Why He Is Not A Man Essay Example For Students

Why He Is Not A Man Essay Why He is Not a ManIn the story The Man Who Was Almost a Man by Richard Wright, there is a boy named Dave. Dave is a young boy trying to figure out what a man really is. Right now, he believes that a man is someone who owns a gun. Dave needs proper education about guns and needs the knowledge about what a man really is to be a man. Dave needs to be taught what a man really is because he is not a young man just because he has a gun. Dave is a seventeen-year-old boy who wants a gun. He thinks he is almost a man. He thinks that having a gun will make him a man and give him power. Toughness is a common perception of masculinity. A man is not someone who owns a gun, but someone who has knowledge of behaving like a man and owning a gun like a man. He thinks that only a gun will make him a man instead of his actions dictating his matureness to others. He believes it will instill fear into others around him. When one is a man, others treat him with respect. Daves parents talk down to him and treat him like a child, when he is trying to develop into a young respectable man. Daves mother says, Yuh ain nothing but a boy yit! in the story, proving that they look down on this seventeen-year-old boy. His mother tells him in the story to go wash his hands before he eats. If Dave was a man, then his mother should never have had to say that. In our society today, when a boy is seventeen years old, he is almost a man or consider ed a young man. In Daves society, he is treated like a young boy. If Daves parents saw his point of view on having a gun then they might want to look at why he wants it. At this time, they should tell him that a gun does not make a man. His mother does not think he should have a gun. In actuality, if Dave were a man, then he would have not wanted a gun to obtain power over others, but for pleasure. We will write a custom essay on Why He Is Not A Man specifically for you for only $16.38 $13.9/page Order now In Daves actions, he is like a young boy. A man who owns a gun knows how to shoot a gun and knows the right and wrong time to use a gun, unlike Dave. After Dave gets the gun, he shoots it, thinking that makes him a man. If Dave were a man, then he would not have shot the mule. Then, after he shot the mule, Jenny, he would have told Mr. Hawkins that he shot the mule. In addition, when Dave shoots his gun, he closes his eyes and turns his head. A man would hold his head high and shoot the gun the proper way. Throughout the story Dave proves that he is not a man, and that he does not know what a man is. Dave needs a man to teach him the real meaning of a man. I think at the end of the story when Dave gets on the train, he will learn what it really is to be a man. Dave needs to be taught what a man really is because he is not a young man just because he has a gun.

How to Make a Sample Essay

How to Make a Sample EssayMaking a sample essay will give you the confidence to work on your own, and help you start your career. There are many people who were stuck in school for years, and now wonder why they couldn't break through into the college of their choice. You can do this, too.To make a sample essay, you will need to find a set of essays to study. There are some samples on the Internet, which you may use as you search for the type of essay you want to write. You will also want to make sure that the essay is not too long. A brief lesson will help you decide.Make a list of sample essays that you like to read. You will then want to search for an essay that resembles your interests, and go through it. When you find a writing style you like, be sure to follow it, but change anything that you think may cause you trouble in writing.If you feel lost when you make a sample essay, remember that the first few times you write, you are going to forget the parts that you do not know ho w to do. Instead of creating a better essay, your first drafts will become worse. Practice on a few different essays before you decide which one to use.Research is an important part of writing. You may even want to pay a bit of attention to how other writers have used their information, to help you make your essay. It is important to research carefully, or you will be rewriting your essay in a very short time. It will make your life much easier and make you earn your degree sooner.The best essay is the one that uses all the information that you have gathered to help you make your essay. You should always use research before you write, to get a feel for what the paper should be about. Writing without enough research will hurt your essay greatly.After you have made a few samples, you will start to see your grades increase. You will have more confidence in the way you write, and your grades will also begin to increase. Your grade may start to lag behind, but after a few years, you will be able to write on your own, and feel confident with your work.Start writing a sample essay. After you have finished one, you can begin to build on that, and make your own essay. If you really want to make a better choice in the essay, make sure that you give yourself the time that it takes to do so.

