Canadas Declining Health Care System and the Brain Drain...

Canadas Declining Health Care System and the Brain Drain Canadas government-funded health care system in under attack. Despite the mandate of the Canada health act, which was meant to assure universality, comprehensiveness, equitable access, public administration and portability of our health care system, (Braithwaite 17), Canadians today make the issue of health care their most important political concern. One of the biggest crises the Canadian health care system faces is for strange reasons not in the spotlight when debating the issues, that is the brain drain-Canada losing highly skilled physicians and health care workers to other countries like the U.S. It is time to look at solutions to reverse this popular trend among†¦show more content†¦Talented, world-class Canadian scientists have been faced shrinking government funding for basic and clinical research. Among the G-7 nations, Canada ranks last in per capita spending for health research. Japan, France, the U.S. and the U.K. all spend between 1.5 and 3.5 times more than Canada does (Bannister 77). It is clear to see that many issues must be addressed to keep our doctors north of the border. Evidence of the physician brain drain in Canada is plentiful. Data from the Canadian Institute for health information (CIHI) shows that there has been a 130per cent increase, which is more than double, the net loss of doctors that went to work abroad from 1991-1996, mostly going to the states. In 1996 alone, 513 Canadian physicians (net) that left Canada represent the annual output of approximately five Canadian medical schools (Buske 158). The loss of each single physician represents a loss of a major Canadian investment in a highly educated, skilled practitioner who otherwise could have contributed to the overall health and well being of Canadians in their respective communities, and whose future research could have proved to serve the country as a whole. But with much higher salaries and larger funding fo r research, it is hardly the doctors fault. The brain drain is not confined to physicians. Doctors represent only one quarter of health workers who made the move to the states in 1996, with nurses making up the majorityShow MoreRelatedAnalysis of Immigration in Canada6747 Words   |  27 Pagescommunity is respected all around the world. Among many citizens in Canada, the majority are immigrants. According to a Canadian Consensus in 2001, the Canadian population is approx. 30,000,000 and immigration represented approx. 0.834% of the population growth.[1]. These numbers continue to increase as Government Immigration policies center the immigrant growth to be on 1% of the population annually.[2] Thousands of people choose Canada to improve their quality of life, due to the limited economic growthRead MoreA Report On A Government System5403 Words   |  22 Pagesconstitution and situation his country to take decisions necessary for wellbeing of the population. Failure to observe this deontology is an obstacle to democracy and leads to a situation in which are the highest proportion of our states. (historica Canada n.d.). The true causes and the resulting of this phenomenon will be more detailed in the next lines. If it is true that the development of a nation through the proper functioning of its economy and the wellbeing of its people,Read MoreGlobalization of South Africa8279 Words   |  34 PagesEnglish apart and -hood)— was a system of legal racial segregation enforced by the National Party government in SA between 1948 and early 1994. 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History * MNC originally originated early in the 20th centuryRead MoreAn Impact Assessment of Science and Technology Policy on National Development of Nigeria61708 Words   |  247 Pagesthe demands of office kept me away from home. They have been quite wonderful and a source of inspiration to me in realizing my vision of acquiring a Ph. D. vi ACKNOWLEDGEMENTS Let me start by thanking the Almighty God for blessing me with good health, wisdom and foresight to undertake this study and for providing me with good leaders, colleagues, friends and associates who offered me valuabl9e suggestions throughout the study. The past ten years have provided me with immense opportunitiesRead MoreHemp Cultivation in China42289 Words   |  170 Pagesimproved hemp varieties. 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Printed in the United States of America 10 9 8 7 6 5 4 3 2 1 Please visit our web site at www.pearsoncustomRead More7 Megatrends 203026297 Words   |  106 PagesSHARING GLOBAL RESPONSIBILITY START INDEX TRENDS CONTACT 8 SUBTRENDS INCREASING CO2 EMISSIONS GLOBAL WARMING ECOSYSTEM AT RISK World   CO2 emissions   will    increase   16% The   average   global    temperature   will    rise   0.5- ­1.5 °C Declining    biodiversity   and    extreme   weather A. EXECUTIVE SUMMARY Seven   global   megatrends   shape   the   face   of   the   world   in   2030 T1 CHANGING DEMOGRAPHICS T2 GLOBALIZATION FUTURE MARKETS T3 SCARCITY OF RESOURCES T4 THE CHALLENGE OF CLIMATERead MoreInfrastructure for Knowledge Management42738 Words   |  171 Pages..................................................................................................61 Focus Groups.........................................................................................................................61 Feedback Systems .................................................................................................................62 Performance Evaluations.......................................................................................................62 KnowledgeRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesstrategic choices and strategy in action covered later in the book, it will normally be a prerequisite that some type of analysis of the strategic position is undertaken, using the case material. When planning the use of these cases within programmes, care needs to be taken to balance the time taken on such strategic analysis so as to allow the time required to analyse the main issues for which the case has been chosen. Where the text and cases are being used as the framework for a strategy programme

