Russian Revolution And The Soviet Revolution - 1238 Words

For over three hundred years, Russia had been controlled by an autocratic government known as the tsarist regime. This empire was ruled by a series of tsars who had absolute dictatorship over the country. (BBC, 2014). From around the time of Peter the Great s reign, the empire began to impose its will on the people with absolute disregard for their lives and liberty. This incorporation of force caused repression and unrest amongst the people and the Russian Revolution was essentially an outburst from this. (Columbia Encyclopedia, n.d). The Russian Revolution consisted of two separate strikes in 1917, the first of which overthrew the imperial government and the second strike which placed the Bolshevik party in power. The Russian Revolution evidently brought a drastic transformation to the government, society and economy of Russia. The communist party who took power over Russia did evidently improve the economy and reshape the military forces which proved vital for Russia in WW2. (Quiz let, 2015). Overall, the Russian Revolution was beneficial to the country s development. Today, in modern history we credit Vladimir Lenin for the Revolution s succession. However, many people forget to acknowledge the role played by Leon Trotsky who stood by Lenin s side throughout the Revolution. I believe that Leon Trotsky and his actions during the Russian Revolution were essential to the security of the revolution and therefore his overall impact and status is heroic. Leon TrotskyShow MoreRelatedThe Russian Revolution And The Soviet Revolution Essay1196 Words   |  5 PagesTsar to Soviets: The Russian People and Their Revolution, 1917-21. London: UCL Press, 1996. Read, Christopher. From Tsar to Soviets: The Russian People and Their Revolution, 1917-21. London: UCL Press, 1996. pp. 6, 63. Christopher Read, the author of the book From Tsar to Soviets: The Russian People and Their Revolution, 1917-21, is a professor at the University of Warwick in Europe. Read teaches twentieth-century European history. He specializes in the social history of the Russian Revolution andRead MoreThe Russian Revolution And The Soviet Revolution1295 Words   |  6 Pages†¢ Following the Second World War, complications arose centering on the shifting of international power. The Soviet Union wanted to acquire additional territory, while the United States attempted to limit the gains desired by the soviets. This battle of ideology has resulted in an increase in National security, Diplomatic tension and Proxy wars between the two powerful nations.For over three hundred years, Russia had been controlled by an autocratic government known as the tsarist regime. This empireRead MoreThe Russian Revolution And The Soviet Revolution1749 Words   |  7 PagesIn 1917, two revolutions completely changed the constitution of Russia. The Russian Monarchy was removed from power, placing Lenin and the Bolshevik party as the head of the newly formed Soviet Russia, resulting in the formation of the world s first communist country. Traditional culture of the Imperial Russia was cast aside and a new Soviet culture began to take shape. The rise of the Bolsheviks ensued major reforms which predominantly focused on wide spread cultivation and spreading of Marxist-LeninistRead MoreThe Russian Revolution And The Soviet Revolution1298 Words   |  6 PagesMoreover, the Russian Revolution was the outcome of the communist party wanting to have complete control over the citizens in Russia. They displayed this idea with their thoughts about removing the practice of religion. They saw religion as an â€Å"opium,† for they believed it caused the people to be inactive –mainly the working class (Brose, 167). For they saw religion as a malicious idea, which caused them to see churc hes as a danger to the bourgeoisie because they believed that the proletarians wereRead MoreThe Russian Revolution Of The Soviet Union1654 Words   |  7 Pages The Russian Red Army liberated Berlin from Nazi dominance and control in 1945, installing their own governmental ideologies, social, economic, and political terms. Contracting postwar governments, in the post war period immediately after the war known as Zero Hour. Once the Russians liberated Germany any type of governmental stability and law/order just deteriorated. In its wake building East Germany to become known as the German Democratic Republic (GDR) under the control of the Soviet UnionRead MoreThe Russian Bolshevik Revolution And The Soviet Revolution1578 Words   |  7 PagesRevolution provides some of the most dynamic and complex parts of history. New countries and governing systems arise from revolution, and these changes not only affect said countries, but also the rest of the world. In the case of the Russian Bolshevik Revolution, the political changes that occurred sent the rest of the world into panic, as they sensed a dangerous threat to their political and social systems. With social and political