The Problem Of Teenage Pregnancy - 1894 Words

Introduction Billions of dollars are spent annually to address consequences facing teens that are sexually active (Carlson Tanner 2006). Yet forty percent of all women will become pregnant before the age of twenty and only half of them will actually deliver the baby (Kirby 2007). Out of that 20%, 82% of those pregnancies were unintended (Kirby 2007). Teenaged parents are more likely to drop out of high school, will not go to college, and the mother more than likely becomes a single parent (Kirby 2007). Children who are born to teenage parents are more likely to have a less supportive and less stimulating home environment, lower cognitive development, behavioral problems, and will most likely have a child when they are a teenager (Kirby 2007). Though there are some exceptions, this becomes a never ending cycle for these teenagers from generation to generation. Most people begin to have sex in their teenaged years (Carlson Tanner 2006). Out of all industrialized nations, the United States has the highest teenage pregnancy and birth rate (Gibson 2010). Educating youth about sex is very essential to not only preventing STDs, STIs, and HIV but also in preventing unwanted teenage pregnancies (Gibson 2010). Many teenagers are engaging in sexual activity beginning as early as 6th grade (Somers Surmann 2005). Many teenagers do not carefully or consistently use a contraceptive which increases their chances of becoming pregnant (Kirby 2007). Have we failed our youth by notShow MoreRelatedThe Problem Of Teenage Pregnancy1720 Words   |  7 Pages Like Amy and Loeber (2009), when it comes to the ecological paradigm of teenage pregnancy, Corcoran, Franklin, and Bennett (2000) also believe one’s socioeconomic status is a huge factor that contributes to this problem. A person’s socioeconomic status a lot of times determines â€Å"education, expanded family size, single-parent household structure, and lessened resources in terms of employment and income.† These three authors claim that educational performance and goals â€Å"dictate the potential costsRead MoreThe Problem Of Teenage Pregnancy Essay2119 Words   |  9 PagesStatement of the Problem Most people say that your teenage years are supposed to be the best years of your life; Finding your place in this world, mostly carefree (with the exceptions of homework and parents), and most of all, having the least amount of responsibilities you will have before you reach adulthood. Sadly, some teens do not get to live this luxury. Many girls in this generation become mothers while they are still considered children. There are approximately 1.3 million homeless teensRead MoreThe Social Problem With Teenage Pregnancy1358 Words   |  6 PagesThe social problem with teenage pregnancy is one to be aware of. Throughout the years we have seen the numbers all across the spectrum. This being, the number of pregnant teenage girls has decreased in recent years, but on the other hand, has also been pretty high ten to twenty years ago. According to the CDC (Center for Disease Control), â€Å"In 2013, a total of 273,105 babies were born to women ages 15-19 years, for a live birth rate of 26.5 per 1,000 women in this age group. This is a record low forRead MoreTeenage Pregnancy : A Serious Problem1690 Words   |  7 PagesTeenage pregnancy is widely viewed in our society as a serious problem. According to Pregnant Teen Help, over 750,000 teenagers will get pregnant each year. This is a statistic that has lowered in numbers since the 1990’s mainly due to more teen pregnancy prevention programs in schools and contraceptive availability(). The United States has the highest teen pregnancy rate than any other industrialized country in the world. About a third of these teens abort their pregnancies, 14 percent suffer aRead MoreTeenage Pregnancy Is Becoming A Problem921 Words   |  4 PagesEarly pregnancy is becoming more of a problem every year. More and more teenagers are becoming pregnant and becoming young mothers. There are many reasons on why this is such a problem. For instance, young mothers drop out of high school, their bodies are not mature enough, not as financially stable as they should be, and many other reasons. In the periodal How to Stop Teen Pregnancies, it states â€Å"When teenage girls have babies, they are in danger. They more likely will suffer serious health problemsRead MoreTeenage Pregnancy Is A Growing Problem1782 Words   |  8 PagesIntroduction Teenage pregnancy is a growing problem today even though statistically over the history it has improved the U.S. still has the highest teen pregnancy rate. These issues have a spiraling effect with the teenage parents or the mother. Financial, academic, and childcare for a teenage parent can be stressful and demanding more so with a teenager. Not only will the child of the teenager be affected but the parent and the community will have adverse effect. Thesis Even though with properRead MoreThe Social Problem Of Teenage Pregnancy929 Words   |  4 Pagespositive. Occasionally, â€Å"average age† parents are not sufficiently prepared to deal with parenthood, thus a teenager is greatly less prepared. Therefore, teenage pregnancy has become a major social problem which fundaments should be understood in order to provide a solution to it. In order to understand a social problem such as teenage pregnancy, it is important to look firstly at its causes. In the first place, parents are