Pilgrim Tourism To Holy Places

Pilgrim Tourism To Holy Places Tourism is the temporary, short-term movement of people to destination outside the places where they normally live and work and their activities during the stay at each destination. It includes movements for all purposes (1976, Tourism Society of England,1976) . Tourism has been described in various ways but may be thought of as the connection and experience arising out of the journeys and temporary stay of people travelling primarily for leisure and recreational purpose. Tourism is thus a multifaceted activity and geographically complex one as different services are sought and supplied at different stages from the origin to the destination. Tourism has emerged as one of the most important instruments to boost economic development in many of the countries across the globe as an engine for economic development, the earnings of foreign exchange, its contribution creation of employment. India has diverse culture and heritage in the North, it has the great Himalayas which gives tremendous opportunities for mountain tourism or adventure tourism. It provides great challenges and difficulties to mountaineers. In the Southern part of the country there is Indian Ocean which gives opportunities to beach tourism and attract large number of foreign and domestic tourists. In the North West there is Thar Desert with Aravalis mountains range. It is highly suitable for desert tourism and heritage tourism. In this way India have very rich natural resources like geographical and cultural diversity, forests, lakes, mountains, rivers and rivulets, sacred shrines, historic monuments and hospitable people, which are necessary for thriving tourism activity (Singh, 2002). Pilgrims with pilgrimage tourism is one of the fastest growing tourism in the world. Not only has it become an important component of the Indian life style (Adrian Ivakhiv, 2003 ) but it has had a profound impact on other peoples of the world and the environments in which they live. Pilgrim tourism to holy places (tirtha-yatra) is an ancient and continuing religious tradition of the Culture of Hindus. Here religion, as a cultural dimension, assumes the vital role and central focus of tourism in which the tourists (pilgrims) from all strata of the Hindus participate. In pilgrim tourism, the dimension of religion forms the basis of tourism of pilgrimage by offering the reward of purification of the soul and attainment of objectives related to the problems of routine life. Hindus from time immemorial were attracted to their numerous holy sites spread throughout India. Pilgrimage is thus a pan-human and pan Indian phenomenon, the meaning of which within the traditional structure of each religion, if not, within castes and communities. According to Skandapurana (a religious treatise), truth, forgiveness, control of senses, kindness to all living beings and simplicity is tirtha. Thus, tirtha yatra not only means physically visiting the holy places but implies mental a nd moral discipline as well. It has rightly said that following the Vedic period, the practice of religious tourism or pilgrimage seems to have gained increased popularity as evident from the great epic Mahabharata (Bhardwaj 1973: 5). The number of pilgrimage sites in India is extremely large but some primary pilgrimage sites include the four Dhams, the Seven Sacred cities and their primary temples, Ashtvinayakas, twelve Jyotirlings, Svaymbhu and Pancha Bhutta linga Temples, the Shakti Pithas, the Kumbha Mela sites, major Vaishnava sites, the Nava Graham Sthalas, the Seven Sacred Rivers, the four Muths of Sri Adi Sankaracharya, the Arupadaividu, Dargah of Hazrat Nizamuddin Auliva, Jama Masjid, Dargah of Muinuddin Chishti, Hazrathbal Mosque, Haji Ali Mausoleum, Church of St. Catejan, Church of the Sacred Heart, Patna Sahib, Sachkhand Sahib, Hemkund Sahib, Little Mount and certain other places that do not fit into any of the categories listed here. In India all temples, Gurudwaras, Mosques and Churches are considered sacred places. As is evident from the list these sites are not related with one religion only and therefore, they attract people of different religions for pilgrimage. Further, many of such places are visited by pilgrims of various religions. It is worth mentioning that Uttarakhand has many important religious places which are quite popular at national level. Some of these places are well known at the