover love she should come out of her grieving state. It additionally implies Viola as her excellence will also begin to blur and she will no longer engage the Duke however he will never realize that she is a lady except if she expels her camouflage. Shakespeare restores the scene to its entertaining nature with passage of Malvolio. He is customarily wearing night clothing and as a group of people we battle to pay attention to his position while he looks so strange. However the entertaining second is sliced short with Malvolio’s suggestion to Sir Toby that he can be tossed out of the family on the off chance that he won't isolated himself from his offenses. Sir Toby keeps on singing of how he can never alter his way of living thus along these lines must leave, anyway when examined by Feste that he is too fainthearted to even think about standing up to Malvolio social statuses are continued. We see Sir Toby abandon a cheerful character to one who can be awful when he loudly assaults Malvolio tending to the way that he is in actuality simply a steward. Again Shakespeare has changed the state of mind from amusing to very genuine. This genuine state of mind proceeds with when Malvolio undermines Maria. However it is indispensable note that it is this danger which also urges Maria to invoke her arrangement to obliterate Malvolio. This is astonishing to the crowd as she is the person who is well on the way to be influenced from the result of this deceit as Malvolio is her chief. We are left inclination agitated with respect to what the can't avoid being the result of her physic. By the by Maria reminds the crowd that Malvolio is a cheat and misrepresentation who is self-fixated and we feel not so much agitated but rather more willing for them to finish their arrangement. At last in the scene Shakespeare has fluctuated the state of mind incredibly. In spite of the way that it is a parody in this scene a genuine note runs all through. It is additionally critical to take note of that this scene runs in a cycle as we start with Sir Andrew and Sir Toby needing to become inebriated and the consummation of the scene likewise gets done with them needing to get alcoholic proposing that the play may run as a cycle as well. He utilizes melodies to insight to the crowd of occasions to come and furthermore address the way that time is running out.

Hot Water Burns Like Fire Health And Social Care Essay Free Essays

This investigation gathered by a network nurture, inside a little public venue, intends to educate individual medical attendants of the causes, and preemptive plans that are in topographic point to hinder unneeded damages. The point of convergence of this investigation is on incidental Burnss and singes in Australian children matured 0-14 mature ages and the expanded danger to kids matured 0-4 mature ages. This age bunch was seen as of especially high danger, blending to the Australian Institute of Health and Welfare ( AIHW ) , and the Department of Health and Aging ( 2006 ) . We will compose a custom paper test on Heated Water Burns Like Fire Health And Social Care Essay or on the other hand any comparative point just for you Request Now The elements that add to an expanded peril of Burnss and singes, including age and improvement, sexual orientation, insufficiency of hindrances and directing, inconsistent resolution laws and lack of open cognizance are each investigated all through this examination. What is a consume? The World Health Organization ( WHO ) characterizes a consume â€Å" as a hurt to the covering or other natural tissue brought about by heat [ this hurt causes a few or the entirety of the covering cells or different tissues to perish, this can be brought about by ] hot fluid ( singes ) , hot solids ( contact Burnss ) , or fires ( fire Burnss ) † ( WHO 2008, p.21 ) . Consume and burn realities Fitting to Kidsafe Tasmania ( 2008 ) , a singe from hot fluid can go on quickly, doing a child who has delicate covering contrasted with an adult, unneeded hurt, typically to the face, cervix, chest, and guardianships. Hot beverages are the significant reason for singes to kids, doing 44 % of damages ( Kidsafe ) . Numerous children run into adults who are keeping a cup of hot fluid, for example, soup or a beverage, or draw dishware or skillet from even arraies or burners joining hot fluids ( Kidsafe ) . 20 % of children pull on evaporator lines doing singes from poached H2O. Hot pat H2O in the kitchen or the washroom causes 14 % of burns and 22 % are from cooking hot supplement in the kitchen ( Kidsafe 2008, p. 1-3 ) . Ecological adjustments to chop down youth Burnss and singes Move hot beverages to the focal point of an even cluster out of range Turn pan grasps around on the range Use hotplates at the back of the range Diminish hot H2O temperatures to 50A °C Use made sure about fire screens around flames Utilize and supplant batteries all the time in smolder sensors Keep lucifers and final resting place nail igniters far out and scope of children Guarantee every single hot contraption are out of range when chilling Never leave a child unattended in the restroom or in the kitchen Guarantee electrical contraption strings are out of range ( Australian and New Zealand Burn Association 2009 ) . The Alma Atta Declaration ( WHO 1978 ) territories: Essential Health Care requires and advances maximal community†¦ engagement†¦ doing fullest use of nearby, national and other accessible assets ; and to this terminal creates through fitting guidance the capacity of networks to partake ( World Health Organization ( WHO ) 1978 ) . Subsequently a strong multidisciplinary and multi-sectoral assault from National