Change Management Models and Theory-Free-Samples for Students

Question: Discuss about the Change Management Models and Theory. Answer: Introduction: Change management is the approach which is often taken by managers and organizations for transitioning individuals, organizations as well as team from a current unfavorable state to that to a favorable future state. Change management approach is applied to situations such as downsizing, growing of organizations and even adding new technology (Doppelt, 2017). Researchers are of the opinion that this organizational process are mainly aimed at helping the employees not only to understand but also commit to and accept and embrace different modifications and changes in the current business environment. Many researchers suggest that a part of change management is also managing transition. Many argue that change and transition are two different aspects while other says that they are interrelated (Howes et al., 2015). Keeping this argument aside, change management is found to be important as it helps in minimizing resistance of the employees, increase in engagement, improve performance, redu ce costs and also enhances innovation. This helps the organization to overcome any threatening situations and at the same time, it will be helpful in developing the working conditions resulting in better productivity (Fernandes, Ward Araujo, 2015). This assignment will mainly describe change management models and how they are different from each other. This will also show how each model can fit in different scenarios giving an idea about how managers should adapt the model in certain particular situations. Lewins change management model: The first theory which can be considered is the Lewins change management model. It is one of the most popular as well as the effective model which helps managers to understand the requirement of the organizational and structured changes required. The model mainly consists of three important parts. This are unfreeze, change and refreeze. The first stage called the unfreeze stage is mainly the preparation stage for the change. This mainly shows that the organization should prepare for the change and also absorb the fact that change is essential. This stage is important to make the employees understand why the present existing ways need to be changed and how this can help in bringing profit (Quiney Richardson, 2014). Looking the core and re-examining is the important part. This is followed by the change stage. In the second stage, real transitions or changes take place. This stage takes time as it needs people needs to accept new things, development and happenings in the organization, good leadership and reassurance are essential for steering the changes in the forward direction (Kempster, Higg Weurz, 2014). Communication and time are very important aspects of this stage. The third stage is called the refreeze stage. Following the occurrences like the changes being accepted, embraces and implemented by the organization, this stage shows how the company gradually stabilizes and becomes to work successfully again in a stable mode. This is called so as the employees and processes begin to refreeze and things start going back to their normal pace and routine. Critics: Researchers are of the opinion that most of the organizations prefer to use this model as they find this model to be easier to implement. This model is useful when business requires massive changes. Secondly, it is also useful in finding out any concealed information and mistakes which were previously taken for granted as the change agent is analyzing every aspect of the transition (Bartuneck Woodman, 2015). However, many other researchers argue that this model of change management is time consuming and can be difficult at times. It requires the mangers to take extra effort to take care and support their teams as they have to consider their emotions through turmoil. The workflow will change drastically and therefore care should be taken when bring them on board and keeping up the enthusiasm in the refreezing stage (Cummings, Bridgman Brown, 2016) Kotters change management theory Another model which can be described is the Kotters change management theory. This is one of the most popular theories and had been still implemented by large number of organizations. This mainly consists of 8 important stages where each of the stages will mainly be focusing on the key principles which are associated with the response of people to changes. The first stage is called the increase urgency stage which involves the creating of a sense of urgency among the people by mainly motivating them stating that they have to move forward towards the new objectives (Vora et al., 2013). The second is building team which mainly requires the manager to incorporate right people in the team with the appropriate selection of skill mix, knowledge and also commitment. The third one is getting the vision correct where the stage relates with development of the correct vision and taking into account the strategy, creativity, objectives and also the emotional connectedness. The fourth step is the communicate stage where the agents should communicate with the employees regarding the change and the necessity of the change (Rafferty et al., 2017). The fifth step is called get things moving. In order to get things moving and empowering actions of people, managers need to provide support to employees, remove their roadblocks along with implementation in the constructive ways. Focusing on short term goals is the next stage where the managers need to divide the ultimate goal into small and achievable parts. This is the proper way which would help people to achieve success without too much pressure (Ewenstein et al., 2015). The next stage mainly focuses on the development of the ability of the employees not to give up knowing that persistence is the way to