Change is a consistent issue for the modern organisation. Discuss the various ways in which the employee may offer effective resistance to this change. The WritePass Journal

Change is a consistent issue for the modern organisation. Discuss the various ways in which the employee may offer effective resistance to this change. Abstract Change is a consistent issue for the modern organisation. Discuss the various ways in which the employee may offer effective resistance to this change. : 1). Whilst change is often viewed positively, this is not always the case and change is sometimes resisted by employees. This happens for a number of different reasons with one of the main ones being surprise. Employees generally don’t appreciate changes being made unexpectedly as it provides them with a threatening sense of imbalance in the workplace (Kreitner, 2008: 434). A lack of understanding and a lack of skills are further reasons why employees may want to resist change and unless effective training on change is provided, employees will most likely view positive changes negatively (Kreitner, 2008: 434). The various ways in which the employee may offer resistance to change will be discussed in this essay by analysing a range of models and frameworks that help to establish the effectiveness of change. Introduction Employee resistance to change can be undesirable as it places an obstacle in the way of business development and organisational change. However, there are certain circumstances where employee resistance to change is viewed in a positive light. By resisting change and demonstrating their reasons for doing so, employees may actually be encouraging change by offering alternative solutions and options. As pointed out by de Jager; the idea that anyone who questions the need for change has an attitude problem is simply wrong, not only because it discounts past achievements, but also because it makes us vulnerable to indiscriminate and ill-advised change (de Jager, 2001: 25). Therefore, whilst some may consider employee resistance to change disrespectful and unfounded (Piderit, 2000: 26), others may be consider it to be very effective, very powerful and a very useful survival mechanism (de Jager, 2001: 25). An employer may want to instigate organisational change that is inappropriate or wro ng and just as conflict can sometimes be used constructively for change, legitimate resistance might bring about additional organizational change (Folger and Skarlicki, 1999: 37). This essay will demonstrate how employees can offer legitimate resistance to change by suggesting alternative organisational change structures that will help to promote sustainability and assist in business development. This will be done by looking at various organisational change models and frameworks that will provide employees with the ability to resist change by offering additional options, which they believe will be in the best interests of the organisation. Employee resistance may lead to proposed change initiatives being revaluated by management who may then consider the most appropriate change for the business, as recommended by the employee. The process of change within an organisation isn’t just about creating a change that individuals will be able to resist, but rather the transition that will accommodate the change (Bridges, 1991: 3). Unless transition occurs, it is unlikely that the change will be effective. It is thus important that employees are capable of resis ting change so that they can offer alternative solutions that may be better suited to organisational needs. Consequently, employee resistance to change is an important contributor to implementing effective change within an organisation. Main Body Burke-Litwin Model (1992) The Organisational Transformation Process, developed by Burke and Litwin (1992: 1), is one of the main models that can be used to implement change within an organisation. Employees can use this model to offer resistance to change by offering alternative solutions that would be better suited to the organisation. Employees can use this model to show the various drivers of change by ranking them in terms of importance (Jex, 2002: 442). The most important factors are featured at the top, with the lower layers becoming progressively less important. By using this model, an employee will be able to demonstrate that all of the factors for change are interrelated and that a change in one factor will affect a change in all of the other factors. Organisations therefore have to consider whether the impact a change will have upon the other factors will help the business to remain sustainable (Hertwich, 2006: 10). As the external environment is at the top of the model, this is the main factor that is likely to influence change. An employee can resist change by offering an alternative solution that takes into account the needs of the external environment (World Commission on Environment and Development, 2011: 1). Porras and Robertson’s Model (1992) Porras and Robertson’s Model of Organisational Change was developed in 1992 to help individuals understand how to approach organisational change. This model is similar to the Burke-Litwin model in that it suggests that the external environment is the main influencer of organisational change. However, this model also suggests that the objectives of the organisation are the main drivers of change and that organisational arrangement, physical setting, social factors and technology all contribute to the changing environment of any organisation. In effect, an employee will be able to rely on this model to effectively resist change by signifying how the change is not in accordance with the overall objectives of the business. Instead they can offer an alternative change solution that is more akin to the organisational arrangement and physical setting of the business as well as social factors and technology. A change can be offered that improves the performance of the organisation, wh ilst also seeking to advance individual development. Hence, as has been established; â€Å"behaviour change is the key mediating variable in organisational change† (Jex, 2002: 444). If an employee can demonstrate that individual behaviour will be modified in accordance with the needs of the external environment, organisational change will most likely occur. As this model focuses on individual behaviour, desired work behaviours will   be better achieved, which will affect the disposition of the organisation overall. This theory does not, however, focus on modern ways of thinking and subsequently fails to adapt to take into account the changing environment. Lewins Force Field Analysis The Force Field Analysis model, developed by Lewin in 1951 will help an employee to resist change by providing a framework which looks at the restraining factors (forces) to change. In this analysis, there are two different types of forces, which are forces for change (driving forces) and forces against change (resisting forces). An employee can use the resisting forces to prevent a particular change from happening and use the driving forces to offer an alternative change. These forces can help the employee to alleviate any problems that are likely to arise with change management by helping the organisation to understand the effects a change will have upon the organisation. In demonstrating why a particular change should not take place, the employee will be required to show that the restraining forces exceed the driving forces. If this can be ascertained then the organisation change should not take effect. If the employees want to propose an alternative change, they will be required to show that driving forces of the new proposed change exceed the restraining forces. If they can establish this, then the new change should take place as it would be considered beneficial to the organisation. This model is useful to frame