How The Cherokee Nation Can Overcome Generational Ptsd

Kristin Quick Term Project 3-7-2016 How the Cherokee Nation Can Overcome Generational PTSD. The Removal Act of 1830, that forced the Cherokee Indians from their homelands with just the clothes on their backs have created tragic effects which have continued to be passed down from generation to generation, causing a near loss of the Cherokee culture. In 1838, the United States Military utilizing surprise attacks, snatched Cherokee families from their homes, work, and play at bayonet point to face a journey of over a thousand treacherous miles known as the â€Å"Trail of Tears† to unprepared land. The Cherokee faced great personal loss that caused a lasting impact on their lives as they were forced to live on new Indian Territory in what is now Oklahoma (Wallace 1993). As a result of the brutal forced removal of the Cherokee Indians they now face tragic psychological and emotional problems. Cherokee families today face self-destructive behaviors such as drug and alcohol abuse, physical and sexual abuse, and the inability to express feelings and maintain healthy relation ships due to the unresolved anger they have towards the loss of their land and culture (Wallace 1993).The Cherokee people fought against the Army of the United States and lost, but their loss is now our collective loss as the numbers of Cherokee people with Post Traumatic Stress Disorder are rising throughout the Cherokee culture. The Cherokee culture was forever changed when white settlers found gold on Cherokee

Rhetorical Analysis Of `` The Best Argument Against Gay...

Rhetorical Analysis Robert George is a Princeton professor, an adamant dissenter of same-sex marriage, and was a strong supporter of Proposition 8. One of the most prevalent arguments used by Robert George to combat same-sex marriage was the â€Å"’common procreation’ rationale† which was the idea that marriage should strictly be heterosexual due to the ability to procreate (401). On December 13, 2010, Slate.com published an article called â€Å"The Best Argument Against Gay Marriage: And Why It Fails.† This article was a counterargument made by Kenji Yoshino, a New York University Law professor. In this article, Yoshino states that Robert George and his co-authors’ argument that gay marriage should be banned due to same-sex couples’ inability to procreate is invalid because it is statistically flawed and it makes unintentional attacks on certain groups of opposite-sex couples. Yoshino’s strongest asset in his counterargument is his blatant sarcasm. Yoshino writes using a very simplistic sentence structure. His sentences tend to be very short, succinct, and somewhat digestible to the average reader. This simplicity may be indicative of Yoshino’s attempt to connect with a wider audience rather than taken as sarcasm, but his word choice says otherwise. Despite writing in a very simplistic fashion, Yoshino maintains an air of formality by using more sophisticated diction. Instances of this can be seen when he refers to George’s argument on â€Å"sexual exclusivity,† the â€Å"secular argument†Show MoreRelatedRalph Ellison s Invisible Man1210 Words   |  5 Pagesglobalization—has made many yearn for the past, when things were more â€Å"normal† and less diverse. Understanding the destructive nature of this human tendency, Ralph Ellison, through the experiences of his narrator and through the use of rhetorical devices, weaves his argument against conformity and for diversity in his critically acclaimed work, Invisible Man. 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Employee Behavior Free Essays

A proper understanding of employee behavior in a workplace is key to maximizing the potential of an organization. Proponents of scientific behavioral approach argue that the use of scientific methods in dealing with employee productivity in an organizational set up is the key to success. Behavioral- science approach theorists, Mary Parker Follet, Hugo Munsterberg and Elton Mayo laid much emphasis on the human and psychological factors which are likely to affect the workers. We will write a custom essay sample on Employee Behavior or any similar topic only for you Order Now Considerable notions of these theories illuminate employee relationship and motivation, information processing and organizational development. The trio is considered the founders of organizational psychology and behavioral approaches in the theories of management.Follet is an American social worker, a pioneer in the organizational theory and organizational behavior fields also a management consultant. Her theory criticized the poor handling of employees and argued that managers should stop being authoritative but instead, grant their employees the freedom to collaborate, socialize and work in teams with minimal supervision. Munsterberg, on the other hand, argued that hiring of workers with the right personality and mental capabilities for performing certain jobs is key. Moreover, increased employee motivation, job performance, and employee retention are very imperative. His theory suggests that matching of the correct jobs and skills to employee personality very significant for the employee performance. Elton Mayo, who started human relations movement is best known for Hawthorne studies which were conducted at the western electric company. His theory was based on the soft ways for successful management. He recommended that individual’s work performance depends on both social matters and job satisfaction. He contributed significantly to behaviorism movement in the management