Resistance to Change Leadership Style

Question: Discuss about the Resistance to Change Leadership Style. Answer: Introduction: Change is the ultimate constant. One who sticks to his present or past is sure to miss the future. The same holds true for any business enterprise where change is always welcome and a person thwarting change is sure to lag behind in his future endeavors. A persons enduring capacity to change varies with the persons persona and perception. Since the economy is flowing and ebbing at a brisk rate, the strategies employed by the organization must also keep par with it. If the organization undergoes corporate changes in its intrinsic environment, it ought to infuse innovative business strategies, which can create a spirit of resistance among the employees (Fleck Kraemer, 2014). Employees expresses an opposition to changes not abiding by the conventional norms of the organization, being poorly introduced to them, hampering the rate of their productivity and when they perceive the upcoming changes unnecessary.(Bateh, Castaneda Farah 2013). On the contrary, with an efficacious introduction and adoption one can attenuate the intensity of the resistance and avoid dealing with employee resentment. Now it is time to detect the core of the problem and for that, need to explore the causes the background and the incontestable factors which influences the spiraling employee resistance to change is necessary(Battistelli, Montani Odoardi, 2013). Resistance to change cannot be claimed as completely irrational because whoever resists a change in an organization premises does that from their respective perspectives, which appears sensible to them. Anticipating resistance to change and modulating it from the beginning of the change management program, enables one to curb down objections effectively (Georgalis et al., 2015). Behaviors indicating potential resistance should be acknowledged and employees sentiments should be validated thereby heightening the awareness of the necessity to address the concerns (Bateh, Castaneda Farah 2013).Therefore, as a pragmatic agent of change the following reasons must be very well understood instead of wasting time to put out the fire of resistance: Fear of job security Normal human psychology states that everybody tends to panic when there raises a question mark on the individuals security and when the point is about job security then this fear is absolutely justified(Georgalis et al., 2015). An individual tends to find security in conventional approaches to life. So the fear of the uncertain future and the impact of change on job security is something which makes the employees resist vehemently to any kind of changes. Updated technology, improved procedures and upgraded systems are all the creator of resistance among employees as they find their job security at stake with these modifications coming. (Hon, Bloom Crant, 2014). Not being aware of the outcome of the change, the employees become apprehensive of the consequence and react negatively (Georgalis et al., 2015). According to a survey, the rate of unemployment in the industrial sectors has heightened up with the plant becoming automated or the offices becoming computeri zed. Poor communication strategy One of the most crucial reasons for employee resistance at workplace is the baffling communication between the management and the employees, which prevents an effective transmission of the organization message between them thereby augmenting misconception about the changes to be undertaken. The way a particular change process is conveyed to the employees plays a critical role in determining their reactions. The employees poorly receive a change mandated with little communication as they feel that it is being shoved down their throats (Hon, Bloom Crant, 2014). It is like maintaining an open door policy where the top- level management should be available for answering the queries. The absence of two- way communication might lead to grapevine rumors and sabotage any positive efforts undertaken. (Hon, Bloom Crant, 2014). Loss of control and power- Familiar routines and norms enables an employee to develop a sense of supremacy over the work environment eventually. Asking them to change their manner of operation may create discontentment among the employees and they might feel powerless. People prefer to implement changes when they find some form of control or power to exert. At times, changes reduce the power base of the employees or units and even downsizing a department leads to loss of influence, which is resentful. Open communication and soliciting input makes them feel that the contributions made by them matters to the organization. To instill a feeling of power in them during the changing process, the management should involve them to elicit their feedback and volunteer for participatory roles. (Klonek, Lehmann-Willenbrock Kauffeld, 2014). Lack of competitive ability Though this fear is difficult for the employees to admit it is one of the crucial reason for resistance. Change in organizations necessitates development of skills and some people gets doubtful whether they would be able to cope up with the transition. Therefore, the only way for them to survive against the odds is to oppose change. There are some, who are hesitant to experiment as a result they show a reluctant attitude towards learning new routines or processes. Such employees will surely impede the organizations adaptation to change and hinder its growth along with their own personal development. (Appelbaum et al., 2015). Poor time management Awkward timing or lack of tact is one of the viable reasons of employee resistance. Change must be implemented in the absence of any major ongoing initiative. Sometimes it is not about what but why when and how an act is performed, creates resistance. Undue resistance can be avoided if changes are not introduced in an improper time and insensitive manner (Appelbaum et al., 2015). Non-reinforcing benefits and rewards system A common saying goes around in the business sector that managers get what they reward the employees. Now the employees are sure to resist when they will not be able to see anything in terms of rewards or benefits for them. Without a reward and recognition, the employees will not be motivated to support the change in the long run (Hon, Bloom Crant, 2014). Accordingly, the organizations reward system must be modified to abet the change that the company wishes to implement (Appelbaum et al., 2015). The reward need not be an exorbitant one; a token of appreciation can turn the table to a favorable