Raves essays

Raves essays El caso Country y la cultura rave en venezuela Carlos Alberto Ayala Galavà ­s carnet # 60340 7/11/00 Basicamente un rave es un lugar, o mejor dicho, una fiesta; donde generalmente asisten todo tipo de sujetos, desde 50 hasta 25.000 personas, se escucha mà ºsica electrnica hasta despus del amanecer. Son fiestas donde la gente se dirige a ser quien realmente es y todos son aceptados como lo que verdaderamente son. En un rave se puede llevar a cabo la actividad que sea placentera para cada quien, como hablar, bailar, sentarse, dormir, etc. Un rave no se puede definir, debido a que la escena cambia de paà ­s en paà ­s, de ciudad en ciudad e incluso de persona en persona; todo depende de la mà ºsica, el lugar y el pà ºblico; lo que siempre se mantiene es el lema de paz, amor, unidad y respeto. La à ºnica forma de expresar la filosofà ­a de la cultura rave en una palabra es PLUR. Es la abreviacin de Peace, Love, Unity and Respect (Paz, Amor, Unidad y Respeto). Es un peque Paz: La razn por la cual a los ravers nos gusta la mà ºsica que escuchamos y nos divierte la forma en la que bailamos, es porque nos ayuda a alcanzar un estado de paz interior en cada uno de nosotros. Ser capaz de bailar de esa manera nos devuelve a la edad de cuatro abamos llenos de ego y libertad, antes de que la conciencia se apoderara de nuestros actos. Amor: El amor est estrechamente relacionado con la paz, debido a la paz interna de cada individuo, existe un sentimiento de aprecio y admiracin hacia todas y cada una de las personas presentes en el recinto donde se lleva a cabo el evento. Por ejemplo, en el momento que te acercas a un extra bebiendo agua de una botella y el te ve ban sera sonreir y ofrecer...