and network organizations and affiliations are imperative to chop down hurt insights ( Watson, M 2010 ) . Attendants and different health experts play a cardinal capacity in the guidance, exposure and bar of such damages ( McMurray 2011 p.5 ) . ‘Hot H2O Burnss like fire ‘ Network awareness runs, for example, ‘Hot Water Burns Like Fire ‘ which was directed in NSW in 1992, significantly diminished singe figures. During 1989 †1996 hospitalization rates for burns were diminished by 13 % , clinic undergarments diminished by 18 % , along these lines freeing up medical clinic beds. The main stage offered data on reasons for singes, trailed by the second stage, which concentrated on the execution and rule law of the abatement of hot H2O chamber temperatures to 50A °C. The outcomes drastically diminished the expenses to the Australian wellbeing consideration framework yearly by about 3.8 †6.5 million dollars. ( WHO 1992 ) . Government and territory rule law, a few realities In 2009 The ACT Government restricted the offer of patio fireworks ( Andrew 2009 ) . South Australia Explosives Regulations Act 2001 disallows the deal and responsibility for â€Å" other than a general use pyrotechnic † [ Direct Quote ] . In Queensland smoke caution Torahs were presented in 1997, new structures including redevelopments were required to place in designed smoke dismaies. In 2007 it became mandatory that all Queensland places introduce at any rate one ‘9 V battery controlled ‘ seethe alarm ( 2007 ) . Informative supplement 1 represents the figure of hospitalizations due to Burnss and singes in kids matured 0-4 mature ages, 5-9 mature ages and 10-14 mature ages during the 5-year time frame 1999/00 to 2003/04 ( Harrison, J and Steel, D 2006 ) . During the initial 4 mature ages of life, a child is more at danger from Burnss than those in a more seasoned age gathering and guys are of more prominent peril than females ( Harrison, J and Steel, D 2006 ) . Orchestrating to Drago ( 2005 ) kids between 0-2 mature ages are recognized as a high peril bunch because of the insufficiency of perception of such threats. An overview in Greece that concentrated on danger related with infancy consume harms inside the spot other than found that most damages happened in the kitchen to babies between the times of birth and 4 mature ages. A bewildering 60 % of occasions were because of hot fluid Burnss ( Harrison, J and Steel, D 2006 p. 10 ) . Informative supplement 2 high spots the intellectual and newly procured physical achievements that children gain between the ages of 9 and a year. Youngsters beneath two years are â€Å" yet to get the fear of danger†¦ [ and risks related with their new enrichments ] † ( Harrison, J et Al. 2006 ) . Nature in which we live dramatizations an implicit capacity in discovering hurt structures as Drago ( 2005 ) recommends, most family singes happen in the kitchen influencing hot H2O in boilers and pots and dish that are pulled down off counters and ranges ( Drago 2005, p.10 ) . In the United Kingdom following the introduction of the tea sack, singes expanded then again tea kettle burns diminished. In 1991 Denmark saw another type of singes related with the introduction of the electric heater brought about by ropes being pulled down. Lamentably electric contraptions that have lines and grasps are much of the time answerable for Burnss and singes in kids under 5 mature ages ( Drago 2005 p 10-14 ) . Lower financial gatherings Despite the fact that horribleness and death rates are related with poverty, kids from lower financial gatherings inside high-pay states were appeared to hold expanded consume harms ( WHO 2008 p. 85 ) . In Sweden children of lower financial gatherings were up to 2.3 occasions bound to be hospitalized for Burnss, than those in wealthier parts ( WHO 2008 p. 21 ) . Because of inadequacy of guidance, bar plans and first help planning, Aboriginal children are at higher risk of consume harms. During a three twelvemonth period 73 % of Aboriginal children were admitted to hospital from Burnss, numerous episodes are brought about by reassigning bubbling H2O into the shower and slanting it accidently on the child ( Kennet 2010 ) . Choice Despite the fact that organizations have worked together by providing some network cognizance, the AIHW ( 2008 p.22 ) examine states that permission rates because of youth Burnss and singes has expanded by 20 % in a decennary. Consumes and burns cause harming and desolation, for the child, their family units and are a huge strain on the health consideration framework. Training to thwart unintentional damages is basic in the event that we need to decrease consume frequencies ( Kennett 2010 ) . Networks missing a multifaceted people health consideration assault will see injury figures remain ( Watson, M 2010 ) . The child and family unit wellbeing medical attendant is a worked in answer for the guidance of guardians and networks to gracefully data to ensure and propel protected and amicable conditions for kids ( McMurray 2011 p.188 ) . Lower financial gatherings and Aboriginal people group need additional administrations and guidance to help bar of Burnss in the principal case and firs t help to right draw off a consume so the patients recuperation is decreased ( Kennett 2010 ) . Comprehensively the specialists, parliament and others in power require guideline fireworks, rage sensors, and temperatures of hot H2O chambers around the universe and to build guidance ( Turner 2009 ) keeping up in head that â€Å" All human presences have an equivalent right to wellbeing and security † ( UNICEF 2008 ) . Step by step instructions to refer to Hot Water Burns Like Fire Health And Social Care Essay, Essay models

