Price vs Attributes Annotated Bibliography Example | Topics and Well Written Essays - 750 words

Price vs Attributes - Annotated Bibliography Example Moreover, this article highlighted that the business professionals work to develop such strategic approaches and techniques, which are based on the notions of MNCs and that assist policy makers while making decisions concerning FDI and role of multinational organizations aiming to gain competitive advantage for the country. Concepts of MNCs help policy makers to develop attractive approaches for gaining FDIs. Researchers have noticed that positioning mapping techniques help identify and understand the viewpoints and concepts of the map managers belonging to different Southern European Countries including France, Spain, Italy, and Greece. This article insights the predicted ideal mix of these countries and the vital factors that contribute while MNCs examines a country’s position. The authors have also discussed those actions and strategies that should be adopted by a country to maintain its position for favourable FDI flow in the state resulting in a rapid growth of multinational companies. In this article, the author has shed light on the concepts and practices of marketing intelligence and planning. This article analyzes the factors, which should be consider foremost while making plans of pricing of global brands. In the light of author’s opinion, emerging technologies and scientific advancements in the field of business and marketing have created deep impact on structure and functioning of international market. Thus, before setting prices for the international products or services it is highly important to identify competitive forces in the market and other barriers of the international business environment. Surveys, samples, and examples from the industry help professionals to identify the market challenges and fundamental changes required to make during strategy management and implementation. This article argues that in some states

A Critique of the Research Article Essay Example for Free

A Critique of the Research Article Essay A Critique of the Research Article: Methadone/Buprenorphine and Better Maternal/ Perinatal Outcomes: A Meta-analysis Abstract The purpose of this research article is to discuss lower risk drugs such as Methadone and Buprenorphine given to Heroin addicted pregnant patients to create better neonatal and maternal outcomes. This research articles discusses the gold standard of treatment for better neonatal and maternal outcomes. Keywords: heroin, neonatal, maternal, outcomes, methadone, buprenorphine, gold standard treatment A Critique of the Research Article: Methadone/Buprenorphine and Better Maternal/ Perinatal Outcomes: A Meta-analysis Methadone is a synthetic opioid. It is used medically as an analgesic and a maintenance anti-addictive and reductive preparation for use by patients with opioid dependency. It was developed in Germany in 1937. Methadone was introduced into the United States in 1947 by Eli Lilly and Company. The principal effects of methadone maintenance are to relieve narcotic craving, suppress the abstinence syndrome, and block the euphoric effects associated with opiates. When used correctly, Methadone maintenance has been found to be medically safe and non-sedating. It is also indicated for pregnant women addicted to opiates. (doi:http//en. wikipedia. org/wiki/methadone) The theoretical study was not discussed in the articles but Roy’s Model identifies the elements considered essential to adaptation and describes how the elements interact to produce adaptation and thus health. Methadone helps the pregnant opioid dependent individual adapt to a lower risk drug and produces an overall healthier maternal and prenatal outcome. Middle Range Theory is less abstract and narrowed in the scope than conceptual models. These types of theories focus on answering particular practice questions and often specify such factors: patient’s health conditions, family situations and nursing actions. While researching this topic there were areas that were discussed, about patients being afraid to seek Methadone treatment and prenatal care because they were ashamed of how health care professionals would view them. It was also stated that patients in better overall health and less family related stress situations would more than likely be the ones to receive proper prenatal care and seek Methadone treatment. Opioid dependent pregnant patients and their fetus have more physical, mental and psychological issues. (Kaltenbach, Berghella, Finnegan, 1998). Opioid dependent pregnant patients are at an increased risk for preterm delivery and low birth weight. (Fajemiroku-Odudeyi et al. , 2005). To lower the health risks, pregnant women who are opiate dependent have been treated with methadone maintenance, the standard of care for several decades. (Jones et al. , 2005). Another treatment option became available when the U. S. Food and Drug Administration approved the use of buprenorphine maintenance therapy in 2002, which is another substitute for methadone. The research article â€Å"Opioid Dependency in Pregnancy and Length of Stay for Neonatal Abstinence Syndrome† examines 152 opioid-dependent pregnant women on methadone maintenance therapy (n=136 the participants that are using methadone) or buprenorphine maintenance therapy (n=16 the participants that are using buprenorphine) during pregnancy and their neonates. The neonates were born between January 1, 2005 and December 2007. The use of methadone in opioid dependent pregnant women lowers maternal morbidity and mortality rates and promotes fetal stability and growth compared to the use of heroin (Ludlow, Evans, Hulse, 2004). Continuous methadone treatment during pregnancy is associated with improved earlier antenatal care (Burns, Mattick, Lim Wallace, 2007), compliance with prenatal care and better preparation for infant care and parenting responsibilities (Dawe, Harnett, Rendalls, Staiger, 2003). Stabilization on methadone avoids the dangers of repeated intoxication and withdrawal cycles. Methadone has to be picked up by the patient at the treatment facilities. Attendance at these facilities allow pregnant patients opportunities to receive essential antenatal care and advice for a healthy pregnancy, which some of the patients otherwise may not receive. While conducting this research it was not clearly evident what was being researched until the conclusion of the results was determined. Based on the number of participants depended on the outcome of the better treatment. Therefore the results are not as accurate as could be if there were a larger amount of participants. There were no violations of patient rights with the methods used. The research article â€Å"Methadone in pregnancy: treatment retention and neonatal outcomes† examines three different groups of women: a group who entered continuous treatment at least one year prior to birth, a group who entered continuous treatment in the 6 months prior to birth, and a group whose last treatment program prior to birth ended at least one year prior to birth. Births that occurred after 1994 were selected for this analysis. Overall, 2 993 women were on the methadone program at delivery. The number of births rose steadily from 62 in 1992 to 459 in 2002. A particular strength of the large sample size was the ability to examine the effect of treatment retention on key neonatal outcomes. Among mothers on methadone at delivery, early commencement on methadone was associated with increased antenatal care and reduced prematurity. This is consistent with previous research that has shown that methadone in conjunction with adequate prenatal care promotes fetal stability and growth. Ethics approval for the project was granted by the NSW Department of Health Ethics Committee. All data was provided to the researchers’ only once full identification of records had taken place with password protected computers and firewall protection. This method was used to protect patient’s rights. Based on a large sample size, researchers were able to examine the effects of treatment retention on key neonatal outcomes. Although researchers had a large sample size based on certain ethical restrictions, limited the amount of information given to researchers, which waived the outcomes of individual’s results not being totally accurate. The research article â€Å"Methadone and perinatal outcomes: a prospective cohort study† examines A total of 117 pregnant women on methadone maintenance treatment recruited between July 2009 and July 2010. Measurements information on concomitant drug use was recorded with the Addiction Severity Index. Perinatal outcomes included pre-term birth (

