Community Organization Intensifies Community Stability and...

Crisis in community is a regular phenomenon. The need for community organizing addressing community crises is, therefore, evident and perpetual. Bill Lee (2011) suggests that a pragmatic approach to community organizing intensifies community actions addressing community crises associated with the problem of inequality, environmental degradation and crises, and economic instabilities. This paper intends to explore the influences and effects of â€Å"Pragmatic of Community organization† on innovation and vice versa. Bill Lee identifies community as â€Å"a complex notion of the way people live and connect with each other† (Lee, B., 2011, p.20), and defines â€Å"community organization as a social intervention which seeks to maximize the ability of oppressed or disadvantaged people to take action and influence their environment: .....†(Lee B., 2011, p.100). Lee also suggests that a pragmatic community organizing should have specific objectives that include community participation, sense of community, social production (Gamble, N. D. Weil, M., 2009, p.123), proper use of appropriate resources, and social learning in order to achieve community goal focusing upon citizen empowerment (Lee, B., 2011, p. 94). According to Lee, pragmatic community practice adapts two approaches namely healing or traditional social work approach, and reformation or structural social work approach (Lee, B., 2011, p. 77) in order to overcome community crises associated with three perspectives such as: social,Show MoreRelatedHurricane Maand Case Study775 Words   |  4 Pagesand Wednesday. Warnings for this storm included islands that host Marriott operations: U.S Virgin Islands, Puerto Rico, and St. Kitts. On Monday, Hurricane Maria had maximum winds of 160 mph. The U.S National Hurricane Center expects the storm to intensify over the next two days and recognizes the possibility of a direct hit on Puerto Rico. At year-end 2016, Marriott International operated, franchised, or licensed 225 properties, a total of 51,018 rooms, in the Caribbean and Latin America (MarriottRead MoreThe For White Collar Criminals1704 Words   |  7 Pagescharacter of them leaders in their corporations says a lot about how these guys are important and whatever they do really affects where the organization goes. Leaders first should be of impeccable character that will be emulated by those below them and be admirable. Actions such as corruption, unaccountability and so much more are bad apples in the organization and should be eliminated through punishments for white collar criminals. An example is Cornelius Vanderbilt who made fortunes through steamshipsRead MoreInternational Affairs During The Cold War1733 Words   |  7 Pagesare long gone. In this scenario, the Iranians have effectively tested a nuclear warhead and are exerting a great effort to construct an intercontinental weapons system that has the abil ity to reach the U.S.’ east coast.1 These actions are clearly intolerable and action must be addressed straightaway. As a member of the National Security Team, I am convinced that world opinion would strongly be in favor of ensuring Iran does not further their nuclear weapon development aspiration. NeverthelessRead MoreRevenue Enhancement Action Plan and Strategy1453 Words   |  6 PagesRevenue Enhancement action plan and strategy Assignment project: Business strategy Prepared By : Ajmal Rasheady Date: 2013 Introduction Municipalities in Afghanistan are created for management of city affairs and to provide for the general welfare of their inhabitants. In spite of this huge responsibility toward city and citizens, municipalities are the non-budgetary units of government and are authorized to generate their own revenues. 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Multiple outbreaks of violence and fighting now plague the already young and struggling nation. The Nuer White Army is an unorganized and unpredictable force which the former Vice-President cannot control. On 18 FebruaryRead MoreImportance of Peace and Order Law in the Development of the Country4337 Words   |  18 Pages Peace and order is an essential ingredient in maintaining economic development, social order and political stability. A condition of peace and order facilitates the growth of investments, generates more employment opportunities and attracts more tourists. Economic development generally refers to the sustained, concerted actions of policymakers and communities that promote the standard of living and economic health of a specific area. Peace refers to absence of hostility. It refersRead MoreInternship Experience Report On African Union Essay1853 Words   |  8 PagesUnion can be traced back to the 1960’s when the Union of African States was established as an early confederation to the foundation of Organization of African Unity (OAU) and the African Economic Community in the 1980’s. On May 25 1963 in Addis Ababa, Ethiopia, the 32 African states that had achieved independence at that time agreed to establish the Organization of African Unity (OAU). Additiona l 21 members slowly joined, reaching a total of 53 by the time the AU was created in 2002. On July 9thRead MoreThe Association Of Southeast Asian Nations Essay2234 Words   |  9 Pages2008). The organization was formed on 8th August 1967, preceding an organization that had been created in 1961 known as Association of Southeast Asia. It was formed when some foreign ministers signed the ASEAN declaration, which is normally recognized as the Bangkok declaration. 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The First Layer Of The Unconscious - 1570 Words

