The Effects Of Health Information Levels On Postpartum...

Title Evaluation The title of the journal article to be critically evaluated is Influence of health information levels on postpartum depression. This title is not sufficiently specific because the variables are not easily understood. What is meant by health information levels? The reader must examine the article further to understand if this health information is provided, or does the article refer to the level of health-related knowledge each participant already possessed from another source, such as their career or education. Furthermore, the article doesn’t state a population. It would be helpful to the reader to know who is experiencing postpartum depression (PPD). For example, is the PPD experienced by teenagers, first-time mothers,†¦show more content†¦The reason for the lengthiness was that the article provided quite a bit of information regarding the methodology and results, which may have been presented later in the paper. For example, the title of measure wa s described. Also, the writing style of the author is difficult to follow at times. Overall, the abstract provided more information than necessary and may, therefore, overwhelm readers. Specifically, those readers who are reviewing multiple research studies in order to decide which are relevant for their particular interest or population. Introduction and Literature Review Evaluation The introduction and literature review successfully identifies the importance and prevalence of PPD. However, it moved from citation to citation. For example, the following excerpt from the article, written by Youash, Sabrina, et al. (2013), states â€Å"It has been well established that PPD can affect maternal-infant interactions (Beck 2001), and women with PPD display less affectionate behavior, are less responsive to their infants, and are more withdrawn compared to those without such condition (Pop et al. 1993)† (p. 489). It would increase readability to combine citations. Thus the sentence would read, It has been well established that PPD can affect maternal-infant interactions, and women with PPD display less affectionate behavior, are less responsive to their infants, and are more withdrawn compared to those without such condition (Beck 2001,

Child Soldiers Long and Short Term Effects - 4806 Words

* Child soldiers gt; * Some facts gt; * Why children join gt; * Voices of young soldiers gt; * Developments gt; * International Standards gt; * DDR gt; * Committee on the Rights of the Child gt; * Government armed forces gt; * Armed groups gt; * Frequently asked questions gt; | Search Site Search Bottom of Form * Site Map Personal tools Navigation * Child Soldiers * Children in Palestine * Rwandan SOS Child who became Child Soldier * Child Soldiers in Sudan * Child Soldiers in Uganda * Child Soldiers in DRC * Child Soldier Resources * Sponsoring ex-Child Soldiers Child soldiers on Our Africa Watch a video about child soldiers in Sudan on Our Africa Go to Our†¦show more content†¦SOS Children is also a working name for SOS Children’s Villages UK. Charity Commission registered number 1069204 lt; NaNgt; Top of Form Search Site Search Bottom of Form * Site Map Personal tools Child Soldiers → Child Soldiers in Uganda Navigation * Child Soldiers * Children in Palestine * Rwandan SOS Child who became Child Soldier * Child Soldiers in Sudan * Child Soldiers in Uganda * Child Soldiers in DRC * Child Soldier Resources * Sponsoring ex-Child Soldiers Child soldiers on Our Africa Watch a video about child soldiers in Sudan on Our Africa Go to Our Africa... Info Child Soldiers in Uganda Children and families in Gulu, Uganda today. It is now over one year since peace talks between the Ugandan government and the Lords Resistance began in Sudan. A year later little has changed and people are still suffering, especially women and children. The endless war in northern Uganda has affected mostly women and children. Many women have become widows as a result of the rebels killing their husbands. Consequently, they are overloaded with the heavy responsibility of looking after orphans. And women do not have time to rest. They wake up early in the morning to find ways of feeding theirShow MoreRelatedThe Fear of Child Soldiers in 3rd World Countries736 Words   |  3 Pages Child Soldiers How would you feel if your child was forcibly abducted from your home to be a soldier, and back in return you got 5$? This is one of the biggest fears for families in third world countries. Children are being used as soldiers, servants , and slaves against their will. Child soldiers has become a highly debated issue, due to the high popularity of Joseph Kony. Child soldiers is unfortunately accepted usually because of the economic needs of families needs to survive in poverty. ChildRead MoreAll Quiet on the Western Front/WWI Essay1215 Words   |  5 Pages Although soldiers and governments in both worlds initially saw honor and security of their countries as valid reasons for going to war, what ultimately came of that conflict were both immediate consequences, such as loss of innocence and development of Posttraumatic Stress Disorder (often referred to as PTSD) among young soldiers, as well as permanent, long-term consequences, like the hatred the war had spurred in Germans which ultimately ensued to Hitler’s rise to power. Soldiers and their countriesRead MoreThe Employment Of Child Soldiers1653 Words   |  7 Pagesinnocent children are now identified as child soldiers and are submerged into a new dangerous environment. The standard definition of a child soldier is any person under the age of eighteen unlawfully participating in an armed force. 