The History of Zero - 1561 Words

â€Å"From placeholder to the driver of calculus, zero has crossed the greatest minds and most diverse borders since it was born many centuries ago. Today, zero is perhaps the most pervasive global symbol known. In the story of zero, something can be made out of nothing† (Downey 1, The history of zero). Zero came from the Latin word zehirum, which comes from the Arbid sife translated from the Hindu sunya meaning empty. The first time zero was used in English language was in 1598. One of the many debates by mathematicians, even in our perspectives classroom is if zero was invented or discovered. â€Å"Zero’s path through time and thought has been as full of intrigue, disguise and mistaken identity as were the career of the traveller who first brought it to the west† (Kaplan, The Nothing That Is: A Natural History of Zero). Other debates by mathematicians are if zero is a placeholder or if it is a real number. The way our world functions today is based on understan ding and working with zero. Without zero there would be no calculus, accounting or computers. We live in a world that uses these items every single minute of every day. â€Å" The story of zero is the story of an idea that has aroused the imagination of great minds across the globe† (Downey 1, The history of zero). Understanding zero and what it is today, we have to look back at the history of zeros origins and how it traveled through time. In ancient Egyptian mathematics, it was used to measure time, counting money, calculatingShow MoreRelatedThe History of Zero: Indian and Mayan Cultures726 Words   |  3 PagesZero is usually recognized today as being originated in two geographically separated cultures: the Maya and Indian. If zero was a place-holder symbol, then such a zero was present in the Babylonian positional number system before the first recorded occurrence of the Indian zero. If zero was represented by an empty space within a well-defined positional number system, such a zero was present in Chinese mathematics a few centuries before the beginning of the Common Era. The absence of a symbol forRead MoreThe Columbian Exchange Statistics782 Words   |  4 PagesIreland in 1491: zero Tomatoes in all of Italy in 1491: zero Peppers in all of Spain in 1491: zero Strawberries in all of England in 1491: zero Cocoa beans in all of Switzerland in 1491: zero Peanuts in all of West Africa in 1491: zero Cassava roots in all of the Congo in 1491: zero Ears of corn in all of Europe in 1491: zero Horses on the Great Plains of North America in 1491: zero Coffee plants in South America in 1491: zero Cane sugar plants in the Caribbean in 1491: zero Fields of bluegrassRead More Holes Essay504 Words   |  3 Pages Stanley Yelnats has a history of being in the wrong place and the wrong time. He was even wrongly accused of stealing a pair of old sneakers that was owned by a baseball player. He was sent to a juvenile correction center, Camp Green Lake. On Camp Green Lake there is nothing green and no lake, there are also no metal bars, electric fences, and no guard towers, all there is are a few cabins and tents in the middle of nowhere. If the campers tried to run they would be â€Å"buzzard food†. Each day everyRead MoreThe Occupation And Abuse Of National And Female Bodies1473 Words   |  6 PagesFirdaus engages with the separation of these facets throughout Woman at Point Zero. She explains how prostitution is an exchange where she offers up her â€Å"dead body† and keeps her â€Å"heart and soul† (Sadaawi â€Å"Point Zero† 116). However these is a split between body and soul that is irredeemable. She believes through love she could unite her body and soul and claims that love will help her â€Å"to feel whole† (Sadaawi â€Å"Point Zero† 116). However due to the exploitative quality in sex between a man and a womanRead MoreAgrument on Zero-Tolerance Policy1056 Words   |  5 PagesZero Tolerance for College Students Gladwell stated in, â€Å"No Mercy† (2006), â€Å"this is the age of zero tolerance.† Zero tolerance policies, which are regulations for specific issues such as weapons, drugs, cheating and alcohol, are adopted by many schools and workplaces today. According to a government study, more than three quarters of the schools in America use zero policy to restrict students from misconduct. However, statistics show that there is no evidence proving that bad behaviors get deterredRead MoreEssay about We Cannot Have A Successful Society If Zero Is Not Involved1311 Words   |  6 PagesWe Cannot Have A Successful Society If Zero Is Not Involved INTRODUCTION: The number zero may be thought to have very little importance, but it is actually of great value. Zero is the number that precedes 1 and follows –1 so it may represent the value of nothing. Zero is also important in holding a place value. It is a composite integer that is neither odd or even, though that fact can be debated. Zero is involved in many areas of study including modular arithmetic, computer sciences, and physicsRead MoreUses And Accuracy Of Newton s Method1743 Words   |  7 Pagesdiscoveries in both math and science. From gravity to calculus, Newton made many fundamental breakthroughs that have shaped thought for centuries and are still in use today. For this reason, Newton has always been one of the most interesting characters in history for me and thus is why I found such great interest