Teenage Drug And Alcohol Abuse - 978 Words

Teenage drug and alcohol abuse is becoming a major problem in the United States. Abuse of illicit substances eventually leads to an addiction. Drug and alcohol addiction is a disease, and it is contagious. It does not spread through germs; it spreads through families, schools, and communities. There are two youth prevention programs that try to exceed at decreasing the drug and alcohol abuse in teenagers. They are the D.A.R.E. program and the Serenity House based out of Texas. The D.A.R.E. program, also known as the Drug Abuse Resistance Education, is a national substance abuse prevention education program that seeks to prevent the use of drugs and alcohol in the young teenagers of America. D.A.R.E. was founded in 1983 by Daryl Gates who was the Chief of the Los Angeles Police Department at the time. The story goes that when Gates noticed the number of drug busts on school campuses was increasing, he had the idea to focus on prevention education instead of punishment (Cima, 2015). Ga tes wanted police officers to teach elementary and middle school classes about the effects of these substances. He felt teachers, and doctors were not a qualified fit for the job. Although, I find that the D.A.R.E. program exposes teenagers to the topic of drugs and alcohol before it even becomes relevant to them. The Serenity House, however, takes a different approach when it comes to the prevention of youth drug and alcohol use. The mission of the Serenity House Impact Youth Program is toShow MoreRelatedTeenage Drug And Alcohol Abuse2166 Words   |  9 PagesTeenage drug and alcohol abuse can come from a number of different factors such as emotional disorders, stress, social events and other adolescent pressures. Adolescent is a period of time when teens have a lot of pressures to fit in, establish their own identities, it’s also a time of growth and development, and also the great desire to fit in which leads teens to give into peer pressure. Teens are going through an e motional change in themselves emotionally, physically and also hormonally duringRead MoreInfluence of Drug and Alcohol Abuse Amoung Kenyan Teenage Education5708 Words   |  23 PagesSCHOOL OF COMPUTER SCIENCE RESEARCH PROPOSAL. Influence of drug and alcohol abuse among Kenyan teenage Education. BY BRIAN MUNGA (J15-3021-11) TAKEN BY: Catherine Mavyala DECLARATION I declare that Influence of drug and alcohol abuse among Kenyan teenage Education is my own work and that all the sources that I have used or quoted have been indicated and acknowledged by means of complete references. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 07 August 2012 SignatureRead MoreThe Effects Of Drug Abuse Among Youth1346 Words   |  6 PagesThere is a growing trend of drug abuse among youth which can’t be ignored in today’s society. It has been reported that â€Å"the greater numbers of young people were reporting weekly consumption of alcohol and young drinkers were consuming larger amounts per drinking occasion† (Coleman Cater, 2003). Teenagers who persistently use drug out of control often experience serious problems. Those problems are related to physical health, mental health, academic difficulties, social relationships, and so onRead MoreTeenage Drinking Essay1261 Words   |  6 PagesTeenage Drinking According to Lang nine out of ten high school seniors have used alcohol, one out of twenty use it daily, and one out of three will get drunk during any given weekend (back cover). Teenage drinking is a very serious problem that is growing by the day in our country. I want to know what kids who drink are getting themselves in to when they decide to start in high school or junior high. What types of health and psychological problems will they be facing? What are the chancesRead MoreTeenage Suicide : A Devastating Event1509 Words   |  7 PagesTeenage Suicide When I was undergoing my journey through high school, there was a devastating event that affected the entire school from that point on; one of my fellow classmates had committed suicide. It was heart breaking to hear what had happened to someone at such a young age. A teenage boy drove to a spot in North Carolina where his dad had committed suicide just a few years ago. In that same exact place where his dad committed suicide, he decided to take his own life. According to WorldRead MoreTeenagers and Drug Abuse Essay1613 Words   |  7 Pageswho struggle with drug addiction began experimenting with drugs in their teens. Teenage drug abuse is one of the largest problems in society today and the problem grows and larger every year. Drugs are a pervasive force in our culture today. To expect kids not to be influenced by the culture of their time is as unrealistic as believing in the tooth fairy (Bauman 140). Teens may feel pressured by their friends to try drugs, they may have eas y access to drugs, they may use drugs to rebel againstRead MoreEssay about Correlation Between Drug Use and Suicide717 Words   |  3 PagesCorrelation Between Drug Use and Suicide   Ã‚  Ã‚  Ã‚  Ã‚  Americas on-going drug abuse epidemic continues into this millenium, and there are many social problems linked to drug use, including suicide. The disparity of daily life in suburbs or the inner