Course Content and Modes of Teaching Assignment Example | Topics and Well Written Essays - 750 words

Course Content and Modes of Teaching - Assignment Example This investigation focuses on that the way that the course is attempted by both nearby and worldwide understudies, we are managing issues that require social decent variety to be valued to connect with different individuals from the class. The way toward cooperating with a wide scope of societies in the class has empowered me to create enthusiasm for correspondence, along these lines prompting accomplishment in this class. What's more, the correspondence class helps in improving the writer's English aptitudes in both composed and oral language, which is a basic angle in the genuine working environment and along these lines. This exploration talks about that in introducing the course material, the instructor utilizes various techniques, including addressing, where the educator is the sole disseminator of data. In this technique, communication with the understudies is essentially restricted by the instructor while introducing the directions. The exhibit technique is for the most part utilized in the wellbeing class and includes the understudies watching the way toward doing a system. The wellbeing class is supplemented with down to earth practice where the understudies take an interest effectively all the while. Moreover, the correspondence class utilizes the conceptualizing strategy where the educator gives guidelines and the understudies structure bunches where they talk about restricting ideas. Each one of the courses is focused on a one of a kind reason. On one hand, the wellbeing course is planned for sharpening the students’ abilities comparable to fundamental wellbeing wordings while setti ng them up for future expert practice in wellbeing related areas.â

Understanding the Kubler-Ross Change Curve

Understanding the Kubler-Ross Change Curve WHAT IS KUBLER-ROSS MODEL?The Kubler-Ross Change Curve which is also known as the 5 stages of grief is a model consisting of the various levels or stages of emotions which are experienced by a person who is soon going to approach death or is a survivor of an intimate death. The 5 stages included in this model are denial, anger, bargaining, depression and acceptance. This model was introduced by and is named after Elisabeth Kubler-Ross in a book called ‘Death and Dying’ which came out in the year 1969. This book, as well as the model, was inspired by her association and work with patients who were terminally ill. The psychiatrist Kubler-Ross got inclined towards this subject because of lack of research and information on the subject of death and experience of dying. She began her research by analyzing and evaluating those who were faced with death, but the examination took the form of a series of seminars and then patient interviews, etc. later on.After the book ‘Death and Dying ’ was published, the concept or the model was widely accepted, and it was found that it was valid in a majority of cases and situations relating to change. This model and her research also improved the overall understanding as well as the procedures followed in medical care. The 5 stages, according to her are transferable to different ways and degrees and may vary from person to person. Besides those who are faced by intimate death, this model also holds true in the case of others who may be faced by less serious physical conditions or trauma. Some of these situations or cases include injury, disability, work issues, relationship problems and financial problems, etc.Relevance of Kubler-Ross Change Curve in BusinessThe Kubler-Ross Model also holds true when it comes to business, work or employment. Every organization needs to bring about changes in its management and policies. But besides the improvement of systems, there must be a change in the people or employees as well. If even in bringing about several changes in the systems and processes, the employees of your company persist in their old ways, and then the thousands of dollars invested will go to waste. This is why it is important for the employees too to adapt and change accordingly. Only when the workforce of an organization makes personal changes, or transitions can the company move ahead and reap the benefits.Every organization needs to support the employees in the process of making transitions or changes. These individual transformations can be traumatic and may involve a lot of power loss and prestige issues. The easier it is for the employees to move along on their journey, the easier will it be for the organization to move towards success. Thus, this impacts the success rate and overall profits experienced by the company. The Change Curve in business is thus a powerful model that can help one understand and deal with changes and personal transitions. It helps to fathom how one will react to cha nge and how to provide support during the process of change.The 5 stages of griefIt is essential to understand that we do not move along the stages in a linear direction or step by step. A person tends to move into stages in a random order and may sometimes even return back to a previous stage after a certain point in time. Each stage can last for a different time period, and it is possible for a person to get stuck in a particular stage and not move on from there. The following are brief descriptions of each of the 5 stages of grief: Denial: The Stage of shock or denial is usually the first stage in the Kubler-Ross Model and is mostly short-lived. This is a phase during which one puts on a temporary defense mechanism and