| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "THOREAU CULTURAL CHANGE SIXTIES": |
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Thoreau and Cultural Change of the Sixties, 2001.
This paper discusses the works of Henry David Thoreau and the debate whether his writings were truly an influence on the 1960's cultural revolution, or if his works were misconstrued by society.
1,700 words (approx. 6.8 pages), 5 sources, $ 55.95
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Abstract
This paper examines the influence of Thoreau?s writings on the 1960?s Cultural Revolution. It looks at the cultural change that took place during the 60s and how his writings laid the foundation for the social system, which prevails in America today. The author also discusses the argument that Thoreau?s views were not in conformity with the cultural change of 60's, rather different generations formed own their views and presented contorted interpretations of Thoreau?s beliefs.
From the Paper
"In order to gain a better understanding of Thoreau?s writings, it is important to discuss the movement and philosophy, which had a major impact on his work. Thoreau was an unknown and unpublished writer when Ralph Waldo Emerson published Nature, an essay which articulates the philosophical underpinnings of the Transcendentalist movement. This religious and social philosophy aimed at encouraging independent spiritual thinking. Most of the proponents of this movement were Unitarian ministers who dismissed the rationalist and conservative view of life. Thoreau later became an influential part of this movements and along with Emerson, he also came to be regarded as the one the greatest American thinkers and philosophers. The writings of Emerson had been an inspiration for Thoreau and his writings often illustrate the same philosophical depth. In his famous essay Nature, Emerson wrote, ?The foregoing generations beheld God and nature face to face; we, through their eyes. Why should not we also enjoy an original relation to the universe? Why should not we have poetry and philosophy of insight and not of tradition, and a religion by revelation to us, and not the history of theirs??
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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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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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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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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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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, 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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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 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 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 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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