Tuition Funding and Assistance for Post Secondary Education in Ontario

Tuition Funding and Assistance for Post Secondary Education in Ontario Introduction Education has become a basic human right in Canada and the rest of the world (Watts 18). Secondary level education is not enough for a student to be well established in their life. Post-secondary education is very expensive and therefore many parents and guardians find it difficult to pay for their children’s college and university education (Watts 18).Advertising We will write a custom essay sample on Tuition Funding and Assistance for Post Secondary Education in Ontario specifically for you for only $16.05 $11/page Learn More The situation is worse for the less fortunate in the society with many of them being forced to drop out of college due to lack of tuition fees (Watts 18). This paper will highlight the efforts being made by the Canadian government in funding tuition for post-secondary education in Ontario. Level of Government Intervention The government of Ontario through the Ontario Student Assistance Program (OSAP) has been instr umental in funding college and university education in Ontario (Watts 117). The Ministry of Training in coordination with colleges and universities is responsible for fair administration of the OSAP program (Watts 117). The OSAP program is supposed to help needy students who are unable to pay for their post-secondary education (Canadian Center for Policy Alternatives 15). The government representatives vet all the applicants to ensure that only eligible students in Ontario receive this kind of assistance (Canadian Center for Policy Alternatives 19). The OSAP program is meant to supplement the payment of post-secondary education and not to necessarily pay for everything (Watts 117). There is some amount of money that a student is supposed to contribute towards their post-secondary education. The Central government facilitates the funding program through federal and provincial governments to ensure equal distribution of the post-secondary fund (Watts 117). Delivery Agents of Tuition F unding Apart from the Ontario Students Assistance Program, the government also channels funds through the Canada Students Loans Program (Mackenzie 48). The loans program is normally administered by the Federal government in coordination with the Department of Human Resources and Social Development (Canadian Center for Policy Alternatives 33). The loans program provides loans to students in Ontario where assistance is needed. The loans program assists students in universities, colleges and vocational schools. The student loans granted by the Government are normally interest free for a maximum of seven years (Mackenzie 49).Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More A small percentage of interest is charged on the loan after seven years in order to encourage students to pay up their loans after graduating from college (Canadian Center for Policy Alternatives 33). The loans kitty is funde d by the government with the loans body also relying on proceeds from loan repayment (Mackenzie 49). Interested candidates are required to fill out the reimbursement form. The Ontario First Generation Bursary is another agency used by the government to support needy students in Ontario (Mackenzie 75). The funds for this scheme are provided by the government, and the program only supports students in public post-secondary institutions. Students studying applied arts and technology are given priority when funds from this bursary scheme are being distributed. To ensure that this arrangement is adhered to, only public colleges and universities that specialize in applied arts and technology are considered (Watt 115). The First Generation Bursary scheme supports needy students who are the first ones to pursue post-secondary education from their families (Mackenzie 76). The other form of funding post-secondary education is through the Ontario Crown Ward Post Secondary Application Fee Reimb ursement Program (Beach 222). This program was set up to help former and current Ontario Crown Wards pay for their post-secondary application fees (Mackenzie 78). The program caters for application fees for full-time studies for eligible candidates. The Ontario Crown Ward Post-secondary Application Fee Reimbursement Program supports post-secondary degree, diploma and certificate programs (Mackenzie 79). Funding Arrangements The OSAP financial aid consists of a range of programs that include non-repayable grants and student loans that are refundable (Beach 59). The 30 % Off Ontario Tuition scheme helps high school graduates pay for their college and university programs within a period of four years after graduating from high school (Beach 64).Advertising We will write a custom essay sample on Tuition Funding and Assistance for Post Secondary Education in Ontario specifically for you for only $16.05 $11/page Learn More The OSAP Express initiative was develope d by the government to streamline the application process of post-secondary education funding (Beach 64). The OSAP Express eligible candidates apply and receive education grants in the shortest time possible (Beach 64). Gathering of Funds The Government of Canada in coordination with the Federal government of Ontario rely mostly on tax proceeds to fund education programs (Beach 79). Apart from proceeds gathered from tax collection, the private sector and other well-wishers make a significant contribution to the national education kitty (Beach 68). Apart from government loans, private banking institutions offer post-secondary education loans for those who are willing to borrow. Students who fail to meet the criteria of getting government loans have an option of applying for loans from private financing institutions (Beach 79). Conclusion Funding post-secondary education is a great challenge for any government especially if there are no programs to support needy students (Canadian Cen tre for Policy Alternatives 76). The Federal government of Ontario in coordination with the Central government of Canada has come up with funding programs that have helped many needy students access college education (Beach 89). The government still needs to do a lot to ensure that all students who deserve to attain college education are able to access government funds and loans (Beach 89). Due to the ever increasing number of high school graduates, the private sector should come in handy to support the government in assisting high school graduates pay for their college education. Beach, Charles. A challenge of Higher Education in Ontario. Ontario: John Deusstch Institute for the Study of Economic Policy, Queen’s University, 2005. Print. Canadian Centre for Policy Alternatives. Ontario’s Alternative Budget 2005: Addressing the real Physical Imbalance. Ontario: Canadian Centre for Policy Alternatives, 2005. Print.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mackenzie, Hugh. Funding Post-Secondary Education in Ontario: Beyond the Path of Least Resistance. Ontario: The Ontario Coalition for Post-Secondary Education, 2004. Watts, Ronald. Post –Secondary Education: Preparation for the World of Work: Proceeding of†¦ Ontario: IRPP, 1990. Print.

