The Arguement for Gods Existance in Hume’s essay, Why...

Why does God let people suffer analysis? In David Hume’s essay, Why Does God Let People Suffer, he allows the reader to question if God exists in the world we live in with all the pain and suffering that goes on. Hume suggests that an all powerful God, such as the one most believe in, would not allow a world to exist with this much pain and suffering that goes on daily. Moreover, Hume basically argues that the existence of God is something that cannot be proven in the way in which scientists look for and gather proof about other scientific issues. In the following essay, I will demonstrate how David Hume feels that there is a God despite all the suffering and pain that exists in our world. â€Å"Is the World, considered in general, and as it†¦show more content†¦This has to do with faith. Faith means believing in the existence of something without having any physical proof. Therefore, it could very well be a test of faith put into place by an all powerful and all knowing being to have people toy with the no tion of its’ existence. As a result, Hume’s idea that we would be able to understand God’s plan is flawed. While we all can suggest that God would like for us to behave in a way conducive to showing we have love for all other human beings simply because this would allow for a peaceful universe, one can’t assume that this is God’s plan. Moreover, one definitely can’t assume that this enables us to understand God’s purpose for the world. Additionally, one can’t automatically assume that because our world is filled with various evils, an all powerful God does not exist. In fact, one could argue the exact opposite. Simply because our world is filled with evil acts and people committing these acts, there must be an all powerful God that exists in order to reward all those that manage to resist engaging in evil acts. Hume argues that we can’t infer that an all powerful being exists because of the tremendous amounts of evil tha t go on in our world. However, this could be an all powerful God’s way to get rid of all those he feels is not worthy of achieving eternal life in his heavenly kingdom. Therefore, this world could merely be a testing stage for humans to prove they

Financial Panics of the 19th Century

The Great Depression of the 1930s was called great for a reason. It followed a long series of depressions which afflicted the American economy throughout the 19th century. Crop failures, drops in cotton prices, reckless railroad speculation, and sudden plunges in the stock market all came together at various times to send the growing American economy into chaos. The effects were often brutal, with millions of Americans losing jobs, farmers being forced off their land, and railroads, banks, and other businesses going under for good. Here are the basic facts on the major financial panics of the 19th century. Panic of 1819 The first major American depression, the Panic of 1819 was rooted to some extent in economic problems reaching back to the war of 1812.It was triggered by a collapse in cotton prices. A contraction in credit coincided with the problems in the cotton market, and the young American economy was severely affected.Banks were forced to call in loans, and foreclosures of farms and bank failures resulted.The Panic of 1819 lasted until 1821.The effects were felt most in the west and south. Bitterness about the economic hardships resonated for years and led to the resentment that helped Andrew Jackson solidify his political base throughout the 1820s.Besides exacerbating sectional animosity, the Panic of 1819 also made many Americans realize the importance of politics and government policy in their lives. Panic of 1837 The Panic of 1837 was triggered by a combination of factors including the failure of a wheat crop, a collapse in cotton prices, economic problems in Britain, rapid speculation in land, and problems resulting from the variety of currency in circulation.It was the second-longest American depression, with effects lasting roughly six years, until 1843.The panic had a devastating impact. A number of brokerage firms in New York failed, and at least one New York City bank president committed suicide. As the effect rippled across the nation, a number of state-chartered banks also failed. The nascent labor union movement was effectively stopped, as the price of labor plummeted.The depression caused the collapse of real estate prices. The price of food also collapsed, which was ruinous to farmers and planters who couldn’t get a decent price for their crops. People who lived through the depression following 1837 told stories that would be echoed a century later during The Great Depressio n.The aftermath of the panic of 1837 led to Martin Van Buren’s failure to secure a second term in the election of 1840. Many blamed the economic hardships on the policies of Andrew Jackson, and Van Buren, who had been Jackson’s vice president, paid the political price. Panic of 1857 The Panic of 1857 was triggered by the failure of the Ohio Life Insurance and Trust Company, which actually did much of its business as a bank headquartered in New York City. Reckless speculation in railroads led the company into trouble, and the company’s collapse led to a literal panic in the financial district, as crowds of frantic investors clogged the streets around Wall Street.Stock prices plummeted, and more than 900 mercantile firms in New York had to cease operation. By the end of the year the American economy was a shambles.One victim of the Panic of 1857 was a future Civil War hero and US president, Ulysses S. Grant, who was bankrupted and had to pawn his gold watch to buy Christmas presents.Recovery from the depression began in early 1859. Panic of 1873 The investment firm of Jay Cooke and Company went bankrupt in September 1873 as a result of rampant speculation in railroads. The stock market dropped sharply and caused numerous businesses to fail.The depression caused approximately three million Americans to lose their jobs.The collapse in food prices impacted Americas farm economy, causing great poverty in rural America.The depression lasted for five years, until 1878.The Panic of 1873 led to a populist movement that saw the creation of the Greenback Party. The industrialist Peter Cooper ran for president on the Greenback Party ticket in 1876, but was unsuccessful. Panic of 1893 The depression set off by the Panic of 1893 was the greatest depression America had known, and was only surpassed by the Great Depression of the 1930s.In early May 1893 the New York stock market dropped sharply, and in late June panic selling caused the stock market to crash.A severe credit crisis resulted, and more than 16,000 businesses had failed by the end of 1893. Included in the failed businesses were 156 railroads and nearly 500 banks.Unemployment spread until one in six American men lost their jobs.The depression inspired Coxeys Army, a march on Washington of unemployed men. The protesters demanded that the government provide public works jobs. Their leader, Jacob Coxey, was imprisoned for 20 days.The depression caused by the Panic of 1893 lasted for about four years, ending in 1897. Legacy of 19th Century Financial Panics The economic problems of the 19th century periodically caused pain and misery and it often seemed that the federal and state governments were powerless to do anything. The rise of the progressive movement was, in many ways, a reaction to earlier financial panics. In the first decades of the 20th century financial reforms made economic collapses less likely, yet the Great Depression showed that the problems could not be easily avoided.

