Macbeth - Imagery in Macbeth - 1331 Words

In all of Shakespeare s plays he uses many forms of imagery. Imagery, the art of making images, the products of imagination. In the play Macbeth Shakespeare applies the imagery of clothing, darkness and blood. (listed from least to most), Each detail is his imagery, it seems to contain an important symbol of the play. Symbols that the reader must understand if they are to interpret either the passage or the play as a whole. Within the play Macbeth the imagery of clothing portrays that Macbeth is seeking to hide his disgraceful self from his eyes and others. Shakespeare wants to keep alive the ironical contrast between the wretched creature that Macbeth really is and the disguises he assumes to conceal the fact. In opinion,†¦show more content†¦The first sinister reference to blood is one of honor, showed in Act I scene ii. This occurs when Duncan sees the injured sergeant and says What bloody man is that?. This is symbolic of the brave fighter who has been injured in a valiant battle for his country. In the next passage, in which the sergeant says Which smok d with bloody execution, he is referring to Macbeth s braveness in which he covers his sword in the hot blood of the enemy. Act II, Scene ii. The symbol of blood now changes to show a form of treachery and treason. Lady Macbeth starts this off when she asks the spirits to Make thick my blood. What she is saying by this, is that she wants to make herself insensitive and remorseless for the deeds that she is about to commit. Lady Macbeth knows that the evidence of blood is a treacherous symbol, and knows it will deflect the guilt from her and Macbeth to the servants when she says Smear the sleepy grooms withe blood., and If he do bleed, I ll gild the faces of the grooms withal, for it must seem their guilt. Act V, Scene i - Lady Macbeth shows the most vivid example of guilt with the use of the imagery of blood, in the scene that she walks in her sleep. She says Out damned spot! Out I say! One: two: why then tis time to do t: hell is murky. Fie, my lord, fie, a soldier, and afeard? What need we fear who knows it when none can call out power toShow MoreRelatedImagery in Macbeth848 Words   |  4 PagesImagery in Macbeth â€Å"Violence and the bloodshed that results are important symbols in Shakespeare’s Macbeth. While the blood that is shed is a tangible reminder of the outcomes of misused power, it also serves as an image that provokes Macbeth to reflect upon his deeds, even if he does not change his behavior. Macbeth becomes obsessed with the blood on his hands. Unfortunately, this reminder of his guilt does not prevent him from continuing violent acts.† -Marshall Mc Luhan. Macbeth, one of theRead MoreMacbeth - Blood Imagery in Macbeth Essay990 Words   |  4 PagesWilliam Shakespeare wrote the Tragedy of Macbeth in approximately 1606 AD. He loosely based it on a historical event occurring around 1050 AD. Macbeth is the story of a nobleman, who, while trying to fulfill a prophecy told to him by three witches, murders his King to cause his ascension to the throne of Scotland. After the Kings murder, Macbeth reigns as a cruel and ruthless tyrant, who is forced to kill more people to keep control of the throne. Finally, Scottish rebels combined with English forcesRead MoreEssay on Imagery in Macbeth1147 Words   |  5 Pagesutilize it as effective imagery in their literary works. British playwright William Shakespeare uses blood imagery in many of his plays, one prevalent example being Macbeth. In Macbeth, Shakespeare uses blood imagery to symbolize guilt, foreshadow negative events, and develop Macbeth as a tragic hero. In his famous tragedy Macbeth, Shakespeare uses blood imagery to symbolize the guilt of both Macbeth and Lady Macbeth. For example, as soon as he murders King Duncan, Macbeth, regretful and guilt-riddenRead