The Process of Leading Organizational Change

Question: Describe about the reasons people resist change, types of resistance to change and determine the impact of employee resistance to change. Answer: Reasons people resist change As per the experience of Furst Cable (2008), employee resistance to change is a normal and natural reaction in an organisation. In a similar way, the XYZ Company is preparing to implement a new change within the workplace. It has been observed that the management of the firm is introducing new operating unit in the international market. For this specific reason, the organisation is going to open a new shift time that is evening or night shift for a few couple of months. The employees who are currently in the general shift would ask to change the office timings from general shift to evening/night shift. In this similar context Research et al. (2013), stated that the workplace flexibility is hampered for the sudden change in procedural decision. It has been observed that the majority of the female employees worked in the general shift timings in the organisation, XYZ Company. Thus, the female employees are not comfortable with the current state. The personal life and security issues have been raised from the employee side, and the management of the XYZ is completely incapable to mitigate the issue. In this present situation, Chreim (2006) mentioned that resistance to change from the employees is one of the greatest hindrances to the success of the change management. The ineffective change management sponsorship from the leaders of the XYZ reflects the insignificant change management resourcing. Poor communication and lack of employee engagement program of the management of XYZ company creates one of the major crucial reasons of employee resist change. The middle management of the firm did not communicate the entire change process regarding the change of office hours is the prime reason for employee resistance. According to the opinion of Furst Cable (2008), if the management did not convey the requirement of change and the process of change the, the employee resistance is expected. Thus, it is essential to aware the employee for the renovated process, which is going to take place within the organisation. On the other hand, Beerel (2009) stated that trust is the other biggest factor to execute a successful business operation. In order to achieve a better possible outcome from the employees side regarding the change process preserving the trust, factor is essential. Furthermore, timing is one of the foremost difficulties when it comes to change. Thus, delivering the notice within proper time is quite necessary to reduce the employee resistance issue. Hence, the management of XYZ Company has to create an environment for the safety of the employees who would ultimately go to support the organisation. Types of resistance to change Logical and rational Considering the opinion of Sharma (2011), these resistances are the outcomes of disagreement with the rational facts, logic-science, rational reasoning. In the case of XYZ, the accrual time and effort is highly essential to adjust to the change process. Both the employees and the management would need to understand the job duties equally when to change process has occurred. In the opinion of Holbeche Matthews (2012), it is the managements responsibility to make the employee aware that the change process is beneficial for the employees. The logical resistance to include the following: Time required regulating and adjust Extra efforts to relearn Possibility of less necessary condition Financial costs of change Doubtful technical possibility of change Psychological and emotional This is one type of resistance that is typically based on he factor of emotion and attitude. As per the opinion of Research et al. (2013), the psychological and emotional resistance is internally logical from the perspective of the employee attitudes and feelings regarding the upcoming change process. It has been speculated that, in this phase, employee fear, lack of trust towards the organisation, insecurity feeling and the other ego factors are endangered. The management could not find any viable justification for the respective issues and fails to deal with that situation. The Psychological or emotional resistance includes the following: Fear of unknown Low tolerance of change Lack of trust towards management Need for security and safety Sociological resistance Considering the view of Sharma (2011), the sociological resistance is quite logical in some cases. The social values are the most robust environment for XYZ to uphold the goods relationship status with the clients, employees and the other business entities. The sociological resistance consists of the following: Political alliances Differing group values Conferred interest Desire to retain existing relationships Determine the impact of employee resistance to change The changes are identified as the inevitable part of the business, which is initiated to transform the existing module of the business. According to Beerel (2009), the transparent communication nature of the business often facilitates the management to receive the support of the employees in the change process. The employees get accustomed to the existing operational process of the business. Thus, the reluctant attitude arrives automatically during the tenure of change initiation process. The employee resistance to the change majorly creates the adversity impact. The adversities as defined below: Reduction in the efficacy rate Cole et al. (2006) specified that the moment employees waste the productive on resisting the changes taking place within the workplace. the focus drives away from the professional roles and responsibilities. This tends to a limit the level of efficacy and the output among workers, which can hamper the firms bottom line. Moreover, a condensed level of expertise might shift directly in the face of the purpose for the alterations in