Summary Of The Book The Great Gatsby By F. Scott...

Yet another beautiful sunny day, the blue and yellow floral curtain fluttered and danced gaily in the wind as Stanley stretched his arms waking up from a disturbed and sleepless night. Brushing away the sleep from his smarting, blue eyes with his sickly, shaky hands he felt this enormous urge to sneeze, drat that Jonathan what right had he to be in the sea before him! Now he Stanley had to pay the price of staying in the freezing water too long . What an idiot the man was ! Sniffling Stanley struggled towards the door entrance, he stood there shivering and sneezing, his ears and cheeks becoming pink from a dreadful cold. Linda, his beautiful darling Linda, looked serene in her white and pink night dress her long lashes like shadows against her pale cheeks he felt the urge to embrace her,to crush her in his strong arms and kiss her petal soft lips. Ah no why did he have to have this awful, awful cold good God his lovely, fragile darling must be safe. Sadly, slowly he made his way out to the living room to be greeted by Beryl. â€Å"Oh Stanley you look quite dreadful ! Are you alright? Shall I call mother?† exclaimed Beryl. Stanley s wistful and pessimistic expression remained bitter and heartbroken, â€Å"I m feeling quite, quite unwell† he said dismally. His large hands shook as he struggled to hold onto the chair. Sensing another huge sneeze coming he reached for his crisp, white handkerchief and gave a mighty bellow of a sneeze that the tiny teacups rattled in the saucersShow MoreRelatedSummary Of The Book The Great Gatsby By F. Scott Fitzgerald1171 Words   |  5 Pagestime Rennessme graduated from high school. Emmett mimicked his niece excitement as she finished cleaning out her locker. He already was done with the task. He even gloated to his beloved niece that he was an expert at being a high school student. â€Å"Great job at surviving high school, † the giant man said to Rennessme.† She continued to separate the things she wanted to keep while tossing the unnecessary stuff. â€Å"Thanks. But I had help. † Rennessme answered. â€Å"If you mean your dad, then you wasted fourRead More Importance of Nick Carraway, Narrator of F. Scott Fitzgerald’s The Great Gatsby1044 Words   |  5 PagesNarrator of F. Scott Fitzgerald’s The Great Gatsby   Ã‚   In The Great Gatsby, written by F. Scott Fitzgerald, the narrator, Nick Carraway, tells a story in which Jay Gatsby tries to attain happiness through wealth.   Even though the novel is titled after Gatsby, Nick analyzes the actions of others and presents the story so that the reader can comprehend the theme. Throughout the novel, Nick is the vehicle used to gather all of the pieces together to learn about Gatsby.   Nick isRead MoreEssay on Jay Gatsby: A Tragic Hero1084 Words   |  5 Pagesdisproportionate to his crime (Aristotle). In The Great Gatsby, F. Scott Fitzgerald successfully creates main character Jay Gatsby as such a figure. By molding his protagonist in the shadows of such a literary icon, Fitzgerald’s hopes of introducing the classic American novel to the public are realized. Through analysis of the novel, the claim that Jay Gatsby was created as a tragic hero is irrefutable. Before the reader even considers a probe at the novel’s binding, Gatsby is firmly solidified in his or herRead MoreThe Great Gatsby By F. Scott Fitzgerald1901 Words   |  8 Pages F. Scott Fitzgerald Stephen Hagenbuch Mr. Fields American Literature Period 2 May 18, 2015 F. Scott Fitzgerald Thesis: Although life for Fitzgerald was never easy in â€Å"The Lost Generation†, he continued to provide for himself and his family’s needs by writing novels such as The Great Gatsby. Author Biography Middle-class man This Side Of Paradise 1920 RIP December 21, 1940 Historical Background â€Å"Lost Generation† Jazz age Hollywood Years The Great Gatsby - A Novel Summary Jay GatsbyRead MoreAnalysis Of F. Scott Fitzgerald s Great Gatsby 822 Words   |  4 PagesMAJOR WORKS DATA SHEET Great Gatsby F. Scott Fitzgerald Date of Publication: 1925 Genre: Jazz Age novel (Louis Armstrong, Al Capone, etc.) Biographical Information about the Author F. Scott Fitzgerald was born on September 24, 1896. He was born in Saint Paul, Minnesota, and his parents were both born in Maryland and Irish. You could say he grew up very lower middle class. Fitzgerald’s views of relationships began at an early age. It was interesting because many of his best books came from the ideaRead MoreThe Great Gatsby thesis statement3021 Words   |  13 PagesAbstract The Great Gatsby is written by the American author F. Scott Fitzgerald. The story takes place in â€Å"the roaring twenties†. The characters in the novel have dreams and goals and not one dream ends well. That is why my thesis statement is: The Great Gatsby is really about unattainable dreams. The dreams I am discussing is Gatsby ´s American dream, Daisy’s dream and Nick’s dream. The dreams are based on the love story between Daisy and Gatsby. The final piece in Gatsby’s American dream wouldRead Moresparknotes vs cliffnotes830 Words   |  4 Pagesinformation, ranging from overall plot summaries and character analysis, but Sparknotes goes more into the literary aspect of the book, while cliffnotes focuses more on the character and his motives. In analyzing Jay Gatsby, Cliffnotes focuses much more on Gatsby himself and his underlying motives to his character, like â€Å"In assessing Gatsby, one must examine his blind pursuit of Daisy.