Examen Escrito Admin is Trac Ion i 202 Corte 3

8/8/2019 Examen Escrito Admin is Trac Ion i 202 Corte 3

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³ ³CENTRO DE CÓMPUTO´Sede Villavicencio

THIRD TERM EXAM ENGLISH I PSICHOLOGY GROUP

NAME:_________________________________________________DATE: _______________

A) Write a sentence for every situation using the proper preposition of place. For example: A. The cat is on the chair.

A.___________________ B._______________________

C.___________________ D._______________________

E.___________________ F._______________________

G.___________________ H.______________________

I.____________________K._______________________

L.____________________

B) Fill in the gaps with the right preposition.

1. The jeans are ______the closet

2. The bed is ______ the night table

3. The sport shoes ______ the wall.

4. There is a window ______ the bed.

5. There is a pajama ________ the bed.

6. I think there are some books _____ the

desk.

7. There is a sweater _______ the desk.

8. The socks are _______ the drawer.

9. The desk is _______ the bed.

10.The glasses are _______ the cabinet

C) Answer the questions.

wash/her hair feed/bunny skate paste/paper

play/soccer david/fix train pain / wall talk / phone

ride / horse skate board

1.What is Emma doing?____________________________

2.What is Wendy doing?____________________________

3.What is Caroline doing?___________________________

4. What is Derek doing?_____________________________





³ ³CE T E CÓMPUTill i i

The secret of consistent success lies in the change that

should be introduced according to the time and this is the basic

concept of change management. Along with the rapidle

changing

environment and culture throughout the globe, it becomes a must f or every business organization irrespective of its size

and industry to adopt the change to survive in the wor ld of

cut throat competition. The organizations that accept

the change will exist and those that don't accept willf

eep on

struggling to survive with the change. This concept has become

common among the business firms, but how successf ully these

changes are implemented and accepted depends on many

f actors lif

e nature of the firm, type of change, the people involved

in it and their understanding of the change. Though initially, change is not welcomed because we generally overestimate whatwe

have and underestimate the good things that change would br ing to us. To understand the changes in the organization many

change management models have been developed by many social scientists. g et me explain to you what is change management

with the help of some models.

Mh i elp h

q

Change Management

Krut Lewin's Change Management Mh i el

Krutg

ewin developed his model on change management way back in the r

s

50s and it is applicable in today's environment

f or managing business change. The model works on three levels:t

nf reeze -u

hange -v

ef reeze. The change in an organization

has been explained using an analogy of an ice. If you want to make a conical ice shape out of a cubical shaped ice, what do you

do? You will first melt the conical shaped ice and then f reeze it in cubical shape mold to get the desired change. This same concept

has to be applied on the change in an organization.

g ewis change management model says that while dealing with change, the process must begin with the understanding of the

change like why and what kind of change is required. This star ts with unf reezing that needs preparation in the organization

according to the changes required and involves demoting the present status quo to establish the new one. This is the most difficult

stage to handle. This can be done by challenging the current status, belief s and behavior by ref err ing to the current figures and

results and at the same time pro jecting the f uture plan. The changes would not occur overnight, it needs time, patience and above

all understanding. So, give time to the members of the organization to understand and accept the changes. Though there are some

people who might not be benefited with the change at the moment, but they have to realize that it would better the condition in the

f uture.w

nce the change has been embraced and accepted by all, then the time has come to ref reeze the change. The ref reeze

means, stability in the organization, working environment, employees being confident about the change and comf or table in the new

working environment.

Kotter's Change Management Model

John Kotter , a renowned change exper t has given an eight-step change model in the year r

s s

5. The first step demands to create

an urgency of the change. It simply means initial motivation requires to make a move towards the new change by communicating

and conveying the need to change. The second step requires a power f ul coalition and need to convince the members of the

organization f or the necessity of the change. This stage does not need to manage a change, rather requires a leader to lead the

change who will br ing people together and star t working as a team. In the third step, the organization must work upon creating a

vision f or change that is easily understood and acceptable by the members.




The next step is to communicate the vision that has been created to all. There might be many obstacles in the way of introducing

the change, so now you need to remove thebarr iers to change in the fifth step of change process. This might be little

uncomf or table, but can be easily compensated with the introduction of shor t-term wins in the sixth step. Small success will be a

great source of motivation to all and also make the tough way of changes easier . The seventh step asks to build on the changes

that can be done by evaluating the success, not just one, but of the whole pro ject.

x

nce the changes have been accepted and successf ully implemented, the last thing that is to be done is to inculcate the changes in the corporate cultures and make itan

essential par t of the organization's values.

So, these were the two most popular change management models that have been accepted by most of the organization.y

hange

management requires proper planning and implementation of the plans sensitively. The success key of all change management

models depends on the co-operation and patience. The success of every change should be celebrated and thank each other f or

standing the discomf or t, pain and helping in coping with change and should end with a promising f uture ahead with the change.

By egha Tiwar i

Published:

/

/

010

1.To sustain in the f ast-moving business wor ld, adopting a change management model has become a pr ime impor tance f or the

business firms. any books and companies have been wr itten f or better implementation of the change in an organization.(T)( )

. The secret is to make changes according to the time. This is the main concept to change management. .(T)( )

. It becomes an obligation f or every business organization no matter its size and industry to change in order to survive to this

strong competition. (T)( )

. sually we don¶t welcome change since we overestimate what we have constructed and we don´t estimate the benefits that can

be produced f rom change. (T)( )

5. all people will be benefited with the change at the moment and they will continue en joy the benefits in the f uture. (T)(

)

. The ref reeze means, that the organization will be stable in the working environment and the employees will f eel comf or table in

the new environment. (T)( )

.The change means that employees need to be motivated but they will realize the need f or change by themselves. (T)( )

. The next thing to do is to let the employees know about the vision. You won¶t find any obstacle because all of them already know

the vision.

HAVE A GR EAT T ES T!






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