Symbolic References in Great Expectations by Charles Dickens

On most occasions, an object can be more clearly explained to the reader if the writer uses a symbol to represent it. In politics, flags, banners, acronyms, and pictures can be used as a symbol. For example, the United States flag contains fifty stars, each star representing a state. It also contains thirteen horizontal stripes. These stripes signify the thirteen colonies. Symbols are also used in math operations, shapes, and sets of numbers. For instance, in the equation 20+10=30, the + symbol is used for addition, and the = symbol is used to show the answer for the equation. Colors may also be used as a symbol. In some countries, the color white represents purity while the color black embodies evil or mourning. Colors, in†¦show more content†¦Miss. Havisham literally stopped her life when she refused to see the light of day. It appeared as if nobody lived in Satis House. The place, like Miss. Havisham, slowly began to decay. Cobwebs, insects, and dust dominated the scene at Satis House. Even the rotting wedding cake intended to be consumed on such a festive day lay there on a grubby table. This gloomy, dreary, and unclean house was complete with the dreadful memories of the decrepit Miss. Havisham. Another symbol used in Great Expectations is the mist in the marshes. When Pip was small, he lived near the marshes. The marshes are Great Expectations’ setting, a place where Pip meets the convict, his benefactor, for the first time. He met him in a bad situation and since Pip was so naà ¯ve, Abel, the convict, tried scaring him into doing what he wanted him to do. The marshes were the place where dangerous scenes happened in the novel. Sometimes the marshes were not mentioned, but were substituted with words like: the cloudy sky, the fog, and the cemetery. Explaining the marshes in an article titled â€Å"Great Expectations: Themes, Motifs, and Symbols,† the author declares, â€Å"The misty marshes alert the reader that this apparently positive development in his life may have dangerous consequences† (5). These misty marshes symbolize â€Å"danger and uncertainty† (5). In this novel, when something dangerous is about to happen, the marshes appear. Finally, fireShow MoreRelatedDescribe an Important Setting in the Novel Great Expectations817 Words   |  4 Pagessetting in the novel. London. An important setting in â€Å"Great Expectations† by Charles Dickens is London, which is viewed as a place of economic competition and death. The bleakness of the places in London foreshadow a series of unfortunate events for Pip Dickens did not romanticize London but instead gives us a good hard look at the backstreets and alleys where the real life existed. 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Tattoos in the Workplace Free Essays

Tattoos In The Workplace Sarah Jo Phillips COM/150 December 19, 2009 Kathleen D’Aprix In some professions, having visible tattoos is completely taboo and in others it is not only accepted, but embraced. What it boils down to is the level of trust the job requires. Tattoos can mean nothing to an observer, or they could mean everything. We will write a custom essay sample on Tattoos in the Workplace or any similar topic only for you Order Now Those in professional industry such as doctors, lawyers and teachers are expected to be professionals and dress in a certain manor. The most basic mistake new employees make is under dressing,† says Randall Hansen, a professor of business at Stetson University in Deland, Fla. â€Å"If unsure, dress conservatively. The best way to avoid a problem is to understand the corporate culture,† (Reeves). Dressing conservatively means to not display yourself outlandishly or draw too much attention. Tattoos are like a piece of clothing that cannot be taken off. A doctor or lawyer or investment banker deals with a lot of money and appearance says a lot about a person. A client or patient probably would not put too much trust or money in someone that looks like a biker. On that same token, in a body shop or at a factory displaying a tattoo is not such a no-no. In these manual labor professions, it is often hot, sweaty, physically taxing work and short sleeves are the norm in which case some tattoos will be visible most of the time. What about those high powered attorneys that do have tattoos? â€Å"It’s a ‘don’t ask, don’t tell’ understanding,† says Boston lawyer Dave Kimelberg, who works as general counsel for a venture capital firm. Kimelberg sticks to tattoos he can easily conceal under clothing at work — in his case, three-quarter â€Å"ink sleeves† that extend from each shoulder to the middle of his forearms but allow him to roll up his shirt sleeves on warm days,† (Goodman). This example is the most effective way to deal with the issue. Instead of making it a controversial subject, just keep them covered up. With the changing times, how much have employers really changed their way of thinking? In the past, a suit and tie was the appropriate attire for going to work in most professions. Women were supposed to wear dresses if they even had a job. Now, the general workplace is more casual. Most places that require a professional dress code allow just about any type of shirt as long as it has a collar. In many cases, gone are the days of having a starched white shirt and tie, now a basic polo