† (Cliffnotes). Sparknotes focuses not only on the overall character of Jay Gatsby, but also analyzes how his characterRead MoreThe Picture Of Dorian Gray And The Great Gatsby Analysis1100 Words   |  5 PagesHow should individuals satisfy their ambitions? In The Great Gatsby, written by F. Scott Fitzgerald, and The Picture of Dorian Gray, written by Oscar Wilde, the theme of desires is addressed. The Great Gatsby is a novel about Jay Gatsby, a man who wants to reunion with his past lover, Daisy. The novel is narrated by Nick Carraway, Gatsby’s neighbour and friend who witnesses Gatsby’s romantic desires. Similarly, The Picture of Dorian Gray is a novel about the development of Dorian, from initial innocenceRead More Cars as a Symbol in The Great Gatsby Essay1036 Words   |  5 PagesCars as a Symbol in The Great Gatsby Cars play a very important part in the telling of The Great Gatsby. The Great Gatsby is a very dark, unhappy book, and the cars really exemplify this. à ¢Ã¢â€š ¬Ã‚ ¦cars change their meaning and become a symbol of death (Dexheimer). Cars also give the reader insight into some of the different characters in the book. One of the most important jobs of cars in this book is to foreshadow upcoming events. Throughout the book, there are many devastating and darkRead MoreThe Great Gatsby By F. Scott Fitzgerald1452 Words   |  6 PagesThere have been many speculations as to why I, F. Scott Fitzgerald, wrote my book The Great Gatsby, however most of these are false and I would like to clarify my true purpose. Some say that I have wrote this book using positive and negative imagery of Myrtle and Daisy to embody the promise and disappointment in the novel and in the mother figure, however my true purpose behind The Great Gatsby is far from that. I used the imagery of Gatsby’s house and the characters of Myrtle and Daisy to demonstrate Summary Of The Book The Great Gatsby By F. Scott... This was the first time Rennessme graduated from high school. Emmett mimicked his niece excitement as she finished cleaning out her locker. He already was done with the task. He even gloated to his beloved niece that he was an expert at being a high school student. â€Å"Great job at surviving high school, † the giant man said to Rennessme.† She continued to separate the things she wanted to keep while tossing the unnecessary stuff. â€Å"Thanks. But I had help. † Rennessme answered. â€Å"If you mean your dad, then you wasted four years. He doesn t know how to have fun.† Rennessme smiled. She kept going through her looking, now desperate to find the secret notebook she had treasured for four years. â€Å"Aha! † she exclaimed once she found it. â€Å"I†¦show more content†¦Ã¢â‚¬Å"Don t tell your parents or Uncle Jasper that you gave this to me.† â€Å"I won t. † Rennessme said before walking away. Emmett opened the guide and read the comments the previous owners had left on his tips. Most recommended which tips to avoid and others wrote helpful hints on how to better execute the idea on the tip. Emmett also read the notes that said how the tips helped them survived four difficult years. He had wanted to keep the guide to himself, but he knew that the memories it would be forever tucked away on his mind. The guide didn t belong to him anymore. So he chose to write one last tip and hide the notebook for the next person. He quickly scanned all the notes he and his brothers had composed. He stopped when he read the names of the two weird girls that had gone along with his schemes and now had lost contact with. He made a mental note to look for them. At least to know how they were doing. Emmett sat on the floor, grabbed a pen and began to write his last tip. Tip 56: Prom, Graduation, Last Days of High School (Saying Goodbye) Congratulations! You have reached an epic moment of your life! Right now you may be thinking this is just a stupid dance I don t want to go or I don t have anyone to go. STOP! RIGHT NOW STOP THINKING THAT! Yes, I agree prom may seem like a stupid torturous tradition that just makes you feel like a loser if someone doesn t ask you. First of all, after reading this amazing guide let me assure you are

Taking a Look at the Research Process - 1724 Words

A.1Researcher Introduction Research means process of generating and analyzing information. The system of collecting data for research projects is knows as research methodology. The data may be collected for either theoretical or practical research. These are the different profiles of a researcher. Insider Inside researcher is the researcher who is researching into his own organization and the place where he work. If the researcher is involved in researching his own area of work in his place of employment is it called inside the researcher? Insider research has the researcher trying to find out what is inside the people he is researching. He is attempting to understand the thinking of behavioral patterns of people in organization, in order to consider what they really mean when they say or do something. When understanding this kind of research he might either be watching others, or be working beside them and watching them at the same time. He has the ethical problem of whether or not to tell the people he is working alongside that he is watching what they do and say, with an unknown of researching in mind. Inside researchers may fare no better, however in an important sense the moment they become a researcher. For example if an organization that the employee turn-over was very high. S o as a researcher he can research what are the problems of high employee turnover. Outsider Researching in a different part of organization is called outsider researcher. OutsiderShow MoreRelatedSports Managers Should Look Towards Research For Their Organization Essay1314 Words   |  6 PagesThere are several reasons in which sports managers should look towards research for their organization. How do we market better? How do we put more fans in the stands and make the games much more enjoyable? How do we promote our team and support the community? What factors make successful organizations run well? What do we need to do to increase our profit margins? In the prep level, does our organization do enough to better prepare our athletes not only for the field of play, but also forRead MoreCritical