Gap Analysis:

Step 2 is forming a powerful guiding coalition. Leadership will have to be on board and on the same page in regards to the change. Kotter and Cohen reveal the core problems people face when leading change. Their main findings are that the central issue concerns not structure or systems but behavior and how to alter it (Farris, 2008). The success of the changes will depend on the ability of the managers to show their commitment to change and motivate the employees to do the same. Without any process to track the implementation, the change can also fail.

Closing the gap between Indigenous and non-Indigenous students is a relevant and ongoing issue in early years care and education. The Council of Australian Governments developed this framework to improve the outcomes of Aboriginal and Torres Strait Islander people. The three targets addressed in this essay focus on early childhood education, school attendance and literacy and numeracy achievement, however there are other targets for the nation. When analysing these three areas in regards to closing the gap, the importance of culture will be recognised. The closing the gap framework shows significant progress towards achieving the targets and teacher can assist in this process through engaging in particular strategies that develop their literacy

Jenkins, Fletcher Partners (JFP) has the potential to thrive and succeed in the financial service industry with stimulated, productive, and satisfied employees. However, there are small and large issues to be addressed in order to carry that in action. In this specific case analysis, we analyze the issues hindering JFP from further development, and suggest respective and appropriate suggestions to resolve those problems. First, a thorough evaluation of JFP shed light on a number of issues:

There has been a pattern of minorities and those who come from low-income families testing lower than their white, higher-class counterparts. This pattern of disparity is called the achievement gap and it is one of the main focuses of education reform in the United States today. There have been many reforms that have been pushed to help close this gap, but it still remains substantially wide. Researchers have discovered different factors that may be causing the gap as well as offering solutions to the issue at hand.

There are many reasons that change can or must occur within and organization. The key will be in understanding the organization and the prospective change. According to Mangundjaya (2015) "there are many variables that can influence the success of organizational change, such as the content of the change, the process of the change, individual characteristics, leadership, external environment and organizational context" (p. 67). Organizational change has the potential to successfully align an organization with its goals or completely derail any future success and progress. It is important that the organization takes the proper steps to prepare for, implement, and evaluate change.

In Australia, ‘Closing the Gap’ has become a key focus in the way governments have decided to address indigenous inequality. The term ‘closing the gap’ can be traced back to policy introduced in New Zealand in the 1990s aimed at addressing inequality in Māori communities. Governments in both Australia and New Zealand have tried to bridge perceived gaps between these Indigenous groups and “the rest of society” particularly in relation to gaps in socioeconomic status. However such policies may be problematic as they tend to ignore issues of self-determination and sovereignty sought by Indigenous groups (Cornell 2006:9-10; Muldoon & Schaap 2012:535). Ignoring claims of self-determination and sovereignty may be indicative of ongoing divisions in settler states working to accommodate the needs and outcomes of Indigenous groups given the undercurrent of conflictual and often violent histories that mar the relations between the two groups. As such, this essay seeks to compare these policies regarding inequalities between Indigenous societies and their settler states, as well as the relevant contexts of these policies, in order to highlight issues that emerge in relation to indigenous claims for sovereignty and concepts of nationalism.

Low-income minorities face many social challenges that can have a great impact on an individual’s ability to pursue higher education. Although the rate at which American complete four year degrees has expanded, the “achievement gap” is certainly evident (Table 326.10, 2014). Minority groups for decades have been proportionally misrepresented for students entering and completing college (Cox, 2016). According to the National Center for Education Statistics (NCES), in 1996 the graduation rate for white students was 36.3% and 19.5% for African Americans, and 22.8% for Hispanics (Table 326.10, 2014). The graduation rate for African Americans has been steady between the years 1996 and 2007; in 2007, the rate for African Americans was 20.8% which

In the initial phases of implementing the ITIL project, there are three key requirements that need to be met. Firstly, a roles and responsibilities matrix will be created to establish accountability and work objectives. I will take on the role of project manager and ensure the project is delivered on time while allocating/utilizing resources and maintaining a motivated/successful team. As project manager I will be responsible for leading the project, managing project deliverables, monitoring project progress/performance and providing regular status updates to management (Project Sponsor). The role of project sponsor will be to champion the project and communicate the projects goals to the organization as a whole. The service desk members

