Apple Company Essay

Apple Company was created by Steve Jobs and Steve Wozniak in 1976. Now Apple Company became very famous company in the world. It was made a lot of machine and computers. In recent years it’s created something that was very helpful to the human. For example such as Ipad2, Ipad3, Ipad4 that is a small hand computer. Human can use it store a lot of things and they can use it to watch moves talk to each other, use it for GPS and so on. He also made Iphone3 to Iphone5. These phone are famous and useful and it was perfect phone. Iphone5 series has many kinds of function. It can help human to do anything they want. It is easy to use and convenience to everybody in their life. Now Apple Company has contracted with many companies, such as AT&T, TSMC and so on. Apple Company has a lot of supporters all over the world. Creator and history In 1976 Steve Jobs and Steve Wozniak created Apple Company. Jobs growth after several twists and turns. First Jobs don’t like bundle, when he was a student. before he started his elementary school. His mother gave him in advance how to learn. But this has led to the later he arrived at the school. He said he has nothing to do for a few years and usually look for trouble by himself. Jobs soon discovered they can do work. Jobs like natural work, rather than be disciplined by others. Jobs met in the different authority, he disliked it. He almost and obey them, his curiosity about all sorts of things that they almost captured him. Jobs in McCollum class only with a year’s time to learn over three years of course. Jobs have a project, he made a photocell switch device, this matter after exposure the school of science living the school can make the device, jobs gets knowledge from his father. And his is very interesting in laser. Jobs and a few friends par tnership created belong to his light show stereo system. In McCollum’s class, jobs and a new graduate teachers to become friends. They especially like in the classroom with all the time to discuss their legend. His brother Stephen Wozniak worked in a swimming team almost five years, so jobs know more about electronic. But in the emotional and social he is a senior high school student, very weak. When Mike Markkula joined Jobs and Wozniak, Jobs their fledgling partnership into Apple Co., LTD. In January 1977,their valued about $5309. Four years later they think it is time to open the value. It is the first public in 1980, become most oversubscribe, apple company would be $1.79 billion. Yes, billion. In this change process it will make three hundred millionaires. Development Apple has a lot of competitors, Such as IBM, Microsoft, etc. They are rivals as well as a friend, in 1991 they had technical communication. In astronomy, the two stars orbit is binary system is closely related. Because of their attraction is interaction. In history have a similar situation, when a time made the relationship and competition two track star: In the twentieth century physics Albert Einstein and Bohr, for instance, in early American management, Thomas Jefferson and Alexander. Hamilton. For the first thirty years of the personal computer era, in the 1970 s, the definition of a binary star system is made up of two were born in 1955 college students of high energy control. Bill Gates and jobs has a very different character and background, although they have the same ambition interchange technology and business. Gates father is a Seattle famous lawyer, his mother a city in all kinds of famous leaders of the board of directors. He became a technical personnel a rebel, hippies, spiritual seekers, or members of the counterculture. Not a blue box destroy the phone company, gates in the school to create a program to help scheduling local traffic engineer and he such a car calculation procedure he got the girl. He went to Harvard, but he decided to leave school, this is not to find the enlightenment and the Indian master but a computer software company. Jobs also have the same thing. This is twin cooperation. When the first developed was Macintosh, Jobs to visit near Seattle gates office. Microsoft wrote some applications for Apple II , including one called Multiplan spreadsheet program, jobs want to stimulate gates and his company, for the upcoming Macintosh computer do more. Sitting in the Gates meeting rooms, jobs for public computer made a tempting perspective, friendly interface, this show is in a California factory automation has millions of production. He in the California suction silicon components and cultivate complete dream factory lead to Microsoft team Macintosh computer program code â€Å"sand†. They even put engineering reverse to a acronym, â€Å"Steve’s amazing new devices.