Business English - Taking a Message

Business English - Taking a Message Read  the following dialogue between a caller and a receptionist  as they discuss a delayed shipment. Practice the dialogue with a friend so you can feel more confident the next time you leave a message. Theres a comprehension and vocabulary review quiz following the dialogue.   Taking a Message Receptionist: Janson Wine Importers. Good Morning. How can I help you?Caller: Could I speak to Mr Adams, please? Receptionist: Whos calling please?Caller: This is Anna Beare. Receptionist: Sorry, I didnt catch your name.Caller: Anna Beare. Thats B E A R E Receptionist: Thank you. And where are you calling from?Caller: Sun Soaked Vineyards Receptionist: OK Ms Beare. Ill try and put you through. †¦ Im sorry but the lines busy. Would you like to hold?Caller: Oh, thats a shame. This concerns an upcoming shipment and its rather urgent. Receptionist:  He should be free in half an hour. Would you like to call back?Caller: Im afraid Ill be in a meeting.  Could I leave a message? Receptionist: Certainly.Caller: Could you tell Mr Adams that our shipment will be postponed and that the 200 cases ordered should arrive next Monday. Receptionist: Shipment delayed †¦ arriving next Monday.Caller: Yes, and could you ask him to call me back when the shipment arrives? Receptionist: Certainly. Could you give me your number please?Caller: Yes, its 503-589-9087 Receptionist: Thats 503-589-9087Caller: Yes, thats right. Thanks for your help. Goodbye Receptionist: Goodbye. Key Vocabulary to catch a persons name (verb phrase) be able to understand a persons nameto be busy / to be engaged (verb phrase) have other work to do and not able to respond to a telephone callto hold the line (verb phrase) wait on the telephone  to leave a message (verb phrase) have someone take note of a message for someone elseto be free (verb phrase) have time available to do somethingurgent (adjective) very important needing attention immediatelyshipment (noun) delivery of merchandiseto postpone (verb) put off something to a later date or timeto be delayed (verb phrase) not be able to happen on time, be postponedto call someone back (verb phase) return someones telephone call Taking a Message Comprehension Quiz Check your understanding with this multiple choice comprehension quiz. Check your answers below, as well as practice key expressions from this dialogue.   1. Who would the caller like to speak to?   The receptionist  Anna Beare  Mr Adams 2. Which company does the caller represent?   Jason Wine Importers  Sun Soaked Vineyards  Beare consulting 3. Is the caller able to complete her task?   Yes, she speaks with Mr Adams.  No, she hangs up.  No, but she leaves a message. 4. Which information does the caller wish to leave?   That they havent received their shipment yet.  That there is a short delay in the shipment.  That the wine was of poor quality. 5. What other information does the receptionist ask for?   The time of day  The callers telephone number  They type of wine shipped Answers Mr AdamsSun Soaked VineyardsNo, but she leaves a message.That there is a short delay in the shipmentThe callers telephone number Vocabulary Check Quiz Good morning. How can I ______ you?Could I ________ to Ms Devon, please?Whos ____________, please?________ is Kevin Trundel.Im sorry, I didnt ____________ your name.Im sorry. Shes ___________. Can I take a ____________?Could you ask her to call me _________?Could I have your ___________, please? Answers helpspeakcallingThiscatchbacknumber

Who is Jesus Essay Example | Topics and Well Written Essays - 1000 words

Who is Jesus - Essay Example Matthew was the only direct disciple of Jesus. Mark was a disciple of Simon Peter and Luke a disciple of Paul of Tarsus, hence the Synoptic Problem. Some scholars favor Matthew as the source and Mark and Luke’s Gospel derived from Matthew’s and a hypothetical source which they call Q. Document. There is no proof of this, only the historical testimony of who was with Jesus and who wasn’t.Jesus started His ministry by asking John to baptize him, (Mat.3:13-17) but John tried to deter him, Jesus insisted on the grounds of fulfilling righteousness. Once baptized, Jesus went up out of the water and in that moment heaven was opened and the Spirit of God descended upon Him. He then went to the desert for forty days and forty nights to fast and meditate. It was at the end of that fasting that de evil one came to tempt Him. Yet, although hungry in the flesh he was filled with the spirit of God and did not succumb. (Mat.4:2-11) Jesus’ strength and spiritual nurturing came from doing the will of God, from deep within. Foremost, He believed in his Father, he lived the scripture. In John.15:2-17 Jesus explains how remaining in God, by fulfillment of the law, giving to the needy, prayer and fasting is what leads the way. This is how He fostered his own spiritual life.