issues tracing back to 1891, the conditions of Russia in 1917Read MoreRussian Politics Final Questions On The Soviet Revolution3732 Words   |  15 PagesScott Talentino Robert Nalbandov Russian Politics Russian Politics Final-Questions 1 3 Question 1-What were the most important causes of the fall of the Tsarist regime and its replacement by a â€Å"Socialist† system? Throughout various episodes in history, multiple variables contribute to the rise and collapse of different regimes. During the later stages of the Romanov dynasty in Russia, the Tsarist regime teetered towards collapse and eventually faced its demise due to a plethora of factorsRead MoreLeon Trotsky s Influence On The Soviet Revolution1496 Words   |  6 Pagesrevolutionary who played a leading role in the 1905 Revolution, in the eventual Communist Revolution of October 1917, and in the Russian Civil War. Without Trotsky’s impact in the Russian Revolution, the Bolsheviks would have been defeated. His own beliefs on Marxism combined with his intellect made Trotsky a target and influential leader in the Soviets. From his studies on Marxism, he created Trotskyism, a Marxist ideology based on the theory of permanent revolution. Also, his organization-building skills andRead MoreThe History of the Russian Revolution Essay1235 Words   |  5 PagesThe Russian Revolution is a widely studied and seemingly well understood time in modern, European history, boasting a vast wealth of texts and information from those of the likes of Robert Service, Simon Sebag Montefiore, Allan Bullock, Robert Conquest and Jonathan Reed, to name a few, but none is so widely sourced and so heavily relied upon than that of the account of Leon Trotsky, his book â€Å"History of the Russian Revolution† a somewhat firsthand account of the events leading up to the formationRead MoreKarl Marx and The Russian Revolution Essay example967 Words   |  4 PagesKarl Marx, a German philosopher, is known for his revolutionary political ideas during the Russian Revolution. He established the idea of â€Å"materialist conception of history†, meaning how society and the economy is organized is determined by changes material conditions. He published this thesis in his manuscript called The German Ideology. While writing The German Ideology, Marx also joined the Communist Lea gue, an international proletarian organization, and wrote a polemic against P.J. Proudhon’s

The Effects of Lsd Free Essays

LSD was first synthesized on November 16, 1938 by Swiss chemist Albert Hofmann at the Sandoz Laboratories in Basel, Switzerland as part of a large research program searching for medically useful ergot alkaloid derivatives. LSD’s psychedelic properties were discovered 5 years later when Hofmann himself accidentally ingested an unknown quantity of the chemical. The first intentional ingestion of LSD occurred on April 19, 1943, when Hofmann ingested 250 mg of LSD. We will write a custom essay sample on The Effects of Lsd or any similar topic only for you Order Now He said this would be a threshold dose based on the dosages of other ergot alkaloids. Hofmann found the effects to be much stronger than he anticipated. Sandoz Laboratories introduced LSD as a psychiatric drug in 1947. Beginning in the 1950s the US Central Intelligence Agency began a research program code named Project MKULTRA. Experiments included administering LSD to CIA employees, military personnel, doctors, other government agents, prostitutes, mentally ill patients, and members of the general public in order to study their reactions, usually without the subject’s knowledge. The project was revealed in the US congressional Rockefeller Commission report in 1975. In 1963 the Sandoz patents expired on LSD. Also in 1963, the US Food and Drug Administration classified LSD as an Investigational New Drug, which meant new restrictions on medical and scientific use. [ Several figures, including Aldous Huxley, Timothy Leary, and Al Hubbard, began to advocate the consumption of LSD. LSD became central to the counterculture of the 1960s. On October 24, 1968, possession of LSD was made illegal in the United States. The last FDA approved study of LSD in patients ended in 1980, while a study in healthy volunteers was made in the late 1980s. Legally approved and regulated psychiatric use of LSD continued in Switzerland until 1993. Today, medical research is resuming around the world. Lysergic acid diethylamide, abbreviated LSD or LSD-25, also known as lysergide (INN) and colloquially as acid, is a semisynthetic psychedelic drug of the ergoline family, well known for its psychological effects which can include altered thinking processes, closed and open eye visuals, synesthesia, an altered sense of time and spiritual experiences, as well as for its key role in 1960s counterculture. It is used mainly as an entheogen, recreational drug, and as an agent in psychedelic therapy. LSD is non-addictive, is not known to cause brain damage, and has extremely low toxicity relative