cities are why many people have fallen into their reliance on drugs, including alcohol. Patros and Shamoo (1989) describe the abuse of drugs and alcohol as a slow form of suicide. But many drug abusers choose to end their life before drugs have time to claimRead MoreThe Effects Of Alcohol Abuse On The Body1644 Words   |  7 PagesAlcohol abuse can also cause short-term effects to the body. Although there are many different short-term effects, the most common happens to be a hangover which is a â€Å"group of symptoms experienced by a person after a heavy consumption of alcohol† (Alcoholic 1). Symptoms of a hangover often consist of nausea, fatigue, thirst, headache, diarrhea, and sensitivity to light and noise. The severity of a hangover depends on several factors ; these factors include the amount of alcohol consumed, the levelRead MoreSeveral Cases of Violence Against Children1030 Words   |  5 Pagesare a couple of things I see today which can lead to child abuse. First of all, we have an epidemic of babies having babies. According to the American Academy of Child and Adolescent Psychiatry (2012) babies born to teenagers are at risk for neglect and abuse because their young mothers are uncertain about their roles, and may be frustrated by the constant demands of caretaking. They also contend that babies born in the U.S. to teenage mothers are at risk for long-term problems in many major areasRead MoreAdolescent Drug Abuse1306 Words   |  6 PagesAdolescent Drug Abuse I.) Introduction: Crack, booze, pot, crystal- from the inner city to the suburbs to small towns, the world of the adolescent is permeated by drugs. When a little harmless experimentation becomes addiction, parents, teachers, and clinicians are often at a loss. For this age group (roughly ages 13 to 23), traditional substance abuse programs simply are not enough (Nowinski, inside cover). Today s society provides many challenges for adolescents that our

Explorations in Themes of Change in “The Metamorphosis”...

Scuttling quickly across the floor, the horrifying vermin that is Gregor Samsa tries to grow accustomed to his newfound change. In the novella, â€Å"The Metamorphosis† by Franz Kafka, the idea of change, in both a physical and metaphorical form, is explored. The protagonist, Gregor Samsa, wakes one morning to find himself transformed into a horrendous bug. The remainder of the novella shows how this change in form impacts both Samsa and his family, and how his transition into a bug was far from just a physical change. This change represents the internal conflicts that Samsa faces as he assumes the role that he has always felt himself to fill within society, as nothing more than a shame and inconvenience for his family. Upon Samsa’s death at the end of the novella, the reader views a glimpse of the elation and relief his family faces upon no longer being burdened by him. Naturally, the entire scenario represents the delusional fantasy that a disillusioned Samsa believes to be true. However, it is incredibly ironic as Samsa is both the economic foundation that his family requires, and also remains the most human character in the novella, even while he is a monstrous bug. Gregor’s bug form serves to represent these various internal conflicts he faces as manifested within a physical form. At the beginning of the novel, Gregor finds himself transformed. He immediately comes to realize the implications of this newfound change. All of a sudden, he is treated with disdain and asShow MoreRelatedFranz Kafkas Life and Work2192 Words   |  9 PagesFranz Kafkas Life and Work No person that leads a normal life is likely to write a metaphorical yet literal story about a man transforming into a bug. That being said, no person that leads a normal life is likely to alter a genre as much as Franz Kafka did. With the unusual combination of declining physical health and a resurgence of spiritual ideas, Franz Kafka, actively yearning for life, allowed his mind to travel to the places that his body could not take him. In his recurring themes of guiltRead MoreWho Is Blame For Gregor s Unfortunate Fate1550 Words   |  7 Pages Kate Vicars April 6, 2017 Who to Blame for Gregor’s Unfortunate Fate Changes in your life, depending on how you see it, can be good or bad. In Franz Kafka’s The Metamorphosis, we come across Gregor, the protagonist of this story, whose miserable life takes a turn when he turns into a vermin, resulting as a burden to his family. He then later dies at the end of the novella causing a relief to the family. With that being said, who can we ultimately blame for Gregor’s own transformation andRead MoreAbsurdity Between Kafka and Camus4307 Words   |  18 Pagesthe philosophical views of two great philosophers, namely Albert Camus and Franz Kafka. The works involved in this argument are Kafkas The Metamorphosis and Camus The Outsider. The chief concern of both writers is to find a kind of solution to the predicament of modern man and his conflict with machines and scientific theories. Death, freedom, truth and identity are themes to be studies here in the sense of absurdity.    