situation. Lack of adequate support system Employees stuck in their comfort zones, work with the managers of their choice whom they get along with well and operate in predictable environment. Lack of mutual trust Successful change process turns out to be null and void in an environment camouflaged in mistrust. One employee should have faith and loyalty towards others intentions. An organization where there prevails a high degree of trust and the employees are treated with dignity, chance of resistance diminishes automatically. Any kind of sweeping changes causes insecurity among the employees regarding their status quo in the workplace. Sometimes it may cross the horizon and lead to overt behaviors such as slowing down of work, frequent strikes and aggressive unionism. Development of lower morale among the employees because of pessimism may lead to recruitment and retention issues (Lozano, 2013). Moreover, lessened efficiency can have a massive impact on the organizations bottom-line. Finally, persistent misunderstandings between the management and the employees may result in commotions and outbursts following with a greater chance of employee unrest (Klonek, Lehmann-Willenbrock Kauffeld, 2014). The finest example, which one would like to highlight in this context since it holds the most relevance as far as resistance to change is concerned, is the company named Borders. It was an international enterprise dealing as a music and book retailer in Ann Arbor, Michigan. The story of Borders illustrates the wrenching changes faced by the once grand bookseller industry and aptly portrays the challenges of maintaining the dominant position in a cut-throat competitive market. Founded by Louis and Tom Borders in 1971, this bookseller industry heralded a revolution in the book retailing business. By the end of 2000, Borders and its competitor Barnes and Noble proved their dominance in the market and captured almost 40% share combined (Klonek, Lehmann-Willenbrock Kauffeld, 2014). But their resistance to changes and reluctance to adapt to newer technologies embarked on an epic zone of blunders (Ramaswami, Raju Page, 2016). The company aimed at having a superior level selection to its competitor Barnes and Noble notwithstanding the fact that the customers were unaware of their proceedings and operations. One of the crippling strategic errors on their part was neglecting the control over their internet sales medium. Until 2008, the company did not have its own website though in 2001 it negotiated with Amazon to tackle its online business. Increased attention to stock more CDs and DVDs preceded a plunge in the sale of the items since consumers were more drifted towards digitalized delivery systems. Their e-reader Kobo was supported inadequately and devoid of traction. They boasted of their strength in culture and did not want to rattle the cultural equilibrium through changes. They adhered to their conventional notions, which fostered a kind of tunnel vision and made them rigid to their structures. They did not want to rock the boat hence avoided contractual agreements and losing of their sunk costs and finally the entrenched interests of the key employees or groups prevented them from taking justified actions, ignored the negative effects in lieu of temporary benefits, and tried to sustain their status quo (Martin, 2017). The industry after lots of trial and errors now seems to be returning to its roots through technological up gradation and remodeling of the stores. It is gradually emerging as a toy store selling books to appeal to all types of customers and increase its brand value in due course (McFarland, 2015). So, once the industrys former Goliaths learnt from its past mistakes, rectified it with expertise, and revamped its business according to the changing trends. Therefore, it has been firmly established by now that resistance to change is one of the most recalcitrant problems faced by the business executives recently. Such resistance is multidimensional and varied in forms and expressing various pseudo logical reasons stating reasons to abolish changes. So, here are certain proven strategies that will enable a business executive to mitigate employee resistance to change with full vigor: A new way should be created to communicate with the employees about the upcoming initiatives through regular updating at team meetings by the key managements. Marketing of the new strategies to each employee or groups and explaining the new steps undertaken in proper terms with a straightforward and honest vision. Inviting team members from each functional team to participate in seminars and marketing the newly adopted business strategies. They should select a group of agents who will catalyze the change aiding to manage implementation and the planning process. An eloquent person should be chosen from both management and non- management positions. Key deliverables should be distributed to each department or person involved in the business strategy and successful implementation for compensation should be tied. Regular reports should be prepared on performances and the ones achieving the goals should be publicly rewarded. Usage of social media platforms can be the ideal mechanisms to augment changes, reshape the culture of the company, improving the accomplishment of corporate strategy and communication since most of the change management boils down to ongoing dialogues in an enterprise. Training programs needs to be delivered by adept trainers, which facilitates development of new skills to support the changing flow. Managerial tools for controlling and directing the employees towards their goals, is one of the fundamentals in organizational management. Employees resistance to this managerial process has been viewed from diverse viewpoints. Since there is multiple way of approaching resistance, the ethical implication of resistance is under question. The ethical concept is examined critically as far as the ethical assumptions of resistance are concerned (McKay, Kuntz Naswall, 2013). In an organization, ethics of resistance and utilitarianism is provided special attention. Within this framework, it is stated that people resist changes to attain justice and autonomy in the organizational framework. The theoretical evolution of a new ethical concept in terms of resistance comprises contribution of the organization in question. In corporate terms, ethics are the beliefs stating what is just or unjust, they lay the foundation for judging the individuals behavior and guide organizations in the right t rack. Ethics has captivated the