to dose. However, adverse psychiatric reactions such as anxiety, paranoia, and delusions are possible. LSD was first synthesized by Albert Hofmann in 1938 from ergotamine, a chemical derived by Arthur Stoll from ergot, a grain fungus that typically grows on rye. The short form â€Å"LSD† comes from its early code name LSD-25, which is an abbreviation for the German â€Å"Lysergsaure-diethylamid† followed by a sequential number. LSD is sensitive to oxygen, ultraviolet light, and chlorine, especially in solution, though its potency may last for years if it is stored away from light and moisture at low temperature. In pure form it is a colorless, odorless, tasteless solid. LSD is typically delivered orally, usually on a substrate such as absorbent blotter paper, a sugar cube, or gelatin. In its liquid form, it can also be administered by intramuscular or intravenous injection. LSD is very potent, with 20–30  µg (micrograms) being the threshold dose. New experiments with LSD have started in 2009 for the first time in 40 years. Introduced by Sandoz Laboratories, with trade-name Delysid, as a drug with various psychiatric uses in 1947, LSD quickly became a therapeutic agent that appeared to show great promise. In the 1950s, officials at the U. S. Central Intelligence Agency (CIA) thought the drug might be applicable to mind control and chemical warfare; the agency’s MKULTRA research program propagated the drug among young servicemen and students. The subsequent recreational use of the drug by youth culture in the Western world during the 1960s led to a political firestorm that resulted in its prohibition. Currently, a number of organizations—including the Beckley Foundation, MAPS, Heffter Research Institute and the Albert Hofmann Foundation—exist to fund, encourage and coordinate research into the medicinal and spiritual uses of LSD and related psychedelics. LSD can cause pupil dilation, reduced or increased appetite, and wakefulness. Other physical reactions to LSD are highly variable and nonspecific, some of which may be secondary to the psychological effects of LSD. Among the reported symptoms are numbness, weakness, nausea, hypothermia or hyperthermia, elevated blood sugar, goose bumps, heart rate increase, jaw clenching, perspiration, saliva production, mucus production, sleeplessness, hyperreflexia, and tremors. Some users, including Albert Hofmann, report a strong metallic taste for the duration of the effects. LSD is not considered addictive by the medical community. Rapid tolerance build-up prevents regular use,[citation needed] and cross-tolerance has been demonstrated between LSD, mescaline[ and psilocybin. This tolerance diminishes after a few days after cessation of use and is probably caused by down regulation of 5-HT2A receptors in the brain. LSD’s psychological effects (colloquially called a â€Å"trip†) vary greatly from person to person, depending on factors such as previous experiences, state of mind and environment, as well as dose strength. They also vary from one trip to another, and even as time pass during a single trip. An LSD trip can have long-term psych emotional effects; some users cite the LSD experience as causing significant changes in their personality and life perspective [citation needed]. Widely different effects emerge based on what Timothy Leary called set and setting; the â€Å"set† being the general mindset of the user, and the â€Å"setting† being the physical and social environment in which the drug’s effects are experienced. Some psychological effects may include an experience of radiant colors, objects and surfaces appearing to ripple or â€Å"breathe†, colored patterns behind the closed eyelids (eidetic imagery), an altered sense of time (time seems to be stretching, repeating itself, changing speed or stopping), crawling geometric patterns overlaying walls and other objects, morphing objects, a sense that one’s thoughts are spiraling into themselves, loss of a sense of identity or the ego (known as â€Å"ego death†), and other powerful psycho-physical reactions. Many users experience dissolution between themselves and the â€Å"outside world†. This unitive quality may play a role in the spiritual and religious aspects of LSD. The drug sometimes leads to disintegration or restructuring of the user’s historical personality and creates a mental state that some users report allows them to have more choice regarding the nature of their own personality. If the user is in a hostile or otherwise unsettling environment, or is not mentally prepared for the powerful distortions in perception and thought that the drug causes, effects are more likely to be unpleasant than if he or she is in a comfortable environment and has a relaxed, balanced and open mindset. LSD causes an altered sensory experience of senses, emotions, memories, time, and awareness for 6 to 14 hours, depending on dosage and tolerance. Generally beginning within thirty to ninety minutes after ingestion, the user may experience anything