How Taking Care of Yourself Will Make You Better at Your Job

How Taking Care of Yourself Will Make You Better at Your Job You know that coworker who runs marathons in her spare time and talks about the amazing hot yoga class she attended at 6 a.m.? Admit it, you kinda hate her as you shuffle in, grumpy and 15  minutes late because your alarm didn’t go off and you didn’t even have time for your customary egg and cheese burrito breakfast. How is it possible for one person to have it all together, that healthy life stuff balanced with the everyday demands of work? Believe it or not, it’s possible without changing totally into the guy who manages to answer 45 emails on his morning train while drinking home-brewed kombucha, or the woman who uses the treadmill desk all day without breaking a sweat. (Though if you’re already doing those things, keep on keepin’ on!) It’s about making manageable, easy-to-implement changes to your daily routines. These small changes can add up to big results in your life overall, but taking care of yourself  can really pay dividends i n your professional life as well.Concentrate on Food and FitnessChanging up your diet is one of the most basic things you can do to feel better and put some structure around your self-reboot efforts. Unfortunately, for some of us it’s also one of the most challenging ones. Even the strongest resolve to eat that green salad for lunch can crumble under the reality of free pizza leftover from a meeting. (But†¦ but†¦ it’s free!!) Whatever your barriers to eating better at work, there are some strategies you can adopt to stay satisfied during the day and (hopefully) have it be less of a struggle.Or there’s the convenience factor: the lunch place right down the street will bring your salad to you, for the low low price of $8.95 (plus tip). That adds up, especially if your self-improvement plan also involves a budget. Making an effort to eat better at work is a conscious choice, but one that will be even better when your take-out sandwich savings translate in to a treat yo self reward at some point.1. Eat a protein-packed breakfast.High-protein breakfasts help you start the day on a satisfied and raring-to-go note. If you have a good breakfast, you’re more likely to perform well at work, and less likely to fall prey to that Hershey bar looking enticingly at you from the vending machine as you walk by.2. Snack wisely.Instead of hitting the vending machine for that 10 a.m. or 3 p.m. snackishness, try eating nuts or fruit instead, or a granola bar (not the ones that are dipped in chocolate, sorry).3. Pack a lunch.This way, you know exactly what you’re eating (no sneaky sugar or calories that you don’t expect). Eating Well has some great (and inexpensive- bonus!) recipes that can help you get into the bag lunch routine.And you don’t have to sacrifice the social aspects of eating with coworkers, or the simple joy of getting away from your desk to grab lunch. Packed lunches are portable! You can head to a common are a, or even head outside to get away from your desk. There’s no excuse for sad desk lunches if you don’t want to go down that dark path.Another way to keep yourself sharp and ready for anything is to work in a little exercise with your workday. Sitting at a desk all day is not only a danger to your health (potentially causing headaches, back pains, and other ailments), but it can also be a spirit-crusher. Don’t let inertia weigh you down.Treadmill desks and standing desks are cool, but if they’re not for you (or in your company’s budget), there are plenty of ways you can get moving, even on the most demanding days.You can shake off the desk blues (not to mention some stress while you’re at it) with small exercises you can do at or near your desk.  If you’re not feeling cardio today, or if your work clothes aren’t really made for boxing, there’s always a classic: office yoga. Or if you sit out in Open-Plan Cubicle Land l ike I do, a version of office yoga that won’t freak out your coworkers. And in fact, if you feel self-conscious about the idea of doing your mini-fitness routines in front of coworkers, any of these things can be done in an empty room/out of the way spot.And really, you don’t have to overthink the fitness-at-work thing. Getting up and walking around can help get the blood moving and clear your head. Taking the stairs instead of the elevator is an easy win too. Just take a few minutes every hour to get up and move around.Bottom line: if your body feels below par, your performance at work probably will be too. By making small tweaks to your food and activity level to make yourself feel better overall, you’ll have more energy to devote to your tasks at hand.Build Solid Habits and RoutinesIf you want to start getting the most out of your workday, it’s worth taking a look at all of your daily routines, and how they affect your professional life. We’re a ll creatures of habit, but are all those habits truly useful? Fast Company suggests asking yourself 5  questions to see if your habits are working for you:What’s the value in this routine?Am I more concerned with the routine itself than the results?Can I handle emergencies that upset the routine?Can I handle change?Does this routine stifle my creativity?These questions help you target the value of your daily habits, and identify ones that aren’t really working for you (outside of consistency). Once you have a better understanding of what’s serving you well and where you could improve or make things more efficient, you can start thinking about what comes next.For example: if you leave your house 10 minutes earlier, does that take a stressful edge off your morning once you get into the office? Do you block out enough time to do routine tasks, or do they get lost in the shuffle of your day? Do you spend time writing up the same five or six types of emails, when a copy-and-paste template would make things easier? Again, small wins are the goal; we’re happier and more productive when we don’t feel bogged down by minutiae.Change Your Outlook and Attitude AdjustmentAnd sometimes the solutions for being your best self are living inside your own head. Everything is the worst when we expect it to be the worst. People are more annoying, requests are more ridiculous, and there’s never enough time when we start from a negative-attitude position. You don’t have to become the most relentlessly cheerful person around, but when your happiness starts sliding a bit because work is stressful or things aren’t going the way you’d like, try to take a step back and shake off some of the negative perceptions. It can be as simple as taking the time to thank someone (genuinely) for a job well done, or a favor they’ve done for you. And when things are rough or busy, take a minute to reflect on what went right today.W hat to avoid when revamping your workplace mindset:Gossip/making negative comments about othersBackstabbing/not being up front with peopleSarcasm (that’s a tough one, I know)Swearing (gosh darnit)A positive attitude is one of the qualities that people (notably, bosses) notice when it’s time to promote and reward employees. It’s definitely in your best interest to be that productive, supportive team member.Never Stop LearningOne of the most important things you can do to be your best self is to keep learning, no matter where you are in your career. Everyone has skills they can pick up or improve upon. If there’s a new type of software or process relevant to your job, learn it. If your presentation skills could use a boost, take a public speaking class. This not only builds your resume, but also keeps you busy and engaged.This kind of self-directed self-improvement also shows you’re someone who’s always looking to improve the status quo. Thatà ¢â‚¬â„¢s a quality that’s appealing to the powers that be, and who knows- your next career opportunity could be sitting in that class, or that shiny new skill could be the one that nets you a promotion.What it all comes down to is this: if you want to be more productive at work and on your career path in general, it’s all on you. The changes you make to your daily life to make things more streamlined, or to make yourself feel better- those will translate into being a more proactive and productive employee, and help make more opportunities happen.