takes time to process certain disturbing news or reality. One may not want to believe what is happening and that it is happening to him/her. It can bring about a dip in productivity and the ability to think and act. After the initial shock subsides, one may experie nce denial and may remain focused on the past. Some people tend to remain in the state of denial for a long time and may lose touch with reality. Anger: When the realization finally hits, and one understands the gravity of the situation, he/she may become angry and may look for someone to blame. Anger can be manifested or expressed in many ways. While some take out the anger on themselves, others may direct it towards others around them. While some may be angry at life in general, others may blame the economy. One always tends to remain irritable, frustrated and short tempered during this stage. Bargaining: When the stage of anger passes away, one may start thinking about ways to postpone the inevitable and try to find out the best thing left in the situation. Those who are not faced by death but by another trauma may try to negotiate in the situation and come to a point of compromise. Bargaining may help to come to a sustainable solution and might bring some relief to those who are moving close to what they wish to avoid altogether. The search for a different outcome or a less traumatic one may remain on during this stage. Depression: Depression is a stage in which the person tends to feel sadness, fear, regret, guilt and other negative emotions. He/she may have completely given up by now and may now reach a dead end from where the road only seems dark. One may display signs or indifference, reclusiveness, pushing others away and zero excitement towards anything in life. This may seem like a lowest point in life with no way ahead. Some common signs of depression include sadness, low energy, feeling demotivated, losing trust in god, etc. Acceptance: When people realize that fighting the change that is coming into their life is not going to make the grief go away, they resign to the situation and accept it completely. The resigned attitude may not be a happy space but is one in which the person may stop resisting change and move ahead with it.While some people totally resign and go into a deep state of low energy, others may try to make the most of the time left on their hand and explore new opportunities. One has come to a point of peace and is prepared to take one whatever has to follow next.APPLICATIONS OF THE KUBLER-ROSS CHANGE CURVETo see the application of the Kubler-Ross Change Curve, we provide two examples below.1) The Business World applicationThe Change Curve is a very trusted and reliable tool that can be used to understand the stage where people are when they are going through a major or significant change in life. This insight not only helps doctors and healers understand the transition of patients but also helps managers in understanding the position at which employees are as far as adapting to change is concerned. This can thus help managers in creating tailor made methods of communication and guidance for those on the path of change.Let’s understand stand this by dividing it into the various changes or phases of the Kub ler-Ross Model:At Stage 1 This is the stage at which the employees or employee may be in a position of shock or denial. He or she may not be able to digest the fact that he/she has to undergo change and adapt to something new. They may need time to adjust to the changes and for a long time, they may deny that they need any. Here, as a manager or employer, the role should be to help employees understand why this is happening and how it can be helpful. This stage demands communication so that employees can have full knowledge and can have their questions answered. Employers must make it a point to avoid overwhelming the employees with a lot of information in one go and give it slowly and gradually.At stage 2 When finally the gravity of the situation settles in, and reality becomes clear, employees or workers may begin to feel fear from what lies ahead, and this may also turn into anger and resentment. They have been in a comfort zone for so long and knowing that they need to learn, change and adapt may make them angry. This stage has to be managed very sensibly by managements and organizations because some employees tend to vent their anger a little too harshly. This could create chaos and to avoid it, careful planning must be done in advance. Clear communication and support should still be the focus for organizations at this level as well. Organizations must understand that this is just a natural reaction and with time, it shall pass away and make way for acceptance.At stage 3 When employees finally understand the change and realize how they must adapt to new situations and circumstances, they may try to find the best possible scenario for them to fit in and adapt to. They may try to bargain with the management so that not a lot is compromised. They may try to learn only what they think is important but as an employer or part of management, your role should be to ensure that everyone gets the best of training so that the change incorporated can run successfu lly. The training stage may take time and for employees, figuring out their best options for a comfortable tenure ahead will be the focus. A company cannot rush employees to learn quickly or adapt to changes fast. It cannot expect 100% productivity during this phase.At Stage 4 Learning phase may not always be a very happy and comfortable zone for most employees of a workplace. This phase could result in low energies at the workplace due to