Issues Paper Of Testing Equality1682 Words   |  7 Pagesbrings long-term effects that can increase the functionality of the child s life. As we know, early diagnosis is key producing long-term effects whenever families and parents are diligent in getting their children hel p. Throughout the diagnosis process, it is imperative to take every element into account. Considerations such as race, culture, and socioeconomic status may affect the validity and reliability of the test. Although the test can be administered exactly as it should be, there are manyRead MoreDefinition Of Quantitative Research Methods944 Words   |  4 PagesQuantitative research methods are most generally worried with weighing criminological or criminal justice existence. In order for this method to be understood, there are numerous amounts of conditions which must be initially recognized. Concepts are hypothetical labels assigned on reality that are appointed binary characters, hence making them changeable. Variables are then investigated to inspect designs of affiliation, as well as a chain of reaction. At the most basic level, there exists at leastRead MoreTeachers As For Myself ( Future Teacher )847 Words   |  4 Pagesstudent, on my own teaching methods and experience. R eflecting on taking the OPPS I was very surprised and startled by what I was getting right vs. what I was getting wrong. Now I understand my own beliefs and experience, based upon research, my answers would be wrong. I needed to look beyond the â€Å"little† world that I see and take into consideration the â€Å"others,† students who we are teaching. The society is always changing and research is always updating. As teachers, we need to constantly be expandingRead MoreImproving Reading Comprehension and Critical Thinking Skills in Middle School Students1566 Words   |  7 Pagesbetween the process of reading comprehension and the information literacy process.† (Moreillon, Judi, 2008) My research question may be: How and why should media specialist and teachers collaborate to improve reading comprehension and critical thinking reading skills? Review the literature Going through the SHSU NG Library databases I used the search terms: librarian and reading comprehension. After reviewing several articles I found four articles that would support my research question. â€Å"PositionRead MoreAction Research Is Not Only Collect Data Essay1030 Words   |  5 Pagespurpose of action research is not only collect data but to aim for useful data that can be used to change the lives around us. According to Esterberg, â€Å"action researchers see knowledge as power† (pg. 137) thus meaning if individuals can see the inequality around them and are educated on it then they can use the â€Å"power† to change society and promote equality. 2. Describe the three varieties of action research. The three varieties of action research include participatory action research (PAR), feminismRead MorePositivism vs Interpretivism Essay1575 Words   |  7 Pagesand interpretive perspectives underpinning social research- This essay intends to investigate by comparing and contrasting positivist and interpretive perspectives that surround social research. It will look into the use of methods such as quantitative and qualitative research and the effects and outcomes that this has in relation to social research. This will include the variations amongst them in both a positive and negative light. Before research can be undertaken the researcher must investigateRead MoreTechnology : Does Technology Help Or Hinder The Student?966 Words   |  4 Pageswith the opportunity to take a look at many of the different ways in which the digital world has become one of the most dominant viewpoints of today’s generation, and how technology has taken over and welcomed itself into many aspects of our lives. This course paper will take a look at one topic of interest in particular, which in hopes will shed some light on a heavily discussed topic in the education world: does technology help or hinder the student. This paper will look to prove the point and discoverRead MoreCritical Thinking Skill At Me My Professor948 Words   |  4 Pageseverything that I learn is factual and unquestionable. Having the opportunity to take an advanced course such as English 1301, opened the window to a world of imagination, information, and wisdom. 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Stakeholder analysis and engagement project - MyAssignmenthelp.com

Question: 1. Discuss common reasons why change is resisted and how managers commonly view resistance. 2. Critically examine the key theoretical concepts of resistance considered in this subject and how they are linked to the two key theoretical ontologies used in this subject. 3. Critically examine the relationship between power and resistance, and the ethical issues that these raise in relation to the managerial and resistant positions. 4. Critically discuss the implications of power and resistance for the role of the change agent in ethically managing change, in both the dialogical and problem-centric approaches to change management Answer: Answer 1 One thing that is constant in the business is change. There is a need to understand the reasons people are resistant to change to develop effective change management strategies. According to Hon, Bloom, Crant (2014) lack of competence, fear of unknown, being deeply connected to the old methods and connected to status quo are the factors that cause an employee to be resistant to change. Change requires change in the attitude, skills and perspective and most managers are not ready for transition. Mangers take proactive steps when recognise that there is a greater risk in standing still. Change creates stress. Lack of mental resilience creates resistance. Lack of motivation creates saturation and exhaustion among employees who lack zeal to participate