EDWARD THORP Essay Example | Topics and Well Written Essays - 500 words

EDWARD THORP - Essay Example Like many great arts, this art has great clarity. It is possible to locate different scenarios of this painting in a single look. For instance, one can locate bending female, different features of her nudity, and different textures of her body parts. This immediately sets the mood of the painting to achieve the intended meaning. The painting is made on a landscape depicting a story behind it. From this painting, I understand Western culture so well with the nude female sunbathing, picnicking, or sleeping. Linhares painting gives the audience what they need to see and enjoy. The painting achieves a special attraction to its audience form the lovely combination of different colours. There is articulate use of bright colours alongside glowing ones make me understand realism from the story. For instance, the body of the nude female has brown colour, with some blue hues to depict realism. Her hair and eyes are brown to depict that the female is western and to represent their sunbathing culture. In addition, Linhares has used colour to represent special bubbles in the painting to show that the woman is in a watery area. A pine tree is seen form a distance with some dark colours to depict a shore as part of the background. Although some areas bear the same colours, shadow tone helps Linhares to make remarkable combinations. Some of these shadow tones include yellow, magenta, olive green, brown, black, purple, sienna, and others. She has used bold backgrounds that make the skies and the terrain on the paintings look real. Additionally, Linhares uses darker sha des to make the message clearer. For instance, the thighs of the woman have thicker paintings to show how much they are stretched to get the woman to the ground. Her imagination can only be compared with the effects seen on films shot at the magic hour of dusk (Kreimer

HOW IS THE U.S UNDERSTOOD AS GREAT CAPITALIST POWER Essay

HOW IS THE U.S UNDERSTOOD AS GREAT CAPITALIST POWER - Essay Example Capital accumulation, very competitive markets and wage labor feature capitalism. In such an economy, the transacting parties often and typically control market prices. The intensity of competition, the intervening role and scope at which the public owns various assets vary within various models of capitalism (Friedman 2009). Annalists have come up with diverse perspectives of capitalism; laissez-faire, welfare and state capitalism with each showing different level of dependency (Friedman 2009). It is this economic system that US thrives in and is thus regarded as a capitalist power. America is predominantly viewed as a capitalist economy. According to Karl Marx, it entails a situation in a minute group of people seize control of the economic points of prosperity in a nation and influence key economic decision (Friedman 2009). We see this America today. America after the world war emerged as the supper power together with Russia. However, it successfully reduced the dominance of Russia through the cold war and promoted its capitalist ideas in most part of the world (Phillips 2009). This is an evidence of a hungry nation fighting to be at the summit of controlling key economic decisions in the world her own gain. The history of America reveals the ideal trait of capitalism. As early as the 17th century, America had started importing slaves from Africa to work in their land (Phillips 2009). The American farmers and owners of industries hugely needed more labor to maximize their profits. Slaves were thus imported from Africa and were subjected to forced labor, meager or no wages at all and physical oppression at work so as to be productive (Phillips 2009). At the end, individual citizens who employed dearly the service of the slaves became rich and generated a lot of wealth while the slaves anguished in abject poverty and depression. Class