of immense importance regarding a child’s development because they are theRead MoreTeenage Pregnancy And Parenthood As A Social Problem1466 Words   |  6 PagesTeenage pregnancy and parenthood as a social problem Question – To what extent should we regard the efforts of recent governments to reduce teenage pregnancy and early parenthood as successful? * Source 1 Williams-Wheeler, D. (2004). The unplanned pregnancy book for teens and college students, Virginia Beach, VA: Sparkledoll Productions. The information gathered from this source is definitely devoted to the topic of teenage pregnancy because it is a helpful guide to those handling unplanned pregnanciesRead MorePublic Health Problem Of Teenage Pregnancy2260 Words   |  10 PagesPublic Health Problem Teenage pregnancy has been a common public health problem in society, particularly in America. When an individual hears that 15 year old girl is pregnant, people perceive it as a negative connotation. The average age to have a child today is 28 years old (Jewkes, Morrell, Christofides, 2009).   Adolescent pregnancies are preventable, but are still bound to happen today and in the future (Langille, 2007). This is a problem is society due to teenagers not being able to supportRead MoreTeenage Pregnancy : Society s Biggest Problem1503 Words   |  7 Pages Teenage Pregnancy Teenage Pregnancy is society s biggest problem, there are so many ways to prevent it, also many advices from people and many decisions a teen parent must make in life. It is today s biggest issue because it affects teen parent s future in many results. The three most important things that it affects is education, financial problems, and being a teenage parent. Those three important things are key to each other in order to succeed in life. Teenage Parents are most

The Marines as a Career - 968 Words

There are many career fields available to young adults in the United States of America, some of which include the military. The Marines is a great career field because people can apply themselves in a structured environment gaining self respect along with learning skills that will help them later in life. Specifically, the Marines are a proud organization that celebrates their history, uniforms, as well as their principals and values. The Marines were established on November 10, 1775 when the Continental Congress met to create two battalions of Marines to fight on sea and shore. Samuel Nicholas, a military man of Philadelphia, was appointed captain of the Marines on the November 28, 1775 and established the first recruiting headquarters at Tun’s Tavern, Philadelphia. Every year, the Marine Corps marks November 10 with a celebration of the brave spirit which compelled these men and thousands since to defend our country as United States Marines. Serving on land and sea, the Marines distinguished themselves as a military branch through several important operations throughout the Revolutionary War. Captain Samuel Nichols lead the first landing, successfully capturing New Providence Island in the Bahamas, which was British territory, in March 1776. After American Independence in 1783, the Marines were disbanded, as well as the Navy at the time. However, a decade later, increasing conflict in the seas with Revolutionary France caused the United States to reform the Navy andShow MoreRelatedJaconsen 1. Sarah Hartman . Mrs. Jacobsen. English 11.999 Words   |  4 PagesEarth Marine Biology is a fascinating field to learn about, but to make a career in it you should consider three things: the job itself, requirements, and why you may be interested in this career. Many of these Questions can be answered by simply studying the career further and talking to a person who has a Marine biology vocation. But as we dive into the field and its unique qualities we must be aware to look at all the facts. The definition of marine biology is a branch of marine scienceRead MoreIf You Are Interested in Marine Biology773 Words   |  3 Pages Marine Biology If you are interested in adventuring the depths of the ocean, being a marine biologist is the job for you. As a marine biologist you will need to have several years of schooling in order to have a successful career. Being a marine biologist can be an enjoyable and dangerous job, but the journey is worth the ride. Several people ask what is a marine biologist? There are various answers to this question. The best answer shall be that a marine biologist is someone who works in someRead MoreThe Importance Of Writing During The Marine Corps1640 Words   |  7 Pagesimportance of writing in the Marine Corps Writing In the Marine Corps is absolutely essential starting from the lowest private all the way up the to our Commandant of the Marine Corps. Marines need to have a good understanding of how to write and have a professional vocabulary to produce products that they can be proud of and others will easily understand. I will go through some of my own experiences with writing and the leaders that helped me. Being promoted in the Marine Corp is a lot more then justRead MoreMarine Engineers and Military Workers Essay1067 Words   |  5 Pagesfor my career to be a Marine Engineer and also any Marine Employee. I will help you understand why, by going through the topics of education, the history, duties, job requirements, advancement through the career, and any benefits that come with it. The 1st thing that I am going to talk about is the education requirements. For