Art works Essay Example | Topics and Well Written Essays - 750 words

Art works - Essay Example v=FIVAEwjiU8I However, it is also no longer there. Due to copyright issues, they changed the music. The new music is more appropriate to the geographical location, but it does not have the power of the original, and there really is no narrative. The actual show in Hang Zhou is here: https://www.youtube.com/watch?v=MSMDgMhfM_M I found this because I was a little suspicious of the Chinese watermark on the building face in the upper right corner of the screen. Since a Chinese travel site is responsible for a link to this video, perhaps it was intentional. However, the fountains in Hang Zhou seem more tuned to their music. It is possible that the sound actually controls the fountains. This is not the case in Dubai. In the first video there was a slight disconnect, because of this. The first musical fountin I ever saw was in Seattle and the music actually controls the fountain. It is only one fountain, but an excellent experience, since there is no disconnect between the audio and the vis ual. The location of the Chinese musical fountain is really worth noting as a work of art in itself. West Lake in Hang Zhou is three large lakes joined by bridges, and it has been developed as a local and tourist attraction based mostly upon the Legend of the Snake Lady. Many attractioins have been created and they are all affordable even to the lowest wage earners in China at ranging from 10 rmb (1.5 cents USD) to 75 rmb (9 cents USD)Ten wood carvings are located in Leifing Pagoda and a nightly show of music and dance telling the tragic story of the snake who turned into a lady and fell in love with Xu Xian . "Leifeng Pagoda in Evening Glow" is one of â€Å"Top Ten Views of West Lake†. In the pagoda, you also can find a series of wood carvings themed Legend of the White Snake. Faced on three sides by typical Chinese landscapes of cloud shaped hills, the lake has been developed artistically as a World Heritage Site. The light and fountain show, Time to Say Goodbye is located in an inlet on the lake shore where these hills are the visible background on one side and the cityscape is the other. The fountain show plays nine to eleven times daily and it is free. https://www.youtube.com/watch?v=GXCTt8hXtF8 I found this video of the rather disturbing. I would not walk twelve blocks to see it. There was no narrative to connect the audio and the video. The sculpture was nice and changing the lights and colors is a great idea. But nice is not art to me; it is decoration. I would also prefer more musical sound, perhaps short musical sound bytes. The sound was the most disturbing element of this work, as it also had no connection, but seemed like a selection of random sounds, some quite unpleasant with random spaces of silence. Then if the viewer could control the whole exhibit somehow, either with a keyboard or with a pressure board or even video it could become quite interesting. As it is, it is obviously an expression of feeling, but it seems more like a nightma re, or indigestion. Of course this might have been intentional if the artist dislikes human creations and thinks they should not be seen alongside nature. I was unable to find out anything about this video, so I cannot even guess by the other works of this artist or by his or her history. Because of the extreme disconnection between the very ordered stack of blocks and the weird sounds, I assume that this is an intentionally

Historical Critical Perspective on the Life and Works of Langston Hughes Essay Example for Free

Historical Critical Perspective on the Life and Works of Langston Hughes Essay The paper will focus on criticizing the works of Langston Hughes in the basis of his life and influence of his surroundings. The historical perspectives will be the basis of criticizing his works. How the political and social aspects did influenced him to create his poetries. The life and works of Hughes in response to his adamant life will be discussed critically in this paper. Langston Hughes Life Born at Mississippi in 1902, Langston was the son of both African American citizens. In his growth, his environment was stained with racial discrimination issues which were instigated by his grandmother and the environment he lived. This rooted in writing about social issues which is mostly the topics of his writings. His greatest achievement was that he was the first Black American who was considered with racial consciousness to make a living by writing (Leach 14). He received many awards regarding his writings as he is a well-known figure in the society, a leading literalist in the Harlem Renaissance and critique of racism. His works includes the book of poetry which is The Weary Blues published in 1926. He was famous in playwright and musical dramas which were used in his time. Three of his famous works will be summarized and the influence of his works will be discussed.  · The Black Nativity (1921) – this is a collection of gospel songs which must be presented by black people. This means the character within the gospel about the birth of Christ is portrayed by African Americans.   It was played in Chicago and became a big hit in its time. The play was made from the influence of racism in the state. Langston created a new image of nativity when he arranged it to be played by Black people. This had become controversial but still became popular because of its uniqueness in approach.  · Not with Laughter (1920) – is a novel which depicts the black life in a town of Kansas. The work shows the character’s life on his dealings with tragedies and peaceful life in the town.  · The Weary Blues (1926) – this is collection of poetry blues by Hughes. The blues poem shows the nature toward affirmation and self negotiation, both consolatory mourning and melancholia (Ramazani 144). His works shows the life of black people in his time mixed with fictitious plots and heartwarming ideas in his works. The people view his works as inspirational and influences the way people view on the black people. The Harlem Renaissance is described as a period wherein racial criticism is intense wherein the blacks challenge the white racism by producing African Americans good in various field. This inspired Hughes to continue his endeavor towards writing his own poetry. Criticisms on his works At present, his works can be seen as not to promote racism but to see how Blacks and Whites have the same talents and ideals. The thorough examination of his works shows how he gave the tragedies on the life of blacks but then provide the positive side of it. His renowned play which is the Black Nativity showed a different approach in the way people think about gospel plays. The new approach was criticized but then, the issue of equality in religion beyond racial boundaries prevailed. His works became useful in the development of African American literature and continues evolvement of the discipline. His experience and his thoughts influenced the society through his writings. He’s well known works influenced the culture and life of the people in his time and the present.