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American history, in the scope of the short story, is one of perceived â€Å"rightly† subjugation ofRead MoreCombat And The Long Term Effects Of War On Veterans932 Words   |  4 Pageson the soldier, and provide important insight as to why soldiers fight and the long term effect of war on veterans. During and after the war many soldiers are victims of post-traumatic stress disorder. They flashback all that they have undergone such as intrusive thoughts, memories, nightmares, and feelings that they experienced in their involvement in the war. The experience shall always remain fresh in their mind as they recall those disgusting moments. During and after the war soldiers experienceRead MoreConsequences of the Vietnam War Essay1157 Words   |  5 Pageswere held in 1976 (20 years late). The Domino theory continued into Laos and Cambodia but not Thailand, Singapore, Malaysia and the Philippines. Apart from this short term effect, there many short and long term effects on Vietnam once the Americans had left. There a similar range of social, economic and political effects on the United States. Vietnam had many issues to deal with in the immediate aftermath of the war. When the Americans left Vietnam, they left the South Vietnamese Read MorePersonal Thinking Styles : Life Styles1745 Words   |  7 PagesLSI. The competitive personality plays a major part in my life through the activities I undertake when compared to the human-encouraging style. As a Special Operations Officer and team chief, being competitive and striving to be the best all-around Soldier is something that was entwine in my DNA since basic training. My competitive personality can be traced as far back as my preteen years. My family and I migrated to the United States of America back in 1998. When I graduated from high school in 1999Read MoreAnalysis Of Ann Mason s The Wild Trail 1732 Words   |  7 PagesShe went to college for a third and final time to acquire her Ph.D. in literature from the University of Connecticut. In 1985, she finalized and published her first novel In Country. Zigzagging Down a Wild Trail was later published in 2002. Novels, short stories and biographies are just a few works to add to her list of writings. Ms. Mason has earned several awards for the leadership and excellence she has contributed to literature. (Wikipedia). During this analysis, In Country and Charger will beRead MoreUse Of Reality Therapy ( Rt ) Approach1342 Words   |  6 Pagesthe present and not the past events. Knowing this, this theory may help Ana with her present negative emotions. In this paper I will be addressing the different concepts involved with RT, this includes the RT goals, intervention strategies, short-term and long-term counseling sessions, counselor and client roles in the counseling, population social and cultural roles, additional information that may be needed, and the risks in the counseling. RT appropriate concepts InRead MoreThe Battle Of The Somme843 Words   |  4 Pageshe World War 1 conflict saw the expansion of volunteers as the war triggered. Alongside the opposition enemy, soldiers had to contend with shortage of food and appalling conditions. The voluntary period saw the first sort of army to be set up. However this set of volunteers were formed into action later during the Battle of the Somme. This was called the Kitcheners army, largely influenced through persuasive poster campaigns. This staggeringly led to over one million men to enlist by January 1915

Banned Or Not Essay Research Paper Banned free essay sample

Banned Or Not Essay, Research Paper Banned or Not? # 8220 ; Just say You gon na make what your mammy wouldn # 8217 ; t. First he put his thing up against my hip and kind of wriggle it about. Then he grab keep my breasts. Then he push his thing inside my *censored* . When that injury, I cry. He start to choke me, stating You better close up and acquire used to it. # 8221 ; ( Walker 1-2 ) If you as a parent took The Color Purple off the shelves and merely opened the book you would get down by reading the quotation mark supra. As a parent who merely opens the book and reads the first two pages, already, based on a snap judgement do non desire their kid to read this Pulitzer Prize winning novel by Alice Walker. The much talked about novel, The Color Purple, can be seen as controversial to many