History of the Supreme Court Exclusionary Rule

I Felt A Funeral, My Brain By Emily Dickinson - 1748 Words

Life, death, and reincarnation are the recurring theme of the most notable poem â€Å"I felt a Funeral, in my Brain† by Emily Dickinson. Throughout the poem, Dickinson traces her descent sanity into madness which has made the poem terrifying for both the speaker and the reader. At the beginning of the poem, Dickinson has expressed her feeling of grief and pain through the use of an extended metaphor, â€Å"felt a funeral in the brain† and in the rest of the poem, she lives a life, passes away, and reborn again into this world making choice between a world full of trouble, pain or a heaven that brings solitude and peace. Besides, Dickinson through the poem explains many experiences of her in words that cannot be described very easily, which is why in order to replicate the feeling of insanity, she used a wide variety of literary techniques that include symbolism, imagery, metaphor, simile, capitalization of words, use of dashes and different other structures. According to the first stanza of the poem, when Dickinson says I felt having the â€Å"I† in capital letter, a proper noun, shows that the speaker is talking about herself and her feelings, and I felt a funeral, in my brain† bring the thought that could be Dickinson is dead, and actually she is the person who is having the funeral which is happening inside her brain. Although Dickinson is having the funeral, she is not completely dead, some of her body parts are still active and functioning since she still can experience some ofShow MoreRelatedHow Does Emily Dickinson Try to Describe a Psychological State in Her Poem I Felt a Funeral in My Brain3372 Words   |  14 PagesHow does Emily Dickinson try to describe a psychological state in her poem â€Å"I felt a Funeral in my Brain?† Emily Dickson was born in 1830, in the town of Amherst, Massachusetts. She grew up in a prominent and prosperous household in which she was raised as a cultured Christian woman. The sixteenth centaury was a very historical period in America. During this time slavery had been abolished, women were campaigning for rights, gold was discovered and America was going through a depression. TranscendentalismRead More Emily Dickinsons Living Death Essay1539 Words   |  7 PagesEmily Dickinson was born December 10, 1830 in Amherst, Massachusetts to a governing father and an almost non-existent mother. Her father was a lawyer, a legislator and a rigorous Calvinist. Although her father had strong faith in God, Dickinson declined to pronounce herself as a believing Christian in her late teens. In her younger years Dickinson considered herself different because she was shy and sensitive (Emily Dickinson’s Life and Work). Dickinson and her younger sister Lavinia started theirRead MoreBec ause I Could Not Stop For Death Literary Analysis918 Words   |  4 Pagesincludes Emily Dickinson. In her poems â€Å"Because I Could Not Stop for Death† and â€Å"I Felt a Funeral in My Brain†, Dickinson explores the various perceptions of death. In Source A, death is imagined as an ordinary thing and is paced at a leisurely and pleasant speed, however, Source B interpreted death as agonizingly slow and instead of the decline of a functioning body, it depicts the deterioration of the mind. Thus, in each of the poems â€Å"Because I Could Not Stop for Death† and â€Å"I Felt a Funeral in MyRead More The Theme of Death in Poetry Essay819 Words   |  4 PagesThe Theme of Death in Poetry Robert Frost and Emily Dickinson are two Modern American Poets who consistently wrote about the theme of death. While there are some comparisons between the two poets, when it comes to death as a theme, their writing styles were quite different. Robert Frost’s poem, â€Å"Home Burial,† and Emily Dickinson’s poems, â€Å"I felt a Funeral in my Brain,† and â€Å"I died for Beauty,† are three poems concerning death. While the theme is constant there are differences as well as similaritiesRead MoreEmily Dickinson s `` Because I Could Not Stop For Death `` Essay1355 Words   |  6 PagesModernism for Emily Dickinson has to do with the uncertainty. Emily Dickinson was a somber thinker who doesn’t try to enlighten anyone of anything. Her poems were uniquely written and she wrote about the uncertainty, which makes her poetry easy to empathize with in the 21st century. The 21st century, is a period of science which is used as a tool to make sense of the uncertainty. Emily Dickinson uses her poetry as a means to question and observe the trauma of human existence. For instance, she doesn’tRead MoreEmily Dickinson s `` Because I Could Not Stop For Death ``762 Words   |  4 PagesEmily Dickinson concentrates many of her poems on the theme of death, predominantly her own. These â€Å"poems about death confront its grim reality with honesty, humor, curiosity, and above all a refusal to be comforted (â€Å"Emily Dickinson 1830-1886† 1659). While this was not an out of the ordinary topic during the American Romantic era, Dickinson seemed near obsessive in her focus. Additionally, Dickinson seems questionable in her thoughts on religion, another theme popular during the American RomanticRead More Death in Emily Dickinsons Because I Could Not Stop for Death, I Heard A Fly Buzz-When I Died, and I Felt A Funeral In My Brain1449 Words   |  6 PagesDeath in Emily Dickinsons Because I Could Not Stop for Death, I Heard A F ly Buzz-When I Died, and I Felt A Funeral In My Brain Emily Dickinsons poems Because I Could Not Stop for Death, I Heard A Fly Buzz-When I Died, and I Felt A Funeral In My Brain all deal with one of lifes few certainties, death. Dickinsons intense curiosity towards mortality was present in much of her work, and is her legacy as a poet. Because I could Not Stop for Death is one of Emily Dickinsons Read More Explication of Emily Dickinsons I Felt a Funeral in My Brain873 Words   |  4 PagesExplication of Emily Dickinsons I Felt a Funeral in My Brain Works Cited Not Included In the poem I Felt a Funeral in My Brain Emily Dickinson exposes a persons intense anguish and suffering as they sink into a state of extreme madness. The poem is a carefully constructed analysis of the speakers own mental experience. Dickinson uses the image of a funeral-service to symbolize the death of the speakers sanity. The poem is terrifying for the reader as it depicts a realizationRead MoreUnique Elements Within Dickinson s Poetry1188 Words   |  5 PagesPoetry Emily Dickinson is considered to be one of the most popular and prolific poets of her time period. Dickinson had a unique style of writing which pulled in influence from both the Romantic and Realist periods. Dickinson’s style of writing had many elements, such as imagery and advanced vocabulary, which helped differentiate herself from other poets. Dickinson also explored a wide range of subjects throughout her poetry, mainly writing about religion, death, and the mind (Emily Dickinson 1659)Read More An Analysis of Dickinson’s I Felt a Funeral in My Brain Essay1005 Words   |  5 Pagesnbsp; An Analysis of Dickinson’s I Felt a Funeral in My Brainnbsp;nbsp;nbsp;nbsp;nbsp;nbsp; nbsp; Emily Dickinson was a poet who used many different devices to develop her poetry, which made her style quite unique. A glance at one of her poems may lead one to believe that she was quite a simple poet, although a closer examination of her verse would uncover the complexity it contains. Dickinson’s poem I felt a Funeral, in my Brain, is a prime example of complicity embodied by

Intro of Sefam Pvt. Ltd. Free Essays

string(33) " embroidered fabric in Pakistan\." | | | | | | | | | | VISON TO BE A PREMIEM BRAND FOR PRET AS WELL AS DESIGNER WEAR LOCALLY AND GLOBALLY AND TO BE TREND SETTING MARKET LEADER BY PROVIDING TO OUR CUSTOMERS ELEGANT AND SOPHISTICATED ATTIRE WITHOUR COMPROMISING ON QUALITY. MISSION HISTORY Sefam was established in 1985 with the launch of its first brand ‘Bareeze’. Bareeze’s singular mission, and at time Sefam’s was to create beautiful, desirable fabrics equal to the best in the world, yet made in Pakistan. We will write a custom essay sample on Intro of Sefam Pvt. Ltd. or any similar topic only for you Order Now Prior to Bareeze’s entry into the market, amazingly, the concept of a locally made quality fashion product did not exist. All the best markets only sold and foreign fabric and foreign goods. Opening the first store in shadman market, Lahore in 1985, Bareeze sought to change this perception. The first collection sold out in a matter of days and very soon the store had garnered the image of being a store which sells quality imported fabric claiming it to be local. Soon after, another Bareeze store was opened and then another and another. Currently, Bareeze sells from and operates 57 stores nationwide and another 10 globally. Bareeze has the distinction of being the first Pakistani chain store as well as the first Pakistani brand to go abroad (Dubai in 1995). Sefam has since broadened its vision from qua lity, desireable fabrics to quality desireable clothing for all categories of consumer. Currently sefam operates 5 brands and a total of 321 points of sale 107 location to this, sefam’s brands also sell exclusively at another 10 locations worldwide. Sefams brands are: Bareeze Leisure Club Minnie Minors Chinyere Home Expressions Kayseria SERINA DYEING AND FINISHING By 1999, there was already an undeniable need for a reliable dyeing and finishing source to cater to internal processing requirements of the group. Previous experiences in the local outsourcing market had proven to be difficult with high rejection rates and unreliable delivery times. Hence Sarena was commissioned in March 2001, as a subsidiary of the Sefam Group of Industries. Since the time of inception, the factory has undergone expansion every year of its existence and now stands at 6 times its original capacity, with a heavy presence in the