field. However, despite criticisms from other proponents such as Marx, Weber, and Taylor, modern behavioral pioneers, Follet, Munsterberg and Mayo contributed immensely to the modern viewpoints in management. Their arguments that successful management stems from understanding how best to treat and motivate employees upholds. Furthermore, application of the theories has made employees become more efficient in their jobs.Q2: Organizational structureOrganizational structure defines how organizational activities are coordinated, and directing supervisions of the allocated tasks towards the achievement of organizational goals. Major types of the organizational structure include functional, divisional and matrix. Functional structure refers to the grouping of the organization departments according to purposes. It is useful for small organizations with flexible departments which can solely rely on the skills, talents, and knowledge of employees. Divisional structure is used by large organizations which operate in different geographical areas. The organization is divided into divisions which areas separately managed towards achieving the common set goals. It is useful in the sense that its desires can be met rapidly and more specifically since each division operates independently. Last but not least is the matrix organizational structure. This forms a combination of both functional and divisional structures. It is typically used in large multinational organizations and enjoys the benefits of both functional and divisional structure under one umbrella.Q3: Personality testEveryone in a workplace possesses different personalities. The use of personality test immensely employs the use of the big five personality traits which includes openness, extraversion, agreeableness, conscientiousness, and neuroticism. In a workplace, personality traits can help in revealing strengths and weaknesses of the employees. Moreover, it helps in determining levels of emotional intelligence among employees, a key tool for effective communication. In addition to this, personality traits help in creating awareness and enhancing excellent teamwork among employees. Finally, personality traits it helps in promoting a deeper understanding of employee capabilities based on their strengths and capabilities, thus making it easier to delegate the duties. Q4: Perceptional DistortionsPerceptual distortions refer to the variations of a person’s response to a stimulus from the common perception. Majorly, it occurs as a result of intellectual biases of an individual. The major causes of perceptual distortions include but not limited to stereotyping, halo effect, pre-deposition, recency effect, pre-deposition effect, primacy effect, and prejudice. An example of perceptual distortion is that of an individual who is suffering from anorexia and holds a biased self-image. Such people see their bodies as overweighed and unsightly whereas others perceive them as the undernourished as well as underweighted. Q5: Impression Management Motives and Basic Governing FactorsImpression management refers to a self-presentation system which focuses on improving a person’s image in the eyes of others. Typically, it refers to a process in which people attempt to influence the perception of others. Managers synonymously implement the use of impression management to present themselves to their employees, the public and to their peers as a way of impelling the insights of their appearance. The underlying motives and basic governing factors of impression management culminates in the awareness of being a potential monitoring instrument and the kind social status. Additionally, cultural norms, personal goals, and social perspectives form other impression motives and governing factors for managers. The duo reveals the assertions, which leads to a dynamic way of presentational aspects. Managers tend to impress their employees, peers and the public through the types of clothes they put on, which have specific designs and fashions. Politicians wear nice suits, carries an expensive suitcase and move inexpensive cars so as to impress the public as they woe for votes. Christianity is another strategy used by managers to impress peers and the public alleging that their ways are pure. Q6: Workplace StressStress refers to a hypersensitive response of the body to any kind of emotional strain. It occurs as a result of personal conflict between the job workload or demands and the little amount of time an employee has to meet these demands, hence lack of control. The common demands that may lead to stress in the workplace include poor organization of the work, poor work design, poor working conditions, poor management and lack of supervisory support. Moreover, job monotony and excessive workload are also sources of stress in a workstation. The general responses to stress that can be experienced are majorly classified into physical, Emotional responses. Physical stress occurs in the general body and includes pains, aches and other diseases that may be caused by stress. Physical stress is accompanied by frequent headaches, chest problems, back pain and aching stomach. It is also characterized by insufficient sleep and high blood pressure. On the other hand, Emotional responses are experiences involving feelings and thoughts during stressful circumstances. Such responses include depression and anxiety, withdrawing socially and becoming more forgetful. Anger, lack of focus and becoming more restless are other emotional responses to stress. Too much stress is fatal and prevention measures should be put in