shirt is the norm. That being said, a job is done by a person, not by what they look like. However, â€Å"the laws still tend to support employer dress code/appearance policies in general and employers retain some flexibility in creating rules that require employees to present themselves in a way that is consistent with the employer’s image,† (Gross). Possibly the greatest example of this swing in attire is in the big time retail sales industry. Fifty years ago it would be unheard of if a salesman at a major department store went to work without a tie, if not a jacket. Today, places like Sears, Macy’s, Dillard’s, etc only require a polo shirt with the company insignia on it. The service industry is not about personal appearance; it is about getting things done. Employees in the service industry are given more freedom in their dress code because appearance is not everything. If something breaks, the customer wants it fixed right and done fast. As long as those two criteria are met, they could care less what the technician looks like. On the other hand, would you trust the brain surgeon that has tattoos across his knuckles? Probably not. That is because there is a lot more trust put into that surgeon than there is in that mechanic. In white collar professions tattoos can prevent clientele from using your business. If you walked into your child’s third grade class and saw that the teacher had tattoos on his hands, chances are you would probably not like it very much. In white collar society tattoos are still a taboo that most are not willing to test. The image that comes to mind when most of society thinks of a highly successful CEO or lawyer does not include tattoos. The only way to accurately answer the question of acceptability of tattoos in the workplace is to consider each situation on a case by case basis. In some professions they are not a problem at all while in others they can cause friction between staff members and management. There is not a single answer to the question because it is all about how they fit within the structure of the specific work environment. There are many factors in what is and is not acceptable in the workplace. Between the amount of contact between an employee and the clientele, the amount of professionalism involved in the position, the norms of the profession and the position itself, having a tattoo can make or break a potential job. Getting a tattoo s a conscious act, that being said, think before you ink and your let your own judgments tell you whether or not to get that visible tattoo. Goodman, M. (2008, June 19). Too Tattooed to work?. Retrieved from http://www. cnn. com/2008/LIVING/worklife/06/19/too. tattooed. to. work/ Gross, B. (n. d. ). Tattoos in the workplace: what’s an employer to do?. Retrieved from http://www. allbusiness. com/human-re sources/workforce-management-employee/4113152-1. html Klaus, Mary. â€Å"Tattoos in the workplace no longer a taboo. † Pennlive. com. 19 Jul 2009. Pennsylvania Local News, Web. 15 Nov 2009. How to cite Tattoos in the Workplace, Essay examples Tattoos in the Workplace Free Essays Tattoos in the Workplace Christina Responsive-Final Draft April 4, 2013 There is always a lot of controversy when it comes to tattoos. Most people instantly have an opinion of them; they are either for or against tattoos. What is not realized is the fact that there is a ton of time and effort put into the sketching and placement of a tattoo. We will write a custom essay sample on Tattoos in the Workplace or any similar topic only for you Order Now People tattoo themselves as a way of self-expression and liberation. Unfortunately, in the business world, most executives do not believe there is such a thing as a tasteful tattoo and see them as a sign of rebellion. Some people may argue that tattoos in the workplace are inappropriate, unprofessional, and even distracting. Although tattoos are not respected by certain demographics and may portray negative images that may be offensive, people should not be denied a career based on the personalized art they carefully chose to display on their bodies. Tattoos are not respected by most people in certain demographics. Displaying tattoos is considered taboo to them. There are also people within these groups who see tattoos as unholy and unrespectable. They claim that the body is a temple and no ink should taint the skin in such manner. People of these groups also believe that tattoos are trashy and of bad taste. If tattoos are in a visible place on someone’s body, such as the hands or neck, that person can and will get discriminated against because of their tattoos. Some people may question whether or not this is fair. Unfortunately, people can be very judgmental. Everyone has opinions as to what is acceptable and what is not. Tattoos happen to be a topic that can cause people to be extremely aggressive towards one another. In a business setting, tattoos portray a negative image and whoever has these tattoos will be viewed at first glance as someone who is unprofessional and uneducated. Some tattoos can be displayed in an offensive manner. If someone is displaying a tattoo that has derogatory language or some kind of hate symbol (such as a swastika), that is not acceptable. Most businesses shy away from hiring people with such body art because they think that these people will portray their company in a negative manner and it can be destructive to their business strategies when dealing with clients. Tattoos can cause more chaos han necessary when it comes to the workplace. However, people should not be denied a career because of the art they have on their bodies. Just because an individual has tattoos does not mean they are unprofessional or unworthy of a high-paying job. Colleges do not deny people an education because they have tattoos. If