export market and state-of-the-art machinery. Sarena has had to work hard to make a mark in the export market. We owe our success to constant change and modernization and consistent quality. The group has invested heavily in machinery, technology and manpower to bring the process under control. Sarena boasts some of the most well-renowned brand names in textile machinery such as  Monforts, Bruckner, Babcock, Lafer, Goller, Benninger, Parex  and many more. Our dyes and chemicals are imported from only the most respected global companies such as  Dye Star, Ciba, ICI, BASF, Clariant  etc. Alongside we have spared no expense in conformance accreditations and staff training. Sarena is  ISO  and  OkoTexCertified. In addition our in-house laboratory is underway to becoming the first private laboratory in Pakistan to achieve the  ISO 17025, which signifies conformance, reliability and standardization in all our testing procedures. We believe, that in today’s world, it is important to be competitive not only on the basis of pricing, quality   and service but also in R. Accordingly we invest heavily on development in weaves, finishes and constructions, and have a fresh batch of new developments offered to our foreign clientele every month. This adds to our existing portfolio consisting of successfully tested finishes such as micro-sanding, fire-retardant,   mildew-resistance, anti-bacterial, wrinkle-resistance, pre/post cure, Teflon, soil repellency etc. We feel that it is out of all of the above, which spring from our thorough commitment to quality, that we still retain today our very first accounts. We invite you to come and share our quality experience. ALI EMBROIDERY MILLS (PVT. )LTD Hamedi Embroidery Mills (Pvt. ) Ltd. was established in 1972 to do schiffli embroidery work for the local whole-sale market that was mainly catering for the low end of the textiles segment. From the beginning, Hamedi enjoyed a good reputation for its fair dealings and commitment. With the result that it had already doubled its capacity by 1978. However, in the next two to three years the Russian invasion of Afghanistan and the Iran revolution affected the embroidery industry of Pakistan so adversely that a majority of the businesses went bankrupt, and the government was forced to declare embroidery Sick Industry of Pakistan. It was at this juncture that Hamedi changed its focus from the low end of the market and concentrated on making the best possible quality of embroidery for the premium urban consumer of Pakistan. The machines as well as the business culture were ‘overhauled’ with this new end in mind, and in 1985 Hamedi’s sister concern, Sefam (Pvt. ) Limited, launched the new high quality product from the city of Lahore. The product was well received and soon the embroidery production capacity needed enhancement. Hamedi grew rapidly by acquiring some existing embroidery facilities as well as adding machines to its original setup. It was also the first in Pakistan to import the state of the art computerized schiffli machines and designing systems from Saurer Stick Systems of Switzerland. It was then decided by the management that the the different embroidery companies be merged into one company by the name of Ali Embroidery Mills (Pvt. ) Limited. In the relentless pursuit of quality and innovation, a number of Ali Embroidery’s staff were sent to Switzerland to receive training in new designing methods, machine operating procedures, and quality control techniques. At the same time, many qualified experts from Korea and Switzerland are routinely engaged to come and do hands-on training of Ali’s technicians and designers at our premises. Consequently, Ali Embroidery Mills has the most well trained embroidery staff in Pakistan. This human resource combined with the many state of the art computerized machines, and designing and sampling systems has ensured that the quality of Ali’s product is by far the best in the country. . Today Ali has 30 schiffli machines, and is the largest manufacturer of embroidered fabric in Pakistan. You read "Intro of Sefam Pvt. Ltd." in category "Essay examples" More important than the number of machines is the fact that Ali has more goodwill than all the local competitors combined. This has been a result of Ali’s philosophy of fair dealings with everyone including suppliers, employees and clients. We believe that quality begins in-house when we decide to make a positive impact in the lives of all the different groups of people that will come in contact with our business. Along with this ideology, our focus on continuous innovation in products and procedures has made sure that we are always able to stay abreast of the competition OUR BRANDS BAREEZE With over three decades of commitment to quality, Bareeze is today, a recognized brand for quality products in the domestic and international markets. It is owned by sefam (Pvt. ) Ltd. a sister concern of Sarena Industries and Ali Embroidery Mills (Pvt) Ltd. The Bareeze range includes crisp cottons, luxurious silks, sheer organza, chic chiffons and an ever-developing range of inovative products. Textile embroidery is an art-rooted tradition. Hand-done embroidery from the sub-continent was always considered a quintessence of quality, reflecting an exclusive fashion option. Bareeze is proud to be the modern day perfection of transformi ng traditional sub-continent hand embroidery into exclusive Bareeze fashion fabrics. Each Design – a Masterpiece Taking as much pride in our products as the traditional artisan, we ensure that Bareeze fabrics are superbly fashioned, exquisitely detailed and carefully finished, so that each design is a masterpiece. Excellence – a Bareeze Hallmark The use of only the best materials and unflinching resolve not to compromise on quality, coupled with the use of the best swiss textile machinery enables us to produce embroidered fabrics which compare favorably with the best in the world. We have more than 50 outlets nationwide, and already well established setups in Dubai, Sharjah, Abu Dhabi, Delhi and London. Bareeze Brands There is something for everyone at all Bareeze Stores. Our resolve to excellence and decades of experience with success has enabled us to extend our product range and provide our clientele with a varied and extremely creative collection of Ready-to-Wear, Pret and Home Textile collections covering all age groups. Bareeze is a trendsetter in the mainstream fashion industry CHINYERE Chinyere is a brand synonymous with sophistication style. The Chinyere success story began in 1999 that has now evolved into the country’s most popular and accessible fashion brand. Chinyere garments are designed in-step with global fashions and in keeping with our tradition. Catering to women as well as men, today Chinyere has displays at all Bareeze outlets and is manufacturing †¢ Casual Wear †¢ Formal Wear †¢ Couture †¢ Mens Wear †¢ Sleep Wear †¢ Abayas †¢ Accessories †¢ Jewellery for the local and the international markets. MINNIE MINORS Minnie Minors is a specialty kids brand selling high-quality apparel and accessories for children under the Boys, Girls, Infants, Party Line, Toys n Tales and Accessories categories. Minnie Minor’s history begins in 1998, making it one of the oldest kids brand in its field. The appeal of the Minnie Minors is so high since its inception due to its versatile designing, high quality manufacturing, high-quality merchandise and modern retail for children ages newborn to five. Sub Brands Today Minnie Minor’s brands include Minitoes and MOM2B. Minitoes Minitoes kid’s footwear is available in a range of sandals, booties, joggers, canvas casuals, long shoes. Each season Minitoes expands its extensive collection by adding new styles and collections. These change each season and some are only available in limited edition while others may be around for seasons to come. Check out what’s new this season. From easy on-easy off designs to the low profile, lightweight outsoles. Your kids will love the look, you’ll appreciate the supportive footbed and roomy construction and you’ll both flip for the super fun patterns. MOM2B Pregnant women want to feel pretty, attractive and comfortable in clothes that fit their style, their taste and their budget. Whether you are a pregnant woman or lady in plus size, MOM2B will allow you to discover the best clothes to wear during pregnancy whatever the size of your belly! Here’s an innovative range of apparel for expectant mothers. An irresistible ariety of styles that is trendy, traditional and sophisticated all at the same time fulfilling all of mom’s social and mood requirements. For her comfort Mom2B also offers customized accessories like stretch lowers and a variety of stretch-to-comfort materials giving a natural support and lift to the tummy. . Minnie Minors Outlets Minnie Mi nors Outlets offers what our customers know and love about us: unique quality and style—at all outlets. There are 59 Minnie Minors Outlet stores open at premier locations nationwide with the international corporate existence at London, Manchester, Dubai and Norway. HOME EXPRESSIONS Bareeze started Home Expessions in 1999. A commitment. Home Expression ranges offer you the luxury of designed bed/ bath/table accessories. Our linen Range Is produced using the best quality cottons and polyester -cottons,dyed with speacil skill,to ensure color fastness. The 100% percale fabric used is among the finest in world . Bed linen range is combine with the distinctive embroidery designsand colors. Cotton range offers applique range which is of   more luxury and parint range which is of daily use . The bed spreads are hand -made and the embellishmaent is â€Å"Zardozi†work. This involves Working on pure velvets ,silks organzas ,jamawars and net with the finest material avaiable . this range offers bed spreads. dulais. cushions ,rugs ,photo albums fancy trunks  and table accessories . Upcomming