in change. Other factor causing workplace resistance is the miscommunication about the need of change. Mangers often believe that the current model of work is effective in profit maximisation or to gain competitive advantage. According to the Kotters change model creating the urgency or sense of the need is the first and foremost step to manage the change resistance. Therefore, poor communication is the barrier to change (Chappell et al., 2016). When mangers do not inform or involve employees in decision making it is difficult for them to give the full support to the employees. Negative perceptions such as change will favour another department or group leads to anger and resentment. Managers fail to perceive need of effective leadership skills to change the employees resistance. Further, most of the management change models focus on the rewards and benefits to trigger change in managers and employees. When the employees do not see any benefit for change or anticipate unwanted outcome they turn resistant. Use of coercion employed by mangers to trigger change only leads to compliance but not a productive change (Ybema, Thomas, Hardy, 2016). Taking the example of Uber, it is successful in its strategies despite tremendous resistance from the policy makers. It keeps changing the pricing system based on the customers needs and wants. It was not possible for the taxi service companies to initiate such change as they were making s trategies to continue the business as usual. There was no strategy to ensure customer satisfaction. The managers of taxi company failed to implement change when they perceive that their success is guaranteed due to pre-established position. Uber did overcome the resistance with innovation (Bashir, Yousaf, Verma, 2016). Answer 2 The principal agent theory highlights that the resistance and conflicts due to change arises as the firm tends to increase its profitability, while the employees tend to maximise their utility. It can also be supported by neoclassical theory according to which an organisation makes a change assuming that it will give lucrative value in future. Agent theory is also supported by neokeynesian theory (Gong, Tang, Liu, Li, 2017). The key concept to resistance in an organisation is that it is difficult to survive without profit maximisation. This goal cam be achieved by paying the employees appropriately as per their contributions and utilise the employees effectively and efficiently while demanding more of their time. On the contrary the employees tend to maximise their utility by demanding good environment, investing less efforts, high salaries and better facilities. Employees are assumed that they cannot survive without these efforts and achieving personal goals. Sometimes the demands of the firm prevent them from achieving their own gaols. It leads to conflict between the organisation and the employees. This conflict is followed by resistance to change (Lipson, 2017). Agency theory helps in resolving the resistance due to conflicting goals between organisation and employees. Agency theory helps both to work on common good. It may include by monitoring the behaviour of agents, providing incentives, evaluating the outcomes, and making efficient contracting with the agent. However, the solutions given by the agent theory are more biased towards fulfilment of firms goals. It may decrease the satisfaction of the employees. Therefore, it can be argued that the theory is unrealistically one sided. It leads to exploitation of employees. It considers the efficient markets without considering the external forces and its irregularities (Hayes, 2014). A more realistic approach is given by Stakeholders theory that resolves the conflicting goals between organisation and employees. It emphasises on the fact that a firm must consider the needs of employees and society instead of focusing on profit maximisation. The theory emphasises on maintaing a satisfactory balance between the conflicting and divergent goals/interests. However, the theory does not highlight standards for allocating relative weights to the interests of the various constituencies. The theory does not emphasise on optimal contracting. It does not instruct the firm to follow clear-cut steps. The theory is criticised to have long term approach (Kaptein, 2017). The two key theoretical ontologies used in this regard are Rationalist (Cartesian) and Social (Relational) theories. In the rationalist approach the organisation removes the human elements. In this approach each element is seen separately. According to this approach change is viewed as an objective phenomenon and considers people as separate to change. It involves the principle of I think, therefore I am. This approach thus, widens the gap between the self and other as the leaders drive the change and the workers only implement (Lowe et al., 2016). Using this model, resistance to change can be overcome by implementing the strategy based on the internal or external driver of change. Rationalist approach thus emphasise on objective set of principles and guidelines. On the other hand, the Social (Relational) approach is socially constructed by the people. It involves collaborative effort. This approach considers people as centre of change, which is a social construction. In this approac h every member of the organisation is expected to be the part of designing and implementing the change. It means it follows the principle ofWe listen and talk, therefore we are (Missonier Loufrani-Fedida, 2014). It can be concluded that irrespective of the ontology being subscribed an organisation must have understanding of different theories and implement the best possible solution. Answer 3 Managerial position gives power and control. Managers tend to engage in the paternalistic management owing to their power and control in the organisation. The mangers tend to execute