Compare and Contrast the Russian and Chinese Revolutions...

Nancy Fuentes Mr. Andrews APWH P.4 22 May 2012 The Russian and Chinese Revolutions The Russian and Chinese revolution both may perhaps have been no more different, each both with the establishment of two different concepts that lead to the shifting of their countries. These both experienced encounters with foreign influences and connections. The ways of the both were oddly different due to one wanting the end of interactions with the West and China who actually wanted to adopt more to their ways of the West. The Russian revolution was essentially led with two different revolutions, the February and the October Revolution. The Chinese was experiencing many revolts throughout the revolution. In the effort for the 1911 revolution of†¦show more content†¦Overall both of the revolution overcame strong political forces within the nation I which in the end none seemed to accomplish much. The Russian still strived to improve prosperity and their social aspects as well as the Chinese who sought to improve economically freedom. The Russian and Chinese revolutions outcomes were similar as well. As stated on (â€Å"Chinese Revolution†) â€Å"Chinese Revolution, (1911–12), nationalist democratic revolt that overthrew the Qing (or Manchu) dynasty in 1912 and created a republic†¦Ã¢â‚¬  Chinese wanted to rebuild a democracy, because people were not having enough freedoms. Just like The Russian Revolution which wanted to change their social aspects in complications â€Å"The causes of this unrest of the common people towards the Tsar and aristocratic landowners †¦ key factors to consider were ongoing resentment at the cruel treatment of peasants by patricians, poor working conditions experienced by city workers in the fledgling industrial economy and a growing sense of political and social awareness of the lower orders in general (democratic ideas were reaching Russia from the West and being touted by political activists)† (â€Å"1917 Russian Revolution†) Similarly to the C hinese revolution they held strikes to protest against their rights because of the unfairness under the rule of the czars. The Chinese just like the Russian revolution both became communist governments in the end. In the positions thatShow MoreRelatedPolitical Differences Between Russo And China1588 Words   |  7 Pages Whenever people think of communism, Russian SFSR (Russian Soviet Federative Socialist Republic) and China, as two biggest communist polity, always come to people’s mind first. Likewise, at any time people mention authoritarianism, they will never miss the two biggest authoritarian regimes: Russia (Russian Federation) and China. The former, with the collapse of Soviet Union in 1991, the world’s first and largest communist polity and the prime facilitator of communist political systemRead MoreComparing Russia And China Relations1646 Words   |  7 Pagesinflation, and overcome ideological antipathy towards capitalism. Considering the similar factors and conditions both nations dealt with creates for interesting comparison and contrast in analyzing the causes of China’s successes and Russia’s failures in transitioning to a market economy. 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Essay on Adas Metamorphosis to Independent Woman in Cold...

Adas Metamorphosis to Independent Woman in Cold Mountain nbsp; As Ada arrives at Black Cove, she and her father are completely unprepared for a life of independence. The ride there becomes the first of their problems. A new horse and cabriolet were purchased for the trip, but that was their first mistake. The rain fell aslant, coming at their faces so that the top of the carriage did little good in sheltering them from it (55). Monroe, Adas father, had no idea on how to get to Cold Mountain, and At each fork, Monroe simply guessed at the route they ought to take (55). Adas life in Charleston was one of aristocracy. She enjoyed balls, parties, and suitors, none of which helped her in any way at Black Cove. Ruby comments that†¦show more content†¦Ada told Ruby that she envied her knowledge of how the world runs (137). Ruby also teaches Ada about home remedies and new ways of doing things around the house. nbsp; Ada learns from Ruby about the nature of the world. You commence by trying to see what likes what, Ruby said. Which Ada interpreted to mean, Observe and understand the workings of affinity in nature (138). Slowly Ada learns how to run the farm and live off its offerings. She begins to see things that she might not have noticed before. As a heron flies over her head she wonders if the sighting is A blessing? A warning beacon? Picket of the spirit world? (193). She jots down the incident in her journal, drawing pictures of the bird and maybe other associated objects. She even says to herself I am living a life now where I keep account of the doings of particular birds (239). She is observing, and learning from, nature in its purest forms. nbsp; It is easily seen that Ada acquires something of an understanding of nature in its purest forms. She is no longer afraid to do things that might seem unladylike. Ruby dangled her feet over the edge of the hayloft. Ada had never known a grown woman to do that, but Ruby looked at her with some amusement, as if to say, I can do this because I have never been proper, and you can do it because you have recently quit being so (288). The way Ada draws and