international level as well. A brief description of of such places has been given as Haridwar, Rishikesh and Neelkanth in Uttaranchal. Tourism in Uttarakhand Uttarakhand became the 27th state of the Republic of India on November 9, 2000, which was carved out of Uttar Pradesh. It occupies an area of 51,125 sq km and a population of about __________ (__________ per sq km).The entire region is geographically important and is comprised of the two distinct parts i.e. eastern part (known as Kumaon) and western part (known as Garhwal). Uttarakhand is surrounded by a number of states like Himachal Pradesh, and Uttar Pradesh and country like Nepal. Uttarakhand give a distinct sense of tourism practices such as, Adventure tourism activities, leisure activities, wild life national parks and eco tourism activities etc. It is also a home of several religious places belonging to the Hindus and the Sikhs like Kedarnath, Badrinath, Yamunotri, Gangotri, Lokpal and Hemkundsahib. To promote tourism Uttar Pradesh Parvatiya Vikas Nigam was established on 30th March 1971, with authorized capital of Rs. 2 crore, under Companies Act 1956. The main objective of this government body was the development of seven hilly districts i.e. Haridwar, Dehradun, Tihri, Pauri, Uttarkashi, Chamouli and Rudraprayag. After this on 31st March 1976, two more Government companies i.e. Garhwal Mandal Vikas Nigam and Kumaon Mandal Vikas Nigam were established for the development of these regions. The main objectives of these apex bodies in the context of tourism were to work in the area of tourism development and provide basic tourism infrastructure facilities, to promote tourism, a state tourism policy was formulated in 2002 in which emphasis was given on three things i.e. development of eco-friendly tourism with the help of both the public and private sectors and local communities, promote tourism as a source of economic growth by employment and revenue generation, develop Uttarakhand as a leading tourist destination and place Uttarakhand on the tourist map. To promote the pace of tourism a Board named Uttarakhand Tourism Development Board was also established in 2002. This board is the supreme institute which gives suggestions to the government related to all tourism matters. Along with tourism this board also works as a regulatory and licensing authority. It has a negative impact on environment too. Degradation of forestland in and around the tourist places and garbage problems due to booming up of tea stalls and shops and as well as mass tourism are the major environmental problems. All above facts relating to the Uttarakhand reveal that the state government view tourism as a source of economic development and employment generation. They have shown their interest in infrastructure development on public-private participation. Further, efforts have been made to keep environmental aspects into consideration while developing tourism. If these steps implemented properly can lead to tourism growth in the above states. The presentation is written for tourism industry analysts and public officials, who would like to better understand, evaluate, or possibly reduce the negative impact of tourism in Uttarakhand. Haridwar Haridwar is regarded as most sacred destination among Hindu pilgrimages. A staggering number of pilgrims visited Haridwar every year. Haridwar is also a historic and cultural destination, older than many other ancient towns in the world, and is deeply rooted in the history and development of Hinduism and Indian culture from its earliest days. Haridwar meaning à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¦Ã¢â‚¬Å"Gateway to Godà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ã‚  is one of the seven holiest places of the Hindus, located on the banks of River Ganges. With Ujjain, Nasik and Allahabad, Haridwar forms the four important pilgrimage centers of India where Kumbh Mela is celebrated after every 3 years rotated over these 4 destinations. Har-ki-Pauri is the most holy place where thousands of devotees take a dip. Haridwar is located around 200 km north east of Delhi and 54 km south of Dehradun and is probably the most important gateway to Uttarakhand by rail and road. It would also be justifiable to describe it as one of the most important à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¦Ã¢â‚¬Å"pilgrimage tourismà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ã‚  destinations in India.