low morale and excitement. It is important for the management to understand that this phase is not easy for the workforce as well. Hence, the more exciting the training can be made, the better would it be for the employees to move ahead and give their best. Employees may have realized by now that there is no way out of the situation, and this may prove difficult for some of them to handle.At Stage 5 This is the stage that managers or workplaces wait for after introducing a new change into an enterprise. People finally begin to embrace the change , accept the situation and start building new hopes and aspirations. They realize and understand the importance of the change and resign towards it. While some may resign because of lack of any other option, others may resign to the reality in a positive way. The managers of the workplace will finally begin to see the benefits of the hard work put in by them so far. The team is showing improvements now, and the overall productivity begins to improve. The road may have been rocky, but it is now time to celebrate, move towards a brighter future and expect more profits around the corner.2) Dead Car Battery exampleOne of the best examples of the Kubler-Ross Change Curve is the Dead Car Battery example. The following given example clearly demonstrates the transition process from one stage to another.It’s a chilly winter morning, and it is dark outdoors. There is a thin layer of frost on the ground but you are late for work and hence have to rush out to the car parked outside. As you pl ace the key in the ignition and turn the car on, you realize that the battery is dead. What follows is a clear demonstration of the Kubler-Ross transition stages:Shock and denial Your first reaction is of absolute shock and denial. You cannot believe this happening to you when you are already running late, and you thus try to start the car again and again.Anger Now that you realize the car cannot be started, you begin to feel angry and very mad at the situation.Bargaining Even on knowing it won’t help, you start asking the car to start, just for once. You promise it in your mind that you will keep it maintained and get the battery charged as soon as possible.Depression All the negative thoughts start rushing to your mind. You begin to feel depressed, sad and hopeless. You fear your job will be taken away and see now way out of the situation.Acceptance Now you figure out what you should do next. You can a cab and decide to deal with the situation later on.VARIATIONS OF CHANGE CURVE Change is an inevitable part and truth of life, and there is no running away from it. If change is well planned and formulated, it can produce positive results but even in spite of planning, change is hard to incorporate, accept and appreciate.This article shall throw light on the Kubler-Ross Change Curve (or also Kubler-Ross Model) that is the most reliable tool to understand change and the stages associated with it. The Kubler-Ross Change Curve can be effectively used by business leaders across the world to help their workforce adapt to change and move towards success. In this article, we explore 1) what is Kubler-Ross Model, 2) the applications of the Kubler-Ross Change Curve, and 3) variations of change curve concepts.WHAT IS KUBLER-ROSS MODEL?The Kubler-Ross Change Curve which is also known as the 5 stages of grief is a model consisting of the various levels or stages of emotions which are experienced by a person who is soon going to approach death or is a survivor of an intimate death. The 5 stages included in this model are denial, anger, bargaining, depression and acceptance. This model was introduced by and is named after Elisabeth Kubler-Ross in a book called ‘Death and Dying’ which came out in the year 1969. This book, as well as the model, was inspired by her association and work with patients who were terminally ill. The psychiatrist Kubler-Ross got inclined towards this subject because of lack of research and information on the subject of death and experience of dying. She began her research by analyzing and evaluating those who wer e faced with death, but the examination took the form of a series of seminars and then patient interviews, etc. later on.After the book ‘Death and Dying’ was published, the concept or the model was widely accepted, and it was found that it was valid in a majority of cases and situations relating to change. This model and her research also improved the overall understanding as well as the procedures followed in medical care. The 5 stages, according to her are transferable to different ways and degrees and may vary from person to person. Besides those who are faced by intimate death, this model also holds true in the case of others who may be faced by less serious physical conditions or trauma. Some of these situations or cases include injury, disability, work issues, relationship problems and financial problems, etc.Relevance of Kubler-Ross Change Curve in BusinessThe Kubler-Ross Model also holds true when it comes to business, work or employment. Every organization needs to brin g about changes in its management and policies. But besides the improvement of systems, there must be a change in the people or employees as well. If even in bringing about several changes in the systems and processes, the employees of your company persist in their old ways, and then the thousands of dollars invested will go to waste. This is why it is important for the employees too to adapt and change accordingly. Only when the workforce of an organization makes personal changes, or transitions can the company move ahead and reap the benefits.Every organization needs to support