place. In order to deal with stress, one should first trace the origin and know the causes of stress and develop healthy responses to curb the situation. Relaxing the mind and having sufficient sleep are important techniques suppressing stress. Avoid being lonely, talk to other people and seek for their help. Finally, talking to the supervisor about the stressing issue can help solve the situation. This can be perfected by improving working conditions. How to cite Employee Behavior, Papers Employee Behavior Free Essays Proper understanding of employee behavior in a workplace is key to maximizing the potential of an organization. Proponents of scientific behavioral approach argue that, the use of scientific methods in dealing with employee productivity in an organizational set up is the key to success. Behavioral- science approach theorists, Mary Parker Follet, Hugo Munsterberg and Elton Mayo laid much emphasis on the human and psychological factors which are likely to effect the workers. We will write a custom essay sample on Employee Behavior or any similar topic only for you Order Now Considerable notions of these theories are employee relationship and motivation, information processing and organizational development. The trio are considered pioneers in the field of organizational psychology and behavioral approaches in the theories of management. Follet is an American social worker, a pioneer in the organizational theory and organizational behavior fields also a management consultant. Her theory criticized the micromanagement of employees and argued that, managers should stop being authoritative but instead, grant their employees the freedom to collaborate, socialize and work in teams with minimal supervision. Munsterberg, on the other hand argued that hiring of workers with the right personality and mental capabilities for performing certain jobs is key. Moreover, increased employee motivation, job performance and employee retention is very imperative. His theory suggests that matching of the correct jobs and skills to employee personality very significant for employee productivity. Elton Mayo, the founder of human relations movement is best known for Hawthorne studies which was conducted at western electric company. His theory was based on the soft ways for successful management. He recommended that individual’s work performance depends on both social matters and job satisfaction. He contributed significantly on behaviorism movement in the management field. However, despite of criticisms from other proponents such as Marx, Weber and Taylor, modern behavioral pioneers, Follet, Munsterberg and Mayo contributed immensely on the contemporary management perspectives. Their arguments that successful management stem from understanding how best to treat and motivate employees upholds. Furthermore, application of the theories has made employees to become more efficient in their jobs.Organizational structure.Organizational structure defines how organizational activities are coordinated, and directing supervisions of the allocated tasks towards the achievement of organizational goals. Major types of organizational structure includes functional, divisional and matrix. Functional structure refers to grouping of the organization departments according to purposes. It is useful for small organizations with flexible departments which can solely rely on the skills, talents and knowledge of employees. Divisional structure is used by large organizations which operates in different geographical areas. The organization is divided into divisions which areas separately managed towards achieving the common set goals. It is useful in the sense that its desires can be met rapidly and more specifically since each division operates independently. Last but not least is the matrix organizational structure. This forms a combination of both functional and divisional structures. It is typically used in large multinational organizations and enjoys the benefits of both functional and divisional structure under one umbrella. Personality test Everyone in a work place possesses different personalities. The use of personality test immensely employs the use of the big five personality traits which includes openness, extraversion, agreeableness, conscientiousness and neuroticism. In a work place, personality traits can help in revealing strengths and weaknesses of the employees. Moreover, it helps in determining levels of emotional intelligence among employees, a key tool for efficient communication. In addition to this, personality traits helps in creating awareness and enhancing excellent team work among employees. Finally, personality traits it helps in promoting deeper understanding of employee capabilities based on their strengths and capabilities, thus making it easier to delegate the duties. Perceptional DistortionsPerceptual distortions refers to the variations of a person’s response to a stimulus from the common perception. Majorly, it occurs as a result of intellectual biasness of an individual. The major causes of perceptual distortions includes but not limited to stereotyping, halo effect, pre-deposition, recency effect, pre-deposition effect, primacy effect and prejudice. An example of perceptual distortion is that of an individual who is suffering from anorexia and holds a biased self-image. Such people see their bodies as overweighed and unsightly whereas others perceive them as the undernourished as well as underweighted. Impression Management Motives and Basic Governing FactorsImpression management refers to a self-presentation system