center stage in organizational management. The underlying morals of individuals or groups lend a pivotal impact not only on the organizations but also on society in general (Mitchell, 2013). It is required by the organizations to adopt a much more ethical approach for operating their business. For that, they have to move from: Performing the minimum demanded by law to doing the appropriate thing as per the environmental norms Downplaying concerns of the public. Avoiding environmental advocates willing to work with them. Though it is easy to note down the various types of ethical behavior, the capability of the manager to execute such behaviors are often restricted by other factors. Nowadays managers are quite sensitive to social responsibility issues and ethical behavior due to immense public pressure, from legal and government authorities and from coverage of media. It is not quite clear where to draw the borderline between expectations of ethical behavior, which seems to be conflicting. The challenges of managers include the requirement of acting ethically in the face of daily pressures to satisfy deadlines and targets, which may compel them to act unjustifiably. This should not be a surprise considering the strong bonding between an organization's ethics and its prevailing culture. Therefore, the organization ethics are entrenched in the culture and the culture is reflected through the ethics (Rafferty Jimmieson, 2016). Consequently, an attempt to alter the norms by the regulators and instigating for adoption of an ethical code is over-optimistic at times. Unfortunately, since 1980, the management of change process has concentrated on approaches emphasizing the deployment of power for winning compliance. Instead of changing behavior by means of imposition and coercion, an approach is necessary which emboldens ethical behavior and allows the management to change at their own will. The approach, which has been used for years, is to map the source of individual power (Ramaswami, Raju Page, 2016). Critically analyzing individuals have six sources of power trying to identify which source is relevant to individual members and whether change will have a positive or negative effect on the source. If the source of power diminishes then it is time to plan how to work with that individual in order to find new sources of relevance (Watson, 2013). The main concern lies in understanding where power exudes from both at a group and individual level and how intervention affects the power distribution at all levels. This is a useful framework before starting to work with a team keeping in mind the issue of organizational change - Mapping individual employees sources of power Identifying how each source will be affected by intervention Mapping sub groups and power interactions within the total team Building personal relationships a major platform enabling individuals to deal with power threats Employee resistance to change is an utter complex issue faced by the ever- evolving enterprises of today. The change process is ubiquitous and employee resistance has been evaluated as a crucial contributor in the failure of several well- conceived efforts employed to initiate organizational change (Klonek, Lehmann-Willenbrock Kauffeld, 2014). To make any organizational effort praiseworthy and significant the top management needs to come out of the mahogany paneled air-conditioned rooms, roll up the sleeves and implement a comprehensive strategy from the very beginning to overcome the barriers. In case they find it, difficult to conduct themselves alone they can hire a delegate who will design an apt management strategy taking the help of some official managers. The advantages of scale and size are consistently fleeting in our highly networked global economy. Companies that will deny embracing changes and try to organize themselves at their will are sure to get swept away regardless of their previous success. References Appelbaum, S. H., Degbe, M. C., MacDonald, O., Nguyen-Quang, T. S. (2015). Organizational outcomes of leadership style and resistance to change (Part One).Industrial and Commercial Training,47(2), 73-80. Bateh, J., Castaneda, M. E., Farah, J. E. (2013). Employee resistance to organizational change.International Journal of Management Information Systems (Online),17(2), 113. Battistelli, A., Montani, F., Odoardi, C. (2013). The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour.European Journal of Work and Organizational Psychology,22(1), 26-41. Fleck, S. J., Kraemer, W. (2014).Designing Resistance Training Programs, 4E. Human Kinetics. Georgalis, J., Samaratunge, R., Kimberley, N., Lu, Y. (2015). Change process characteristics and resistance to organisational change: The role of employee perceptions of justice.Australian Journal of Management,40(1), 89-113. Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,40(3), 919-941. Klonek, F. E., Lehmann-Willenbrock, N., Kauffeld, S. (2014). Dynamics of resistance to change: a sequential analysis of change agents in action.Journal of change management,14(3), 334-360. Lozano, R. (2013). Are companies planning their organisational changes for corporate sustainability? An analysis of three case studies on resistance to change and their strategies to overcome it.Corporate Social Responsibility and Environmental Management,20(5), 275-295. Martin, B. H. (2017). Unsticking the status quo: strategic framing effects on managerial mindset, status quo bias, and systematic resistance to change.Management Research Review,40(2). McFarland, D. (2015). Change Resistance. McKay, K., Kuntz, J. R., Naswall, K. (2013). The effect of affective commitment, communication and participation on resistance to change: The role of change readiness.New Zealand Journal of Psychology,42(2), 29-40. Mitchell, G. (2013). Selecting the best theory to implement planned change: Improving the workplace requires staff to be involved and innovations to be maintained. Gary Mitchell discusses the theories that can help achieve this.Nursing Management,20(1), 32-37. Rafferty, A. E., Jimmieson, N. L. (2016). Subjective Perceptions of Organizational Change and Employee Resistance to Change: Direct and Mediated Relationships with Employee Well?being.British Journal of Management. Ramaswami, S. N., Ramaswami, S. N., Raju, S., Raju, S., Page, D. C., Page, D. C. (2016). Conceptualizing and measuring resistance to change in brand relationships.Journal of Indian Business Research,8(3), 180-204. Watson, G. (2013). Resistance to change.R. Cohen, J. McManus, D. Fox, C. Kastelnik, Psych City: A Simulated Community, 246-257.