The Third Parent :: Biology Essays Research Papers

The Third Parent Once there was a princess who was born with three parents- a lovely mother, a wonderful father, and a third who was neither. The princess lived with her mother and father in a humble but charming little castle near the sea. The third parent lived inside the princess's head. The princess did not realize the existence of this parent for quite some time. It had hidden itself deep in her psyche, biding its time, waiting for precisely the right moment. It fed on her secret fears and weaknesses and grew strong on them. It watched her true parents stealthily through the princess's innocent eyes, waiting for them to look away for just one moment. They seemed unlikely to do so, as the princess was greatly cherished and well cared-for. In the princess's ninth year, however, the moment arrived. It was not the true parents' fault. They were only human. Still, it was rather unfortunate. The princess was, by nature, a blithe little soul. She loved to sing and dance and play in the courtyard with her younger brother and the royal pets. When not at play in the sun, she was equally happy retiring to her sunny yellow bedroom, where the curtains were laughing daisies and baby animals romped on the walls. There she would rest with a stack of books given her by the Old King, her father's father, and read contentedly for hours. One day the young king and queen had to face a sad matter, and for just one moment their attention was turned from their daughter. The princess came into her room one day to find her mother weeping. When told the reason why, the princess wanted to weep too, but could not. In that moment when her deepest fear had been realized, the Third Parent reached its full strength. "No crying," it said to her. "And no talking." It shooed the queen out of the little yellow room and, using the princess's own hands, locked the door behind her. There the princess remained as a prisoner to the Third Parent. The animals on the wall ceased their romping. The daisies no longer laughed. The sun disappeared from the window and the air grew heavy and still. Numbly, the princess crossed the darkened room to gaze into her mirror. She felt so cold and strange, she had to see if her appearance had altered.

Legal History of Bangladesh Short

Legal System has developed gradually in Bangladesh with her growth as a nation over the centuries. Before the advent of British rule this part of the country was under Mughal rule. The Mughals seized power from the Turko-Afghan sultans who ruled the country since the beginning of the 13th century. It was under the Hindu ruler (Aryans) for 1500 years before and after the beginning of Christian era when they conquered the land by vanquishing the indigenous people. During the Turko-Mughal rule the country formed the eastern part of Subah Bangla and, during the British rule, eastern part of the province of Bengal.Historical development of Legal System of Bangladesh: Legal history of Bangladesh can conveniently be studied under five important periods — Hindu Period, Muslim Period, British Period, Pakistan Period and after independence (or Bangladesh period History & Development of Legal System in Bangladesh: Hindu Period to Pakistan Period Md. Ziadul Islam Chowdhury Sadi Department of Law University of Dhaka Legal System has developed gradually in Bangladesh with her growth as a nation over the centuries.Before the advent of British rule this part of the country was under Mughal rule. The Mughals seized power from the Turko-Afghan sultans who ruled the country since the beginning of the 13th century. It was under the Hindu ruler (Aryans) for 1500 years before and after the beginning of Christian era when they conquered the land by vanquishing the indigenous people. During the Turko-Mughal rule the country formed the eastern part of Subah Bangla and, during the British rule, eastern part of the province of Bengal. Historical development of Legal System of Bangladesh:Legal history of Bangladesh can conveniently be studied under five important periods — Hindu Period, Muslim Period, British Period, Pakistan Period and after independence (or Bangladesh period). HINDU PERIOD: Introduction & Sources of Law Legal system in Bangladesh under Hindu period is also known as Aryan legal system because during Hindu period law and legal system were mainly developed by Aryans who migrated from central Asia[1]. After coming to India the Aryans followed certain norms in their conduct with one another. Read also History QuizzesThe rules of conduct (achar) of each class included religious observances which were binding, and violation of the same was expiated by the rituals of penance (prayaschitta). The Brahmins, the priestly class, helped the wrongdoers in performing those rituals. Those rules of conduct were called dharma and included duties and obligations. In course of time it became the dharma of the king to compel the people to observe their rules of conduct and the Brahmins, as the repository of knowledge of those rules, advised the king in administering the same. Legal obligations and their violations were