their power in controlling people through orders, procedures and regulations. This is unpleasant to most employees. Traditionally management views the control dominated model as effective option. Managers tend to be tough and concentrated on imperatives using physical power such as intimidating behaviour or turning highly vocal. The managers misuse their power that creates conditions of multiple unfairness. It may be distributional level, interactional and at procedural level (Hatch, Cunliffe, 2013). This creates resistance among the employees. When the employees tend to succumb, the paternalistic management is preferred even more. There is literature evidence of destructive behaviour adopted by the manger and the abusive supervision. It is may be advantageous in meeting the targets and set goals. It ha s many negative outcomes (Bareil, 2013). According to Bareil (2013), abusive supervision leads to low level of satisfaction among employees, higher level of turnover and hampers the commitment and justice perception. It creates psychological distress among the employees. These factors relate the power to resistance among the employees. Eventually the employees engage in behaviour that can restore their autonomy. It is argued by Hkk, Vhsantanen, Paloniemi, Etelpelto (2017) that the negative reciprocity beliefs are expected to affect the relationship between power and resistance. When the mangers use the reward power that is to give rewards for high performance, the resistance is decreased. Overall, it can be concluded that there is emotion-laden differences among the group of members. It creates a political power and failure to implement change. Managers who rely on their rank to create change often make fail attempts. It is due to creation of resentment and resistance. Owing to the power and resistance various ethical issues arise. Ethical practices support change in any organisation. The change agents should not prefer change process at the cost of respect and dignity of the employees. When the managers use power to bring change that only serves self-interest, it is considered an unethical practice. If an action of the managers is the cause of the dishonest commitment. For instance, employee theft, lying to employees, abusive supervision, lack of transparency is the indicator of unethical behaviour (Hatch, Cunliffe, 2013). A manager or a leader is expected to maintain a fine line between being shrewd and exhibiting unethical practice. A manager can use the power of position to increase the employee engagement. If such actions lead to suffocation of the employee activities or employee conformity then it is consider unethical. Ethical issue that arise due to imbalance between power and resistance are lack of constructive criticism, lack of openness or clear communication, and absence of conformity to workplace (Tran, Tian, Sankoh, 2013). Lack of code of ethics will not make the employees or managers accountable for their actions. Thus, the resistance is increased. The negative relationship between power and resistance does not let the organisational culture to develop and promotes unethical behaviour (Bareil, 2013). One of the most popular examples of ethical issue arising due to relationship between power and resistance is the Enron 2001 scandal. In this organisation, the mangers driven by profit forced the employees to conduct questionable accounting system to modify the stock price of the company. Similarly, in Seven eleven stores in Australia, wage abuse was prominent. When the employee resisted the underpayment, the managers manipulated the working hours. This ethical blindness arsed from power and resistance relationship. Both Enron and Seven Elevan disregarded the employees respect and created unethical culture (Azibi, Azibi, Tondeur, 2017). Answer 4 The dialogic change model is the result-oriented, structured planning and implementation of the Stakeholder Dialogue. The principles guiding the approach are voice, listen, respect and suspend. It is influenced by the postmodern philosophy and interpretive approaches. It attributes to relational ontology. In this approach change is initiated by changing the mindset and thought process of people. This approach requires the change agent to be generative and adaptive leader. The change agent may fail to engage people emotionally due to weak alignment and mutual respect for individual perspective of cost and benefits. Without any rationale there will be lack of emotional coherence. This is a transformation approach but the relations are identified as power interactions (Bushe Marshak, 2016). For instance, it is a common experience in educational institutions, where the curricular issues are resolved while the voice of teaching staff dominated that of families. Since the subordinate posi tions are always dominated it is unethical as interactions are not based on equality. The implications may include resistance as the change methodologies are fluid and it takes long time to implement action. There is an increased uncertainty as stakeholders cannot predict change. However, there are more positive implications than negative in this approach. The positive implications due to power and resistance are active engagement of all the stakeholders and consider the impact of involvement. The change agent may have constant communication even during conflicts due to power and resistance (Bushe Marshak, 2016). On the other hand the problem-centric approach is rational process and sees change as orderly process. It attributes to rational ontology. The positive implication in implementing change ethically is leaving little space for corruption. The process of change management involves less key players and the decisions are made quickly. There may be more balance between power and resistance as the change methodologies are said to be predictive. It adds to