from subtle changes in perception to overwhelming cognitive shifts. Changes in auditory and visual perception are typical. Visual effects include the illusion of movement of static surfaces (â€Å"walls breathing†), after mage-like trails of moving objects (â€Å"tracers†), the appearance of moving colored geometric patterns (especially with closed eyes), an intensification of colors and brightness (â€Å"sparkling†), new textures on objects, blurred vision, and shape suggestibility. Users commonly report that the inanimate world appears to animate in an unexplainable way; for instance, objects that are static in three dimensions can seem to be moving relative to one or more additional spatial dimensions. Many of the ba sic visual effects resemble the phosphine seen after applying pressure to the eye and have also been studied under the name â€Å"form constants†. The auditory effects of LSD may include echo-like distortions of sounds, changes in ability to discern concurrent auditory stimuli, and a general intensification of the experience of music. Higher doses often cause intense and fundamental distortions of sensory perception such as synesthesia, the experience of additional spatial or temporal dimensions, and temporary dissociation. The potential uses of LSD end of life anxiety, alcoholism, pain, cluster headaches, spiritual, and creativity. These are the potential adverse effects: adverse drug interactions, mental disorders, and suggestibility and also psychosis. How to cite The Effects of Lsd, Essay examples

Lewin’s Organizational Development

Question: Discuss about the Lewins Organizational Development . Answer: Introduction Thesis statement: Whether action research framework of Lewins organizational development could bring a positive change within an airline industry. Purpose: The report aims to discuss how organizational development can bring change in an organization by applying theories of OD. The report uses a case study in order to understand the implementation of organizational development theories. Action research framework has been applied in order to bring positive change within the company in terms of employee satisfaction and management. Lewins theories are described and used to understand their real time applications. Scope of report The report has its own limitations because Lewins action research theory is being used and others have not been dealt with. The theory has been only applied for one particular case of Fox Airlines which limits the report to only airline industry. Organisational Development Theory OD and its Role in Change Management According to French and Bell, organizational development is a method which is adopted by the organizations to bring effective changes by focusing on the work culture with the assistance of change agent (Anderson, 2016). According to Beckhard, organizational development is a team effort which is planned and initiated by top management to spread the change across the organization and increase the productivity of the organization using behavioral science knowledge (Anderson, 2016). According to Burke, organizational development makes use of behavioral science knowledge to bring change within the culture of organization through strategic planning (Cheung-Judge Holbeche, 2015). The role of OD is to provide to train the organization through strategic planning and implementation of internal change in order to attain the organizational goals and objectives (Cummings and Worley, 2009). Further, OD also acts as a counselor for the organization and facilitates the following action research approach: Step 1. Relationship between the parties Step 2. Agreement Step 3. Data collection and diagnosis Step 4. Suggestions and feedback Step 5. Planning change Step 6. Intervention Step 7. Assessment Lewins Action Research Model Action research model firstly gathers the data for diagnosis which is fed into system for taking an action to resolve the ongoing problem (Boje, Burnes Hassard, 2012). There are three steps involved in the model: Step 1. Unfreezing: When an organization is faced with some dilemma then there is a need of bringing some changes within the organization (Boje, Burnes Hassard, 2012). Entry: In this phase the problem is identified by the senior management of the organization. Contracting: The OD practitioner applies his own theory or frame for the situation, which must be shared with the client. Step 2. Changing: The challenge or the issue of the organization is diagnosed in this phase to develop new behavioral models. These new models are tested for their effectiveness (Boje, Burnes Hassard, 2012). Diagnosis: In this phase, the practitioner collects the relevant data and information to analyze the root cause of the problem. Feedback: The information collected by the practitioner helps the member understand the strengths and weaknesses of the organization. Planning Change: The practitioner and client work together to arrive at a solution through mutual