the initial place. The reluctant attitude limits the scope of witnessing the effective and productive outcome of the company. Disruptive working environment The staffs resisting changes might often cause the commotions with sudden outbursts with regards to the changes. The specific attitude often leads the employees to present a combative attitude before the management. Bednar Green (2011) identified that in the majority of the cases the employee stick to the existing brands, but the impulsive reaction during the change process often limit the scope of professional growth within the organisation. Thus, the impulsive reaction often leads to increase the work life frustration, which leads to creative a disruptive working environment within the organisation. In the present scenario, the resistance is raised by the women workers. However, the previous researchers reflect that the organisation switching rate amongst the female employees is less. Therefore, the impulsive reaction often turns up the adverse side of the organisation, which often increases the scope of humiliation within the work culture. Less scope for improvement The moment the staffs resist for the change in the workplace, the morals degrade. This creates an adversarial impact on the propensity growth rate. According to Ball Garcia-Lorenzo (2013), the employees remain less optimistic within the workplace, which directly reflects on the overall performance of the organisation. Considering the present scenario, the employers have provided the assurance of reintroducing the previous work culture after the tenure of 6 months. However, the reluctant nature of the employees often degrades the performance criteria of the organisation (Suwaryo et al. 2016). Amongst the other negative properties of resistance to change, lowered morale can easily spread amongst the entire staff, which can, in turn, create issues for both the recruiting and retention criteria. Recommended model to remove the resistant behaviour Kurt Lewin has made the evaluation of the particular model by three three characteristics Unfreezing Change Freezing Stage 1: Unfreeze In the initial stage, the employees are required being informed regarding the change process that would be implemented in the future. The specific action would help the management to understand the body language of the employees on the change action. Based on which, the management can take sufficient time and methods to convert the negative attitude of the employees into positive (Anderson Anderson, 2009). Thus, the management of XYZ enterprise needs to inform the female workers regarding the changing initiation. Moreover, the identification of effective methods to change the reluctant attitude of the female employees would be necessitated. The transparent communication would help both the management and the employees to take preparation for the change process. Stage 2: Change The second stage is the change process, where the change initiation is already implemented. The early information would assist the management to provide sufficient time to its internal members to understand the methods of the change process (Cole et al. 2006). Moreover, effective training programs need to be introduced to increase the engagement of the employees with the change management process. With the support of the training process, the employees would develop the interest regarding the new operational measures. This would facilitate the management to utilise the resources as per its depicted plan and accomplish its targeted objectives for which the change is implemented. Stage 3: Freezing The freezing stage encourages the employees to get ready for the change process and participate efficiently within it. Cole et al. (2006) identified that in the freezing stage the reluctant attitude of the employees reduces entirely. Herein, the employees align the individual professional requirement with the organisational objectives. References: Anderson, D. L., Anderson, C. (2009).Organization development: The process of leading organizational change. Thousand Oaks: SAGE Publications. Ball, D., Garcia-Lorenzo, L. (2013). A very personal process.Change Management: An International Journal,12(1), 116. Bednar, P. M., Green, G. M. (2011). Same business same system? A critique of organization and the information systems process.Journal of Organisational Transformation Social Change,8(2), 199213. Beerel, A. C. (2009).Leadership and change management (Hardback). Los Angeles: Sage Publications Ltd, United Kingdom. Chreim, S. (2006). Managerial frames and institutional discourses of change: Employee appropriation and resistance.Organization Studies,27(9), 12611287. Cole, M. S., Harris, S. G., Bernerth, J. B. (2006). Exploring the implications of vision, appropriateness, and execution of organizational change. Leadership Organization Development Journal, 27(5), 352367. Furst, S. A., Cable, D. M. (2008). Employee resistance to organizational change: Managerial influence tactics and leader-member exchange.Journal of Applied Psychology,93(2), 453462. Holbeche, L., Matthews, G. J. (2012).Engaged: Unleashing your organizations potential through employee engagement. San Francisco, CA: John Wiley Sons. Research, D. of, Central, R., London (2013).Practice as research in the arts: Principles, protocols, pedagogies, resistances. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan. Sharma, D. (2011). Resistance to human resource information systems (HRIS) problem recognition, diagnosis and positive intervention: A study on employee behavior and change management.Indian Journal of Applied Research,3(1), 99104. Suwaryo, J., Daryanto, H. K. K., Maulana, A. (2016). Organizational culture change and itseffect on change readiness through organizational commitment. Bisnis Birokrasi Journal, 22(1), 124126. Van Dijk, R., van Dick, R. (2009). Navigating organizational change: Change leaders, employee resistance and work-based identities. Journal of Change Management, 9(2), 143163.