attraction for the coustomer is leather range which includes cushions ,rugs ,table accessories . Choosing the right kind of bedding means you are half way there to get good night sleep. you will find bed linen in a color and quality you love . KAYSERIA After bringing a revolution in embroidery, Sefam Pvt. Ltd. now launches another brand Kayseria – Magic in print. Welcome to the unique world of Kayseria, where every design is a masterpiece. Kayseria brings you a very special selection of pure silks and cottons in form of exclusive prints, complemented by beautiful and intricate embroideries and embellishments, to create a stunning array of fabrics, colour and designs. The designs crafted at Kayseria are trendy yet traditional, encompassing the richness of our ethnicity and culture. If you want to pamper yourself, indulge in someone you love, or just feel special, take yourself to nearest Kayseria store. Kayseria gives you real designer clothes at affordable prices. LEISURE CLUB â€Å"Once upon a time, in a land of 180 million people, where locally made high quality, trendy clothing was not available, a compassionate and quality obsessed brand by the name of Leisure Club stepped forward to fill in the void. And so, on April 18th, 1997, hardcoded with the values of compassion, quality, integrity, and ingenuity, Leisure embarked on its mission. After 14 years of unparalleled excellence, Leisure Club has evolved into Pakistan’s no. 1 family fashion destination, featuring 3 premium sub-brands: Club X, LC Boutique, and LC Kids. Club X provides trendy urban street wear for young adults, LC boutique offers elegant eastern wear for the entire family, and LC Kids gives cool clothing options for kids†. MOM2B Here’s an innovative range of apparel for expectant mothers. An irresistable variety of styles that are trendy, traditional and sophisticated all at the same time fulfilling all of mom’s social and mood requirements. For her comfort Mom2B also offers customised accessories like stretch lowers and a variety of stretch-to-comfort materials giving a natuaral support and lift to the tummy. Casual Wear Extra Support Accessories CAREER ARTICLE AND ADVICES Life at Sefam: We are an Equal Opportunity Employer and provide employment to everyone regardless of their colour, race gender. We believe our employees as our greatest asset and do not compromise on the potential and standard of our workforce. Our Philosophy: Continuous Learning Maintain High Standards Creativity and Innovative We are growing continuously and ensure our employees to share our growth with us and generate new quality standards for our competitors to reach. What we look for: While hiring, we look for dedicated and enthusiastic individuals who are creative and are ready to take initiative. What make our company the best employer is the healthy environment which we provide by allowing the staff to experiment and touch the new horizons. Career Development: Continuous development is our philosophy and we believe that every employee needs some kind of training or guidance to perform better. For this purpose we arrange annual and bi annual training programs in order to groom our work force. We also sponsor small courses for employees learning. How to Apply: To apply follow the steps given below: Look for the opportunity of your interest in the current vacancy List by clicking Current Openings Tab. Click   Details to view the job description. Click Apply for the application Form. If you don’t see an opportunity of your interest, click on the Apply Online Tab. Fill the Online Form and after completing it click Submit Hardwork Has No Substitute But It Should Be Focused And Followed By Tolerance, Forbearance And Fortitude, Highlights Ms. Neegam Qayyum, Executive HR, Sefam (Pvt) Ltd. Q. 1. What makes your company an attractive employer for the job seekers? Ms. Neegam Qayyum:  Despite of the fact that the current market situation for employment is not very favorable, even in such conditions, Sefam (Pvt) Ltd continuous to grow and hire new staff. Sefam (Pvt) Ltd is a growing organization which has one of the largest retail chain networks nationwide. We have a diversified workforce working at all levels. We experience low turnover rate and the best thing is the location of our head office which is in the centre of Lahore and proves to be convenient for the employees. Q. 2. What is your strategy on work-life balance and how do you achieve this balance yourself? Ms. Neegam Qayyum:  Sefam provides a very comfortable environment which helps our employees to balance their personal and professional life. Facilities like leaves, short leaves and time policy helps us to manage our work-life balance. We have relaxed and helpful environment which keeps employees motivated and enables them to manage their regular activities. In my views, the best way of achieving balance between professional and personal life is to prioritize the tasks according to their importance in our lives. Just set up your priorities and I am sure that there are very less chances of being left behind. Q. 3. Do you believe that Pakistani universities are creating an effective talent pool and what is your company’s strategy to attract the best talent in Pakistan? Ms. Neegam Qayyum:  We can not say that our universities are not producing talents but there is lot more which needs to be done. Most of the graduates, after passing out of the universities, are not aware of their own skills and abilities due to which the candidates get confused in choosing an appropriate career. The lack of exposure of practical life which creates a greater challenge to find a job in such a competitive environment is another area to be taken good care of. The institutions need to bring out the confidence and help the graduate’s identity their skills and talent. They should be given the appropriate exposure of the market which will set them out to find an appropriate career. Career Counseling should be provided to all students on individual basis. Q. 4. Due to rough economic situation and soaring price rise, how does your company deal with keeping itself cost effective and attractive for job seekers? Ms. Neegam Qayyum:  The economic situation has been very rough from the last couple of years and has affected every enterprise. However, even in such conditions Sefam has never stopped hiring and hasn’t gone for any sort of layoffs as yet. Sefam’s continuous growth has kept the spirits high. Sefam does not compromise on quality of our staff and products. We are working on more effective recruitment ways to keep our hiring costs low and retain our valuable employees. Q. 5. What are, in your views, the basic principles of success in a professional life? Ms. Neegam Qayyum:  I believe in: â€Å"Work , Work and Work† as said by our Quaid. Hard work has no substitute but it should be focused and followed by tolerance, forbearance and fortitude. Be open to learn new lessons, even if they contradict the lessons you learned yesterday†Ã‚  Ã‚  Ã‚   -Ellen De Generes Q. 6. How would you rate the success and importance of  online recruitment  firms such as ROZEE. PK? Ms. Neegam Qayyum:  Online recruitment firms have made recruitment a lot easier, reliable and cost effective. However, it still needs to flourish and create maximum awareness in Pakistan. As the economic conditions get stable and new opportunities hit the market, online recruitment will be the most reliable one. ROZEE. PK has definitely made a mark in Pakistani job market and it has set up the trend of online recruitment in Pakistan. Q. 7. How has ROZEE. PK helped your firm regarding recruitment i. e. Have you tried any recruitment tools provided by ROZEE. PK e. g. Job Fairs/Job Postings/CV Search? Ms. Neegam Qayyum:  We have been using various tools provided by ROZEE. PK and have also participated in their different Job Fairs. It has been very useful and effective in certain areas. It not only provides us with a good pool of candidates but also markets our company’s actual name in the market (We are known by the name of Bareez’e which is one of our famous brands). ROZEE. PK has always been helpful to make a pool of candidates which makes it easy to select best out of them Q. 8. What is the scope of Human Resource Management in Pakistan? Ms. Neegam Qayyum:  As far as my limited experience is concerned, I believe that human resource is the ‘humane’ part of organization. It is the only department which is sensitive to life, emotions, and feelings. HRM still has a long way to go in Pakistan. I am sure that time will come when every firm and institution will invest in such a department. The future of HR is bright along with a tough competition among candidates. Q. 9. Tell us about your educational life? Ms. Neegam Qayyum:  I earned my bachelor’s degree from Kinnard College in sciences and started working with The City School. Later on I realized that I need to develop myself and the career which suited my skills and abilities was, as me and my Mentor came up with , was HRM. After completing my Masters Degree in HRM from Punjab University, I worked wih Strategic Systems International for some time and later joined Sefam (Pvt) Ltd. I focused on creating and bringing new ideas to life. I have been lucky enough that Sefam provided me the opportunity to start things from scratch enabling me to learn the practical ways of the field. I have been an average student and always worked on expressing things in my own definitions rather than learning by rote. I always used to read, understand, and express in my own words. Even in examinations I hardly used extra sheets. My focus has always been on practical part of the studies. Q. 10. What is your formula of success in life? Ms. Neegam Qayyum:  I don’t believe there can be a formula for success but what has always worked for me is prioritizing things both, personal and professional, followed by hardwork, persistence and the utmost important blessings, of Almighty Allah. Q. 11. What are the biggest turn-offs in an interview of a job applicant? Ms. Neegam Qayyum:  The biggest turn-offs of a job applicant as I have experience are: †¢ The candidates who are not sure of the area they want to work in †¢ Candidates who ask the salary package first rather than position and job description. †¢ Candidates who are not confident in their mother language and to overcome their deficiency they keep on speaking incorrect English language. Q. 12. What do you look for in a candidate during a hiring interview session? Name 4 key things? Ms. Neegam Qayyum:  The key factors I look for in a candidate are: †¢ Loyalty factor †¢ Optimistic approach towards career †¢ Relevant qualification and experience for passion to contribute Q. 13. Any good advice you want to give for the job seekers who want to enter and/ or prosper in the professional field? Ms. Neegam Qayyum:  I would rather suggest that job seekers should be aware of their inborn talent and creative skills before entering the Field and find a job matching their interest and set of skills. So that when they enter the practical life they sharpen up their skills rather than getting confused about their own abilities. How to cite Intro of Sefam Pvt. Ltd., Essay examples