The True Story About Writing College Papers for Money That the Experts Dont Want You to Hear

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Topics For An Organized Crime Research Paper

Topics For An Organized Crime Research PaperIn this article, I want to discuss the topics for an organized crime research paper and outline the format of a good one. These types of papers are usually quite large in size and require some significant planning. The topics for organized crime research paper are typically set out in more than one section.The first section, that is often used is the 'Uniform Crime Report' or UCR, which reports crimes reported by the police in the US and is mandated by law as a part of the Freedom of Information Act. Other types of reports include rape, murder, sexual assault, robbery, burglary, larceny, and the like.The next section includes specific crimes such as drug crimes, vehicular crimes, guns, weapons, and all other violent crimes. It also includes less violent crimes such as identity theft and computer crimes.The third section is the title of the specific crime. The research paper must have a title that the reader can easily understand.The next se ction is the author's name, where they are affiliated with the college or university where the research paper is being written, and sometimes they will be given a pseudonym if necessary. Many investigators prefer to have their own professional identity as they prefer anonymity for their cases.The fourth topic of the research paper is usually about a specific event. For example, it could be a date of birth, or a relative's name. The paper may be a more personal in nature, in which case the topic will change in accordance with the nature of the crime.The fifth topic of the paper is the location or place where the crime occurred. This can range from a person's home or workplaceto a public location. It will also be noted, if the crime was related to drugs, fraud, weapons, and so on.The sixth topic of the paper is a request for information that has been left by someone in the community that has a case similar to the one being researched. It may even be a request for an interview, as in a press release. The seventh topic is the issue at hand that is important to the crime and may relate to the previous topics.

