2005 HSC section 4 (1 Viewer)
- Thread starter baraka003
- Start date
Okay, so obviously first an intro, rewrite the question, introduce your case studies.
Spend 1, max 2 paragraphs describing the causes of industrial conflict, uses case studies to back up descriptions etc.
The rest of the essay is about rewards + training and development can be used to manage change.
So id split it up, like so. First paragraph Identifying the need for change- this would be fairly short, as neither really play a role in anticipating change.
The second part would be setting SMART goals. Describing the process, and how the business can attain a clear sense of direction + common goals, and can further facilitate this process, and and allow their objectives to be uninterfered with by appeasing employees through offering rewards and training and development. Essentially creating a unified workforce ,by getting the employees committed to achieving the SMART goals.
Then Id move ont o creating a culture of change, and that rewards + training and devleopmenta re crucial for the process to run smoothly, and that change often causes rifts in the workplace, but by adopting these procedures + using a change agent, the change process can be effectively instigated, and coordinated effectively. EG: Promoting rewards for those that embrace the change. and skills upgrades.( remember ur using case studies the whole way through.)
Finally u would use the forcefield analysis and lewin's model. Forcefield- maximising drivers for change, minimising resistance to change and of course u can bring this back to rewards + training and development allowing for promotional opportunites and greater workplace skills. Then in terms of lewin's model, u would adopt a similiar approach i cbf writing anymore.
Conclusion.
Hope this helps.
Spend 1, max 2 paragraphs describing the causes of industrial conflict, uses case studies to back up descriptions etc.
The rest of the essay is about rewards + training and development can be used to manage change.
So id split it up, like so. First paragraph Identifying the need for change- this would be fairly short, as neither really play a role in anticipating change.
The second part would be setting SMART goals. Describing the process, and how the business can attain a clear sense of direction + common goals, and can further facilitate this process, and and allow their objectives to be uninterfered with by appeasing employees through offering rewards and training and development. Essentially creating a unified workforce ,by getting the employees committed to achieving the SMART goals.
Then Id move ont o creating a culture of change, and that rewards + training and devleopmenta re crucial for the process to run smoothly, and that change often causes rifts in the workplace, but by adopting these procedures + using a change agent, the change process can be effectively instigated, and coordinated effectively. EG: Promoting rewards for those that embrace the change. and skills upgrades.( remember ur using case studies the whole way through.)
Finally u would use the forcefield analysis and lewin's model. Forcefield- maximising drivers for change, minimising resistance to change and of course u can bring this back to rewards + training and development allowing for promotional opportunites and greater workplace skills. Then in terms of lewin's model, u would adopt a similiar approach i cbf writing anymore.
Conclusion.
Hope this helps.
welll my friend it depends ..4 this particular question i would be using qanats..co z they are eazy to relate in terms of managing change and also er..but for topics like finance and marketing try looking for billabong..coz u can relate them much better..
hope this helps..