MoreThe Use Of Imagery In Macbeth1428 Words   |  6 PagesImagery is defined as a vehicle to represent objects, ideas, and actions using figurative language, in a way that appeals to our physical senses, Shakespeare was an expert at employing this technique in his works, with one of his most famous and renowned, Macbeth, using this device to perfection. Macbeth is a tragedy by William Shakespeare, illustrating the psychological effects of political ambition on those who seek power for its own sake. Shakespeare utilizes imagery numerous times throughoutRead MoreMacbeth Imagery Blood1442 Words   |  6 PagesBlood Imagery in Macbeth Shakespeare’s plays are well known for the richness of their imagery. This is particularly true in Macbeth and the many allusions to blood. The use of blood imagery gives the reader some foresight into what is going on in the play and how the characters are thinking and feeling. Blood is used to represent heroics on the battlefield, evil and murderous inclinations, and ultimately guilt and shame. Shakespeare uses the symbol of blood to give the readers insight intoRead MoreImagery in Macbeth Essay669 Words   |  3 PagesImagery in Macbeth Shakespeares powerful imagery has never been more apparent than in Macbeth. He begins the play with a startling image of three witches chanting in a furious thunderstorm, Fair is foul, and foul is fair. Hover through the fog and filthy air (1.1.10-11). The eerie chanting creates a dark, mysterious tone that leaves the reader feeling uncomfortable and expecting odd and evil things to happen. Later, when Macbeth and Banquo come across the three weirdRead MoreBlood Imagery in Macbeth857 Words   |  4 Pagesevident as the bloody hands of Macbeth and his obsession with them. Macbeth has killed King Duncan and doesn’t stop there, he kills the guards making Duncan’s sons flee. This gives Macbeth the throne. However he becomes overwhelmed with the guilt. Shakespeare uses blood to show how it reminds Macbeth of the violent acts he has committed and how he has become obsessed with the blood on his hands. Initially the blood represents courage and bravery. For brave Macbeth-well he deserves that name- â€Å"disdainingRead MoreDarkness Imagery In Macbeth Essay899 Words   |  4 Pagesare the basic elements in William Shakespeares Macbeth. Macbeth is a tragedy which was written by Shakespeare in the Elizabethan Era. There was much use of Raphael Holinsheds Chronicles of England, Scotland, and Ireland as it was necessary for creating the environments and situations in the play. Macbeth takes place mainly in Scotland and is a play about an ambitious thane, named Macbeth, and his wife whose flaws lead to their demise. Since Macbeth is a tragedy, probably nothing else would be asRead More Darkness Imagery In Macbeth Essays909 Words   |  4 PagesDarkness Imagery in William Shakespeares Macbeth nbsp;nbsp;nbsp;nbsp;nbsp;Ambition and evil are the basic elements in William Shakespeare’s Macbeth. Macbeth is a tragedy which was written by Shakespeare in the Elizabethan Era. There was much use of Raphael Holinshed’s Chronicles of England, Scotland, and Ireland as it was necessary for creating the environments and situations in the play. Macbeth takes place mainly in Scotland and is a play about an ambitious thane, named Macbeth, and hisRead MoreEssay on Images and Imagery in Macbeth939 Words   |  4 PagesImagery in Macbeth      Ã‚  Ã‚   Darkness, disorder, mayhem, fear, guilt, and hypocrisy are all important themes carried throughout William Shakespeares Macbeth by the effective use of imagery in reference to ill-fitting clothing, blood, and light verses dark. Imagery in this play tiptoes its way though every scene to create a malevolent atmosphere of shame and false pretenses.    The contrast between light and dark during Macbeth clearly relates to the conflict between good and

