| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "SOCIAL CHANGE REFLECTED LINGUISTIC": |
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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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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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Linguistics and the Social Melting Pot, 2001.
A look at sociolinguistic differences in the "Crocodile Dundee" films.
1,755 words (approx. 7.0 pages), 7 sources, $ 56.95
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Abstract
This paper defines what sociolinguistics is, illustrating this definition by looking at the movies "Crocodile Dundee" and "Crocodile Dundee II". It looks at dialectal and pronunciation differences which appear throughout the two movies, which help explain the way in which different social networks/stereotypes are developed and maintained.
From the Paper
"Sociolinguistics deals with the attempt to understand the relationships between language, and the societies that give it structure and function. A variety of factors separate these ?societies?. These factors include a variety of things such as social stratification, personal identity, geography, and group reference through a type of accent/dialect continuum, which can be associated with characteristics derived from economic factors and language contact. Due to the lack of a ?consensus? view of social class or one socially prestigious norm of social class, the sociolinguistic differences are made obvious in the movies Crocodile Dundee I and Crocodile Dundee II (Thomas and Wareing 128)."
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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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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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Education and Social Change, 2006.
An analysis on whether education can change society or if it is just a reflection of society as it is.
1,350 words (approx. 5.4 pages), 4 sources, $ 53.95
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Abstract
This paper discusses whether education can be used to foster social change and if so, how this could be achieved. The paper argues that education can be used to foster positive social change. However, it also presents the opinion that education imitates and reflects society, it does not create it and that according to this view it is not possible for education to change society.
From the Paper
"Education and Social Change Can education be used to foster social change? And if so, how could this be achieved? For example, could education be used to deliberately improve society, or to deliberately make it worse? This paper will argue that education can be used to foster positive social change. We first need to consider an important theoretical question. Does education change society, or does society change education? Emile Durkheim argued that education merely reflects society, stating that education: is only the image and reflection of society. It imitates and reproduces the latter, it does not create it. Because of this, Durkheim maintained that it is not possible for education to change society."
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"The Things I Cannot Change", 2005.
This paper reviews the Canadian documentary film "The Things I Cannot Change", which reflects a family in economic and social crisis during the post war economic depression of 1957.
1,915 words (approx. 7.7 pages), 2 sources, APA, $ 61.95
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Abstract
This paper explains that social forces at play in this family demonstrate the challenges to individuals to maintain a social and cultural appearance of respectability and control in times when their own personal control is very limited. The author points out that the family's size, nine children soon to 10, is an extreme dynamic of the family. The paper relates that, due to the relatively young age of the children, the oldest being 12 and the youngest yet to be born; the limitation of the older children to care for the younger children is reflected in the family and the strain on the parents; the children also interact almost exclusively with one another and have very few outside friends.
From the Paper
"The mother is soft spoken so much so that her representation of self is cowed and her voice seems not to be heard by the officials, she sees in an attempt to gain help for her family. They seem willing to offer her very little help, other than limited support for her pregnancy. Her demeanor is an almost constant representation of powerlessness and lack of personal control. Collectively they have chosen not to use medical intervention to limit their family size, through either fear of the unknown or ignorance of the medical care available and this may also be a source of the official rejection of help for the family. Additionally, both parents are limited in the amount of unofficial social support, as they do not attend church or really do anything outside of the daily drudge of earning a living in the case of the father and taking care of children in the case of the mother. They do not have friends near by who will help them in times of need and they do not maintain connections with extended family that might serve the same purpose."
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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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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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Organizational Change, 2004.
Examines organizational change and change management.
900 words (approx. 3.6 pages), 2 sources, MLA, $ 31.95
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Abstract
The paper is about organizational change and about change management. It describes best practices in organizational change management and discusses types of organizational change, and factors necessitating change.
From the Paper
"The need for organization change can be triggered by a number of factors acting alone or in combination. Some of the factors necessitating change include: Changing customer demands, Increased competition, Shorter product life cycles, Smaller profit margins, The introduction of new technologies, The entrance of a new competitor, A decrease in sales and profits or the departure of one or more key employees..."
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Managing Organizational Change: Key to Efficiency and Productivity, 2006.
A discussion regarding the value of change management in the profitable operations of organizations.
4,099 words (approx. 16.4 pages), 22 sources, MLA, $ 110.95
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Abstract
This paper assesses the value of change management in the profitable operations of organizations. The paper provides various definitions of organizational change management and discusses the necessary process dimensions and the elements and the principles of change management. The paper further discusses the possible outcomes of a good change management, as well as the possible obstacles. The paper focuses primarily on the example of Northumbria University, which is pursuing a change management strategy in its entire operations to cope with a government policy that affected its principal source of income.