certainty and comfort from stakeholders thereby, decreasing resistance. The negative implication includes failure to measure the human impact on organisational culture. It is criticised for not having the appreciative engagement. The change agents may communicate the change after the fact or during it. There is no communication in the planning process (Hoke, 2015). However, since dialogic approach is considered more appropriate for initiating change ethically as it involves appreciative enquiry and involves broad team. The transformational change may help disrupt the status quo and allow employees to see old situation from new perspective. Employing the total quality management is a dialogical approach. This approach is also used in mitigating the climate change via international negotiations. References Azibi, J., Azibi, H., Tondeur, H. (2017). Institutional Activism, Auditors Choice and Earning Management after the Enron Collapse: Evidence from France.International Business Research,vol. 10, no.2, pp. 154. https://dx.doi.org/10.5539/ibr.v10n2p154 Bareil, C. (2013). Two Paradigms about Resistance to Change.Organization Development Journal,vol. 31 no. 3, pp. 559-71. Retrieved from: https://search.proquest.com/openview/5d682d6e1f0856146d360521b396c733/1?pq-origsite=gscholarcbl=36482 Bashir, M., Yousaf, A., Verma, R. (2016). Disruptive business model innovation: How a tech firm is changing the traditional taxi service industry.Indian Journal of Marketing,vol. 46 no. 4, 49-59.doi:10.17010/ijom/2016/v46/i4/90530 Bushe, G. R., Marshak, R. J. (2016). The dialogic mindset: Leading emergent change in a complex world.Organization Development Journal,vol. 34 no. 1, pp. 37-65. Retrieved from: https://search.proquest.com/openview/0638fd2e427fc5d88dd6ab941cee3705/1?pq-origsite=gscholarcbl=36482 Bushe, G. R., Marshak, R. J. (2016). The dialogic organization development approach to transformation and change.Practicing organization development 4th Ed, pp. 407-418. Retrived from: https://w.gervasebushe.ca/practicing.pdf Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., ... Rosenberg, M. (2016). Exploring the process of implementing healthy workplace initiatives: mapping to Kotter's leading change model.Journal of occupational and environmental medicine,vol. 58 no. 10, pp. e341-e348. doi: 10.1097/JOM.0000000000000854 Gong, D., Tang, M., Liu, S., Li, Q. (2017). Reconsidering production coordination: A principal-agent theory-based analysis.Advances in Production Engineering Management,vol. 12 no. 1, pp. 51. Retrieved from: https://doi.org/10.14743/apem2017.1.239 Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Retrieved from: https://books.google.co.in/books?hl=enlr=id=tv4CMvRMwooCoi=fndpg=PP1dq=resistance+in+organisation+due+to+power+and+control+ots=SmMaaSGLXssig=VvDgNuYiksDfgzReByoudYPSkT8#v=onepageq=resistance%20in%20organisation%20due%20to%20power%20and%20controlf=false Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Retrieved from: https://books.google.co.in/books?hl=enlr=id=-jMdBQAAQBAJoi=fndpg=PP1dq=Agency+theory+of+change+management+ots=51ShaumHMssig=OI22qhvBXTJh0Oau3gBqnfCr_hQ#v=onepageq=Agency%20theory%20of%20change%20managementf=false Hoke, R. (2015). Building Collegiate Entrepreneurship and Collaborative Strategies in Morocco.Workforce Development and Entrepreneurship Education in the Middle East North Africa, pp. 170. Retrieved from: https://pdf.usaid.gov/pdf_docs/PA00KND5.pdf#page=172 Hkk, P. K., Vhsantanen, K., Paloniemi, S., Etelpelto, A. (2017). The reciprocal relationship between emotions and agency in the workplace. InAgency at Work(pp. 161-181). Springer, Cham. Retrieved from: https://link.springer.com/chapter/10.1007/978-3-319-60943-0_9 Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,vol.40 no. 3, pp. 919-941. Retrieved from: https://journals.sagepub.com/doi/abs/10.1177/0149206311415418 Kaptein, M. (2017). The battle for business ethics: A struggle theory.Journal of Business Ethics,vol. 144, no. 2, pp. 343-361. Retrieved from: https://link.springer.com/article/10.1007/s10551-015-2780-4 Lipson, M. (2017). Organization Theory and Cooperation and Conflict Among International Organizations. InPalgrave Handbook of Inter-Organizational Relations in World Politics(pp. 67-96). Palgrave Macmillan UK. Retrieved from: https://link.springer.com/chapter/10.1057/978-1-137-36039-7_3 Lowe, S., Lowe, S., Rod, M., Rod, M., Kainzbauer, A., Kainzbauer, A., ... Hwang, K. S. (2016). Exploring the perceived value of social practice theories for business-to-business marketing managers.Journal of Organizational Change Management,vol. 29, no. 5, pp. 751-768. Retrieved from: https://doi.org/10.1108/JOCM-09-2015-0154 Missonier, S., Loufrani-Fedida, S. (2014). Stakeholder analysis and engagement in projects: From stakeholder relational perspective to stakeholder relational ontology.International Journal of Project Management,vol. 32, no. 7, pp. 1108-1122. Retrieved from: https://doi.org/10.1016/j.ijproman.2014.02.010 Tran, Q., Tian, Y., Sankoh, F. P. (2013). The Impact of Prevalent Destructive Leadership Behaviour on Subordinate Employees in a Firm.American Journal of Industrial and Business Management,vol. 3 no. 7, pp. 595. Retrieved from: https://file.scirp.org/pdf/AJIBM_2013112210590912.pdf Ybema, S. B., Thomas, R., Hardy, C. (2016). Organizational change and resistance: An identity perspective.The SAGE Handbook of Resistance, 386. 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Transition Nursing Practice Bachelor of Nursing