success and not to succumb to pressure and give up when the change management process is going on. The last stage is called the incorporating change stage where besides managing change effectively, it becomes important to reinfor ce them and make them a part of the culture. Critics: Researchers have found that organizations use this model as this is a step by step model. It mainly focuses on preparing and accepting changes and is mainly response based stating that it actually works in accordance to the responses of the employees. Transition is mainly easier with the help of this model. However many researchers have argued that one negative aspect of this model is that the steps cannot be skipped and this process requires a great deal of time (Duplessis Mabunda et al., 2016). Although it acts as a checklist but mainly lacks the necessary back and forth movement as it only allows step by step movement. However this model is quite gripping as it solely resides on the developing the employees for the changes and entirely concentrating on them for the changes to occur successfully. McKinsey 7s model: The next model that one can also take in consideration is the McKinsey 7s model. This model has managed to exist in the organizational culture even when a large number of models have come and gone. This model has been able to survive and consists of 8 important stages. The first stage is the strategy which the organization needs to develop to overcome the competition and thereby reach goals (Ewenstein, smith Sologar, 2015). The second one is the systems where the managers should take the decisions about the ways by which every day activities need to be dome in order to get the task completed. Shared values are the core or the main values of the organization according to which the change is preceded (Vora, 2013). Next is the style in which the leaderships and modifications would be implemented after adoption so that the change takes place successfully. Next is the skills which refer mainly to the competencies as well as the features and skills possessed by the employees in the organi zation. The next aspect is staffs which mainly refer to the workforce or the employees and their working capabilities. The main principle is that the manager after recognizing and identifying all the seven S, she or he needs to think about how each of the aspects affect each other and thereby implement changes accordingly (Chienwattayakum Mankin, 2015). For example, a manager should try to examine about how the structure of the organization is affecting the strategy, how both of them affect the systems and then a again all of them are interacting with the skills or staffs and many others. Critics: Critics are of the opinion that there are many benefits with the McKinsey model. It provides an effective model to diagnose and understand organization along with providing guidance to the organizational change (Raffery Restubog, 2017). It combines both emotional and rational components. All the components are integral and are addressed in a unified model. The disadvantages with the model as argued by researchers are that when one part changes, all get changed as they are interconnected. The model is quite complex (Du Plessox et al., 2016). Even researchers say that many companies have even failed with the help of this model. Comparison and contrast: An important similarity that was noticed in all the mentioned three models are that all are time consuming and requires extensive planning and investigations before implementing them. However, certain dissimilarities have been found. Whereas Lewins model is subjected to massive changes in an organization, the other two models are mainly applied to changes which are not drastic (Horstein, 2015). It is seen that unlike the Lewis model, Kotters model is mainly response based change management where the employees and other stakeholders are the primary concerns in the change management rather than including the organization and the processes which are changing. Kotters theory is mainly organizing the employees aligning to the organizations goals and helping them to adapt to the environment. This is mainly response based. However, McKinseys change management remains mainly focused on another perspective entirely (Vander voet, 2014). They remain more concerned with the alteration of the org anization and processes by focusing the on the interconnection of the seven aspects like system, structure, strategy and others providing more importance of the interconnectedness between the aspects. While interconnections are important in this process, Kotters model is a step by step model and does not provide interconnectedness as stated by McKinsleys. Kotters models have aspects which cannot make the change successful if one step is missed and the steps are linear rather than being interconnected like Mckinseys (Farkas et al., 2016). Lewins model does not have any such aspects and are easier to follow as this does not study the interconnections like the McKinseys model to understand and implement the changes required. Moreover, unlike the Kotters, it is not comprising of minute and larger number of steps and is simpler to follow by the organizations. However, Lewin and McKinsley depend on an in-depth analysis for making changes successful unlike Kotters model which is mainly bas ed on the modifications of the attitudes of the employees with the changes. The differences can be understood by scenarios. Scenario: Let one assume, a scenario where the employers of the organization had decided to introduce new technology of the system so the time consumed by the employees to perform the task would become less. However, the employees were resistant against the use of new technologies as they were comfortable with the previous working style. They showed resistance to the change although it was urgent for the organization to shift to the new