| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "NATURE SYSTEM CHANGE RAYMOND NIMMER": |
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"The Nature Of System Change" (Raymond Nimmer) and "Justice Delayed" (Thomas Church), 1992.
Analyzes their theories on reforming the court system to deal with the current overload.
1,800 words (approx. 7.2 pages), 10 sources, $ 63.95
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From the Paper
"More and more often Americans are turning to the courts to settle disputes which previously would have been settled privately or not at all. Consequently, the courts are becoming overloaded. Delays of years are not uncommon in bringing civil cases to trial. To deal with such delays, experts have proposed a variety of reforms. This research analyzes two books which address these issues: Raymond Nimmer's The Nature of System Change and Thomas Church's Justice Delayed.
Nimmer challenges five popular assumptions about the impact of reform of the courts. He believes that reforms are all too often attempted based on "assumptions" about judicial behavior which are inaccurate or which misstate or misperceive the process of change.. Each assumption is challenged as tending to oversimplify and prepackage reform."
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The Nature of Change, 2002.
A study of how our world is constantly changing.
785 words (approx. 3.1 pages), 0 sources, $ 27.95
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Abstract
This paper investigates the nature of change in all areas of our society and defines change in historical, personal and social terms. It includes collections of materials that tackle role, process, conditions, and effects of change of different media forms, such as newspaper and magazine articles, visual illustrations, novel, poetry, movie, documentary, and Internet text.
From the Paper
"The concept and idea of change is defined and used in different contexts, particularly ion the realm of history, sociology, and personal development. This paper will discuss how various collections of materials and documents that discuss the nature of change affects an individual?s life and the people around one?s environment. For this paper, the collection of materials that will be tackled regarding the role, process, conditions, and effects of change are of different media forms, such as newspaper and magazine articles, visual illustrations, novel, poetry, movie, documentary, and Internet text."
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The Changing Nature of Racism, 2004.
Examines James Baldwin's 1943 work, "Notes of a Native Son", and Spike Lee's 1989 film, "Do the Right Thing", to highlight how race relations have changed over time.
1,500 words (approx. 6.0 pages), 2 sources, MLA, $ 49.95
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Abstract
One way to look at the state of race relations and how they have changed in the United States is to consider how they have been presented in the past and more recently. This paper examines two in-depth looks at race relations in America, one created in 1943 and the second in 1989. The 1943 example is James Baldwin's honest account of his experience as an African American living in a white society as he captures it in his essay, "Notes of a Native Son." The 1989 example is the Spike Lee film, "Do the Right Thing", where the reality of modern race relations is captured. To consider the state of race relations, then and now, these two works are first described. This is then followed by a consideration of race relations in each of the times, focusing on how race relations have changed over the years.
From the Paper
"Another major difference between the two works is that there is more of an awareness of racial issues in "Do the Right Thing." In "Notes of a Native Son," Baldwin is not initially aware that he will be treated any differently because he is African-American. He only reacts to the situation, when it is made clear to him that he is discriminated against. In "Do the Right Thing," there is a greater aware of race issues before any discrimination occurs. This is most clearly seen when Buggin' Out reacts to the wall of fame featuring famous Italian-Americans in Sal's pizzeria. Sal is Italian-American, so his wall of fame can simply be seen as a tribute to his own heritage. However, Buggin' Out sees it as a sign that Sal is a racist and reacts strongly to it. This reaction illustrates the underlying awareness of African Americans being discriminated against."
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The Changing Nature of the Family, 2002.
An evaluation of how family life and values have changed since World War II to the present.
2,591 words (approx. 10.4 pages), 6 sources, MLA, $ 78.95
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Abstract
This paper attempts to look at some of the changes in the family by comparing the modern family of today with the family of the post World War II generation. It does this by interviewing a women born post World War II and assessing the structure of the then family unit, the role of the parents and children and discipline. It compares attitudes to issues such as children born out of wedlock and adoption, then and now and shows how there are two characteristics of the modern society that account for most of the differences. Firstly, women are now working resulting in a two-income family becoming the norm and the high rate of divorce has led to a rise single-parent families.