Government and Politics - No Peace for the Middle East Essay -- Argume

No Peace for the Middle East Since its inception the State of Israel has been at war with the Arab countries surrounding it. Dating back to biblical times when the Israelites left Egypt after two hundred years of bondage there, they began forty years of wandering the desert in which they encountered many enemy tribes such as their sworn enemies, the Amalekites. Thousands of years later, the Arabs and Israelis are still fighting. The State of Israel began with the War for Israeli Independence in 1948. Israel has kept on fighting ever since. Over the lengthy span of time in which Israel has been at war with the Arabs, the people of Israel and the Palestinians have developed a deeply rooted hatred for one another. Terrorism has been another factor which has contributed to this loathing. On top of all this, is the cultural and religious clash which the two populations experience. However, in the past twenty years, Israel and the Arab countries surrounding it have begun taking the first few strides toward peace. The meeting of Menachim Begin and Anwar el-Sadat created the peace treaty between Israel and Egypt in 1979. This marked the beginning of the never ending struggle for peace. Despite the overwhelming political endeavor for peace, the people of Israel will never fully achieve a peaceful coexistence with their Arab neighbors, due to the dark history between the nations and the years of hatred which have transpired. In recent years, the Middle East has made serious advances toward peace. Menachim Begin and Anwar el- Sadat formulated and signed the historic peace treaty between Israel and Egypt in 1979. It took immense preparation and the active participation of many of both countries?highest ranking officials and leaders to ... ...t with it many positive changes in the Middle East. In spite of what appear to be insurmountable obstacles, one can only hope for continued progress in the direction of peace and the best possible future for the Middle East. Works Cited 1. Weizman, Ezer. The Battle for Peace. New York: Bantam Books, 1981. 2. Gervasi, Frank. Thunder Over the Mediterranean. New York: David McKay Co., Inc.,1975. 3. Lustick, Ian. Arabs in the Jewish State. Austin: University of Texas Press, 1980. 4. â€Å"Middle East.?Microsoft Encarta. 1995 ed. 5. Friedman, Thomas L. From Beirut to Jerusalem. New York: Farrar Straus Giroux, 1989. 6. Chafetz, Ze’ev. Double Vision. New York: William Morrow and Company Inc.,1985. 7. â€Å"Kol Israel News Broadcast.?http://www.artificia.com/ (January 17,1997) 8. â€Å"Daily News from Israel?http://www.iclick.com/news (January 21,1997)

Feast of the dead by Cevdet Kudret Essay

It was January when the world seemed grimmer, streets empty, people went out only for work. A boy who had been to the fountain told to the man he saw that Dursun Agha is dead. Dursun Agha is the one who calls at the street asking if someone needs water, one trip, two trips, three trips and someone would call back, one trip means two cans of water that costs three Kurush. Dursun is asturdy man with a round black beard, has 2 children and a wife named Gulnaz, she help Dursan when someone would call her to wash clothes that only happens twice or thrice a week and earn few more three kurush. The caused of Dursun’s death was he had hit his head on the stone bowl under the tap when he slipped. No one ever thought that a tough and durable man could die just like that all of a sudden. Gulnaz heard the news and didn’t know what to do with her children, she didn’t know how she can feed two mouths by washing clothes. It wasn’t enough. No one eat for 36-48 hours until someone feel the hunger inside their stomach. As a Moslem tradition, when someone died the neighbor will give food to the family who’s in grief for a day or two. The first who gave food was from a wealthy man who lived in the white house the tray of food was brought by the maid it was covered in a cloth. No one actually thought of eating that day but when they saw the food it gives them relaxation of feelings. The foods came and it lasted for three of four days. The food stopped coming but they were still hoping until suppertime and they realize that no one will give them food anymore. They cook food and they found it hard to readjust because they get used to the foods that was given by the neighbors until the day came that they have nothing to eat at all.The children and Gulnaz slept with empty stomach. The next day the young boy told to Gulnaz that it hurts inside, but she can’t do anything, they all felt dizzy and hungry. Days passed by until a horse full of bread on its side. Instead of asking for a loaf of bread, Gulnaz froze and didn’t say anything, she just let God’s blessing pass by. She went back to her room empty handed. When her son told her that she can’t stand anymore, he ask his eldest son to go to the grocery store and asked if he could asked some food to the grocery store and tell them they would pay it in a few days. But the trick didn’t work to Bodos so the child left the with empty handed.