Little Adult Criminals free essay sample

In â€Å"Little Adult Criminals† the New York Times Editorial argues that even though some violent crimes are more serious, minors should be tried in a juvenile court system rather than in an adult court system. To help persuade the audience to see the point of view the author uses two of the three rhetorical appeals, which are logos and pathos. The New York Times Editorial uses logos to convince the audience by using some examples, statistics and supportive facts to the argument that is being made, and pathos is used to persuade the audience to see the point of view by appealing to their emotions against children being sentenced to adult prison. The rhetorical appeal that was mainly used in this article is logos, which convinces the audience by using examples, statistics and supportive facts about children being sent to adult prison. Logos is first used in the beginning of the article when introducing Lionel Tate, a 14 year old boy who was convicted of first degree murder for beating his 6 year old friend to death when he was 12 years old and he was sentenced to prison for life without parole and his mother did not accept the bargain of three years in a juvenile facility with 10 years of probation. We will write a custom essay sample on Little Adult Criminals or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Logos is once again used in the example of Nathaniel Brazill, who is a 13 year old boy that was convicted of second degree murder and sentenced to 25 years to life in prison because he shot his teacher for not letting him back into the class room after he was suspended for throwing water balloons and when he received his sentence from the judge his response back was, â€Å"Not too bad†. This case left people wondering whether discipline would have change the outcome if he had not lived in an environment where access to a gun or any weapon was easy. The examples that are used shows the audience that the New York Times Editorial does have valid and credible facts. The New York Times Editorial continues to use logos when they state that according to the medical research that has been done recently, the brain is not fully developed in teenage years so although a 17 year old repeat offender does have a conscience of what they are doing, a 12 year old however does not fully comprehend what they are doing or what the consequences would be for their action so a child should not be sentenced to serve time in an adult prison because they do not have the â€Å"emotional maturity† to control themselves. This article could have been more effective with logos if the medical research included the age in which the brain has fully developed. The logos that have been used gave examples of the two crimes done by minors and the punishment they received for their actions as well as a medical research that has been done proving that children under the age of 14 do not completely understand what they do and cannot control their impulses. The New York Times Editorial uses logos again when they note that, in the case of 13 year old Nathaniel Brazill, even the Governor Jeb Bush states that â€Å"There should be a sensitivity to the fact that a 14-year-old is not a little adult† therefore he should not have been tried as an adult and some of the jurors rethought the case and whether the boys should have been tried in a juvenile court instead of an adult court. Juvenile courts rarely ever have instances when it was necessary for a minor to be transferred to an adult court for instance if a 17 year old were to commit a violent premeditated crime Pathos is used to persuade the audience through their emotions and to demonstrate that juveniles should not be placed in adult prison or tried as adults because by placing a 12 year old child in an adult prison for half or most of their life would be to give up on them so instead of placing them in adult facilities they could be placed in a juvenile facility where they can go through counseling, rehabilitation and other services so that if they get out then they will not most likely become criminals again. The pathos used in this article was good because it is sad for young children such as Nathaniel Brazill and Lionel Tate to be sentenced to adult prison at the `age of 12 and 13 years old. The logos could have been more effective is the medical research would have given more information as far as when the brain fully develops and how developed it is at the age of 12 or 13 years old. There is no ethos used in this article but if there was it would be used to give credibility to the argument that is being made. There was no point in time where the author made a connection with the article and himself. The New York Times Editorial does an insufficient job at arguing the point of view in this article. It is not well balanced between the three rhetorical appeals because although it is strong in logos and good in pathos it lacks ethos completely. Although there are flaws in the article and it lacks ethos the argument that juveniles should not be placed in an adult facility or judged in an adult court but should be in a juvenile facility where they can be counseled and go through rehabilitation and other things to help them is convincing. The logos could be more effective if more information about the medical research was included or if there was another example of a juvenile criminal but the logos that was used gave good examples of the two boys who committed murder and were sentenced to adult prison for life. The New York Times Editorial brings the idea that juveniles should go to juvenile prison and once they become of age their case should be reviewed and if It calls for it then they be transferred to adult prison to the attention of the audience. The pathos could be more effective if it focused more on how young kids have easy access to guns and weapons of any kind and if it talked more about young kids being in an adult prison are more likely to become lifelong criminals than if they were in a juvenile prison because in a juvenile prison they have things that they offer to help counsel but in an adult prison it is very different. The article itself was well written but it was not very well balanced so although it was still a little convincing it was not very effective.