which focuses on improving a person’s image in the eyes of others. Typically, it refers to a process in which people attempt to influence the perception of others. Managers synonymously implement the use of impression management to present themselves to their employees, the public and to their peers as a way of influencing the perceptions of their appearance. The underlying motives and basic governing factors of impression management culminates on the awareness of being a potential monitoring instrument and the kind social status. Additionally, cultural norms, personal goals and social perspectives forms other impression motives and governing factors for managers. The duo reveals the assertions which leads to a dynamic way of presentational aspects. Managers tend to impress their employees, peers and the public through the types of clothes they put on, which have specific designs and fashions. Politicians wear nice suits, curries an expensive suitcase and move in expensive cars so as to impress the public as they woe for votes. Christianity is another strategy used by managers to impress peers and the public alleging that their ways are pure. Workplace Stress.Stress refers to a hypersensitive response of the body to any kind of emotional strain. It occurs as a result of personal conflict between the job workload or demands and the little amount of time an employee has to meet these demands, hence lack of control. The common demands that may lead to stress in the workplace includes poor organization of the work, poor work design, poor working conditions, poor management and lack of supervisory support. Moreover, job monotony and excessive work load are also sources of stress in a workstation. The general responses to stress that can be experienced are majorly classified into physical, Emotional responses. Physical stress occurs in the general body and includes pains, aches and other diseases that may be caused by stress. Physical stress is accompanied by frequent headaches, chest problems, back pain and aching stomach. It is also characterized by insufficient sleep and high blood pressure. On the other hand, Emotional responses are experiences involving feelings and thoughts during stressful circumstances. Such responses include depression and anxiety, withdrawing socially and becoming more forgetful. Anger, lack of focus and becoming more restless are other emotional responses to stress. Too much stress is fatal and prevention measures should be put in place. In order to deal with stress, one should first trace the origin and know the causes of stress and develop healthy responses to curb the situation. Relaxing the mind and having sufficient sleep are important techniques suppressing stress. Avoid being lonely, talk to other people and seek for their help. Finally, talking to the supervisor about the stressing issue can help solve the situation. This can be done improving the working environment and the working conditions. How to cite Employee Behavior, Papers

Organizational Theory Refers To the Approaches Used To Analyze

Question: Organizational Theory Refers To the Approaches How to Use To Analyze? Answer: Introduction Sport organization is organization that can be private, public or organization that provide products and services to sport organization. Sport organization according to Smith and Stewarts (2010), is unique owing to products it offer to its unique sport industry. There are many sport organizations that operates at the country level or global platform. In Australia for instance, some of the sport organizations are the Australian Olympic Committee, the Australian Sports Commission and Nike, Inc to name a few. The main focus of this paper is Nike Inc as sport organization that operates in Australia and globally. To study sport organization theory, some organizational aspects such as goals, structure, effectiveness, efficiency, alliances and organizational changes. Moreover, this paper seeks to provide best considerations that can be made to realize good strategic position for a better performance of sport organization (Smith Stewart, 2010). The following paper there for presents organiz ational analysis of Nike, Inc as sport organization. Organizational Theory and Research Nike Inc is a sport organization since the organization manufacture and sells athletic footwear, apparel and sport equipments. According to Slack (1993), a sport organization is an organization that can be commercial, public or provide sport services and sport product to sport organization. Nike Inc as a sport organization is one of the largest supplier of sport wares and equipments. In addition, Nike sponsor many athletes sport teams around the globe making Nike to be one of the leading sport organization. Specifically, Nike works in all ways to inspire athlete and other sport teams into achieving their goals through supply of sportswear and other sport equipments. This implies that Nike as sport organization does everything to change lives of athletes mostly through sponsoring athletes (Greenwood Miller, 2010). Nevertheless, Nike keeps spirit of inspiration beyond the cultural boundaries to assist needy athletes achieves their aspiration. Nike Australia is semi-autonomous subsidia ry branch of the global Nike Corporation. Nike Australia is typically sport organization due to its commitment in designing, manufacturing and supply of sportswear to various Australian teams. According to Smith and Stewarts (2010), sport industry is unique since the product or services that are offered to clients are idiosyncratic in nature. Moreover, sport