President Jackson on the Twenty Dollar Bill

Jackson on the Twenty Dollar Bill Taylor Alton, 7th 11/13/11 I do not believe that President Jackson should be on the twenty dollar bill. He was not a man of good; all he cared about was pleasing himself and making other people believe he was doing good; manipulating them. Andrew Jackson was only concerned with keeping the union together. If he could get people to see that he could keep the states one nation then he would gain fame. I find this very ironic, he hated paper money and actually preferred coins, and people want him to be on the twenty dollar bill.The last reason I don’t want him on the twenty dollar bill is because of the way he treated the slaves and slavery in itself. Why should we put a man on money that does not deserve it? Andrew Jackson was a one man show unless it came to putting on a fake smile to â€Å"win† over his followers support. If something that he saw posed as a threat to his ideas then it was no good. Take cooperation’s or businesses for example, Andrew Jackson and most of his Democratic followers feared the growing economic and political power exercised by some corporations.Their ability to amass wealth, through banking and manufacturing operations, and to influence and even coerce individual citizens, posed a threat to the Jeffersonian ideals that Jackson held dear. So once again, those companies threatened his power and he did not like that. Andrew Jackson believed that the Second Bank of the United States was unconstitutional and that it posed a serious threat to the American economy and its democratic political institutions. Though its charter was not set to expire until 1836, BUS (Bank of the U. S. ) president Nicholas Biddle requested and received a congressional re-charter in 1832.Jackson decided to veto the bill. Jackson escalated this so-called â€Å"Bank War† in 1833 when he removed federal government funds that were on deposit with the BUS and distributed them to loyal state banks. Thatâ€⠄¢s not right of him to do that, in my opinion it doesn’t matter if he’s president or not. It posed as a threat to him and he feared for his own power. Jackson did not even like paper money anyways. He preferred to use coins instead, so putting him on money he wouldn’t even approve of us using is idiotic. Andrew Jackson was a man of action not of philosophy people say.He once was a slave owner before his presidency years. He took up the matter of slavery in only a political aspect. America was supposed to be a land of the free, and yet we have slaves. On July 5, 1852 people gathered in New York to here a speech about Independence Day by an African American former slave Fredrick Douglas. He blamed Andrew Jackson for the spread of slavery in America. He saw him as a hypocritical politician and a hypocritical American. Jackson transformed millions of acres of land that Indians lived on (Indian removal act) in the south into cotton plantations.This probably would ha ve happened without Jackson but he was the heart of this whole idea in making plantations for slaves to work on. Now if he was the man he says he is why would he want more land for African Americans to work on? Maybe Jackson has done some things that have had a positive effect on our nation today but for me I can’t get past all the wrong he’s done as well. He is a man of power and fame and he wants nothing to do with anything that he feels threatens or harms his ideas that he instills in people. He does not deserve the right to be on the twenty dollar bill.