The Good Man Jesus and the Scoundrel Christ Chapter 10 Free Essays

string(209) " while indulging in the costliest luxuries; you’re like a man who offers his guests wine from a golden cup, having polished the outside while neglecting the inside, so it’s full of dirt and slime\." The Priests Test Jesus But the priests were determined to test him, and soon the chance came. They tried three times, and each time Jesus baffled them. The first test came when they said to him, ‘You preach, you heal, you cast out devils ?C now, by whose authority do you do these things? Who gave you permission to go about stirring up excitement like this?’ ‘I’ll tell you,’ he said, ‘if you’ll give me an answer to this question: did John’s authority to baptise come from heaven, or from earth?’ They didn’t know how to answer him. We will write a custom essay sample on The Good Man Jesus and the Scoundrel Christ Chapter 10 or any similar topic only for you Order Now They withdrew a little way and discussed it. ‘If we say it came from heaven,’ they said, ‘he’ll say, â€Å"In that case, why didn’t you believe in it?† But if we say it was of human origin, the crowd will be angry with us. John’s a great prophet as far as they’re concerned.’ So they had to tell him, ‘We find it hard to decide. We can’t answer you.’ ‘In that case,’ he said, ‘you’ll have to do without an answer from me.’ The next test they put him to concerned that perennial difficulty, taxes. They said, ‘Teacher, you’re an honest man, we can all see that. No one doubts your sincerity or your impartiality; you show no favours, and you don’t try to ingratiate yourself with anyone. So we’re sure you’ll give us a truthful answer when we ask you: is it lawful to pay taxes?’ They meant lawful according to the law of Moses, and they hoped they would trick him into saying something that would get him into trouble with the Romans. But he said, ‘Show me one of those coins you pay taxes with.’ Someone handed him a coin, and he looked at it and said, ‘There’s a picture on here. Whose picture is this? What’s the name underneath it?’ ‘It’s Caesar’s, of course,’ they said. ‘Well, there’s your answer. If this is Caesar’s, give it back to him. Give God the things that are God’s.’ The third time they tried to trap him involved a capital offence. The scribes and the Pharisees happened to be dealing with the case of a woman who was caught committing adultery. They thought that they could force Jesus into calling for her to be stoned, which was the punishment authorised by their law, and hoped that this would cause trouble for him. They found him near the temple wall. The Pharisees and scribes took the woman out and stood her in front of him, and said, ‘Teacher, this woman has committed adultery ?C she was caught in the act! Moses commands us to stone such a woman to death. What do you say? Should we do it?’ Jesus was sitting on a rock, leaning down and writing with his finger in the dust. He took no notice of them. ‘Teacher, what should we do?’ they said again. ‘Should we stone her, as Moses says?’ He still said nothing, and went on writing in the dust. ‘We don’t know what to do!’ they went on. ‘You can tell us. We’re sure you can find a solution. Should she be stoned? What do you think?’ Jesus looked up and brushed the dirt off his hands. ‘If there’s one of you who has never committed a sin, he can throw the first stone,’ he said. Then he bent down again and wrote some more. One by one the scribes and the Pharisees went away, muttering. Jesus was left alone with the woman. Finally he stood up and said, ‘Where have they gone? Has no one condemned you, after all?’ ‘No, sir, no one,’ she said. ‘Well, you’d better go too, then,’ he said. ‘I’m not going to condemn you. But don’t sin any more.’ Christ heard about this from the disciple who was his informant. As soon as he was told about it, he hurried to the spot to see what it was that Jesus had written in the dust. The wind had blown his words away, and there was nothing to see on the ground, but nearby someone had daubed the words KING JESUS on the temple wall in mud. It had dried in the sunlight, and Christ brushed it off quickly in case it got his brother into trouble. Jesus Becomes Angry with the Pharisees Soon after that, something provoked Jesus into anger with the Pharisees. He had been watching how they behaved, how they dealt with ordinary people, how they assumed airs of importance. A questioner had asked him whether people should do as the Pharisees did, and Jesus said: ‘They teach with the authority of Moses, don’t they? And you know what the law of Moses says? Listen to what the scribes and the Pharisees say, and if they agree with the law of Moses, obey them. But do as they say ?C don’t do as they do. ‘Because they’re hypocrites, every one of them. Look at the way they vaunt themselves up! They love to sit in the place of honour at a banquet, they love to sit in prominent positions in the synagogue, they love to be greeted with respectful words in the marketplace. They preen themselves on the correctness of their costume, while exaggerating every detail to draw attention to their piety. They encourage superstition and they ignore genuine faith, while all the time they’re fawning over prominent citizens and boasting of the importance of their powerful friends. Haven’t I told you many times how wrong it is to think that the higher