you to become a Marine Engineer or Naval Architect you must have at least a Bachelor’s Degree and there is also no on the job training. Entry level jobs in Marine EngineeringRead MoreThe United States Marine Corps990 Words   |  4 Pagesto war. Marines courageously serve in our nations wars. Their ability to win battles allows our nations to deal with threats quickly without making the situation more dangerous than it already is. Since the year of 1775 the Marines have been the number one branch of the military called upon first. Their ability to execute the most rapid, effective, and efficient military response to disputes anywhere in the world, makes them one of the most respected branches of the military. The Marines Corps areRead MoreTo Be a Retail Assistant Manager779 Words   |  3 Pagescredit card and returns for customers and errands for the store. Visting my mother’s job ha s reflected on my career in plentiful ways I learned the very difficult task of multitasking and how to manage the numerous issues you can face in just one day on the job,Biotechnology is applying biological concepts and apply them into the daily lives of society. A more complex and difficult career would be the work of a Biochemist. A Biochemist studies and observes more in depths studies like microbiologyRead MoreThe Ocean Has Been My Favorite Environment972 Words   |  4 Pagesto pursue as my career. I would read books about the oceanic world below and The Great Barrier Reef in Australia. It wasn t until I encountered a wild dolphin at Clearwater beach, Florida that I decided to be a marine biologist. The dolphin was so friendly and welcoming, swimming by me and my brother and allowing us to stroke his slimy skin. That experience will stick with me forever and is a huge part of why I want to pursue a career in marine biology. When I chose to be a marine biologist, myRead MoreA Student At Hampton University1190 Words   |  5 Pagesdesire to pursue a career in environmental science education. My first class in Marine and Environmental Science department at Hampton University turned out be different than I expected. Instead of a large lecture hall full of students, I entered a small classroom with approximately 15 students. It was a pleasant surprise to see the small group of students, who shared a cultural resemblance and has similar interests. Up until then, typically when I told someone I wanted to be a marine scientist, theRead MoreCompare and Contrast of the Army and the Marines Essay example1004 Words   |  5 PagesCompare and Contrast of the Army and the Marine Corps Gary W. McCoy ENG 121 Julie Alfaro November 1, 2010 Compare and Contrast of the Army and the Marine Corps The United States Armed Forces are the military forces of the United States. They consist of the Army, Navy, Marine Corps, Air Force, and the Coast Guard. Although the United States Army and Marine Corps are both primarily ground- based forces and offer many similar career fields, the two branches are different in some very crucialRead MoreThe Career Of A Naval Nurse1344 Words   |  6 Pagesinspiration to want to join the navy, but her hero is the real reason for her to want to be a nurse. The career of a Naval Nurse is a lifelong worth of experiences ,do to the people we help around the world, different places we travel, and serving our country. This research will describe the career of a Naval Nurse, what is required to become a successful in this career field , and the impact this career has on society. In general the Naval Nurses do everything a typical nurse would do: Check vitals,

Premartial Sex Free Essays

This paper will include my research on premarital sex. For many years, premarital sex has been seen as a type of deviant behavior; but like many other concepts, deviant behavior can be define in many ways. This research will include a clear definition of deviant behavior and its relationship with premarital sex. We will write a custom essay sample on Premartial Sex or any similar topic only for you Order Now Deviant Behavior Defined According to the Sociology Index, deviance is nonconformity to social norms. However, often deviance is simply conformity to the norms or standards of a subgroup or subculture rather than those of the dominant culture. Deviance is not inherent in any behavior or attitude but rather is a result of human interaction in particular normative situations. Deviant behavior usually evokes formal and informal punishment, restrictions, or other controls of society. These formal and informal controls constrain most people to conform to social norms. Despite the social sanctioning and controlling, however, we sometimes observe deviant behavior around us, with premarital sex being one. (Sociology Index). What is Premarital Sex? Premarital sex is often referred to as fornication, meaning voluntary sexual intercourse between two unmarried persons or two persons not married to each other; according the Webster dictionary. Fornication can also be found in the bible and is considered a major sin. Premarital Sex in America â€Å"Almost all Americans have sex before marrying, according to premarital sex research that shows such behavior is the norm in the U. S. and has been for the past 50 years. The new study shows that by age 20, 75% of Americans have had premarital sex. That number rises to 95% by age 44. Even among those who abstained from sex until 20 or beyond, 81% have had premarital sex by 44, the survey