Providing Services for Human Sexuality and Well-being Essay

Providing Services for Human Sexuality and Well-being - Essay Example The most evident means in integrating an individual's sexuality is through their actual gender (Molina, 1999). Being a male or a female could already totally affect one's sexuality. Men and women are different in so many ways even from the smallest aspects to the most salient features - males and females walk, stand and sit differently from one another, both also have their own definite way in looking at something, both will have different opinions about a certain matter, both think in a very distinctive way. Nonetheless, one does not have to go into the psychological details of being a male or a female since physically, the two genders already show numerous differences, from the shape of the face to their body structure as a whole. This aspect of differences is explained by a branch of science called biology - it explains about sexual differentiation, sexual response and sex hormones. It is through sexual differentiation that not only the outer physical attributes of male and female differ but also their sexual reproduction (Bancroft, 2002). Gender is determined in this area, the X and Y chromosomes are the designated determinants of what a male or a female is (an XY chromosome suggests a male while and XX chromosome implies a female). Based on this biological sexual differentiation, the majority of the society only has two rooms form gender identity and that is for a boy and for a girl, unfortunately, it is not always that sexual differentiation and chromosome development produce what is considered as right, correct and acceptable. There have been various cases of intersex or also known as hermaphroditism which is labeled as a â€Å"sexual disorder† and â€Å"chromosome anomaly† (Fallon, Jr., 200 2).... There have been various cases of intersex or also known as hermaphroditism which is labeled as a "sexual disorder" and "chromosome anomaly" (Fallon, Jr., 2002). Consequently, sexual response referred to the sexual arousal and changes in the body physiologically (Bancroft, 2002). It is also referred to as a psychosomatic circle in which changes that occur in the genitalia affect the processes of the central brain procedures. What is sexual is different among people as what is sexual for one will not be sexual for the other; it depends on the experiences that the person has undergone or the culture that he has lived in and has been accustomed to (Bancroft, 2002). Sexual response is considered as a cognitive activity where it is both a perception and an evaluation (Walen & Roth, 1987, as cited by Molina, 1999). As a perception, it has three basic essentials which are detection - which refers to the capability of the person in identifying stimulus and differentiating it from the other of its type, labeling - which pertains to the categorizing of the stimulus occurrence by the person, and attribution - which refers to the overall articulated rationalization of the whole perception. The said three features could greatly affect the overall sexual performance of a person (Molina, 1999). Lastly, sex hormones is said to be important factor in influencing sexual behavior (Molina, 1999). The hormones that are being secreted by the different glands in the human body, it is solely responsible for why sexual differentiation exists. Male and female, though they are said to be producing the same hormones, differ in the amount of the hormones being produced. Thus, they are not the same - for example, males

Essays of Pochury Festival Essay Example for Free

Essays of Pochury Festival Essay The attack was undertaken by the Eastern Command’s 1st Brigade under the command of Major General Zuheto, along with the then 4th battalion of Pochury Region under the command of Lt. Colonel Thorpa. The monsoon was at its height during the time and all major rivers like Tizu, Lanye and Thethsii were in full spate. The attack was launched after destroying all the six bridges on all the rivers. This was done to stop reinforcement from reaching the besieged army post. As the attack continued into the thirteenth day, ammunitions on both sides were running short and on several occasions the Indian Air Force plane tried to drop relief material and ammunitions but were prevented by the Naga Army. At the same time the Indian Air Force jet fighters strafed the attacker’s positions. An Indian transport plane (Dakota) trying to drop relief materials and ammunitions to the besieged post was shot down by the Naga Army on the 14th day of the siege and crash landed at Zathsii, a paddy field of Meluri village. The Naga Army captured all the 9 (nine) airmen including