you are among men, the closer you are to God? ‘You scribes and Pharisees, if you’re listening ?C be damned to you. You take endless scruples over the tiniest matters of the law, while you let the great things like justice and mercy and faith go unnoticed and forgotten. You strain the gnats out of your wine, but you ignore the camel standing in it. ‘Damn the lot of you ?C hypocrites that you are. You preach modesty and abstinence, while indulging in the costliest luxuries; you’re like a man who offers his guests wine from a golden cup, having polished the outside while neglecting the inside, so it’s full of dirt and slime. You read "The Good Man Jesus and the Scoundrel Christ Chapter 10" in category "Essay examples" ‘Damn you each and every one. You’re like a tomb covered in whitewash, a handsome structure, gleaming and spotless ?C but what’s on the inside? Bones and rags and all kinds of filth. ‘You snakes, you brood of vipers! You’ve persecuted the best and the most innocent, you’ve hounded the wisest and the most righteous to death. How in the world do you think you’re going to escape being sent to hell? ‘ Jerusalem, Jerusalem ?C what an unhappy city you are. They come to you, the prophets, and you stone them to death. I wish I could gather all your children together as a hen gathers her brood under her wings! But will you let me? No, not a chance. See how sad you make those who love you!’ News of this angry speech spread quickly, and Christ had to work hard to keep up with the reports of his brother’s words. And more and more frequently he saw the words scrawled on walls, or scratched into the bark of trees: KING JESUS. Jesus and the Money-changers The next thing to happen didn’t only involve words. In the temple there were many activities connected with buying and selling: for example, doves and cattle and sheep were offered for sale to those who wanted to make a sacrifice. But as people came to the temple from many places both near and far away, some of them had money different from the local coinage, and there were money-changers there too, ready to calculate the exchange rate and sell them the money to buy doves with. One day Jesus went into the temple and, provoked by his growing anger against the scribes and the priests, lost his patience with all this mercantile activity and began to upset the tables of the money-changers and the animal-sellers. He flung them this way and that, and took a whip and drove the animals out, shouting, ‘This should be a house of prayer, but look at it now! It’s a den of robbers! Take your money and your buying and selling elsewhere, and leave this place to God and his people!’ The temple guards came running to try and restore order, but the people were too excited to listen to them, and some were scrambling to gather up the coins that were rolling all over the floor before the money-changers could save them. In the confusion the officials missed Jesus, and failed to arrest him. The Priests Discuss What to Do about Jesus Of course, the priests and officials of the temple were aware of all this, and they gathered at the house of the high priest Caiaphas to discuss how to respond. ‘We shall have to put him out of action one way or another,’ said one. ‘Arrest him? Kill him? Exile him somewhere?’ ‘But he’s so popular. If we move against him, the people won’t stand for it.’ ‘The people are fickle. They can be moved this way and that.’ ‘Well, we’re not succeeding in moving them. They’re entirely for Jesus.’ ‘That can change in a moment, with the right provocation†¦ ‘ ‘I still don’t see what he’s done wrong.’ ‘What? Provoking a riot in the temple? Rousing the people to an unhealthy state of excitement? If you don’t see it, the Romans certainly will.’ ‘I don’t understand what he wants. If we offered him a high position here, would he accept that and keep quiet?’ ‘He preaches the coming of the Kingdom of God. I don’t think he could be bought off with a salary and a comfortable office.’ ‘He’s a man of great integrity ?C say what else you like, you must grant him that.’ ‘Have you seen that slogan they’re scrawling everywhere ?C King Jesus?’ ‘There’s something in that. If we could persuade the Romans that he’s a threat to their order†¦ ‘ ‘Is he a Zealot, do you think? Is that what motivates him?’ ‘They’re bound to be aware of him. We really must move before they do.’ ‘We can’t do anything during the festival.’ ‘We need an agent in his camp. If we could find out what he was planning next†¦ ‘ ‘Impossible. His followers are fanatics ?C they’d never give him away.’ ‘It can’t go on. We’ll have to do something soon. He’s had the initiative for too long.’ Caiaphas let everyone speak and listened to everything, and his mind was troubled. Christ and his Informant Christ was staying at an inn at the edge of the city. That evening he ate with his informant, who told him about the incident in the temple. Christ had already heard rumours about what had happened, and he was eager to get the facts clear, so he made notes on his tablet as they ate. ‘Jesus seems more and more angry,’ he said. ‘Do you know why that is? Has he spoken about it to any of you?’ ‘No, but Peter is sure Jesus is in danger, and he’s worried that the master will be arrested before the Kingdom comes. What would happen then, with Jesus in prison? Would all the gates be opened, and all the bars flung down? That’s the most likely thing. But Peter’s anxious, no doubt about it.’ ‘Is Jesus anxious too, do you think?’ ‘He hasn’t said so. But everyone’s jumpy. We don’t know what the Romans will do, for one thing. And the crowds ?C they’re all for Jesus now, but there’s an edge to it. You can tell. They’re over-excited. They want the Kingdom right away, and if†¦ ‘ The man hesitated. ‘If what?’ said Christ. ‘If the Kingdom doesn’t come, is that what you were going to say?’ ‘Of course not. There’s no doubt about the Kingdom. But a business like the temple this morning†¦ There are times when I wish we were back in Galilee.’ ‘How are the other disciples taking it?’ ‘Nervous, jumpy, like I say. If the master wasn’t so angry right now we’d all be calmer. It’s as if he’s spoiling for a fight.’ ‘But he’s said that if someone hits us, we should turn the other cheek.’ How to cite The Good Man Jesus and the Scoundrel Christ Chapter 10, Essay examples

Travelodge Hotels UK Ltd

Question: Applying suitable analytical framework and in relation to an organisation (Travelodge hotels UK ltd), critically evaluate the way in which Travelodge managed, or is currently managing strategic change? Answer: Introduction: About the industry- This is extra vital that in current competitive ecology, both regarding business plus employability people must have a very clear understanding as well as sufficient knowledge of the segment or industry where they operate or are planning to operate in future. The actual hotel industry also has since many years struggled to properly establish things that truly make all the hotel staffs motivated as well as satisfied along with their tasks and jobs. Higher turnover of the employee in hotel industry also is assumed to be as a reason of nature of work, plus very low pay, as well as long hours of work (A. Senthilnathan and A. Ramya, 2011). Therefore, towards effectively addressing the turnover issue and handling of the industry through actual adjustments, all the hotels need to be very efficient and effective in changing its rules and regulations and even adjusting with the altering ecology. Hotel industry all time changes and the environment here is continually alteri ng as the industry is highly flexible due to its nature of changing demands of customers and increasing number of competitors day by day. About the firm- Travelodge actually is second largest and vast budget hotel brand and is third biggest chain of hotel regarding room numbers within United Kingdom as well as fastest developing hotel within UK. It actually operates in the hospitality industry. Right from the organizational perspective, Travelodge also has its proper headquarter at the Thames, England, UK as well as its parent firm is situated Dubai International Capital. The firm has attained a proper roll out strategy to initiate a novel operation within airline industry initiating with UK route (Travelodge.co.uk, 2015). The firm aims to operate like a novel strategic unit of the Travel Lodge Hotels as albeit beneath Travel Lodge along with code named as Travelodge airline. This is even intended towards embracing a lower cost plan like a lower cost tickets for travel as well as some other services, efficiently rivaling the Airlines within low cost tactical group like Easy Jet as well as Ryan air and also many others. Change plus change management- At the most fundamental level, change refers to a shift out of thepresent statei.e. the way in which things are existing today, via atransition situationand towards a proper future statein which things will be performed. Change also takes place all around the ecology like at home or within the community as well as at work. These changes could be within motivated otherwise externally motivated environment. The alteration can also be a very dramatic exit from what people know or else it could be a minor. These changes could also be anticipated otherwise unexpected. Yet in all the cases, fundamental character of changeactually is all about a shift from current state via a transition state till a proper future state (Trompenaars and Woolliams, 2002). The change management also is essential as organizational change they impact the employees as well as the firm on a whole. The recently documented as well as managed procedure are executed through someone. The novel integrated database would be accessed through someone. Staffs in newly merged firm must also work differently. New product would even impact the way in which someone performs their job (Weindling and Earley, 1986). Discussion: Framework intended for managing the change by the firm named Travelodge hotels UK ltd- Though a lot has been documented about the management of change within large personal as well as public firms, very less has been actually written about the managing of the change within a forever-changing hospitality as well as hotel industry within particular (von Haldenwang, n.d.). The capability to successfully management and embracement of change is also of a great advantage to current hotelier. Also, to productively intact plus overcome the change, Hotels require to carry a very specific attitudes as well as a proper set of knowledge and skills towards going about change as well as planning for the inevitable change. Here the study has been undertaken and the hotel taken into consideration is Travelodge hotels UK ltd that has adopted and implemented a very competitive strategy and plan which