How Organizational Changes Affect Employees Within An Organization

How Organizational Changes Affect Employees Within An Organization Introduction Research Background An organizational change can be described as a systematic approach to transitioning organizations, team members and individuals from the prevailing state to a desired future state (Lewis, 2011).Advertising We will write a custom proposal sample on How Organizational Changes Affect Employees Within An Organization specifically for you for only $16.05 $11/page Learn More It is a process within an organization that aims at assisting stakeholders to accept changes in their organizations or individuals affiliated with the organizations. The need for organizational change has been necessitated by the increasing market pressures (Lewis, 2011). In this regard, companies are often effecting changes so as to remain competitive in the market. Organizational changes can be done in numerous ways. They may entail realigning organizational goals and objectives, changes in budgets, reducing or increasing the number of employees in a project or within a department (Lewis, 2011). Organizational change management process requires some fundamental structures and tools to effectively control any form of organizational change (Lewis, 2011). In this case, the main objective is to capitalize on the benefits and curtail consequences for employees; besides, care is taken to guarantee that the process does not cause disruptions. Even though this is the case, organizational changes can have direct effects on all departments from junior to senior employees within an organization (Lewis, 2011).Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, irrespective of the nature of change to be effected, the crucial aspect is an organization’s ability to win the buy-in of its employees in relation to the change (Lewis, 2011). Change is an unavoidable fact of any corporate organization; it also generally permeates in the society, thereby affecting everyone and every corporate organization. Therefore, the operations and structures of corporate organizations must have the capability of responding to change. The need to respond to change is brought about by changes in economic conditions, government involvement, limited resources and tight competitions among business entities (Lewis, 2011). Even though organizational changes are never deliberately intended to negatively affect employees, many employees still find themselves disadvantaged. Problem Statement Employees have been the main victims of organizational changes (Patterson, 2012; Allcorn, 2005). When employees are not well prepared and involved in an organizational change process, they are likely to be negatively affected by the change (Russel McGovern, 2012). Besides, failing to secure employees’ buy-in can prove to be disastrous to an organization’s change process (Bogardus, 2009). In this regard, many organizations do not pay at tention to how changes may affect employees on an individual basis. This is one of the reasons many organizations do not realize successful change processes. It is often important for an organization to find appropriate ways to involve its employees during the planning and execution of changes.Advertising We will write a custom proposal sample on How Organizational Changes Affect Employees Within An Organization specifically for you for only $16.05 $11/page Learn More However, many organizations fail to do this, the consequence of which is the inability to realize how the changes affect employees commitment, behaviors and attitudes. The following are the list of problems and related sub-problems: The main problem is: How do changes in banks affect employees at individual levels? The related sub-problems are: How do bank employees perceive organizational changes with respect to their job specification? How do bank employees cope with the effects of organi zational changes? How are bank employees prepared for planned organizational changes? How do planned organizational changes impact staff turnover? Research Objectives and the Scope of the Research The research study has the following objectives: To explore how changes affect bank employees at personal levels. To evaluate employee’s perceptions of organizational changes in regards to their work specifications. To examine how bank employees cope with organizational changes. To investigate the way bank employees are prepared for organizational changes. To find out how organizational changes affect staff turnover. With respect to scope, the study will focus on how organizational changes affect employees within an organization. Besides, the research will be confined to the banking industry whereby employees of different banks will be surveyed and interviewed. Since there are numerous banks within the country, and owing to the limited time, the research will only consider survey ing and interviewing employees from only a few selected banks. Besides, it is worth pointing out that the data will be gathered qualitatively and then coded for analysis. The instruments of data collection will only be two: structured interviews and open-ended questionnaires. The study will only be done for the purposes of academics. In this case, there will be no need to conduct a large-scale research study.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Literature Review There exist many research and literature materials on the effects of organizational changes on employees. Various scholars have examined the effects with respect to different aspects of employees’ working environments. Indeed, a study by Biron, Karanika-Murray and Cooper (2012) acknowledge the fact that there is a growing interest in cascading change through the hierarchical levels in corporate organizations and finally to individual employees. This implies that interventions at organizational levels often have different effects on different departments and individuals. Another study by Saksvik (2009) has stressed out the significance of an individual employee’s perception and participation in an organizational change process. Saksvik (2009) argues that the success of an organizational change process greatly depends on the degree to which employees are involved and how they perceive organizational change processes. However, the study does not address how the changes impact individual employees. This implies that the scope of the study did not capture how employees were individually impacted by changes in the organizations they worked for. This provides a gap that this study seeks to seal through a survey and interviews. Hansson, Vingard, Arnetz and Anderzen (2008) conducted a controlled study to examine the impact of organizational change on workers’ job satisfaction, exhaustion from work and self-reported health conditions. The study was divided into two groups: one group of individuals affected by organizational changes and another one as a reference group of individuals not affected by the changes. The outcome of the study pointed out to the fact that there was the importance of taking into account the interest of individual employees’ plight during the planning process of organizational changes. However, the study only dealt with the consequences of change on workers in relation to only a few selected aspects. It did not provide a holistic approach to the study of the effects, hence its limited scope. In this regard, this study will widen the scope and look at the effects of organizational changes on an employee in a holistic manner. Many different researchers contend that an organizational change is typically activated by a relevant environmental change that, once acknowledged by a corporate organization, results in an unintentionally generated response (Lewis, 2011; Contento, 2010). The implication of this is that changes within an organization are intended to transform crucial organizational variables that further have effects on the stakeholders of the organization and job-related behaviors, especially employees. Other scholars also describe change as an empirical observation of differences in a state or form over a period of time within an organizational entity (Antoniou Cooper, 2005; Singh, 2009). According to their perception, the entity may be a service or product, work group or an individual’s job (Antoniou Cooper, 2005; Singh, 2009). This means that an organizational change can be perceived as a critical event, which can prospectively evoke stress reactions and other forms of negative consequences in workers. Moreover, employees normally face unique sets of workplace stress factors emanating from a changing work environment, which may be stressful for employees. However, it is important to note that workplace stresses are not only brought about by organizational changes. Even though this is partly true, the scholars failed