The first layer of Carl Jung was also called the personal unconscious is basically the same as Freud’s kind of the unconscious. The particular unconscious has temporality elapsed information and well as repressed retentions. Jung (1933) outlined an important article of the personal unconscious called complexes. A complex is a collection of opinions, moods, attitudes and memories that focus on a particular idea. The more elements attached to the complex, the greater its effect on the individual. Jung also said that the personal unconscious was much nearer the exterior than Freud advised and Jungian therapy is less concerned with repressed infantile knowledges. It is the present-day and the future, which in his opinion was the strategic to†¦show more content†¦While he was becoming a teen he started reading books and that is where he found out he actually loves philosophy. While Jung was growing he started noticing that he had two personalities just like his mother. Th is personalities are modern Swiss, and the other personality is more to the eighteenth century. The Swiss personality describes more a schoolboy living in the new era. The other one is describing a man which is very influential from the past. Jung decided just to study medicine,but the he developed that he had an spiritual interest in phenomena while he was attending school. Since Jung was into this two interest he then discovered a carrier that was a combination of both carrier which is psychiatry In 1902 he completed his doctoral in Psychology and Pathology of So-CAlled Occult Phenomena. Jung also graduated of a medical degree from the University of Basel. Jung got married in 1903 with Emma Rauschenbach, they were together since until the year of her death which it was 1955. But the death of her wife did not stopped him from having other woman. After having several romances with several women Jung felt in love with his very first patient at the Burgholzli Psychiatric Hospital. She was a Russian named Sabina Spielrein, they exchanged letters for several years. A couple time after they were doing this they broke up their romance since he found out that while they were together he was having negativity in his carrier. Jung also worked

New Jersey corrections officer Free Essays

Paul Leaders has been a New Jersey Department of Corrections Officer (NJDCO) for over ten years.   As a NJDCO, Paul’s role and responsibility is to â€Å"ensure the custody, safety and care of criminal offenders confined in state correctional facilities† (www.state. We will write a custom essay sample on New Jersey corrections officer or any similar topic only for you Order Now nj.us/corrections).  Ã‚   It is his duty to â€Å"ensure the safety and welfare of the staff and inmate population, assist in the rehabilitative efforts for those incarcerated individuals returning to the community and promote public support for the operation and objectives of the Department of Corrections† (www.state.nj.us/corrections). At the age of 25, Paul began his career with the Department of Corrections.   Before he became a full-fledge corrections office, he had to go through a screening process.   The pre-employment screening is a four phase process that includes filling out an application, taking a video test, completing a computer background assessment, a general and intensive background check, a drug test, a written psych exam, a medical exam and a psych interview.   If an interviewee gets through the screening successfully, next comes a 14 week training course at the academy and then an on the job test period (www.state.nj.us/corrections).   The pre-employment screening is vigorous to discourage those who are not serious about making the Department of Corrections their career of choice. Once Paul successfully completed his screening, his on the job test period began in a youth facility.   His eyes were opened to the harsh realities of his position when he was attacked by a 15 year-old inmate. Although, he was not seriously hurt, his perspective changed. Paul realized that to do his job to the best of his ability and to protect himself and his co-workers, he had to treat all inmates as dangerous, no matter what their age.   Throughout the years, the dangers associated with his career choice were clearly seen.   NJDOC’s are often put in a variety of sticky situations. The ratio of officers to inmates is 1 to 3 (www.njpp.org/rpt_moneyfornothing).   Since they are out-numbered, a NJDOC’s goal is to stop potentially harmful situations before they happen.   Paul learned many valuable techniques in his psychology classes during his 14-week training process. (www.state.nj.us/corrections).   It is so much easier to prevent situations from happening than to try to de-escalate a situation once it has started. Paul has found the most challenging aspect of being a NJDCO is the personal standard necessary.   An NJDCO must have a higher set of standards when the bars clang shut.   A daily part of the job includes being taunted, called out of your name, and possibly attacked.   Through all this, a NJDCO cannot retaliate.   It is not the correction officer’s place to get angry or respond in kind.   They must turn away when an inmate is purposely trying to rile them.   