different groups of people. This book for some clip now has been under rating as to when if at anytime this book should be introduced to pupils. This book contains many different subjects that people may non grok and may merely see the different scenes as violative alternatively of researching the scenes for the deeper significance. One adult male in Tennessee declares. # 8220 ; I merely read plenty of the book to cognize I don # 8217 ; t want to read the book. # 8221 ; ( Holt 15 ) Is this a just judgement to be made? This fresh explores the journey of the chief character, Celie in her hunt to happen her true ego and detect the true significance of love. Some people find this fresh inappropriate because it goes beyond societies norms and explores many controversial subjects. Majority of statements against this book are based on personal feeling. They do non take into consideration the life lessons that are to be learned by reading this book. One adult female in Chattanooga, Tennessee says, # 8216 ; But this refuse they are dishin # 8217 ; out, I don # 8217 ; t appreciate it. It # 8217 ; s merely rubbish to me. # 8221 ; ( Chattanooga 162 ) This adult females # 8217 ; s claim for the grounds why she doesn # 8217 ; t like this book are based on how she feels, she doesn # 8217 ; t non back up her statement with any grounds. Bobby Wood claims that this book has # 8220 ; has societal delivering values # 8221 ; ( Chattanooga 162 ) but lacks to integrate what acceptable societal values are. The statements against this book are weak. Throughout this book there are many different subjects explored that may be viewed as violative to people if they merely look at the words and non the significance or relationship it has to the novel. This book explores the relationships with black work forces and adult females, inkinesss and Whites in general and both sexual geographic expedition and the sexual dealingss between work forces and adult females. The chief subject that gets the most contention is its explicit inside informations on the sex life of the chief character Celie. One specific illustration of one of the many controversial points is the thought of the sexual geographic expedition between the two chief female characters. To person who is merely looking at the face significance of this may happen this inappropriate for person to read. # 8220 ; Button? Finger and lingua? My face hot plenty to run itself. She say, Here, take this mirror and travel expression at yourself down at that place, I bet you have neer seen it, hold you? # 8221 ; ( Walker 81 ) If a parent of any kid were to merely open this book and read this subdivision entirely without any background you could see how it may upset them. However, when this is explored within the context of the book it doesn # 8217 ; t seen as inappropriate. When taken in position it is about the two chief characters, Shug demoing Celie that with love a sexual relationship can really intend something. Celie is used to holding sex with her hubby, whom she feels nil for, and non basking it or holding any fe eling. To Celie, Shug opens a new universe to her and shows her that she is loved and deserving something. That she can research herself without experiencing strange about it. Without the graphic inside informations, the novel could non be as strong and the reader could non se the difference in Celie every bit good. If this book merely obviously wrote that Shug taught me how to delight myself it would still make tumult, the fact that it goes into item merely shows the importance of this point in the novel. Along with the sexual geographic expedition in Celie the book besides takes gender to another degree. It explores the sexual dealingss between work forces and adult females. Like Celie explains to Shug in the book, she says she feels nil when her and her hubby have sex. In this novel it seems that for a adult female to hold sex with her hubby is merely another responsibility a married woman has to her hubby. # 8220 ; I say Mr.___ can state you, I don # 8217 ; t like it at all. He git up on you, burglarize your nightgown round your waist, dip in. Most times I pretend I ain # 8217 ; t at that place. He neer know the difference. Never ast me how I feel, nil. Merely make his concern, acquire off, and travel to sleep. # 8221 ; ( Walker 81 ) It is all right for a adult male to hold sex with is married woman whenever he pleases, whether she wants to or non. In this novel, sex is non seen as something beautiful shared between two people that love each other, like people are usually taught. The lone clip sex is seen as something that two people who care for each other enjoying is the controversial scenes between Celie and Shug. That is why there is such an accent around the scenes with the two of them. It is a really of import portion of the novel. In the bulk of the scenes sex is more like something forced onto a adult females, non a consensual act. As shown before the beginning of the book opens with a journal entry by Celie about how