† But in the end they twin and no successful cooperation. In 1988 when jobs announced the future computer, caused a excited. The second year began to sales, computer finally failed. The ability of jobs, move in media began to fail him, a series of things that companies get into trouble. Because of the presence of relatively small software running, so then, it has been difficult to attract customers. â€Å"Jobs was fired the board of directors, in 1996 the second back to apple. Apple Story Apple the pursuit of perfect, it also led to the growth of its ups and downs. Jobs not willing to give up work and control anything, especially when it may affect the customer experience. But he was faced with a problem. There is a part of the process he does not control: in a store to buy apple products experience. He went on to do a insightful views: this difference in design philosophy, he said, he and the apple is not good at cooperation with other companies. â€Å"Because Woz and I made the company based on the whole banana, we are not so good at working with people,† he said. â€Å"I think if apple in its DNA can have more, may make him it’s very good.† As early as in 2002, jobs have been impatient, Microsoft engineer development platform of computer software developed, it allows users to pen or pen input information on the screen. Some manufacturers released tablet PC this year using software, but have no effect on field. Jobs have been eager to prove no pen in how to use! But when he saw the development of apple is touch technology, he has decided to the first to use it in the iPhone. The first Apple computer was created in 1985s. It is name â€Å"Mac XL† By the end of 1985 apple MAC computers sold only 500000, no hit the two million mark, until 1988. Then they created â€Å"Mac128†, â€Å"Mac512†Ã¢â‚¬ ¦Ã¢â‚¬ ¦ â€Å"Quadra 700† that was the first apple’s new MAC computer sales specifically for enterprise and graphics professionals provided. And then they created Mac 9500. Computer Mac 9500 is the first based on the PowerPC and can replace CPU tower daughter card. And in recent years at 2003 they created the first flat-panel iMac. â€Å"We must always give our customers the pure sex. It is like a in the back seat of a car with a beautiful girl rendezvous. People’s experience and personal computer should be able to give you the biggest high tide.† said by Jean-Louis. Apple iPhone  They use an iPod that makes calls. By 2005 iPod sales soared. A surprise number twenty million. One year, is equivalent to the amount of the first four years. IPod products more and more important, this year, the company’s bottom line, accounting for 45% of revenue, And it is also exaggeration polishing company image, driving, MAC computer sales. The same thing will happen to iPod, if mobile manufacturers begin to build music player to their mobile phones. â€Å"Everyone carry a cell phone, it will make iPod unnecessary.† Customers will want to use the prospect that jobs and his team became excited, construct a phone call. Their original method is to modify the iPod. They tried to use track wheel as a way for users to roll call option. No keyboard, try to enter the Numbers. It is not a natural choice. At that time they had a second project in apple: A secret efforts to build a computer platform. In 2005, the story is divided, iPod idea actually from befo re, in order to help shape the iPhone. The value of the Apple More than $50 billion has been cut off, science and technology giant apple’s market value as its share price slump. Share price dropped 12%, make poor iPhone in Christmas and Halloween sales plunged, mini iPod effect is the main reason for the company sales performance. The latest computer giant data showed that Mac sales fell 21.2% from the same period last year, Believe that the consumer is so infatuated with they buy the tablet PC, rather than a more expensive Mac computers. Some reports even claimed that smaller, cheaper iPod mini have similar influence on the size iPod sales. Because the Christmas iPhone sales not beautiful, apple shares dropped 12%, Apple Company is may lose it’s in intelligent mobile phone market dominant position. Conclusion  Since Jobs created the Apple Company and developed from 1976 to now. This company it also led to the growth of its ups and downs. And introduced Jobs grew up. Jobs don’t like bundle, when he was a student. In 1985 Apple Company had the first computer they created. At 2003 they created the first flat-panel iMac. They use an iPod that makes calls. Their original method is to modify the iPod. They tried to use track wheel as a way for users to roll call option. No keyboard, try to enter the Numbers. It is not a natural choice. At that time they had a second project in apple: A secret efforts to build a computer platform. Then the iPhone was born. Due to the mini iPod encroach on apple’s profits, Mac computer sales profit rate is low, Former CEO Steve Jobs introduced the new iPhone in January 2007. Some have attributed the decline in sales to the underwhelming launch of the iPhone 5 and the rise in other smartphones.