in his theories and being able to explore them further. However, though he had countless monumental breakthroughs, he also had other theories that are not as well known, which i nterested me even moreRead MoreThe Developement of Mathematics Essay1167 Words   |  5 PagesAlthough the history of numbers is rather unknown and unlooked upon compared to the history of other subjects; we should learn of the development of numbers, from the basic number sense that some animals also possess to all the different numbers we have today. After all, it is because of numbers that we have progressed so far in science and it is because of science that we have all the wonderful inventions of today. From the far beginning, before counting, man only had a rudimentary â€Å"number sense†Read MoreGlobalization Will Provide a World Free of War Essay1000 Words   |  4 Pages In the history of civilizations the contest for human interaction has been war. Despite how advanced our world is today with global telecommunications, the ability to travel to space, and nano technology, war is still a part of every day life for a large part of the global population, but in this newly connected global marketplace, peace has or will have even more value than war. Globalization is a connected marketplace of economics, education and travel. It is now just as easy to communicateRead MoreMarketing Strategy of Coke Zero736 Words   |  3 Pagesleading manufacturer, marketer and distributor of non alcoholic beverage. Coca-Cola Zero has been one of the most successful product launches in our history. In 2009, we sold more than 600 million cases globally. As of September 2010, Coca-Cola Zero is available in more than 130 countries. Brand Positioning The soft drinks market is dominated by 3 household Coca Cola, PepsiCo and Dr Pepper Snapple. Coke Zero is successful because it was carried to new category – sugar free coke and be first

William Faulkner s Literary Accomplishments - 1753 Words

William Faulkner was a powerful writer whose highly anthologized works bear the image of the Southern Gothic tradition and the weight of more than half a century of literary analysis and criticism. Despite a vast amount of intense and perhaps belated scrutiny directed at Faulkner s literary accomplishments, the author himself had a vision and scope not to be outdone by his commentators. Between 1929 and 1936, Faulkner published novels with characters ranging from children, thinkers, the insane, the law-breaking, and even those beyond the grave serving as vehicles for themes of time, sex, race, childhood, retribution, family life, Southern Life, and cultural change. In the construction of these stories, Faulkner employed an unmistakeably flowery, intense, and suspenseful narration, often from many different perspectives. He even constructed – in the truer sense of the word – a whole southern American-themed world (which he named â€Å"Jefferson and Yoknapatawpha County †) for his stories and acted through his writing as his world s historian. In this essay I turn to part of that history as told by Faulkner in two of his most famous works and short stories, â€Å"Barn Burning† and â€Å"A Rose For Emily†, with the purpose of realizing the thematic similarities between the two. Conflict between the protagonists convictions and reality itself is the driving force behind character action and its resolution in both â€Å"A Rose For Emily† and â€Å"Barn Burning†. The unwillingness of theShow MoreRelatedSex As A Political Condition1592 Words   |  7 Pagesspirit and inelegant in ethos, equal parts hilarious, offensive, and insightful.† Flores, a professor and published author, has had a successful career. Born and raised in El Paso, TX, he graduated UTEP with a master’s degree in English in the 1970’s. Shortly afterwards, he started working at LCC (Laredo Community College) as an English Professor. He then decided to â€Å"teach a course on Black and Chicano literature that led to a National Endowment for the Humanities Fellowship at Dartmouth CollegeRead MoreModernist Elements in the Hollow Men7051 Words   |  29 Pagesthis complexity, which is at the heart of modernism as a literary movement, that makes of Eliot’s poetry very typically modernist. As Ezra Pound once famously stated, Eliot truly did â€Å"modernize himself†. Although his poetry was subject to important transformations over the course of his career, all of it is characterized by many unifying aspects typical of modernism. It employs characters who fit the modern man as described by Fitzgerald, Faulkner and others of t he poet’s contemporaries. It is markedRead MoreKhasak14018 Words   |  57 PagesMonday, 26 October 2009 Preface This dissertation titled ART AS A RENDEZVOUS OF MYTH AND MIND: A PSYCHOANALYTIC AND MYTHOLOGICAL ANALYSIS OF O V VIJAYAN’S THE LEGENDS OF KHASAK explores how the judicious selection and use of literary theory can account for the universal appeal of The Legends of Khasak, a belated self translated rendering of a famous regional work in Malayalam, Khasakkinte Ithihasam authored by the eminent writer O V Vijayan, and thus assert its artistic value. Divided into fourRead MoreThe Ballad of the Sad Cafe46714 Words   |  187 PagesThe Ballad of the Sad Cafà © and Other Stories by Carson McCullers Back Cover: When she was only twenty-three her first novel, The Heart Is A Lonely Hunter, created a literary sensation. She is very special, one of America s superlative writers who conjures up a vision of existence as terrible as it is real, who takes us on shattering voyages into the depths of the spiritual isolation that underlies the human condition. A grotesque human triangle in a primitive Southern town. . . A young