Sphere :: essays research papers

Title: SPHERE Author: Michael Crichton Copyright: 1987 Main Characters: Harry, Beth, "Jerry", Norman, Ted, Barnes Setting South Pacific under water 1,00 feet under in a cylinder habitat. My name is Norman Johnson and I am a Psychologist. I am 54 and I am married. I have been called to a crash scene before to administer but this wasn't just any crash scene it would change my life. I was called out by the military to a site in the south pacific. I didn't hear any reports of an airline crashes so I thought it must be military craft. When I got to the site there were military craft everywhere. The helicopter dropped me off on the main ship where I was meet by Captain Barnes the leader of this project. I found out I wasn't the only specialist called out on this project. He also called out a marine biologist and science professionals. I started to think that this wasn't just any airline crash. I knew something was up. Later Barnes called a meeting where I learned that we were all here for reason. Barnes told us that a UFO crashed. I was skeptical at first and didn't believe it. Then bares said we are going to go down and take a look at it, I thought this meant them but a few hours later I was going to the bottom in a submarine. The site is 1,000 feet under water which is shallow compared tot he rest of the pacific. At the site there was a huge grid on lights and a massive metallic fin sticking up out of the grid. It was part of the craft and it looked like nothing I have ever seen. We settled into he habitat it was more comfortable then I though it would be it had showers and beds and everything a house had. The only strange thing was your voice†¦ The air down here had a more helium concentrate so it made your voice funny. To prevent this we use ' Breathers" a device that goes around you throat to normalize your speech. At this depth there is almost no sign on life hardly any plants or fish at all. Barnes called a meeting. We have found a craft, which we believe, is 300 years old and may contain life that's why all of u have been called in. Right now we are looking for the "front door" he said.