organization designs as presented in this article are form of different configuration. The uniqueness of sport industry has peculiar effect on Nike Inc. Nike being sport organization is concerned with sportswear that is directly connected to specific team or sport organization. Nike designs sportswear that is specific to individual, team or specific sport. Nike exists in the sport business context that turn billions of dollars to annually. To realize this unique feature of sport industry, Nike has a complex management system owing to its marketing strategy. Nike for instance is governed by the customers ideology, culture and emotional experience of specific team. As an organization Nike has change since its inception to fit different context in the sport realm (Chelladurai, 2013). For instance Nike name was changed fro m Blue Ribbon Sports to Nike so as to inspire more people. Organizational theory refers to the approaches used to analyze and study an organization while organizational behavior refers to the interaction of various people within an organization. Firstly, to understand organizational theory used in Nike Inc can be best described with rational system perspective theory since the organization is goal specific and all its activities are goal oriented (Skirstad Chelladurai, 2011). This implies that the inspirational goal that Nike displays in its mission acts as the guideline for designing, manufacturing, distribution and selling of sportswear. Nike applies scientific study to design its products this is evidence through its investment in laboratory and research services to ensure good quality products. Secondly, Nike presents a unique organizational behavior in its organization cultural and practice principle. Nike has the swoosh logo that symbolizes companys global leadership. This implies that Nike is like an artificial person. Nike operates under the principle of simplicity of duty while specializing on global Nike representation (Repenning, 2002). Critical thinking involves the mental thinking on a phenomenon from different perspective. Critical thinking enables intent to explore, explain or describe a certain phenomenon as basis of research. Aspects of critical thinking therefore assist in learning, research and understanding a problem. Interdisciplinary approach is currently the focus of critical thinking as it helps draw knowledge and skills from the disciplines involved. Critical thinking also plays an important role in sport organization. According to Shilbury (2012), critical thinking enables sport organization to assess various problems that exist in an organization from different disciplines. In this sense, interdisciplinary approach to critical thinking assist the organization examine its beliefs and culture using research, information system and human resource. Nike as a model sport organization has utilized critical thinking in various fields. Coming up with good laboratory research, different brands, various athlet e sponsoring programs and kids support in Nike shows interaction of various disciplines to achieve the best results. In addition, to analyze the dynamics of sportswear market one needs to critically think before designing sportswear. Finally, a problem may exist in an organization that does touch many departments such as production; designing, manufacturing and distribution of product, to examine this problem from a sing perspective show little success therefore, interdisciplinary approach (Greenwood Miller, 2010). Goals, Effectiveness and Structure Nike goals Nike has goals such a Minimize environmental footprint, transform manufacturing and unleash human potential. Firstly, Nike as international organization has environment sustainable goal as a result Nike seek to dig deep into water, chemistry, energy and waste to understand environment. To realize environmental goal Nike explores supply chain with the view to indentify and impact environmental resources and reduce depletion. Secondly, it is the goal of Nike to transform manufacturing sector through use of modern technology. Nike does not concentrate only on its manufacturing sector but also collaborate with other factories that implement current advance technology in production of sportswear. Thirdly, another goal that guides Nike performance in the sport industry is unleashing human potential. This goal also form part of Nike mission that seek to identify potential and inspire different athletes throughout the world. Nikes mission enables the organization to encourage people weather on track sports, field or court to realize their full potential (Lim, 2017). Importance of Nikes goals Nikes goals are important as it act as the driving force that propels the organization to achieve its beliefs, aspiration and objectives. The overall mission of the organization is interconnected to companys cultural beliefs that are making the organization to achieve its goals. The management uses the Nikes goals to assess its performance over time, this is particularly important for continuous performance of organization. To realize the objectives of organization, Nike uses some other short term goals that should be met over time (Todd, Sitthichok, Mottus, Mihlan Wing, 2008). Effectiveness The scarcity of resource in organization makes Nike to resolve competing goal based on level of importance. For instance, to achieve sustainable goal and transforming manufacturing sector there is need to resolve between this two goals level of priority is considered. The overall goal of sustainability and inspiration are also competitive yet the