Perspective And Explaining Differences †Myassignmenthelp.Com

Question: Discuss About The Perspective And Explaining Differences? Answer: Over the years, various theories have come up that have implemented the theoretical concept of change. According to (Cameron, Making sense of change management: A complete guide to the models, tools and techniques of organizational change, 2015) organisational change is a process that can be implemented in order to bring about success. In most cases, it has been seen that change in the policy or mode of work has helped in improving the falling standards of an organisation. The ontology of change is an example of the ways by which these changes can be implemented in the organisation. However, in order to implement the changes, it is necessary that the people working in the organisation embrace the changes. This is an important factor that needs to be considered by the managers while planning for change in an organisational context (Booth S. , 2015) However,(Waddell, 2013) stated that the ability to control, identify and implement the requirements for the success of an organisation is considered as change management. The first ontology related to change management states that the ability of the managers to identify the policies or procedure that prevents the success of an organisation can help in implementing necessary changes. The fact that changes in the perspective of an organisation remain constant is an example of the ways by which employees need to embrace the changes. In this regard, the role of the managers is important in order to motivate the employees and engage in bringing about changes through leadership. In this regard, the two definitions of change can be analysed clearly in order to identify the similarity of thoughts between the two scholars. Theories can be related in order to identify the implementation method used for managing change in the organisations. The common links that can be revealed by analysing the definitions include the resistance to change by employees. (Higgs, 2014) stated that the resistance shown by the employees in terms of accepting changes in the organisation indicates that employees fear the job security. This can be related to the second ontology or worldview that mainly states that with the evolution of time, organisations tend to implement changes that are suited for the particular situation. For example, in the modern world, most organisations like to bring about changes in terms of improving technically. The use of technology in the organisation can help in reducing the manual labour provided by the employees. Thus, in this regard, the employees without technical knowledge or expertise can suffer from employment issues. In this regard, the theories suggested by Lewin and Kotter can be applied. Lewin stated a three-stage change management system that focused on planning the change, executing the change and implementing the change in the organisation. On the other hand, Kotter suggested an eight-step model that involves a systematic approach to change. The implementation of these theories in an organisation can help in reducing the resistance from the employees (Farkas, 2016). The definitions also suggest that in order to gain success, every organisation need to implement changes. This can be termed as a long-term goal of an organisation. In order to implement changes, it is necessary that the employees working in the organisation share the goals of the managers. About the organisation Truelocal is an organisation that is based in Sydney, having smaller branches in Melbourne and Brisbane. It has over 150 staffs, an augmentation of approximately 50 per cent over the period of past two years. It was originated in 2005 by NDM as an element of an intensifying operation of the online websites; information about the weather and online sport; search engine for shopping comparison and web based recruitment. As the world has reallocated itself into the age of digital info, the demand for consumers of the online media as means of sourcing information significantly augmented. The demand for the printed media diminished, putting much pressure on the companies of a newspaper for expanding to producing news along with information online in the digital design. This took into account News Corporation that diminished the operations of its newspaper and augmented its digital extension. Describing changes There was much requirement for Truelocal to bring into line its culture, structure and values with the parent corporation for meeting the goals of strategic growth not long after its establishment. According to (Goetsch Davis, 2014) , experts make use of three primary sets of change within their approach, technical design, political allotment and issues of the cultural mix. One of these issues became a pressing problem at any point of time, initiating the changes. In the case of Truelocal there have been a number of alterations evolving and at this point of time, it has been the culture issue. NDM has been expanding in size since