Funds for the arts Essay

In a world that thrives on science, the neglect of the arts is somewhat uncommon. What is baffling though is that the arts could have societal contributions as well. Some would find it hard to agree especially when some of the people had been driven to think that the scientific breakthroughs would be sufficient enough for their existence. Governments would readily shed some funds for the scientific pursuits but were reluctant to shell out some for the arts. It is in my belief then that the artistic pursuit should be recognized as important. But if the government were to just shell out some funds for the arts that would reflect the majority of the people then this should be thought twice. The diversity in people would be reason enough for the government to rethink their position. This diversity would not help in pinpointing what the majority really wants. Besides, it was said that the government funding could lead the arts to become passive (Radbourn). If people were to focus more on the majority then the artistic input would not be an artistic input at all but an input for the government’s satisfaction. The government should fund the arts but they should not give out rigid demands that only the voice of the majority would be reflected. Funding the arts could have considerable outcomes. Arts could affect the educational system since it would help learning become more interesting, it could also preserve the culture, it could have economic benefits (arts plus industry), and many more (â€Å"Arts Funding†). The rigid demand for the majority then could not help portray other ideas that may become essential and/or helpful in the near future. It would seem that funding the arts with such rigid demand for reflecting only the majority of the people would mean that the hidden motives are for the profit that the art would bring. Most artists frown upon those who would use their creativity and label it art for the benefit of the fame and money that they will receive. In fact, it will only be an exhaustive task where its sincerity is highly questionable. Works Cited â€Å"Arts Funding†. 2002. August 22 2007. . Radbourn, Jennifer. â€Å"How Government Funding of the Arts Kills Leadership and Creativity†. August 22 2007. .

Education Is the Most Powerful Weapon Which You Can Use

Education is that plan that will improve living. Abraham Moscow said, Self actualization is the ultimate goal that man desires , then. Education is the best way to transform one s life. Discovering who you are. Breaks all form of depression, anxiety and low self-esteem. It gives you that hope to keep pushing on, knowing you will become a medical doctor. Astronaut, leaver. President, banker and so on, There are many problems in our world today, we as youth need to break Out Of Our shell, move away from Our comfort zone and bring Out that wonderful idea. Rite great books, Sing songs, invent devices that will be a blessing to mankind. True education ignites one s spirit to bring a positive change. Even Nelson Mandela knew the importance Of education that Why he Said, education is the most powerful weapon which you can use to change the world . Imagine if Mandela had no education, would he be able to change his country. In a country like ours where there are many cultural and tribal dive rsities, education is the connecting factor.Education in Nigeria is in a state of dilemma, strike by teachers and lecturers, poor facilities In our schools. This has made many youths to use their potentials for wrong purposes. O switch on your TV and radio set. Sad news Is what s see and hear, youths involved In arm robbery, oil There s always way out, we all have a parts to play, to end this consternating problems. The youths, governments, parent's. Reels. Us leaders, teachers and lecturers. Parent's should support the youths in their choc. E of career or what they love doing. The Nigerian government needs to make policies, provide funds and facilities that will revive the poor state of our education system. All teachers should be passionate in their job and keep all selfish desires away. We the youths have the biggest part to play, we should take all opportunity to learn, so as to use our potentials to create a positive change. In conclusion. Education is what we all need as youth s to improve on yourselves. Create ideas, and boost your talents. Learn new things.Remember that your potential is for positivist and not negativity. It all in your hands. Stay positive, dream big, be creative, be original. Be yourself. Use what you learn everyday as a tool to change your society, Nigeria and the world. Education Is the Most Powerful Weapon Which You Can Use to Change the Worldliness Mandela By Kamikaze From time past till now, man has always searched for some form of knowledge and skill.He has observed his environment, seen problems and improve his world. People say, education is the key to success , be it formal or informal. Changing the world is never an easy Job, but it all begins with that little step you take. Education comes from observation; you see a problem as an Abraham Moscow said, Self actualization is the ultimate goal that man desires , then, education is the best way to transform one s life. Discovering who you are, breaks all pushing on, knowing you will become a medical doctor, astronaut, lawyer, president, banker and so on.There are many problems in our world today, we as youth need to break out of our shell, move away from our comfort zone and bring out that wonderful idea, write great books, sing songs, invent devices that will be a blessing to Mandela knew the importance of education that why he Said, education is the most in Nigeria is in a state of dilemma, strike by teachers and lecturers, poor facilities in you switch on your TV and radio set, sad news is what is see and hear, youths involved in arm robbery, oil theft,terrorism,prostitution,fraud.There is always way governments, parent's, religious leaders, teachers and lecturers. Parent's should support the youths in their choice of career or what they love doing, the Nigerian poor state of our education system. All teachers should be passionate in their Job change. In conclusion, education is what we all need as youths to improve on yourselves, create ideas, and boo st your talents. Learn new things. Remember that dream big, be creative, be original, be yourself. Use what you learn everyday as a tool