Voice Over Internet Protocol

Question: Discuss about the Voice Over Internet Protocol. Answer: Introduction VoIP2.biz is one organization that supplies voice over internet protocol technology to small and midsized business processes (Papakotoulas, 2014). This organization had various change over within their protocols and this report is providing elaboration to the future perspective of this service providences to their clients. Various future perspectives are being elaborated in this report for analyzing the condition of VoIP2.biz. Future Perspective for Staying in current planning of VoIP2.biz The accurate plan for providing VoIP services to midsized and small business process following were the objectives: expansion of the sales and marketing team, targeting the specific domain or area, sales and operations team expansion and development of a small group of franchise within a wider area of network. According to the future perspective of any business process, it is found that there are various benefits for VoIP2.biz with respect to their competitive marketplaces (Assem et al., 2016). In addition to this, these benefits offer the organization various benefit that made the organization supportive within the marketing and sales department of other competitive organizations. Future Perspective for Closing down the company Closing down the company will be one bad choice for making the organization gained a good amount of revenue from the competitive market (Irshad et al., 2015). Following are the key milestones of the project according to project plan: deployment of collocation sites, graphical user interface implementation, and implementation of billing system. Closing down the company will result into losses and there are various chances of survival from the losses. Following are the chances of survivals within the target market: Improvisation of investment standards: VoIP2.biz has planned effectively for the investment measures within the organization, therefore the closing of organization will not be a good choice (Ricketts et al., 2016). Key mile stone identification: The key milestones are effectively identified within this case study for VoIP2.biz. This key milestone does not suggest closing of organization with respect to the competitive market. Operational measures: Operational measures are also taken into consideration for managing the system architecture within the organization. These operational measures will be helpful to fulfill the demands of the organization. Future Perspective for selling the company In consideration with the present condition of the VoIP2.biz it is completely clear that in providing the VoIP solutions to the mid and small sized business processes it was successful enough as they offered IP based solution for managing their system architecture and system integration processes within their organization. VoIP2.biz was easily comprised of the business processes and system architecture of customers and clients that they became the effective supplier of voice over internet protocol within the competitive marketplace (Sundeby Lennartsson, 2016). Therefore, the decision of selling VoIP2.biz will be bad decision with respect to the various critical factors involved within the business process within the competitive market. Future Perspective for slowing down the growth The system architecture of VoIP2.biz in providing voice over internet protocol to their customers and clients with the help of various critical measures within the organization depicts that if the growth of organization is slowed down with the competitive market then the organization will lose their developmental aspect and there will not be any growth aspect involved within the system architecture of the organization (Zhang, Tang Cai, 2014. The organization has experienced various growth aspect during their system integration. These are explained as follows: Customer satisfaction: According to the information provided by the VoIP2.biz it is clear that the customers are satisfied enough with respect to their system architecture and development features within the organization (Assem et al., 2016). Telecommunication development: Telecommunication department of VoIP2.biz is well developed and improvised with respect to various critical aspect evolving within the technical market. IP capability: IP capability is another factor that will force the organization to not to stop their growth within their target market (Irshad et al., 2015). Future Perspective for taking 90 days extension to take care of the cash flow problem This decision is perfect for managing the technical perspective of the organization with respect to the demands and investments involved within the system architecture of VoIP2.biz. According to the case study it is clear that the organization have cash flow issues involved within the system architecture of the organization and they have invested additional $3 million for improving this condition (Papakotoulas, 2014). Therefore, the extension of 90 days will be helpful in solving various issues involved within the cash flow processes and detailing involved within the financial data management system within VoIP2.biz. Future Perspective for reducing expenses Reducing expenses is also one of the best solutions for controlling the excessive cash flows happening during the project development or management within the system architecture of VoIP2.biz. The cash flow issues highlighted within the system architecture of the organization can be solved with the help of reducing extra expenses (Altberg et al., 2014). Therefore, these issues can be easily solved with the help of this functional measure. Therefore, from the future perspective of developing VoIP2.biz will be successful with the help of this aspect. Other possibilities In accordance with the case study provided for this assignment, there are two possibilities that are highlighted within the system architecture of the organization. These possible measures are being highlighted within this segment of the assignment: Completion of the installation of networking architecture of VoIP: This aspect is one of the major concerns for the organization to be developed with respect to various competitive strategies (Zhou, Zhou Zhou, 2015). These aspects help the organization in achieving solution for their development aspects with respect to competitive marketplaces. Testing of technological measures: Testing of the technological measures are also one of the important measures that provide effective support to the organizational development. Testing is very important and it is used for the organization in measuring the errors involved within the system architecture of the organization and technical processing. Conclusion This can be concluded that there are various utilizations of voice over internet protocol add VoIP2.biz is providing the supply of this technology to their clients. This report has elaborated various future possibilities related to some specific aspects with respect to the organizational objectives and demands. References Altberg, E., Faber, S., Hirson, R., Van der Linden, S. (2014).U.S. Patent No. 8,761,154. Washington, DC: U.S. Patent and Trademark Office. Assem, H., Dunne, J., Galvin Jr, J. P., O'sullivan, P. J. (2016).U.S. Patent No. 9,516,160. Washington, DC: U.S. Patent and Trademark Office. Irshad, A., Sher, M., Rehman, E., Ch, S. A., Hassan, M. U., Ghani, A. (2015). A single round-trip sip authentication scheme for voice over internet protocol using smart card.Multimedia Tools and Applications,74(11), 3967-3984. Papakotoulas, A. (2014). Voice over Internet Protocol.Journal of Computations Modelling,4(1), 299-310. Ricketts, E. J., Goetz, A. R., Capriotti, M. R., Bauer, C. C., Brei, N. G., Himle, M. B., ... Woods, D. W. (2016). A randomized waitlist-controlled pilot trial of voice over Internet protocol-delivered behavior therapy for youth with chronic tic disorders.Journal of telemedicine and telecare,22(3), 153-162. Sundeby, B. A., Lennartsson, K. U. (2016).U.S. Patent No. 9,443,010. Washington, DC: U.S. Patent and Trademark Office. Zhang, L., Tang, S., Cai, Z. (2014). Efficient and flexible password authenticated key agreement for voice over internet protocol session initiation protocol using smart card.International Journal of communication systems,27(11), 2691-2702. Zhou, A. H., Zhou, T. T., Zhou, D. T. (2015).U.S. Patent No. 9,047,600. Washington, DC: U.S. Patent and Trademark Office. Voice Over Internet Protocol Question: Write an essay on Voice Over Internet Protocol? Answer: Introduction Voice over Internet Protocol (VoIP) is a name used in Internet Protocol (IP) in order to communicate as an alternative of conventional analog system (Dickinson, Marshall Helme, 2015). A usual connection of phone is needed for VoIP facility where as others allowed you only by using the internet connection you can make your calls through telephone. A benefit is that the normal telephone charges are avoided in VoIP and internet telephony. Fundamental VoIP admission generally permits you to call others who are also getting calls in excess of the internet Internet phone is the primary VoIP function, introduce in 1995, developed by an Israel company named "Vocal Tech. This application was basically run on Personal computer (PC). The tone signals were first compressed and then converted into IP packets for communication through internet. Delay, disconnection, low quality and inappropriateness are some of the disadvantages of first generation VoIP. Discussion Voice over Internet Protocol (VoIP): VoIP is a cover picture for any examination for delivering usual voice phone examine through internet protocol (IP) (Jackson et.al 2014). Voice over IP is the tools of digitizing noise, compact it, flouting it up into data package, and deliver it in excess of an IP network where it is be like, decompressed and transformed back into an analog signal type.