Flt. Lt. A. S. Singh. This led to a heavy army operation in Pochury area by the Indian Army, who was on a mission to search and rescue the captured airmen, none of whom were ever tortured but were later set free through the Red Cross. In the process of the army operations to rescue the airmen many villages were burnt down and untold atrocities and tortures were inflicted upon the villagers. On September 1, 1960, 6 (six) villagers from Phor village were tortured to death. Their names are Lt. Turachu, Village Chief, Lt. Yutsuchu, Pastor, Lt. Chupuchu DB, Lt. Yituchu GB, Lt. Turuchu GB, Lt. Mughazu GB. Again on September 3, 1960 another 3 (three) villagers from Yisi village were beaten to death namely Lt. Mazu GB, Lt. Throchu, Lt. Mazu RP. Two villagers Lt. Yichuhu and Lt. Nyupuchu. from Mokie village were also beaten to death. In Laruri village, Lt. Lingsang was buried alive after severe beating. Lt. Nyukhrusuh and Lt. Rhorupa of Meluri village were beaten severely and after which, their heads were chopped-off. Two villages, namely Tsikuzo and Kuluopfu, were abandoned due to tortures and humiliations meted out by the Indian army. On 6th September 1960, the Punjab Regiment posted at Kangjang village reached Matikhrii village around 10 am. The entire village was encircled in three rings and all the villagers were ordered to gather in one place. Men folk were separated from women and children. All the men were made to keep jumping and do sit-ups, for more than 5 hours in the scorching sun, naked. Any signs of tiredness were met with kicks and hits with rifle butts. Then just before sunset, Indian army not satisfied with the punishment meted out to the villagers, rounded them up inside the Village chief’s house and were forced to sit heads down like a lamb being lead to its slaughter. Lt. Thah, the then Village chief, knowing what was in store for them bravely volunteered to sacrifice. He stood bravely for the Naga cause even to his last breath and said â€Å"It’s a man’s pride. No surrender, no compromise for our birth right. This sacrifice is to protect our freedom. I shall gladly lay down my life for the Naga future generation. † Then an Indian army jawan, holding a blunt dao(hatchet) chopped off the head of Lt. Pogholo who was first in the line. Witnessing the brutality and horror in front of their eyes and knowing that all of them were going to be killed, one of the villagers managed to escape the execution forcefully. Then one after another heads rolled down separated from the bodies, and in the event a total of nine lives were lost. Their names are Lt. Thah, Lt. Pogholo, Lt. Mezitso, Lt. Pongoi, Lt. Eyetshu, Lt. Zasituo, Lt. Thitu, Lt. Kekhwezu, Lt. Kezukhwelo. The Indian army did not even allow the loved ones to perform last rites and rituals for the dead. All the dead bodies were dumped inside the village chief’s house and were burnt down to ashes along with the other houses and granaries. The women and children who had fled to the jungle to evade the horror and torture of Indian Army came back the next morning to find the whole village burnt down to ashes. Lt. Thitu who narrowly escaped from the execution was found by his wife Mrs. Rhiitariih with three cuts on the neck, stomach slashed and intestines thrown out. He quoted â€Å"Love, tell my beloved children the sacrifice I have borne for them and I am waiting to die in your lap with a cup of water† and after drinking, he breathed his last. Another victim Lt. Zasituo, traveling Pastor, was also found almost dead with multiple injuries on his chest and neck. Not long after, he died. Then the horrified women and children with no means simply covered the dead bodies with mud and left for the jungles fearing the Indian army might turn up any time. For days together, the survivors wandered in the deep jungle without proper food and shelter. The wild berries and fruits of the jungle were their only food and means of survival. The only comfort and encouragement they could give to each other was the knowledge of glorious sacrifices made by their men folk. The wild animals and birds of the jungle were their only companions, besides themselves. In extreme conditions of hardships and difficulty, many more precious lives were lost. The Naga Army then came to their rescue. They were given food, shelter and protection. Even today, the nightmares and tragedy of the incident still remain fresh in the mind of the survivors. In this long dispersion and exodus, the survivors entered Burma and stayed with the Naga Army in their camp at Sathi where Gavin Young of London Observer met them in the later part of 1961. In his book â€Å"Indo-Naga War†, page 29-30, he wrote that when he met the survivors, there were only a pathetic thirty people.