Summary Of The Letter From Birmingham Jail Essays - Free Essays

Summary Of The Letter From Birmingham Jail Essays - Free Essays Summary Of The Letter From Birmingham Jail On Good Friday in 1963, 53 blacks, led by Rev. Martin Luther King, Jr., marched into downtown Birmingham to protest the existing segregation laws. All were arrested. This caused the clergymen of this Southern town to compose a letter appealing to the black population to stop their demonstrations. This letter appeared in the Birmingham Newspaper. In response, Martin Luther King drafted a document that would mark the turning point of the Civil Rights movement and provide enduring inspiration to the struggle for racial equality. Martin Luther King's Letter from Birmingham Jail strives to justify the desperate need for nonviolent direct action, the absolute immorality of unjust laws together with what a just law is, as well as, the increasing probability of the Negro resorting to extreme disorder and bloodshed, in addition to his utter disappointment with the Church who, in his opinion, had not lived up to their responsibilities as people of God. King's justification to the eight clergymen for protesting segregation begins with a profound explanation of their actions, Nonviolent direct action seeks to create such a crisis and foster such a tension that a community which has constantly refused to negotiate is forced to confront the issue. The actions of the African American people are overdue and very well planned as King had explained in the letter. Their quest was to force the white politicians to negotiate and actually heed the requests for desegregation. As King explains, past promises have been broken by the politicians and merchants of Birmingham and now is the time to fulfill the natural right of all people to be treated equal. Violence is not what King wants, he simply wants unjust laws to change and the Supreme Courts 1954 ruling to be upheld. Secondly, Kings answer to the clergymen's assertion that breaking the law is not the way to achieve the results the African American is looking for. Conversely, one has a moral responsibility to disobey unjust laws. I would agree with St. Augustine that, an unjust law is no law at all. King does not feel that they have broken the law, his definitive answer to the clergymen is that a law that is not morally sound is not a law. Laws are made to protect the people not degrade and punish. As far as King is concerned, the African American will continue to do whatever is necessary, preferably non-violently, to obtain the legal and moral right that is theirs. If they are not allowed this peaceful expression of the needs they so desire, it could lead to a much uglier action. Dr. King expressed his concern that if something is not done with these feelings and absolute needs of the African American there will be violence and mayhem. The Negro has many pent-up resentments and latent frustrations, and he must release them. So let him March. History has shown that if a person or people are ignored they will become violent and fight for their God-given rights. King diligently explained that black nationalist groups are becoming prevalent in society and he has faith that the Negro Church has had direct influence in keeping the violence from erupting. However, how can they are expected to stay complacent? Finally, the sheer frustration King felt was with the Church in general. In deep disappointment I have wept over the laxity of the church. There can be no deep disappointment where there in not deep love. This is probably the most heartbreaking assertion King makes. He feels that the Church has skirted its responsibilities to the African American people, hiding behind anesthetizing security of stained-glass windows. King summarizes his letter by making the point that he hopes that the Church will see it's responsibilities it's means it is/you need its as people of God and understand the need for direct action, the justification of unjust laws and the impending danger of the African American rising up in violence if they are not heard. Martin Luther King does this all in a diplomatic, heartfelt and completely inoffensive voice.