a process of change as it is easy to understand, though it seems as though each stage could in fact be expanded so that individuals can understand the process of change a lot more easily. Porters Generic Value Chain Analysis The Value Chain Theory, developed by Michael Porter, helps organisations to decide whether changes to the structure of the organisation are required (Porter et al; 2007: 706). An employee can use this model to demonstrate how the organisation does not need the change it wants to resist. The employee can do this by analysing the activities of the organisation, and the costs associated with them, to decide whether the proposed activity is profitable or not. The value chain activities consist of primary and support activities. Whilst the primary activities consist of inbound logistics, operations, outbound logistics, marketing and sales and service, the support activities consist of procurement, infrastructure, human resource management and technological development (Porter et al; 2007: 706). The aim of reviewing these activities is to consider whether the customer can be offered a level of value that exceeds the costs of the activities, resulting in a profit. This will also depend upon whether the organisations activities can be performed efficiently. By using this concept, the employee will be able to demonstrate that the customer cannot be offered a level of value that exceeds the cost of the activities and that no profit can be obtained from the change as a result. This is an effective way an employee will be able to resist change as it provides the employee with the chance to demonstrate how the proposed change does not have any profitable value. Nonetheless, it is likely to prove extremely difficult for an employee to implement this model due to the fact that employees will not have access to certain information about the organisation and the change. Change Analysis Process Because of how important it is for organisational changes to be properly analysed before they are implemented in order to minimise any associated risks, an employee could employ the change analysis process to deny the changes they wish to resist. Because an organisation needs to be able to adapt to change (Brier et al, 2011: 1) the identification and codification of change scenarios is necessary for the change process to take effect. The process of change requires organisations to adapt to current situations, as opposed to the creation of solutions (Brier et al, 2011: 1). The change analysis process can therefore be used analyse the change by considering the impact the change is likely to have and then subsequently considering whether it should be approved or denied. In resisting change, employees can use this analysis process to put forward their reasons why the change ought to be denied. Whether an employer will take into account the views of the employee is another matter and it s eems as though the employee will still be required to overcome many obstacles when putting forward its views and opinions. Realistic Evaluation Model The Realistic Evaluation Model could also be used to demonstrate the ineffectiveness of the proposed change. This will provide the employee with the ability to demonstrate the impact the change will have upon the organisation through proper evaluation. This model is suitable for employees to offer effective resistance to change as the evidence will be based upon realistic ideas and concepts about the change. A proper assessment can then be made about the ineffectiveness of the change so that it can be resisted (Rycroft-Malone et al, 2010: 38). This model is quite similar to Lewin’s Force Field Analysis in that it will enable the employee to review what is expected from the change, whilst also identifying any problems. The employee will also be able to put forward any associated risks with the change, which will most likely ensure that their resistance is effective. This approach provides a useful framework for helping employees to develop explanations about why the change shou ld be resisted, which it will then be able to present in a coherent way† (Rycroft-Malone et al, 2010: 38). Summary/Conclusions Given the impact organisational change has upon employees, it is unsurprising that resistance to change will often occur. Whilst such resistance to change can have a negative impact upon the organisation, it can also be considered positive on the basis that employees may be encouraging further change by offering alternative solutions and options. In resisting change employees may consequently be able to demonstrate alternative options for change, which may generate better ideas that are more suited to organisational needs. Not only do organisations need to be able to satisfy the needs of its consumers, but they will also be required to satisfy the needs of their employees. This will not only promote the success of the business but it will also lead to economic growth. Employees need to be able to identify and develop change strategies which help to meet organisational objectives and prevent undesirable changes from being made. Any risks that are associated with change will be capable of being overcome by the adoption of alternative change structures. In order to effectively resist change, employees will thus be required to adopt various change management models and frameworks so that they can offer appropriate solutions to the proposed changes. Not only will this prevent undesirable changes from being implemented, but additional strategies will also be developed. In resisting change, employees will be able to demonstrate that the possible risks associated with the particular change outweigh any benefits. Once this can be established, it is unlikely that the organisation will implement the change and any alternative suggestions will most likely be welcomed. It is important that organisations listen to the views of employees as they may be able to offer solutions that are more applicable and better suited to the needs of the organisation. References Bridges, W. (1991). Managing transitions: making the most of change. Reading, MA: Wesley Publishing Company. Brier, J. Rapanotti, L. and Hall, J. G. (2011) Problem Based Analysis of Organisational Change: A Real World Example, [Online] Available: mcs.open.ac.uk/jb9242/jbwebpapers/submittediwaapf06paper.pdf [18 August 2014]. Burke, W. W. and Litwin, G. H. (1992) Transformational Change and Transactional Change. Explanation of the Casual Model of Organisational Performance and Change, [Online] Available: 12manage.com/methods_burke_litwin_model.html [18 August 2014]. de Jager, P. (2001). Resistance to change: a new view of an old problem. The Futurist, 24-27. Folger, R. Skarlicki, D. (1999). Unfairness and resistance to change: hardship as mistreatment, Journal of Organizational Change Management, 35-50. Jex, S. M. (2002) Organisational Psychology: A Scientist-Practitioner Approach London: John Wiley Sons. Kreitner, R. (2008) Principles of Management, London: Cengage Learning, 11th Edition, London: Business Economics. Lewin, K. (1951) Field Theory in Social Science, New York: Harper and Row. Piderit, S.K. (2000). Rethinking resistance and recognizing ambivalence: a multidimensional view of attitudes toward an organizational change. Academy of Management -794. A, 783. Porter, M. E., Marciano, S., and Warhurst, S. (2007) De Beers: Addressing the New Competitiveness Challenges, Harvard Business School Case 0-706-501. The Times. (2012) The Organisation and Change, Operations Theory, [Online] Available: http://businesscasestudies.co.uk/business-theory/operations/the-organisation-and-change.html#axzz2H6FILJP6 [18 August 2014]. Walonick, D. S. (1993) General Systems Theory, [Online] Available: statpac.org/walonick/systems-theory.htm [18 August 2014]. Wendell, F. and Bell, C. (1999) Organisation Development, New Jersey; Prentice Hall.

