On Key Symbols Author(s): Sherry B. Ortner Reviewed work(s): Source: American Anthropologist‚ New Series‚ Vol. 75‚ No. 5 (Oct.‚ 1973)‚ pp. 1338-1346 Published by: Wiley-Blackwell on behalf of the American Anthropological Association Stable URL: http://www.jstor.org/stable/674036 . Accessed: 05/09/2012 09:42 Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use‚ available at . http://www.jstor.org/page/info/about/policies/terms.jsp . JSTOR is a not-for-profit service
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I found the symposium very interesting. I thought that David Kotter made a very good point. He told us first that the battle is coming to us and that we should not be surprised when we deal with the issue of religious freedom‚ for in 1 Peter‚ it says to not be surprised WHEN we are faced with trails. The word “when” implies that it will happen‚ it’s just a matter of time. If he had said “if” then maybe there would or wouldn’t be trials. So we know by this wording that as a Christian and a follower
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263-281 Dahlgaard‚ J. J. & Dahlgaard‚ S.M. P. (2007)‚ The 4P quality strategy for breakthrough and sustainable development‚ European Quality‚ vol. 10‚ no. 4‚ pp. 6-19 Kotter‚ J. P. (1996)‚ Leading Change‚ 1996 Kotter‚ J. (2007)‚ Leading Change‚ Why Transformations Efforts Fail‚ Harvard Business review‚ January‚ pp. 96-103 Kotter‚ J. & Rathgeber‚ H. (2006)‚ Our Iceberg Is Melting‚ Changing and succeeding Under Any Condition‚ St. Martin’s Press‚ September 2006 9 D: empSøren Horn Petersen.doc
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JOHN KOTTER 8 STEPS The above diagram is the 8steps of John Kotter towards change.This model is divided into three phase.The first phase is to create the climate for change.The first step is to create urgency‚ not all of the employees are open to change‚for change to happen the company must develop a sense of urgency around the need for change.An honest and convincing dialouge about what is happening in the marketplace and with the competition may convince people and make them start talking
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the right team people to help lead that change. The team must have a significant level of trust in one another and share the same objective. Kotter says when putting this team together there are four qualities of an effective guiding coalition. In putting together a Guiding Coalition‚ the team as a whole should reflect: • Position Power: Enough key players on board so that those left out cannot block progress. • Expertise: All relevant points of view should be represented so that informed
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A Sense of Urgency The toughest of the 8-Steps to Leading Change and the most often overlooked is the process of increasing the urgency in an organization for the need for change. Urgency must be core to a successful organization and it must be sustained over time. It is critical to set the stage for making a challenging leap into some new direction. Urgency is becoming increasingly important because change is shifting from episodic to continuous. That means there is a constant need for an urgent
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In the book The Compound by S.A. Bodeen‚ there are multiple themes being portrayed by the book. One of the main themes in the book is even if you think you may know someone‚ you may not. Throughout the book‚ many parts of the book show this‚ and talk about trust. Many elements of the book also play off of how well people know each other. The family all trust the father about why they are going into the compound‚ that there’s enough food and supplies‚ everyone is truthful‚ fine in their well being
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Influence‚ negotiation‚ persuasion‚ power and motivation. When lining up these themes it creates a spectrum on which leadership is build. Having the ability to excel only in one of these characteristics such as persuasion might make you a good salesman or when you only have the ability to motivate people you might be a good football captain but you need the ability to tap into all the different concepts of the first sentence to be an efficient long-term leader. The article by Robert Ciadini discusses
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Urgency Without a sense of urgency people don’t move. Kotter suggests that for change to be successful‚ 75% of a company’s management needs to "buy into" the change. In other words‚ you have to really work hard on Step One‚ and spend significant time and energy building urgency‚ before moving onto the next steps. Step 2 Creating the Guiding Coalition Convincing people that change is necessary often takes strong leadership and visible support from key people within your organization. Managing change
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Stanley Cohen (1973) suggests that the media depiction of anti-social behaviour helps to construct folk devils. Folk devils become the focus of public fears and anxieties. They are made to stand for wider problems and concerns and‚ in the process‚ become the figures who exemplify ‘what is wrong with society today’. Today’s folk devils might be the ‘yobs’‚ ‘hoodies’‚ ‘yobettes’ or ‘alco-yobs’ referred to in newspaper headlines. In Cohen’s original study they were the ‘mods’ and ‘rockers’‚ members
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