Post Modernism And Globalization Cultural Studies Essay

Post Modernism And Globalization Cultural Studies Essay Postmodernism is a very key word in our times; its not just another buzz word. Postmodernism conditions our thoughts as well as our politics, it conditions our art as well as our architecture, it conditions our frames of entertainment, and it conditions and shapes our economic, social, and cultural activities. In this post modern world, all that we do is expected to be in line with the current dictates of postmodernism. We can watch postmodernism, hear it, feel it, experience it, read it, be awe- struck by its activities, shop in its precincts live and even breathe it. Its certain that slowly but surely that postmodernism is taking over the control of the world and its inhabitants; in fact postmodernism has taken over our being, and inculcated its traits into our system, where its yet, its hurriedly taking that direction. Postmodernism transcends modernity and traditions which includes culture and identity. Globalization is a notion of postmodernism and dictates channel without allow ing for a position of different opinion (FAV, 2000). David Harvey, while looking at the condition of post modernity, explained how the extraction of the surplus profits since the inception of post modernism from the productivity of multinational companies as well as the completion between them as opposed to territorial natural differences. He pointed out that now territories are forced to compete amongst themselves so as to attract transnational capital investment. He argues that cities region and/ or organizations are required to make themselves attractive if they have to attract into their territories the manufacturers, tourists, services or convections which given their nature of mobility can potentially be placed at any position in the globe. The strategies of differentiation of spaces are defined by Harvey as active Production of Places having some special qualities. This production fabricates the characteristics making a place idiosyncratic and peculiar which is a very significant in drawing investors to a city (Harvey, 1992). The issue of constructing and selling a citys or regions image has become vital in the new urban politics and the current market strategies in most of the post-industrial regions and cities. The characterization of Herveys development of city marketing and/ or place making that is often accompanied by a change to postmodern styles of urban design and architecture as novel urban entrepreneurialism. Harvey argues that the active production of places with special qualities becomes an important stake in spatial competition between localities, regions and nations (Harvey, 1989, p. 295). At this point its good to mention that the consequences on the population (city, region dwellers) remain somewhat unclear. The effects of identity formation and the changes associated with the marketing strategies remain unclear. The question of whether they will alienate some parts via social and cultural strategies or integrate the population is also not clear. The issue of the identity that would be found most suitable for the entire city or region is hard to decipher. The question of the segment of the population that is represented is also found to be hard to answer. The redefinition of a citys identity may keep taking place as more postmodernism and globalization continues to take place (Heidenreich, n.d). Case Study: Batam The citizens of Indonesia perceive Batam Island as aheaven of opportunities. Its one of the three thousand islands making up the Riau Archipelago. This island has a rapid growing population. The island over the last few years has been experiencing development into a major tourist and industrial area attracting many investors and business people from the other Indonesian islands. The area has changed from the traditionally fishing community to the current business status. The history of this island took a new direction from 1969 when it was made the support base PERTAMINA Oil Company (State owned) In 197, the region was declared as an industrial area through a prudential decree and after four years Batam authority was formulated. All this changes took place as a result of industrialization and globalization (Good Hyde, 2008). The growth of Batam Island led to many changes in the initial cultural and economic life, consequently the identity of the region and of the individuals. The transformation of Singapore resulted to a profound change on Batam Island. The island was just a mare fisherman and coconut growers land by 1960, with very few people knowing anything about it; by then it had only three thousand fishermen and farmers. There was an immense growth with a population of about 700, 000 by year 2005. Its believed that many of the immigrants had been lured by rumors of a booming economy in the island. The culture of the residents have completely changes with very little farming and fishing taking place, to day the islanders are associated with golf courses, gated community coexistence, marinas, karaoke bars, squatter communities, brothels and prostitution business because of the booming hotels and tourism industry. The island is also renown today for its Batam/Riau entertainments Web site that is known for its fantasy, all this changes are as a result of postmodernism and globalization impact in the society (Good Hyde, 2008, p. 223). The culture of the working class has also fallen victim of active production of places that aims at making Batam island an investment land. The working-class has been increasingly marginalized in this new culture and economy. Most of Indonesian men lead conspicuous consumption lifestyles, with the availability of drugs and sex at lowered prices depending on an individuals economic power. On the other hand the women labor for the rapidly increasing middle class, catering for the desires of Singapore men. Its has been observed that gender roles and identities have changed with the changes in this island, women are found to be managing well in the formal as well as informal roles as opposed to years back prior to the newly developed active production of places (Good Hyde, 2008). Manila in Philippines: The city of Manila has a unique position in the countys political geography. The city has over the years defied the law common to governance of the other cities forcing the administration to formulate special laws as well as government systems from the 16th century during the Spanish rule. Its a metropolitan city. The establishment of the city