The security technology of e-commerce Essay Example | Topics and Well Written Essays - 2000 words

The security technology of e-commerce - Essay Example Most reputable financial institutions and e-commerce service providers take all measures to protect the data and transactions online and simultaneously they provide the details to the customers, how to protect their transaction. Although the risks are generally avoided while dealing with internet transactions, even then the threats are enormous. The various threats include cyber terrorism, credit card number may be intercepted, cyber attacks during the war on terrorism, viruses and worms, hacking and malware techniques, one of the service providers may deny that the deals ever took place, hackers may exploit data from web page due to some improper security measures, hackers may gain access to the system. Sometimes customers may also become a victim of identity theft. According to a survey conducted by the US Department of Justice (DOJ), identity theft is affecting millions of household in the US and costing an estimated $ 6.4 billion per year. To avoid all these consumers must take s ome proactive steps and practices to access the computer before carrying out any financial transaction. Some of the most common practices include the use of updated versions of software and operating systems, ensure proper network security, avoid opening unknown emails and attachments, use of passwords, use of updated antivirus software and use of encryption.In the present paper, the author attempts to deal with the type of risks available to the internet user, the present security system available to the consumers and future security trends. trends. The finding of available security system has been summarized. 3.0 RESEARCH HYPOTHESIS STATEMENT: While going before the literature as cited in bibliography, author made an attempt to a hypothetical statement as , " Are the current security systems able to provide security to the e-commerce users" 4.0 EXPLANATION OF THE TECHNOLOGY: 4.1 BACKGROUND: In the early 1990's digital break-ins, kidnapping were the terms used by many popular journals to hackers. The early targets were educational institutes and