(Zhang, Tang Cai, 2014). Sound transmission over a packet switched network is further proficient than the sound transmission over a circuit switched network (Casner et.al. 2012). Bandwidth is also saved as only the conversation data is send and the quiet periods are ignored. After removing the quite periods, the savings has increased. In a network of circuit switch, the whole circuit put away only a single call at one time. (Xu (2014) In a network of packet switch, digital figures are slice up into small package, send into the system, and forward to the goal (Afshar et.al 2014). This type of circuits only takes the necessary bandwidth in every packet hence much more transmission can made at the same time. Internet Telephony just takes the benefit of the efficiencies of packet switched networks. IP Telephony is mostly possible due to the gateway (Zhou et.al. 2014). Gateways are the main element necessary to make possible to the IP telephony. The usual circuit switched PSTN is connected with the internet of packet switch through the gateway (Sheikh Et.al 2014). The gateway converts the input signal into the required signal and moves the call from one network to other. Requirements of VoIP: The requirements of VoIP are divided into 3parts: Requirements of Software Requirements of Hardware Requirements of Protocol Requirements of Software: Tone dispensation unit: This unit is essential to prepare the tone samples for broadcast. The tone-dispensation unit must maintain the functions like- A Pulse-code modulation(PCM) Interface is essential to obtain model from the telephony boundary and promote them to the VoIP software for additional dealing out. Echo Cancellation is essential to decrease or remove the echo, resulted beyond 50 milliseconds (Marshalle et.al. 2013). Unused Noise recognition is essential to restrain packet broadcast on the network when no tone signals are send (Afshar et.al. 2014). Hence the network traffic is decreased as most of the voice calls are quiet. A Voice Detector is essential to distinguish among tone and fax indicator (Casner et.al. 2012). The package tone protocol is essential to summarize compacted tone and fax information for spread through the system. A part of tone playback is essential at the end to safeguard the arriving package sooner than are send for decompression to the Codec (Layman et.al. 2013). Call signaling unit is essential to provide as an indicator gateway which recognize the call to excess the network of packet switch unlike to the network of a circuit switch. Packet dealing out unit: This unit is essential to progression the voice and signals prepared to spread on the IP support system. Network administration procedure: permit error accounting and design supervision to be execute. Requirement of Hardware: The accurate hardware necessary is depends on managerial requirements and resources. The most noticeable constraint is the subsistence of an IP support structure surrounded by the area office gateway is necessary to link the difference between the IP based network protocol and the PSTN protocol (Afshar et.al. 2014). The gateway receive a usual telephone gesture and digitizes it sooner than compress it by Codec (Casner et.al. 2012). The compacted information is place into IP envelope and these envelope are routed over the system to the projected goal. The Full Duplex Voice Cards is also needed, which permit both side to talk simultaneously. A secondary door must be calculated as a support in the incident of the crash of the key gateway. Requirements of Protocol: There is some main protocol such as: H.323 is an ITU (International Telecommunications Union) standard, through which audio/visual conferencing information transmit through the system. H.323 relies on the RTP (Real- Time Transport Protocol) and RTCP (Real Time Control Protocol) on peak of UDP (User Datagram Protocol) to carry aural stream crossways packet support network (Layman et.al. 2013). G.723.1 defines how an aural gesture with a bandwidth of 3.4 KHz must be programmed for stretch at the rate of 5.3 Kbps and 6.4 Kbps (Marshall Et.al 2013). G.723.1 requires a very short communication rate and transport close to mover class feature. The VoIP discussion as the bottom line Codec for short bit rate IP Telephony has selected this encoding method. G.711 The ITU uniform PCM as G.711. This permit the carrier rank quality aural motion to be determined for diffusion at the rate of 56 Kbps or 64 Kbps (Casner Et.al 2012). G.711 uses A-Law amplitude density and is the bottom line constraint for the majority ITU multimedia transportation standard. Real-Time Transport Protocol (RTP) is a system protocol for distributing aural and video over IP network (Nortz et.al. 2014). Resource Reservation Protocol (RSVP) is the procedure that chains the condition of resources crossways an IP network. Types of VoIP: VoIP has generally three main branches: VoIP over Internet-This is perhaps the finest identified chatting PC to PC. Mostly telephone calls with no charge. If both the parties have admission to the public Internet at nil cost then the call will be free (Layman et.al. 2013). Advantage: Free calls do not matter of distance or length of call. Disadvantage: Call can be available also when the voice quality is low. Office to office- There is computer to computer access in every multinational business. By set up a VoIP Gateway in every office and linking it to the office heritage Private Branch Exchange (PBX) can provide a voice call among offices. Advantage: Charges are free for interoffice voice call; voice class is fine, since the company has its own bandwidth. Disadvantage: There must be an additional bandwidth which recompenses the reserves in the offices. IP PBX-An established Private Branch exchange (PBX) join all the telephone inside an association to the civic telephone set-up. All the internet phones are replaced to VoIP telephones by IP PBX (Casner et.al. 2012). Advantage: Infrastructure is distinct cable. The tools are clear to the user, and need lowest amount of guidance. Disadvantage: Mainly useful for Greenfield sites, but can be modified to work with accessible technology. Conclusion VoIP is a technology through which only using a broadband internet connection voice call can be done in place of an ordinary phone line. VoIP services might simply permit to call via the similar service, but others may permit to call any person having a telephone number together with local, long space, mobile phone and global number. Though a few VoIP service only employment in excess of your PC or a particular VoIP telephone, further services permit you to use an established telephone linked to a VoIP adapter. References Dickinson, R., Marshall, R., Helme, S. P. (2015).U.S. Patent No. 20,150,009,900. Washington, DC: U.S. Patent and Trademark Office. Zhang, L., Tang, S., Cai, Z. (2014). Efficient and flexible password authenticated key agreement for voice over internet protocol session initiation protocol using smart card.International Journal of communication systems,27(11), 2691-2702. Jackson, D. C., Epstein, M. J., Giannandrea, J., Verber, M. A. (2014).U.S. Patent No. 8,705,519. Washington, DC: U.S. Patent and Trademark Office. Xu, S. (2014).U.S. Patent No. 8,724,547. Washington, DC: U.S. Patent and Trademark Office. Afshar, S. K., Ezrol, G. M., Fisher, S., Glazer, S., Roy, R. R. (2014).U.S. Patent No. 8,630,299. Washington, DC: U.S. Patent and Trademark Office. Zhou, A. H., Zhou, T. T., Zhou, X., Dylan, T. (2014).U.S. Patent No. 20,140,330,656. Washington, DC: U.S. Patent and Trademark Office. Sheikh, N. A., Malik, A. A., Mahboob, A., Nisa, K. (2014). Implementing voice over Internet protocol in mobile ad hoc networkanalysing its features regarding efficiency, reliability and security.The Journal of Engineering,1(1). Layman, R., Smith, R. M., Meyers, K., Fleming, B. (2013).U.S. Patent Application 13/831,785. Zhu, Y., Dickinson, R., Marshall, R., Helme, S. P. (2013).U.S. Patent No. 8,385,881. Washington, DC: U.S. Patent and Trademark Office. Casner, S. L., Poduri, K., Alonso, R. G., Alaettinoglu, C., Jacobson, V. (2012).U.S. Patent No. 8,274,901. Washington, DC: U.S. Patent and Trademark Office. Dickinson, R., Marshall, R., Helme, S. P. (2011).U.S. Patent No. 7,903,791. Washington, DC: U.S. Patent and Trademark Office. Casner, S. L., Poduri, K., Alonso, R. G., Alaettinoglu, C., Jacobson, V. (2012).U.S. Patent No. 8,274,901. Washington, DC: U.S. Patent and Trademark Office. Nortz, D. M., Ramakrishnan, K. K., Kalmanek Jr, C. R., Marshall, W. T., Mishra, P. P. (2014).U.S. Patent Application 14/521,501.