The Ultimate Solution for Citing in a Research Paper That You Can Learn About Today

The Ultimate Solution for Citing in a Research Paper That You Can Learn About Today Explain briefly the key points you want to cover in your paper and why readers ought to be interested in your topic. The list has the exact same running head as the primary text. What to Expect From Citing in a Research Paper? There's no need to explain what can be seen in the textbooks, nor the conditions of the title. Most colleges and organizations utilize a number of citation styles. In this kind of situation, you might want to search for an institution that could possibly be in a position to supply you access to that literature for those purposes of reviewing the content. Common knowledge in the specialty is usually fine, too, although you need to err on the side of caution. Thus, be certain to examine your intended journal's most recent and relevant publications to get a better idea of the number of references to include depending on the certain type of article you intend to write. 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Give Your Students The Help They Need With A Sample Comprehension Essay

Give Your Students The Help They Need With A Sample Comprehension EssayA sample constructive essay question can be a very valuable tool to a student who has just entered into the world of higher education. While most students are extremely organized and tend to have several folders stacked with essay prompts and sample essays, students will often lack a certain amount of confidence when it comes to writing an essay. This is especially true of those who have had little formal training in academic writing.For this reason, it is very important that you provide your students with samples of essays on a regular basis. This will help them to get comfortable in the comfort of their own skins and feel confident about their ability to write a written essay. Many students may see an essay prompt and think that it would be easy to write an essay, but they will often need a little more guidance than that, in order to write an essay.For this reason, it is often necessary for you to provide a samp le constructive essay for your student's essay writing assignment. This could be a questionnaire, or perhaps even a student's essay on their favorite subject. Whatever you choose, you should make sure that you give them some guidance as to how to structure and format of the essay. This is particularly true of essays on personal experience or controversial topics.It is also a good practice to give your students various essay topics, so that they have a variety of ideas and perspectives to pull from. However, it is still important to keep in mind that you cannot simply assign a large number of different essays. Instead, focus on giving students a fair share of the same types of essay topics that they will be required to write on.If you do use a sample essay as part of your higher education curriculum, it is important that you avoid plagiarism. However, even if you do not, you must ensure that the sample essay provides enough guidance to allow students to continue developing their writ ing skills. This is especially true of students who do not have any prior writing experience and are struggling to write.Students who are struggling with writing assignments are typically wondering how to write a strong essay. By providing them with a variety of essay topics, and helping them to prepare their own writing samples, you will allow them to develop their own writing style. The end result is that they will be able to write better essays in general, and it will help to build their confidence and self-esteem.Remember that it is important that you provide your students with help when they are struggling with a difficult essay topic. Often times, it is helpful to provide the students with a sample of their work, and then offer guidance to the students to help them refine their essay writing. This is an excellent way to allow them to become more comfortable with essay writing, and it helps them to become less apprehensive about writing their own essays.Students who have done w ell with a sample of their essay on their own will be more comfortable with the topic, and will also be able to use their own skills to enhance the quality of their writing. This type of coaching can help students who are struggling in class, or who may be questioning their ability to write. This will help them to write more proficiently and to become more confident in their own abilities.