mission of Nike is to inspire all sporting industry therefore, Nike mostly concentrates on sponsoring athletes than other goals. Effectiveness refers to the extent that organization can attain its goal using less effort and resources while efficiency is the level of attainment of goal that organization can boast of without failure. To be effective Nike normally collaborates with government sport organizations responsible for team (Shilbury Moore, 2006). Nike teams with various governments for instance to produce the best design, Nike together with Australian government designed Australian team trailblazers that reflect spirit of nationalism . Efficiency of Nike is displayed in manner which Nike sign contract with other organizations. For instance, the contract between Australian sport commission and Nike has yield best team software since 1970s and is enhance by Nikes technologies (Gerrard, 2016). Effectiveness and efficiency play an important role in data collection, analysis and checking data quality. Firstly, efficient data collection is where data on phenomenon is collected, analyzed and its quality checked using the minimal resources and time. Effectiveness of data collection on the other hand is the collection of data, analysis and check of data quality without error, failure hence successful (Herman Renz, 2008). Nikes Organizational Structure Organization structure refers to composition and design system that is applied to interconnect employees groups or departments in a business. Complexity of Nikes organization is due to the global focus though the management is based in Nikes headquarters in United States of America. Organization structure of Nike composed mainly of Nikes need in global and regional market. Therefore, Nikes organization can be global leadership, geographical semi-autonomous division and global division for converse and brand licensing. Firstly, Nike is purely managed through corporate leadership with global focus and this is evidence in global activities such as Global Sport Marketing to release new software. Secondly, Nikes market is divided semi-autonomous division depending on the geographical regional, for instance Australian division that operates in Australia (Stewart, Nicholson Dickson, 2005). Thirdly, Nikes global agenda can be divided into two namely converse brand and brand licensing. One d ivision is responsible for licensing brands and the other Nike division is responsible for operation converse subsidiary brand of Nike. To manage complexity in the organization structure methods such as strategic approach, rationalize product or service line, goal alignment and process streamline. Firstly, to manage complexity of organization structure, the strategic approach seeks to make clear the organizations strategy (Groysberg Abrahams, 2014). For instance, Nike Australia clearly outlines its strategy due to its semi-autonomous operations and this makes it survive despites Nikes complexity in the global perspective. Secondly, product or service streamline is a method that enables company to remain with products such as athletes sportswear in the case of Nikes that add value to the organization as oppose to many products that does not brings profit to the company. Thirdly, streamlining of company process such as designing, manufacturing, distribution and marketing of sportswear and equipment are streamline to minimize time wastage and exhibit effectiveness or efficiency in organization. Finally, when the compan y is goal oriented all operation are towards attaining set goals and this help manage complexity in the organization structure (Andersen, 2016). Tradeoff for cost and benefit refers to the evaluation of cost and the revenue that can potentially be got from a certain project. Nike for instance, in December 2013 experience negative year in Australia. There was decline in sales growth accompanies by declines in profits and market share due to the overall effect of unbalance supply-chain and strong dollar. To rectify the situation Nike decided to increase mid-price footwear and apparel lines and decrease the expenses. In addition, Nike has to control and check the calculation cost of capital. Nike organizational design can be termed as divisionalized form since Nike is autonomous organizations that are generally larger and older. Nike Australia is autonomous subsidiary organization that is branch of the global Nike Company. Nike Australia as sport organization operates on its own though is little controlled by management at the headquarters in United States of America (Smith Stewart, 2010). Strategy Strategic Alliances Nike applies business strategy level that is based on its mission, operation strategy and transformational strategy to be competitive. Firstly, it is worth noting that the business strategy that Nike utilizes is based on its mission to inspire, motivate and unleash potentials of athletes. To do this Nike identify those individuals with potential and encourage or sponsor them to motivate them realize their potentials (Smith Stewart, 2010). Secondly, Nike utilizes its operational strategy that displays its global operative goal. Nike though has subsidiary branch in Australia its main headquarters is in United States from where its operation is directed. Therefore Nike has global scope that makes it competitive in the global market. Thirdly, Nikes transformational strategy aim to transform the manufacturing sector of the sport industry. To be competitive, Nike applies new technology not only at the organization level but also contract factor that it works in collaboration