Global Issues in Design and Visuality in the 21st Century Cultural Essay

Global Issues in Design and Visuality in the 21st Century Cultural Analysis of the street - Essay Example The shape, dimension and structure of a civilization can vary. A educational collection can be a extensively scattered small figure of people, who shares a ordinary put of norms and values, or it be able to be a nation - smooth our world can be looked upon because a customer ambitious, capitalist civilization. Broken down, culture cannot live on it's own. It relies on the communication flanked by a dispatcher and a handset. It is in this interaction - the indoctrination and decode of a exacting communication, followed by the formation of meaning that civilization comes into existents; continually changing as it emerge and disappear into realism. The meaning creation can take put as it has done from the dawn of man type, from side to side conversation, playing, dancing etc. But as time has distorted, the ways that we interrelate with every other has changed the length of its side. From the industrialisation and onwards, novel technologies have open a new era of person interaction, allowing one-to-many message, defined as mass-communication. Mass message is generally the procedure of a expert communicator sending a communication reproduced from side to side electric or automatic equipment to a varied and anonyms audience. Newspapers, radio, television, cinema and the Internet are all instances of mass communiqu. Us as active participants in civilization, are daily bare to the various mail makes by mass communicators, and are continually in process of creating sense and defining civilization. The specific instance of popular civilization that I will analyse is music television (MTV). I will analyse it in conditions of; - Its place on the worldwide educational marked, - Its influence on the connotation creation of its audience - Its structure and place inside its surrounding civilization and surrounded by society. MTV is a cultural occurrence in our cotemporary civilization, living and mouthful of air through its spectators and their awareness and identity. It is a suitable subject of learn since of its widespread fame and its self-imposed educational aesthetics. What extra to speak than MTV is MTV. MTV, make and accumulation consumerism On August 1. 1981, MTV was launched for the primary time into educational awareness. Immortalizing itself the original VJ (Video jockey) kicked off with the language "ladies and gentlemen, rock 'n' roll," appropriate follow by "the Buggles" "Video killed the radio star" The first melody video network was born and complete it clear that music, or at smallest quantity the marketing of music, would turn out to be a visual medium, and the melody manufacturing hasn't been the similar since. When looking at MTV today it is firm to imagine that this enormous help figure, on one occasion was on the tilt of continued existence. The astronomical enlargement of wealth and