Prior to New Entry, Mike dedicated his career to working for financial service organizations that supported nonprofit organizations. Financial operations, financial reporting, budgeting, and investment experience are Mike’s strengths and a critical foundation for the infrastructure necessary to support and expand New Entry’s national

One strength good leaders bring is to switch their leadership styles depending on the situation (Darling & Heller, 2012). This is like situational leadership and it is important in organizational change as well. Situational Leadership is a model designed by Dr. Paul Hershey in the 1960s which focuses on how managers can develop competencies to diagnose, adapt, communicate, and advance the situation they are in (The Center for Leadership Studies, n.d.). Hershey stresses the importance of relationship of the approach of the leader and the readiness of the followers for a specific task (The Center for Leadership Studies, n.d.). This is the same as a change manager. Although dominant forces are often the initial go-to for change managers, good change managers must assess the situation and apply the needed ideal change manager to the situation. Because of this, regardless of the dominant change manager, it behooves an effective organizational leader to understand the different images of change and how they can influence a change’s successful

In this assignment, I will be demonstrating a gap analysis on my current workplace. I currently work for a company by the name of “All Weather Windows Commercial Ltd”. I’ve been hired on as the Health and Safety Advisor and been employed under this role for over 3 years now. This company is a team of glazing professionals that provides both manufacturing and installation services across western Canada. Safety is highly valued by all levels of the company and our objective is to continually improve.

As defined by Katzenbach (1995), change leadership is “the process whereby individuals who lead initiatives that influence dozens to hundreds of others to perform differently—and better—by applying multiple leadership and change approaches.” Leadership alone is defined as setting a direction and developing the strategies necessary to move in that direction – that is, creating and achieving a vision – leadership is thus a process to do with change (Kotter 1999). Change leadership is critically important to the continuing success of organizations everywhere. Tennant Company understands and invests in change leadership by employing a Sr. Organization Development Manager named Annelise Larson, M.B.A. whose efforts includes setting direction, developing strategies, and leading initiatives through organizational change efforts. An interview was conducted with Annelise Larson to discuss and learn about her change leadership abilities. For the purposes of this paper, the interview questions will be shared, a summary will be provided, and five recommendations are made for Annelise Larson as a change leader.

In the essay “The Gender Wage Gap Is A myth” published on July 26, written by Diana Furchtgott-Roth describes how the gender gap is a myth. She mentions various myths on how women are paid less for equal work. According to the Manhattan institute’s official website, Diana Furchtgott-Roth is a senior fellow at Manhattan institute and earned a bachelor’s degree in economics from Swarthmore College (Furchtgott-Roth, n.d). She received her M.Phil in Economics from Oxford University. She was the chief economist in President Regan’s council of Economic advisers (Furchtgott-Roth, n.d). Many of her notable articles have been published in the New York Times, Wall Street Journal, Washington Post, Financial Times, Los Angeles Times, Investor’s Business Daily, and Le Figaro. She wrote the book, “Women’s Figures: An Illustrated Guide to the Economic Progress of Women in America”, which is related to this article. Furchtgott-Roth is a credible author as she has enough background knowledge as she has studied the topic well and has a formal education in Economics (Furchtgott-Roth, n.d).

Investment banking is a highly regulated and complex sector that can be broken down into three main principle businesses comprising of the Investment Banking Division, Trading Division and Asset Management. First of all, the investment banking division can be sub divided into two basic groups called product group and client coverage group. The primary focus of these two groups are to perform mergers and acquisitions transaction advisory and financing arrangement for clients. The two main groups in the product group are the mergers and acquisitions group and the capital markets group. In the mergers and acquisitions group, there are five main products which is the “sell side” assignment, “buy side” assignment, merger of equals joint venture, public market separation and hostile defense. The “sell side” transaction involves the sale, merger or disposition of an entire company or any of its divisions and assets. The “buy side” transaction involves the purchase of an entire company or any of its divisions and assets. The “sell side” transaction typically have the highest priority due to its higher probability of completion compared to the “buy side” transactions. Merger of equals joint ventures is the merging of two companies of roughly equal assets that have a comparable market value. This allows the two companies to form a new and stronger entity to initiate economic activity together with their shared assets. Public market separation requires reorganization such as trading

Internet stores connect well with stores, you can change your clothes in stores no matter which way you buy it(internet or go to the store)