includes reduction of the costs of functions. This is also to say that their trade and hospitality strategy is day by day towards a cost leadership in addition to persuading the business st rategy that needs being open towards ideas as well as one which it responds speedily and flexibly towards ideas which re-present the opportunities for all the potential growth of the revenue (Tonn, 2003). The hotel can also aim to compete upon price otherwise differentiation. On other hand, there also are several forms of innovations, first form is the incremental innovation which modestly improves and develops a firms procedure otherwise services or this can also be utilized in the fine-tuning of its commerce model which is the path that it creates value intended for its consumers. The radical innovation notably improves existing goods and services otherwise entirely replaces them along with novel ones. This radical innovation and change occurs less regularly than the incremental innovation partially as the firm does not have technical plus human resources needed for the radical innovation, as well as because this radical innovation will happen anytime and so quickly that the firm will not be able to get prepared for risks as well as uncertainty that comes along with this form of innovation. This also must be noted that, the innovation is also not a very competitive strategy within itself, but it can be used to develop a proper competitive strategy (Tann er, 2008). If strategy comprises of increasing rate at which the novel products otherwise services are brought in, then the innovation could also impact firm within additional to one or some different ways. The change procedure plus methodologies- Over last 20 years pace plus scale of the organizational alteration have actually accelerated plus there has also been a major increase within number of looms towards management of change. There exist many types of change within any organization, few even forces as well as others deliberate (Reddi and Moon, 2009). The tactical Change Initiative- The first form if change and alteration in the hotel is, the systematic change which is slower and less ruthless as well as focused plus even more cautiously constructed as well as timed. There also are several approaches towards systematic changes in the hotel like the quality improvement and work reprogramming, tactical planning and even benchmarking. The characteristic and nature of all these looms could also be excessively formalized plus so smother initiative in firm. Other form is the organic change which is performed internally within the hotel or in some other terms it also seems to rise from positions without being officially managed (Carnall, 2001). Main issue and problem with organic loom is the groups within the firm that might begin towards working at proper cross-purposes as well as this also might result in the scramble over the resources, yet the outcome of the loom can be also dramatic. Planned changes also are iterative, recurring and an ongoing procedure which comp rises of the analysis, action as well as evaluation, plus are also further future oriented. It also is a loom that maintains that if once change takes place; it actually must be properly self-sustaining towards maintenance of momentum. This even means that, every change agents otherwise stakeholder who are organization, managers as well as recipients together diagnose organizations issue and equally plan as well as design specific changes. Some other type is also emergent change that is an incessant procedure of experiment as well as adaptation aimed upon matching organizations abilities to needs plus dictates of the energetic as well as uncertain ecology. This form of change also is attained by the hotel through a quantity of small till medium level incremental alterations. Another form is, the dramatic change which is generally initiated within times of the crisis otherwise of a very great occasion when power also is concentrated as well as there is too must wager to be managed (P owers and Barrows, 1999). Travelodge hotels UK ltd Change Management program- Organizational change and a firms proper change management agenda is used by the Travelodge as a very systematic process that has also become core as well as vital part of the organizational life and employees work life in the hotel. Change within the firm does never have to be very dramatic otherwise far reaching, actually sometimes change also is incremental as well as hardly noticed. Sometimes a novel piece of tool and equipment otherwise software also is introduced otherwise sometimes a person also leaves plus even somebody novel joins the hotel. Sometimes the change is very large plus dramatic like a total re-organization, proper merger otherwise a good take-over, plus no one as well as nothing in hotel is maintained unaffected. Sometime economic crisis in the firm has provided proper sense of the urgency which has even helped it everywhere to attain a successful implementation of the changes which also would have otherwise been very difficult (Carnall, 2002). Several cultural a nd the structural factors also have vital plus direct effect upon very accomplishment of hotels aims and goals. These are even highlighted when the hotel stabs to redefine itself, towards change of their image within an attempt towards maintaining or enhancing their abilities. In this