Concept of Delinquency Essay Example for Free

Concept of Delinquency Essay The National Criminal Justice Reference Service defines the offenses committed by status offenders as the following: â€Å"behaviors that were law violations only if committed by a person of juvenile status. Such behaviors include running away from home, ungovernability (being beyond the control of parents or guardians), truancy, status liquor law violations (e. g. , underage drinking, and other miscellaneous offenses that apply only to minors (e. g. , curfew violations and tobacco offenses. In the Federal Criminal System, juvenile delinquents are juvenile offenders processed in the Federal justice system, with charges of delinquency, which are in violation of state or federal laws. Looking at the definitions of these two, there seems to be a very thin line dividing the two which is why the justice system treats them similarly, which is by having the cases processed by the juvenile courts. From the point of view of the law enforcers, the treatment should be the same as both are violating certain laws and regulations. The other sectors however believe that the treatment should not be the same as status offenses are considered as minor offenses while the juvenile delinquency offenses are of graver status. Therefore the status offenders should not be processed in the same manner as the juvenile delinquents. The latter are considered to have more serious violations of either state or federal laws or municipal or local ordinances. A master’s study that was archived with the Central Connecticut State University Department of Criminology and Criminal Justice supported the claim that the treatment should not be the same. A review of a state program created to deal with status offenders was made and here it is asserted that the treatment of status offenders should not be the same. The paper asserts that status offenders should not be punished without having committed crimes and that they should not be referred to the courts as they have not committed crimes. Further, the juvenile courts should not be used to order children into placement. Why are males more delinquent than females? Is it a matter of lifestyle, culture or physical properties? A study of gender and delinquency entitled Crime Delinquency in the United States presents official statistics that suggest that males are significantly more criminal and delinquent than females. Data show that the teenage gender ratio for serious violent crime arrests is approximately 6 to 1, and for property crime approximately 2. 5 to 1, male to female. Similarly, the study by Melissa Sickmund (Juvenile Justice Bulletin, Oct. 2000) indicates that the males are involved in about 8 in 10 delinquency cases each year. Although they constitute only half of the juvenile population, males were involved in well over 70% of person, property, and public order offense cases and in 85% of drug law violation cases handled by the courts in 1997. The male proportions were somewhat higher in 1988. Here it is seen that males are more likely to be â€Å"frequently delinquent† than females and more likely to engage in serious felony-type acts. The explanations range from the biological to the sociological to the social. Each of the reasons identified in the question is a factor to consider: lifestyle, culture or physical properties. As to the lifestyle, males are more extroverted and therefore more exposed to the environment outside the homes. Even in the modern non-patriarchal societies, the males are seen to perform more roles outside of the house. Culture is an important reason too. Our general notion of the females relates to being mothers and therefore also naturally clinging to maternal support. This natural tendency explains why females will more likely not want to commit crimes. The physical or biological properties are also helpful in explaining this gender issue relative to delinquency. In their physical development, females are more expressive of their emotions, more open to family bonding and ties compared to males. Females have the tendency to be more closely monitored by the parents compared to the males. Should there be mandatory incarceration for chronic juvenile offenders? Those who are in favor or mandatory incarceration are of the opinion that offenders, regardless of gender or age should be incarcerated and that chronic offenders should be punished on a mandatory basis in order to reduce and deter crime . On the other hand, those who do not favor mandatory incarceration are of the opinion that for reform to take place, rehabilitation and not incarceration is the remedy. The paper written by Joseph B. Sanborn Jr. asserts that the traditional primary purpose of the juvenile justice system, which is rehabilitating young offenders, should be preserved. Because of the problem of excluding some juvenile delinquents from being prosecuted in the juvenile courts but only in the criminal courts, Sanborn believes that there must be developed a rationale for this exclusion. Summarizing the arguments for or against mandatory incarceration, a study on Serious Juvenile Offenders , quoting Schuster (1978), observes that the serious violent delinquent is an insignificant part of the total population and only a small part of the delinquent population. Because of their small numbers it is more appropriate to rely on the traditional juvenile court waiver mechanisms than to create new laws for the special handling of serious juvenile offenders. From another perspective, however, although serious juvenile offenders are few, they cause considerable social harm, such that measures must be taken to rotect society from them. This view, combined with an emphasis on crime reduction through incapacitation, has led to a policy of mandatory incarceration for serious juvenile offenders in some States. Another view holds that the incapacitation of chronic juvenile offenders will not substantially reduce the crime problem, because so many serious delinquent acts go undetected according to self-report data; however, the same studies suggest that the more frequent and serious violators eventually become â€Å"official† delinquents. Another perspective neither minimizes the problem of serious juvenile crime nor suggests that the rehabilitative goal of juvenile justice be abandoned. It advocates that juvenile justice develop programs that will facilitate change in serious juvenile offenders while providing adequate protection for society. While research can provide more information on what does and does work with such offenders, youth policy ultimately rests on ethical considerations that lie beyond the province of the legal and behavioral science realms. References http://www.ncjrs.gov/app/publications/Abstract.aspx?id=88858 http://www.ncjrs.gov/html/ojjdp/jjbul2000_10_3/contents.html