technology to increase productivity. Other than, this new change, all others were working smoothly. In such a situation, Kotters theory would be just where the managers can use the eight important stages to prepare the employees for the change makings sure that the employees get comfortable with the new trend and helping them in each stages to align with the new technological skills. Here Mckinseys model is not required as there was no need to assess the interconnections of the aspects mentioned in the model. In another scenario, it was seen that a company was facing tremendous loss due to lesser productivity of the employees and attrition rate was also high. A change was indeed very necessary so that the company can recover the losses by increasing the productivity of the employees (Hornstein et al., 2015). Therefore in such a situation, the managers or the employers were in urgent need to find the main reasons for such results. In such a situation, where urgent changes were very important, managers had to take help of the McKinseys model (Pollack Pollack, 2015). The managers had to first evaluate the interconnected factors which are responsible for such outcomes. On thorough analysis, it was found the strategy taken by the managers were not aligning with the system and structure of the organizing as the system was not financially stable to handle the strategies. Moreover, the skill mix required to adapt to such strategies were also not aligning with the staff numbers and it was getting strenuous for them and they were suffering from jo b stress. Therefore, change was extremely important and in this scenario the McKinseys model was found to be extremely useful. Let us consider another scenario where an organization was sold to another employer due to extreme loss. The new CEO of the company wanted to change the entire working style of the old organization with a completely new objective, mission and vision. He wanted to develop the old organization with an absolute new perspective and for this drastic change, the Lewin model was important. It required for the new CEO to first develop an in-depth analysis during the unfreezing stage followed by implementing the changes and then refreezing the environment to maintain stability. Conclusion: Change management is an important process which every organization needs to adopt in order to properly go through a change or transition phase for betterment of the organization. The time during change management is often strenuous as the employer, managers and workers all have to change their styles to adapt to the new situations. However, all changes are not drastic but require expert handling to become sure of the success. Lewin model, Kotters model and McKinseys model all help in acting as guides to change agents. It is important for the managers to correctly apply the proper models in the different situations so that it can have the best outcomes. Referrences: Bartunek, J. M., Woodman, R. W. (2015). Beyond Lewin: Toward a temporal approximation of organization development and change. Chienwittayakun, J., Mankin, D. (2015). Strategic Management Planning Process (SMPP) as an Organization Development Intervention (ODI) to Align Values, Goals and Objectives and Improve Employee Teamwork, Engagement and Performance: A Case Study of a Family-Owned Business in Thailand.Abac Odi Journal Vision. Action. Outcome.,2(1). Cummings, S., Bridgman, T., Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewins legacy for change management.Human Relations,69(1), 33-60. Doppelt, B. (2017).Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Du Plessis, T., Mabunda, T. T. (2016). Change management in an academic library in the knowledge economy.South African Journal of Libraries and Information Science,82(1), 53-61. Ewenstein, B., Smith, W., Sologar, A. (2015). Changing change management.McKinsey Digital, July. Farkas, F. (2016). Hard and Soft Approaches of Strategic Organisational Change Management.Strategic Management,21(2), 13-22. Fernandes, G., Ward, S., Arajo, M. (2015). Improving and embedding project management practice in organisationsA qualitative study.International Journal of Project Management,33(5), 1052-1067. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Howes, M., Tangney, P., Reis, K., Grant-Smith, D., Heazle, M., Bosomworth, K., Burton, P. (2015). Towards networked governance: improving interagency communication and collaboration for disaster risk management and climate change adaptation in Australia.Journal of Environmental Planning and Management,58(5), 757-776. Vora, M. (2013). Business excellence through sustainable change management.The TQM Journal,25(6), 625-640. Kempster, S., Higgs, M., Wuerz, T. (2014). Pilots for change: exploring organisational change through distributed leadership.Leadership Organization Development Journal,35(2), 152-167. Lewin, A. Y. (2014). Emerging economies open unlimited opportunities for advancing management and organization scholarship.Management and Organization Review,10(1), 1-5. Pollack, J., Pollack, R. (2015). Using Kotters eight stage process to manage an organisational change program: Presentation and practice.Systemic Practice and Action Research,28(1), 51-66. Quinney, S., Richardson, L. (2014). Organisational development, appreciative inquiry and the development of Psychologically Informed Environments (PIEs). Part I: a positive psychology approach.Housing, Care and Support,17(2), 95-102. Rafferty, A.E. Restubog, S.L., (2017). Why Do Employees Perceptions of their Organization's Change History Matter? The Role of Change Appraisals.Human Resource Management,56(3), pp.533-550. Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), 373-382. Verhulst, E., Lambrechts, W. (2015). Fostering the incorporation of sustainable development in higher education. Lessons learned from a change management perspective.Journal of Cleaner Production,106, 189-204