was for merchants and trade center between the Chinese and South East Asian merchants. The colonialism of the Chinese living here by the Spanish forcing them to pay tax and denying them free trade led to a number of conflicts between the Chinese and the Spanish (Chacko, 2004). Globalization and postmodernism did not bypass Manila city residents in the endeavor to make all the cities productive and attract investors from without. Creative destruction argues that if evolution is to take place, new ways of doing things must emerge and be proven superior to the old systems. Globalization of any city or region is reflected through variety of hotels, restaurants, clothing worn, and language spoken among many other traits. The city architecture is also a clear depiction of globalization effect within a region. The city has over the years made efforts to embrace the new economy while struggling to maintain her traditional and cultural traits. The sky scrappers within the city that stand parallel to traditional building are a clear reflection of the struggle. There are some citizens who have refused to sacrifice their cultures for economic prosperity while others argue that the cost is worth it. This has led to many of the citizens adopting the contemporary approac hes to accommodate the development and to attract more investors into the city while there are some few communities and individuals who continue to uphold to old traditions, identities and cultures (Chacko, 2004). In the endeavor to provide a better environment that will attract more investors, the cities and regions authorities have formulated policies that are meant to protect the immigrants and to enable them to be uttermost productive. There are new concepts that are been adopted by countries and cities that will facilitate human rights of the labor force so as to avoid their being treated as tradable commodities. Many of the states have institutionalized the human rights via the United Nations Human Rights Charter. This has led to doing away with some traditional cultures that violate such rights, consequently altering cultures of some people. Some of the issues that the people in the international bodies that are established takes care of is like trafficking, gender violation, protection of children rights among other major factors that affect the immigrant labor force (Piper, n.d.). The protection of human rights have shifted from the local bodies to the international human rights bodies such as the United Nations, International labor Organizations, KFSB, CATW, GAAT just to mention but a few. All these bodies have policies that they inculcate in their member countries that force the governments of those nations to adopt them renouncing any local policy that contradicts those policies. For example, there were some nations where traditional commercial sex was permitted as a right of a right of a woman to sell her body as any other product that she may be taking to the market place. Such rights contradict with the policies of STV which is a foundation of women against trafficking. The implication of any nation accepting STV is that some of the rights that can create loopholes opening women to violation have to be withdrawn, whether traditionally acceptable or not (Piper, n.d.). Conclusion Postmodernism has become an inseparable component of the contemporary world. Everything is done in line with the demand of the postmodern world. Postmodernism has brought about the concept of globalization with every region adopting it as a means of keeping at par with development. Cities, regions and nations have over the years been changing in the endeavor to attract investors, for their growth. The changes as shown in the two case studies: Batam city and Manila the capita city of Philippines have led to changes in some traditional cultures and traditions. In todays world all the systems have become global in an attempt to attract more investors consequently changing their cultures and traditions to accommodate the international investment-climate.

Rotation of the letter R :: Essays Papers

Rotation of the letter "R" Psychologists have been interested in the processes that go on in the mind for centuries. However, a new method for assessing the various processes emerged in the 1970's. Several researchers predicted that mental imagery was treated by the brain similarly to actions performed on physical objects. Thus, performance in tasks involving inspection, rotation, and comparison of mental images according to size should be similar to results obtained using actual objects. Kosslyn, Ball, and Reiser (1978) asked participants to scan a mental map after studying a map of an island with several landmarks. They predicted that the further the distance between the landmarks, the longer it would take participants to scan from one to the next, whether using the actual map or a mental image created by intensive study. Their hypothesis was supported by their results. The closer positions took less time to locate on the participant' mental maps than the more distant places. In 1973, Cooper and Shepard asked participants to perform a mental rotation task. They gave the participants an image, and asked them to rotate it mentally by a certain angle, and then match the rotated image with one of several choices. Their prediction was that the greater the angle of rotation, the longer the task would take. This was because it would take longer to physically rotate a figure more degrees than fewer degrees. The evidence supported this hypothesis: The closer the angle is to 180 degrees, the longer the reaction time. Angles greater than 180 degrees do not take longer because the subject will rotate it in the other direction. So the angle distance from 180 degrees, called the angle of disparity, is directly related to the reaction time. The experiment done by the class involves looking at the letter "R" on a computer screen, and determining whether it is forward or reverse. The "R" is rotated at varying degrees, and participants must mentally rotate the "R" in order to determine whether it is forward or reversed. A forward "R" is the letter "R" in its usual orientation. The reversed "R" is backwards from its usual position. There were several predictions made by the class before the experiment was run. The highest reaction time was predicted to be at the 180 degrees condition, with the lowest reaction time at 0 degrees, increasing in both directions toward 180 degrees. Also, the average reversed-figure reaction time was expected to be higher than the average normal time.