Kafka was born in Prague in 1883. On the Surface, it would seem that he led aRead MoreQureshi Marxist Interpretation Of Kafka1910 Words   |  8 Pagesï » ¿Marxist Interpretation of Kafkas The Metamorphosis Mahum Qureshi â€Å"For all things outside the physical world language can be employed only as a sort of adumbration, but never with approximate exactitude, since in accordance with the physical world it treats only of possession and its connotations.† –Kafka1 This paper looks at the philosophy of power, alienation and minor literature through an analysis Franz Kafkas short story, The Metamorphosis. In the story the protagonist wakes up as a giantRead MoreThe Cherry Orchard By Anton Chekhov And Metamorphosis2447 Words   |  10 Pages 3375 Exploration Notes In this unit we were studying two contrasting plays which were the Cherry Orchard was written by Anton Chekhov and Metamorphosis written by Franz Kafka. As a class we first read the plays and then explored these plays through a series of workshops and as a result this helped deepen my understanding of the plays and help develop and strengthen my acting skills. Social Cultural Historical and Political The Cherry Orchard Social: Social change is one particular theme that isRead MoreExistentialism vs Essentialism23287 Words   |  94 Pages Existentialism can also be difficult to understand because it does not consist of a specific dogma, or a set of metaphysical claims. Existentialism is not a definitive claim about the world or the people in it. It is marked, instead, by a set of themes about the human condition and the struggles and freedoms that humans must endure, or perhaps embrace. Despite the various and often conflicting views held by many existentialist philosophers, there are several main concepts of existentialism thatRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesPower and Politics 411 Conflict and Negotiation 445 Foundations of Organization Structure 479 v vi BRIEF CONTENTS 4 The Organization System 16 Organizational Culture 511 17 Human Resource Policies and Practices 543 18 Organizational Change and Stress Management 577 Appendix A Research in Organizational Behavior Comprehensive Cases Indexes Glindex 637 663 616 623 Contents Preface xxii 1 1 Introduction What Is Organizational Behavior? 3 The Importance

Recruitment and Selection in McDonalds †MyAssignmenthelp.com

Question: Discuss about the Recruitment and Selection in McDonalds. Answer: Introduction of Recruitment and selection in McDonalds McDonald's is considered as the biggest family restaurants business globally. The vision of the company is to offer a best restaurants service experience. To attain this company gives the main emphasis on enhancing satisfaction level of the consumers. The company offers a diverse working culture and also people come for an interview from all backgrounds that give positive approach. When the company hires the crew member, Hire the smile is the policy that is considered. Hire the smile policy gives a positive outlook to the workforce and in return friendly environment is evaluated. McDonald's not only hired happy people but also help them to be happy by conducting every activity (Taylor, 2014). The company offers rewards and benefits that enhance the motivation level of the employees. The selection is made by considering the best candidate and also after that the effective training sessions are provided so that they can conduct their day to day operations efficiently. The company also provides support and opportunities for all the potential employees who are working with the famous global food brand. After completing the hiring process, the members are called to attend the welcome meeting at their recruitment center (Rashid and Ghose, 2015). Process of Recruitment and selection in McDonalds The company has taken into consideration three types of the application process for the candidates to ensure that they are right for the job. The first round of the interview is done online, through which candidates have to go through various questions. If the candidate is selected in the first round, then the invitation is sent, for an interview round with a Human resource officer. After having the interview with an Hr, the candidate is sent for an on job evaluation and also for the interview with the manager. On the job evaluation is done for two purposes, one is for access the capability of the candidate and another one is to allow the candidate to access the working environment that it suits their style of working or not. On the job evaluation, the process takes 15 minutes and the candidate conduct the activities by considering the problem facing areas and also full instructions are given so that the actual capability can be analyzed (Chaneta, 2014). Also after that, the intervie w is conducted with the business manager and it takes approximately 30 minutes to analyze the working capacity of the candidate. At the time of selection the appearance, experience, computer skills, leadership skills, good English communication skills and professional qualifications are taken into consideration (Vickers, McDonald and Grimes, 2014).The final selection process starts as follows: First step is initial screening, and then the written test is conducted, initial interview, aptitude test, reference check, final interview and the last step is relocation. The main step in the selection process