The Employment Relations Environment in France Essay

The Employment Relations Environment in France - Essay Example France is characterized by heterogeneous employment relations prevailing in different firms, yet unionization has achieved significant status and recognition in the country (â€Å"Eurofound†). The French government has provided full legislative and legal support to its workforce in the form of strict and enforceable laws. Essential elements of French employment relations structure are: Employment is provided on written contract based agreements and minimal wages are authorized. Employment is also guaranteed and no worker can be thrown out of a job without sound reasons. Employees are also guaranteed sick and paid leaves with maternity leaves for women in addition. France is faced with many serious problems and challenges with respect to its employment relations structure due to some inherent shortcomings and governance loopholes which are discussed as below (Jenkins 17): There is no provision of either insurance or hygienic working conditions. In addition to this, women do not get proper representation in the workplace as they should get. The communication gap between management and union with respect to recruitment policy and other information details is a common problem. Collective bargaining is a well known and established tool of dispute and grievance handling which is not implemented in its entirety in France. People are either not aware of their roles or possess little knowledge of the legislative remedies available to them. Employees feel fearful of losing their job and so do not raise their voice and similarly, managers are hesitant in delegating decision making authority to others to avoid any hassles. This has resulted in many stark conflicts and battles between union and management in bigger firms.

Important Element in the Storys Significance Essay Example for Free

Important Element in the Storys Significance Essay In the two short stories, Little Things by Carver and The End of Something by Hemingway, both authors make the title significant to the storys message. The title Little Things is somewhat ironic in that the word little could refer to the baby or could in fact be calling their argument petty, even though the child that they are fighting over is a major issue. This irony is significant to the story because even though the parents appear passionate about their infant, the argument clearly lies deeper. The title The End of Something could also refer to a number of things. In this story many things are coming to an end. The end of the mill and the town at Hortons Bay, the end of Nick and Marjories relationship, the end of their fishing trips and the end of their day. Both stories are about the end of relationships however, in Little Things the breakup is angry and violent whereas in The End of Something the breakup is calm and brief. The story Little Things is about the violent breakup of two parents. It is implied that they are married but Carver does not explicitly state this. The opening paragraph describes the weather and the time of day, which reflects the mood of the piece, the darkness of the evening mirroring the dark mood inside the house, it was getting dark. But it was getting dark on the inside too. This shows that although the mood was dark, it was not completely pitch black outside implying that there may still be a slight glimmer of hope for the young couple that is soon introduced. As the fight and the emotions become more reckless and brutal the light begins to fade, showing that all hope is lost. The characters in the story are not named. This gives their predicament a deeper sense of urgency and immediacy. This is used to great effect as when we first meet the man and women, the absence of names throws us directly into the middle of their quarrel. In this piece there is no need to build up the characters with a descriptive foreplay as it is not important to the story, making it more urgent. However in The End of Something we feel more sympathy for the characters as we have learned about them in more detail. From the line he was in the bedroom pushing clothes into a suitcase when she came through the door, we can deduce from the subtext that these people are in some kind of long-term relationship, and the second line of the same paragraph draws attention to the fact that they are having a heated argument. It is extremely common that in short stories a lot of information is insinuated rather than being clearly stated and so the reader must draw a meaning from the subtext. The woman is the first to speak. Carver does not use speech marks at all during the story in order to draw more immediacy to the article. The first line of speech Im glad youre leaving! Im glad youre leaving! Do you hear? shows that although the woman appears to be angry at her partner and glad that he is moving out it is easily noted that she in fact feels exactly the opposite. This is illustrated by the repetition of the line Im glad youre leaving showing that she is trying to reassure herself that she doesnt need him. This shows irony. The woman continues to barrage the man with slurs, son of a bitch, obviously in an attempt to provoke his attention and convince him to stay. When she states you cant even look me in the face can you? it is blatantly obvious that the man has had some kind of affair. The woman fails in catching the mans attention and therefore when she spies the babys picture on the bed she takes it, out of spite. The man follows her; turning off the bedroom light as he leaves symbolising the end of their relationship, looked around the bedroom before turning off the light. The baby is also not named showing that although it is the child that they are fighting over, the battle about more and the baby is merely a pawn in their game of spite or revenge. The man states I want the baby. This immediately provokes maternal instincts from the mother who rushes to keep her child. The infant is continuously referred to as the baby or this baby showing that their child is solely an object that the couple are focusing their anger on. The mans request for the baby is not because he necessarily wants the child from love but more because he sees it as a prize that he can win over the woman. Gradually their battle becomes more physical and violent as the man tries to take that baby from the woman, in the scuffle they knocked down a flowerpot. The baby senses the tension in the room and starts to cry which adds to the anxiety and desperation in the mood of the text, the baby had begun to cry. Throughout the rest of the story Carver intensifies the atmosphere by using urgent and effective words such as screaming, red faced, gripped and hurting. Nearing the end of the story the light is involved again, the kitchen window gave no light, this line exemplifies that there was no hope left for the couple and the baby. The lines become shorter to add to the fierce battle that the couple is suffering. The man and the woman both grab the child and pull it in different directions in a hope that one will triumph but we do not know the victor. The last line in this manner the issue was decided, leaves us pondering a number of possible out comes. The man or the woman may have succeeded in snatching the infant for themselves or they may have pulled their baby in two. If so the story appears to be a parody of the biblical story The Two Women and Solomon, in which a man offers to cut a baby in half to settle a quarrel between two woman as to who the mother of the baby is. In this story we are left with an ambiguous end. It is very common in short stories that the resolution of the story is left undecided, again leaving the reader to make their own conclusion from the clues given. The second short story The End of Something is also about the end of a relationship, however it is handled in a calmer and less violent manner. The first paragraph sets the scene of a calm deserted bay, once a busy lumbering town, now reduced to a citizen-free ghost town. The couple, Nick and Marjorie, are rowing through this bay in a calm fashion they were trolling along the edge of the channel bank, but they soon head towards dark water which shows that they are heading towards trouble. They are rowing soundlessly until Marjorie breaks the silence and begins to talk about the old mill on the shore, describing it as our old ruin; this shows that their relationship stretches back a long way. Nick answers unenthusiastically. Marjorie tries to keep up the conversation describing it as a castle, which shows that she sees their ruin in a fairy-tale manner. However Nick is still distant which makes Marjorie have to work hard to keep their conversation alive. Marjorie appears to love everything about their fishing trips. She obviously loves Nick very much and is enjoying spending time with him, She loved to fish. She loved to fish with Nick. Clearly Nick is quite qualified at fishing and Marjorie tries to make him feel good by putting him in charge and asking him questions to boost his ego, Theyre feeding, Marjorie said. But they wont strike, Nick said. By this Nick means that he will not strike that night. The couple carries out their actions of fishing with scarce communication and we can tell that something is clearly upsetting Nick as Marjorie is trying to provoke conversation but to no avail. When Marjorie questions Nick Whats the matter Nick? he replies I dont know. The couple set out a picnic on the beach but we can tell that Nick is merely going through the motions as he says I dont feel like eating and all it takes is one line from Marjorie and he agrees.