shows. Researchers say the findings question the feasibility of federally funded abstinence-only education programs. â€Å"Premarital sex is normal behavior for the vast majority of Americans, and has been for decades,† says researcher Lawrence Finer, director of domestic research at the Guttmacher Institute, in a news release. The data clearly show that the majority of older teens and adults have already had sex before marriage, which calls into question the federal government’s funding of abstinence-only-until-marriage programs for 12–29-year-olds. â€Å"It would be more effective to provide young people with the skills and information they need to be safe once they become sexually active which nearly everyone eventually will,† says Finer . In the study, published in Public Health Reports, researchers analyzed data from four cycles of the National Survey of Family Growth from 1982 to 2002, which included information on sexual and marital behaviors. The results showed that the vast majority of Americans have sex before marrying. For example, the 2002 survey showed: By age 20, 77% of men and women had had sex, including 75% who had had premarital sex. By age 44, 95% of men and women had had premarital sex; 97% of those who had ever had sex had had premarital sex. Among those who had abstained from sex until at least age 20, 81% had had premarital sex by age 44. Despite public opinion that premarital sex is much more common now than in the past, researchers say the number of Americans having premarital sex has not changed much since the 1940s. Among women who turned 15 between 1964 and 1993, 91% had had premarital sex before age 30, compared with 82% of women who turned 15 between 1954 and 1963. In addition, nearly nine out of 10 women who turned 15 between 1954 and 1963 had had unmarried sex by age 44. Researchers say that though the likelihood that Americans will have sex before marriage hasn’t changed significantly since the 1950s, people are now waiting longer to get married. So they are sexually active and unmarried for longer than in the past (WebMD). † In Janet Smith’s article about Premarital Sex, she states; â€Å"The evidence is overwhelming that children raised in households headed by a single parent are much more prone to sexual abuse, drug abuse, crime, and divorce, for instance. Their health is poorer; their academic achievement is poorer; their economic well-being is less than that of children who are raised in two-parent households. In every way, children raised in single parent households seem to have a few strikes against them as they forge their way through life. (I do not want to suggest, of course, that all children raised in single parenthood households are doomed. I simply want to report that Catholic Church teaching, the teaching of most religions, sociological research, and perhaps common sense are at one in recognizing that children fare better when raised in a household with two parents. The number of single-parenthood households has risen dramatically, due, of course, largely to unwed pregnancy and divorce† ( Catholic Education Resource Center). Also stated in this article by Janet Smith, â€Å"The dimensions of the problem of unwed pregnancy are very serious, indeed. In the early nineteen sixties, some 3% of white babies were born out o f wedlock, some 22% of black babies and as a whole, 6% of the babies born in the United States were born to unwed parents. Now some 22% of white babies, 68% of black babies and as an aggregate in the United States some 31% of babies are born to unwed parents. One out of four to one out of three pregnancies in the United States are ended through abortion, the vast majority performed on unmarried women. Nearly every one of these births and abortions represent a failed relationship, a relationship that was not committed to the caring for any children that may be conceived through the relationship† ( Catholic Education Resource Center). How to cite Premartial Sex, Papers

Plant Diversity Study Guide free essay sample

Burnes (1992) expressed that ‘change management is not a distinct discipline but rather, the theory and practice of change management draws on a number of social science disciplines and traditions’ (Kitchen Daly, 2002). It is also defined as ‘the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers’ (Moran Brightman, 2000). A clear definition of change or change management / organisational is still lacking despite numerous definitions by authors (Struckman Yammarino, 2003). The purpose of this paper is to explore change leaders’ skills/abilities required in implementing change in various context or change management approach. In doing so, the nature of change encompassing the drivers, critical success factors (CSF), dilemmas of change and types of change is discussed to achieve a better understanding organisational change. The drive for change follows the cause-effect path set in Figure 1. The transformation needs attention to both the external and internal drivers of change (Anderson Anderson, 2010). The Burke-Litwin model (Appendix 2) ranks them in terms of importance. The model argues that all of the factors are integrated and interdependent which generally most authors agree to (Kitchen Daly, 2002). However, there are authors claiming that technology, government and globalisation, competitionand corporate sustainability to be drivers for change (MGT8033, 2012). Based on the infinite arguments, it can be construed