If an officer hurts an inmate or is caught abusing their authority, they will be fired.   The duty of a NJDCO is to uphold the laws of the penal code and treat inmates with respect. NJDCOs’ spend time at lease forty hours a week with inmates.   Officers get to know the inmates extremely well and see facets of the human psyche many people are unaware of.   â€Å"40% of NJDOC offenders were convicted of a violent offense such as homicide, sexual assault, aggravated or simple assault, robbery, kidnapping and other personal offenses (terrorist threats, coercion, larceny from a person, death by auto and negligent manslaughter)† (www.state.nj.us/corrections). Dealing with inmates intimately is no walk in the park.   Officer relationships with inmates have gone from one extreme to another.   Some officers have been charged with bringing inmates contraband and others have been charged with assault on an inmate.   The key to survival is finding the balance – living in the middle is an NJDCO officer’s way. The department of corrections has a code of ethics that must be adhered to if an officer is to last on the job.   It is necessary to hold in confidence all information gained on the job, no gifts or services can be accepted from inmates or family members and no personal or financial gain is to be made that is in conflict with duties or will impair objectivity or judgment (www.state.nj.us/corrections).   To sum it up, be honest and do your job.   Unfortunately, for some, that’s easier said than done. The Department of Corrections has a Hearing Appeals Section and an Administrative Law/Civil Employment Litigation Section that handles employee discipline/grievances and resolves cases against employees (www.state.nj.us/corrections).   Whenever a corrections officer is facing an ethical issue, representation is provided so that the officer’s rights are not violated. Of course, there are specific laws correction officers must obey and if they knowingly exceed the extent of their power then they can face a judge and possibly go to jail.   The added stress of the job decreases the correction officer’s life span to 59 years (www.jrank.org).   Therefore, it is necessary to have your guard up continuously if you want to make wise choices, get through the workday with your personal honor intact and live longer than what some researchers have predicted. The stress of the job has caused Paul to think thought about moving into a different area of law enforcement but this might require more training and schooling.   As a corrections officer, his high school diploma was all he needed, along with being a US citizen, having a valid New Jersey driver’s license, speaking English well and being able to handle the job physically and psychologically.   Although he took extra courses during training, he does not believe that will be enough for a transfer to a different department.   Paul has not investigated the move and after an especially hard day with the inmates, he promises himself that he will. Prolonged contact with inmates is the main difference between NJDCO positions and other law enforcement positions.   Policemen and detectives, for example, investigate crimes and track criminals.   They may have to face the individuals in court, but once they are locked up, their contact with the criminal is over.   A NJDCO’s contact with the criminal begins after the other law enforcement officers’ contact has ended and that contact lasts as long as the inmates’ sentence. For the first few years of his career, Paul found fulfillment on his job.   He is serving his state, providing a needed assistance, protecting the residents of New Jersey and helping his fellow officers.   Now, he can’t say that.   The stress of not knowing what will happen from day to day is extremely hard and the last few years have been a struggle.   The constant hassle of the job has become overwhelming and is causing a strain on his marriage of 2 years.   The fact that he cannot express why he dissatisfied and he does not want to talk about the job increases to the couple’s frustration. Add the fact that he cannot talk about confidential information and the situation gets dangerous.   Communication between Paul and his wife has gone from bad to worse.   Because they are planning to have children, Paul recently transferred from the youth facility to a minimum security prison.   They are hoping this change will decrease his stress and ease the strain in their relationship.   Paul believes the transfer will make a big difference in his attitude and stress level, increasing his job satisfaction. In New Jersey, the Department of Corrections is made up of minimum, medium and maximum-security prisons.   With 14 major institutions, including 8 male prisons, 3 youth facilities, 1 female prison, and one prison for sex offenders, there were plenty of facilities for Paul to choose from.   Moving to a maximum-security prison would have meant an increase in pay but for Paul, added money would have brought added stress.   This wasn’t the case when Paul’s career began but today, the salary for a corrections officer is $43,000.   The max amount for a senior corrections officer is $65,000, achieved in nine step increments (www.state.nj.us/corrections). There are over ten different promotions available to senior corrections officers, which include, Central Transportation, Correction Staff Training Academy, Critical Incident Negotiation Teams, Custody Recruitment Unit and SRP Boot Camp.   