Counseling, Psychotherapy, And Psychoeducational Group Essay

Counseling, Psychotherapy, or Psychoeducational Group In considering that a group on aging is centered on a particular theme, a psychoeducational group would be most appropriate. Corey (2010) suggests that the elderly may benefit from a psychoeducational structure as groups of this nature not only provide the opportunity to connect with members within the group, but teach members the skills they need to learn how to foster relationships and support systems beyond the group. Many older individuals, especially those within nursing or retirement homes, face isolation and loneliness as they have been removed from their friends and family primarily due to health reasons. Friends and family may visit often, but being separated from one’s home, community, and family unit, which can take a toll on an individual’s mental and emotional well being. Attending a psychoeducational group on successful aging might provide people a way to connect with their peers, while providing tools and coping skills to achieve a sense of meaning outside of the group. Co-leader Considerations For a psychoeducational group on aging, a comfortable and light rapport should exist between the co-leaders (Corey, 2010). This will not only put the members at ease, but will make for a more successful session for the co-leaders as they can bounce the concerns and ideas they may have off of each other before and after each session. Additionally, it would likely be easier for members to trust and confide inShow MoreRelatedEssay about Group Therapy Theory Comparison1475 Words   |  6 Pagesto consider leading a group therapy session. Group therapy is a form of therapy in which a therapist either treats or provides psychoeducational skills to a small, carefully planned target group of individuals in an effort to ameliorate the issues and dysfunctions of each individual in that particular group of patients together (Scheidlinger, 2004). In this group, therapists often utilize some of the psychotherapy theories such as Gestalt, transactional analysis, psychotherapy or psychodrama which Read MoreDefinition And Intervention Mid Term Project Is Teen Dating Violence1156 Words   |  5 PagesThe topic that I nominate for my six week group content/intervention mid-term project is teen dating violence. I will be discussing different techniques, leader skills, and interventions that I will utilize when I facilitate a six week group. I will incorporate several different icebreakers and activities that has been used in an adolescents groups by clinicians. As the therapist, some of the techniques consist of the following empathy, reframing, Socratic questioning, active listening, and effectiveRead MoreDifferent Types Of Group Counseling2010 Words   |  9 PagesThere is a need for many types of group counseling in this civilization that we live in ranging from task/ work groups, psychoeducational groups, counseling groups and psychotherapy groups. Groups can defined by the collection of two or more individuals who meet face- to- face or virtually in an interactive, interde pendent way, with the awareness that each belongs to the group and for the purpose of achieving mutually agreed- upon goals (Gladding, 2012). As a High School counselor, the developmentRead MoreIndividual Treatment in Group Process Practice Psychoeducational Cognitive Behavioral Group Therapy for Divorced Women Experiencing Anxiety and Depression2563 Words   |  11 PagesTreatment in Group Process Practice Psychoeducational Cognitive Behavioral Group Therapy for Divorced Women Experiencing Anxiety and Depression Amy Danowski CNSL/561 August 20, 2012 Donna Clark Assessment: Clinical interview Diagnosis: Axis I 300.02 Generalized Anxiety Disorder 296.23 Major Depressive Disorder, Single Episode, Severe without Psychotic Features Axis II V71.09 No diagnosis Axis III None Axis IV Problems with primary support group, problemsRead MoreAdolescent Females And Self Esteem1262 Words   |  6 Pages A psychoeducational counseling group to increase self-esteem in adolescent females ages 15 to 17. The concept of self-esteem is discussed in depth in the proposed group program. 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How Does Gender Play A Critical Role - 1308 Words

Every day, at home or at workplaces, people engage in conversations involving the opposite gender. How does gender play a critical role in a conversation? Reasonings behind the existence of â€Å"genderlect† are quite complex. Bill Cosby once said â€Å"Men and women belong to different species and communication between them is a science still in it infancy (Eisenberg).† Men and women are born with the same brains. However, the way they function differently when having conversations. When men and women communicate, men mostly use the left side of their brains while women are capable of using both sides explaining the excellent in their multi-tasking skills. Surprisingly, biological differences are not responsible for the genderlect, but the social norms and cultural backgrounds. These factors further differentiate conversations between men and women. Deborah Tannen, professor of linguistics at Georgetown University has written extensively on genderlect in her national b est selling book, â€Å"You Just Don’t Understand: Women and Men in Conversation.† In her book (Tannen, 1990), she explores in depth about different conversational styles of men and women with relatable examples. She also suggests some steps that could be taken to relieve people’s frustrations towards each other’s differences. Tannen’s focus is mainly on the sociolinguistic side of linguistics and the verbal-communication. According to the book (1990), genderlect can be caused by the difference in the environments peopleShow MoreRelatedWhat Are Gender Roles?1123 Words   |  5 Pages101 Specific Gender Roles What are gender roles? Gender roles are those that are portrayed by a certain gender identity. In other words, a male and/or female should act and dress as if their gender is supposed to as seen by society. 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International business Essays - 814 Words