the employees in the process of making transitions or changes. These individual transformations can be traumatic and may involve a lot of power loss and prestige issues. The easier it is for the employees to move along on their journey, the easier will it be for the organization to move towards success. Thus, this impacts the success rate and overall profits experienced by the company. The Change Curve in b usiness is thus a powerful model that can help one understand and deal with changes and personal transitions. It helps to fathom how one will react to change and how to provide support during the process of change.The 5 stages of griefIt is essential to understand that we do not move along the stages in a linear direction or step by step. A person tends to move into stages in a random order and may sometimes even return back to a previous stage after a certain point in time. Each stage can last for a different time period, and it is possible for a person to get stuck in a particular stage and not move on from there. The following are brief descriptions of each of the 5 stages of grief: Denial: The Stage of shock or denial is usually the first stage in the Kubler-Ross Model and is mostly short-lived. This is a phase during which one puts on a temporary defense mechanism and takes time to process certain disturbing news or reality. One may not want to believe what is happening and tha t it is happening to him/her. It can bring about a dip in productivity and the ability to think and act. After the initial shock subsides, one may experience denial and may remain focused on the past. Some people tend to remain in the state of denial for a long time and may lose touch with reality. Anger: When the realization finally hits, and one understands the gravity of the situation, he/she may become angry and may look for someone to blame. Anger can be manifested or expressed in many ways. While some take out the anger on themselves, others may direct it towards others around them. While some may be angry at life in general, others may blame the economy. One always tends to remain irritable, frustrated and short tempered during this stage. Bargaining: When the stage of anger passes away, one may start thinking about ways to postpone the inevitable and try to find out the best thing left in the situation. Those who are not faced by death but by another trauma may try to negoti ate in the situation and come to a point of compromise. Bargaining may help to come to a sustainable solution and might bring some relief to those who are moving close to what they wish to avoid altogether. The search for a different outcome or a less traumatic one may remain on during this stage. Depression: Depression is a stage in which the person tends to feel sadness, fear, regret, guilt and other negative emotions. He/she may have completely given up by now and may now reach a dead end from where the road only seems dark. One may display signs or indifference, reclusiveness, pushing others away and zero excitement towards anything in life. This may seem like a lowest point in life with no way ahead. Some common signs of depression include sadness, low energy, feeling demotivated, losing trust in god, etc. Acceptance: When people realize that fighting the change that is coming into their life is not going to make the grief go away, they resign to the situation and accept it com pletely. The resigned attitude may not be a happy space but is one in which the person may stop resisting change and move ahead with it.While some people totally resign and go into a deep state of low energy, others may try to make the most of the time left on their hand and explore new opportunities. One has come to a point of peace and is prepared to take one whatever has to follow next.APPLICATIONS OF THE KUBLER-ROSS CHANGE CURVETo see the application of the Kubler-Ross Change Curve, we provide two examples below.1) The Business World applicationThe Change Curve is a very trusted and reliable tool that can be used to understand the stage where people are when they are going through a major or significant change in life. This insight not only helps doctors and healers understand the transition of patients but also helps managers in understanding the position at which employees are as far as adapting to change is concerned. This can thus help managers in creating tailor made method s of communication and guidance for those on the path of change.Let’s understand stand this by dividing it into the various changes or phases of the Kubler-Ross Model:At Stage 1 This is the stage at which the employees or employee may be in a position of shock or denial. He or she may not be able to digest the fact that he/she has to undergo change and adapt to something new. They may need time to adjust to the changes and for a long time, they may deny that they need any. Here, as a manager or employer, the role should be to help employees understand why this is happening and how it can be helpful. This stage demands communication so that employees can have full knowledge and can have their questions answered. Employers must make it a point to avoid overwhelming the employees with a lot of information in one go and give it slowly and gradually.At stage 2 When finally the gravity of the situation settles in, and reality becomes clear, employees or workers may begin to feel fear from what lies ahead, and this may also turn into anger and resentment. They have been in a comfort zone for so long and knowing that they need to learn, change and adapt may make them angry. This stage has to be managed very sensibly by managements and organizations because some employees tend