From the Paper
"This can be compared to the modern treatment of children born out of wedlock and children being adopted out. Firstly, children being born out of wedlock is no longer a ?sin? that needs to be hidden. Secondly, adoption is now treated very differently. Adoption no longer means giving up all claims to the child. Instead, the child could be raised aware of their biological parents. It is also important that it is an accepted part of the issue that children will one day find and meet their ?real parents.? In contrast, the World War II parent was forced to give up all knowledge of their child."
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The Changing Nature of Personality, 2002.
An examination of different theories on personality and human development.
1,532 words (approx. 6.1 pages), 4 sources, MLA, $ 50.95
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Abstract
This paper examines the approach of five theorists Piaget, Kohlberg, Freud, Erikson and Bandura on the topic of psychological development. It shows how Piaget focuses on the cognitive, Kohlberg on the moral, Freud on the subconscious, Erikson on the conflicts and Bandura on the social aspects. It looks at how in each case, the theories show that an individual's beliefs, thoughts and behaviors are not static but are constantly changing over the lifespan. It discusses how Piaget, Kohlberg and Erikson all describe how an individual's personality differs, based on the stage of their development and how Freud and Bandura both offer theories that are based on individuals constantly changing based on their interactions with society.
From the Paper
"The next theorist who will be considered is Freud, whose theories are based more on the development of the subconscious. Freud believed that individuals are born with a common set of drives, he called the id (Seamon & Kenrick 1994, p. 421). These are the selfish desires and include the drive for self-preservation and reproduction. Later in childhood, an individual develops an ego, which works to control the id. As Seamon and Kenrick (1994, p. 421) explain, "the ego operates on the reality principle, seeking optimal compromises between the demands of biology and those of the real world." The next development, which occurs around age five, is the development of the superego. This superego is an internal value system that tells an individual what is considered right or wrong. According to Freud, these components form the subconscious."
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"Bound to Lead: The Changing Nature of American Power" by Joseph Nye, 1992.
A critical review of the work arguing that the decline of U.S. is a result of manufacturing economy in decline, political and international turbulence.
1,350 words (approx. 5.4 pages), 1 source, $ 47.95
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From the Paper
" America, according to Joseph S. Nye in the introduction
to his book, Bound to Lead: The Changing Nature of American Power, is not in as much trouble as some "doomsayers" suggest. In his world view, "traditional theories about the rise and fall of great powers could lead Americans to pursue the wrong strategies in the new politics of the twenty-first century." (ix). The United States is not declining, he argues, but is merely experiencing a cycle of change, one which will redefine traditional hegemonic thinking. Some economists believe America's problems are the result of the government spending too great a percentage of the gross national product on defense, a situation sometimes described as "Imperial Overstretch." Nye disagrees with this conclusion and argues that America's decline Is the result of a manufacturing economy in transition. This..."
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Human Nature and Buddha Nature, 2002.
Looks at the differences and similarities between the Confucian concept of human nature and the Buddha concept of Buddha nature.
2,650 words (approx. 10.6 pages), 2 sources, $ 97.95
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Abstract
This paper is a comparison/contrast of the Confucian concept of human nature with the Buddhist concept of Buddha-nature. The two concepts are extremely different, but they still have much in common.
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How Will Climate Change Change Atlantic Canada?, 2006.
A discussion regarding Atlantic Canada and the unusual climatic changes.
1,125 words (approx. 4.5 pages), 2 sources, $ 44.95
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Abstract
This paper discusses how more and more scientists are now accepting that the world is undergoing unusual climate change. This paper examines the most important and likely ways that Atlantic Canada will be affected by climate change. The paper shows how climate change has the potential to have a devastating effect on the forests, farms and economy of Atlantic Canada. Natural Resources Canada reports that the latest analysis provided by the Intergovernmental Panel on Climate Change (IPCC) provides more scientific proof that climate change really is happening.
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Organizational Change: The Dynamics of Strategic Change, 2001.