Knowledge Of The Concept of Resistance to Change †Free Samples

Question: Discuss about the Knowledge Of Resistance to Change. Answer: Introduction This report has been executed on the topic Resistance to change in which discussion will be made regarding the resistance to change faced by the organisation. The business environment is dynamic and employees may resist accepting these changes taking place in the business environment. Organisation adopts changes for enhancing the performance of the business. An important issue or challenge which is faced by the business is resistance to change from the employees. Different individuals behave differently for the changes which business is planning to implement for the betterment of the business. Different factors are responsible for the resistance to change by the employees or different individuals in an organisation. These factors determine the behaviour of the people towards the change. Change management is an important aspect which helps the business in implementing the change in an effective manner. This report will develop knowledge of the concept of resistance to change and factors which contribute towards resistance to change. Impact of the resistance to change can be seen on the performance of the business. This impact of resistance to change will be discussed in this report. Business needs to adopt strategies or approaches which help in dealing with resistance to change. Resistance to change Organisations are operating in a dynamic environment where changes are occurring at a very fast speed. These changing aspects create pressure on the business to adopt the change for conducting operations of the business effectively. Business needs to adopt the change or adopt the concept of change management for coping with the changing aspects of business environment. Change has been defined as an important for business which enhances the performance of the business. Adaptation of change forms a base for the survival of the business. Change management has become an important aspect of the business environment (Agboola Salawu, 2011). According to Goksoy, et. al. (2012), change management has been considered as an advantage for the business which promotes growth and expansion. There are different reasons responsible for the implementation of change and these reasons include technological advancements, increase in competition, change in financial condition and economic condition. Resistance to change is a challenge which affects the process of implementation of change in the organisation. Business needs to analyse this resistance to change along with the reasons responsible for the resistance to change. An important element which affects the process of change management is resistance to change. The term resistance to change can be defined as the action of an individual or group of individuals opposes to a change which is taking place as a threat to the individual or group of individuals. Resistance to change is an important challenge which affects the growth and expansion of the business adversely. Organisations are adopting changes with a motive to gain a competitive advantage over the others in the industry. Changes are implemented for enhancing the performance of the business but the business may face resistance from different individuals or group of individuals (Boohene Williams, 2012). Resistance to change is the action of the employee of the business which is affecting the change management process of the business. Resistance to change is a negative attitude of individual or group of the individual which is against the decision of implementing a change. Different assumptions have been made regarding the impact of resistance to change. There are different factors responsible for the failure of decision for change management and implementation. Resistance to change is one of the most important factors behind the failure of decision for implementation of change in an organisation (Vasanji, 2016). In the words of Serban Iorga (2016), resistance to change is a crucial challenge which is affecting the stability of the business. Different types of changes are being implemented by the organisation for coping with the changing complexities of the environment. These changes can be cultural change or structural change. Level of the change differs from organisation to organisation. Every organisation expects resistance while implementing change due to various factors. This resistance results in failure of the decisions and affects the decisions of the business. There is a need to explain the benefits associated with the implementation of change to the employees or individual resisting to change. Resistance to change holds the power of delay, hinder or slow down the implementation of the change process. Resistance to change develops a negative attitude in the individuals or group of individuals towards the change. Different reasons are responsible for developing this negative attitude among the individuals or group of individuals. These reasons include misunderstanding of the reason behind the change, unknown fear, loss of status or loss of comfort (Khan, et. al., 2017). Changing environment demands change in the business and its manner of conducting operations for becoming more streamlined. Resistance can create a no-win situation which is against the objectives of the business. Resistance makes it difficult to implement the changes and creates an adverse impact on the performance of the business. It can affect the efforts made by the organisation for the change management. For the successful implementation of the change, the organisation needs to gain the support of the employees. The motive behind the implementation of the change is to stay competitive and as per the changing business environment (Kebapci Erkal, 2009). For example, Uber cab service provider has faced resistance to change from the industry. With the change in the technology, Uber offered online cab services in which cabs in the area are booked by using an application. This innovation of Uber has affected the performance of traditional taxi companies who resisted to the change impl emented by Uber (Bouquet Renault, 2014). The focus of the organisations is on reducing the resistance to change for the implementation of the change in an effective manner. Different individuals have different views regarding the change which forms a base for the resistance to change. These different views of the different individuals affect the change management and overall performance of the business. There are various factors which need to be considered as these factors are responsible for the resistance to change in an organisation. Resistance to change affects the change management process as well as reduces the growth and expansion of the business. For the purpose of coping with the resistance to change, there is a need to implement strategies or approaches. These approaches need to be applied as per the need of the business. Changes are good for business and enhance the performance of the business. Communication process needs to be improved as weak communication process increases the chances of resistance to change ( Toribio Hernandez, 2011). For example, Avon has faced resistance to change as Avon has faced a decline in the prices of stock. New CEO was appointed in the year 2012 for overcoming from this adverse situation. Due to the resistance to implement the desired change for enhancing the performance, performance of Avon has affected at large (Trefis, 2015). Factors contributing to resistance to change Change management decisions are taken by the business for enhancing the capabilities of the business. It is vital to gain the support of the employees and internal stakeholders of the business for implementing change. Resistance to change in a huge challenge which can result in failure of the decision made by the business as well as affects the internal environment of the business at large. Resistance to change can be due to various reasons which need to be analysed for overcoming the challenge and eliminating the impact of resistance to change. There are various factors which have contributed towards the resistance to change in an organisation. These factors which increase the chances of resistance to change in an organisation are fear of losing job, unknown fears, lack of safety, attitude, values and principles of the individual, economic considerations, habits of the employees, culture of the organisation, lack of communication process and engagement of employees which increases m iscommunication, lack of trust and poor timings (Y?lmaz K?l?o?lu, 2013). Lack of an effective communication process in an organisation affects the change management process and contributes to resistance to change. This factor affects the flow of information among the employees which affects the thoughts and decisions of the individual. Due to this lack of an effective communication process, employees resist to change. Habits of the employees determine their attitude towards the change business is implementing. Implementation of change includes a change in the manner operations are executed. This affects the habits of the individual which results in resistance to change. Communication is an important aspect which helps in engaging the employees in the operations of the business. The decision of the organisation regarding the implementation of the change may get affected due to the poor timing for change implementation selected by the organisation. The organisation needs to decide proper timings for the implementation of change so as to ensure it is not fac ing the situation of resistance (Zafar Naveed, 2014). Employees fear of losing the job which forms the basis for resistance to change. With the change implementation, a business may need to change the manner in which it is operating. This aspect of the process of change management develops a fear of loss of job among the employees. Trust is developed when there is a proper communication between the employees and organisation. Lack of trust between organisation and employees increases the chances of resistance to change (Khan, et. al., 2017). A misunderstanding between the organisation and employees affects their attitude and behaviour towards the change. Uncertainty among the employees regarding the operations or the changes increases fears among the employees. Companies need to provide a clear view to the employees for encouraging them to participate in the change management process and eliminating the chances of resistance to change. There are chances when an organisation takes decision-related to change in the resources of the busine ss. This aspect develops fear among the employees due to which they resist to change business plans to implement (Tavakolia, 2010). Change in the business processes may develop a sense of lack of safety among the employees. For gaining a competitive advantage over the others in the industry, business needs to develop a sense of safety in the mind of employees. This sense of lack of safety has the potential to slow down the process of change implementation. Uncertainty and insecurity affect the satisfaction level of the employees which affects the change management process. Employees may fear of losing their freedom due to the implementation of change. Another fear related to a reduction in the pay of the employees may develop among the employees. This can affect the chances of success of the decision related to change management. Employees may feel that they may cost their power for supporting