Global Adventures Were Founded In 2001 To Be A Leading

According to Hussain, Lei, Akram, Haider& Ali, 2016 “It is important for organizations to make changes and update old process in this competitive business environment”. Implementing change in a department of a company, hospital or doctor’s office can be difficult. Lewin’s Change Model is an effective way to help Managers and business owners update old processes and structures. (Hussain, Lei, Akram, Haider & Ali, 2016, P 1.) There are many reasons why change can be resisted. It is very important that the manager communicates with the staff effectively about the change and how it will affect everyone involved. Good ideas have been applied

Obtain input, allow employees affected by the change to offer their input and to express their needs. Show how their ideas have been incorporated. Use employees as a resource. They will have a wealth of ideas, which will help the change go smoothly. Empowered employees are committed employees. Lastly, support form senior management is the key. Management must behave consistently, throughout the many phases of growth. Mixed messages can be fatal to the change effort.

When organisations want to implement change they need to have a plan, taking into consideration existing information that leads to the change, stakeholders views have to be followed for successful implementation, the public views is important, service user’s expectations have to be met by appointing a service team.

In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

The company is in the midst of revaluating their business structure and is considering adding real adventure holiday package in the remote regions of the world. The company has realised declining revenues due to recession and is looking for opportunities to explore new markets. The problems currently impacting this company are, declining revenues, focus on luxury holidays package geared towards age group of 40-60, lack of digital marketing techniques, dated information system, and staff that is not receptive of technological changes.

Education is vital to introduce a new way of thinking, and overcoming resistance. Effectively communicating the intention of the project and the plan of action staff will feel less wary of change. Clearly communicating the logic behind the observation, interviews and analysis, the staff will embrace the inclusion. Involvement, will encourage the staff by actively participating in implanting changes. Encouraging email feedback from staff is an excellent way to monitor concerns and understanding of the protocols being implemented. This practice will add value to the staff and their opinion. The emails will allow the consultant to understand the questions and concerns the staff has, and address them either in a company-wide

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Change is defined as, "to make the form, nature, content, future course, etc., of (something) different from what it is or from what it would be if left alone: to change one's name; to change one's opinion; to change the course of history." http://dictionary.reference.com/browse/change. Change is difficult for most people, however an effective manager will know how to make change a smoother transition than that of an ineffective manager. It is the managements responsibility to make the change. Lastly it is important to involve the employees in the change and not to simply impose it on them. When change is properly introduced to employees they will most likely accept it better than if it is forced on them.

Defining and organizing change is not an easy feat. Many things need to be considered before management can move forward with the implementation phase of the change process. Organizational leaders and managers will need to monitor and evaluate employees throughout the change process to ensure successful change implementation. Organizational leaders have access to several programs that allow them to analyze the effectiveness of the implemented change. Collecting comparative data will further demonstrate the effectiveness of the implemented change. Comparing data provided before the implemented change and comparing it with new data will demonstrate the effectiveness of the change.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

According to Armstrong and Kotler (2009), total world trade has been growing at 6% to 11% annually since 2003, whereas global gross domestic product has grown at only 2.5% to 5% annually. Global marketing has become necessary for an organization’s survival and The Walt Disney Company (Disney) has been a pioneer in global expansion. Disney was founded in 1923 and is one of the largest media and entertainment corporations in the world consisting of theme parks, film and record brands, and licensed character brands. Although Disney has captured much of the global market, many of the world’s locations have remained void of the Disney magic. The key to successfully entering these markets is marketing and this paper will attempt to identify the

The Travel and Tourism industry is still one of the largest single businesses in world commerce and its importance is widely recognized. The tourism industry is now one of the largest sectors earning foreign exchange. In the face of many benefits, many countries have started assigning due weight age to the tourism industry in their national development agenda. Tourism is an industry that operates on a massively broad scale: it embraces activities ranging from the smallest sea-side hotel; to air-lines, multi-national hotel chains and major international tour operators. Originally, non-traditional industries such as tourism emerged as a solution to strike a balance between ecology and industry

Adventure Travel International (ATI) will begin operations this year and provide adventure and sport/travel packages to people in the Pacific Northwest, specifically the greater Woodville area. An opportunity for ATI 's success exists because the national tourism and travel industry is growing at 4%, and adventure travel at 10% annually. Further, the Woodville adventure travel market is growing at least 12% annually and there are no providers who specialize solely in adventure travel in the greater Woodville area. ATI is poised to take advantage of this growth and lack of competition with an experienced staff, excellent location, and effective management and marketing.

As mentioned above, adventure tourism is a fast growing industry resulting in many business opportunities in this industry. Due to the increase in awareness about adventure tourism, there has been an increasing demand for adventure tourism. This growth will enable adventure tourism to be economically sustainable.