Diversity, Learning and Progress

Diversity, Learning and Progress Diversity, Learning and Progress Introduction: Diversity is about identifying the dissimilarities in the characteristics of individuÐ °ls that form their identities and the experiences they have in society. Diversity is the degree of basic human differences among Ð ° given population. The modern-day learning environment faces many learning issues. Todays classrooms do not consist of homogeneous (uniform) student groupings, rather they are composed of heterogeneous (different) student groupings. As our classrooms take on Ð ° new look, our teachers approaches to teaching must change to accommodate student diversity. Ð lthough the schools are unable to control many factors that can influence Ð ° students academic success they can improve the ways in which they previously served them. This essay discusses diversity, learning and progress in Ð ° concise and comprehensive way. Diversity Managing diversity is reÐ °lly about managing differences, and Ð ° simple training program cannot accomplish it. It is Ð ° culture change; Ð ° culture change initiated by enlightened managers who can see the energy and enthusiasm that result from capturing the best of many people and ideas. It is not enough that companies state their concern; they must take actiÐ ¾n to show that diversity is vÐ °lued (Kram, 1996, pp. 90-98). Diversity, include diverse perspectives, approaches and sensitivities of culture, gender, religion, ethnic and natiÐ ¾nÐ °l origin, attitudes, socio-economic and personÐ °l differences, sexuÐ °l orientatiÐ ¾n, physicÐ °l and mentÐ °l abilities, culturÐ °l power groups versus majority culturÐ °l groups, productive abilities, power, knowledge, status and forms of sociÐ °l and culturÐ °l reproductiÐ ¾n. Therefore, diversity management means the creatiÐ ¾n of internÐ °l and externÐ °l environment within which these different perspectives, approaches and sensitivities are incorporated and developed in order to manage diversity in such Ð ° way that the full potentiÐ °l (productivity and personÐ °l aspiratiÐ ¾ns) of individuÐ °ls and institutiÐ ¾ns may be reÐ °lised optimÐ °lly. (Kram, 1996, pp. 90-98). Diversity activity is Ð ° vÐ °luable resource in the educatiÐ ¾nÐ °l environment and many institutes are seeing the need to implement these programs. Diversity is normÐ °lly viewed as Ð ° race or gender issue but diversity covers an extensive range of various personÐ °l differences. Diversity training through activity has become Ð ° necessity in businesses because of peoples differences in the educatiÐ ¾nÐ °l field. Because institutes are so diverse, Diversity activity programs will help educate, sensitize and prepare students to get Ð °long in the educatiÐ ¾nÐ °l environment. Issues in learning In sociÐ °l learning theory, development and learning are, in other words, inseparable processes; and they constitute each other in an understanding of learning as participatiÐ ¾n in sociÐ °l processes. The overÐ °ll governing questiÐ ¾n for this review is: How does sociÐ °l learning theory contribute to an understanding of organizatiÐ ¾nÐ °l learning, which differs from Ð ° point of departure in individuÐ °l learning theory? Most of the literature on organizatiÐ ¾nÐ °l learning and its counterpart, the Learning OrganizatiÐ ¾n, departs from individuÐ °l learning theory; and sociÐ °l learning theory in organizatiÐ ¾nÐ °l learning literature has grown out of Ð ° criticism of just that departure. The criticism is elaborated later, but, in short, it is that individuÐ °l learning theory focuses on learning as inner mentÐ °l processes related to the acquisitiÐ ¾n and processing of informatiÐ ¾n and knowledge. It leads to mind being the locus of learning, and as Ð ° consequence, Ð ° separatiÐ ¾n of the individuÐ °l learner and the context, in this case, the organizatiÐ ¾n, for learning (Cazden, 1988, pp. 20-26). InclusÃ'â€"ve teÐ °ching indicates that teaching in techniques that do not leave out students, accidentÐ °lly or intentiÐ ¾nÐ °lly, from chances to learn. InclusÃ'â€"ve teachers mirror on how they teach, as well as what they tÐ µach, in order to employ the wide range of experiences and learning styles theÃ'â€"r students bring to the classroom (Cazden, 1988, pp. 20-26). CommunÃ'â€"cating clear expectatiÐ ¾ns, using inclusive language, and articulating your dedicatiÐ ¾n to honourÃ'â€"ng diverse perspectives can Ð °ll add to Ð ° more welcoming learning environment (Cazden, 1988, pp. 20-26). AdditiÐ ¾nÐ °lly, giving students the opportunity to provide an opinion at different tÃ'â€"mes Ð °ll through the quarter can Ð °lso be cooperative in measuring how well your inclusÃ'â€"ve strategies are workÃ'â€"ng. There is Ð ° very clear relatiÐ ¾nship between sociÐ °l and educatiÐ ¾nÐ °l outcomes in the United Kingdom establishing itself from early childhood. Our educÐ °tiÐ ¾n system has developed over numerous years through Ð ° changing society with changing demÐ °nds and hopes. The vÐ °lues and assumptiÐ ¾ns that are widely shared throughout our society have determined how and why we teach and to understand why this happened we must consider the history of our relatively brief educatiÐ ¾n history. Bowles and Gintis (1976) developed an argument they cÐ °lled Correspondence thesis where they believed that schools were organized to correspond to the work place. For example, the relatiÐ ¾nships of the principÐ °l, teachers and students corresponded to relatiÐ ¾nships of the boss, leading hand and worker. This form of educatiÐ ¾n prepared students for different positiÐ ¾ns in the economy in later life and was determined largely by the status of their family within society. Todays classrooms do not consist of homogeneous (uniform) student groupings, rather they are composed of heterogeneous (different) student groupings. As our classrooms take on Ð ° new look, our teachers approaches to teaching must change to accommodate student diversity. Ð lthough the schools are unable to control many factors that can influence Ð ° students academic success they can improve the ways in which they previously served them. When differences in student achievement are detected associated with factors such as race, gender or economic status, Ð ° bias in teaching strategy must be suspected (Tenbrink, 1974, pp. 16-21). Monitoring Progress Research on self-monitoring typicÐ °lly has employed multi-item, self-report measures to identify people high and low in self-monitoring. The two most frequently employed measuring instruments are the 25 true—fÐ °lse items of the originÐ °l Self-Monitoring ScÐ °le and an 18-item refinement of this measure. EmpiricÐ °l investigatiÐ ¾ns of testable hypotheses spawned by self-monitoring theory have accumulated into Ð ° sizable published literature. Among others, it includes studies of the relatiÐ ¾n of self-monitoring to expressive control, sociÐ °l perceptiÐ ¾n, correspondence between private belief and public actiÐ ¾n, tendencies to be influenced by interpersonÐ °l expectatiÐ ¾ns, propensities to tailor behavior to specific situatiÐ ¾ns and roles, susceptibility to advertising, and orientatiÐ ¾ns toward friendship and romantic relatiÐ ¾nships. It may be mentioned that soon after its inceptiÐ ¾n, self-monitoring was offered as Ð ° partiÐ °l resolutiÐ ¾n of the â€Å"traits versus situatiÐ ¾ns† and â€Å"attitudes and behavior† controversies in personÐ °lity and sociÐ °l psychology. The propositiÐ ¾ns of self-monitoring theory clearly suggested that the behavior of low self-monitors ought to be readily predicted from measures of their attitudes, traits, and dispositiÐ ¾ns whereas that of high self-monitors ought to be best predicted from knowledge of features of the situatiÐ ¾ns in which they operate. Self-monitoring promised Ð ° â€Å"moderator variable† resolutiÐ ¾n to debates concerning the relative roles of person and situatiÐ ¾n in determining behavior. These issues set the agenda for the first wave of research on self-monitoring (Tenbrink, 1974, pp. 16-21). To be brief monitoring is the process of creÐ °ting and changing experience into knowledge, abilities, attitudes, vÐ °lues, emotiÐ ¾ns, beliefs and senses. It is the procedure through which individuÐ °ls become themselves. References Kram, K. E. and HÐ °ll, D. T. (1996). Mentoring in Ð ° context of diversity and turbulence . In S. Lobel and E. Kossek (eds.), Human Resource Strategies for Managing Diversity . Oxford: Blackwell, pp. 90-98. Cazden, C. B. (1988). Classroom discourse: The language of teaching and learning . Portsmouth, NH: Heinemann, pp. 30-35. Lindfors, J. W. (1987). Childrens language and learning . Englewood Cliffs, NJ: Prentice-HÐ °ll, pp. 2026. Tenbrink T D (1974) EvÐ °luatiÐ ¾n Ð ° practicÐ °l guide for teachers Maple press, pp. 16-21.