a person with tattoos has a higher education and a better back ground than someone without tattoos who is going for the same job, then the person with tattoos should get the job. But due to the nature of businesses, the person with less experience would most likely be the candidate picked based on appearance. In the workplace, when people look at someone that is covered in tattoos they automatically discriminate against this person. It is almost as if they think that image determines their demeanor and professionalism. This person can be the most courteous and professional person in the world, but no one would ever know because this person was not given a chance due to their appearance and the judgment of others. Most people in the business world think that if a person is inked they also have a poor education, which I believe to be contradictory. Artists are not often said to be uneducated, if anything, they are said to be inspirational and are highly respected. So, if artists and artwork is respectable, art that people decide to display on one’s own flesh should not be judged in such a terrible way. Most people have the tattoos that they have because tattoos display some sort of personal meaning to them. They very carefully pick what goes on their bodies; after all, it is going to be there permanently. Most tattoos have some kind of hidden meaning behind them, or very obvious meaning. People get tattoos in memory of loved ones who have passed so it is forever a part of them. Others just get something beautiful, something that makes a statement to who they are or what it is they enjoy. These traits are what make everyone individuals; these tattoos set everyone apart from the rest of the world. If people were not allowed to be individuals it would be a very boring and predictable life. People with tattoos should not be discriminated against. It is understood that some people find them negative or offensive and some businesses do not take kindly to hiring people who have branded themselves with tattoos that are in visible spots on one’s body. However, people who have such tattoos should not be judged. Tattoos do not make someone who they are; they don’t make people uneducated or unmotivated. There are many different reasons why people get tattoos, whether it is for some sort of memorabilia or to display what they enjoy. Tattoos set people apart from one another, and individuality should not be unacceptable in this day and age. People should be able to achieve the same opportunities whether or not they fit a specific profile. It is unfair to deny anyone rights due to the art displayed on their bodies. How to cite Tattoos in the Workplace, Papers

Role of Change Management On Organisational Effectiveness

Question: Discuss about the Role of Change Management On Organisational Effectiveness. Answer: The increasing competition worldwide has fostered the business organisations to continually implement and adapt to new changes for gaining competitive advantage. Changes continually occur in an organization for improving its performance necessary for sustaining in the competitive market of today (Thomas, 2014). Organisational changes refer to new initiatives undertaken by a firm such as in business processes, job roles, structures, behaviours, technologies for enhancing its profitability. Organisations worldwide are implementing change management process for improving their effectiveness and achieving the strategic goals. Businesses around the world aim to enhance their operational efficiency through introducing new changes in order to meet their objectives. Adaptation to new changes has become necessary for businesses in order to achieve sustainable competitive advantage (Armstrong, 2006). In this context, the present essay emphasises on the role of change management in increasing o rganisational effectiveness. For this purpose, a comprehensive literature review is undertaken in the report to provide a wide understanding of the research topic. Literature Review Organisational Effectiveness Organisational effectiveness can be described as the efficiency through which a firm is able to achieve its business objectives and goals (Sims, 2007). It can be stated as the capability of an organisation to deliver the maximum output with minimum utilisation of resources. An organisation with higher efficiency manufactures its product and services without any wastage of its resources. Organisations tend to achieve higher operational efficiency for meeting their desired targets and thereby enhance the profitability. Organisations should possess good leadership, decision-making, flexible organisational structure, efficient work process and skilled human resources in order to achieve higher operational efficiency. The effectiveness of an organisation can be measured through assessing its financial performance, structure, cultural values, beliefs and its human resource policies. Organisational effectiveness is required by the business firms for sustaining in the market and outperformin g the competitors. Strategic use of human, financial and technological resources of an organisation facilitates it to achieve higher operational efficiency (Armstrong and Stephens, 2005). Businesses should achieve higher organisational efficiency for achieving competitive advantage necessary for their sustainable growth and development (Sims, 2007). The management of an organisation can access the areas of improvement through identifying and accessing the difference in the achieved profitability with that of target profitability. This would help senior managers of an organisation to take corrective steps for improving the lack of performance and thus achieve the desired objectives. Organisational effectiveness depends mainly on the successful adaption of changes