to acknowledge other variant factors that result in stress among employees. In this regard, Barling, Kelloway and Frone (2005) argue that sources of workplace stresses may include the position held, workload and time spend working. In this respect, a further study is necessary to determine whether or not an organizational change results in stresses for employees and how employees cope with such a situation. This proves that the argument by Antoniou and Cooper (2005) and Signh (2009) were biased; their studies did not take into consideration other factors that, apart from organizational changes, may result in workplace stresses. Joseph and Chacko (2010) argue that corporate organizations exist in a dynamic and changing environment. They further state that most of the corporate organizations undergo extensive changes as resources increasingly become scarce; the implication of this is that employees are required to do more with limited resources. In this case, Joseph and Chacko (2010) reveal that any change will have definite effects on individual employees. The consequence of these effects may be negative in terms of economic and social life of each employee. These, in turn, influence the employees’ behaviors, beliefs and attitudes. The bulk of research studies that have been conducted on organizational change only focused on an organizational perspective while ignoring an individual angle (Packard, 2 013; Peacock, 2008). Such research studies seem to either evaluate an organization’s strategic adaptation or environmental changes (Malm, 2008). Consequently, researchers have clearly neglected the attitudes and behaviors of employees charged with the implementation of planned changes; it is noteworthy of the fact that these employees are very important to the success of an organization’s change process (Wittig, 2012; Jimmieson White, 2011). Hence, most scholars have created a reasonable understanding of how corporate organizations take care of their environment and how particular contextual variables actually impact the achievement of specific organizational changes (Alkhaffaf, 2011). However, the scholars have done less with regards to how individual employees perceive changes taking place within a corporate organization. Moreover, the scholars have also failed to examine how such perceptions are impacted or influenced by particular organizational changes and their ultimate response to the changes. Therefore, this research study seeks to add to the little that is known about the impact of organizational changes on individual employees. Other studies show that employees’ opposition is the greatest obstacle to the implementation of organizational changes (Mittal, 2012; Pasmore, 2010). Workers create opposition to change since they have no other options but to acquire new talents that are relevant to the changes being prompted. The research studies show that employees have never disagreed with the necessity for change; they only experience what is known as the fear of the unknown and the capability of adapting to the new changes. Vividly, these studies succeeded in finding out the reasons employees resist organizational changes; however, they failed to precisely establish how the changes impacted the employees thereby making them resist the changes. This is also a significant gap that this research will seek through a logically designed st udy. Dean (2008) argues that despite the fact that organizational changes affect employees, effective and efficient change management is able to streamline the processes of change and minimize the negative effects on employees. He further posits that when an organizational change is appropriately managed, employees are able to understand the benefits of a suggested change and hence accept it. However, it is important to note that some changes may end up still having negative effects on employees even if they are to be appropriately managed. For instance, it has been noted that employees can only be motivated to participate in a change process if he or she is sure of getting expected returns on personal input. However, where a change process directly targets employees, especially in relation to salary reductions and layoffs, they are likely to be negatively affected, irrespective of whether the change process is well managed or not. Therefore, the argument by the Dean (2008) that an appropriate management of a change process motivates employees to support the change is generalist in nature and does not reflect the reality. The researcher should have noted that there are intervening or moderating factors that must come into play during a change process to determine whether an employee is willing to support the change or decline to do so. Another study highlightes the fact that some organizational changes that fill the work environment with uncertainty result in low work morale among workers (Harrington, 2011). Consequently, most of them become cautious when it comes to taking risks; in this case, job performance and productivity go down and the employees become emotionally withdrawn from work. The study additionally reveals that when a corporate organization undergoes an organizational change, such as a merger or acquisition, downsizing and departmental restructuring, it is likely to make workers have the feelings of uncertainty, insecurity, stress and fretfulne ss. It is important to note that this study will have a theoretical underpinning, which is drawn from the motivation theory (Foster, 2007). Some researchers have noted that motivation forces are mostly described as those forces that encourage and sustain human behavior over a given period of time (Ryan, 2012; Held, 2006). In relation to this, the main objective of organizational change efforts is to make employees sustain certain behaviors that enhance and support the organizational changes over a desired period of time; generating commitment is a significant part of the organizational change process. It is noted that a successful implementation of a change process and working with motivated employees are crucial to the sustenance of an organization’s competitiveness (Ryan, 2012; Held, 2006). Therefore, the most appropriate theory on which this study will be grounded is equity theory. Equity Theory was proposed by Adams (Msoroka, 2012). The theory proposes that people view th eir world in the form of comparative inputs and outputs. In this case, they calculate what they invest in their job and the benefit they get out of it (Msoroka, 2012). They then make a comparison between their input and beneficial outcomes, on the one hand, and those of their peers, on the other hand (Msoroka, 2012). After this, they develop a ratio of comparison. If their input/outcome ratios are identical to those of their peers, there is unlikely to be tension. However, any noted difference may result in tensions that may negatively impact organizational change processes (Msoroka, 2012). This is thus a social exchange process in which employees expect benefits that are commensurate with their input during work (Msoroka, 2012). The variables that entail the social exchange in the context of an organizational change include resistance to change, commitment to a process of change and justice (Msoroka, 2012). Justice, in this case, is a measure of how an employee may perceive some ou tcomes he or she gets from the organization following his or her input during the change processes (Msoroka, 2012). According to Adam’s theory of motivation, if an employee perceives that he or she has not been treated justly, then he or she is likely to have a negative attitude and behavior towards working in the organization (Msoroka, 2012). Therefore, the Equity Theory can help in understanding how organizational changes affect employees at personal levels. Theoretical Framework This research study will be guided by a theoretical framework. There will be two main forms of variables: independent variables and dependent variables. In a research study, the independent variables are the influencing or cause variables that lead to specific resultant outcomes (Wood Ross-Kerr, 2010). Dependent variables can be described as the principle variables in a research study. They can be defined as the outcomes that a researcher wants to predict by manipulating or causing change in the i ndependent variables (Babbie, 2011; Kothari, 2008). Thus, a researcher’s main aim is to establish the interplay between the independent and the dependent variables. There are also other variables that play a significant role in a research process. These are known as moderator variables. Moderator variables are those variables that have strong contingent effects on the relationship between the independent and the dependent variables (Sekaran Bougie, 2010). It is important to note that the independent variables will be considered to be