Thursday, December 26, 2019

AA on Business Administration How to Tell if a School is Really Accredited 2019

Online AA on Business Administration degrees have earned increasing respect in recent years. It is now possible to earn a quality business degree through the convenience of distance education. However, not all online AA on Business Administration degrees deliver respectable credentials. In 2017, a senior director in U.S. Homeland Security stepped down from office. She admitted that her doctorate from an unaccredited university in Wyoming consisted of only a 4-page paper and 1 course in business ethics. Some schools claim accreditation by unrecognized or nonexistent agencies. Others, particularly foreign online schools, may offer credentials that are not valid in the U.S., where the student will someday practice his or her profession. Separating Fact from Fiction in AA on Business Administration Programs In order to be truly accredited, an AA on Business Administration program must be certified by an agency recognized by the Council on Higher Education Accreditation. The highest standard possible in the U.S. is to be accredited by one of the 6 regional Higher Learning Commission agencies. These are the same agencies that accredit Ivy League universities like Harvard and Yale. .u40e728fc6a63a882363ff9942c16251f { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .u40e728fc6a63a882363ff9942c16251f:active, .u40e728fc6a63a882363ff9942c16251f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u40e728fc6a63a882363ff9942c16251f { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u40e728fc6a63a882363ff9942c16251f .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u40e728fc6a63a882363ff9942c16251f .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .u40e728fc6a63a882363ff9942c16251f:hover .postTitle { text-decoration: underline!important; } READ Online Associate Degree in Business Using an Associate's Degree to Work as an Accounting TechnicianPrestige should not be confused with accreditation, however. Accreditation status should always be investigated, no matter what the perceived reputation of the AA on Business Administration program in question. More Acceptable AA on Business Administration Credentials Other forms of acceptable accreditation include the Distance Education and Training Council (DETC) and the Accrediting Council for Independent Colleges and Schools (ACICS). Some AA on Business Administration programs are also accredited by state agencies. However, not all U.S. employers acknowledge state accreditation from applicants. For links to accredited online AA on Business Administration programs, visit College-Pages.com, the leading education and career resource website. Prospective students may also request more information about earning an AA on Business Administration through one of our featured schools by filling out an information request form. Related ArticlesBSN in Nursing Look for This to Avoid Enrolling in a Bogus Nursing ProgramEarning Your MBA From HomeImprove Your Life and the World With a Masters Degree In Criminal JusticeAssociate Degree Business Administration Salary Does an AA in Business PayAA Business Watch Out for these Common Degree ScamsHow to Dominate at the Job Fair .ue21a32b0175b24f1b6fab3d5b20f3c88 { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .ue21a32b0175b24f1b6fab3d5b20f3c88:active, .ue21a32b0175b24f1b6fab3d5b20f3c88:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .ue21a 32b0175b24f1b6fab3d5b20f3c88 { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .ue21a32b0175b24f1b6fab3d5b20f3c88 .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .ue21a32b0175b24f1b6fab3d5b20f3c88 .postTitle { color:#000000; text-decoration: underline!important; font-size: 16px; } .ue21a32b0175b24f1b6fab3d5b20f3c88:hover .postTitle { text-decoration: underline!important; } READ Associate Criminal Justice Degree Checklist 7 Things to Consider Before Enrolling