media singapore essays

media singapore essays Singapore. Even saying the word and some of the uninformed may still hold the belief that it is located "somewhere in China," knowing only where it is approximately. Yet this vibrant, newly industrialized city-state is in fact located close to the equator and is often overlooked on the world map; not surprising, considering it is only represented by a small dot in the South China Sea. Today, the island of Singapore has earned high acclaim for its rapid transformation from a humble trading post to the modern, technological metropolis that it has proudly become. Singapore has been described by some economists as a "modest miracle," simply because it has managed to achieve the status of an Asian business headquarters with its only resource: people. (Marshall, 1970) Despite its lacking of other resources, due to its strategic location at the southern tip of the Malay Peninsula, Singapore is a thriving business hub for Southeast Asia with an excellent communications network infrastructure. It possesses all the trappings of a successful business center with an extremely multicultural heritage, as well as an abundance of colorful and modern environment. History on this island began around the 15th century, when it became a port of call for various Malay empires ruling at the time. It was most likely favorable to them for its perfect deep-water harbor area; it is one of the worlds largest at roughly 93 square miles, and offers six gateways to the open seas. What the early settlers probably didnt care about was its rich, hilly landscape and fertile tropical forestry. The coastal region of Singapore is very smooth and rocky, easily accessible for all types of boats. They were more interested in the coastal possibilities, and perhaps with the temperate, relatively uniform climate. It is a humid and rainy island, with occasional violent winds. However, the early history wasnt documented as much for its accu...

How to Say Goodbye in Chinese

How to Say Goodbye in Chinese Learn how to politely end a conversation in Chinese by knowing the different ways to say goodbye. The most common way to say bye is å† Ã¨ ¦â€¹, written in the traditional form, or å† Ã¨ § , written in simplified form. The pinyin pronunciation is zi jin.   Pronunciation In a previous  lesson,  we learned about  Mandarin Chinese tones.  Remember to always  learn new vocabulary  with its proper tones. Lets practice by saying goodbye in Mandarin Chinese. Audio links are marked with ââ€" º. Each of the two characters of å† Ã¨ ¦â€¹ / å† Ã¨ §  (zi jin) are pronounced in the fourth (falling) tone. Listen to the sound file and try to repeat the tones exactly as you hear them. ââ€" ºÃ‚   Character Explanation å† Ã¨ ¦â€¹ / å† Ã¨ §  (zi jin) is composed of two characters. It is possible to examine the meaning of each individual character, but it is important to remember that å† Ã¨ ¦â€¹ / å† Ã¨ §  (zi jin) is used together to form a complete phrase. Chinese characters have individual meanings, but the majority of Mandarin vocabulary is made of compounds of two or more characters. For interests sake, here are the translations of the two characters å†  and è ¦â€¹ / è § . å†  (zi):  again; once more; next in sequence; another è ¦â€¹ / è §  (jin): to see; to meet; to appear (to be something); to interview So a possible translation of å† Ã¨ ¦â€¹ / å† Ã¨ §  (zi jin) is again to meet. But, again, dont think of å† Ã¨ ¦â€¹ / å† Ã¨ §  (zi jin) as two words- it is one phrase that means goodbye. Other Ways To Say Goodbye Here are some other common ways to say goodbye. Listen to the sound files and try to reproduce the tones as closely as possible. ââ€" ºmà ­ng tiÄ n jin: 明å ¤ ©Ã¨ ¦â€¹ / 明å ¤ ©Ã¨ § : see you tomorrowââ€" ºyÄ « huÄ ­r jin: ä ¸â‚¬Ã¦Å"Æ'å…’è ¦â€¹ / ä ¸â‚¬Ã¤ ¼Å¡Ã¥â€ž ¿Ã¨ § : see you later (the same day)ââ€" ºhuà ­ tà ³u jin: 回é   ­Ã¨ ¦â€¹/回å ¤ ´Ã¨ § : see you later (the same day)