Question: Discuss about theTransition Nursing Practice for Bachelor of Nursing. Answer: Personal Reflection on Transition Nursing Practice This assignment aims to reflect on a challenging position that I have experienced, utilizing a standard reflective model and supporting it with appropriate scholarly literature. The reflective model, which is selected for this assignment, is Driscoll reflective model or framework (Coleman and Willis 2015). What? A transition phase appears in the lives of undergraduate nursing students, when they step further to become a registered nurse (Teoh et al. 2013). This phase presents a collection of experiences including the several opportunities as well as challenges. It is concerned with a personal experience, which can often be hectic as well as confronting (Mellor and Gregoric 2016). A study conducted by Chang and Daly (2015) revealed that several registered nurses in the beginning level feel that they are not fully prepared for practice and also felt besieged with the accountability. Besides this, some of them felt abandoned. When I started my practice, I too had these kinds of feelings in the first few months of practicing as a registered nurse. An additional phenomenon will also be discussed in this piece of assessment is the socialization of the graduate nurses. In professionalism, socialization is concerned with the learning of new aspects, which are necessary for the role of nursing like s kills, knowledge and conduct. Professional socialization involves workplace adaptation (Doody et al. 2012). The experience of socialization of an individual can play a fundamental role in job satisfaction, performance of work and retention in the profession of nursing effectively (Spector et al. 2015). I would like to share a personal experience, which I have encountered in the initial two months of my transition to practice on a mental health facility. I was assigned with the task of addressing a 50-year-old- female named Julia who was experiencing mood disorder after the death of her husband Peter in a car accident one month ago. Julia entered into the mental health facility at 1200 hours. Her sister Carol, who stated her symptoms, accompanied her. According to her, she was suffering from anxiety and depression. After the death of her husband, Julia was all alone, as she did not have children. She was living in a rented house and her landlord told her to shift to a new place as she was not able to pay the rent of the house after the death of her husband. This concerned her more as she had no one except a sister, carol. Carol was not financially strong as her husband was a laborer and used to get small amount of wages. They had two children, who used to study in the school. Theref ore, there was no one, who could help Julia to overcome her grief and depression. She started to live in an old-age home and her sister carol used to visit her once in a week. I informed the doctor and the nurse who was given the charge. However, I started collecting the information from Julia and continued with the process of admission, for which I was accountable at that time. Julia cooperated with me in the process but she appeared guarded and avoided eye contact, and when I was about to end my nursing assessments, she admitted that after the death of her husband, she was not able to overcome her grief and depression. It was quickly ascertained that presently she did not had a dwelling place as she was a widow now and was living in the old-age home. I provided her with something to eat and arranged a social worker to see her. After that, I went to the in-charge nurse and asked her to give me some advice regarding what should be done now. I was told by her to discharge the patient and instruct her to visit a social worker somewhere else. She clearly affirmed that this is a mental health facility and we dont deal with such types of patients here The nurse manager agreed with the nurse in-charge. I evidently remember one of my colleague, who once said, I can make out that you think we are being harsh but as time will pass by, you will do the same like us what we did today. So What? After this incident passed by, I felt disturbed and upset. I was surprised by this incident and it made me emotional and strong-minded to assist my patient and get an established plan so that he can have accommodation, food and water at the time when he left my care. This incident made me asked different questions like who am I? and what role do I have? Being a registered nurse, I reflected on my journey in the field of nursing. When I was an undergraduate, I used to focus on my clinical development and I never in reality considered the hidden curriculum, which can be described as the influences that helps in shaping a person at the level of organization (Bull et al. 2015). It involves the learning of professionals from the environment of their place of work, which lies exterior to the intended objectives of learning in a complex process of socialization (Kumaran and Carney 2014). In my opinion, I reacted in this way due to the reason that I was in a dilemma that whether I should listen to the words of my colleague or should follow my own belief regarding my responsibility of caring. Duty of care involves legal obligation for promoting and protecting the concerns of the individuals who receive care (Kramer et al. 2013). In the code of professional conduct for nurses in Australia, the conduct statement four outlines that the nurses must give respect to the self-respect, values, ethnicity, beliefs and culture of the individuals who are receiving care by them (Flinkman et al. 2013). The nurses must also take suitable actions for ensuring the quality of care and safety of the patients. I was in a state of pressure and had doubt on myself being a new registered nurse. Certainly, being a new nursing having less than six years of experience, it was not possible for me to supersede the suggestions of the manager and the in-charge nurse. It is common for a new registered nurse to encounter confronting and hectic situations in the transition phase that is generally known as transition shock (Chang and Daly 2015). This particular situation opened my eye and helped me in highlighting the differences