Wednesday, December 18, 2019

The Declaration Of Independence As Said By Thomas Jefferson

The Declaration of Independence as said by Thomas Jefferson is â€Å"an expression of the American Mind†. Jefferson along with John Locke and other English constitutionalist theorists detailed the abuses by George III, brilliantly summarizing the views of the colonist who were seeking distance from England. Many of these grievances were politically shaped, others dealt with the American economy. The first one states â€Å"For cutting off our Trade with all parts of the world†. Instead of allowing the colonist free commercial trade with other nations, the home government did all in its power to restrict them to trade exclusively with Great Britain. Favorable and profitable trade with the Spanish and French was destroyed. The mother land was ruining America’s web they built for trading. Another major grievance was â€Å"For imposing Taxes on us without our Consent†, believing that Great Britain had an unquestionable right to tax its colonies on all foreign goods imported by the Americans. This is when the term â€Å"no taxation without representation† was born. The next is â€Å"For suspending our own Legislatures, and declaring themselves invested with power to legislate for us in all cases whatsoever.† This grievance dealt with the fact that British policy stated with absolute clarity that in belief the British government could simply do as it pleased with the American people almost as if that people were its slaves. The king had full control over the colonies and all of the decisions that wereShow MoreRelatedCompare And Contrast Patrick Henry And Thomas Jefferson1220 Words   |  5 PagesPeriod Compare and Contrast Essay 20 October 2017 The Demand for Independence vs Death The revolutionary period was the age of reason. It was the period in time when civilians wanted to take control of their unalienable rights; â€Å"Life, Liberty and the pursuit of Happiness† (Jefferson). Both Patrick Henry and Thomas Jefferson took part in the revolutionary period. They were both leaders that took action to receive independence from Great Britain. The two revolutionary leaders are remarkably comparableRead MoreThe Relationship Of Thomas Jefferson And The Declaration Of Independence1563 Words   |  7 PagesJefferson was a founding father who created the Declaration of Independence and he was hypocritical when it came to his ideas of freedom about slaves in America. Thomas Jefferson didn’t grant African American slaves their rights when he wrote the Declaration of Independence. He owned slaves on his plantation which goes against the American freedoms that he wrote about in the Declaration. Jeffersons personal relationships with his slaves affected th e way that he viewed African Americans. ThomasRead MoreCommon Sense By Thomas Paine992 Words   |  4 PagesA poet once said, â€Å"There are two documents in American history that made America what it is today. Common Sense by Thomas Paine was inspiring to many American colonists as it was persuasive in showing how the colonists should have their own independence. Paine appealed the average citizen’s rationale, hence the title Common Sense. Paine’s pamphlet illustrates the importance of independence, and argues that colonial life under British rule was detrimental to America’s potential to become prosperousRead MoreDeclaration of Independence Essay example888 Words   |  4 Pages Thomas Jefferson is probably the most important person of the American Revolution. Many other prosperous and expressive young people were radical and serious; however the Congress’s most significant task was given to Thomas Jefferson - to compose the Declaration of Independence. People from the committee of the congress such as, John Adams, Benjamin Franklin, Roger Sherman and Robert Livingston selected Jefferson to compose the Declaration’s first draft. They were all aware that he was able to produceRead MoreDeclaration Of Independence By Richard Henry1212 Words   |  5 PagesDeclaration of Independence The Declaration of Independence was definitely a day to remember. The events leading to the signing of the Declaration of Independence played a key role in it. â€Å"Resolved, that these United Colonies, are and of right to be free and independent states.†(Declaration of Independence). That quote, coming from the Declaration of Independence, pretty much sums up the reason for the writing of the Declaration of Independence, becoming independent from the rule of Great BritainRead MoreDeciphering Memory : John Adams And Authorship Of The Declaration Of Independence Essay1030 Words   |  5 PagesIn this paper, I wanted to review â€Å"Deciphering Memory: John Adams and the Authorship of the Declaration of Independence† by Robert E. McGlone. Many people knew that Thomas Jefferson wrote the Declaration of Independence. John Adams was one of the people who supported Independence and signed his name on the Declaration of Independence. From this article, I understood that me mory could help people to find the truth. In the article, the author used lots resource and the pictures to explain that JohnRead MoreDeclaration Of Independence And The Gettysburg Address1089 Words   |  5 PagesDeclaration Of Independence and The Gettysburg Address The Declaration of independence and the Gettysburg address are one of the most powerful written documents in US history. In the Declaration of independence, it uses the three main parts of the rhetorical triangle The Gettysburg address also uses two parts of the rhetorical triangle, but uses logos the least . Both the Declaration of the independence and the Gettysburg address are an important piece in our history because they use the three mainRead MoreEssay on Thomas Jefferson1532 Words   |  7 PagesThomas Jefferson He is best remembered as a great president and as the author of the Declaration of Independence. He also won lasting fame as a diplomat, a political thinker, and a founder of the Democratic Party. Jeffersons interests and talents covered an amazing range. He became one of the leading American architects of his time and designed the Virginia Capitol, the University of Virginia, and his own home, Monticello. He greatly appreciated art and music and tried to encourage theirRead MoreCommon Sense Vs. Declaration Of Independence957 Words   |  4 PagesCommon Sense v. Declaration of Independence Common Sense written by Thomas Paine in January of 1776, enlightened its readers and ignited the colonists towards the American Revolution. Common Sense was the first document that established a suggestion towards a constitutional form of government. The foundation of the main points in Common Sense were the upbringing of the Declaration of Independence. The Declaration of Independence was written by Thomas Jefferson in July of 1776 approximately 7 monthsRead MoreJean-Jacques Rousseau Influence on the Declaration of Independence743 Words   |  3 PagesThe Declaration of Independence is the foundation of America. It contains â€Å"the words that made America,† (Fink, 9). Five of the founding fathers got together and penned this important document. As they penned this document, they were inspired by a number of European philosophers and writers. One of these philosophers was Jean-Jacques Rousseau. â€Å"Jean-Jacques Rousseau played a significant role in three different revolutions: in politics, his work inspired and shaped revolutionary sentiment in