that state that the drivers of change are too many too list (Jick Peiperl, 2011). Figure 1: The Drivers of Change Model (Anderson Anderson, 2010) An organisation’s ability to survive the transformation is greatly influenced by its CSFs. However, contradicting findings of the MIT study (Berger et al. , 1989) and Samson’s (1999) fourteen guiding principles (MGT 8033, 2012) is sighted. Researchers also identified communication, employees’ perception of the organisation’s ability to deal with change, planning and analysis and assessment as success factors (Chrusciel Field, 2006). Soft success factors (innovativeness, creativity and intuition) build on the existing platform of hard success factors (quantity, diligence and productivity) and soft success factors are becoming competitive advantage (Bertoncelj et. l, 2009). Figure 2 lists the necessary conditions for a successful change based on a survey conducted in UK (McGreevy, 2009). Sound pre-planning Objectives of the change process aligned with organisational objectives Commitment from the top of the organisation to ensure that resources were available to manage the change effectively Commutations – explaining why the change was necessary Participation Applied project management Taking a measured approach to the roll out of the change programme Progress monitoring of results using the balanced scorecard Figure 2: Conditions for successful change (Source: McGreevy, 2009) Organisation should also analyse the ‘hard’ and ‘soft’ interventions of change as shown in Appendix 3 to ensure effective change programmes. Five dilemmas of change that have characterised decision about organisational change, viz. adaptive or rational strategy development, cultural or structural change, continuous improvement or radical transformation, empowerment or leadership and command and economic or social goals was identified (Stace Dunphy, 2001). To handle such dilemmas, the scale of change model (Appendix 4), which uses the influence of culture and power was created by Stace and Dunply. The model also suggests there is no particular way of implementing change that will work in all situations (MGT8033, 2012). Organisation structure can vary along a number of dimensions in the form of bureaucratic, functional, matrix or network structure. The choice of structure is influenced by an organisation’s strategy, its size and the technology used. As an organisation changes its strategy to respond to PEST factors in its external environment, so should its structure change to maintain the strategy-structure relationship (Senior, 2002). To allow organisational survival, organisations tend to favour flatter and more flexible ways of working compared to hierarchical organisational forms and bureaucratic control systems which can be a hindrance to change (Collier Esteban, 2000). The drivers of change are the primary determining factor of the type of change an organisation is to lead – developmental, transitional or transformational, presented in Appendix 5 (Dick Peiperl, 2011). Development change is an improvement in an organisation’s existing way of operating to ensure efficient business (Anderson Anderson, 2010) It happens when firms continually scan their internal and external environments while avoiding radical, infrequent scale change (Gilley et. al 2009) to increase competitive advantage. Transitional change occurs when a problem is recognised in the current reality that needs to be solved with a new way of operating (Anderson Anderson, 2010) which represents small, gradual even incremental changes in people, policies, procedures, technology, culture or structure (Gilley et. l 2009). The most widespread type of change occurring in today’s corporate world is transformation change which happens when the organisation identifies that is existing was of operating cannot meet market demands. This calls for content changes that are far more radical (Anderson Anderson, 2010). Successful transformational changes have been positively linked to increased competitiveness, although extreme and sometimes revolutionary (Gilley et. al, 2009). ‘It is represented by a radical conceptualization of the organisation’s mission, culture and CSFs, form leadership and the like’ (Dick Peiperl, 2011). Cooper and Arygris (1998) claim organisational change can ‘take many forms it can be planned or unplanned, incremental or radical, and recurrent or unprecedented’. Continuous change assumes gradual shifts whereas discontinuous change is much more dramatic which changes the nature of whole industries and economies (Kitchen Daly, 2002). Radical change normally happens after a prolonged performance decline or major environmental change (Beugelsdijk et. al. , 2002). This type of change involves processes, technologies or knowledge that require new ways of operating for the adaptation to be successful (Street Gallupe, 2009). It suggests the use of authoritative power to force change in a rapid way to address organisational and environmental fit or intra organisational fit (MGT8033, 2012). Figure 3: Radical or revolutionary change (Source: MGT8033, 2012) Incremental change is a process whereby individual parts of an organisation deal incrementally and separately with one problem and one goal at a time by responding to internal and external environments. However, incremental change limits the need of fast or fundamental change when required and Burnes (2000) identifies that it can lead to a slow