Post Traumatic Stress Disorder vs Generalized Anxiety Disorder Essay

It may be shocking to learn that 21% of American adults suffer from some sort of anxiety disorder(National Institute of Mental Health Statistics). Do you know the differences between the two major types of anxiety disorder? The two major types of anxiety are Post Traumatic Stress Disorder (PTSD) and Generalized Anxiety Disorder (GAD). While many may think PTSD and GAD are one in the same, you may be surprised that they vastly differ in cause and symptoms with their only similarity being their treatment. According to the PTSD Fact Sheet †PTSD was once considered a psychological condition of combat veterans who were â€Å"shocked† by and unable to face their experiences on the battle field† (Fact Sheet Page 1). Over the years with additional research and discoveries PTSD has now become a much more common diagnosis for many anxiety sufferers. According to the National Center for PTSD â€Å"Anyone who has gone through a life-threatening even can develop PTSD. These events can include: combat or military exposure, child sexual or physical abuse, terrorist attacks, sexual or physical assault, serious accidents such as a car wreck, or natural disasters.† (National Center for PTSD). Each individual is different and not everyone who lives through a traumatic event will developed PTSD. Some of the determination factors if an individual will develop PTSD vary based on how intense a trauma was, if the individual lost someone they were close with, how strong the individuals reaction was and how much support the individual received after the event. (National Center for PTSD) Unlike PTSD, Generalized Anxiety Disorder (GAD) is not necessarily associated with a particular event and therefore can appear to come from nowhere. Accordi... ...cess rate. Works Cited Greist John H MD, Jefferson James W. MD. â€Å"Generalized Anxiety Disorder.† Merck Manual Professional. Aug 2007. Haby Michelle, Donnelly Maria, Corry Justine, Vos Theo â€Å"Cognitive behavioral therapy for depression, panic disorder and generalized anxiety disorder: a meta-regression of factors that may predict outcome.† Australian and New Zealand Journal of Psychiatry. 2006. Print. Pages 9-19. National Center for PTSD. â€Å"What is PTSD?† United States Department of Veterans Affairs†. Web. 01 Jan 2007. Web. 26 June 2011. National Institute of Mental Health Statistics. Web. 26 June, 2011. Post-Traumatic Stress Disorder (PTSD) Fact Sheet. â€Å"National Institutes of Health†. Oct 2010. Web. 26 June 2011. Van der kolk Bessel A MD, van der Hart Onno PH.D, Burbridge, Jennifer M.A. â€Å"Approaches to the Treatment of PTSD†. Print. 1995.