Organizational Vision and Visionary Organizations Essay

Organizational Vision and Visionary Organizations - Essay Example Therefore it is true to state that vision is strategic, has a long term and lasting effect, remains there in a lengthy notion and must not change in tactical moves and directions that are adopted by the business organizations every now and then. Planning can help a particular company gain so much in accordance with its goals and objectives that had been planned and drafted but in the current times more and more attention and emphasis is making the rounds of the discussion as to whether these plans can actually deliver what was expected of them in the first place. A visionary organization would look to set its objectives in a manner which would be strategically placed and the aims within the working domains would center on relieving the short term gains for the long term benefits. A visionary organization looks at plugging the gaps that are present amongst the different departments of the business organization so that the eventual results in the form of different processes, activities and undertakings on the part of the organization are distinctive from that of its competitors and unique in its own righteous way. A visionary organization would aim to reach the top in the specified period of time since it has to be answerable to its own people, the stakeholders and more than anything else, it has to maintain its credibility of being a true player within the industry. A visionary organization takes care of the upper tier, the middle management (also known as the knowledge management) as well as the lower levels within the organization and thus sets a vision which works to the best effect of one and all within the business organization. It takes input from the stakeholders who have invested their resources in the form of time and money towards the betterment of the business organization in the first place. Lastly, this organization places a great deal of emphasis on the way customers perceive the activities of the business as well.

Narrative Exposition Essay Example | Topics and Well Written Essays - 1250 words

Narrative Exposition - Essay Example ds every single day, without knowing how much force they had in his life; simple things like taking the bus to work or to the library, cleaning up the dishes at home, everything was done in a very mundane manner because he was getting very bored with living his life. He wanted something new to be offered to him without realizing that only he could make the difference. Academics was something that his parents put a great deal of pressure upon; they had invested a great amount of money for the purpose of John’s education and thus wanted him to excel more than he personally wanted to. John was never good in studies, but he always spent time trying to make his parents happy by trying his best to get good grades. The high school he attended had a number of clubs and associations attached with its prestigious name and as students John and his friends were always encouraged to be a part of them. One fine day, an announcement was made regarding the elimination of a few clubs that did not have many members or donations to remain as part of the school and had to be scrapped off the list because of the decisions taken by a few faculty members who did not have time to invest in the same. This was a social service unit that did not have too many students as a part of it and thus the student body always urged students to join. The main aim of the club w as to help the special children or differently-abled children that lived in and around parts of the city. However, the club was never able to attract a lot of attention towards itself because not everyone wanted to become a part of a social unit designed for the welfare of differently-abled children. A few days later upon looking at the notice of this club, John and his friends went to a nearby cafe to spend some time and as they were happily sipping their lattes, John’s eyes happened to glance over a child on the street; the child seemed helpless and restless and his mother was scolding him. They entered the cafe and

Paper discussing how Langston Hughes' poetry provides a critique of Essay

Paper discussing how Langston Hughes' poetry provides a critique of relations between blacks and whites in the U.S. Based on poems I will upload - Essay Example In his essay, "The Negro Artist and the Racial Mountain," Hughes presents his views about writers and poets’ loss of racial pride stating that "no great poet has ever been afraid of being himself" (http://www.poemhunter.com/langston-hughes/biography). He continues to declare: There is an obvious distinction and a distance between the blacks and the whites in the poems of Hughes. For instance, in â€Å"The Negro Speaks of Rivers† (Meyer, 2002, p. 912), the persona speaks of his racial pride as part of humanity This significance to humanity and civilization is also reflected in â€Å"Negro† (p. 916). The very title itself is a proud affirmation of the persona’s dark skin. Stanzas 2-5 speak of the blacks as slave, worker, singer, and victim. As a slave, the black works for the whites in base positions as cleaner of the steps and boots. These are two terms that imply very low and humbling tasks. As a worker, he tells with pride that great structures and buildings could only be erected because of the blacks. As, a singer, he is allowed to voice out and express his misery. Finally, as a victim, he shows how he is tortured and killed by the whites. â€Å"Danse Africaine† (p. 917) talks of the rhythm of the beating of the tom-toms and the dancing of a veiled girl. This speaks of the African culture. Upon hearing the beat and the rhythm, the true blood of the blacks is stirred (lines 5 and 15). This stirring may speak of an awakening to get into action whether to fight or stand up for some important thing. This stirring may be alarming if the whites stay off-guard. Further, this may imply that too much discrimination may result to revolt. These lines imply being able to freely express one’s self in the open (â€Å"In the face of the sun†). This further illustrates how the blacks are hidden in the dark or are marginalized. Moreover, there is a positive description of the blacks in the following lines: Another