death. While some writers deem that this approach is relatively unimportant, others identify that it can be part of an overall plan to transform an organisation (MGT8033, 2012). Evidences are clear that Japanese companies have an enviable track of achieving fierce competitiveness through pursuing this approach. It avoids both stagnation of doing little or nothing (Burnes, 2004). Figure 4: Incremental change (Source: MGT8033, 2012) The punctuated equilibrium model (Figure 5) suggests that change is discontinuous. It is argued that, with a few exceptions, most organisations experience change as a pattern of punctuated equilibrium. Contrary to opinion cited in Burnes (2000) which suggested that this model of change has been rejected due to lack of empirical support (MGT 8033, 2012), numerous case histories offer support for this model (Hayes, 2010). Tushman and Romanelli (1985) proposed an interaction between radical and incremental change, making use of this model, conducting a case study on Heineken, Inc. and concluded that organisational change process that consists of initial radical change was succeeded by incremental change (Beugelsdijk et. al. , 2002). Figure 5: Punctuated equilibrium model of change (Source: MGT8033, 2012) Proponents argue that continuous transformational change model (Figure 6) is vital for organisational survival and they must develop the ability to transform themselves continuously in a fundamental manner. This is particularly the case in fast-moving industry sectorssuch as Intel, Wal-Mart, 3M, Hewlett-Packard and Gillette where the ability to change rapidly and continuously. Continuous transformation to be able to keep aligned with the constant, rapid, radical and unpredictable changing environments in which organisations operate is the rationale for this model (Brown Eisenhardt, 1997). Figure 6: Transformational change model (Source: MGT8033, 2012) Appendix 6 illustrates a framework of an organisational change which allows approaches to change to be matched to environmental conditions and organisational constraints (Burnes, 2004). Armenakis and Bedeain (1999) identified three factors common to all change efforts – content, contextual and process issues (Walker et. al. , 2007) The change models previously examined suggests and relates to the need to review associated leader skills (Gilley et al. , 2009). In Saka (2003), Buchanan and Badham (1999) define change agent as a manager who seeks ‘to reconfigure an organisation’s roles, responsibilities, structures, outputs, processes, systems, technology or other resources’. Burnes (2004) defines change agents as ‘the people responsible for directing, organising and facilitating change in organisations’. Pettigrew and Whipp (1991) describe change agents as ‘individuals operating at various levels and holding differing ranks within an organization, ensuring that there is both operational and strategic change capacity’ (Massey Williams, 2006). Evidences suggest interpersonal skills drawn on leaders’ abilities to motivate, communicate and build teams will increase leaders’ success with change. Organisational leaders strongly influence the work environment via constant interpersonal interactions. Motivating employees, communicating effectively, and creating environments in which team thrive are each positively and significantly associated with effectively leading change. Kark and VanDijk’s (2007) find that a leader’s ability to create a work environment that enhances employee motivation proves critical. Similarly, Luecke (2003) claims that effective communications are necessary to cultivate and used as an effective tool for motivating employees involved in change. LaFasto and Larson (2001) also stated that building teams requires leaders with good communication and motivation skills. It is clear that motivation, communication and teambuilding skills are interrelated and complementary. Hence, deployment of such interpersonal skills to fully engage employees and cultivate and lead a successful change is important. Leaders’ deliberate and disciplined actions, grounded in a solid base of interpersonal skills, enable effective change (Gilley et al, 2009). Gilsdorf (1998) claims that many mistakes in change management programmes is associated with communication breakdown. According to Hargie and Tourish (1993), the quality of communication between the people who make up an organisation is ‘a crucial variable determining organisational success’. Kotter claims that clear communication to employees is critical to the successful management of change. Communication is regarded as key issue in the successful implementation of change programmes (Kitchen Daly, 2002). As constant communication and motivation is required to engage employees throughout the various context and change phases, the need to use these skills must be also constant throughout to achieve effective change programmes. Change can trigger a wide range of positive and negative responses and poses significant challenges both to those who implement and those are affected by the change. Evidences shows that employees tend to resist organisational change in general. Literatures propose that a change leader with high emotional intelligence will promote the use of constructive conflict resolution skills and strategies and lessen the possibility of destructive conflict strategies. Goleman (1998) suggested that individuals with high emotional intelligence will have