the change management process. Knowledge and skills of the employees can also act the process as it can act as a factor for resistance to change (Yang, 2014). The culture of the business also affects the change management process as culture shapes the behaviour and attitude of the employees towards the business. Structural changes in the organisation can also affect the decision of change management. Flexibility promotes the implementation of change in a better manner and on the contrary, lack of flexibility in the organisation adds on to the chances of resistance to change. Resistance can be in different forms affecting the change management process. These different forms of resistance include blind resistance, political resistance and ideological resistance (Karnes, 2009). Impact of resistance to change An organisation goes through many changes in the normal course of business. The employees of the organisation have to adapt to these changes which often create pressures on them. Changes bring resistance in the employees and it has a huge impact on the organisation and its overall functioning. Resistance to change can create job dissatisfaction and high employee turnover. According to Struijs (2012), there is a positive relationship between resistance to change and the turnover of employees. The author conducted a survey which showed that job satisfaction plays a main role in the turnover intention of employees and resistance to change. The employees who experience more resistance to change were less satisfied with their jobs in comparison to those who experience lesser resistance to change in the organisation. Resistance to change affects the satisfaction level of the employees along with the quality of the tasks performed by the employees (Grunberg, et al, 2008). Resistance to change has some negative effects on the organisation and on the individuals as well. The organisation whose employees have more resistant to change often depletes the overall performance of the organisation. More requirements of changes from the employees deplete their morale and ultimately, the performance of the workers. They tend to lose their trust from the employer and intend to leave their jobs. Resistance to change also creates disruptive work environment (Struijs, 2012). The employees who create resistance to the changes required may spread the negativity in the other staff members which can create huge unrest in the employees. It also increases the expenditures of the organisation in providing training, implementing new tools and techniques and in the process of making the changed procedures a success. The uncertain change in the organisation creates chronic work stress in the individuals and makes them think of leaving the organisation. It has a great impact o n the attitudes of the workers. The leaders need to understand the impact it could have on the employees (McLaren and Dunn, 2016). Change is evident in the business organisation which is not a problem but resistance to change is a big problem. It is needed for the survival of organisation and to have a competitive advantage in the industry. The fear of change may create the misunderstandings between the management and the employees. The organisation should plan in advance to overcome such situations. Trust and engagement of employees play a very important role while implementing changes in the organisation. The employers need to think on the psychological well-being of the employees and to involve them actively to bring success in the workplace (Holten and Brenner, 2015). Coordination among the employees is required for the purpose of implementing the change. Lack of coordination among the employees affects the change implementation process. This can increase the chances of disputes among the employees due to differences in the thoughts and views. This can result in miscommunication among the employees and increases the chances of conflicts in the internal stakeholders of the business. Morale of the employees also gets affected due to the resistance to change (Karnes, 2009). Views of the individual affect others in the organisation. Groups may get formed in the organisation for resisting the change and affecting the speed of change implementation. Lower morale of the employees can affect their performance and organisational strength. It can affect team spirit and teamwork as different individuals have different views. Teamwork is required for implementing change in a proper manner. Lack of teamwork and team spirit will result in disputes among the tea m and affects the quality of performance (Fong, et. al., 2011). Another impact of resistance to change is increase in the employee turnover rates. Employees who are resisting to change need to understand the reason behind the change. Lack of support from the employees for implementing change can develop negative environment. For eliminating this negativity, a business may take actions against the employees who are resisting to change. Negative attitude of the employees affects the behaviour of the employees towards the change. It is crucial to overcome these factors as these affect the change management process. Change management is dependent on the support from the internal stakeholders of the business. Negative attitude of an employee affects the attitude of others in the organisation (Beshtawi Jaaron, 2014). Management of resistance to change It is vital to gain the confidence of employees for implementing change as a process of change management is possible only with the support of employees. There is a need to explain the reason behind the change, business is planning to implement to employees. Management needs to be done of the resistance of change for ensuring that business decisions of change implementation are not getting affected. For the purpose of management of the resistance to change, there is a need to adopt strategies or measures. These strategies or measures will help the business in coping with the factors resulting in resistance to change. These strategies or measures for managing resistance to change include conducting training programs, adopting effective communication process, using motivation, enhancing participation of employees, a delegation of tasks of change management process and conducting one-on-one sessions for presenting a clear view and discussing the need to change with the employees (Katsar os, et. al., 2014). Training programs need to be conducted for the purpose of making them aware of the change and preparing them for accepting the change. The motive behind conducting training program is to educate the employees of the organisation regarding the change management program. Change can be of different types and employees need to be aware of these different types of changes for providing their support for the change management process. Resistance can be removed or eliminated with the application of training programs. The training session will help in clearing out the doubts of the employees regarding the change. The training program will develop positive attitude in the employees for ensuring that employees are supporting the decision of change (Pohankov, 2010). A delegation of tasks of change management process will enhance the satisfaction level of the employees as well as develops a sense of belongingness among the employees. Every organisation must engage the employees in the change management process. This will enhance their attitude towards the change which business is implementing (Nickols, 2016). For example, Google has split up under the alphabet umbrella. Different goals have been set for every company so as to focus on the individual goals. For gaining support from the employees, Google explained the importance of change to the employees and set employees free for focusing on their productivity and attainment of the missions (Troyani, 2017). Adopting effective communication process can enhance the relationship between the employees and organisation. Communication process will help the organisation in promoting transparency in the organisation. It is crucial to make the employees aware of the change and the motive behind the change. This will help the business is eliminating the fear related to job loss, lack of safety and loss of freedom. Communication process will contribute towards the better coordination among the employees of the organisation. Communication process will help in engaging the employees in the decision making process and change which organisation is planning (Rajput Novitskaya, 2013). Using motivation will help organisation is encouraging the employees to ensure that change is implemented effectively. Motivational techniques will help in changing the behaviour of the employees towards the change. Change is necessary for the business and for the attainment of the objective, the motivational technique can be used. The motivational technique will enhance the performance as well as ensures that employees are performing as per the expectations or plans of the business (Pohankov, 2010). Enhancing participation of employees or engaging the employees in the discussion making process of the business enhance their satisfaction level. Satisfied workforce performs in a better manner. For the implementation of change in an effective manner, there is a need to promote participation of the employees in the change management process. Roles and responsibilities need to be clearly defined for making the employees aware of the change and role they have to perform (Husain, 2013). An organisation can conduct meetings, one-on-one sessions for presenting a clear view and making the employees aware of the need of change. The organisation needs to discuss the need to implement change to the employees. This will help in encouraging them to work for implementation of the change in a better manner. One-on-one sessions and meetings will help in communicating with the employees in a better manner and promoting coordination among the employees (Toribio Hernandez, 2011). For example, British Airways appointed a new chairperson for the purpose of enhancing profits of the company. New chairperson decided to engage in the restructuring process for enhancing the performance. For coping with the resistance to change, it has discussed the change with its employees for gaining their support (Faucheux, 2015). Conclusion Thus, it can be concluded that one of the most important challenges which is faced by the business is resistance to change. With the change in the technology, business environment and level of competition in the industry, companies are implementing changes for coping with the changes. During this process of change management, resistance to change affects the whole process at large. There are various factors due to which chances of resistance to change faced an organisation increases. These factors need to be identified by the business for reducing or eliminating the impact of these factors. The organisation must develop trust among the employees for enhancing their participation in the change management process. A sense of safety needs to be developed among the employees for encouraging them to perform in a better manner and supporting the decision of change management of the business. Impact of resistance to change can be seen on the performance of the individual employee, performance of the business, the satisfaction level of the employees, coordination among the employees, lower morale, depleting workplace environment and negative attitude of the employees. 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