These are just some of the positions available to Senior Correction Officers (www.state.nj.us/corrections).   Although, all officers go through rigorous training that includes coursework, most officers who move into higher positions have additional schooling.   If things go well in his new position, Paul believes that one day, he may be ready to interview for one of the promotional positions. Paul believes the key to a successful career in the Department of Corrections is to walk on the job daily with a mindset of integrity and tactfulness mixed with firmness.   Inmates are people, just like you, no matter what they’ve done.   An officer cannot take their crimes lightly but an officer must, to the best of their ability, treat them with respect.   Then, do your job, have a life outside of work, leave your job at the door and choose to be happy.   That may be the key.   Paul hopes it will be the key to his future happiness and the future happiness of his family. References 2006.   Retrieved April 3, 2007 from http://www.jrank.org. Forsberg, Mary E.   Money for Nothing?   The Financial Cost of New Jersey’s Death Penalty.   November 2005.   Retrieved April 6, 2007 from http://www.njpp.org. New Jersey Department of Corrections.   1996.   Retrieved April 3, 2007 from http://www.state.nj.us/corrections. How to cite New Jersey corrections officer, Essay examples

Knowledge Management Empirical Integration -Myassignmenthelp.Com

Question: Discuss About The Knowledge Management Empirical Integration? Answer: Introduction Continuous improvement needs the ability to know the operations that affect the goals of an organization; to do changes to these operations and measure its efficiency and effectiveness based on the facts, knowledge and information available. Objectives The objective of this continuous improvement plan is to explain the root of the problems currently being experienced at Latino Engineering and propose long term solutions to address this setback currently at stake. It also outlines approaches and steps that should be put in to practice and possible challenges that may be experienced. Improvement techniques have been described in details so as Latino Engineering can implement them. Currently there are several ways and methods available in the market that can be implemented as a CIP but Latino should develop their own custom-made CIP. The techniques utilized in this documentation are the basic steps and practices common to several CIPs. Strategies The following basic strategies must be implemented for the continuous improvement to succeed: Leadership of senior management which has been sustained must be offered with regards to commitment, support and active attention. Organizational objectives for the continuous improvement plan (CIP) must be clearly stated. The CIP should be included as a part of the organizational business plan. Improvement advantages must be compared with the cost of the CIP development and implementation. Targets and goals which are measurable and specific should be set. Utilization of a simple methodology should be considered. CIP should rely on facts available such as data and other resources as belief of challenging the status quo. Structure of Continuous Improvement Plan This part gives a summary of how an organization can implement a structured continuous improvement plan. At many times individual improvement initiatives are more successful, organization wide technique can be used to achieve greater success so as to achieve the set objectives and standards. The diagram below gives a summary of the continuous improvement plan. Elements of CIP include establishment of organizations vision, identification of overall goals, establishment of continual improvement objectives, creation of a learning culture, selecting improvement projects, managing process improvements, review and improvement of the program. (Anderson Ackerman-Anderson, 2010). Focus on PDCA approach PDCA is the basic acronym of Plan-Do-Check-Act. This approach was developed Dr. Deming in the 1950s. the purpose of this approach was to try understand what causes products and services to fail meeting consumer or customers needs. This is exactly what is happening at Latino Engineering. Customers are starting to raise complains even though the same employees were retained. What changed was only the management. Latino is currently facing these problems: engineering equipment are failing, follow up strategies on clients have been poorly designed and developed, issue resolution takes a very long time, customer service team is non responsive, and sometimes packaging of tong equipment to clients. The question is what happened at Latino Engineering services? What happened to the employees commitment? This approach will help Latino understand wat went wrong where. (Carmen, Elisabeth, Ricardo, Javier, 2012) According to Soliman (2016), PDCA is a repetitive four-phase technique of continuously improving operations, services and products and problem resolutions. It entails categorical assessment of results, testing of the most probable solutions and implementing the one with the highest possibility of working. Lets discuss the PDCA further: This cycle will aid Latino Engineering to solve the setbacks at hand and put into practice the best solution in a swift and technical way. The following steps should be be followed