Sempiternal by Bring Me The Horizon free essay sample

THIS IS SEMPITERNAL! Haha, if you havent heard the album yet youre missing out. Oliver Skyes has done it yet again. This bone rattling album will certainly shake your core. Not only are the lyrics extremely touching and provocative. The band has multiple albums but honestly this or Suicide Season are what you need. Can you tell from the look in our eyes were going nowhere. My favorite song from Sempiternal is either Can You Feel My Heart or Sleepwalking. The enitre album is just amazing. The screams are very clean and clear this album.I would not recommend this if you are afraid of screaming or heavy guitars though. Its not as heavy as Suicide Silence (R.I.P Mitch Lucker) but its not as light and fluffy as Sleeping With Sirens or Pierce The Veil. Bring Me The Horizon is a mixture of Asking Alexandia, A Day To Remember, Sleeping With Sirens, The Amity Affliction, and Falling In Reverse all in one. We will write a custom essay sample on Sempiternal by Bring Me The Horizon or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They have songs for when you just wanna jam out or when youre sad. If you just got out of a relationship or you just got the person of your dreams to go out with you, they have a song for your occasion. They are by far one of the best bands out there.

Writing a Sample Title Page Essay For College Admissions

Writing a Sample Title Page Essay For College AdmissionsIn order to make your writing effective, writing a sample title page essay for a college application is necessary. Writing an essay for a college admissions is no small task. The essay needs to be written with precision and passion. It needs to have the right amount of detail for the readers, to get them hooked to read more.Writing a good essay for college admissions is not that difficult. One must still work hard for the results. Reading the essay and not only comprehending it but also appreciating its full meaning, are the key factors to doing well in this assignment.On top of that, writing a sample essay for college application requires careful selection of topics. It is essential to realize that the topic must be of your choosing. There are certain topics that suit many students but not others. There are very few topics that will appeal to all the candidates in equal amount. The other aspects of the topic that matter include the important ones and those that need to be emphasized on.There are some major themes that apply to all. These include the candidates personal life, their educational background, skills, interests, and the areas where they can use their skill and expertise. There are also some subjects that are of great importance in order to hit the target. These include sports, music, art, philosophy, language, geography, world, religions, law, etc.One of the most interesting topics in terms of topics would be science. Science would naturally be a good subject because it is one that is given a lot of emphasis. It is a field that has received a lot of attention from the general public. The idea is to show how much you have experienced the study of various sciences and how you can make use of this knowledge to improve your career.The other aspect is the writing skills required for the essay. This aspect is often overlooked. It is only after the essay is done that the writer realizes how many detai ls he has to write down in order to fit the theme of the essay. It may seem easy for the novice writer but the more he uses his hand to write the more it will grow tiring. Besides, he will only end up having a bad essay that he cannot even read.Another aspect that students should know is that science essays will be subjected to more scrutiny than usual. A lot of attention will be given to the essay as the goal is to find out whether the essay is real or not. This is why even a little creativity is necessary to enhance the quality of the essay.The key to succeeding with different subjects is to always ask yourself what it is that you need to say. Then you must analyze your abilities and your talents. The next step is to find out the exact topic that will be appropriate for you. Writing a sample title page essay for college admission is not that hard if you know what to write about.