Protectionism in the global economy The global economy has seen a dramatic increase in services trade between countries. The regulation and monitoring of service trade between countries has become much harder. As highlighted by Johnson, trading in services was the fastest growing constituent of global trade during the 80’s and 90’s. Cross border transactions include anything from banking to software. When services are offered to another country, the provider has to interact with the customer through either, cross border communications, movement of the provider or the consumer moving to the supplier’s state of residence. Technology has made international trade much easier and more feasible; this has lead countries to boost services being†¦show more content†¦A good example can be telecommunication services, which are regulated by some governments. This has been a burden on the service market, and organizations like the WTO has tried to interfere with some countries’ policies in order to reform domestic telecommunications and lift protection efforts. On the other hand, when we speak of services in general, there are several ways of implementing forms of protection on services coming in, such as, Quotas and Prohibitions: This form of protectionism imposes a quota on the service provider. Protection methods like this are most likely put on service monopolies which can affect the domestic economy. There are also prohibitions in some countries’ because some service providers may provide services harmful to the countries moral and cultural values. Such services like the internet need to be regulated by the government because of the pornographic content which can be found online. Price Based Instruments: Some monopolies may charge or implement unfair prices to consumers, this can also affect the country when there are unfair prices. 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Model to Empirically Examine Organizational - MyAssignmenthelp.com

Question: Discuss about the Model to Empirically Examine Organizational Effectiveness. Answer: Introduction The development of a change management plan provides purpose as well as direction to the different management plans of the company (Hayes, 2014). The process of change management is important for better achievement of the organizational objectives. There are three elements of a change management plan namely situational awareness, supportive team culture as well as strategy analysis (pertaining to the change management). As opined by Hayes (2014), the change management can be defined as the process of planning as well as executing transformation in the organization so that there is a positive impact on the organization. In the given scenario, there are primarily two issues concerned with the study academy. The first issue is concerned with the free education given to the students and the negative attributes attached to it. The second problem is concerned with the students not paying the fees after completing their courses. The institute does not believe in taking advance fees from the students and hence they end up getting no fees from the students. These issues give negative impact on the effectiveness of the academy and on the profitability of the teaching academy. This document would provide an action plan for dealing with the current situation at the teaching academy. Appropriate solutions would be provided by keeping in mind the current problem situation at the academy. The document would commence with a change management and a human relations approach by understanding the specific policy needs. The structural design of the action plan would be provided which would illustrate the strategies, list of activities required and the people who would be responsible for the activities. The timelines for completing each activity would be defined along with the evaluation measures. The concluding part of this document would feature a reflection based on the personal capacity of leading the change and analyze the personal leadership strengths and the concerned areas for improvement. Change Leadership/Human Relations Approach As opined by Miner (2015), the Kurt Lewin model of the Change theory is concerned with the fact that the behavior of the individuals working in change process functions in the opposite directions. This theory focuses on the three aspects of the change process such as unfreezing, change and the refreeze model (Miner, 2015). The driving forces of the teaching academy is concerned with the fact that there is need to generate revenues which would help the owners to support the future batches of the students. These forces would help in pointing towards the direction of gaining positive organizational outcomes. These kinds of forces would drive the organization towards the equilibrium towards change. There are also restraining forces, which would force the organization to counteract the prevailing driving forces (Miner, 2015). The students may refuse to accept the implemented changes and this would make it difficult for the authorities to implement the changes. There may be stiff student r esistance in the initial stages of the plan. The unfreezing process of the change management process would help in the finding of the method to eliminate the old pattern, which was counterproductive. In this stage, it is important to driving forces that would direct positive behavior in the organization (Miner, 2015). The unfreezing activity can also be achieved by decreasing the level of restraining forces, which may negatively impact the change process. Cummings, Bridgman and Brown (2016) opined that it is important to move to the second level of change process in which there would be greater policies for achieving desired results. It is important to study the existing admission process in the teaching academy and then determine the loopholes in it. A new admission policy should be proposed that would aim to solve the existing problems. The process of refreezing is concerned with the establishment of the change as a new habit in the organization. This new policy should act as the new Standard Operating Procedures and should be followed by all the employees working in the teaching academy. There should be strict rules, which would