Toyota Etios Consumers behavior

More for less positioning strategy has been used. Toyota is offering more benefits at a less price. It is the most trustworthy brand name. The very limited numbers in which it will be sold, which means that if a person have one of these then he/she will be only one of 900 people In a country of over a billion to own It. B) Is the new product evolved because of changing consumer behavior? Toyota has been known forIts commitment towards the changing customer requirements so the new Egos Exclusive has been introduced to bring in freshness and exclusivity to the existing product. Toyota has also launched its car in both petrol and diesel. Consumers who are looking for aspects such as reliability and fuel efficiency are now also giving great preference to technology when buying and driving an automobile so Toyota has designed this car keeping In mind the preference of the buyers. Previous Otiose faced lots of criticism for Its unlearning design and below par quality of the Interiors butOt iose Exclusive have all the essential elements that were previously missing and it is now more impressive to look at and provide a great driving experience. C) Resulted modification in the consumer behavior. Otiose with its latest model and new alluring features is getting great attention from the customers. The exclusive limited offer of providing only 900 cars In a country of population over a billion Is also helping Toyota In gaining customers Interest. Tells headlamp and ROVE. The Otiose Exclusive also has a new Bluetooth Audio system and s based on the G grade of the current lineup.Otiose Exclusive being launched in both petrol and diesel is also attracting people interested in either of two. Toyota has also kept in mind the preference of the customers for fuel efficient car and has accordingly designed the product, thus making it a fuel efficient car. This along with various features of Otiose Exclusive has managed to attract lots of customers and has resulted in booking of ca rs in advance. D) Customization of marketing mix Elements of marketing mix PRICE List Price: RSI. Sacs to 7. 1 lacksCredit Terms- Toyota Financial Services is offering Otiose Exclusive customers an exclusive opportunity to avail a 100% on road funding for seven years on a zero down payment scheme. Discount- Otiose Exclusive owners will also be offered a free Smile Service Package which will get them a 50% discount on service related to value added services. PRODUCT- Otiose exclusive new front full-chrome grille, new chrome garnish on the titillate, headlamp and ROVE. The Otiose Exclusive also has a new Bluetooth Audio system and is based on the G grade of the current lineup.Toyota is offering this car n two existing colors – Classic Grey and Symphony Silver. Service- Toyota Financial Services is offering Otiose Exclusive customers an exclusive opportunity to avail a 100% on road funding for seven years on a zero down payment scheme. Toyota has also worked on reducing the time taken to service a vehicle through Toyota Express Maintenance Service which has brought down the servicing time to Just 60 minutes. Quality- Toyota Otiose Exclusive is offering superior ride and handling quality.

Christopher Mcandless and His Positive Characteristics

Would you run off to live in the rigid, dangerous Alaskan wild to get over hardships? Would you survive? A young adult named Christopher McCandless known to many by the name Alex Supertramp abandoned society and traveled through nature in Alaska. He did not survive his trip due to the lack of supplies and resources he had. Despite the fact he was not prepared, he kept a journal recording his days adventures until the end. After he died, the journal was discovered in an abandoned bus that he dwelled in, and a book was published about his whole journey from start to finish. During his journey he met a lot of people who helped him out, and he formed relationships with them. Many of them admire him. McCandless was a noble character because of his exemplary acts of determination, his free spirit and perseverance through his journey. Firstly, Chris had a determined mindset. No matter how difficult the task, or how tedious the job he did not quit. Furthermore, during his journey to Alaska, he came across many obstacles such as getting stuck in Mexico, and getting lost in California. Whenever one of these hardships came up, Chris pushed through them and did not give up until he was physically incapable. Additionally, despite the doubt that the people who cared about him expressed, he kept going until he eventually succeeded. Some people may think that his behavior of determination was reckless and stupid, and it is true that he did not know exactly how he was going to succeed.