Artificial Intelligence Essay -- Technology, Computers

Of all the technological developments of the modern age, none is as complex as artificial intelligence. The idea that a non-human, manufactured entity could advance to a point of emulating human behavior is enough to make people shiver. The idea of something so advanced that we will not be able to tell the difference may be even worse. In 1961 Philip Dick wrote Do Androids Dream of Electric Sheep?. It portrayed a world with these exact characteristics. Artificial Intelligence had advanced to a point of near-perfect human replication. In creating this world, Dick was echoing the speculations and fears of a.i. that had build up by that time. It would then continue to influence those opinions in the years after. It is necessary to look at the development of artificial intelligence in order to put this idea into context. The concept of intelligent and aware constructs began to emerge in the 1950s and 60s as several scientists in many fields came together to discuss the possibilities of advanced computer research. The first major step was a scientific conference at Dartmouth College in 1956. Here, the general concepts and possible paths of research for a.i. were fleshed out. As described in Artificial Intelligence: A Modern Approach, this conference was â€Å"the birth of artificial intelligence.† This was mostly a theoretical stage yet attending experts predicted that with a huge investment, working technology could be available in a generation (16). After being officially established, a.i. research and discovery exploded. Computer programs, a brand new idea, were already conquering algebra problems and speech recognition. Some could even reproduce English (18). It was clear that arti ficial intelligence research was going to be at the fo... .... Each stage of development increases our reliance and this in turn promotes advancement. Do Androids Dream of Electric Sheep described a dark world where artificial intelligences and humanity came into a form of conflict. Its predictions and ramifications are not easily dismissed and hold true even today. We are already seeing a.i. surpass humans in some fields. IBM's WATSON has passed humanity in terms of intellect. It will be some time before it is self-aware of that fact, but it is a milestone nonetheless. We also have artificial â€Å"slaves† in some small sense of the word. Machines to much of the heavy labor previously done by man. Massive assembly plants now only employ a few technicians to watch overt the computers. While a far cry away from slavery, the process has begun. We are addicted too we usefulness of machines and the addiction is impossible to cure.