Tuesday, December 10, 2019

Spiritual Needs Assessment free essay sample

The framework for FICA includes Faith, Importance of spirituality, Individuals spiritual Community, and interventions to Address spiritual needs (Borneman, 2010). The following are the questions that include the concepts of FICA guidelines. * Who or what provides you with faith and hope? * What is your Faith or belief? * Is it Important in your life? * Are you a part of a spiritual or religious Community? * How would you like me, your health care provider to Address these issues in your health care? Using the assessment tool, I interviewed a friend of mine. Realizing that there are different ways that these guide questions can be used while I was interviewing, I was careful in asking my questions due to attitudes I might get towards the issue. My friend’s strength comes from the lord; believing it is his salvation and where he is going to end up ultimately. He explained to me that praying and reading the bible provides his faith in God. We will write a custom essay sample on Spiritual Needs Assessment or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"Jesus came to life to die on the cross for my life and others†, he would tell me, and while he has no faith in the hospitals, the treatments and medications he receives helps the pain. God is the most important thing in my life. When you accept God in your life, he becomes a part of your being. He treats his body like it was a temple because God lives in it and feels most people do not. He is involved in a workshop facility in his community on a weekly basis. This routine has become an integral part of his spiritual and religious life. When he is in the hospital, he wishes that the hospital would make it easier for patients to practice their faith or belief systems, by ensuring that they have religious materials while undergoing treatment. He asked me, if I were his provider, to trust him in what God’s will is for him and accept his decision. God will help him deal with his decision. The overall process of this assessment went quite well. He was very open and was happy to talk about his faith and beliefs. He has a deep rooted spiritual base from his parents which has given him the comforts of this assessment. He was very impressed with the questions and seemed to be very interested in finding out things about himself. The one thing that I might have done different was to assess more than one individual with the same questions. I would like to have gained more insight of spirituality influences on an average of a larger group for an assessment of this nature. This would help for future assessments. There were no barriers or challenges that inhibited my ability to complete the assessment tool. The questions in nature came from his beliefs and that is his right. The spiritual experience I had with my friend was interesting. It made me more aware of the depth of the spirituality of others. Until this assessment, I was not aware of how I would conduct a self-assessment on me using these tools at the same time I was asking him the questions. This assessment allows me to better meet the needs of others now that I can ascertain the information that is pertinent to helping a person meet their spiritual needs. The more data that is provided to me, the better I can utilize this assessment tool for others. The FICA tool is a feasible tool for the assessment of spirituality. It is crucial for the concerns in a critical setting (Borneman, 2010). When giving an assessment to a patient the consideration of their spirituality is an important component of every patient’s physical well-being and mental health.