The Unemployment Of Young People - 1706 Words

Unemployment of young people is a prominent issue in Australia for which young people have been rendered voiceless despite it significantly impacting their lives. Young people should have more systematic advocacy where individuals are able to contribute to structural changes in systems, thereby empowering them (Dalrymple 2005, p. 5). Unemployed young people can be defined as individuals aged between 15 and 24 who are without a job and actively seeking part time or full time work (Singell and Lillydahl 1989, p. 458). A central question on the nature of this issue is what factors increase unemployment of young people, and in what way these factors can be addressed. In this essay it is contended that increased family supports, educational involvement, skills matching demands of the labour market and job availability are the primary factors that can reduce unemployment of young people. Karl Marx’s conflict theory may be used to explain the significant inequalities between young pe ople and adult employment rates. As the policies created by those in power are used to benefit themselves, resulting in young people being oppressed by adults. A stakeholder in a position to facilitate the implementation of a number of these changes is Michaelia Cash, the current Minister for Employment under the Liberal Government (Aph.gov.au, 2015). Most jobs in the present day require abilities relating to internet and technology, interestingly young people tend to be very strong in theseShow MoreRelatedEssay about Causes of Unemployment in Bosnia and Herzegovina1473 Words   |  6 Pagesreport aims to investigate causes of unemployment in Bosnia and Herzegovina, as well as problems and solutions of unemployment in this country. Exploration of causes of unemployment is analyzed by utilizing of the book written by Rajko Tomas entitled Nezaposleni. Moreover, data related to problems of unemployment in Bosnia and Herzegovina is gathered from the book by Miomir Jaksic entitled Makroekonomija. The articles related to poverty and going abroad of young population are collected from the bookRead MoreYouth Unemployment And Its Impact On The Australian Youth Economy Essay1256 Words   |  6 PagesIntroduction Youth unemployment has been a constant problem in Australia for decades. In Treasurer Scott Morrison and the Coalition’s 2016-17 budget, a new plan focusing on helping young people join the workforce aims to drastically lower the youth unemployment rate over the next few years: the ‘Youth Jobs PaTH Program’. The $752 million dollar program aims to help up to 120,000 vulnerable young people over the next four years (Budget 2016-17, Queensland Government). However, there is a concernRead MorePromoting Youth Employment For Sustainable Development1587 Words   |  7 Pagescountries worldwide regardless of their stage of socio-economic development are facing. Studies have shown the rising rate of unemployment, as it was recorded in 2012 that 197 million people around the world are unemployed. In 2013 the unemployment rate was estimated at 12.6% globally; 73 million are young people. These statistics also presents the fact that unemployment has reached its peak especia lly in Developed Economies, Middle East, European Union, and North Africa. Based on the United NationsRead MoreEssay on Causes of Unemployment881 Words   |  4 PagesThe unemployment rate slowly started getting worse and it may have hit all time lows. With unemployment rates soaring the causes of this are from aging, teenagers, and outsourcing even though some refute with saying it is self inflicted. One of the things that cause unemployment to keep increasing is the age of people. Seeing as there is almost no family not affected by this great recession, there must have been a cause. â€Å"You are aging as you are not employed, and nobody is looking to hire somebodyRead MoreUnemployment Trends around the World1521 Words   |  6 Pages19 march 2014 Structural unemployment in Western Europe: reasons and remedies. Edited by martin Werding. 2006. Massachusetts institute of technology. Unemployment in Europe: Problems and Policies. VALERIE SYMES, 1995, Routledge: London Youth studies, An Introduction. By Andy Foulong, 2013, Routledge: London References Crisis in Australia which way out. Edited by Stephen bell. Cambridge university press 2000 References -https://www.gov.uk/government/policies/helping-people-to-find-and -stay-in-workRead MoreAn Analysis of South African Economy1746 Words   |  7 Pagespast few years has resulted in macro stabilization successes and enhanced policy legitimacy. However, the growth and unemployment challenge facing South Africa is significant one. Investment rates are currently low, furthermore the legacy of apartheid is evident in the persistent distortions in all factor markets: for labour, as evident in the scale and persistence of unemployment and inadequate investment in human capital; for capital, in the low savings/investment rates (Lewis, 2012). The currentRead MoreThe Unemployed Group in Australia1731 Words   |  7 Pagessociety and the changing dynamics of the world. The study analyzes the unemployment in Australia and the pertinent social policies with complete description and analysis of the policy. The post welfare state is a lot more concerned on the improvement of infrastructure, reducing the public sector and taking the control away from the state socially as well as economically, which allows a much better access to basic commodities for people who are unable to fulfill their own basic needs. In the past fewRead Moreâ€Å"Biggest Challenges Young Adults Face Today† Essay943 Words   |  4 Pagesâ€Å"Biggest Challenges Young Adults Face Today† Tynaisa Benthall AC1209704 Principles of Public Speaking Assignment 7_07 10/25/2012                Introduction In the world today young adults face numerous of problems. We often think Young Adults are ready for the real world such as college, career, and the adult social scenes. Some Young Adults find it difficult to adjust to making a change in their life. To me, education, unemployment and crime are major challenges for them today in thisRead MoreA General Public Survey Of Young Adults And Older Adults794 Words   |  4 Pages13.15 Government economic data reveals that young adults, not middle-age or older adults, are having the most difficult time in today’s economy. Although the nation’s labor market shows a decline in the unemployment rate, the percentage of young adults, ages 18-24, currently employed (54%) is at the lowest level since government data collection began in 1948. If you were working for a national survey organization doing a general public survey of young adults and older adults, what topics and questionsRead MorePersonal Qualities And Its Impact On The Nat ion s Largest Population Group1121 Words   |  5 Pagessituation which will greatly affect Nigeria and its high youth population due to the increasing rate of unemployment in the country. While this high abundance of human resource should be a blessing to the nation, it has however become a source of concern due to the high rate of youth unemployment plaguing the nation (Iwayemi, 2013). In 2011, the Minister for Youth declared that 68 million people under the age of 30 were unemployed (Mosun Layode, 2012 in an article for Financial Nigeria). Between 2006