hotel, hotel is forced plummeting yearly profits as well as in answer they also have adopted a very competitive and tactical strategy which includes reduction of their functional costs plus even reduces the service prices within hope of enhancing their hotels tenancy. Being extra innovative in many ways also needs being properly open towards the ideas through previously untouched sources inside as well as outside of hotel, plus designing the hotel that responds hurriedly and flexibly towards ideas which represent chances for the potential revenue development (Chadee, Raman and Michailova, 2011). Key prompts of change- Causes which generally triggers the change could be cataloged as interior triggers like new employees, conflict, de-motivation, sales plus profit drops, Skills gap and even loss of main staff member and exterior triggers like economy, competitors, supply, funders, government policies, customers, Media, public, shareholders and technology (Mr K Jones, Montedison UK Ltd, 1986). Such triggers intended for change are also analyzed utilizing several managerial techniques and tools which also are available for gaining a necessary understanding about environment, externally as well as internally A proper PESTEL analysis- The firm uses this tool that has some five extents which are named as political, economic, technological, legal, social and environmental. It is even used towards picking up some factors within local otherwise micro, as well as national or even macro contexts which managers require to take into consideration.Some other tool is the stakeholder analysis which is a proper cultural otherwise values audit tool that supplies an understanding to some of people elements over plus beyond the resource audit. Third tool named as SWOT analysis is also used which is very simple loom that measures all the strengths, threats, weakness as well as opportunities that the hotel has and that it faces due to its competitors. It supplies a structure within which the hotel lays out need plus readiness of hotel for the change (Clapperton, 2010). As also mentioned earlier the hotel uses a good change and competitive strategy which is applied if hotel faces any loss of the customers, and lacks of in the prici ng power otherwise observes any shrink in the profit margins. Sources of the resistance towards change- Initially following the change that has already affected the hotel there is proper resistance towards the change and these resistances could be grouped within several categories like individual such as fear of any failure, ignorance and even loss of status, lethargy and even role loss. Other can be team which comprises of social loafing and pairing as well as lack of the openness, which also could be organizational, or even external factors like the investors, suppliers and regulators, media as well as politics otherwise collaborators (Kennedy, 2001). Despite of risk of the resistant behaviors that has been recognized by the hotels management department several people in the hotel experience, very less of them that tend towards taking time to methodically analyze conditions regarding determination of potential employees who might also resist change along with many reasons. Firstly, a most understandable reason for every person people towards resisting change initiatives is the feeling for damage of self interest of the staffs through all novel circumstances. Also, staff face increased phase of nervousness or anxiety from the changes or even from the proposed changes within the work ecology, same happens in case of the hotel as well (Cook and Glass, 2011). The word self interest involves a political connotation which refers towards power relationship amongst the staffs in the firm. In some other words, novel ideas regarding the path of employees work frequently impacts the relations amid dissimilar individual groups. Organizational staffs actively struggle to avoid as well as divert control also they seek towards maximization of their self interests that they might or might not observe as coincident along with the firms, and also they attempt towards resisting domination of some others while the advancing otherwise defending of their own field of contro l plus autonomy. This even means that, employees can resist the changes to uphold their social position in organization. This resistance could even become overt. Secondly, aim of change efforts in this hotel has always been towards creation of a novel pattern of working that staffs are probable to adopt. From such perspective it is also argued that staffs of the hotel do not actually resist to idea of the change yet to all its potential results. As seen in this hotel, the actual re-structuring has made reordering of the personnel as well as management structure, and also the roles were about re-definite (Graetz and Smith, 2010). Third, more or less all recommendations for a very successful implementation of change by the hotel emphasizes upon necessity towards making people understand the real meaning of any kind of change. The hotel also states that staffs might tend towards resistance of change at the time if they are unknown about their own needs, purposes as well as outcomes and also the same for the change. This is even vivid in Travelodge programs for change management. Adding to the inadequate knowledge and understanding about any change, if staffs are suspicious regarding