Job Fair Brochure Essay

We offer full time and part time quailty care. Organizational Culture Our company culture values employees who are motivated, energetic, creative, and dedicated. We will have weekly meetings to gather creative ideas to create fun learning experiences for the children. We value input that leads to growth. Employees must be trustworthy, team players, and have strong communication skills. Taya’s child development center is set up within functional and geographic structure. Our functunal structure focus on our employees working together because of their expertise to meet the childrens needs. We have a director, assisant director, lead teachers, assistant teachers, and teachers aids that work together. Our geographic structure focus on to make sure we are meeting the need of the community. We are dedicated to serve the children in our neghborhood. We are a full time service child development center. I selected functional structures because in order to run a child development center I need experience and educated teacher to work together to provide high quality child care. Employees grouped together because they have the same expertise of the same jobs, so they can easily communicate and share information with each other. They can often make decisions quickly and effectively by working together. â€Å"A functional structure also makes it easier for people to learn from one another’s experiences and improve their skills† (Jones, 2007). I also selected geographic structures because we have to make sure we are providing care for the need of the neighborhood. I think functional and geographic structures will help to build and strong business. I would have a Sole proprietorship child development center. I will operate a daycare center business in my name. I will be the only owner and I will hirer qualified teachers to help me run my child development center. My company is dedicated to serve the children and parents need in our community. We will meet the needs of each child indiviually. We will cater to infants, toddlers, and perschoolers in our community. We will help nuture and guide the children through social emotional, sensory and congnitive skills. We will provide fun learning experience for each age group of children. We will offer full time and part time care to meet the needs of our families in the community. We will offer music, yoga, and spanish enrichment learning classes. My business will help the children and parents in the community. I have selected organizational culture for my company values and norms that influence how people and groups behave and interact with one another. I want to create a happy and fun enivornment for my staff , parents, and children. My company culture values employees who are motivated, energtic, creative, and dedicated. We will have weekly team meetings to gather creative ideas to create fun learning experiences for the children. We value input that leads to growth. Employees must be trustworthy, team players, and have strong communication skills. The values I want my company to develop are excellence, stability, predictability, profitability, economy, creativeness, morality, and usefulness. â€Å"Company norms specify or prescribe the kinds of shared beliefs, attitudes, and behaviors that a firm’s members should hold and follow. Norms are informal but powerful rules about how employees should conduct themselves if they want to be accepted and successful† (Jones, 2007). Organizational culture will allow my staff interact with one another and create a fun learning experience for the children and each other. It will also allow us to work in a fun loving environment. References Jones, G. R. 2007). Introduction to business: How companies create value for people. New York, NY: McGraw-Hill/Irwin. CERTIFICATE OF ORIGINALITY I  certify that  the attached  paper is my original work. I am familiar with, and acknowledge my responsibilities which are part of, the University of Phoenix Student Code of Academic Integrity . I affirm that any section of the paper which has been submitted previously is attributed and cited as such, and that this paper has not been submitted by anyone else. I have identified the sources of all information whether quoted verbatim or paraphrased, all images, and all quotations with citations and reference listings. Along with citations and reference listings, I have used quotation marks to identify quotations of fewer than 40 words and have used block indentation for quotations of 40 or more words. Nothing in this assignment violates copyright, trademark, or other intellectual property laws. I further agree that my name typed  on the line below is intended to have, and shall have, the same validity as my handwritten signature. Student’s  signature (name typed here is equivalent to a signature): Shawntaya Lewis

Being a Change Agent

This paper will outline the concept of change agent. It will give us a brief description of what a change agent is. It will discuss the concept in detail further. In the first few pages, we discuss what basically a change agent is and what are the theories and concepts behind it. Later on, we discuss change agents with reference to the procurement process. The role that change agents play in the business environment has become very important in the past few years. Companies adopt and adapt to change often and to help them initiate the process and implement it completely we have change agents.Introduction A change agent is someone who can change an individual’s or organization’s ability and enable them to achieve higher levels of outcome and help them move up the needs hierarchy. (Stevenson, 2008) A change agent is, â€Å"a person who leads a change project or business-wide initiative by defining, researching, planning, building business support and carefully selecting volunteers to be part of a change team. Change Agents must have the conviction to state the facts based on data, even if the consequences are associated with