Multinational Enterprises and Global Economy System

Question: Discuss about the Multinational Enterprises and Global Economy System. Answer: Introduction: There are various aspects which have changed more rapidly for Russia in the global economy. During the economic crisis, it was bankrupt and it owed a lot of money to the International Monetary Fund more (IMF) than it was present in the foreign currency reserves. Russia has suffered from a virtual macroeconomic revolution as it is one of the largest creditors of United States debt. The nominal dollar GDP has reached to more than $2 trillion. During the year 2010, The Ministry of Economic Trade and Development developed an ambitious plan representing the Russian economic goals till the year of 2020 (Carnoy et al, 2013). If the goals and objectives are achieved then Russia will easily become the largest economy in Europe and also the fifth largest in the whole world after United States, China, Japan, and India. Russia is one of the influential member of the nuclear club which has certain roles and position within the UN Security Council and thus created some influence in the post Soviet environment. During the year 2012, it was found that the economy consists of no more than 4.1% of the global economy. The population has been aging rapidly and also resulted in under developed and ineffective infrastructures and the best university present there are ranked at 167th in global ratings (Myant Drahokoupil, 2011). Russias leadership is insecure and is mostly concerned with the achievement of power for itself. In such cases the policy-making techniqu e could be helpful in tactical survival rather than strategic planning and execution. The ruling class people of Russia are more focused on the remnants of the Soviet superpower, as a result of which there has been major shift in world economics during the last 20-25 years and furthermore weakened its positions (Newell Paterson, 2010). There has been certain limitation as well, which have hindered the responsibility of protecting the principles in managing international relations. The shale gas revolution in global energy further weakened the dependence of Europe on Russian gas and this lead to making US market out of the political reach of Gazprom (Castells, 2010). The global information and data revolution also deteriorated the ability of the states to set up appropriate domestic policy agendas. The present reports showed some good news for Moscow which has been the European Union crisis. The crisis brought out the fact of previous conviction of Kremlin that European project was not sustainable in the long run of success (Dunning Lundan, 2008). But still the satis faction is comparatively low as because in the present, the biggest trading partner of Russia has been on the brink and there is possibly no chance of Moscow to stand aside in case the European crisis becomes more bizarre. But Russia also joined the WTO which confirmed that its global economy is linked with other aspects during this globalization. It will take time for the domestic political aspects to change and make way for new leaders to make it successful. This is the reason for which Russia cannot be termed an emerging power (Gaddy Ickes, 2010). References Carnoy, M., Loyalka, P., Dobryakova, M., Dossani, R., Froumin, I., Kuhns, K., ... Wang, R. (2013).University expansion in a changing global economy: Triumph of the BRICs?. Stanford University Press. Castells, M. (2010).End of Millennium: The Information Age: Economy, Society, and Culture|(Vol. 3). John Wiley Sons. Dunning, J. H., Lundan, S. M. (2008).Multinational enterprises and the global economy. Edward Elgar Publishing. Gaddy, C. G., Ickes, B. W. (2010). Russia after the global financial crisis.Eurasian Geography and Economics,51(3), 281-311. Myant, M., Drahokoupil, J. (2011).Transition Economies: Political Economy in Russia, Eastern Europe, and Central Asia. Wiley. Newell, P., Paterson, M. (2010).Climate capitalism: global warming and the transformation of the global economy. Cambridge University Press.