is written test from which the knowledge and capability of the candidate are analyzed in a proper manner (Breaugh, 2017). References Breaugh, J.A., 2017. to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. Chaneta, I., 2014. Recruitment and Selection.International Journal of Management, IT and Engineering,4(2), p.289. Rashid, S. and Ghose, K., 2015. Organisational culture and the creation of brand identity: retail food branding in new markets.Marketing Intelligence Planning,33(1), pp.2-19. Taylor, S., 2014. Recruitment and selection.Strategic Human Resource Management: An International Perspective,10(6), pp.139-14. Vickers, G., McDonald, M. and Grimes, J., 2014. A cross country comparison of best practices in recruitment and selection.Journal of Management and Marketing Research,15, p.1.

Leadership Change Management Is Organized †Myassignmenthelp.Com

Question: Discuss About The Leadership Change Management Is Organized? Answer: Introducation According to Hayes (2014), change management is an organized way to deal with progressing people, groups, and associations from a present state to a coveted future state, to satisfy or execute a dream and methodology. It is an authoritative procedure went for engaging representatives to acknowledge and grasp changes in their present condition. There are a few unique streams of belief, which have molded the act of change management. Change management is the formal procedure for hierarchical change, including an orderly approach and use of learning. Change management implies characterizing and receiving corporate methodologies, structures, systems, and innovations to manage change coming from inward and outside conditions. Change management is a basic piece of any venture that leads, oversees, and empowers individuals to acknowledge new procedures, advances, frameworks, structures, and qualities. It is the arrangement of exercises that enables individuals to progress from their present method for attempting to the coveted method for working. A change exertion or activity must begin with a dream. Regardless of whether change is incited by outer (political, monetary, social or technological) or interior variables (policy, frameworks or structure), making a dream will clear up the heading for the change. Moreover, the vision will help in rousing those that are affected to make a move the correct way (K. Vora, 2013). Leadership and change management: According to Burke (2017), leader implies somebody who has the leadership and power to control a gathering of individuals and get it sorted out for a specific assignment or objective. Leader has an unmistakable vision for the welfare of his association and improvement of his association. Administration is that nature of leader by which he drives the group or his gathering. Leadership has six essential identity qualities named as; self-assurance, aspiration, drive and perseverance, authenticity, mental transparency, craving for learning, inventiveness, decency and devotion. To include different individuals from group in basic leadership is additionally the piece of administration. Hornstein (2015) shows three establishment attributes for a man to be in an influential position in the advanced associations and they are of a designer, an instructor, and a steward. These three qualities help with illuminating mission, vision and qualities; distinguishing procedures, structure and strategies; creating productive learning forms; and encouraging subordinates to build up their mental model persistently and think methodically. For a compelling change, several researches have uncovered that charismatic leadership and trust in top administration both are essential. They are firmly related with change executing conduct, observing of anticipators, administration level, and division association. As indicated by Bolman Deal (2017), the leader, as a man, is the most critical device for change. The leader's soul, knowledge, insight, empathy, qualities, and learning aptitudes are immeasurably imperative features in the abilities to lead others to grasp change and upgrade. The leader who prompts change inside a firm is regularly subject to rough idea. It is the leaderships conduct that rolls out the improvement circumstances more compelling. Because of the present financial condition for fruitful authoritative improvement, the key characterized by Gollenia (2016) is epitomized in the administrative leaders' states of mind, and the equivalent considerations and sentiments imparted to the world, both inside and outsi de of their associations. Role of management in implementing change: According to Goetsch Davis (2014), management is responsible for distinguishing inclines in the full scale condition and additionally in the microenvironment in order to have the capacity to recognize changes and start programs. It is likewise essential to evaluate what affect a change will probably have on behavior of the employees, work forms, innovative necessities, and inspiration. Management must survey what employees responses will be and create a change program that will offer help as specialists experience the way toward accepting change. The program should then be actualized, spread all through the association, observed