prevent the operational processes to return back to the previous form. This step would make sure that the changes are well implemented in the organization and the employees are getting more comfortable with the changes (Miner, 2015). Change Management Approach As defined by Mitchell, Fredendall and Cantrell (2015), the Mc Kinsey 7 S model is used to increase the probability of organizational changes and how the organization can manage them in a holistic manner. It is important to focus on the seven factors that are inherent in the process of change. The teaching academy should develop a competent framework of efficient manpower that would be able to effectively carry out the organizational duties. There should be division of labor regarding the task allocation, reporting and there should be clear resource allocation so that the organizational goals are achieved. This is considered to be the most important process in the change management process in which the suitable policies are created in order to reach the business. There can be different kinds of policies made under this scenario, which involves the development of the step by step procedure plan (Mitchell, Fredendall Cantrell, 2015). The admission process needs to be strengthened so that the payment of fees becomes a mandatory process for taking admissions into the institute. There should be a strict policy regarding installment fees options, if it is present in the organization. The organization should not believe the employees based on the interpersonal comfort level and the trust factor. There should be proper documentation of the fees collected and it should be communicated to the students that admission would not be possible without the payment of the full fees. The teaching academy should implement necessary infrastructure that would help in the achievement of the objectives. There should be the implementation of financial reporting system that would help in solving the problems of the teaching institute. The core values of the teaching institute should be taken into account while designing the change management process (Singh, 2013). It is important to consider the present organizational culture and take corrective actions. The students should not be encouraged about the fact that education in a teaching institute cannot be free of cost and they need to pay a minimal charge for enrolling in the institute. The type of leadership is important to implement effective organizational change. The democratic leadership used in this situation would not help the owners to achieve their business mission. Hence, it is important to change their leadership, which would be beneficial for both the organization as well as the students (Mitchell, Fredendall Cantrell, 2015). There should be adequate number of staffs who would require for management of students including the admission process and the finance management. There should also be business development manager who can suggest the organization regarding ways of increasing the revenue of the organization. The employees would need adequate skills as well as competencies to interact well with the students. The employees should have good convincing capabilities as well as negotiation skills, which would help them to recover necessary costs from the students while giving them the necessary benefits. He should also have the skills to create and maintain good rapport with the students so that they cannot deny abiding by the organizational policies. Risk management There are various risks associated with the implementation of the new system at the training academy (McNeil, Frey Embrechts, 2015). On the first instance, there can be significant loss of students in the training institute who may no longer be interested to study in this specific institute. They may feel that the training module should be given free of cost and may not be willing to pay fees for the same. There may be significant reduction in the class sizes, which may imply that some teacher redundancy would be there. There may be more number of teachers than the pupils, which would be hard for the owners to sustain. This would also incur a financial loss, which would make the training institute to cut down costs in some other ways, which may be detrimental for the students. There can be an increase in the competition between the rival training centers. The teaching academy should take into account the risks and find suitable ways of solving them. It should give awareness sessions to the students saying that education cannot be gathered free of cost. It should be conveyed to them that they can expect better quality of teaching and other amenities if they pay a minimal tuition fee. There can be inaugural or early bird offers which can be provided to students who avail early enrollment. There should be other job tasks assigned to the redundant teachers such as managerial or administrative tasks, which would increase the center efficiency. It is also important to implement value added services in the teaching institute so that it gains competitive advantage. Structural Design of Implementation No. Name of the activities Time period Predecessor Assigned to Outputs Key performance indicator 1 Collecting the journal articles on leadership, human resource management Monthly Teachers, senior teachers, and mentors Increased awareness of human resource management and risk management Reviewing Internationally published journals Scholarly journals 2 Collection of articles on internet stories on leadership and managing people in teaching institutes Junior and senior teachers Measuring the responses frequency of the survey result 3 Reading the articles on change management Leaders and supervisors Seeking the advice from the seniors and experts 4 Meeting and discussion among the senior leaders regarding the expected members behavior Ongoing Teachers, senior teachers and part-time teachers Relevant decision making process 5 Managing and documenting the relevant data, supervising the entire areas Ongoing after November 2015 Senior leaders, managers and supervisors Increased awareness of people management Measuring the performance progress report 6 Rewards and recognitions for top students in