Why School Culture Matters and Strategies to Improve It

Why School Culture Matters and Strategies to Improve It Why School Culture Matters I recently read a quote by Dr. Joseph Murphy, Associate Dean at Vanderbilt’s Peabody College of Education, which really spoke to me. He said, â€Å"Seeds of change will never grow in toxic soil. School culture matters.† This message has stuck with me for the past several weeks as I have reflected on the past school year and look to move forward towards the next.   As I examined the issue of school culture, I wondered how one would define it. Over the past few weeks, I have formulated my own definition. School culture includes an atmosphere of mutual respect amongst all stakeholders where teaching and learning are valued; achievements and successes are celebrated, and where ongoing collaboration is the norm.      Dr. Murphy is 100% correct in both of his assertions. First, school culture does matter.   When all stakeholders have the same goals and are on the same page, a school will flourish.   Unfortunately, toxic soil can keep those seeds from growing and in some cases create virtually irreparable damage.   Because of this school leaders must ensure that creating a healthy school culture is a priority.   Building a positive school culture starts with leadership. Leaders must be hands-on, willing to make personal sacrifices, and should work with people rather than working against them if they want to improve school culture.   School culture is a mindset that can either be positive or negative. No one flourishes in constant negativity.   When negativity persists in a school culture, no one wants to come to school. This includes the administrators, teachers, and students. This type of environment is set up to fail. Individuals are just going through the motions trying to get through another week and eventually another year. No one prospers in this type of environment. It is not healthy, and educators should do everything they can to ensure that they never allow this mindset to creep in. When positivity persists in a school culture, everyone thrives. Administrators, teachers, and students are generally happy to be there. Amazing things happen in a positive environment.   Student learning is enhanced. Teachers grow and improve. Administrators are more relaxed.   Everyone benefits from this type of environment. School culture does matter. It should not be discounted. Over the past few weeks as I have reflected on this, I have come to believe that it may be the single most important factor for school success. If no one wants to be there, then ultimately a school will not be successful. However, if a positive, supporting school culture exists then the sky is the limit for how successful a school can be. Now that we understand the importance of school culture, we must ask how to improve it. Fostering a positive school culture takes a lot of time and hard work.   It will not happen overnight. It is a difficult process that will likely come with immense growing pains.   Tough decisions will have to be made. This includes personnel decisions with those unwilling to buy into a change in school culture. Those who resist these changes are the â€Å"toxic soil† and until they are gone, the â€Å"seeds of change† will never firmly take hold. Strategies to Improve School Culture The following seven broad strategies can help guide the process of improving school culture. These strategies are written under the assumption that a leader is in place which seeks to change the culture of a school and is willing to work hard. It is important to note that many of these strategies will require modifications along the way. Every school has its own unique challenges and as such there is no perfect blueprint for refining school culture.   These general strategies are not the end all be all solution, but they can aid in the development of a positive school culture. Create a team consisting of administrators, teachers, parents, and students to help shape changes to school culture. This team should develop a prioritized list of issues they believe harm to the overall school culture. In addition, they should brainstorm possible solutions for fixing those issues. Eventually, they should create a plan as well as a timeline for implementing the plan for turning around the school culture.Administrators must surround themselves with like-minded teachers who fit the mission and vision the team has in place for establishing an effective school culture.   These teachers must be trustworthy professionals who will do their job and make positive contributions to the school environment.It is important for teachers feel supported. Teachers who feel like their administrators have their backs are generally happy teachers, and they are more likely to operate a productive classroom.   Teachers should never question whether or not they are appreciated.   Buil ding and maintaining teacher morale is one of the most important duties a school principal plays in fostering a positive school culture.   Teaching is a very difficult job, but it becomes easier when you work with a supportive administrator. Students spend the largest amount of their time at school in the classroom. This makes teachers the most responsible for creating a positive school culture.   Teachers help this process through a variety of ways. First, they build trusting relationships with students. Next, they ensure that every student has an opportunity to learn the required material. Additionally, they figure out a way to make learning fun so that students keep wanting to come back to their class. Finally, they show a vested interest in each student in a variety of ways including attending extracurricular activities, engaging in conversations about interests/hobbies, and being there for a student when they are having a hard time.Collaboration is critical to developing a positive school culture.   Collaboration enriches the overall teaching and learning experience. Collaboration builds lasting relationships. Collaboration can challenge us and make us better. Collaboration is essential in helping a school truly become a community of learners. Collaboration must be ongoing between every stakeholder within the school. Everyone should have a voice. To establish an effective school culture, you must consider every little nuance in a school. Ultimately, everything contributes to the overall culture of a school. This includes school security, the quality of the food in the cafeteria, the friendliness of the main office staff when there are visitors or when answering the phones, the cleanliness of the school, the maintenance of the grounds, etc.   Everything should be evaluated and changed as necessary.Extra-curricular programs can foster an immense amount of school pride.   Schools must offer a well-balanced assortment of programs to give every student an opportunity to be involved.   This includes a mixture of both athletic and non-athletic programs.   Coaches and sponsors responsible for these programs must provide the participants with everyone opportunity to be successful Programs and individuals within these programs should be recognized for their accomplishments.   Ultimately, if you have a positive school culture, every stakeholder feels a sense of pride when one of these programs or individuals is successful.

Information Systems in Project Management Reassessment Assignment

Information Systems in Project Management Reassessment - Assignment Example This paper illustrates that a number of organizations involved in the development of software products have still not resorted to the use of sets of vital signs in monitoring the status of different projects that they undertake. Similarly, other organizations never even use properly documented processes to discover half-baked project concepts at the early stages of a development process and others are not even in a position to discern or rule out a troubled project in a timely fashion. In addition, some organizations are fond of neglecting or treating with a little regard the need to train the targeted clients on the benefits attributed to successful projects along with the crucial success factors that surround the development processes. Some of the factors that often contribute to failure are issues like incomplete or vaguely stated business requirements and specifications, insufficient or lacking executive support, changing business specifications, insufficient planning, technologi cal incompetence and insufficient resources among others. On the other hand, success factors for different projects including but not limited to realistic schedules and estimates, clearly defined project goals, prior specification of the quality criteria of the anticipated deliverable, active support from top management, team competence, and proactive issue resolution together with the project manager’s level of competence. In the context of project management, a critical success factor is an important influence which can determine the success of a project. Thus, critical success factors refer to the series of conditions, influences or factors that contribute towards the outcome of a project. Examples of success factors regarding software projects include open communication, careful risk management, proper planning, and properly defined scope together with a selection of a competent staff.