relating to business processes, structure, job roles, technology and many others. Continual implementation of new and innovative changes is necessary for organisations to sustain in the dynamic business environment and thus achieving higher organisational effectiveness (Armstrong, 2006). Change Management and Its Importance Change management can be defined as preparing and supporting organisational people for successful adaptation of organisational changes for achieving desired outcomes. It can be regarded as a systemic approach to manage the individual as well as organisational changes in order to attain desired success (Anderson and Anderson, 2010). There are mainly two level of change management, that is, individual and organisational change management. Individual changes management refers to gaining an understanding of the employee behaviours and their actions on the implementation of desired changes. It helps in making employees prepare for the adaptation of the necessary changes and motivating them to achieve new set targets and objectives. This can be achieved through providing an in-depth understanding regarding the importance of inculcating respective changes in an organisation for its success and development (Figliomeni, 2011). Organisational change management refers to developing proper strategies for implementing a change in order to ensure its successful adaptation by the employees of an organisation. It involved identification of the major business processes and procedures mainly impacted by the implementation of respective change (Hamilton, 2007). It is followed by providing proper training to employees to improve their skills and competencies so that they are able to successfully adapt to changes implemented. Engagement of employees is absolutely necessary in change management process for gaining success. Organisations should not impose change on people and should focus on gaining support from the employees for achieving success from the its change management process (Anderson and Anderson, 2010). Organisations mainly undertake a specific change for improving its performance by modifying its business processes and structures. Organisational changes are necessary to be introduced for enhancing the operational efficiency and reducing the risk exposure (Somech, 2009). However, the changes implemented must be managed properly through the help of change management process to ensure success. Change management process enables an organisation to acquire proper support, overcome resistance and develop the necessary knowledge in the employees for implementing the changes. Change management process of an organisation is developed on the basis of certain principles. Change management principles include gathering support from employees, understanding the current situation, setting the desired targets, developing an action plan and proper communication flow (Hamilton, 2007). Impact of Change Management on Organisational Effectiveness Successful management of organisational changes is directly related to the performance and profitability of businesses. Organisation efficiency can be assessed through its performance that is directly linked to the effective management of changes (Somech and Wenderow, 2006). The organisations that are able to successfully manage the changes have higher effectiveness. Organisational changes tend to modify the business process and procedures enabling it to achieve desired target quickly and easily. This can involve implementation of new technologies, systems, manpower and internal structure to achieve optimum efficiency through minimum utilisation of resources. Operational efficiency of an organisation is mainly dependent on the business systems and processes that need to continually upgrade through implementation of new and innovative changes. This is necessary for the survival and success of organisations through staying ahead of competition. Thus, organisations need to implement pro per changes in their systems and process continually for improving its performance. This is mainly dependent on the change management process of organisations and thus it can be stated that it plays a vital role in organisational effectiveness (Markovic, 2008). The effectiveness of an organisation can be enhanced through developing its core competencies, customer satisfaction and brand building. This in turn is dependent on the successful implementation and management of changes in an organisation. The introduction of a new technology or process facilitates an organisation to develop a unique product or service. The unique product or service developed can act as core competency of an organisation providing it a strategic competitive advantage (Somech and Wenderow, 2006). The quality of products and services of a firm is also likely to increase with the introduction of new organisational changes. This would help a business firm to achieve customer satisfaction and thus increasing its sales and profitability. Increased customer satisfaction would ultimately lead to customer retention and increasing loyal customer base of the firm (Markovic, 2008). The change management process would result in brand building of an organisation by acquiring new customer segments (Somech, 2009). Thus, change management offers an attractive opportunity to the organisations to gain access to international markets. This will help the organisations to spread the risk, gain access to new sources of finance, reduction in operational cost and numerous technological advantages (Xue, 2016). Therefore, it can be said that successful implementation of change management process is absolutely necessary for enhancing the organisational effectiveness (Pieterse et al., 2012). It results in employee empowerment through enhancing their skills and