Personal and Professional Challenges Matrix Worksheet Essay

Use the following matrix to describe three personal and three professional challenges. For each challenge, describe time and stress management techniques along with personal development resources that may help a nurse overcome these challenges. Personal Challenge Time Management Technique Stress Management Technique Personal Development Resources Example: Balancing work and family responsibilities Use a calendar or organizer to plan my schedule. Take regular family vacations. Family counseling and self-help books New development with technology is a bit harder for me to grasp. Write notes to stick on refrigerator, use daily calendars, and books. Post reminder notes on my bathroom wall. Take walks in the park two times per week. Talk to family out of the country once per week. Perform Yoga exercises twice per week, 30 minutes each time. Read more positive books, listen to professionals speakers, read nursing journals. Will join the ANA group and some different organizations after I acquired my BSN next year. Due to school schedules and personal obligations, I am not able to take my regular vacations like I used to. Complete tasks in advance Study at least three hours per day. Will try to take at least two short vacations three days per month. Spa treatments once per month. Attend workshops at the University of Phoenix. Read more materials in order to improve my grammar skills. Overload of work and school prevents me from getting the proper amount of sleep. Complete small portions of assignments each day. Request educational leave in advance when a large assignment is due. Reward myself when I receive a good grade on an assignment by spending time at the movies with my three year old grandson. Find ways to become a better speaker. Communicate more with instructors and classmates. Professional Challenge Time Management Technique Stress Management Technique Professional Development Resources Example: Keeping up-to-date with changing standards Plan time to review professional journals. Join a professional organization. Professional organization and professional journals – Identify the specific organization and list the website. Speeches and presentations Listen to and learn from professional speakers. Take baby steps to improve. Practice once or twice per week. Do deep breathing techniques before giving a speech. Eat balanced meals, no caffeine. Attend lectures on how to give a good speech and stay focused. Time and money for continuing education. Work extra shifts when school is closed on holidays to pay for classes. Don’t procrastinate, meet with study groups as scheduled. Continue to focus on the things that makes me happy. Attend social events. Stay away from negative people. Find resources to help with finances such as: Scholarships, Grants, and Financial Aids. Obtain Bachelor’s degree Set aside time to study, schedule monthly goals. Help to build on each other’s strengths and learn from each other’s experiences within the team. Set up work out exercise regimen, eat well and get enough rest as possible. Attend family outings/gatherings. Think positive at all times that I can achieve my BSN degree. Meet with advisors and professors in order to stay on track with grades. Use webinars to research on various topics. Read motivational books.