she was raped by whom she so thought was her male parent. This book opens with a controversial scene and continues throughout the book. This book was evidently written for groups of pupils who are mature plenty to manage speaking about sexual dealingss along with many other subjects this book covers. No instructor would merely do some 5th grader read this book. If that were the instance so the parents who do non desire there kids reading this book would hold a valid point. At that age kids are decidedly non ready to manage the stuff written in this book. However, the instructors who require pupils to read this book assign it to higher-level pupils in high school who are mature plenty to keep drawn-out and big conversations about the stuff presented in this book. Sexuality is a much talked about issue in this book, hence no instructor would necessitate this book if they did non experience the group they were learning could manage it ; if so a good part of this book would hold to stay un-talked about, doing it unpointed to read. This book in no manner should be banned from high school or college course of study. Some people say that this book should non be required to be read, but if a pupil should desire to pick it up on their ain and read it so that would be all right. What is the point of that? If a pupil is traveling to read this book anyhow, why non read in it the schoolroom where all the # 8220 ; controversial # 8221 ; points can be discussed and the deeper significances can be found. This manner the book can be seem more as a acquisition experience other than a rubbishy novel as some parents feel. 44e 1. # 8220 ; Chattanooga, Tennessee # 8221 ; Newsletter on Intellectual Freedom. ( Sept. 1989 ) : 162 2.Holt, Patricia # 8220 ; Introduction # 8221 ; Banned. Ed. Alice Walker. San Francisco: Aunt Lute Books, 1996. 1-17 3.Walker, Alice. The Color Purple. New York: Pocket Books, 1982.

Organization Development and Change Diversity Management

Question: Discuss about the Organization Development and Change Diversity Management. Answer: Introduction: In a highly competitive market, each organization is trying its best in order to ensure the maximization of its profit. However, an organization will fail to achieve organizational success, if it does not take into consideration the satisfaction level of its employees that in turn can help in enhancing their productivity, and improving their efficiency rate at workplace. This is exactly the problem with the small, emerging organization of Australia, The Yum, specializing in the production and sale of healthy and yet dainty food items, such as snacks and sweets, rich in nutritious content. Though the organization is an emerging one set up in the year of 2006, it has a huge prospect in future, as by exploiting innovative strategies, the organization has been able to boost its sales growth, boasting of a high rate of profitability. However, despite the rise in the revenue earning capacity of the organization, one major obstacle of the company impeding its growth in recent times, has bee n a sense of discontentment arising from lack of unity among the diverse workforce (Alvesson and Sveningsson 2015). The organization hires a diverse workforce, whereby the employees hired, belong to different ethnic groups, possessing various cultural identities. It has been observed on various occasions, that there is a lack of unity among the employees forming the workforce, and most of the employees do not feel a sense of belonging, while working for the organization. While most of the employees are highly professional at workplace, their competitive spirit, and almost a hostile attitude towards the employees, belonging to a different ethnic group, is de-motivating the employees (Senge 2014). This is having a direct impact on the productivity and efficiency rate of the employees (Cameron and Green 2014). Further, it has been observed that since the majority of the employees working in a subordinate position are native Australians, the appointment of a CEO and an administrative manager, belonging to the indigenous origin in the year of 2012, has also created unwanted difference among the employe es and the managerial heads. While the employee relation is at stake, the possibility of the smooth operation of the business activities of the company, in a systematically organized way is being challenged. Some of the employees, especially belonging to the minor ethnic groups, have also complained of being victimized by workplace abuse, that has led to the high employee turnover rate problems, within the company. Hence, taking into consideration the adverse impact of employee relations on the productivity of the organization, an internal organizational change management program has been proposed. As far as the internal organizational change is concerned, it can be of various types, including structural change, strategic change as well as people change (Cummings and Worley 2014). However, in case of The Yum, the people change strategy will