real meanings, aims and objectives of change and also the initiators of the change, there is very high risk of resistance. Thus hotel carries on a plan which includes a series of proper prior information which is supplied to all the staffs of the hotel before implication and application of any kind of change otherwise alteration that could affect the staffs and even the firm on a whole. Such a strategy makes the hotel to ensure that all the resources are handled carefully and optimally by the firm (Covington and Thamotheram, n.d.). Fourth, plan for management of change aim towards moving the organization from existing position towards some ideal situation and this period is called the transition phase which is a type of journey for the hotel that carries extra uncertainties along with it and also makes the firm to work more carefully. Uncertainty for the firm can be lack of any data and information regarding future events or even upcoming changes which can later enable staffs to raise various issues and frustration among staffs can damage the performance of the hotel as hotel staffs are always directed connected with the customers and they serve the people visiting the hotel directly. When staffs lose their own control and management, it becomes very difficult for the firm to make balanced decisions that would construct desirable results. As an outcome, individuals that experiences defeat of control are likely to oppose change as of the apprehension supplied by uncertainties regarding change (Gornick, 2008). Framework for Managing Change How managers of Travelodge overcome challenges For overcoming change, managers in the hotel also face challenges and risks while implementing the plans and strategies. The main element within implementing change otherwise managing change process is the communication. Managers undertake plans and strategies for proper communication with the staffs so that they enable an enhancement of good relations amongst people in the hotel which could influence the sales of the hotel ultimately (DiPlacido, 1976). Carrying a completing communication loom towards staffs helps the managers to maintain good environment in the hotel chains of Travelodge. Additionally, staffs attitude, discernment of managers activities, staffs motivation as well as continuous enhancement of working ecology could be some other characteristics a manager accountable for change undertakes in the Travelodge. Below there is list of general challenges which are posed for the managers tasked along with implementing of the change management as well as they can even mitigate several resistance:- Employees Communications: At the time of change process manager take proper time to communicate with staffs as not every employee is outspoken otherwise bound to support their thinking to themselves as well as this could also result in the underground confrontation towards change. When all this takes place it can also result in some delays as well as might hinder the understanding of employees unfulfilled needs as well as expectations. Here the hotel feels that it is on the unfreezing stage of Lewins model. Employees Co-operations plus Collaborations: Managers within the hotel ought to think plus understand that dissimilar people do not carry similar views otherwise opinions regarding change, majority of people also tend to get worried regarding change. Thus the need for proper communication and collaboration is understood by the managers due to which they ensure growth and development of collaboration among all the staffs so that they could help and support each other at the phase of change. Employees Motivation: Motivating the staffs is considered as a vital task by the hotel. This is serious especially at the time of change implementation phase, manager also ought to ensure that staffs stay motivated as well as are always ready to listen any words from staffs, and even takes proper time towards explaining things that are happening, which helps the staffs morale to get enhanced and thereby happy staffs accept things and changes easily (Dr.S.Jansirani, 2013). Staffs Attitude: This is a focus at the time of implementation stage where a manager tries his/her level best to properly understand attitudes of the employees. Additionally stability, immobilization as well as denial are the factors considered here as a part of human cycle of the negative response within hospitality. Suitability: The plan and strategy as well as tactics pursued by the Travelodge address key strategic problems underlined by firms new tactical position. Main question which Travelodges management asks themselves is that whether novel operation would create any economic sense; and permit Travelodge towards attainment of benefits of the economies of scale regarding staff, marketing as well as sales plus are environmental friendly or not (Gill, 2002). Feasibility: Here the firm is concerned about availability of the resources towards implementation of strategy. The vital questions which Travelodges management asks here before implementation of strategy is that whether resources are timely and effectively available or not and also that they could be developed or else obtained cheaply or not from any institutional stakeholders as well as the comfort of all types of investment recovery are also analyzed by the hotel at this stage. Travelodges management also performs a good cash flow evaluation and forecasting as well as resource consumption analysis towards ascertaining worthiness of the investment (Drazin and Joyce, 1979). Acceptability: The novel operation is acceptable by several stakeholders of the Travelodge, chiefly, institutional investors as well as regular shareholders. They are also very much concerned about return upon the investment in the financial as well as non-financial fields and also risk involved. What Travelodge does? Below there are some points that the managers and practitioners at the hotel experience and face confusion about the change as well as management of change. 