How to become a payroll clerk

How to become a payroll clerk If you’re a stickler for details and get a warm glow of satisfaction from the idea of people getting their paychecks on time, then you might want to consider becoming a payroll clerk. These financial professionals are responsible for maintaining and processing large amounts of financial data and payment information for companies.What does a payroll clerk do?Payroll clerks are employed by just about every kind of company (large or small, corporate or nonprofit, etc.) that has employees. These professionals manage employees’ financial data and are typically responsible for processing paychecks and other payments, keeping time records, and handling any pay-related information for employees (like tax information, insurance deductions, or other factors that can affect an employee’s pay).A payroll clerk’s duties may include:Calculating pay for employeesUsing payroll software to manage employee pay and financial informationCalculating taxes and deductionsProducin g and processing employee paychecksTracking employee work time and keeping accurate recordsInitiating direct deposit paymentsCalculating unemployment or severance payVerifying and resolving discrepancies in employee financial data or payKeeping detailed digital or paper financial records to be reportedIssuing pay statements and invoicesProcess and distribute financial documents like W-2 tax formsFollowing financial reporting procedures and legal best practicesThis is typically a 9-to-5 kind of job, with a standard 40-hour work week. Payroll clerks can be found across industries, as their skills are needed by just about any company that handles employee pay.What skills do payroll clerks need?This is a highly specialized role, so there are specific skill sets that will be an asset to you in this field.Math Skills:Â  Although this is a highly administrative position, it also calls for very strong math skills. The payroll clerk is responsible for money going in and out to employees, so they really must be able to do financial math effectively and accurately.Attention to Detail:Â  Because of the emphasis on accuracy, a payroll clerk needs to be able to spot discrepancies or problems in financial documents or paychecks. Mistakes can have significant impacts on employees or the company, so an eagle eye is essential, whether the clerk is using advanced accounting software or good old-fashioned paper and calculators.Problem Solving Skills:Â  Part of the job is resolving issues that inevitably come up when money, math, and humans are involved. If there are discrepancies in amounts paid versus amounts owed, the clerk needs to be able to resolve the issue quickly and accurately.What do you need to become a payroll clerk?The baseline minimum combination is a high school degree and a stellar set of math skills, but many companies prefer their payroll clerk to have at least an associate’s degree in business, accounting, or finance.How much do payroll clerks get pai d?According to the U.S. Bureau of Labor Statistics, payroll clerks earn a median annual salary of $43,580, or $20.95 per hour.What’s the outlook for payroll clerks?Because these professionals have a strong and versatile set of skills and can work in any industry that has need of payroll processing, it’s a solid career choice in the financial services and administration field. The U.S. Bureau of Labor Statistics expects that the demand for payroll clerks will continue to grow by about 6% through 2024.

Tito Puente Research Paper Example | Topics and Well Written Essays - 3000 words

Tito Puente - Research Paper Example Tito Puente is a multi-faceted genius with versatility, innovation, experimentation, flamboyance and attitude. Above all, he was a great human being. Without throwing light on these aspects, any portrait sketch of Tito remains incomplete. Tito, born on April 20, 1923 in New York City’s Spanish Harlem, was seven years old when he was enrolled in 25-cent piano lessons (Hispanic Heritage). Fascinated by Gene Krupa, drummer, he started the study of percussion at the age of ten and first performed at the age of thirteen. In his teens, joined Noro Morales and the Machito Orchestra. After completing his study at the Julliard School of Music, he formed his group ‘the Piccadilly Boys’ which later became ‘the Tito Puente Orchestra’ (Puente, Tito). His 1958 album ‘Dance Mania’ was placed among the 25 most influential albums of the 20th century by the New York Times. Key to the City of New York (1969), James Smithson Bicentennial Medal, a Star on the Hollywood Walk of Fame (1990), National Medal of Arts (1997) and Grammy Lifetime Achievement Award (2003) were just a few of the innumerable honors conferred on him. Tito is considered to be the godfather of Latin jazz and salsa. However, to say that Tito is an artiste associated with salsa and Latin jazz is a simplistic statement. It presents things in too narrow a light to give an accurate and objective evaluation of Tito’s place, at large, in the world of music. Firstly, it would be injustice to Tito’s soul to brand him just a musician considering his notion that ‘if there is no dance, there is no music’. It is amusing to know that his original dream was to become a dancer. Eddie Torres felt it was a privilege to be identified as the Tito Puente Dancers (Salsa Dancing – New York Style). Then, as a musician, to limit Tito to mambo and jazz is a very inadequate description. His versatility ran the gamut of piano, conga drums, claves, bateria, tap drums along with saxophone and even clarinet. As for the nature of his music, it was only the roots that were Latin. These roots were aesthetically integrated with several other components like the Cuban sounds, the African sounds, the black jazz, the big band swing, bebop, Yoruba tradition, the vibes, the Oriental influence and Kenton progressive style. The integration was done in such a manner that the end product would be appealing to music lovers. It appealed first to a white audience and then to the entire world. Tito defied the Spanish cultural tyranny over Latin music. He brought the African percussion to the mainstream and thus ended the prevalent animosity towards African music. Thanks to his style, the black musicians could shed their inhibitions. Tito’s method was a skilful manipulation of the Afro-Cuban pattern to fit into the framework of the American big band prototype. He was adept in incorporating Latin rhythms in jazz and popular music. The song ‘Hong K ong Mambo’ from the album ‘Dance Mania’ illustrates Tito’s skill in bringing together Latin music and Oriental melody (McNeese 84). In the song ‘Varsity Drag Mambo’, he blends swing jazz of the Big Band style with mambo rhythm. Tito was known for his inclination to experiment with music. But in this process he was cautious not to interfere with the absolute beauty of music. When he went for improvisation in his orchestration, there were three ways in which he would do that. In the first type, the original melody would be completely adhered to. Only a