its institution in the year 2006 with a number of obtained operations of the website; each has been operating as the separate unit of business with the sustainability of the IT, Finance, Commercial Operations along with the support services that are being offered by the parent company (NDM). A decision was made for aligning the organisation in terms of the operations, strategy and culture so that it could ponder on the factor of performance and innovation for attaining the goals of becoming the number one contributor of Australias online information(Hornstein, 2015). Hence, because of this, NDM redesigned the structure of its organisation as most of the other units of business along with Truelocal merged together into one location. After the relocation took place, Truelocal began gratifying the structure of the company that is being led by the new management team along with the CEO. Since then, it has been under the regular change to attain the goals that it has for its continual growth. Performance gap can be stated as the desire in moving from one less preferred state to that of another. This can be witnessed by the augmented performance after the change has taken place along with the alteration of culture has been implemented (Hechanova, 2013). Changes related to fundamental that took place from the shift from existing bureaucratic and vertical formation to a horizontal structure and modification in the dedicated execution of the divisions generating a culture of a corporate environment that has been customer focused. The accessible culture was deemed a casual attitude towards the requirement of dress, breaks along with informal expression of communication(Hayes J. , 2016). The changes implemented in the organisations need to be executed by the change agents. These agents are the managers of the company. The managers involve the employees by using motivational techniques necessary for implementing these changes. On some occasions, it is seen that the employees are motivated, however, there are also times when the changes made remains out of expertise for the employees. This may result in the loss of job for the employees due to lack of adaptability. Relating change definitions The definitions related to change can help Truelocal to understand the prospect of change. The organisation deals with the online business, it is important for the company to embrace the changes. This is mainly because of the fact that in the modern, the use of the internet is a common factor for many people. With the use of the internet, people around the world search for information, conduct shopping, read the news. Truelocal provides such facilities to the people. Hence, continuous changes in the field of technology are required for the organisation. Adoption of backdated technology can provide a competitive disadvantage for the company. Thus, in order to bring about success in the organisation, it is necessary that the changes be maintained and embraced as per the requirement of the market. Conducting a SWOT analysis After the analysing the changes that occurred in Truelocal, a SWOT analysis of the changes can be undertaken. According to Olins (2017), SWOT analysis is conducted in order to identify the internal potentials of an organisation. In this case, the SWOT analysis is based on the operations that the company undertakes and the recent exploits of the company. Strengths High prowess in the technical field Merging with a reputed company Relocating to a proper place of business Weakness Poor structure Cultural factors Gap in performance Opportunities Expansion into global business Motivation to attain organisational goals Recognition in the local market Threats Competitor threat Continuous updates in technologies Employee turnover Table: SWOT analysis After analysing the table, it can be said that the strength of the organisation lies in the fact that it merged with NDM thereby gaining access to the required technologies that are needed for the business. The main reason for the change to take place in the organisation is the poor structure that was involved. According to Wood et al., (2016), a proper organisational structure helps in the smooth progress of an organisation. The employees can do the delegation and reporting of work in a less complicated manner. Due to the poor structure, the performance of the employees working in Truelocal fell drastically. Certain cultural factors were also involved in the organisation. This again led to the adoption of changes in the organisation. Thus, it can be said that the factors that led to the changes, may have a considerable negative effect on the company. As stated by Kempster, Higgs Wuerz, (2014), organisational change needs to take place if the managers feel that certain factors hinder the progress of work. In the case of Truelocal, all three weaknesses of the company contribute to the change in the organisation. Apart from the weakness, the threats that the company received from the competitors and employee turnover also need to be considered. The regular update of technologies poses a challenge for the organisation because it has a huge employee turnover rate. In order to fix this, the managers needed to merge with NDM and relocate to a place that can be easily accessed by the local people. Such changes can provide an opportunity for growth in the region as well as