1) Identification of confusion Sometimes the managers might experience confusion with staffs that they are supporting or helping. Here the confusion is observed and also lack of the clarity regarding change as well as management of the same is even observed. The manager calmly observes and tries to find out the issues with the - Project leaders as well as team - Answer designers plus developers - Executives as well as senior leaders - Some other change management experts (Fargus, 2000) 2) Use states of the change- at both organizational level as well as individual level - like a path towards introduction and also position management of change a proper conversation regarding the present state, transition stage and also the future state helps the managers to sort out issues (Woods and King, 1996). 3) Introduces notion through asking some simple question The managers here act smartly. They ask few questions to themselves and few to the staffs. These queries are like who will continue doing jobs in a different way as an outcome of the project otherwise initiative? Who will be on the same position? Who will be promoted and also who will get demoted? (Forte, 1986) Recommendations There are several steps Travelodge still need to takes if it wants to attin better results and mange changes extra efficiently. Plan for Change- As there are several places and situation where change can take place, the actual realization about the effectiveness and efficiency of the organizational change generally emerges unintentionally or develops within extra orderly manner. For change in the hotel to be perfect and effective, all forms of change must be considered by the firm and focusing on merely a single form might hamper the results of the firm. Proper formulation- Travelodge requires organizing as well as formulating the management of change strategy which could also look into the inducing change through single staff towards another instead of focusing upon their hotels yet they must also consider dissimilar customs within different fields. Eliminating such concern reduces the stresses made by things that are regarded as the unwanted communication (Whiteley, 2002). Change confrontation management: resistance of change must be effectively decreased by reducing resisting forces other than enhancing the driving force. Such driving force also carries the terror of punishment as well as forcing people towards acceptation of change could even result within increased resistance. Keep the staffs updated: Throughout total change procedure the hotel must ensure that staffs are kept updated with each and every step and every single change is it vital or even minor. The hotel management also must make it very clear to staffs on things that they must expect, and things that they must neglect. Such updates and information also would reduce the anxiety amongst staffs which is a result of uncertainty and risk carried in by the change. Communicate following change: After the change takes place the firm also needs to take in a good follow up process in order to ensure that the firm and staffs attain the personal as well as group aims and goals most efficiently and are not facing any issues with the change that took place. This is suggested as its seen that the hotel lacks a proper follow-up process. Conclusion: In a nutshell, resistance towards change blocks end outcomes and changes are always meant to give out, means innovation forever is undermined, as well as whatever alterations is generated is merely a reaction to the action of the change that takes place. It is even vital to know and understand the ways in which it proves the extent to which the change is beneficial and also degree to which it is not beneficial. Along with great demand of employees and very flexible ecology in the hospitality sector, it is always good for the leading managers within change management procedure to pay extra attention towards attitudes, motivation and cooperation as well as be very receptive towards the views brought in by staff because this would later help employees and then effect the hotel positively. Towards successful attainment and overcoming of the change, Travelodge managers need to carry very specific attitudes as well as skills for the envisioning and even anticipating. And also having aware about impending change and alteration the firm needs to be acquainted with how too efficiently to communicate change to the co-workers and clients as well as external collaborators. References Senthilnathan, A. and A. Ramya, A. (2011). A Study on Employees Resistance Towards Organisational Change with Special Reference to Steel Manufacturing Industries in Coimbatore. IJAR, 3(4), pp.233-235. Carnall, C. (2001). 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