Socially Responsible Investing Coursework Example | Topics and Well Written Essays - 10500 words

Socially Responsible Investing - Coursework Example As the report stresses  the subsequent results revealed that the SRI has not been able to outperform the conventional investment funds rather have clearly underperformed. However, the SRI has been able to experience higher growth rate in the United States of America and Europe and other parts of the world. Overall, this performance reflects that the SRI funds and SRI indices have experienced a reasonable growth over the period of last 13 years and there has been a steady and stable upward growth in the SRI, reflecting that more and more investment is being done in the SRI.According to the paper findings  the conventional investment has considerably violated the ethical and moral standards. In the conventional investment, the firms do not take into account the interests and expectations of society instead they prefer to serve their commercial objectives at the cost of society.  This paper is consisted of five parts: introduction, literature review, methodology, data analysis and discussion and conclusion and recommendation chapter. In the introduction chapter, some background information about the SRI has been provided in which the historical development of the SRI has been provided. In addition, in this chapter, research aim, questions, objectives and limitations have also been included.  Subsequently, in the literature review chapter, a comprehensive critical evaluation of the SRI has been provided in which history and definition of the SRI have been detailed and discussed as well.

The Central Limit Theorem Essay Example for Free

The Central Limit Theorem Essay The Central Limit Theorem for a Mean state that for a random sample of size n from a population with mean  µ and standard deviation ? , as the sample size increases the distribution of the sample mean approaches a normal distribution with mean  µ and standard deviation . On the other hand, if the population is normal, the distribution of the sample mean is normal regardless of sample size (Doane Seward, 2007). Now, suppose a random sample of size n is taken from a population with mean 100 and standard deviation 10. The sampling error or standard error of mean for samples of n = 1, n = 4, n = 9, n = 16, n = 25, n =100 will be For n = 1, For n = 1, For n = 1, For n = 1, For n = 1, For n = 1, From above it can be seen that as the sample size increases, the sampling error reduces. Further, the histogram (if plotted) of samples means approaches a normal distribution. Therefore, while on cannot get rid of sampling error the results from one’s statistical work can be still useful as the sampling error will be less for larger sample size. References: Doane D. P. Seward L. E. (2007). Applied Statistics in Business and Economics. McGraw-Hill/Irwin: New York DQ2-WK3 What is the difference between a sample and a population? When can the same information (e. g. the age of each of the ten students in our class) be considered both sample data and population data? A sample involves looking only at some items from the population. For example, if a survey is to be taken from student of XYZ College for their choices, than the population will be consist of taking survey of all the students in XYZ College and a sample will be taking survey for only some of the students selected based on sampling method. For small population, there is little (or no) reason to sample. Similarly, if the data are on disk, than 100% of the cases can be examined easily (Doane Seward, 2007). Therefore, the same information can be considered both sample data and population data if the population is small or can be taken easily with no additional cost for analysis purpose. For example, in a class of 30 students, if the average age is to be determined, than the population is entire class that is all 30 students. In this case, the population is small; therefore, there is no need to sample and therefore, the age of all 30 students can be considered both sample data and population data. References: Doane D. P. Seward L. E. (2007). Applied Statistics in Business and Economics. McGraw-Hill/Irwin: New York DQ3-WK3 When would you use ANOVA at your place of employment, in your education, or in politics? Please share the WORDS that would lead you to the null hypothesis for a specific and simple example and, then, show the null and alternative hypothesis in symbols. Analysis of variance (commonly referred to as ANOVA) is used for comparison of more than two means simultaneously and to trace sources of variation to potential explanatory factors (Doane Seward, 2007). For example, if sample data for 15 days of manufacturing defect rates for automotive parts manufactured at four plant locations is collected (or available). Than, ANOVA can be used to answer questions such as are the observed differences in the plants’ sample mean defect rates merely due to random variation? Alternatively, are the observed differences between the plants’ defect rates too great to be attributed to chance? This can be written as null and alternate hypothesis as , i. e. at all four plants mean defect rate are the same. , i. e. at least one mean differs from the other. Now, if the null hypothesis is not rejected than it can be concluded that the observations within each treatment or group actually have a common mean ? (ibid). References: Doane D. P. Seward L. E. (2007). Applied Statistics in Business and Economics. McGraw-Hill/Irwin: New York