between the reality and expectations to work being a registered nurse. In addition, the hidden curriculum, in which a wider process of socialization was taking place, was also highlighted by my response. Being a new registered nurse, the guidance and instruction of my seniors is essential for my development. It is well recognized that the nursing culture or organizational culture possess a direct impact on the well-being of nurses along with the quality of patient care. I had a lack of experience and due to this, I felt overwhelmed. I questioned myself regarding my capability and making decision as a responsible nurse. Now What? After this episode, I was not sure regarding what I should have done at that time. Julia stated to me that she wanted to converse with the social worker and desired to stay until an arrangement could be done. As the time passed, I made a decision to approach another senior member of the staff in the mental health facility, whose name was Paul and he was my mentor in several shifts. I took help from him regarding my personal thoughts. Paul helped me in establishing a plan. He gave me instruction to inform the doctor regarding the intention of the nurse manager of discharging Julia. I was instructed by the doctor to keep Julia in the mental health facility until the social worker assesses her. My thinking was challenged by this response as I started to recognize that I could make utilize my strength by means of this experience in building self-confidence and always consider what is appropriate for the patients. Therefore, I can say that this transition phase allowed me to grow in a personal and professional manner. Now, I can accept the challenges confidently and I can continue my practice efficiently. Interviewing a Senior Registered Nurse In this section, a senior registered nurse has been interviewed. The questions along with their answers are provided in this section. What is your Opinion Regarding this Episode of Nursing? In this situation, your frustration can be understood and I can make out how you might have given sympathy to the patient and handled the situation. Being nurses, we deal with individuals who possess genuine lives and have their individual needs. As this was complex situation, in my opinion, getting assistance from a social worker would have been suitable. It leaves the complex issue for analyzing where do we need to apply the duty of care. Could I have Tackled the Situation in a Better Way? If yes, How? Though we tackled the particular situation mutually, I considered the only thing which we could have done in a better way was to be focused with our intent of keeping the patient in the mental health facility, as long she wished, until she was seen by the social worker. The factors of risk for Julia returning to her existing situations of living were excessively high lacking an arrangement of accommodation along with food and water. In your View, What are the Positive and Negative Sides of this Episode? This episode has provided you with an apparent insight regarding the term Duty of care, and you will possibly refer back to this episode for the future practices. In your learning practice, you have had personal experience of transition shock and role stress. However, these terms generally have a negative implication related with them. You need to use them to your benefit to develop and learn from your experiences in your nursing profession. Therefore, from a Registered nurse, the undergraduate nurses who are stepping forward to become registered nurses can learn to manage their work, handling pressure, and dealing with the complex situations in the nursing practices. References Bull, R., Shearer, T., Phillips, M. and Fallon, A., 2015. Supporting graduate nurse transition: collaboration between practice and university.The Journal of Continuing Education in Nursing,46(9), pp.409-415. Chang, E. and Daly, J., 2015.Transitions in nursing: preparing for professional practice. Elsevier Health Sciences. Coleman, D. and Willis, D.S., 2015. Reflective writing: The student nurse's perspective on reflective writing and poetry writing.Nurse education today,35(7), pp.906-911. Doody, O., Tuohy, D. and Deasy, C., 2012. Final-year student nurses perceptions of role transition. Flinkman, M., Isopahkala-Bouret, U. and Salanter, S., 2013. Young registered nurses' intention to leave the profession and professional turnover in early career: a qualitative case study.ISRN nursing,2013. Kaihlanen, A.M., Lakanmaa, R.L. and Salminen, L., 2013. The transition from nursing student to registered nurse: The mentors possibilities to act as a supporter.Nurse education in practice,13(5), pp.418-422. Kramer, M., Maguire, P., Halfer, D., Brewer, B. and Schmalenberg, C., 2013. Impact of residency programs on professional socialization of newly licensed registered nurses.Western journal of nursing research,35(4), pp.459-496. Kumaran, S. and Carney, M., 2014. Role transition from student nurse to staff nurse: Facilitating the transition period.Nurse education in practice,14(6), pp.605-611. Mellor, P. and Gregoric, C., 2016. Ways of Being: Preparing Nursing Students for Transition to Professional Practice.The Journal of Continuing Education in Nursing,47(7), pp.330-340. Spector, N., Blegen, M.A., Silvestre, J., Barnsteiner, J., Lynn, M.R., Ulrich, B., Fogg, L. and Alexander, M., 2015. Transition to practice study in hospital settings.Journal of Nursing Regulation,5(4), pp.24-38. Teoh, Y.T.E., Pua, L.H. and Chan, M.F., 2013. Lost in transitionA review of qualitative literature of newly qualified Registered Nurses' experiences in their transition to practice journey.Nurse Education Today,33(2), pp.143-147. Whitehead, B., Owen, P., Henshaw, L., Beddingham, E. and Simmons, M., 2016. Supporting newly qualified nurse transition: a case study in a UK hospital.Nurse education today,36, pp.58-63.