Monday, December 2, 2019

The problem of implementing and managing change in organizations

Many organizations strive to embrace the concept of organizational change (Oswick, Grant, Michelson and Wailes 394). Despite the fact that organizational change is seen as the main way of improving performance of organizations, this management paradigm is constrained by many issues.Advertising We will write a custom report sample on The problem of implementing and managing change in organizations specifically for you for only $16.05 $11/page Learn More One of the aspects identified as a barrier to organizational change concerns management of change in organizations. While organizational change is often a desirable activity that can transform organizations, sustaining change is a challenging affair to organizational leadership. This has been noted by many researchers in the field of organizational management. It is easy to plan and introduce change in organizations. However, implementing and enforcing the change is quite difficult because of the changes i n organizational environment. The external and internal organizational environments generate forces that work against the full realization of change objectives. The change objectives are represented in the change programs and projects that are introduced in the organization. The failures of these programs are pointers to the general failure in the â€Å"change mission† of organizations (Bates and Bloch 29-32). The complexity of managing change in organizations emanates from the fact that the change may necessitate a total restructuring of organizational units or departments. This may not be receptive to all members of the organization. This means that organizational norms, procedures, work processes and even the cultural aspects of management used in the organization may need a total overhaul. Furthermore, the organizations may be required to identify and acquire new skills that will help in enforcing change and increasing the competitiveness of the organization. In most case s, change is a continuous process. Therefore, there is a likelihood of losing pace and focus on change enforcement is important. Organizational change is treated as a competency that the organization should have (Macadam 33-40). Most organizations fail while implementing change or witness mal-activities during the implementation process. This is because they find it hard to run all the activities appertaining to change programs. Change programs need progressive reviews that meant to check how the organization is coping with change programs.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These reviews should be conducted in a consistent and regular manner to keep the change projects on check. This is a strenuous exercise that is prone to ignorance from the management. While these change programs are in progress, most managers often make assumptions that these programs are running well, and they overlook the aspect of review and assessment. The result is that small flaws in implementation grow only to be discovered when they have reached stages where they cannot be easily contained (Tikkanen and Pà ¶là ¶nen 5-25). While many models of managing change in organizations prevail, the hard question to answer is why organizational leadership finds it difficult to implement change in a comprehensive manner. Organizational leaders are the main ambassadors of change in organizations and must show active but not passive support to change programs. They should show full support and commitment to implementing change failure as it becomes hard to achieve success in sustenance of change programs within the organization. Change starts with the top management of organizations. If inconsistencies are seen in the top management of organizations, flops become eminent in the enforcement of the change. In general, change management in organizations can be affected by many factors among them perception, emotional barriers, culture, environmental barriers and cognitive barriers (Schwarz and Shulman 829-846). Change initiatives also interfere with the other strategic plans of the organization formulated earlier. In such cases, the organization may end up achieving the objectives in the change projects and fail to achieve other goals. The overall outcome of organizational change programs will be represented by lack of achievement of all goals of the firm (Oswick, Grant, Michelson and Wailes 394). The problem of change management and implementation in Coca-Cola and Toyota Motors Corporation Coca-Cola and Toyota Motors Corporation are big firms with extended operations across the entire globe. While change remains relevant in keeping these firms at par with the competition that exists in the international market, challenges cannot be wished away in implementing and enforcing change.Advertising We will write a custom report sample on The problem of implementing and managing change in organizations specifically for you for only $16.05 $11/page Learn More Change management in these organizations becomes complicated by the fact that these firms have great and extensive network of operation. A lot of diversity lies in the huge clientele of these firms, thereby making it difficult to have uniformity in the projects being implemented by the firm. Change can hardly attain a uniformed acceptance in different regions of operation by these companies because each region has unique aspects that define the business and organizational environment. These firms have staffs and stakeholders that are spread all over the continent. Therefore, it becomes difficult