Limitations of change management models

Limitations of change management models Using the case as a basis for analysis, discuss the potential limitations of current change management models and processes in organisations with which you are. This assignment is based on the case study organisations change. Change is an organizational reality. External forces for change include the marketplace, government laws and regulations, technology, labour markets, and economic changes. Internal forces of change include organizational strategy, equipment, the workforce, and employee attitudes. Change is generally a response to some significant threat or opportunity arising outside of the organisation. According to Pettigrew (1999) Changes within an organisation take place both in response to business and economic events and to processes of managerial perception, choice and actions. Managers in this sense see events taking place that, to them, signal the need for change. The change faced by Power Co at the start of the project was because of the fact that it did not had any related experience in the design and implementation of similar projects (which involves a processing technology). This state could have cause difficulties of changing from the status quo as transformational and disorientation etc. This change was caused by the unfamiliarity and alienation of the new technology to the investment delivery team and operations. As the case studies civil engineers; electrical engineers appear not to have enjoyed quite the same status had to have substantial amount of information to take the investment decision which was of strategic importance. Power Co tackled the above problem by recognizing the fact that the disorientation from the current technology can be eliminated by exploiting the knowledge base residing in the supply base Power Co developed a number of characteristics which eventually become its weakness. This was to have two tiers affect; firstly, it finds the solution of lack of prior knowledge of the change, secondly, it helps in making technologies were increasingly cost-competitive. According to Kellow (1996) described as a dam building organisation guilty of reverse adaptation, Power Co in a precarious in some work areas through loss of expertise and corporate knowledge the identification and the administration of knowledge within the Power Co business environment can be appropriately planned only if the characteristics and the needs of each particular firm are taken into consideration. In this context, the prior exploration of the business and the market environment is necessary in order to develop appropr iate plans of action regarding the retrieval, the process and the distribution of knowledge within any modern organization. At a first level, it is necessary to identify the type of knowledge required for a specific firm. Towards this direction, it was noticed by Anand (2003, p15) that the knowledge possessed by an organization and its members can be classified as explicit or tacit; explicit knowledge can be codified and communicated without much difficulty while tacit knowledge such as the manner of operating sensitive equipment or interpersonal skills-is not so easily articulated, as the case study power Co among the managerial class many were told that there was no position for them and they therefore elected to take a voluntary redundancy. Bunker (2005, p12) the reasons for the development of the above phenomenon have not been identified yet. It seems that firms managers do not have the necessary learning in order to. Moreover, the study of Bunker (2005, p12) showed that much of that failure stems from not understanding how to manage the structural side of change and the human dynamic of transition. On the other hand, Katzenbach (1996, p149) noticed that change efforts are often conceived as waves of initiatives that sweep through an organization from the top down, or the bottom up, or both, and flow across functions. In other words, change initiatives as most of the organizational plans are not accepted by employees at least for a specific period. The specific issue was also highlighted by Huy (2002, p31) who supported that fundamental change in personnel, strategy, organizational identity, or established work roles and interests often triggers intense emotions. For this reason, it is necessary that firms managers m ake the necessary preparations before attempt any change within the organizational environment (preparation in this case could include the organizational audit, the identification of the position and the advantages of the competitors and the choice of the most cost-effective plans identification of plans that are appropriate for the achievement of the various organizational targets but within a budget that will be set in advance by the firms managers. These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Power Co Management problem for those who genuinely embraced change and those who merely sought promotion and also there was a strategy of consultation and participation, individual examples emerged of staff feeling that, due to the end of building dams, a reduction in the workforce. Organizations might respond to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors. Prospects for positive change stem from employee participation and suggestions. The results revealed through most of the relevant studies reveal that change is not welcomed by employees in most organizations internationally as the case study there is strong feeling by Power Co that the changes of commercialisation were forced on the organisation and that staff had few alternatives other than to accept their fate, whenever the attempted changes have the consent of the employees i.e. when they progress through the employees active participation, then their implementation is very likely to be successful. The specific issue was