to vent their anger a little too harshly. This could create chaos and to avoid it, careful planning must be done in advance. Clear communication and support should still be the focus for organizations at this level as well. Organizations must understand that this is just a natural reaction and with time, it shall pass away and make way for acceptance.At stage 3 When employees finally understand the change and realize how they must adapt to new situations and circumstances, they may try to find the best possible scenario for them to fit in and adapt to. They may try to bargain with the management so that not a lot is compromised. They may try to learn only what they think is important but as an employer or part of management, your role should be to ensure that everyone gets the best of training so that the change incorporated can run successfully. The training stage may take time and for employees, figuring out their best options for a comfortable tenure ahead will be the focus. A company cannot rush employees to learn quickly or adapt to changes fast. It cannot expect 100% productivity during this phase.At Stage 4 Learning phase may not always be a very happy and comfortable zone for most employees of a workplace. This phase could result in low energies at the workplace due to low morale and excitement. It is important for the management to understand that this phase is not easy for the workforce as well. Hence, the more exciting the training can be made, the better would it be for the employees to move ahead and give their best. Employees may have realized by now that there is no way out of the situation, and this may prove difficult for some of them to handle.At Sta ge 5 This is the stage that managers or workplaces wait for after introducing a new change into an enterprise. People finally begin to embrace the change, accept the situation and start building new hopes and aspirations. They realize and understand the importance of the change and resign towards it. While some may resign because of lack of any other option, others may resign to the reality in a positive way. The managers of the workplace will finally begin to see the benefits of the hard work put in by them so far. The team is showing improvements now, and the overall productivity begins to improve. The road may have been rocky, but it is now time to celebrate, move towards a brighter future and expect more profits around the corner.2) Dead Car Battery exampleOne of the best examples of the Kubler-Ross Change Curve is the Dead Car Battery example. The following given example clearly demonstrates the transition process from one stage to another.It’s a chilly winter morning, and i t is dark outdoors. There is a thin layer of frost on the ground but you are late for work and hence have to rush out to the car parked outside. As you place the key in the ignition and turn the car on, you realize that the battery is dead. What follows is a clear demonstration of the Kubler-Ross transition stages:Shock and denial Your first reaction is of absolute shock and denial. You cannot believe this happening to you when you are already running late, and you thus try to start the car again and again.Anger Now that you realize the car cannot be started, you begin to feel angry and very mad at the situation.Bargaining Even on knowing it won’t help, you start asking the car to start, just for once. You promise it in your mind that you will keep it maintained and get the battery charged as soon as possible.Depression All the negative thoughts start rushing to your mind. You begin to feel depressed, sad and hopeless. You fear your job will be taken away and see now way out o f the situation.Acceptance Now you figure out what you should do next. You can a cab and decide to deal with the situation later on.VARIATIONS OF CHANGE CURVEBesides the above given 5 stages of grief or the Kubler-Ross Method, there are some other variations of change management models available too. They are given as follows:The ADKAR ModelThis Model was created for individual change management by Prosci. This variation or model demonstrates the 5 ingredients needed for change to be possible and successfully implemented. These 5 ingredients are given as follows:Awareness Awareness is a very important building block that helps one understand why change is important and needed.Desire The desire to be a part of change and support it is another vital ingredient.Knowledge The desire is incomplete without knowing how change can be brought about.Ability Even on having the desire to change and the knowledge to bring about this change, things can go in vain if the individual does not h ave the ability to grow with it.Reinforcement This building block is important to sustain the change.John Kotter 8-step strategy for change managementJohn Kotter also suggested a strategy for change management and this strategy consists of an 8-step process or procedure to deal with change:Create: The first step is to establish a feeling of urgency or hurriedness towards change.Build: The second step is to formulate a guiding coalition.Form: Now, the next step towards change involves developing a strategy to bring about change. This requires having a plan and a vision.Enlist: One must now communicate or put forth the vision or strategy for change.Enable: One must now empower the employees for taking action to incorporate the changes.Generate: Formulating and generating short-term goals and achieving them is the next step.Sustain: Capitalization of wins or gains in order to produce bigger results is the 7th step.Institute: Incorporating new and better changes in the workplace cultur e is the last step.