understanding. Step 3. Refreezing: The new behavioral model developed in phase two is assessed in this phase and if the model is found to be effective then it is adopted by the organization (Boje, Burnes Hassard, 2012). Intervention: This is the phase where any change planned is implemented within the organization. Evaluation: Since the overall process is cyclic, therefore, data is collected after the action phase in order to evaluate the effects of action. Understanding the Change Fox Airlines was facing the issue and challenge of employee dissatisfaction which affected the overall growth of the airlines. The ground crew members had not been receiving the support of their managers which led to issues such as employee turnover and retention. This also affected the customer service quality which was unhealthy for the organization. The employees are thus, stressed out and demotivated because of the routine task which they have to do repeatedly on daily basis and they have no freedom to handle the critical situation without the approval of manager. The current situation of Fox Airlines needs to be dealt from the aspect of organizational development by implementing an appropriate framework to bring positive change in the organization. The manager needs to focus on employee satisfaction in order to improve their overall performance and drive more customers. The organization requires some structural change in order to increase the work productivity of the employees and thus, improve the performance of the organization. The employees to control and authority on their jobs so that they are satisfied with their jobs (Waddell et al, 2016). Resistance to Change Resistance to change was exhibited by the employees of Fox Airlines. It is the act of struggling with the amendments that have been implemented within an organization (Bradutanu, 2015). The resistance occurs when the modifications have not been implemented effectively. The sources of resistance to change include the following: Reason of change being not communicated effectively: When the employees have not understood the need of change then they resist the change. This problem arises because the reason has not been communicated effectively to the employees and the resistance is faced from the employees who consider the current methods are the best ones (Hyland, 2007). Fear of Change: The employees tend to fear from the change because of its unknown nature. They are ready to accept the change if they believe in it. Competency: Employees feel that they wont be able to move well along with the transition phase and thus, resist it. Connection to old methods: Employees of an organization tend to create a connection with the methodologies which they have been using for very long and thus, find it hard to accept the new ways. Trust: When employees do not have faith on a company that it would be able to manage the change effectively they resist change. Change without consultation: When a change is being implemented without the consultation of the employees, they resist it because it has an impact on their jobs. Status quo: People hold different perceptions about changes in an organization. For instance people feel that they might not be able to gel with the changes they resist it. Rewards and benefits: When employees do not see any personal gain they find it inappropriate. Strategies for Change It is important to understand that employees are part of an organization and thus, bringing any change within the organization must be with the consent of the employees. Following are strategies which could be adopted to manage resistance to change: Effective Communication: This is one of the best methods which could be deployed by the organization by informing the employees about the intended change. One to one communication helps to instill trust among the employees and they also understand the need to bring change (Asl, 2015). Participation Involvement: Involving the employees for bringing the change is a great way to implement change. The employees easily accept the change and do not resist it (Bushe, Marshak Schein, 2015). Support and Facilitation: Employees need the support of organization when faced with difficulties during the transition phase, thus, organization must stretch its complete support towards the employees to make them feel comfortable (Bridges Bridges, 2017). Consensus and Agreement: Organization could offer incentives to the employees so that they do not resist change. Employees could bring forth their own suggestions for the modifications so that they do not resist it (Y, Bloom Crant, 2014). Managing the Change Process Entering and contracting As an OD practitioner a contract with the Fox Airlines was created for a year. As a practitioner, the issues and challenges of the organization have been studied which have been implemented and evaluated within the past one year. The Fox Airlines hired the practitioner with the intention to resolve employee management issue