international market.; Benefits and drawbacks of SWOT for change According to Kotler, Dingena Pfoertsch, (2016), organisational change needs to be done based on the internal analysis of the company. In this regard, the use of SWOT analysis can help in understanding the requirements of the organisation and implement changes accordingly. SWOT analysis helps to understand the business in an in-depth manner. The better understanding of the business can help in developing strategies that can be useful for the implementation of changes. It also addresses the weakness of an organisation. Arnold Capella, (2015) stated that the opportunities that a business may have been identified with the help of SWOT analysis. The advantage of the strengths can be used in order to identify the opportunities and address it. Thus, changes in an organisation can take place by analysing these factors. However, certain limitations also exist while implementing SWOT as an analytical technique. Steigenberger, (2015) stated that SWOT analysis does not give priorities to issues. From an objectivist point of view, it is seen that the issues are taken at random and are solved systematically in the order of occurrence. This can cause a risk for the organisation as the more important issues need pose a threat. It also fails to provide an alternative solution after identifying the weakness or treat. The decisions that are needed are to be executed and implemented by the managers. This provides a drawback it is not possible for the managers to come up with appropriate solutions. On the other hand, the social constructionist is of the perception that it does not provide the best solution for solving a problem. Although Chad, (2015) is of the opinion that it provides numerous solutions, managers seek to implement only one solution in order to address the problems. Similarly, it generates information that is not always useful for an organisation. Role of change agent In order to implement changes in an organisation, it is necessary to engage agents that manage the changes (Levasseur, 2013). These agents are referred to as change agents that help in analysing the situation of an organisation and implement the necessary changes. The role of change agents can be described as the following: Investigate: Investigation about the behaviour of the people based on the attitudes and work performance needs to be done before and after implementing the changes. According to Daspit et al., (2017), change agents try to identify clues that suggest the reasons for the prevention of change. These help in eliminating the threats that are hinder the change process. In the case of Truelocal, the change agent needs to determine the steps that are required for removing the obstacles that hinder the change in the organisation. The observation and analytical skills are important for a change agent. Advocate: In order to implement the changes in the organisation, it is necessary that some people voice opinions regarding the implementation of changes. Change agents help in bringing about the voices that support the implementation of changes. This may act as a motivating factor for an organisation in need of serious changes (Bradley, 2016). Truelocal can adopt such practice from any one personnel and ensure that the changes that are implemented in the organisation take quick effect without hindrance. The initiation of change needs to be enforced on a continuous basis in order to maintain focus on the goals of the organisation. Encourage: According to Burke, (2017), changes can only take place if managers and employees are willing to alter the appearances of the organisation. The behaviours, attitudes and activities of the change agents are to ensure that the people in the organisation are encouraged in order to implement changes. This involves taking risks and stepping outside the zone that is not normally in the comfort level of an employee. Truelocal can also implement such encouragement tactics and help in the implementation of changes. It is necessary for the change agent to understand the personal implications of the people and help in motivating the people about the changes required in the organisation. Facilitate: As observed by Clegg, Kornberger Pitsis, (2015), one of the main attributes of a change agent is to analyse ways by which changes can take place in an organisation. This involves formulating strategies and carrying out risks that can be helpful for an organisation. The changes that are to be implemented are analysed and presented in front of the employees in a manner that motivates them to adopt the changes. In the case of Truelocal, this is an important aspect as the agent acting as a facilitator needs to design system and tools that are necessary for the organisation to work in an efficient manner. Mediate: An organisation consists of various groups that provide varied opinions regarding the policies, procedures and strategies adopted by an organisation. Similarly, in terms of changes, these groups provide varied opinions. The role of the change agent in this regard is to act as the mediator. This is required in order to bring about a sense of negotiation between the people and agree on achieving a common goal. Such a role can be attributed as a leader in the business (Northouse, 2015). Advice: In order to build an authority over the people, change