the coaching Annually Senior leaders and managers of the institutes Excellent performance of leaders Improvement of desired staff behavior Quarterly performance review 7 Implementation of human resource strategies such as new leadership practices Part-timer teachers and senior teachers Teachers provide excellent coaching to the students Training and Development 8 Promotional strategies of the coaching institutes (Special discount on addition in spring season) 3 months Senior advisers and leaders Word of mouth practice among students Distribution of specification handbooks to make aware of the facilities to the students 8.1 Introduction of students referral schemes Low fees for highly demanded course Seasonal (4 months) Management staff Number of students in the couching in the institutes Observation of turnover India 9. Budget for overall organizational development Quarterly budget Human resource management More experience teachers are intended to join the institutes. Consequently, an increasing number of students are interested to take admission observing the growth and quality of education in the institutes Measurement of capital investment and profit and loss 9.1 Budget for organizational structural department Quarterly budget Human resource department Each department of the teaching institutes takes care of their own department. Consequently, the overall performance of the company goes effectively 9.2 Measurement the overall performance of all business departments including the students administration and quality assurance of department of the institutes Quarterly programs Leaders of student administration and human resource department Performance all departments are enhanced Quarterly review 10. Additional teaching hours provided for some particular subjects Monthly Senior teachers and student administration More students are on the queue for admission Comparing the present year performance and last year performance 11. One to one discussion with the students regarding their personal and educational issues Weekly Senior leaders and associates Development of open management style 12. Development of staff network Monthly Leaders and all teachers Enhanced support for teachers Increased awareness of other departments associated with teaching Improved communication 1. Potential issues of the leaders come into the discussion 2. Increased average attendance of all teachers 3. Increased number of students due to effective management of the institutes 13. Adoption of technology in the coaching institutes Almost a month IT staff of human resource department The performance of all departments are effectively measured All relevant information are effectively managed and tracked The promotional activities are effectively done Students have the access to technology such as Wi-fi. This helps them to search for relevant informant while taking coaching 14. Development of the pathway through the management track Almost a month 12.2 Generate formalized development track 1.Representation of the development track 2. Students development pathway 15. The review of supervisors and managers against the evaluation tools Quarterly review Leaders and senior supervisors Enhancement of teachers behaviors, attitudes and performance Scope for additional opportunity addressed Enhancement plans are redesigned 1. 40% enhancement in pre as well as post evaluation score 16. Development and mentoring of coaching programs 3 months Teacher specialists Developed monitoring and coaching programs 1. increased number of teachers development participants 2. Frequent of demonstration of expected teachers behaviors 3. Positive outcome in company survey on mentorship questions 17. Providing appropriate training and development programs Ongoing development programs 12 Human resource department The senior teachers are able to train the newly hired teachers and other associates Increasing number of mentoring and coaching programs Table 1: Action plan (Source: Self Made) Evaluation Strategy The above-mentioned action plan table presents the implementation of strategies of the coaching development plans to retain students. The implementation of the plan helps to overcome the problem that institutes faces in respect with the fees that students were not paying. The changed carried out the operation are assessed comparing the current performance of the institutes and the existing performance. To learn the positive impact of the changes, the performances of each activity are measured with some key performance indicators. It is evident that it is not possible for organizations to perform the operation with same existing strategies. Over the generation and external advancement, needs and demands of people change. Therefore, it is essential for an organization to develop new strategies based on the dynamic external environment. As the quality of education has been changing with the external trends, the educational institutes have become more conscious about the enhancement prog rams. Thus, for a coaching institute, several barriers such as competition, teacher redundancy and other significant barriers are there to hinder the growth. The small and medium size coaching institutes should depend on both short-term and long-term strategies to strengthen the position in the educational sector. It was studied in the literature review that short-term strategies help to resolve the present issues occurring in the organizations; likewise, the long-term strategies help to avoid the possible issues that could take place in the coming future. In addition to this, gaining the understanding from the literature review, change management strategies have been applied. The existing studies help to learn how change can be applied to a firm dealing with possible resistance (Langley et al. 2013). For example, the employees in the organizations often resist the change in the organizational structure due to the apprehension that they have to work under a new supervisor or leaders. The action plan has been developed observing the requirement of each department. In addition, considering the future market position of the institute, the strategies of each department has been developed. The activities presented