of the organization. Thus, Fox Airlines and OD practitioner have already entered into a mutual contract wherein, as a practitioner the expectation is to design a framework to resolve the employee issues at Fox Airline. As a practitioner, one would require the assistance of the organizational members in order to design the framework. The values of the organization has been along with its readiness for change, resource availability and the potential of change of organization (Jacobs, Witteloostuijn Christe-Zeyse, 2013). As a practitioner, the report would use theory of organizational development and in this case, the suitable theory was found to be action research model which was developed by Kurt Lewin. The contract between the practitioner and organization has set the ground rules for both in terms of their relationship, time investment and rules regulations to be followed. Diagnosing and feeding back diagnostic information The information was been collected from the members of the organization through interviews and questionnaire and by consulting their manager and supervisor. After conducting several interviews with the ground crew members, the challenges which were hindering the growth of the airlines were identified (Burke Noumair, 2015). The issues and challenges were as below: Poor Interpersonal Skills: The ground crew was found to demonstrate poor interpersonal skills, which led to increasing conflicts between the junior and senior crew members. The major cause of these conflicts was the overorganized structure of the organization. Poor Communication Skills: When tension aroused then the employees were found to demonstrate poor communication skills while interacting with each other. During peak season, the employees were overloaded with work which creates stress and tension among the team members. The stress causes conflicts among them and leads to unofficial behavior between the senior and junior crew members. The employees talked about each other with very hostile attitude. No Control Authority: The ground crew members were exhibiting high level of enthusiasm and also had the motivation to learn. They were consistently restricted by the crew managers and were not given the freedom to make their own decisions during critical situations and dilemmas. They did this to have complete authority over the ground crew members. Thus, the crew members began to get bored by doing the same task repeatedly every day. Disapproval by Manger: Crew managers also scolded the crew members in front of the customers which downgraded their reputation in front of the customers. This disappointed the crew members and did not give them an opportunity to improve themselves. No Career Growth: Further, the crew members also did not get adequate opportunity to develop and enhance their skills and were pressurized to do their daily routine job. This is one of the major reasons for employee turnover and high attrition rate because the employees felt that they were not able to progress in their career which restricted their career growth. The crew members were the front office staff and had a direct interaction with the customer which was an important factor for driving great customer service. They were responsible for checking in, security and clearance checks, flight boarding and customer service at the boarding gate, luggage control, customer administration and paging for customers. Apart from these services, they were also responsible for handling emergency situations. Thus, the ground crew had huge responsibilities over them and were the key drivers for excellent customer service. Thus, it is really important that the ground crew members are satisfied with their job role so that they can manage their work effectively and efficiently. The above issues and challenges had been discussed with the top management of Fox Airlines in order to highlight the strengths and weaknesses of the organization. Planning and implementing change Once the issues and challenges were presented to the management of Fox Airlines, the next step was to plan an action through mutual understanding. The planned action would also consider the culture, technology and environment of the organization. Employee Empowerment The crew managers needed to understand that an employs happiness depends upon the authority over their own lives. They needed to explore ways to impart freedom to the ground managers by giving them authority and control over their job roles and responsibilities (Ugboro Obeng, 2008). They should be given the freedom to handle the critical situations at their own pace to improve their skills and abilities. This has helped to instill confidence within them. For instance, managers gave them the liberty to deal with the customers beyond the company policy when required. This has satisfied both customer as well as the employee. Further, the employees have also been given the authority to create their own personal goals to control their own success. This