with. It is q uite clear that the strategy that Nike chose has made it competitive in the sport industry to its main competitor Adidas (Gerrard, 2015). Nike, Inc also combines the three types of strategies to achieve growth, stability and defensive strategies. Firstly, Nike, Inc utilizes growth strategy that emphasize on growth of organization. This strategy mostly focuses on decentralizing operation into different countries or regions. An example is establishment of Nike, Inc Australia subsidiary branch. Secondly, stability strategy is seen in Nike, Incs good cooperate management agenda. Nike, Inc focuses in various sport activities through the world due to its stability. Thirdly, Nike, Inc as a unique defensive strategy that works in changing underperforming products or business units. Platform strategic approach is business competitive approach that involve building platform that lifts the business thus it can outcompete other businesses. Nike best fit with platform approach and this is Nikes ability to diversify its products to crate platform on which other competitors will sail (Skirstad Chelladurai, 2011). Nike needs to develop new products that are unique and totally different from products of its competitors such as Adidas so as to set platform for interactions. For instance, Nikes innovative production of HyperAdapt lacing that combine use of electrical and mechanical engineering to produce footwear that idiosyncrasies in lacing or tension. This product set platform that many competitor has to climb for interaction. This provide Nike with competitive advantage since Nike being the inventor of the footwear all companies that also wish to use the product will have to get permission from Nike. Furthermore, Nike will produce much more products of this kind unde r low cost because of its advance knowledge about the product (About.nike.com, 2016). Before forming alliances there are some considerations that need to be met before partnering with other organization or before forming alliances. Some of these include: strategic and cultural fit between the two allies, each partners contribution to the alliance, the main project and scope of alliance, alliance structure and alliance termination process (Miner, 2006). Firstly, before entering partnership with other organizations there is need to access the cultural and fit strategic fit between one organization and another. For instance for Nike to enter into alliance with Australian Sport Commission, cultural and strategic fit should be checked to avoid future misunderstandings. Secondly, each contribution of allies in the partnership is critical before forming alliances (Robbins Judge, 2007). Contribution of partners will assist in determining what each business gain in the partnership. Thirdly, the main project and its scope in also important aspect of agreement as this play role in signing of deal between businesses. It important for businesses that are involved in the alliance to outline the project to be done during partnership with clear scope as this protects any party from exploit. Fourthly, alliance structure and alliance termination procedure are also important considerations that need to be made before entering agreement with any allies. In case of misunderstanding within the partnership, steps that are involved to terminate the alliance is critical to the agreement. On selecting organization to partner with Nike as an organization, the organization will only enter into alliance with businesses that are strategically congruence to Nike. It is also clear that the alliance will be based on good cultural practices that can fit the organization. Therefore, if there are clear, understandable or beneficial projects that will add value to the organization then alliance will be considered. As an organization, one of Nikes strategies is to transform the sport manufacturing sector through application of current technology in partnering factories. Moreover if the factory culturally fit to Nike then dealing becomes easy (About.nike.com, 2015). Sport Organizations and Change Changes are evitable in an organization with some may take strategy changes or isomerism changes. There are different changes that has occurs in Nike Inc since its inception. For instance Nike that was originally called Blue Ribbon Sports changed its name from Blue Ribbon Sports to Nike and eventually to Nike Inc in 1971. These changes can be in the line of production internal and external environmental pressures (Hollister, 2008). There are changes that can take place in an organization some of this change are isomerism such as coercive, normative and mimetic processes. Coercive are changes that result from pressure amounting from organization that company depends on (DiMaggio Powell, 1983). Nike Australia to some extent depends upon the Nike global organization, due to the mounting pressure from global Nike organization to perform better. Nike Australia moreover works in collaboration with Australian Sport Commission and Australian Olympic Committee in acquisition of software for various teams in Australia. Forming alliance with these organizations creates pressure for Nike to deliver quality products to its stakeholder for examples Socceroos team (Stewart, Nicholson Dickson, 2005). Secondly, normative pressure is caused by professions norms in an organization. For Nike to operate in Australia there is need for professional certification from the government of Australia. Hiring of employees also result in p rofessional normative process due to requirement before hiring. Thirdly, mimetic process