be adopted, that will aim to achieve employee cohesion, developing a sense of belonging among each of the employees. The management of a heterog eneous workforce comes off as a huge challenge, and hence proper organizational change management programs are required to be properly addressed. Kotters 8 Step Model: Change has become the new success formula for organizations operating in the competitive industries. Each company is trying its best to change, innovate and re-invent its strategies, to stay ahead in the competition. While some organizations are trying its best to implement technological improvements, other organizations are deeming the idea of introducing change in the leadership style (Mishra 2013). As far as The Yum is concerned, the organization is doing well in generating profit for itself, and hence the change in the administrative or financial section of the company is not required immediately. Hence, the change in the organizational culture is required, which will be implemented, by employing the use of the famous model, Kotters 8 Step Model. While an organization considering introducing change at workplace, may employ the use of various models, the most effective model for this case is the 8 Step Model of Kotter. According to John Kotter, the eminent professor of the Harvard University, it is not sufficient to introduce change by formulating and implementing a strategy, as there are several important steps involved in the middle that should not be altogether overlooked (Hickman and Ojo 2014). Before explaining each step involved in the change management program implementation, it is important to state and comprehend the proposed changes. First of all, a set of stringent workplace policies should be introduced, that will mandate the recruitment of an inclusive workforce. There should be strict rules that as and when the organizational vacancy arises, employees should be recruited, making a separate reservation for the ethnically minor groups of people. These policies will render a legal framework to the organizational problem, and hence it will reduce the possibility of policy violation within the organization. It should be noted that The Human Rights and Equal Opportunity Commission Act of 1986 as well as the Racial Discrimination Act of 1975, have mad e it mandatory for the organizations, operating in Australia, to introduce an inclusive workforce (D'Netto et al. 2014). Besides, making stringent rules is not sufficient, and hence a supervisory committee will be set up, that will be entrusted with the duty of monitoring the employee relations within the organization, and whether each policy is being properly followed by the employees. Again, the organization will arrange a variety of workshops, seminars and training programs that will help in developing the cultural awareness and a sense of unity among the employees, of the diverse workforce (Whitworth et al. 2014). It is not sufficient to train and educate the employees regarding the needs to be friendly with the co-employees, but The Yum will also ensure that the employees enjoy a sense of co-ordination and collaboration for accomplishing a single task. Accordingly, each week, the organization will arrange interactive sessions and fun, interesting activities, whereby each employ ee will learn and explore about his colleagues, and the participation will be mandatory for all. In accordance with the 8 steps involved in the diagram, the implementation of the organizational change will be introduced. Create an Urgency: First of all, it should be noted that none of the employees will agree to participate in the seminars, or stay back after scheduled official time, for participating in the interactive sessions, if the employees do not feel a sense of compulsion. Hence, the management authority must adopt an organized approach, whereby the employees will be asked to attend important meetings at least two times a week, before the change is being introduced. The meetings can be hosted by the managers, whereby they will communicate how diverse workforce benefits other organizations, and hence should be implemented in The Yum as well. Form a Powerful Coalition: The importance of the coalition cannot be understated. For the successful implementation of the plan, it is highly important that a group of change leaders is being chosen who will have a clear idea about the scope and direction of the plan (Calegari et al. 2014). Since the CEO and the administrative manager themselves have been victimized by the problem of cultural differences, it is discreet to choose the HR managers and the Directors of the organization. Besides, a few employee relation experts should also be hired who will also explain the benefits of having an organized workforce, and will motivate the employees to participate in the workshops and training programs. Create a Vision for Change: The introduction of a sudden change can lead to undesirable resistance from the employees. The employees may not comprehend the importance of the