organisational commitment. It also facilitate in implementing necessary changes in organisation structure according to the desired objectives to be attained. In addition to this, organisational changes also facilitates in streamlining of business processes so that businesses can easily thrive in dynamic environment. Change management also helps the organisations to attain sustainable growth and mitigate the business risks thus increasing its chances of survival (Xue, 2016.). The major steps involved in change management process of an organisation are as follows: Gaining understanding of employees and organisation readiness Gaining a proper understanding of the capability of employees and organisations to accept the change is of utmost importance in change management process. This includes complete assessment of knowledge, skills, abilities and competencies of employees to identify the problems that can be faced by them with the introduction of a specific change (Thomas, 2014). This would help the Human Resource Department of an organisation to develop training plan to improve the skills and competencies of employees for accepting the change. Organisational assessment would involve analysing financial, technological and human resources to identify the readiness of an organisation to implement the change (Anderson and Anderson, 2010). Change Management Strategy Change management strategy involves developing a vision to identify the processes and procedures to be impacted by the implementation of a specific organisational change. It should also take into account the resources to be acquired by the organisation for the successful implementation of the desired change (Pieterse et al., 2012). The vision developed by the senior management of an organisation must be communicated properly to all the lower levels so that all employees get full knowledge of the respective change. Strong leadership of top management is necessary for motivating the employees to accept the change planned to be introduced in an organisation. Complete dedication and commitment of senior management is required for convincing the employees to accept the specific change (Vioet, 2013). In this context, transformational leadership theory states that a leader should involve all its subordinates in creating a vision that would help in the implementation and execution of a requi red change. Transformational leaders seek to motivate their subordinates by involving them in all stages of change management process that results in enhancing their organisational commitment. Therefore, senior managers need to inculcate transformational leadership style for achieving success through change management (Krause, Gebert and Kearney, 2007). Overcoming Barriers to Change Organisations need to overcome and minimise the resistance of employees to change through providing them proper understanding of the employee benefits with the introduction of a specific change (Belias and Koustelios, 2014). This involves development of a proper communication flow so that all the necessary information regarding the change reaches to each and every employee of an organisation (Malek and Yazdanifard, 2012). Implementation and Monitoring of Organisational change The successful execution of organisational change depends on its proper acceptance by the employees and the availability of all the resources at the organisational level. Management of an organisation holds the responsibility of developing confidence in employees so that they can easily adapt to a respective change (Vioet, 2013). In this context, expectancy theory of motivation states that employees must be motivated to achieve the expected results in the right direction. Employees should feel that the proposed change plan is directly linked to their personal growth and success. Management of an organisation holds the crucial role of making employees believe that the planned change is feasible and would prove to be beneficial for them. Employees ideas and feedbacks should be taken on a regular basis to identify their problems and taking steps for overcoming them during the change management process (Malek and Yazdanifard, 2012). Also, organisations must ensure the availability of all the resources in advance required for the introducing a specific change. The successful implementation of all the above steps is necessary during the change management process of an organisation that is directly related to increasing organisational effectiveness. Conclusion Thus, it can be concluded from the above essay that successful implementation of organisational changes is absolutely necessary for sustaining in the competitive business environment. Organisational effectiveness refers to maximising the organisation performance through improving its profitability. Change management is undertaken by an organisation to improve its performance through modifying the existing structure and processes. The introduction of new business processes and procedures results in higher productivity and quality of firms product and services. This will ultimately result in higher customer satisfaction and brand building of an organisation thereby enhancing its effectiveness. However, top management of an organisation holds the responsibility of communicating all the changes to lower level employees and overcoming their resistance to change. Employee engagement is absolutely necessary for an organisation to achieve success through change management process. References Thomas, O. 2014. Change Management and its Effects on Organizational Performance of Nigerian Telecoms Industries: Empirical Insight from Airtel Nigeria. International Journal of Humanities Social Sciences and Education (IJHSSE) 1(11), pp.170-179. Armstrong, M. 2006. 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