arises through uncertainty that encourage imitation and this can be migrating employees from organization that produce similar products. When employees from other sport organizations such as Adidas are employed in Nike Australia, their employment may bring diffusion of cultural practices from their former employer in Nike. Management need to take care for Nike not to start mimicking the strategy of a different organization (Slack Parent, 2006). Organizational changes can lead to changes in the organization structure since its inception. Effective changes in the organization management enable management to integrate the changes pressure and pressure. Leaders on the other side when invest in managing structural changes realize successful and sustainable change using less resources and time (Skirstad Chelladurai, 2011). This changes has direct or indirect effect on pace, sequence and linearity through which changes occur. Firstly, paradox of changes in organization structure focus on low time period at the early period with most of time allocated at the end of change. The pace seems to be very fast yet the top load appear at the implementation stage leading to more energy and resources while return on the investment decrease. Secondly, the sequence of change involves defining these changes, engaging the management, implementing these changes and maintaining changes. Thirdly, according to Irwin and Ryan (2013), the linearity o f paradox of change theory involves downward energy expenditure movement on one side with upward movement in return on investment. Nike organization has strategically responded positively to institutional pressure and displays impressive tactics. Firstly, Nike responded strategically to pressure mounting from the government of Australia through legitimization of operation in acquiring license and trade regulatory requirement in Australia. Secondly, the normative process of change can be visible in the innovative strategy implementation that allows Nike to use professional approach in its production of software. Currently, Nike Australia has rolled out program that facilitate hiring of employees based on professions norms. Thirdly, mimetic process occurs in Nike with the invention of HyperAdapt technology that mimics electrical and mechanical engineering devices contrary to its initial footwear. The decision to implement this technological innovation leads to strategic changes in organizations competitive strategy (About.nike.com, 2016). Nike Inc is strategically competitive organization both at the country level and at the global market. The strategic structure of Nike is based mainly on its mission and goals. Recently, advancement in technology is the main strategic shift that has been experience in Nikes overall focus. Initially, Nike focus on motivation and inspiring athletes yet in the recent years Nike has changes its strategy competes on platform basis. Nike therefore has strongly invested in electrical and mechanical engineering to produce technologically advance footwear for athlete that will make the company compete favorably in the global market (Colbert, Yee George, 2016). This change in strategic took the management paradox theory of structural change in organization. In addition, to implements these changes the Nike, Inc had to yield to pressure from partnering sport organization such as the Australian Olympic Committee and the Australian Sports Commission in Australia. This resulted in high return on investment contrary to the low energy expenditure experience in development and implementation of changes. There are some tactics that are used by Nike, Inc to remain competitive in the external market. Some of this tactics include sponsoring team partnership and environmental sustainability. Due to the pressure that is experienced by Nike, Inc, Nike, Inc sponsor teams and individual athletes from Australia within their Australia regional operation as a way to attracts corporation from local government. Partnership with government sport agencies is critical for competition of Nike, Inc in Australian sport industry. For instance, partnership between Nike, Inc and Australian soccer team made lead to supply of team sportswear. Finally, Nike, Inc has come up with environmental sustainable approach that focuses on environmental management to reduce depletion of resources (Kim Mauborgne, 2005). Conclusion In conclusion, sport organization refers to any organization that participate in sport, gives consultant service to sport organization or deals in software and equipments. Nike, Inc as sport organizations has motivated athletes through sponsoring and provision of sportswear. It is clear that Nike, Inc marketing and organizational strategies are founded on its mission to inspire or motivate athletes, sustainability and transformation of sport industry. Nike, Inc utilizes business organizational approach to be competitive in the external environment. In addition, Nike, Inc has come up with platform approach of competition through application of technologies to develop new product platforms. The discoveries and innovative nature of Nike, Inc product design or production gives the company competitive advantage over its competitor such as Adidas. Nike, Inc as an organization has realized changes since its inception that alter it strategies and isomorphism. To explore more changes realized in the structure of organization the theory of paradox of changes best describe these changes. Reference Alstyne, M. V., Parker, G. G., Choudary, S. P. (2016). 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