Employee Resistance to Organizational Change

Employee Resistance to Organizational Change Methodology/Approach The research for this study was conducted by using secondary research and primary research. The secondary research reviewed current literatures on the natural, symptoms and reasons of employees resistance to organizational change, followed by the factors affect employees resistance. The main focus of the factors reviewed on employee personal factors consists of age, gender, personality (locus of control) and educational level. The primary research was deployed though distribution of questionnaires to employees from the agribusiness organization. Findings   All of four factors including age, gender, personality and educational background shaped individual difference on the value, perception, adaptability towards organizational change. Research Limitations As the research is carried out though a big agribusiness organization which has been and are undertaking change plans, the research result may deviate due to sample size, respondents bias, past organizational change experience as well as the choice of questions. Implications The research urge the improved understanding and identification of factors effect employee resistance to change, and underlies the importance of managing workforce diversity in an organization. The research suggested management to develop a framework and theorize on how to create a climate, educate, persuade, communicate and reward employees to alter their fundamental mental psychology resistance, aim to direct and motivate them initially involve and commit to organizational change. An exploratory study on the factors of resistance to change from employees perspective Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify th e areas that need transformation. To maintain its competitive advantages,  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected factors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employees support and involvement. Employee acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employees prospective. The aim of this research is to review the factors by better understanding these which a shift in perception could occur, the paper hope to develop a framework to managers of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employees resistance to changes. To evaluate the effect of these factors on organizations future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employees perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on doing things better through a process of continuous tinkering, adaptation and modification or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital interests of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to ones existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money , ego, and power for those who resist it. Employees resist change because the associated negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at Change negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employees resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingers publication and enhance these categories with further researches, according to Prosci- A business process reengin eering directory and resource companys study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the flavor the month , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employees resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of employees interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of comm itment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employees resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employees resistance. 2.2 Factors affect employees resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employees work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employees willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employees perception towards organizational change. Fail to understand the intrinsic factors govern employees values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1 Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982-1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employees adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. OConnell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of deal, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by OConell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womens relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading others feelings than men averagely in his book pub lished in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that Women focus on relational aspect of how to do things,  while men tend to be expected to think what to do. It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womens secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits (Locus of Control) Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individuals differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employees likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the personality is a determinate of individ ual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred as determinism to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employees educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employees personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employees openness to change. However the limitation of his research was lack of variation in respondents education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit organization change with more positive thinking of why the change is needed, hence the resea rch intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employees more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employees resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employee personal factors. The factors focus on the employees adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondents bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. The result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. This is in contrary with literatures presented earlier on which Laura L. Carstensen et al. (2000) found that the periods of highly positive emotional experience were more likely to endure among older people. While elder people emphasize working value on the obedience of chain of command and organizational loyalty to commit the work instead of resisting and challenging hierarchical order (Hui-Chun, Yu and Peter Miller, 2003). All the earlier findings demonstrated elder people are more adaptable and emotional stable to organization change, yet this research findings reflect an even more complicated relationship between age and resistance level. The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express t