for adequacy, and balanced where essential. Associations exist inside a dynamic domain that is liable to change because of the effect of different change "triggers, for example, advancing technologies. To keep on operations adequately inside this natural turbulence, associations must have the capacity to change themselves because of inside and outside initia ted change. In any case, change will likewise affect upon the people inside the association. Viable change management requires a comprehension of the conceivable impacts of the changes upon individuals and the ways to oversee potential wellsprings of imperviousness to that change. Change can be said to happen where there is an imbalance between the present state and the environment. Lewinss change management model: The idea of change management is well-known in many associations today yet how they oversee change (and how fruitful they are) fluctuates massively relying upon the idea of the business, the change and the general population included. According to Gollenia (2016), associations that handle change well seem to flourish, while those that don't may battle to survive. A key piece of this relies upon how far individuals inside the association comprehend and manage the change management. One of the foundation models for understanding authoritative change was produced by Kurt Lewin in the 1950s, is as yet utilized today. His model is a simple and straightforward structure for overseeing change known as Unfreeze Change Refreeze. Lewin clarified hierarchical change utilizing the similarity of changing the state of a square of ice, i.e. unfreezing an expansive solid shape of ice to transform it and change it into a cone of ice. By perceiving these three unmistakable phases of progress, one ca n plan to actualize the change required. One begins by making the inspiration to change (unfreeze) as it is important to change existing mentalities towards working practices and set up the ground. Correspondence about the proposed change is important at this stage if individuals are to comprehend and bolster it. One travels through the change procedure by advancing successful correspondences and enabling individuals to grasp better approaches for working and learn new esteems, states of mind and practices. Issues are distinguished and activity designs are created to empower execution. Greatest adaptability is required in the arranging and execution of the change (Matos Marques Simoes, Esposito, 2014). The procedure closes when the association comes back to a feeling of steadiness (refreeze) and the advantages of the change are acknowledged, which is vital for making the certainty from which to leave on the next unavoidable change. Acclaim, rewards and other fortification by manage rs are required on an individual level and more successful execution at an authoritative level. Not until the point that the change has turned out to be consolidated into the way of life would it be able to be said to be solidified. Figure: Lewins Framework for change (Source: Hayes, 2014) Kotters change model: Kotter believed that it is essential to go through several steps in order to successfully implement changes within an organization. The first step involves creating a sense of urgency. According to him, for a change to be successful, more than 75 percent of the management of the company must feel the need and urgency of the change. The change must be implemented as soon as it is identified as any delay in implementing change might lead to losses and inefficiency of the organizations. The second step involves creating a guiding coalition. This step mentions that it is necessary to involve the organizational people in order to successfully implement the change because the senior management and executives can not alone implement the change. The senior authorities are required to guide the employees of the organization and help them to adapt with the changes. The third step involves developing a vision and strategy. It is necessary to develop a proper strategy and vision (Van der Voet, 2 014). The change manager is responsible for developing appropriate strategies that will guide the change process. They are required to involve all the key stakeholders in the change management process. The fourth step is conveying the change vision. It is very necessary to communicate the changes that are to be implemented within an organization that shall affect the key stakeholders. Change can not be implemented successfully by mere planning the change instead, it is necessary to convey the changes to the related stakeholders so that they can prepare themselves for the changes to be implemented within the organization. The fifth step involves empowering employees. In this step, the change is not only conveyed to the related stakeholders but also they are allowed to come up with their thoughts, fears and ideas regarding the change. It is essential to involve the people who shall be affected due to the changes so that there is no resistance and the change is implemented without any hurdles (Pollack Pollack, 2015). The sixth step involves generating short- term wins. Maintaining momentum is essential for the successful implementation of change. Short- term wins is one