The Role Of Bobby Kennedy Throughout The Cuban Missile Crisis Essays

The Role Of Bobby Kennedy Throughout The Cuban Missile Crisis Introduction On the morning of Tuesday October 16, 1962, President John F. Kennedy was reading the Tuesday morning newspapers in his bed at the Whitehouse. Not twenty fours hours before, McGeorge Bundy, Kennedy's national security adviser, received the results of Major Richard S. Heyser's U-2 mission over San Cristobal Cuba. In light of recent mysterious Soviet and Cuban activities developing in the Caribbean Sea and Atlantic Ocean, the president's administration had given the order to conduct reconnaissance missions over the island of Cuba. In particular a fifty-mile trapezoidal swath of territory in western Cuba was to be looked upon under intense scrutiny. A CIA agent reported in the second week of September that this stretch of land was being guarded closely by Peruvian, Colombian, and actual Soviet soldiers. There was a real reason to be suspicious of the activity in western Cuba. The first of this U-2 reconnaissance mission would reveal a shocking discovery.(Chang & William p.33-47) The U-2 reconnaissance reports that Bundy received in full detail two 70-foot-long MRBMs at San Cristobal. The news that Bundy would eventually have to expose to President Kennedy would sound alarms not just in his administration or in the United States of America, but throughout the entire world. Bundy did not tell the president that night. He opted to allow him a good night's rest, the last he would have for some time, as it turned out. Bundy felt there was nothing the president could do about the missiles that night anyway, and he would need to be sharp the next morning.(Brugioni p.68) Besides Bundy and the leadership of the U.S. intelligence community, Dean Rusk and his team at State, as well as McNamara and the deputy secretary of defense, Roswell Gilpatric, received word of the U-2's discovery before going to bed on October 15. Kennedy's discovery of the missiles could wait till the next morning.(May & Zelikow p.24) Thus on the morning of October 16, while Kennedy was lying in bed, Bundy informed that the U-2 mission that flew over Cuba had spotted two nuclear missiles and six missile transports southwest of Havana. Before the summer of that same year had ended, Khrushchev had made the twin promise that ?nothing will be undertaken before the American Congressional elections that could complicate the international situation or aggravate the tension in the relations between our two countries,? and ensured the president through his own brother Robert F. Kennedy, the attorney general of the United States and the president's closet advisor by means of a back channel, that only defensive weapons were to be placed in Cuba.(Brugioni p56) This last and final statement left the young attorney general and the entire administration to believe that no offensive nuclear missiles, and certainly no weapons that were capable of hitting any target in the continental United States were being placed in Cuba at this time.(Chang & William p67) The news brought to the Kennedy administration in the form of the U-2's telltale photographs made nonsense of both of Khrushchev's pledges. But most importantly the Soviet Union had equipped Cuba with an arsenal of Soviet nuclear missiles despite a presidential statement only a month early that the United States would not tolerate such a situation in the Western Hemisphere. Kennedy felt personally insulted by the deployment of these missiles.(Fursenko & Naftali p.193) He thought that he had done everything possible to defuse and smooth over tense relations with the Soviet Union even before he took office in 1960. This devastating news from Cuba would result in the tense period in Cold War history to date and perhaps its tensest period in the entire history of the war. Kennedy decided limit the information regarding the devastating news from Cuba to as small a group as possible. This group would come to be known as the Executive Committee of the National Security Council, or as it would later be known and shortened to simply Ex Comm.(Brugioni p.45) This would be the group of Washington's sharpest and most influential minds that would more or less decide the fate of the nation and the world. A heavy responsibility would be carried on their shoulders. If they failed they