in order to attain the best results: Plan The first step that Latino should do is to find out what the problem is, understand it/ them and identify the opportunity that the company want to take advantage of. In addition, utilizing the Simplex Process of six steps will aid in problem identification and guides when carrying out the activities of fining information, defining the problem, generating and evaluating ideas coming up with a plan and implementing it. The final product of this phase should be expectations if the idea was a success and problem was solved. (Bourne Bourne, 2016). After a most probable solution has been identified and has been subjected to some pilot test; this stage will aid in evaluating whether the proposes solution can attain the desired results, with minimal interruptions to the rest of companys processes. Latino can implement the solution in one department to see the impact of the program solution, that is, does it solve the problem. If not, then go back to step one and plan. Data and results should be collected to show if the change has succeeded or not. (Goksoy, 2016). Check This stage basically deals with evaluation and analysis of the outcome of the test project implementation and whether it meets the objectives set in step 1-panning. If it hasnt meet the desired outcome and objective, then go back to step one and if it has succeeded proceed to step 4. The team may try to do some modifications and repeat Do-check processes. Latino should not settle for not less than desirable results. (Hayes, 2014). This is the final stage where the solution is implemented. It should be noted that PDCA is an iterative process and has not definite start and stop. This then suggests that the enhance solution becomes the new standard as new solutions are continuously being evaluated for Latino engineering. (Kneer, 2013). In addition, PDCA is coupled with several advantages including: This approach is a powerful yet simple process of solving recurring problems in a company or business. Because it is a repetitive approach it enables the program team to evaluate several solutions until they arrive at an ideal solution. It focuses on improvement continuously no matter how small is it as long as it enhances efficiency, increases productivity and eradicates the risks of implementing it in large scale. (Carleton, 2010). However, utilizing this approach can be tedious and slows compared to straightforward approach. Thus, it may this approach might not be the best choice for dealing with an issues that requires urgent attention. It also need a lot of time and immense input form team members and gives limited room for radical creativity. (Russell, 2010). Five Stages of Change Management This is the hardest change management stages. It requires true reflection in the market, leaders and shareholders.it involves comparing the past and the present and deciding whether to redo history or change the course. This stage is normally ignored or carried out wrongly by leaders, organizations and individuals. (Page, 2010). Some of the things done in this stage include; Determining the problem- this is identifying the cause of issues involved in Latino organization like why clients are complaining. The organization should avoid investing in modification initiatives that are unburdening core root causes symptoms. When fundamental causes are impactful and conspicuous, it becomes hard to find solution for problems and symptoms. Avoid interrupting more things- In this stage actions that are likely to be taken in order to improve something that requires to be better are evaluated. Latino organization should avoid breaking things that are working along the way of implementing change. During assessment, it is important to be accountable of people, technology and processes that are working and leave them undisrupted. During the general plan of change management and mitigation, the components should receive minimal effect. The organization should be careful when fixing what is planned and avoid causing more damages. (Soliman, 2017) Organizational Strategy- Latino firms should Conduct the comparisons of the key indicators of performance to search for trends, all other variables held constant such as market conditions. The focus point should be determined whether it is people, process, or technology. The focused feedback should be developed, distributed, and analyzed at the major suspicious components of organizational strategy that requires change. The organization should consider seeking advice from outside. The evaluation and prove expectation should be clearly defined. The organization should not be conservative. The change management plan should be given a priority during budgeting and initiatives involving in-process change. If this plan is not ranked at the top that is incorporated into the budget and cost facts, it will lead to the spike of both direct and indirect expenses. (Jaca, Viles, Mateo Santos, 2012). Leadership Strategy- the root cause of the needed change should be determined. Latino organization should determine whether the conflict of the process is based on the performance of cultural objectives. This is normally the main cause of a sector of change. If possible, the organization should get response from a minimum of two layers. This could be carried out in roundtables, surveys or direct contact as one can get an expression of the whole story. Due to resistance, resources