agents rely on the expertise they possess. This is done by sharing knowledge that can be useful for an organisation. In the case of Truelocal, the knowledge that is imparted by the change agent signifies the reliability of the people. According to Cummings, Bridgman Brown, (2016), this advice can be given in terms of providing training to the employees or by conducting meetings on a regular basis. In this regard, it can be said that a change agent needs to be confident and knowledgeable. Manage: Another role of a change agent is to ensure that every project undertaken by an organisation has goals, targets and deadlines. This can help in maintaining the pressure required for attaining the goal. One of the drawbacks that can be considered of engaging a change agent is the fact that it holds the people accountable for missing the targets. For an organisation like Truelocal, this can be a risk factor for the organisation. This is mainly because of the rate of employee turnover in the organisation. Hence, the versatile role that a change agent plays need to be analysed by an organisation. Based on the roles, Truelocal has to implement itself in the business market.; Drawbacks and benefits of approaches to change management Certain approaches exist that help in managing changes in an organisation. These approaches are varied from one another and help in the management of change in the company. These include the person-centric approach and the dialogic approach. Person-centric approach- According to Worley Mohrman, (2014), person-centric approach delegates roles and responsibilities in an organisation starting from the higher to a lower authority. Every employee is assigned a particular goal that helps the supervisors and managers to achieve the long-term goal of an organisation. The results that are generated from the application of the person-centred approach helps in the sustainable development of an organisation. In this regard, the application of this approach for implementing the changes in an organisation is critical in order to achieve the desired results. The purpose of change that needs to be implemented in an organisation needs to be shared along with the application of effective leadership. This can help in motivating the employees and encourage them in order to formulate effective change management plans. The potential benefits that can be derived from adopting this approach are the fact that individuals can provide self-opinion about the changes that take place in an organisation (Shirey, 2013). It helps in the formation of small groups and ensures that the employees facing problems can apply themselves in the organisational context. In this case, the role of the change agent is that of a mediator or advisor. The change agent provides advice with the employees and the managers about the advantages and disadvantages of the changes that are taking place in an organisation. New knowledge regarding the organisation or any factor that lead to the change can be acquired by the virtue of these changes. However, there are certain limitations that make it difficult for most organisations to adopt this technique. One such challenge is the setting of a goal. As observed by Cummings Worley, (2014), the employees have to wait in order to set the goals. The person-centred approach follows a hierarchical method. Therefore, it is necessary that the goals of the managers be set on a priority basis. This may take a significant time for an organisation to develop its goals. This is mainly because of the fact that employees can only see the impact of the goals made by the managers. The overall goal of the organisation does not come to the limelight as the managers' focus on achieving the targets that have been given to the employees. It is also done once in a year, therefore despite the change-taking place the goals of the organisation do not change (Longo, 2013). In the light of this analysis, it can be said that in the case of Truelocal, the person-centred approach cannot be implemented. This is mainly because of the fact that the organisation does not have a proper structure. One of the main drawbacks of the organisation that lead to the change in the management is the fact that the organisational structure did not provide comprehensive information about the supervisors. Hence, without the existence of a proper hierarchical structure, it can be difficult for the organisation to maintain the goals and objectives. Dialogic approach- The dialogic approach that is implemented in an organisation is based on the results of the plans, structure of an organisation and implementation of the stakeholders. This normally consists of four phrases that help in the systematic analysis of an organisation. These phrases include exploring and engaging, building and formalizing, implementing and evaluating, developing. These phrases help in the undertaking the demands and requirements of an organisation and help in the successful implementation of change. Burnes Cooke, (2013) stated that the transformational method of change is required to ensure that the change is implemented and accepted in an organisation. The transformational change helps in addressing the dialogic approach in an organisation. In the light of this, certain benefits of the process can be analysed. One such advantage is the fact that it does not rely upon the