Cultural presentation about the jewish customs in the healthcare Research Paper

Cultural presentation about the jewish customs in the healthcare environment - Research Paper Example Suppose a Jewish patient is terminally ill and has no chance of surviving, their spiritual statutes prohibit any active medical intervention meant to hasten death with the intention of reliving pain (Hollins 92). Since, they believe in natural death, whereby at this period any ethical question regarding patient’s final wish at deathbed family sand the medical practical should consult the rabbi. Additionally, Jews do not leave their patients alone while they are about to die, but they ensure there is always somebody to offer any assistance other than medical (Hollins 92). It is the mandate of the Jews to offer their patients the necessary pastoral care. This entails visiting and praying with the patient. The Rabbi with his council selects certain individuals (approximately nine people) who will be undertaking the responsibility besides their family members (Hollins 92). Since, visiting patients is a charity deed advocated by their religion, whereby nurses ought to be ready to accommodate it despite the healthcare facility’s strict rules. In addition, the aspect of fertility among the Jews is by far diverse from numerous global cultures where most of them have embraced contraceptives. Jews normally utilize same family planning method because their beliefs do not advocate contraceptives (Hollins 91). This is because they usually prefer large families where issues regarding contraceptives consult their Rabbis. This is before giving to the medical practitioners’ directives especially in critical conditions where the couple intends to have a reasonable child spacing. After death, Jews do not either touch or move their dead person’s body where they consult their Rabbi for further directives regarding end rites (Hollins 91). Therefore, the nurses ought to leave the matter to the Rabbi. All the fluids and other disposable paraphernalia connected to the patient, the Rabbi proposes be buried immediately with the body. Since, they are part of the body

Cultivation Theory Term Paper Example | Topics and Well Written Essays - 1500 words

Cultivation Theory - Term Paper Example It is one of the social theories of mass communication that postulate a kind of relationship between the mass communication and social changes recorded in the community (Aggarwal & Gupta, 2001, p.35). The media reports that appear to have been influenced in some way will give an image that is not typical of the real scenario. For instance, a series of television shows on sexual immorality in a given city may provide a negative image of the city to the public. A series of reports on the corrupt acts by a given company definitely reduces the reputation of the organization among the public. On the other hand, providing only the positive aspects of a given issue by the media houses is also likely to provide a false positive image on the public concerning this issue. The best approach is then to provide balanced and uninfluenced reports by the media houses. Using the skills required in public relations will enable the media houses to provide balanced information that is necessary for deve loping a true picture. Both the negative and positive aspects of a concept should be focused as they occur in the real setting. Thesis Statement Based on the Cultivation Theory, the reports by the media houses can create images on the public that are not typical of the real situation. ... The developments that were put into the theory during this original spot are also examined as well as the current application of the theory in the field of mass communication. Origin of Cultivation Theory The Cultivation theory, also known as the cultivation hypothesis or the cultivation analysis can be traced back to the 1960s and attributed to the research by Professor George Gerbner of Annenberg School of Communication, Pennsylvania University. He focused on the effects of different television programs on the perception of a given concept in a given society (Erlandson, Williams & Telles, 2009). The research project that was referred to as â€Å"Cultural Indicators† investigated into the impacts of media operation on the social life of the public. An analysis of the contents of television programs and their effects on the public led to a generalization of the theory that how the society perceive the reality of a concept is greatly influenced by the programs and reports provi ded by television. The theory developed in 1967 is ‘based on the assumption that mass media have subtle effects on audiences who unknowingly absorb the dominant symbols, images, and messages of the media’ (Aggarwal & Gupta, 2001, p.35). In his investigations, Gerbner divided the audiences under the study into three distinct groups based on the duration that the individuals spent while watching television. He found out that even those who spent long periods watching TV programs were not immediately influenced by the programs. However, it was observed that this long exposure to television broadcasts had long-term effect on the individual perception of reality. The individuals tend to be inclined towards the models provided by the