to communicate change to the stakeholders in an effective manner (DuBrin 293). The Coca-Cola Company embraces change in the sense that the company has been making several brand innovation. This is done to enable the company beat the competition that is prevailing in the beverage and soft drinks industry. Many new marketing initiatives are introduced at short intervals making it a challenge to implement these initiatives to the latter. In addition, the company operates in an industry that is subjected to a high competition. This subjects the organizational leadership to pressures that end up affecting the effecting of change. Additionally, owing to the expansiveness of the organization, it is quite difficult to communicate change to the stakeholders of the organization in a comprehensive manner. All these point to the fact that change is elusive in organizations, but managing change remains to be a great challenge to firms. This is because of the complexity of change implementation that originate from both people and structures of the firm (Kingstone 347 – 348). Toyota Company embraces change because it is a company that is dependent on technical production. While the company manages to come up with competitive innovations, the implementation of thes e initiatives remains to bother the company. This problem is facilitated by the notion that the implementation of new technologies and systems has to be done with organizational staffs. It becomes complicated for the firm to communicate and enforce new technologies. This is because new technologies involve few staffs. Resentments to the use of the innovations are also common.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is because the management of these companies fails to attach the total value to these innovations. An example is the observed failure of the company to communicate the benefits of adopting new technologies to organizational staffs (Kondratpara. 2-5). How Coca-Cola and Toyota are dealing with the problem of managing change Focus on managerial leadership in strategizing and implementing change Managing change has many challenges. Therefore, many organizations have been seeking to establish measures to ensure that change programs attain success. Coca-Cola and Toyota companies have resorted to strategize a change. This comes after the realization that strategic leadership plays a great role in the implementation of change in organizations. Coca Cola and Toyota have resorted to strengthening managerial leadership in the sense that they give their top management the main mandate of embracing change. Change ideas do not always emanate from the top leadership of the organization. Howev er, when change ideas are hatched, they are left to be digested by the top leadership of these organizations who set the initiatives of adopting and implementing change. The change initiatives patented to the organization by allowing them be rolled and overseen by the chief executive officers. This helps in elimination or minimizing the divergent perceptions that often hinder the enforcement of the change. New programs and projects are always rolled by the top executives of these companies who set and explain the mission, objectives, and benefits of these programs to the firm (Mills 11). Change programs should not be implemented in a haphazard manner. Strategic leadership used in these companies ensures that the entire organizational environment becomes aware of the new projects or programs. This is done through training and explanation of change initiatives to all stakeholders of the organization. This ensures that change remains active and that change programs gain acceptance henc e full participation of all organizational members. Information about expected changes prepares the organization for change. In this case, the organization is helped to minimize possible frictions that arise from resistance or hitches to implementation of change. Disruptions and alterations to the normal operations or cultures of these firms are communicated and to a large extent accepted by stakeholders. Through communication, the possible disruptions that are likely to be born out of the new programs are appropriately identified. In this regard, organizational stakeholders get prepared for these disruptions. They are not caught by surprise when the change strategies are being implemented (Schwarz and Shulman 829-846). Breaking change in multinationals Coca-Cola and Toyota have many subsidiaries situated in different regions around the world. Therefore, these organizations have realized that change cannot be enforced blankly across all the subsidiaries. The vision and change object ives are communicated to the managers of the subsidiaries who interpret and implement them according to the environment where the subsidiaries are located. Most change initiatives in these firms aim at positioning these firms by raising their competitiveness relative to other firms in the international market. Therefore, most changes directly touch on the products of these companies. These changes revolve around improving and differentiating company brands. For instance, Coca-Cola has been venturing into the manufacture of energy drinks as part of its diversification strategies (DuBrin 293). On the other hand, the Toyota Company has been working on producing a big range of cars to meet the divergent needs of customers. However, these activities are implemented basing on the assessment of the business location where the companies are located. Different destinations have differing factors, both internal and external, which determine