opinions of the employees. The managers implement the changes and ensure that the employees make proper communication in order to accept the changes. This can be helpful in order to reduce the work of a change agent. The systematic manner in which this method helps in analysing the difference between the old and new method of working motivate the employees in adopting this technique (Burnes, 2017). This helps in changing the attitudes of the workers and assist in bringing about proper change in an organisation. However, certain limitations exist in the approach that makes it reluctant for most organisations to adopt the method. One of the limitations is the fact that without proper motivational technique it may be difficult for the managers to encourage the employees. In this regard, the role of a change agent needs to be that of an encourager. Sudden changes in the organisational context can lead to a high turnover of employees. This, in turn, can hinder the services of the organisation and the implementation of change cannot be affected. Another limitation is the job security of the employees. With a systematic approach to reducing the old method, employees that are backdated cannot implement the new techniques in an effective manner. This provides the threat of job for the employees (Pollack Pollack, 2015). In this regard, the application of such an approach in Truelocal can help in the motivation of employees and reduce turnover rate. The company deals with latest technologies on a regular basis and the changes that need to be implemented have to point to the use of technological advancement. The rate of employee turnover can be reduced with the proper leadership and motivation of employees. Hence, the collaboration with NDM and the relocation of the place can prove to be useful for the organisation. References Booth, S. (2015). Crisis management strategy: Competition and change in modern enterprises. Routledge. Booth, S. (2015). Crisis management strategy: Competition and change in modern enterprises. Routledge. Bradley, G. (2016). Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press. Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications. Cameron, E. . (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cameron, E. . (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Clegg, S. R. (2015). Managing and organizations: An introduction to theory and practice. Sage. Cummings, T. G. (2014). Organization development and change. Cengage learning. Farkas, F. (2016). Hard and Soft Approaches of Strategic Organisational Change Management. Strategic management, 13-22. Goetsch, D. L. (n.d.). Quality management for organizational excellence. 2015: Pearson. Goetsch, D. L., Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River. New Jersey: Pearson. Hayes, J. (2014). The theory and practice of change management. . Palgrave Macmillan. Hayes, J. (2016). The theory and practice of change management. Palgrave Macmillan. Hechanova, R. M.-O. (2013). Transformational leadership, change management, and commitment to change: A comparison of academic and business organizations. The Asia Pacific, 11-19. Higgs, M. K. (2014). Pilots for Change: Exploring organisational change through distributed leadership. Leadership Organization Development Journal, 85-98. Hornstein, H. (2015). The integration of project management and organizational change management is now a necessity. 291-298. Kotler, P. D. (2016). Driving Change with Strategic Customers. In Transformational Sales. Springer International Publishing. Northouse, P. G. (2015). Leadership: Theory and practice. . Sage publications. Olins, W. (2017). The new guide to identity: How to create and sustain change through managing identity. Routledge. Olins, W. (2017). The new guide to identity: How to create and sustain change through managing identity. Routledge. Olins, W. (2017). The new guide to identity: How to create and sustain change through managing identity. . Routledge. Waddell, D. C. (2013). Organisational change: Development and transformation. Cengage Learning. Wood, J. M. (2016). Organisational behaviour: Core concepts and applications. . John Wiley Sons Australia, Ltd.

Villains free essay sample

This paper describes satanic characters in literature. This essay looks at evil and its corrupting forces in literature, citing Miltons Paradise Lost and Shakespeares Othello. It goes on to discuss the motives of Gandhi and those in the anti-slavery movements, attempting to explain why good will ultimately prevail. From the paper: Both John Milton and Dr. Martin Luther King were clergymen who based their works, writings and speeches on the principles set forth in Christianity. While it might seem to be a difficult task to find a villain in real life who is suitable for comparison to Satan one in whom personal characteristics are so base that they are better seen as completely nonexistent it is not difficult to find such a creature in literature. The character of Lago from Shakespeare?s play, Othello, fits this description well. Not only can Lago be compared to Satan in Milton?s Paradise Lost, but the character of Othello can be compared to an innocent Adam a person who is doing perfectly well before the devil moves in and brings hell with him. We will write a custom essay sample on Villains or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page