How to Calculate Activation Energy

How to Calculate Activation Energy Activation energy is the amount of energy that needs to be supplied in order for a chemical reaction to proceed. The example problem below demonstrates how to determine the activation energy of a reaction from reaction rate constants at different temperatures. Activation Energy Problem A second-order reaction was observed. The  reaction rate constant at three degrees Celsius was found to be 8.9 x 10-3 L/mol and 7.1 x 10-2 L/mol at 35 degrees Celsius. What is the activation energy of this reaction? Solution The  activation energy can be determined using the equation:ln(k2/k1) Ea/R x (1/T1 - 1/T2)whereEa the activation energy of the reaction in J/molR the ideal  gas constant 8.3145 J/K ·molT1 and T2 absolute temperatures (in Kelvin)k1 and k2 the reaction rate constants at T1 and T2 Step 1: Convert temperatures from degrees Celsius to KelvinT degrees Celsius 273.15T1 3 273.15T1 276.15 KT2 35 273.15T2 308.15 Kelvin Step 2 - Find Ealn(k2/k1) Ea/R x (1/T1 - 1/T2)ln(7.1 x 10-2/8.9 x 10-3) Ea/8.3145 J/K ·mol x (1/276.15 K - 1/308.15 K)ln(7.98) Ea/8.3145 J/K ·mol x 3.76 x 10-4 K-12.077 Ea(4.52 x 10-5 mol/J)Ea 4.59 x 104 J/molor in kJ/mol, (divide by 1000)Ea 45.9 kJ/mol Answer: The activation energy for this reaction is 4.59 x 104 J/mol or 45.9 kJ/mol. How to Use a Graph to Find Activation Energy Another way to calculate the activation energy of a reaction is to graph ln k (the rate constant) versus 1/T (the inverse of the temperature in Kelvin). The plot will form a straight line expressed by the equation: m - Ea/R where m is the slope of the line, Ea is the activation energy, and R is the ideal gas constant of 8.314 J/mol-K. If you took temperature measurements in Celsius or Fahrenheit, remember to convert them to Kelvin before calculating 1/T and plotting the graph. If you were to make a plot of the energy of the reaction versus the reaction coordinate, the difference between the energy of the reactants and the products would be ΔH, while the excess energy (the part of the curve above that of the products) would be the activation energy. Keep in mind, while most reaction rates increase with temperature, there are some cases where the rate of reaction decreases with temperature. These reactions have negative activation energy. So, while you should expect activation energy to be a positive number, be aware that its possible for it to be negative as well. Who Discovered Activation Energy? Swedish scientist Svante Arrhenius proposed the term activation energy in 1880 to define the minimum energy needed for a set of chemical reactants to interact and form products. In a diagram, activation energy is graphed as the height of an energy barrier between two minimum points of potential energy. The minimum points are the energies of the stable reactants and products. Even exothermic reactions, such as burning a candle, require energy input. In the case of combustion, a lit match or extreme heat starts the reaction. From there, the heat evolved from the reaction supplies the energy to make it self-sustaining.