the adoption of these new initiatives. In this case, the global leadership teams of these firms delegate the responsibility of interpreting and implementing change to the national managers where the firms have subsidiaries. These managers are thought to be having a good understanding of the trends and the culture that may affect the enforcement of change (Mills 9). Change programs have to be developed by paying attention to both internal and external culture of firms because these cultures have both direct and indirect effect on change. The firms have to have a historical background of the location of the firm as it portrays a picture of how change will be managed. The Coca-Cola and Toyota Motors Companies give some level of autonomy to the managers heading subsidiaries so that they can identify aspects that require change. In most cases, the need for change originated from the environment. The local managers can thus easily detect aspects of change as they manifest in the environment of the firm. Change programs mostly fail in spite of good strategies or adoption of best implementation models because they are imposed on organizational stakeholders (Kondratpara. 3). Research as a pace setter for organizational change implementation A comprehensive research on the need for new projects and programs in the organization is critical to organizational change management. Coca-Cola invests a lot of money in doing a research that helps them in detecting places where change is imminent in organizations. These researches guide the company in coming up with initiatives and they are coded as change projects in the organization. The lean production system utilized in the Toyota Motors Company is also highly depended on the research. The adoption of innovative technologies and development drive for the company utilizes research (Kondrat, para. 3). The company identifies how new technologies can be best applied to the entire firm. This is done by assessing and equipping the firm in readiness for the use of these new systems o f production. Therefore, comprehensive research that is accompanied by continuous monitoring, assessments, and evaluation comes out as a precursor to effective implementation of change in Toyota and Coca-Cola. Continuous monitoring and assessment leading to adjustment of new projects is important in change implementation because the business environment is not static. Changes in the environment are common, and if they occur at times when change programs are being implemented, they are likely to cause devastations to full implementation of change. Linking organization change programs to corporate social benefits Change must be accompanied with corporate social benefits to the environment in which the business is located. More often than not, change management becomes difficult due to resistance to change. Resistance to change in firms comes as a result of many factors. Among the factors that make people resist change is the failure of people to attach value to change projects thinkin g that they cannot derive benefits from change. The Coca-Cola Company is one of the most proactive companies in corporate activities. The company ensures that its change projects are accompanied by a corporate social activity. In fact, the company rolls most of its change projects through corporate social events. The people benefit from the corporate activities whereby they easily remember the change initiatives of the company. The Toyota Motors Corporation also does this through the organization of motor sporting events and promotions (Griffin and Moorhead 519). It is evident that organizational change is one of the mechanisms that are used by organization in enhancing competitiveness. If fully implemented, change programs often bring positive outcomes for firms. However, research indicates that the full realization of change in firms is hard because of the many challenges that bar the full implementation of change programs. Works Cited Bates, Terence and Susan Bloch.â€Å"Keeping pace with change: new contracts and responsibilities†.Industrial and Commercial Training, 28.1 (1996): 29 – 32. Print. DuBrin, Andrew J. Essentials of Management. Mason, OH: Thomson Business Economics, 2009. Print. Griffin, Ricky W, and G. Moorhead.Organizational Behavior: Managing People and Organizations. Australia: South-Western/Cengage Learning, 2010. Print. Kingstone, Judith.â€Å"Managing at the Speed of Change†. Leadership Organization Development Journal, 19.6 (1998): 347 – 348. Print. Kondrat, Alla. Production System that Made Toyota Successful.2009. Web. Macadam, Charles. â€Å"Addressing the barriers of managing change†. Management Development Review, 9.3 (1996): 38 – 40. Print. Mills, Jean H. Understanding Organizational Change. New York: Routlegde publishers. 2009. Print. Oswick, Cliff and David Grant, Grant Michelson and Nick Wailes.â€Å"Looking forwards: discursive directions in organizational change†.Journal of Orga nizational Change Management, 18.4(2005):pp.383 – 390. Print. Schwarz, Gavin M. and Arthur D. Shulman.â€Å"The patterning of limited structural change†. Journal of Organizational Change Management, 20.6 (2007): 829 – 846. Print. Tikkanen, Henrikkiand PasiPà ¶là ¶nen.â€Å"Business process re-engineering projects in Finland: An evaluation of change management in 21 large Finnish organizations†. Business Process Re-engineering Management Journal, 2.3 (1996): 10 – 25. Print. This report on The problem of implementing and managing change in organizations was written and submitted by user Eileen Obrien 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.