in the table are identified based on the issues found in running the operation. In this context, Gibb, Haskins and Robertson (2012) commented that before developing or implementing the action plan, it is essential to identify the areas that need improvement. Thereby, at the initial stage, the qualities of teachers performance in coaching have been analyzed. For example, human resource management strategies such as leadership practices help to control and manage all staff and their performance. The leaders guide the teachers regarding their attitude and behavior towards the students. Likewise, the leaders also communicate with the students. In addition to this, an open management style mentioned in the action plan also helps to identify the potential issues i n the operation. Moreover, the parameter sets for each activity, helps to compare and contrast the performance. Based on the performance measured, the further or new development strategies can be designed and implemented. Additionally, it has also been identified that students do not rely on the institutes that have poor structure and functionally such as lack of experienced staff, lack of technological devices and management practices. Therefore, it can be mentioned that recommended management practices provided in the action plans adds the requirements that could help to resolve the identified issue. However, to implement all these strategies, it is essential to design a pathway that lead to the accomplishment of strategies. The implementation of the each activity should be carried out following the pathway mentioned in the action plan. Moreover, when an organization needs to implement a long-term strategy, the organization required a particular pathway. The development of staff network helps to recognize the activities of each staff. For example, the roaster of each staff can be maintained through the staff network. Based on the schedule, teachers attend their coaching classes. The overall functions of the institute can be easily maintained. Reflection The above-presented action plan and the discussion on the literature clarify how changes can be applied in an organization. I have gained knowledge regarding the change management and leadership practices. However, my ongoing degree course also helps me to design the change management and leadership programs. My understanding regarding the leadership development and change management practices increases my capability of implementing such as strategies. Nevertheless, my communication skills are not up to the mark; thereby, I may have to face certain barriers in implementing the leadership strategies. For example, if I am not able to communicate with other colleagues in the workplace, I will not be able to delivery any message or instruction. In addition to this, my decision-making skills are also not effective for taking or implementing a managerial decision. I have the ability to develop new and innovative leadership strategies. For example, if the workplace suffers from self-ego and arrogance of leaders, which lacks the communication between the staff and leaders, I recommend an open management style, where staff and leaders communicate with each other and discuss their personal and workplace issues. Nevertheless, to implement an open management style, I must require effective communication skills, which would help me to implement in the real workplace context. Even though, I have presented some key ideas in the action plan to implement the change without any failure, some particular areas such as the problem-solving, time management and process design of long term strategies remain as the significant barriers to me. This inefficiency proves that theoretically, I have much understanding about how a long-term strategy can be designed but when it comes to implementation; I have to face certain barriers like communication, problem solving and decision-making. I must mention that I have the ability of implementing change management strategies in the work, as I have learnt the possible resistance that I might face. In the literature review, employees usually raise the concern against management decisions in respect with organizational structure and culture. There can be a general belief that employees apprehend about the culture of new organizational structure, leadership practices and HRM practices. As the consequence, they resist the change in the workplace. Even so, the change can be implemented in the workplace. Based on my experience and knowledge gained from the existing literature, my first initiative will be communicating the change procedures to each level of department. According to Kelly, Wicker and Gerkin (2014) it is essential for an organization to inform its employees about the change, its purpose, the possible outcome and the methods. If the employees learn about the changes and its purpose, they contribute to the implementa tion of the change. However, Thoonen et al. (2011) also mentioned that an autocratic leadership often proves to be ineffective for change implementation. Thus, based on my experience, I would prefer to rely on a democratic management system, where I could involve other staff and their opinions about the organizational change context. In conclusion, it is worth mentioning that action plan has been designed through certain steps and purposes. Considering the major purpose and goals, each activity in the action plan has been developed. For example, the collection of journal on human resource and change management has been given in the action plan; the completion of this activity increases the knowledge about the leadership and change management practices. Likewise, the promotional activities have been put in the action plan as it helps to increase the awareness regarding the quality of education provided by institutes. Moreover, this activity has been designed to make the students aware of the quality of education they require. The activity of staff network helps to allocate the tasks to each individual staff based on their skills and qualifications. References 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. Daicoff, S. S. (2012). 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