Managing Change in Organization The Nestle Case Study

Managing Change in Organization The Nestle Case Study Executive summary Nestle is a multinational company that is involved in manufacturing products, in the nutrition, health and wellness industry. Since its establishment in 1886, it has undergone through several changes which its CEO, Brabeck-Letmathe, says are steady and well calculated. A recent change is use of GLOBE, system Codification-Based Strategy, in information use and sharing.Advertising We will write a custom report sample on Managing Change in Organization: The Nestle Case Study specifically for you for only $16.05 $11/page Learn More It was meant to improve productivity, efficiency and increase the quality of customer care services. This system changed the way information is accessed, used and shared among employees in various departments all over the world. This system called for a change in the way employees related with management and vice versa which necessitated a change in the organizational structure of the company. In this report I take a brief look at some of the changes that have occurred at Nestle over the years and the current change due to GLOBE system and the need for it. The structures of the organizational changes that occur at Nestle are discussed in detail. This process presented challenges for the implementers and Nestle in general since it was met with resistance and delay. This was countered with intensified campaigns to create awareness and lobby for the changes. Finally, an action plan of the change management activities in Nestle is outlined detailed what will be done in each program, who will do it, for how long and the cost to the company. The changing Nestle Nestle is a multinational company that is involved in manufacturing products, in the nutrition, health and wellness sector. The buzzword in nestle is ‘good food, good life’ which summarizes its mission of providing their consumers with a broad range of food and beverage products for all events that are the best tasting and most nu tritious. Another buzz word for Nestle is ‘creating a shared value’ which Broeckx, (2007) explains means that the corporation creates and pursues long term sustainable value in actions, strategies and processes to all stakeholders be it consumers, communities, shareholders, employees and business partners. Beside these, are the corporate, business principles where the company outlines its culture, which has been in use for more than 140 years, and are a manifestation of Nestlà ©Ã¢â‚¬â„¢s thoughts on fairness, honesty and long-term thinking (Nestle, 2011).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company was founded in 1866 by a Swiss national, Henry Nestle in Vevey, in Switzerland. During this time, marketing of products outside the country was through sales agents. This, however, changed in 1900s when the company started buying subsidiaries in foreign co untries. In America, the company launched its products after the First World War in response to increased demand for dairy products. This was done through acquisition of existing factories, and soon after the Second World War, many executives in the Vevey headquarters were transferred to the country. These moves were part of the changing strategies to increase efficiency and productivity for the company (Douglas Craig, 2009). The first major change came in 1974 when the company bought majority shares in the cosmetic giant L’Oreal. This was a well calculated move to increase the company’s growth and diversification. The company was criticized for investing in a company that was debt ridden, but soldiered ahead. The second major change was in diversifying to the pharmaceutical industry by buying a U. S company, Alcon Laboratories, who were makers of pharmaceutical and ophthalmic products. Many other changes came in the 1980s and 1990s when financial improvement through strategic acquisitions and diversifications. This necessitated the sale of non-strategic and nonperforming businesses while acquiring others such as the 1984 acquisition of Carnation (Nestle, 2011). Today the company is continually restructuring its business with an annual budget of $3000 million set aside for this. Nestle CEO, Brabeck-Letmathe says that steady and well calculated change is what Nestle implements and does not do this as a fashion thing but as a well thought long term strategy. He implemented a complete overhaul of the executive board and replaced them with 10 new executives so as to build on the company’s strength something that has guides the company’s organizational changes. Nestle managers’ commitment is what keeps the company steady with their â€Å"steeped in Nestle corporate culture† which orients them to focus on the long term goals of the company rather than short term profits.Advertising We will write a custom report samp le on Managing Change in Organization: The Nestle Case Study specifically for you for only $16.05 $11/page Learn More This corporate culture also established the company’s major strengths such management of corporate growth and its relation to technology. The executive focuses on strengthening and upholding the company’s strength, as opposed to their completed overhaul (Broeckx, 2007). The most recent change has been on using and sharing information which gave birth to the Codification-Based Strategy of which nestle chose GLOBE. This connects all Nestle departments around the world, and makes company information accessible to all its employees. This makes information available to all employees and, therefore, no one is more important than the other due to the information he has that others do not have. Information is power, as it allows communication flow between people in the company. However, in order to access specific information or data, one fill s request form. This means employees should be taught how to access and use this information. This also requires a change in the way communication is carried out in the company since the current model could not support the change in information sharing (Nestle, 2010). The nature of change As we have seen above, in order for an employee to access specific information or data, one fills request form. This means employees need to be trained on how to access and use this information. Further, the old organizational structure has to go, which in this case was the top-down approach. Top-down organizational structure used in Nestle had several limitations; professional development followed a vertical manner within a function which does not encourage networking, communication is done through the ranks which do not encourage contribution from employees, cooperation was shadowed by competition and the obedience orientation which discourages initiative (Broeckx, 2007). This change in the organ izational structure will need management strategies to allow employees to cope with change and contribute to the organization’s goals as they are now empowered.