from outside are preferable in facilitating and organizing responses and evaluating sessions to receive full and unbiased view of evolving gaps either in training, process or organizational strategy. The organization should have a clear understanding on what they researching at the start and be open and willing to modify course based on the findings. (Byrne, 2012) Individual Strategy-this is an important change acknowledgement component. Latino organization should slow down in building a strategic plan and robust. Mental, spiritual, emotional and physical preparation need to be done. The organization should begin building a team and support design. It is normal to experience ups and down in this stage but focus should be maintained. Individuals in this organization should assist one another.Some of the things performed in this stage include; modifying the output of Another Change Management Plan- Latino organization should avoid modifying the change management plan results. The situation can be comforting in the short term but lead to significant risks in long term thus making the organization worse than it was before trying to change it. This is the beginning of organizational problems. The issues are quiet and slow at first and then the impacts become large and difficult to recognize. If the problem is not controlled, it can cause destructive constant confusion. The organization should structure change process keeping in mind of the possible issues while trying to perform well in the organization. (Ahmed, 2013) Organizational strategy- based on the assessments, unique areas of change, timelines and measures should be determined. Budgeting process should be carried out either through board of directors executive leadership.it should be backed up with evaluation results and objectives of change management. Continuous assessment of change environments should be performed and whether the direction change should be interfered at any point. (Medinilla, 2014). Leadership strategy- similarly as with organizational strategy, the organization should develop the case and back it up with evaluation results. Identification of the key talent to aid in change initiative and strategic staffing process should commence. The organization should begin recognizing team members that are potential positive, negative or neutral. Most leaders sometimes ignore the positive and neutral individuals and target much on the negative ones. The most destructive team members are the neutral individuals. Ownership and general support is very important to the success of change initiative. As in organizational strategy, the organization should be aware of what they are looking for and be open and willing to change way based on the results. Leaders should avoid starting programs that contradict or overrun other change initiatives therefore causing increase in costs and efforts. Before the team progress with change management plan, they should consult from their leaders whether there exist overlapping or conflicting efforts. (Poirier Houser, 2013). Individual strategy- the organization should determine whether the change feeling is extrinsic or intrinsic. If it is intrinsic, then some soul searching should be carried out. Comparison between the present and past and evaluation on the possible results in the future should be performed. If the response is extrinsic, preparation should be done before dividing in. once objective are outlined, a broad evaluation conservation is performed and feedback is gathered. If it sounds valid, share the same feedback with either colleagues, trusted family, or friends. Search and file differences and commonalities in the comments. Focus should be maintained in all processes. (Brassard Ritter, 2010). Accountability The following things discuss accountability stage in details; Role identification- every member should identify his or her role in what needs to be changed in the organization Reduced Repeated Failures- failure is experienced all over even at the level of organization. Accountability however, helps minimize these failures. Progress is made if there is a clear understanding from initiative and if lessons are learnt to avoid repetition. Success is built at the long run. Every individual in the organization should learn from mistakes and analyze what failed to work. Sometimes external component or event that was not mitigated in the past may have blocked the plan of change management. Through those mistakes mitigation can be carried out for the past issue or similar threats in general change initiative. (Aartsengel, Kurtoglu, 2013). Protecting the best and leveraging it Assess that which work well across business process, organizational strategy and training. It is important to bring forward these components because they will form the basis for the new plan. In the risk countermeasures that is being developed it if necessary to protect the good from the bad. This is an important aspect that most of the time is deliberately overlooked. (Andersen, 2007). Do Not Possess what you should Not It is crucial to understand the limits of effects and influence and where that leads for both failure and success in any improvement program, otherwise the company will find it sell having too much to possess having changed nothing but bringing more damage than solution. (Page, 2010). Awareness Assess the Drive of Purpose There comes a time when decisions driven by