of the strategies that help in the successful implementation of changes by achieving early success. The seventh step involves consolidating gains. In this step the short- term wins shall have a positive impact on the related people and they shall be encouraged to further implement the change in order to obtain long- term gains. The eighth step involves anchoring new approaches in the culture (Fullan, 2014). The organizations must be constantly involved in developing new approaches that help in the organizational development because the approaches that have been successful in the past might not be successful in the future. Therefore, the organizations must be creative and innovative and come up with a new approach when the previous approaches seem to be of no use. Change management in Nestle: Nestle is a Swiss multinational company that is involved in production of transnational food and drink. The company produces dairy products, confectionaries, coffee, tea, snacks and several other food and drinks items. The company is ranked among the top 100 companies in the world (https://www.nestle.com/). However, the company faced several issues in its pyramidal model that required several changes. Several changes were required to be implemented in the organizational structure in order to keep it functioning effectively. The company moved towards becoming a non-pyramidal association that empowers a system culture implied that Nestl needed to decrease its various hierarchical levels. In 2002, the company began to survey its overall association, with the motivation behind building a coordinated and adaptable authoritative structure, while keeping up its development. Inspiring administration Nestle needed to change the way directors wanted commitments from their staff. Obviously, in the event that they needed greater arrangement, knowledge, collaboration, and activity, it would need to begin with an adjustment in the way supervisors drove their kin. Two projects were created to address this issue: The Nestle Leadership Program and the Develop People activity (https://www.nestle.com/). According to the Nestle Leadership Program, the company needed both leaders and managers. Nestle built up this program around four principle convictions. In a progressive association authority change should begin with the top line. Authority abilities could be enhanced just if chiefs acknowledged that they could enhance and in this way it should have been a self-advancement program, not an appraisal apparatus. Both direct administration inclusion and any connection with pay were disposed of. Thusly, it must be keep running with an outside association, generally administrators may not concede that they can make strides. Besides, they could feel that their conceivable shortcomings would not conflict with them as far as reward. The program ought to be founded on real criticism from every administrator's associates that involved companions, bosses and subordinates. This input, additionally gathered by the outside association and incorporated the individual himself/herself, was the most imperative piece of the program. Results were given to the administrators by proficient mentors and full privacy was guaranteed. Around 450 administrators went to in the vicinity of 2003 and 2006. Besides, Nestle broadened the program and moved it out to another 4,000 center supervisors beginning mid 2006 (https://www.nestle.com/). Nestle utilized a similar association to convey this decentralized program. It had a universal system with three focuses: Singapore, Miami and London. Extraordinary care was taken to guarantee that the decentralized program had an indistinguishable attributes from the best line program and that it was of a similar quality. In 2006 alone somewhere in the range of 1,200 members went to at a cost of about $25 million (https://www.nestle.com/). The Leadership Program did a ton to advance "Nestle on the Move" amid the program. Top officials were as one with the more youthful era, which extraordinarily helped the difference in mindset. This change helped in the further development of the organization. References: Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Burke, W. W. (2017).Organization change: Theory and practice. Sage Publications. Cameron, E., Green, M. (2015).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Fullan, M. (2014).Leading in a culture of change personal action guide and workbook. John Wiley Sons. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Gollenia, L. A. (2016).Business transformation management methodology. Routledge. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Vora, M. (2013). Business excellence through sustainable change management.The TQM Journal,25(6), 625-640. Matos Marques Simoes, P., Esposito, M. (2014). Improving change management: How communication nature influences resistance to change.Journal of Management Development,33(4), 324-341. Nestle.com. Retrieved 18 August 2017, from https://www.nestle.com/ Pollack, J., Pollack, R. (2015). Using Kotters eight stage process to manage an organisational change program: Presentation and practice.Systemic Practice and Action Research,28(1), 51-66. Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), 373-382.