has created employee-driven competition in the organization. Employee Comes First Instead of going after the strategy customer first, the organization has implemented employee first strategy. The top airlines have discovered the golden rule that happy and satisfied employees would drive in more customers by keeping them satisfied (Gounaris Boukis, 2013). This has instilled the loyalty and commitment among the employees and they have become more dedicated towards their work. Personality and Attitude Over Technical Skills This is another major factor which says that the organization should take care of the issue during the recruitment process and prefer those candidates who have good attitude, teamwork ability and friendliness. The employees who have the right attitude have been able to grasp the new required skills quicker because of their great flexible nature. This change has resolved the problem at the root level and thus, now the staff selection would not just be on the basis of their professional degrees and resume rather their overall personality is analyzed which has helped the growth of the company. Growth and Opportunity It is the responsibility of an organization to look after its employees. The organization needed to provide training and opportunities to the ground crew members so that they could see their career alleviating (Ford, 2014). The employees have been trained on leadership skills, career development, software and other operational activities (Boella Goss-Tumer, 2013). The crew members have begun to feel that they are learning and advancing in their career through the support of the organization (Shields et al, 2015). Looking After The Employees Work hard, party harder is the belief strongly incorporated by the successful organization. Fox Airline has also implemented this rule and conducted impromptu parties to create fun within the organizational culture. The ground crew members seem happier because of the fun element being integrated within the organization. Events have been conducted for the employees in which their families were also invited. The employees have also been looked after when they were going through a crisis such as family member became ill or any other tragedy (J, 2015). It is the responsibility of a leader to take care of employees during crisis. Employees were supported during such times and activities such as providing ride, meals, cleaning facility or any other support when the employees are in need of help, have boosted the morale of the employees and they are also ready to serve the organization when it needs them. Encouraging Social Connections Interaction among the employees has also boosted up their confidence. Frequent events have been conducted such as birthdays and holidays to motivate the employees. The celebration of events did not necessarily require an expense, rather employees were simply asked to bring some dish from their home and could have lunch together. This has increased the socialization among the employees (Truss et al, 2013). Community service is another method which helped to create positive environment. Changing Overorganized Structure: Changing the overorganized structure also resolved the problem of leadership and the employees have become clearer regarding their job profile. Evaluating and Analyzing Implementation of the suggested method has improved the overall productivity of Fox Airlines and employees have become more satisfied because of the following reason: The interpersonal skills of the employees have improved because of the training programs conducted on a frequent basis. This has also reduced the conflicts among the employees because they have stopped showing their hostile nature to each other. The training program also improved the communication skills of the employees and they have demonstrated great communication skills while interacting with the customer. This is also a result of employee empowerment which boosted their confidence and improved their skills. Employees have begun to talk to each other with increased friendliness. The action plan also minimized the employee turnover by showing low attrition rates. Employees became more loyal and committed to the organization because of the care they received during the hard times (Cullen et al, 2014). Employees became more enthusiastic because of the growth opportunity given to them through the training programs and career progression. They have started taking up more and more responsibilities to show their dedication towards work and advance in their career (Lazaroiu, 2015). Career progression has motivated them and instilled enthusiasm. Social activities and interactions have brought them closer to their colleagues and instead of stressing out and showing hostile attitude to each other, they help each other demonstrating friendly attitude (Albrecht et al, 2015). Recruitment process helped to hire the perfect staff and candidates for the positions of the organization. Choosing