Outline:
1.0. Introduction
1.0.1. Change
1.0.2. Change & Project
1.0.3. Change Management
1.0.4. Change Management Concepts
2.0. Perceived Problem
2.0.1. Higher Education
2.0.2. Differences between a Polytechnic and a University
2.0.3. Northumbria: Past, Present and Future
2.0.4. From Polytechnic to University
2.0.5. Options
2.0.6. Outcomes of Change
3.0. Theoretical Concepts
3.0.1. Perceptions on Change Management
3.0.2. Types of Change
3.0.3. Principles of Change
3.0.4. Good Change Management
3.0.5. Changes in CM Concepts
3.0.6. Drivers of Change
3.0. Test of Theoretical Concepts
4.0. Conclusions
From the Paper
"The task of change management is to bring order to a messy situation (14). Essentially, it seeks to magnify and systematically handle all known and unknown elements in the business environment that could affect the efficient and profitable operation of an organization (13). In most cases, change management involves a problem, which is addressed by transformation, reduction or application. By transformation, the management task is to change the situation from a "problem state" to a "solved state," while the goal in reduction is to lessen the magnitude of the problem to blunt its effects on the organization. In application, the organization calls in specialists to transform, reduce or eliminate the problem (21). There is always the option of doing nothing and leaving things as they are but management scholars have consistently and strongly questioned this course of action (12)."
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Organizational Change, 2007.
An analysis into the most effective approach for organizational change.
3,320 words (approx. 13.3 pages), 11 sources, MLA, $ 94.95
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Abstract
This paper reports on research findings emphasizing how to help introduce change into organizations. The paper discusses the many different factors involved, including the personnel's reception to change, how the changes are introduced and who should introduce the changes. The paper discusses how each organization's needs determine what will be the best approach for its particular people and business.
Table of Contents:
How Fairness, Favorability And Degree Of Change Relates To Psychology Of Commitment
Psychological Impact On Job Change
Personality Dimensions And Acceptance Of Change
Spirituality As A Means Of Psychological Change
Improving Psychology Of Change Through Technology
Preparing The Organization For Psychological Change
Using Psychological Change To Undergo A Cultural Change
Psychological Change Comes With How The People Do It
Conclusion
From the Paper
"The authors stress that it is not easy or straightforward to make organizational change by changing mindsets. A company should not attempt do reach this level of change without first trying less disruptive options for attaining desired outcomes. For example, tactical moves may be enough, or the introduction of new practices. Most important, however, can be people development through training or workshops. Workshops that draw on transpersonal psychology can speed up cultural change and make it more lasting. Employees will not put sustained effort into a new kind of behavior when only having rational understanding of why it matters to the company; it must mean something much deeper to them and have an effect on their personal growth."
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Change Management, 2002.
This paper discusses how businesses should manage change to maintain a minimum of stress on the organization.
3,470 words (approx. 13.9 pages), 18 sources, MLA, $ 97.95
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Abstract
This paper recognizes that the rapid emergence of new technology, products and increased global competition requires that companies, in order to compete, make frequent changes in the way they do business. The author discusses what is now emerging as the science or philosophy of change management.
Table of Contents
Change?What is Change?
Change Management
How "Change" affects the Company
Change Management and the Employees
Ten Ways to Fail at Change
Does Change Management Really Work?
The Future of Change Management
Conclusion
From the Paper
"Change in any organization is one of the most, if not the most, stressful situations that a company will have to deal with. How a company deals with change can, in extreme cases, decides whether the company will continue to be profitable and forge ahead with new ideas and products and continue to renew their organizational life cycle or start the descent of the business. Most companies that have continued to stay in business and stay profitable have continually added, renewed and changed their product line, their customer base and the general way that they do business."
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Change in Today's School Systems, 2002.
This essay offers an overview of the issues resulting from change and the resistance to change in today's educational system.
650 words (approx. 2.6 pages), 3 sources, $ 26.95
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Abstract
This paper examines the major forces promoting change and major forces resisting change within the educational system. The writer emphasizes historical issues and contemporary issues, but addresses both in passing and as complimentary to the main topic. By revealing the ways the teachers are working with lawmakers in schools, a clear idea can be found on changes in this environment.
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Change in Canadian Home Care, 2006.
This paper explores change and conserving at the organizational level and change and persistence at the individual level.
1,350 words (approx. 5.4 pages), 3 sources, $ 53.95
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Abstract
The paper discusses how change can take place on several levels at once and exhibit the same characteristics at each level. The type of change that this paper addresses involves change and conserving at the organizational level and change and persistence at the individual level. The change is related to the new focus on home care in Canada. Furthermore, the paper explains that while persistence and conserving normally are regarded as hindrances to growth (Bolman & Deal, 2003; Pilkington, 2000), it is not certain that such is the case for this situation. The paper points out that this is also a situation where re-framing is needed at all levels to demonstrate that a successful outcome is possible when such a change is carefully planned and resources and support are made available.
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