Angels Demons 1 Essay Example

Angels Demons 1 Essay Angels are many times presented as being dressed in white flowing robes with halos and wings. They are usually depicted with long flowing hair and surrounded by bright white light. It is not unusual to see angels presented in movies, television and literature as taking human form and assisting people by performing various supernatural acts, such as flying or performing miracles. Angels are almost always presented as good and peaceful beings having been sent by God to assist humankind. These representations many times do not agree with scripture, but the overwhelming popularity of angels in our culture is undeniable. Demons, on the other hand, seem to be a topic that many refuse to even mention. By refusing to talk about them, we can’t be educated about them. By ignoring them, we can’t recognize if we are dealing with them. If we never talk about them, we are saying that they don’t exist, or they are not relevant. In addition, if we do not address these spiritual bieing and only talk about Satan, then we might communicate a messge that Satan is far more powerful than he reallyis. We will write a custom essay sample on Angels Demons 1 specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Angels Demons 1 specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Angels Demons 1 specifically for you FOR ONLY $16.38 $13.9/page Hire Writer They are usually depicted as very evil creatures sent to inhibit or harm humankind. It is very rare to see demons represented in any way shape or form as good or beneficial. Part One According to the Bible, angels are heavenly beings that were at some point created by God. Evidently, they are sent by God to deliver messages, praise God on His throne, or carry out God’s will. They are mentioned numerous times in both the New testament as well as the Old Testament. There have been numerous stories about angels, and virtually every child has at one point or another heard about their guardian angel. It seems that a day does not go by without hearing some sort of a story whereby someone was helped in one way or another by a supernatural creature that most recognize as angelic. The point is that the belief that God has â€Å"good creatures† who look out for us is very appealing and an idea that comforts all of us. It goes without saying that there are many many people who do not believe in God, yet they certainly believe in angels The idea of angels helps us to accept the reality of God and His Heaven. In our culture, where we tend to hear a lot about God and Heaven, the belief that there are angels who come from a place called heaven, helps us to accept the reality of the spiritual realm as well as accept the idea of God’s love and goodness. After all, if we believe that there are these creatures who help us and serve a gentle and peaceful ruler that we cannot see or hear, then He very likely is a loving God, as well. Thus, Heaven must be quite a place, since these spiritual creatures apparently live there. Part Two The Bible talks about Demons mostly in the New Testament, predominanatly in the four gospels and the Book of Acts. They are spiritual creatures who are strongly associated with Satan and Hell, and they are usually assumed to be operating in evil ways in their attempts to afflict human beings in one way or another. Most people are hesitant to discuss or even bring up the topic of demons, and there are few who are neutral when it comes to these mysterious spiritual creatures. Yet, when asked, most would likely agree there since there are angels who are considerd â€Å"good†, they would agree that there must exist similar creatures who are â€Å"bad† or evil. Like angels, there are numerous reports of demonic activity. To be sure, many have insisted that they have observed demons, or claim to have even been possessed by demons. Many missionaries, who have lived in countries where black magic and witchcraft are commonly practiced, claim to have witnessed first hand the actions of evil spiritual creatures. To be sure, the knowledge that there are evil creatures operating in the natural gives vivid and compelling evidence that there is indeed a Hell. Of course, when we consider demons, there is much to be considered. Certain denominations do not want to even mention the â€Å"D† word, and there are others who can easily overemphasize demoninc activity, despite the Biblical evidence. As was mentioned in the introduction, if we keep talking about Satan and his activites here on earth without talking about demons, then it is easy to create the misnomer that Satan is almost as powerful as God. Afte all, if you don’t have demons, then Satan must be very very powerful. It is true that he is very powerful, btu without the mention of demons it is easy to assume that Satan is almost as powerful as God. Conclusion The idea that there exists spiritual, unseen creatures who are either bad or good reinforces the idea that there is indeed a spiritual realm where there are opposing forces who battle each other. This helps us to see that there is a Heaven to be gained and a Hell to be shunned. Indeed, we easily acceot the idea that there is a wonderful God who rules a wonderful ehaven occupied by wonderful creatures we jknow as angels. Demons help us to recognize that there is a really bad place occupied by awful creatures ruled by a really mean guy name Satan who wants us to be in Hell with him. These ideas convince us that the spiritual world is real and that we must oay attention to it. Indeed, the morewe know about both iof these types of creatures, the more we see how they affect us here in the natural. Of course, the question that is often asked by unbelievers is that if God is supposedly a loving God, then why would He allow evil? Why allow Satan and the demons? And what is the point of having angels if God is all powerful? Good questions, indeed! And truly, there are no simple answers Yet they are all part of God’s creation. God created these creatures for His honor and glory, and both of these spiritual â€Å"species† help us understand that there is a spiritual realm, and thatGod is indeed sovereign over all things.

Art of Asia essays

Art of Asia essays Asia has many types of art because of the extent of the continent. Different cultures live within the continent. Even though there are many different cultures and countries, the art of Asia still has alot of similarities regarding what they believe on, and the ancient ways of doing things. Asia has countries like China, India, Japan, Indonesia, and many tohers. This similarities i was talking about are mainly in religios views. All cultures in Asia seem to be very fond of Budha, a god like person that lived thousands of years ago. They may also paint some other things, like ways of life, and their own mythology wich is not at all like the greeks. In Southern Asia, temples were painted. The temple of Nepal is one of those temples. there are also a lot of paintings of Stupa's or temples of workship. On the temple's walls, there are also paintings of budha's life. The Siamese Budha is also a sculpture made in the fourthenth or fiftheenth century. Southarn Asia has many interesting styles of painting, none equal to any toher found in other parts of Asia maybe with the exepetion of Budha/ There are certainly thousands of pieces of painting found is southern Asia, but they are all unique because of their creators. In China the chinese liked to make sculptures out of bronze. this certainly required a lot of skill because in those times people or artists did not have the tools we now have today. Tigers were really special in the Chinese culture since it is a symbol of protection. Sculptures in China were one of the main works. Wall paintings and little objects in tombs were also found, but these seemed to be special since almost none were found on the surface, or anywhere in the open. Tombs seem to be very important chinese customs too, because they are full of paintings regarding a persons life, or simply Budha watching, or other symbols important to the Chinese. The Art of Japan is very similar to w ...