This paper analyzes the concept of "change", theories behind it, why it is necessary and how organizations need to cope with change in order to survive.
1,750 words (approx. 7.0 pages), 13 sources, $ 56.95
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Abstract
This paper analyses the concept of "change", theories behind it, why it is necessary and how organizations need to cope with change in order to survive.
From the paper:
"Change requires change. Organizations today are making abundant changes internally to cope with a highly turbulent external environment. With frequent reorganizing, downsizing, rightsizing, delayering, flattening the pyramid, teaming and outsourcing taking place, careers and career opportunities are in pandemonium resulting from the progressive destabilization of relationships between people and organizations."
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Social Change Reflected in Linguistic Change, 2005.
A discussion of different social and linguistic values found in Canadian society, with particular emphasis on "Glocal English".
1,575 words (approx. 6.3 pages), 3 sources, $ 62.95
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Abstract
This paper discusses social change, reflected in different social and linguistic values. It discusses the changing Canadian English in French, in relation to "Glocal English", but also, the effect of multiculturalism, in the many languages spoken in large cities. The paper presents an interview with this in mind, indicating adjustments made by native English speakers in Toronto, without thinking, due to the many citizens who do not know English well. The paper concludes that "Glocal English" and Americanization are present, but also, this other fascinating phenomenon of social and linguistic change.
From the Paper
"Social Change Reflected in Linguistic Change. Introduction Social change indicates linguistic change, and notably, in an officially bilingual Canada whose English and French populations have seen the infusion of dozens of other languages, many of them that remain in daily use. In Metropolitan Toronto, one-half of the population was born beyond Canada and one grows accustomed to expecting that a stranger to whom one speaks will speak English as the second, third or perhaps fourth language. Another change pertains to both English and French Canada in the arrival of terms and pronunciations considered American and towards a more American idiom of Canadian English."
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The Changing Word of Changing Times, 2002.
A look at the development of English literature from the Anglo Saxon period through to the eighteenth century.
1,150 words (approx. 4.6 pages), 3 sources, $ 44.95
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Abstract
This five-page paper presents a detailed discussion about the changes that occurred in English literature from the Anglo Saxon period through the eighteenth century. The writer discusses subject matter, language, and style while comparing and contrasting the eras.
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Managing Organisational Change, 2003.
An overview of the strategies available to deal with managing change and the common problems associated with a change process.
3,675 words (approx. 14.7 pages), 11 sources, MLA, $ 101.95
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Abstract
This paper outlines the strategies available to deal with managing change, the common problems associated with a change process and how the FKI Logistex group has dealt with change in recent years. It looks at the manifestations of resistance to organisational change and strategies such as the planned approach and emergent approach in dealing with the change process. It also provides examples of how Logistex has changed recently and highlights how the company has dealt with its resistance to change in the form of better communications from top management and by implementing an internal change agent.
Outline
Executive Summary
Aim
Assignment Brief
Objectives
Introduction to change management
Introduction to FKI
Causes of Resistance to Organisational Change
Resistance to Change
Change Forces
Manifestations of Resistance to Change
TQM
Strategies
Planned Approach
Emergent Approach
Issues and Considerations When Managing Change
Change Agents
Company Politics
Continuous Change
Change within FKI Logistex
Conclusions
References
Bibliography
From the Paper
"External forces greatly influence the change in an organisation and are often the trigger for a change process. Some of the common external factors are economic, technological & social and political forces. All of these forces need to be analysed from whether it is a competitor?s new product pushing prices down and increasing competitiveness to the general trends of finance or the direction the government is taking the country and the tightening or relaxing of regulations. All of these forces require watching and acting upon when required."
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Change Management, 2008.
Examines the problem of overcoming resistance to change in the change management process.