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The organizational structure changes that were implemented in Nestles the structurally changing processes approach that involved making substantial changes to the existing organizational structure. This meant that every employee will be oriented to focus on the changes introduced by GLOBE. This is in line with the corporate ‘Untouchables’ or strong points of the company that focuses on strengthening its strengths and the role of technology in the company. The GLOBE system was meant to improve productivity, efficiency and increase the quality of customer care services, therefore, need to position the organizational structure to meet these needs (Chaudron, 2006). The structural approach to managing change was implemented by forming steering committees of senior managers to appoint a multidisciplinary team that will design which actions to be taken in order to realize the goal of the company using this new change in information access. The team assessed the culture of the company, the system used, and the conditions prevailing in the company and came up with recommendations for action which were reported to the committee of senior managers. The recommendations focused on things such as self-directed work teams, pay for information and restructuring the company away from traditional roles to focus more on the products, customers and geographical point of reference (Management Decisions and Research Center, 2000). The advantages with this structure as explained by Chaudron, (2006) are that major issues arising in the company are dealt with upfront as opposed to being postponed to the next meeting or such, some aspects of the company such as direct communication flow from marketers to production and finance department improved the productivity of the company and showing the employees that the company really wanted to change the way the company is run. The disadvantage is that too much information was being revealed to employees and managers felt as if t hey were losing their bearing or that their power was being taken away from them (Durant, 2008). Change structures A traditional hierarchical, pyramidal organizational structure is what existed in Nestle before the GLOBE system was introduced. This system cannot function effectively and efficiently in such a structure. In order for nestle employees to match their goals with that of the company, share ideas with the management, act proactively and collaborate in making the goals of the company realistic, this structure had to change. Furthermore, the new system of sharing information required highly skilled and informed employees who will no longer need to be supervised. An organizational structure named ‘Nestle for the future’ was implemented (Chaudron, 2010). This structure focused on addressing four things that were identified as an impediment to organizational management; align employees’ goals with those of the company, utilizing employees’ insight and action, enhancing cooperation and encouraging employees to be proactive. To divert the employees towards a performance way of life, a program with five parts was then formulated. These programs were implemented simultaneously (Cummings Worley, 2008). The flat and flexible structures This involved dismantling the pyramidal structure and replacing it with a non-pyramidal structure that focused on networking between management and employees. This reviewed structures and retained fewer hierarchical levels worldwide that allowed flexibility and quickness in responding to issues while still sustaining its growth (Cummings Worley, 2008). Inspiring management A review of how management related with its staff showed that action was needed to encourage contributions and cooperation from the staff. This had to start from the way management saw the staff and in regard to this two programs were developed; Nestle leadership program and the grow people program. Nestle leadership program The lea dership program was done on four bases. These include change had to start with leadership at the top level managers needed to accept they can improve, outsourcing for the program providers and program to be based on feedback from those working close to the managers, colleagues, superiors and subordinates (Carley Hill, 2009). Grow people initiative This involved changing how people were assessed. These new developments were on the basis of cooperation, promotion of personal development and sharing of the information. This changed the way managers assessed by people by just ‘judging’ them as if they are not involved themselves to making them committed developers of people. A progress and development was introduced for this purpose. The traditional rating model, which focuses on the past rather than the future, was abandoned (Pries-Heje, 2005). Long-term development This was aimed at developing long-term careers not in the previous silo thinking model but in developing ta lents, and skill in a structure which is flexible and responsive to specific talents of skills. Previously careers moved in a vertical manner within one function which was not sensitive to talents and geographical integration. This was made possible by the network structure, and a talent pool was established which has more than 2000 names from across the globe (Broeckx, 2007). Dynamic compensation The new career paths were important, to achieve this, the flattened organization was structured through creation