unpleasantness. † (Six Sigma Dictionary, 2003)A change agent has to see the future and over look the present because if he starts to think of the present then he will not be able to bring about the changes that he wants. The vision leads the agent to act a certain way and perform certain activities and functions. Bringing about a change is not simple; it requires a lot of hard work. Hard work is not the only thing that can initiate and implement the change, the agent needs to be passionate about the change and believe in the vision. His passion will ultimately lead the others around him to be passionate and the change to be successful. (Stevenson, 2008)As we all know that motivation is one of the key factors for anything to be successful. Nobody else can motivate the change agent, he needs to motivate himself. He needs to be strong individual who can overlook the comments of others and be misunderstood and not appreciated and still do his job. Most important of all these things is that the change agent needs to be able to understand people and their needs. Without the people it is impossible for the change to be successful, the change agent should not forget them in the process of bringing about a change, because otherwise the change will be useless. (Stevenson, 2008)In today’s world change agents are a common phenomenon, businesses frequently have to redesign business operations to stay up-to-date and enhance their position in the business world by having a comparative advantage, the latest technology and business process. To enable this to happen in their company, the management hires change agents. The change agent analyzes the company and its operations and then develops a vision as to where he wants to see the company. Then he sees what the basic requirements for the change are, training for the employees, re-layering for the organization, new system, investment and many other things. (Hugos, 2008)Once all this has been established, the change process starts, the time period can vary according to the type of change and the extent to which the change is taking place within the organization. During this time period, the change agent interacts with all the people and helps them adapt to the new system and overcome any problems that they might be facing. Once the system has been implemented, the change agent also judges the successful rate of the change. If there has been a productivity increase and a generally better environment than the change has been successful otherwise another theory or method may have to be used for the change.(Hugos, 2008) People resist change, they do not like it when outsiders come and change something in their territory. They feel uncomfortable as the environment changes because they had become used to the previous environment and even thoug h it had some shortcomings, it was their haven. That is why change agents are treated badly and are not liked by the employees of the organization because they think he will change their territory which will change the way things are done and maybe the layout of the office. The change agent will enter their comfort zone and distort it. (Hugos, 2008)The first thing that the change agent needs to do is to get to know the people around him and especially those that are involved in the change process. The agent needs to talk to them and see what they want. He needs to make sure that these employees are comfortable around him and understand the change process and are willing to support him. The best way to get to know the employees and get them to talk to you is to get down working with them. The second thing that the change agent needs to do is take the information he finds during this time very seriously. Things he will learn here are the basic reasons for the change.This information w ill help in developing the vision later. The third and last thing that will happen and will be consequence of the first two steps will be that the employees will start to trust the agent and will open up to him. (Hugos, 2008) Up till now we have talked about how change agents need to maintain a relationship with the target group. We will now discuss who the target groups are. The target groups are the people on which the change will be implemented. In these include, the employees whose attitude, feelings, beliefs, values, and perceptions might need to be changed.Then there are groups or organizations, whose size, composition, structure of authority, hierarchies, communication styles and channels, and many other things may need to be changed. Another category is the community, in which change might be needed within the inter-group relations that exist on the basis of ethnicity, race, gender, class, religion etc. and finally there is the society as a whole. Change in the society will be on a very large scale, such as globalization, urbanization, modernization, a change in policies and international relations, the environment, agriculture, education and much more. (Hugos, 2008)The categories of change agents are the directors of a company, administrators, political parties or supporters, the financial backers, volunteers, employees, technical and professional people such as lawyers, sociologists, scientists etc. the types of change strategy that the change agent will adopt will depend on the situation and the type of change that is required, in some ways it will also depend on the relationship between the agent and the target of change. (Hugos, 2008) Change Strategies Then type of change that is needed and the way the change will be implemented is known as the change strategy.There are four strategies that a change agent can follow: empirical-rational strategies, normative/re-educative strategies, power/coercive strategies, and environmental-adaptive strategy. (U NCW, 2008) The empirical-rational strategy is used when the relationship between the target and the agent is unequal on some levels but on the other levels the inequality does not exist. This strategy is used so that the inequality