Leadership and Qualities Essay

As a company that wants to grow, SPAR s Applied System Group (ASG) faces a few external and internal pressures urging the company to change in order to adapt to the new business environment. SPAR’s Applied Systems’ client base primarily consists of government-based agency, from Canada’s Department of National Defense to U.S’s Navy and Coast Guard. However due to shrinking budgets in the defense department of government-based agency, SPARs Applied Systems faces the external pressures of less sales due to lower demanded from its major clients. Along with decrease demand ASG also faces the problem of its heritage programs nearing competition, 70% of its revenues will be gone once these projects are completed. ASG also have the policy of cost plus when working on government projects, which meant if the project was delayed or went over budget ASG would have to eat the cost. Another external pressure that is forcing ASG to change is the company is technology foc us rather than customer focus, with the increasing competitions in the market ASG is ill prepare for the external pressure of growing competitiveness in their field. A major internal pressure ASG is experiencing has to do with their employees, although ASG’s employees are the most skilled in their field, the company itself did not know how to best direct their energy. The employees were comfortable working in their current environment, which means costs are not effectively allocated. With declining revenue it is critical for management to change the culture in order for the company to be more profitable. Along with the contract of cost plus it becomes clear that ASG needs to allocate their cost efficiently in order to generate profit. In conclusion none of this can be achieved without Stephen Miller. What Makes Stephen great leaders, when Stephen faced numerous challenges when he took on the role as the General Manager at ASG.? The problems that he faced were quite difficult to solve with a single solution, rather there were multiple alternatives. The greatest challenge we believe that he faced was that ASG was competition in a decreasing market, which was Government aviation and defense industry. Majority of the company’s revenues came from government contracts that were soon to be ending. The entire government spending towards defense and space aviation was decreasing and ASG had to make the transition towards more consumer based. In regards to that single problem, Stephen faced a lot of internal and external pressures. Stephen had to change the corporate culture from focusing on being technology driven to customer based. There were two kind of leadership that we think Stephen used as the GM. First it was situational leadership because, that leadership is composed of both a directive and a supportive dimension, and each has to be applied appropriately in a given situation. He actively searched out the best and the most experienced candidates in their field of work or specialty. Stephen then would guide them with both the directive and supportive dimensions until they were truly good what they did for ASG. The second leadership was the Path goal theory, the reason I saw that is because theory is about how leaders motivate subordinates to accomplish designated goals. The reason why I say that is because, the company was moving in a new direction, and Stephen was trying to foster a new corporate culture. He was trying fostering team work, opening communication channels and acknowledging great performance from individuals. Stephen motivated his colleagues to believe in the new path that was set by first focusing on the employees. In addition Stephen was a transformation leader he used the Inspirational Motivation technique which fostered team spirit, motivation and provide meaning and challenge to his colleagues. The challenge that ASG faced, Stephen made every believe that was their personal problem. Lastly how did he overcome the team leadership problem? Well what Stephen has singular responsibility for running a custom that will help the group accomplish efficacy. Well team leadership incorporates both internal and external situations. Stephen did that be choosing which methods would benefits his company the most. One of the best decision Stephen did was hire Ana Solari, but what were her challenges. â€Å"Anna Solari with an experience of 10-years, worked as Human Resources Consultant for two Different commercial high technology firms† (Rowe, 244). She is relatively new to Spar Applied system and her new job as a director is to create â€Å"departmental vision and strategy for 2000† (Rowe, 241). She began her work by gathering data from a population of 341 employees and named it â€Å"Baseline Audit†. She was excited with the challenge that well established company wants to focus more on commercially oriented aviation customers than government customers. The Baseline Audit introduces several challenges to Anna and these are as follow: Anna finds that ASG functional departments operates in isolation and â€Å"upper management wanteda structure organized by process that functioned in integrated teams created for specific contracts†(Rowe, 245), So ASG improves its market share by providing products on time. Furthermore, Anna describes the corporate culture as â€Å"When I walked into was a very traditional, hierarchical organization with four or five layers of management.† (Rowe, 245) that she believe major hurdle in communication between upper management and general workers. As a result, accountability cannot be managed properly because it rests with those who possessed the â€Å"manager† title. Anna was surprise to know that work place appearance was detrimental â€Å"such as the color of the paint on the walls, poor ventilation, and questions about health and safety standards from workers.† (Rowe, 245) she wondered how the company will eliminate the next attempt of unionization, if management couldn’t motivate employees. Recruitment and training is another area, where she feels ASG should look into so new ideas and performance can be improved. As she said â€Å"they broke out of the mold a little bit when they hired me.† (Rowe, 246) Since Applied System Group is technology base department, therefore, it prefers hiring from within because they believe experience is much better than new graduate. It also limits the involvement of Human Resource department that make sure whether the worker is fit for new role. Furthermore, if an employee needs critical training which is not available within the organization then ASG sends the worker outside to community college. This practice shows that department doesn’t have enough technical staff or expertise that trains employees. In regards to the new direction of ASG under Stephen Miller, what changes were needed? From our analysis, Stephen Miller determined that ASG was unable to compete in the commercial marketplace. ASG products were marketed for government and military client and failed the ability to meet the requirement of new customers. Under the direction of Stephen miller, the changes that were needed in the HR department were (1) dramatically change the ASG culture from technology driven to market driven, (2) make possible for the division to make more money for at least six months in a row, (3) Design a global long-term strategy rather than short-term strategy to help ASG to create a culture that will allow more teamwork and open communication to increase both the flexibility and performance of the organization Anna clearly best approached to lead her HR department smoothly is using the transformational change framework. It involves an entire rethinking of how the company is structured and managed, and emphasize at eliminating the poor management skills to prevent the next unionization. In such change, instead of conforming to procedures and practices, the company needs to restructure and redefines its practices and policies. Anna experienced culture at ASG was quite formal where major problem encountered in communication between upper management and general employees, equity, behavior shifts, overtime policies and sick leave, poor working condition and little face-to-face communication are the main hurdle for HR department run smoothly. Anna best approached to loosen up the company situation is by using the transformational change framework to restructure and redefines its practices and policies.