proposed change, unless they are being convinced of a meaningful vision (Calegari). Accordingly, a vision will be created, focusing on the importance of achieving employee unity in increasing the profitability of the organization. Communicate the Vision: The vision will be communicated by the higher authority to the employees, explaining both the importance of accomplishing the vision, as well as mentioning the time period within which the organization aims to achieve the vision (Osiyevskyy and Dewald 2015). Empower and Remove the Obstacles: Once the vision and the change are being introduced it is important to inspire each employee to follow the change. Hence, accordingly, even after the change is being implemented, the organization will ensure that it holds meetings at regular intervals, for the purpose of motivating the employees, to embrace the change. Besides, the employees must be encouraged to provide their feedback, doubts or queries regarding the change, if any. Create Short-Term Wins: The generation of the short-term wins is important for incentivizing the employees to work harder for the change (Osiyevskyy and Dewald 2015). As and when slight improvements in the employee relation is being observed, the organization will build momentum and enthusiasm among the workers. For example, The Yum can announce a monthly award for The Friendliest Employee or The Best Partner to Work with, so as to improve employee relation. Build on the Change: Even after the change is being implemented, the organization should keep on building on the change, by hiring employees belonging to the indigenous groups, or promoting employees of minor ethnic groups to managerial designations, provided they possess the required skill and professional expertise. Make it Stick: The proposed change should stay with the organization. Hence, the supervisory committee should regularly monitor and supervise the change within the organization. In case of the violation of the policies, it should be ensured that immediate action should be taken (Calegari et al. 2015). The implementation of the change is expected to bring about organizational success. Cultural diversity in workplace implies the diversity of skills, professional expertise and knowledge, that is sure to benefit the organization. The Yum is expected to benefit as a result of the multiple perspectives and professional knowledge of a variety of employees. Besides, cultural diversity is an important issue that each Australian organization is needed to be taken into consideration. Since Australia is one of the most culturally diverse nations, workplace diversity is a very sensitive issue. In case, any emerging organization is being accused of having workplace diversity problems, the organization may lose its brand recognition in the consumer market (Barak 2013). On the other hand, a more unified diverse workforce will always feel motivated to increase its efficiency, ultimately benefitting the organization. Many Australian organizations have been found to have participated in a national t elevision campaign, for promoting the economic benefits of hiring a diverse workforce. The campaign has rightly emphasized that a well-managed workforce also helps to reduce the huge cost involved in case of high employee turnover problems. With the introduction of a well-organized culturally diverse workforce, the return on investment as well as the share price is expected to increase. Besides, Australian government has strict rules that mandate the existence of a highly diverse workforce, and hence even recognizes companies by offering ACLWs Diversity Award and AHRI HR Awards for promoting workplace diversity (Mason and Aramovich 2013). Needless to state, these awards and accolades will help the organization gain recognition in the local as well as overseas market. This will definitely have a desirable impact on the economic realm of the organization. A sense of unity and a sense of belonging help to motivate and enthuse the employees, who intend to work harder for the accomplishm ent of goals. According to the Bureau of Labor Statistics, an organization suffers from a huge financial expenditure, if it loses a single employee, while on the other hand, the retention of the employees, helps in ensuring organizational success in the long run. By introducing change in the organizational culture, the company will be able to motivate its employees, by creating a positive work environment to work in. Besides, as a culturally diverse workplace, the organization will also be able to gain easy recognition among the masses, which will have a direct, positive impact on the consumer purchasing behavior. As and when a strategy is being formulated, its successful implementation will not only rely on the individual employee, but also on the shared vision of the employees. In case the employees have differences among themselves, it will be difficult to accomplish the tasks that require joint effort and coordinated approach (Tynjl 2013). In absence of employee unity, the