purpose are more reasonable, if reaction and fear forms the baseline of the general change, then the organization is having bigger problem than just change management. The organization is experiencing organizational strategy n=and cultural setbacks. (Kreitner, 2009). Align All the Levels in Your Change Management Plan The behaviors and mindsets at this stage are aligned. At this juncture humanization and demystification of change management plan takes effect and is no longer just an idea or concept. The organization is starting to change and bringing out the best of it. All the layers, that is, individual, organizational strategy and leadership are starting to gain confidence in the change management. (Charantimath, 2012). Only the organization can own it. It is important to promote the companys change program. The most important sector that should plan for in change management plan and transformation is at Intelivate. It is crucial to let people know the change the company is looking for and bring it out. Thus, the accountability of completing the change successfully will be reinforced. (Reiss, 2012). Action This is like the continuous cycle of change in the company. This stage doesnt mean you are done even upon completion of the plan. This stage acts as feedback to evaluation or assessment stage. At this stage the team should think and figure out if they are performing the correct thing, carrying it out the right purpose, if there is progress they are making in the change that is required, or do they have to take more risks to achieve what the desire. Confidence and trust to impact yourselves is built over time and this can happen even at company level. (Ramanathan, 2009). Purpose and Objectives Should Always Be Remembered. As an individual, leader or company, you should never forget the core objective and drive of purpose during the challenging times of change. This will help you during the lows and highs and make sure that companys change program doesnt fail or get postponed. Evolution of an individual, that is, a leader, organization or a person, is highly complex but is mirrored excellently by simplicity. (Anderson Ackerman-Anderson, 2010). Procedural Documentation It is important for the company to come up with and implement procedures that will clearly outline duties and roles for: getting improvement plans, prioritizing, assessing and implementing improvement plans, reporting and keeping records. (Andersen, 2007). Conclusion Latino Engineering is in a competitive business thus in my personal opinion requires to utilize all the manpower and other resources like expertise and knowledge it has to remain competitive in the market and among its clients. I believe continuous improvement initiative at Latino will give procedures on how every employee and stakeholders can play so as to improve the business and forge it forward. Working as a team to address the problems currently being experienced at Latino is very crucial as it will enhance sharing of ideas and skills. According to me employee skills can help grow the company and also facilitates people to take responsibility and increase their personal satisfaction. Developing new products may bring about risks like investing money, time and resources to new services, equipment and technologies. I conclude by stating that continuous improvement initiative will help Latino Engineering meet the needs of its clients and enhance their satisfaction and while addressing these requirements and issues, more business opportunies will open up for the company. Therefore, I recommend to Latino Engineering to implementing this continuous improvement plan as a long-term initiative so help the company as a long-term strategy and in return win back customer trust and outdo its competitors and expand its market share. Reference List AARTSENGEL, A. V., KURTOGLU, S. (2013).Handbook on continuous improvement transformation: the lean Six Sigma framework and systematic methodology for implementation. Berlin, Springer. https://public.eblib.com/choice/publicfullrecord.aspx?p=1106183. AHMED, M.H. (2013) Lean Transformation Guidance: Why Organizations Fail to Achieve and Sustain Excellence through Lean Improvement. International Journal of Lean Thinking, 4, 31-40. https://thinkinglean.com/img/files/PAPER_4(2).pdf ANDERSEN, B. (2007).Business process improvement toolbox. Milwaukee, Wis, ASQ Quality Press. ANDERSON, D., ACKERMAN-ANDERSON, L. S. (2010).Beyond change management: how to achieve breakthrough results through conscious change leadership. San Francisso, Pfeiffer. https://www.books24x7.com/marc.asp?bookid=41035. BOURNE, M., BOURNE, P. (2016).Change management in a week. London : John Murray Learning. BRASSARD, M., RITTER, D. (2010).The memory jogger 2: tools for continuous improvement and effective planning. Salem, N.H., GOAL/QPC. BYRNE, A. (2012) The Lean Turnaround: How Business Leaders Use Lean Principles to Create Value and Transform Their Company. McGraw-Hill, New York. CARLETON, R. (2010).Implementation and management of performance improvement plans: emphasizing group and organizational interventions. Amherst, Mass, HRD Press. https://site.ebrary.com/id/10379769. CARMEN,ELISABETH,RICARDO JAVIER, (2012) "Components of sustainable improvement systems: theory and practice",The TQM Journal, Vol. 24 Issue: 2, pp.142-154,https://doi.org/10.1108/17542731211215080 CHARANTIMATH, P. M. (2012).Total quality management. Delhi, Pearson.