personality over technical skills helped to filter the perfect candidates who have been more adaptive and flexible towards the critical situations. Changing overorganized structure also supported the employees by giving them more clarity towards their job profile. Conclusion and Recommendation The report has successfully discussed the impact of applying organizational development theory on an organization. The organization taken in the report was Fox Airlines which suffered from employee dissatisfaction due to which there were arising many conflicts within the organization. The conflicts created unhealthy business environment such as hostile behavior of the employees towards each other, poor communication. As an OD practitioner, the report makes use of action research framework in order to resolve the issues and challenges of the Fox Airlines. After critical analysis and evaluation of the organization from the view of an OD practitioner, the report suggested employee empowerment, employee growth opportunities, employee engagement activities, changing hierarchical structure and looking after the employees. All the above measures have been evaluated after their implementation. The measures have been proved to be very effective in the Fox Airlines and have minimized the attrition rate and instilled trust and commitment within the employees towards the company. Employees have begun to respect each other and even assisted each other by offering help during critical situations. Thus, the process groomed the overall communication skills and interpersonal skills of the employees which has improved the customer service. References Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H., Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35. Anderson, D.L. (2016). Organization Development:The Process of Leading Organizational Change. US: SAGE Publications. Asl, G. (2015). Organizational Change Management Strategies in Modern Business. US: IGI Global.Boella, M., Goss-Tumer, S. (2013). Human Resource Management in the Hospitality Industry:A Guide to Best Practice. London: Routledge.Boje, D.M., Burnes, B. Hassard, J. (2012). The Routledge Companion to Organizational Change. Routledge.Bradutanu, D. (2015). Resistance to Change - a New Perspective: A Textbook for Managers Who Plan to Implement a Change. Raleigh: Lulu Press, Inc.Bridges, W., Bridges, S. (2017). Managing Transitions, 25th anniversary edition:Making the Most of Change. Boston: Da Capo Press.Burke, W.W., Noumair, D.A. (2015). Organization Development:A Process of Learning and Changing. New Jersey: FT Press.Bushe, H., Marshak, R., Schein, E. (2015). Dialogic Organization Development: The Theory and Practice of Transformational Change. Oakland: Berrett-Koehler Publishers. Cheung-Judge, M.Y., Holbeche, L. (2015). Organization Development:A Practitioner's Guide for OD and HR. Kogan Page Publishers. Cullen, K.L., Edwards, B.D., Casper, W.C., Gue, K.R. (2014). Employees Adaptability and Perceptions of Change-Related Uncertainty: Implications for Perceived Organizational Support, Job Satisfaction, and Performance. Journal of Business and Psychology, 29(2), 269-280. Cummings, T.G. (2008). Handbook of Organization Development. California: SAGE.Cummings, T.G., Worley, C.G. (2009). Organization Development and Change. Canada: Cengage Learning.Ford, J.K. (2014). Improving Training Effectiveness in Work Organizations. New York: Psychology Press.Gounaris, S., Boukis, A. (2013). The role of employee job satisfaction in strengthening customer repurchase intentions. Journal of Services Marketing, 27(4), 322-333.Hyland, P.K. (2007). Resistance to Organizational Change: The Impact of Followers' Disposition Toward Change and Supervisors' Leadership Style. New York: Columbia University.J, A. (2015). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308-323.Jacobs, G., Witteloostuijn, A.V., Christe-Zeyse, J. (2013). A theoretical framework of organizational change. Journal of Organizational Change Management, 26(5), 772-792.Lazaroiu, G. (2015). EMPLOYEE MOTIVATION AND JOB PERFORMANCE. Linguistic and Philosophical Investigations, 14, 97-102.Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., OLeary, P., Plimmer, G. (2015). Managing Employee Performance Reward:Concepts, Practices, Strategies. New York: Cambridge University Press.Truss, C., Shantz, A., Soane, E., Alfes, K., Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management 24(14), 2657-2669.Ugboro, I.O., and Obeng, K. (2008). Top management leadership, employee empowerment, job satisfaction, and customer satisfaction in TQM organizations: an empirical study. Journal of Quality Management, 5(2), 247-272.Waddell, D., Creed, A., Cummings, T.G., Worley, C.G. (2016). Organisational Change:Development and Transformation. Australia: Cengage Learning Australia.Y, A.H., Bloom, M., Crant, J.M. (2014). Overcoming Resistance to Change and Enhancing Creative Performance. Journal of Management 40 (3), 919941. Action Research Model