organ ization is likely to encounter challenges such as employee conspiracy, backstabbing and hypocrisy. As and when the employees will be working with selfish interests or biased attitudes, they will fail to contribute to the overall success of the organization. As far as the external factors are concerned, it should be noted that the Australian government follows a strict legal framework, that seems to justify employee equality and fair treatment at workplace, and hence the implementation of the proposed change will be legally supported. However, on the other hand, since the majority of the employees at The Yum are native Australians, the employees may show resistance and reluctance during the initial phase. Hence, the selection of the most suitable change agents, for persuading the employees to embrace the change, and accomplish the common goals is highly important (Bond and Haynes 2014). Conclusion: Each organization works on the principle of team work, as the employees are required to accomplish the tasks by co-coordinating with each other. Since there is a continuous sense of collaboration needed, for implementing any strategy, the organization should necessarily introduce a well-organized diverse workforce. A sense of unity and belonging created by an organization, is important, if the organization intends to achieve success. The organization, by implementing the proposed change, will be able to enhance the employee engagement. While the training programs can train the employees about the benefit of having a diverse workforce, the workshops and seminars will be able to potentially influence the behavior and the communication style to be adopted by the employees. Again, the unification of team can be easily achieved by the incorporation of the fun, interesting activities, such as games, quiz shows or family get together activities. These steps help in developing mutual love, c are, trust and co-ordination among the employees, ensuring a healthy workplace. Besides, the implementation of the strict workplace policies, encouraging and promoting employee unity, also helps in increasing shareholder value of the organization. The more culturally aware the organization is, the more will the organization succeed in attracting the attention of the consumers. Reference List: Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Barak, M.E.M., 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bond, M.A. and Haynes, M.C., 2014. Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), pp.167-201. Calegari, M.F., Sibley, R.E. and Turner, M.E., 2015. A Roadmap for Using Kotter's Organizational Change Model to Build Faculty Engagement in Accreditation.Academy of Educational Leadership Journal,19(3), p.31. Calegari, M.F., Sibley, R.E. and Turner, M.E., 2015. A Roadmap for Using Kotter's Organizational Change Model to Build Faculty Engagement in Accreditation.Academy of Educational Leadership Journal,19(3), p.31. Calegari, M.F., Sibley, R.E. and Turner, M.E., 2015. A Roadmap for Using Kotter's Organizational Change Model to Build Faculty Engagement in Accreditation.Academy of Educational Leadership Journal,19(3), p.31. Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Chrobot-Mason, D. and Aramovich, N.P., 2013. The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), pp.659-689. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. D'Netto, B., Shen, J., Chelliah, J. and Monga, M., 2014. Human resource diversity management practices in the Australian manufacturing sector.The International Journal of Human Resource Management,25(9), pp.1243-1266. George, P., MacDonnell, C., Nimmagadda, J., Murphy, J. and Dollase, R., 2015. Designing interprofessional education curriculum using multiple conceptual frameworks.Annals of Behavioral Science and Medical Education,21(1), pp.9-13. Hickman, S. and Ojo, O., 2014. Implementing Early supported discharge, Chronic Obstructive Pulmonary Disease, Community, Primary care, Multidisciplinary team, Change management, Kotter's 8-step Model.GSTF Journal of Nursing and Health Care (JNHC),1(1). Mishra, S., 2013, September. Relevance of Kotters Model for Change in Successfully Implementing Lean. InIFIP International Conference on Advances in Production Management Systems(pp. 540-547). Springer Berlin Heidelberg. Osiyevskyy, O. and Dewald, J., 2015. Inducements, impediments, and immediacy: exploring the cognitive drivers of small business managers' intentions to adopt business model change.Journal of Small Business Management,53(4), pp.1011-1032. Senge, P.M., 2014.The dance of change: The challenges to sustaining momentum in a learning organization. Crown Business. Tynjl, P., 2013. Toward a 3-P model of workplace learning: a literature review.Vocations and learning,6(1), pp.11-36. Whitworth, A., Torras I Calvo, M.C., Moss, B., Amlesom kifle, N. and Blsternes, T., 2014. Changing libraries: facilitating self-reflection and action research on organizational change in academic libraries.New Review of Academic Librarianship,20(2), pp.251-274.