superior conflict resolution skills, though this statement has not been supported with research (Jordan Troth, 2002). Resolving conflict skills is needed most during a radical/revolution change, the initial staff of a punctuated equilibrium change approach and continuous transformational change due to the rapid and unpredictable manner of change management and the possibility of experience high resistance amongst employees. Research has shown that visionary leadership positively affects business outcomes and follower perceptions of leadership effectiveness. Given convincing empirical support for the impact of visionary leadership on positive organisational outcomes, scholars claim that interpersonal skills and competencies are necessary for demonstrating visionary leadership behaviors. Recently, Bass (2002) noted that several aspects of emotional intelligence are critical for transformational leaders who score highly on visionary leadership and individualised consideration. Effective visionary leadership requires leaders to provide a clear and compelling sense of direction which is important in times of rapid change for organisations. However, not all situations where this kind of leadership is needed are identical. Michael Dell and Bill Gates are two examples of men who saw a reality different from others in the computer business. Visionary skills involves mentally modelling performance, focusing on the positive – sometimes incremental – steps necessary to achieve acceptable results considering the capabilities and constraints of oneself and the organisation (Gilley, 2005). Visionary skill is most needed during a continuous transformation change and incremental change. Organisations need to be equipped to reengineer their strategic priorities at speed which leads to re-evaluating the quality and effectiveness of their decision-making processes when confronted with exceptional instability in current business context. The key to success in doing this is predictive analysis – using quantitative methods to derive actionable insights and outcomes from data which brings about the need for a change leader to be analytical and able to diagnose in drawing conclusions and making decisions. Analytical leaders in Google, Tesco Best Buy and Caesars Entertainment Corp. are realising powerful benefits of being able to predict market trends, identify customer behaviours and pinpoint workforce staffing requirements (Gilley, 2005). However, an executive vice president for a large health insurer in Pennsylvania states recognises that analytical capabilities on its own do not help to create competitive advantage (Harris Craig, 2011). Strategy shapes an organisation’s long term direction and actions, including changes required to achieve planned results. Leaders with strategic thinking skills hold a global ‘big picture’ perspective of an organisation could with an understanding of the interrelatedness of its numerous parts. A strategic approach to change appreciated that change creates change, causes a ripple effect, and may yield solutions that are tomorrow’s problems which change leaders need to anticipate and plan for (Gilley, 2005). The decision to radically change the distribution system in Heineken by Freddy Heineken can be seen as a controlled form of organisational change. This coincides with the view on organisational change that can be labelled ‘rational adaptation theory’. According to this view, organisational change is the result of a designed change in strategy of individuals in an organisation in response to environmental changes, threats and opportunities. The anticipation of future developments in the beer market made Heineken’s CEO decide to change the distribution system radically (Beugelsdijk et. al. , 2002). Traditional models of growth have often emphasised maximising revenue generation through increased capital expenditures. However, there is a trend towards achieving organisational growth by exploiting the understanding of the relationships between an organisation and its environment in order to solve problems and revamp itself. Organisational development (OD) is the new way through which organisations can continuously improve on their activities and increase their long term prospects which organisations develop by adopting a series of planned intervention strategies that aim to enhance the effectiveness of the organisations (Mulili Wong, 2011). Schein (1988) stated that organisations have continually to achieve ‘external adaptation and internal integration’ (Senior, 2002). Recognising and understanding leadership and management functions itself does not guarantee success – a variety of skills, ability, knowledge and aptitude are needed to implement change well. The specific knowledge, skills and competencies within each broad category are by no means mutually exclusive to each dimension – they often overlap. Successful change leaders must be able to make sense of change contexts and deploy knowledge and core competencies appropriately. No two change scenarios are exactly the same; hence, the requisite combination of one’s skills and competencies are unique to each situation (Gilley, 2005). It can be concluded that a change leader is required to exercise all the skills in various change approaches / context, discussed earlier in this paper. However, the degree of skill required may vary depending on the phases of change – an example is illustrated in Appendix 1 (Part B).