the organizational changes that take place within the banks that will be studied. The independent variables will be the effects resulting due to independent variables; the dependent variables will therefore, entail the effects the organizational changes have on the employees of the banks that will be studied. It is also important to note that there will be intervening or moderator variables which will determine the type of effects organizational changes will have on employees. The following represents a diagram of a theoretical framework for the study: The main hypotheses for study include: Organizational changes negatively affect the attitudes of employees when they are not involved in the change process. Poor planning and implementation of organizational changes reduce employees’ job performances. The type of leadership enforced during organizational change processes within an organization impacts the beliefs and behaviors of employees. Proposed Research Methodology Research Methodology The study will utilize a qualitative method. A qualitative research is a method of inquiry that is used to gather information related to a deeper understanding of human behaviors. Besides, this method of research study allows personal ideas, thoughts and concepts to be integrated into research findings. A qualitative research method provides very rich explanations of issues that the use of a quantitative research method cannot a llow (Merriam, 2009; Creswell, 2012). Importantly, a qualitative research method yields information about people’s real experiences, feelings, opinions and knowledge (Flick, 2009). Therefore, having considered the type of data required to achieve the objectives of this research study, a qualitative research method is considered to be the most appropriate. Furthermore, the setting of the study will be in the form of a survey research and structured interviews. A survey research is usually utilized to evaluate beliefs, views and sentiments of individuals or subjects being studied. The use of survey research enables a researcher to analyze individuals’ behaviors that cannot be analyzed through other settings, like experimental settings (Andres, 2012). Besides, the study process will also take place in an interview setting. Interviews will be helpful to the researcher in terms of creating an affinity with the participants, hence permitting the collection of adequate inform ation. The survey process will involve identifying respondents in different banks. The questionnaires will then be taken to each bank for the respondents to complete. This approach will be taken because it may be difficult to gather all respondents together in the study process due to their tight schedules at the banks and the possibility of some of them failing to turn up for the study. With respect to the structured interviews, the study will also be conducted in each bank. The interviewees will be asked in advance to spare a portion of their time to participate in the interviews. Each of the interviewees will then be interviewed for not more than 10 minutes. Data Collection Methods During the process of data collection, a triangulated approach will be used. With respect to this, open ended questionnaires and structured interviews will be utilized as instruments of data collection. It is worth noting that a triangulated method of data collection combines a range of data collection techniques that ensure sufficient information is gathered for a study (Samsonowa, 2011). With triangulation, the levels of threats to internal validity are detected and dealt with promptly. This, therefore, results in a stronger research design and more reliable and valid research findings or outcomes (Nykiel, 2007). A sample of respondents will be selected from 8 banks. In this case, a simple random sampling method will be used to recruit 5 respondents from each bank. Thus, in total, there will be 40 respondents for this research study. It is important to note that there is a possibility of some respondents failing to turn up for the study. In this regard, they will still be replaced through a simple random sampling. Simple random sampling is preferred as the most appropriate sampling technique due to a number of reasons. First, the use of a random sampling technique allows every item within a population to have an equal chance of being selected for inclusion in a research study ( Antonisamy, 2010). In cases where a population is homogenous, a simple random sampling can guarantee representativeness within a research study. This implies that there is a high possibility of having a population under study to be sufficiently represented in a research study (Fink, 2006). In addition, a random sampling technique is one of the easiest approaches to selecting sample populations; it is time saving and a cheaper means in terms of cost. During the sampling process, research ethics will be observed. No individual will be coerced to participate in the study. Instead, every participant will be allowed to pull out of the study at his or her own will. Moreover, no form of deception will be used to enlist the participation of respondents. The triangulated instruments of data collection, as earlier mentioned, include structured interviews and open-ended questionnaires.Considering the context of this research study, structured interviews will be crucial to the study since they are usually more efficient than other forms of data collection (Hersen, 2011). Furthermore, the use of structured interviews enables a researcher to administer similar questions in a similar order, thereby ensuring standard responses from respondents (Hersen, 2011). The choice of open-ended questionnaires has also been informed by numerous factors. One of the reasons is that open-ended questionnaires allow respondents to answer questions by providing information according to their own perceptions (Kumar, 2005). Besides, during the study process, respondents are often free to provide as much information as they are able because they are not limited as in the case when they are to answer closed questionnaires (Kumar, 2005). Moreover, another advantage of using open-ended questionnaires is that they enable a researcher to collect accurate data. This happens in two ways. First, it is unlikely that respondents will forget responses they have to provide if they are allowed to respond free ly. Second, open-ended questionnaires ensure that respondents read and understand the questions before giving their response, unlike in closed-questionnaires where a respondent may simply disregard questions and end up providing wrong responses (Kumar, 2005). This happens when respondents are given very many questions with numerous options to choose from. During the data collection process, the respondents will be assured of the fact that the information they will provide on the questionnaires will be kept confidential and that their identities will also be kept confidential. Moreover, the opinion of every participant will be respected. Furthermore, the researcher will respect the time of the respondents, especially during interview sessions. This will be important in terms of gaining their trust and future cooperation. The data analysis process will involve inspection, transformation and cleaning with the aim of highlighting important and useful information. After the foregoing pro cess, the data will be coded. Coding is termed as an explanatory technique that is used to consolidate the data in a methodical fashion and provide a way to present the clarification of the data into specific quantitative techniques. With respect to this, the data will be categorized into themes. The themes of the data will then be coded and entered into a computer system where it will be analyzed through a data analysis program known as SPSS. The statistical techniques to be used include frequencies, chi-square, percentages and other central tendencies. References Alkhaffaf, M. (2011). The Impact of Empowering Employees on Organizational Development: A Case Study of Jordan ICT Sector. Journal of US-China Public Administration, 8(7), 800-820. Allcorn, S. (2005). Organizational Dynamics and Intervention: Tools for Changing the Workplace. New York, US: M.E. Sharpe. Andres, L. (2012). Designing and Doing Survey Research. London, UK: SAGE. Antoniou, A., Cooper, C. (2005). Research Comp anion to Organizational Health Psychology. New York, US: Edward Elgar Publishing. Antonisamy, B. (2010). Biostats: Prin App. New Delhi, India: Tata McGraw-Hill Education. Babbie, E. R. (2011). The Basics of Social Research. London, UK: Cengage Learning. Barling, J., Kelloway, E., Frone, M. (2005). 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Managing Change at an Unstable Company Essay Example | Topics and Well Written Essays - 1000 words

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