examined by Eoyang (2001,p5) who supported that many organization change initiatives start at the top and deal strongly with any resistance from system agents that blocks progress; common ways of responding to resistance include downsizing, restructuring, and re-engineering. Other methods for dealing with resistance developed within modern organizations regarding specific plans of change are also available to modern organizations. The choice of the method employed at each particular case belongs to the firms managers who will also identify the risks and the advantages related with the implementation of each relevant change. At was on the change to come, which omitted the historical context. The program was sophisticated, involving as it did newsletters, visits by the CEO, briefings for subordinate leaders and even a telephone hotline. Moreover, The change faced by Power Co at the start of the shifted from civil engineering projects of building dams and power stations, to that of a business entity charged with the responsibility of providing to the government, as nominal owner, a return on investment was because of the fact that it did not had any related experience in the design and in the implementation of similar projects (which involves a competition from other electricity suppliers). This state could have cause difficulties of changing from the status quo as barrier and disorientation etc. This change was caused by the unfamiliarity and alienation of the new technology to the investment delivery team and the operations. Power Co had to have substantial amount of the information to take the investment decision which was of strategic importance in terms of its volume. Even if the policies applied on various organizational activities are appropriate regarding the targets set by the firms managers, in practice man y of these policies have to be rejected as inappropriate if being evaluated regarding the resources required for their realization. It is for this reason that Greve (1998, p59) noticed that change initiatives could be characterized as an outcome jointly determined by motivation to change, opportunity to change, and capability to change. For this reason, before the implementation of any plan of change within a particular organization it is necessary that the entire organizational context is carefully reviewed taking into account the fact that the conditions in the market (as well as within the organization) can change at any time creating new terms regarding the success of any attempted change. The sector of organizational activities influenced by the specific plans cannot be precisely identified; it is very likely that different organizational sectors are targeted by each specific plan of change; the needs of the organization and the trends of the market are the main criteria for th e relevant choice (plan of change applied on a specific organization). Towards this direction, it is noticed by Poole (1998, p45) that when change is needed in an organization it is likely the learning or identity of the organization will be targeted for change; the transformed organization, whether it be minor (first-order change) or major (second-order change), will not be the same as its predecessor. In other words, one of the most important consequences of plans of organizational change is that their effects on the various aspects of the organizational activities are likely to be permanent and extensive. By the attempted change, a new organizational environment is created; new organizational plans are then very likely to be implemented in accordance with the firms culture and characteristics and the market trends. It should be noticed that the implementation of plans of change within modern organizations is a challenging task usually requiring an extensive net of reforms within the organizational body. Modern literature on organizational learning and change offers to the firms managers a series of theoretical models that can effectively support the relevant organizational initiatives. We could refer primarily to the models suggested by Fennell (1993, p90): a) The strategic choice model (which is the one based in the changes happened to particular variables like the board composition and structure), b) The population dynamics (which is influenced by the population level changes) and c) The change in technical and institutional environments (which are mainly refer to the regulatory change related with the operation of modern organizations). Another model is the Collison and Parcell have developed their own model of organizational learning through which the knowledge management method that can be used for change, Capturing, sharing and exploiting knowledge, experience and good practices. Also Lewins (1958) change model, a systems model of change, and organization development. Exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modelling also are used at this point to reinforce the stability of the change. Lewin`s model will be used in this paper in order to examine the organizational change. The identification of the potential weaknesses of the firms organizational change- using this model will help towards the development of an appropriate plan of change if considered as necessary regarding the various activities of the specific firm The change at this level could have been a lack of flow of information to the organizational high level officials. Another issue was the absence of other electricity suppliers. The absence of competition produced a surreal climate of merely preparing for a possibility rather than a reality in the organization. Still another was the identification of the integration issues between the other parts of the organization and the management e.g. changes in the company wide operating procedures, as the case study that restructuring was seen as necessary by both senior management various consultants the pre-existing structure were never Cleary identified or ar ticulated. The higher level management did not considered the project to be of strategic importance in the sense that it does not intend to operate similar projects in the future. So they decided only to be concerned with business level issues and operational problems were left to the ad-hoc local solution (e.g. the external environment dos not remain stationary during the period of implementing change and the internal re-configuration may impact upon the style and context of change being pursued by the organization itself ). Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviours and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviours or attitudes. Due to the nature of industry, in which Power Co is operating, the initial teething problems are very significant and change tends to have substantial inefficiencies in the start. The reason being obviously the complexity of the system this change can cause project failure economically if not managed properly and change is not improved as early as possible. Power Co made a less than successful attempt at this when senior management realised that there were some dysfunctional consequences of the commercialisation structure of 1992. The Solution adopted solution to this problem was the establishment of change teams were the focal point of commercialisation but enthusiasm faded as their work fell into disarray in some areas which was to facilitate a joint effort at change through identification of operational problems and developing solutions to them. Changing Because change involves learning, this stage entails providing employees with new information, new behavioural models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against worldà ¢Ã¢â€š ¬Ã¢â‚¬Ëœclass organizations, and training are useful mechanisms to facilitate change. Appointing a person called Project sponsor having knowledge about the operations to oversee the project from the feasibility to the implementation. They were treated operationally as separate mutterers. After dam construction ceased, the workfares was decimated, many were forced redundancies due to the winding-down of dam construction, but others left as a matter of choice. This makes the project more stable operationally in the long run as the operational aspects of the system are conveyed to the delivery team during change stage. Failure to perform organizational impact analysis the organizational impact analysis studies the way a proposed transformational change the organization will be dominated by its civil engineering and the electrical engineers appear not to have enjoyed quite the same statues. This was due to the fact that the engineering problems were civil rather than electrical would affect organization structure, attitudes, decision making and operations. The analysis ai ms to ensure the change best to ensure integration with the organization. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behaviour or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviours or attitudes. This would have triggered the collaboration process. A flexible management approach was adopted to improve collaboration by giving the staff shifts, autonomy in their work practices. Afterwards staff rotation was made which motivated the employees to share their experiences. The resultant best practices were accumulated and formally documented after reasonable time by the operations managers Power Co moved through a damaging period of controversy over the natural environment and excessive reiteration of past problems could have had a negative impact on moral. Issues to relate to refreezing failed to arise because of the continuing state of flux after commercialisation and the rapid replacement of staff who left. The above directly fulfilled project objectives of being manageable in the long run (as issues being managed efficiently) and flexibility by providing the different views through joint learning. It also indirectly helped in achieving the project objective of being economic by reducing project risk. The above directly could have fulfilled project objectives of being safe and secure (by providing the staff the required help needed for the operations). It also indirectly helped in achieving the project objective of being economic (by increasing the staff efficiency). Conclusions The presentation of all the above issues proves that the knowledge management systems implemented by the particular organization have been carefully chosen in order to ensure the achievement of the organizational aims. The divorce of the business commitment to embracing the all issues of the project acted as a change for complete integration of technology into the organization. Commitment to the change must be universal including all involved. Senior management must demonstrate commitment in the allocation of resources required (people, money, time etc) to achieve change. The argument given was that the management did not intend to operate similar projects organizational impact analysis studies the way a proposed transformational change the organization will be dominated by its civil engineering and the electrical engineers appear not to have enjoyed quite the same statues other than this one in the future might not have sufficed as it could have render the change ineffective in term s of achieving its objectives of being economic and manageable over the planning. By doing so some issues might have come to the management attention so late that the project failure could have occurred This lack of commitment might have been caused by the inherent characteristics of the capital goods industry which view the knowledge management as hamstrung due to structural fragmentation inherent in the organization, the one-off nature of the projects, the presences of the culturally disparate professions and the low level of trust.