can be reversed. The strategy is most effective when the targets of change are individuals and not groups and organizations.The aim of this strategy is to provide the targets with the information; it assumes that the targets are rational beings that can use this information to gain knowledge and make the best decision possible from the information that is available to them. (UNCW, 2008) The normative/re-educative strategy is used when the agent wants to convince the target. It is not a battle or a debate where the agent wants to defeat the target but the agent wants the target to understand his point of view and finally agree with him. In this strategy the target is brought face to face with the changed ideas and views.They are persuaded to adopt these ne w values and internalize them so that they become part of the group and are something that the group does unconsciously. To make people believe and accept these values, the emotional and the rational appeal are used. They can either be convinced with scientific facts and figured or can be convinced emotionally. The targets of such a strategy are organizations, groups and the communities. (UNCW, 2008) The third strategy is the power/coercive strategy. This strategy will only work when the target is dependent on the agent such as in the case of children.In this strategy there is the use of power, money and authority. The targets may be bribed to follow the change or otherwise face the consequences. The authority in this case may or may not be legitimate. The agents in this case want to be ahead of the target and want to defeat them. It can also be that the agents may be oppressed by the target and will eventually revolt against the target, there have been such cases in history but the y have been on a very large scale, for example; the French Revolution. (UNCW, 2008) The fourth strategy of change is the environmental-adaptive strategy.In this strategy the people are not immediately transferred into the new environment, it is a gradual process. The new organization is created and the employees are made to go through a transition phase. In this the targets will be upset with the change but will quickly adapt to the new environment. (Nickols, 2006) The Change Process The way the change is brought about or the processes that the change is brought about in are known as the change process and there are a few methods for doing this. Each will be discussed individually in the following paragraphs. The basic process of change is the unfreezing, changing and refreezing process.The things that need to be changed will be unlearnt by the employees; they will then learn the new way of doing things or can come up with their own way of doing the job. The best method will then be learned by all the employees. The method will then be refrozen, by learning it. Another process of change is by solving a problem and finding a problem. The thing that needs to be changed is referred to as the problem. The change agent needs to move the target from the state of problem to the solved state. This has to be done in an orderly and disciplined fashion. When this is achieved the problem is solved.This is basically known as the planned change model. (Nickols, 2006) When the change agent is trying to solve the problem he is basically looking for the solution thus, the problem solving part comes when a course of action is looked for to solve the problem. The problem finding part is when the action or thing that needs changing is being found. In this the change agent is finding the thing that is causing the problem and that which will eventually need to be changed. Thus, the problem is first found and then solved in a systematic manner. Some questions need to be answered abo ut the problem.The first thing that needs to be understood is that how the problem has occurred so that such situations can be avoided in the future. (Nickols, 2006) Another thing that needs to be analyzed is that what has caused the problem, so that that can also be solved. The problem has occurred because of a reason and that reason needs to be found and analyzed. There must be something that is lacking in the current situation, and to solve the problem the change agent needs to know these things so that in the solved situation these things are not present. (Nickols, 2006) ConclusionA change agent does not require a specialized set of skills, there is no professional degree needed to be a change agent. There are only a few things that an individual needs to be aware of and know how to manipulate. He needs to be aware of the people around him, but this he needs to limit. If he becomes too aware it can hinder his job or if he completely not aware then he will not be able to implemen t the change successfully. A change agent needs to know what the situation is and after careful analysis he should be able to solve it in his mind before actually solving it in real life because otherwise it might just end up as a disaster.One thing we can conclude from the paper is that the process of forming a relationship with the target is of extreme importance and that without the support of the people involved the change agent cannot achieve his goal. The whole process of will be useless. References 1. Dennis Stevenson (2008). What is a Change Agent? Retrieved on August 24, 2008, http://it. toolbox. com/blogs/original-thinking/what-is-a-change-agent-23764 2. Fred Nickols (2006). Change Management 101: A Primer, Retrieved on August 24, 2008, http://home.att. net/~nickols/change. htm 3. Mike Hugos (2008). How to become a Change Agent, Retrieved on August 24, 2008, http://www. cio. com/article/13091/How_to_Become_a_Change_Agent? page=3 4. Six Sigma Dictionary (2003). Change Agent , Retrieved on August 24, 2008, http://www. isixsigma. com/dictionary/Change_Agent-393. htm 5. University of New Carolina Wilmington (2008). Social Change Strategies. Retrieved on August 24, 2008, http://people. uncw. edu/pricej/teaching/socialchange/Social%20Change%20Strategies. htm