4,190 words (approx. 16.8 pages), 8 sources, MLA, $ 111.95
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Abstract
This paper explains that, despite millions of hours invested in business process redefinition, making change permanent is an elusive objective. This is especially true in the re-aligning of processes to be more driven by the demands of the customers which is called customer relationship management (CRM), Nonetheless, the majority of CRM systems fail not at the technical level but at the ability to bring lasting change into an organization. Thus, despite all the potential benefits of these systems however there is often significant resistance to change. This paper uses resistance to change to CRM systems as a framework in which to evaluate the causes of persistent and strong resistance to change, explore alternative solutions, and present highly integrative solutions to making change permanent. Broader, more far-reaching conclusions on overcoming resistance to change are also analyzed by this paper.
Table of Contents:
Executive Summary
The Many Forces That Fuel Resistance to Change
Models and Strategies for Overcoming Resistance to Change
Proposed Solution to Overcoming Resistance to Change
From the Paper
"Another significant factor that causes resistance to change is not including employees in the initial factors that have led to the need to change, the defining of objectives as they relate to change, and the real and potential costs and benefits of the change both at a professional and company-wide level. Resistance to change become particularly strong when employees and associates in a company do not identify with, understand the reasons for, or see any potential value in the changes to goals, processes, and strategies affecting them. "
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Organizational Change, 2007.
A general discussion of organizational change, using the example of change in low performing schools.
3,110 words (approx. 12.4 pages), 10 sources, APA, $ 90.95
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Abstract
This paper examines key concepts in organizational change, with a discussion on implementing changes in schools with low performance records. The first section of the paper defines organizational change. The paper describes the characteristics necessary for a leader to implement change within an organization. The role of the human resources department is also examined in terms of an organizational change. Four methods for handling change are presented and defined. The importance of having a strategic plan for implementing a change is also explored. This is the section in which change for low performing schools is used as an example.
Outline:
Overview of Organizational Change
The Skills that a Leader Must have for Implementing Change
Human Resources-the Key Element to a Successful Change Process
A Strategic Plan for Implementing Change
Bibliography
From the Paper
"Organizational change is often based on a single project and designates the nature of all those activities aimed at improving corporation's performance. The result of the above process bears the name of organizational development (OD) and refers to the company's evolution during change activities. This is a very important delimitation from a theoretical point of view as the two concepts often overlap in people's minds (McNamara, 1997). In time, organizational development made the object of several definitions which modified their content according to the transition from organizations perceived as stable and closed systems to organizations seen as flexible and environmentally adaptive entities whose most significant asset is represented by human resources. A standard definition from 1969 stated that: "Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge" (Beckhard, 1969, quoted by McNamara, 1997)."
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Managing Change, 2008.
This paper discusses change management and looks at change theories within an organization.
3,187 words (approx. 12.7 pages), 12 sources, MLA, $ 92.95
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Abstract
For the purposes of this paper it is assumed that the managing director of the organization is requesting proposals for change management initiatives that could benefit the organization over the course of the next three years. Utilizing this as a basis for research, this investigation seeks to provide an integral review of change theories that could be used to benefit the organization. Specifically, this research considers a review of theory and a consideration of how theory could be applied to practice in order to create improvements for the current organization. The writer notes that through a careful review of the current literature on change theories, it will be possible to make salient recommendations for the organization that could be used to ensure positive outcomes for management.
Outline:
Introduction
Literature Review
Change Theories-An Overview
Empirical Rational Strategy
Transformational Leadership
Reasoned Action
Social Cognitive Theory
Lewin's Three Step Change Theory
Health Belief Model
Transtheoretical Model of Change
Summary of the Change Models
Evaluation and Application of Change Theories
Conclusion
From the Paper
"What this effectively suggests is that the individual will assess the environment and make a decision about action based on both his or her attitude toward change and how others in the environment are reacting to the same change.
"Placing this in the context of the human implications of change in the organization, it is evident that managers in the organization would need to assess overall attitudes toward applying specific changes in the organization. With this information, the organization would have a general understanding of how individuals would respond to change. If the organization finds that the overall response of employees would be negative, steps could be taken by the organization to prepare employees for change and ensure that a more positive culture with respect to the specific changes that are desired. As more employees in the organization come to embrace change, it will be easier for the organization to assert control over the change process."
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