of a new remuneration model. This model allows staff to raise their salaries without the need for promotion. This involved laying down concrete measures for measuring pays and compensations which encompass not only past achievements but also long term incentives. In addition to this, a long-term incentive plan was introduced (Broeckx, 2007). Lifelong learning program This program involved ensuring continuous education and learning experiences for employees which is very importan t in the ‘Nestle for the future’ strategy. This is in line with nestles philosophy of continuous learning (Cummings Worley, 2008). Challenges in initiating changes and how they were managed Resistance to change by some managers was a major challenge the ‘nestle for the future encountered where some managers had problems with various aspects of the program. The elimination of the rating system for staff to be replaced by the progress and development guide was too much for them. They argued that, rating employees drive performance, but Nestle is for long term growth not short tern profits. Those that were unable to cope with this quit, while others were given early retirement. It, however, slowed down implementation of the program in some regions. The program was eventually embraced wholly when it benefits were understood and working become more exciting (Broeckx, 2007). Delay in program implementation was experienced. This was caused by the managers resisting the changes that were introduced. Though various aspects of this program were meant to run simultaneously, this was delayed for close to two years as the program was viewed with a lot of skepticism and others felt threatened by the changes. The steering committee composed of the senior managers and the team of employees carried out a vast campaign which included visiting different regions and affiliates and giving presentations on the changes and the benefits to be accrued besides other forms of communication. The Progress and Development Guide, which had brought a lot of issues was put on the website and operated there so as to aid its implementation (Cummings Worley, 2008). The unwillingness of the management to share their skills and gifts with other regions, functions and businesses was an impediment that was encountered in the process of implementing the process. In the flat and more flexible model, networking is the core word which means increased communication and sharing of inf ormation between the above. This took three years to see anything substantial which delayed the long-term learning aspect of the program. Communication was intensified through various channels until people were comfortable with the program (Carley Hill, 2009). Action Plan Program aspect Activities Actors Timeframe Cost in US dollars Designing and implementing flat and flexible structures Design fewer management level Seeking contributions from various actors Senior steering committee Multidisciplinary team Employees and managers 1 year $10 million Inspiring management Nestle Leadership programNestle grows people initiatives Carrying out self assessment program for managers Interviewing a section of subordinates, colleagues and superiors of managers in the self assessment programDeveloping Progress and Development guide activities for employees Organizing seminars, workshops for employees Managers A training and development company Steering committee Multidisciplinary team Ma nagers Employees Training and development consultant Long-term (5 years) Long-term (5 years) $125 million $250 million Longlife development Establishing horizontal career paths Establishing levels of networking Mentoring programs Identifying talent and developing it Training and development consultant Human resources department Steering committee Multidisciplinary team Employees managers Long-term $100 million per year Dynamic compensation Developing a new remuneration model Carrying out various communication activities Human resources department Steering committee Multidisciplinary team Finance department Nestle Workers union Short term (1 year) $50 million Lifelong learning Establishing the learning and education needs for the company Compiling and maintaining a database for Nestle talent pool Mentoring program for young talent to be included in the talent pool Identifying talents need for Nestle Identifying and establishing horizontal career paths Establishing review criter ia for talent pool and succession plans Training and development consultant Human resources department Steering committee Multidisciplinary team Employees managers Long term $70 million per year Reference List Broeckx, P., 2007. Perspectives for Managers. In R. Hooijberg, J. Hunt, J. Antonakis, K. Boal, Being There Even When You Are Not:Leading Through Strategy, Strctures and Systems (pp. 96-106). United States of America: IMD International. Carley, K., Hill, V., 2009. Structural Change and Learning Within Organisations.  United States of America: Carnegie Mellon University. Chaudron, D., 2010. Begin at the beginning in organizational change. Organized Change Consultancy. Web. Chaudron, D., 2006. Organized Change: A Tale of Three Vilages: Approoaches to Implementing Organisational Change. The Business Forum, 43-48. Cummings, T., Worley, C., 2008. Institutionalizing Structural Change at Hewlett Packard. In T. Cummings, C. Worley, Organisational Development and Change (pp. 20 8-216). United States of America: Cengage Learning. Douglas, S., Craig, S., 2009. International Brand Architecture: Development, Driver  and Design. New York: New York University. Durant, M., 2008. Managing Organisational Change. United States of America: CCE, CPA. Kezar, A., 2001. Understanding and Facilitating Organizational Change in the 21st  Centuary: Recent Research and Conceptualizations. United States of America: john Wiley Sons. Management Decisions and Research Center., 2000. Organisational Change.  Washington, DC: Department of Veteran Affairs. Nestle., 2010. Current Situation. Web. Nestle., 2011. History. Web. Pries-Heje, J., 2005. eGovernment and Structural Reform on Bornholm: A Case Study.  Electronic Government: 4th International Conference (pp. 124-145). Coppenhagen: university of Coppenhagen.