Indespensable man essays

Indespensable man essays Our first president, George Washington, was indispensable for a number of reasons. In the book, Washington The Indispensable Man, James Thomas Flexnor points out many of the reasons he is indispensable, such as the fact that he never quit, he let his slaves go, he wouldnt side with the British or the French, and he didnt accept being president for the third term. These points may not seem to show his indispensability, but if Washington wasnt our first president who knows where we would be right now (probably be speaking French or in tyranny). Washington was criticized for a lot of things he did, and he was also thanked for everything later. When he would get criticized for something he wouldnt quit or give in to what they want because they criticized him. During the Jay treaty Thomas Paine insults Washington in a peroration saying, As to you, sir, treacherous in private friendship (for so you have been to me and that in the day of danger) and a hypocrite in public life, the world will be puzzled to decide whether you are an apostate or an impostor; whether you abandoned good principles or whether you had any. pg.354. Even when all odds are against him in criticism he wouldnt even be phased, and stand his ground. When Jefferson said, he got into one of those passions when he cannot command himself, ran on much on the personal abuse which had been bestowed on him, defied any man on earth to produce one single act of his since he had been in the government which was not done on the purest motives. pg.295. Washington said, he would rather be in his grave than be in his present situation. That he had rather be on his farm than to be made emperor of the world, and yet that they were charging him with wanting to be king. pg.295. The most indispensable accomplishment of Washington ...

The Case For Agile Marketing With Andrea Fryrear From AgileSherpas

The Case For Agile Marketing With Andrea Fryrear From AgileSherpas What did 447 marketers identify as the top benefits of an agile marketing approach? Helps team change gears quickly; provides better visibility into status of projects; finds roadblocks sooner; and produces higher quality work. Today, my guest is Andrea Fryrear, AgileSherpas co-founder and agile marketing consultant. We’re revealing the results of the 2nd Annual State of Agile Marketing Report. Agile Marketing: Transitioning from traditional marketing pieces to short-term, high-quality, flexible work delivered rapidly and focused on the customer Emphasis put on experimentation and validated learning through small, empowered, autonomous marketing teams Marketers moving to agile framework to increase productivity, improve prioritization, and allow time to be innovative and creative Common practices include daily stand-ups and using tools to visualize work One-third of respondents are agile marketers; 50% are traditional marketers; and 15% are ad-hoc marketers 50% of traditional marketers want to implement agile marketing approach in 2019 54% of agile teams use a hybrid approach Agile aids interpersonal issues; creates better colleagues and work/life balance Processes, project management tools, and education assist agile adoption Overcoming agile skepticism; process of change is less painful than status quo Favorite shifts between 2018 and 2019 reports; marketers are getting educated and thinking for themselves Andrea’s Advice on Agile Approach: If you can’t fix it, make it visible Links: AgileSherpas AgileSherpas Training Services 2nd Annual State of Agile Marketing Report Why You Should Shred Your 2019 Marketing Plan and Do This Instead by Garrett Moon Scrum Guide If you liked today’s show, please subscribe on iTunes to The Actionable Content Marketing Podcast! The podcast is also available on SoundCloud, Stitcher, and Google Play. Quotes by Andrea Fryrear: â€Å"If you haven’t already drunk the Agile Kool-Aid(Agile marketing is) very focused on the customer, very high quality, but also able to be delivered very rapidly.† â€Å"For marketing teams, we need more flexibility.† â€Å"Change is hard. There has to be something enticing on the other side of the difficult process.† â€Å"Agile practices repair some of the interpersonal problems that marketers can experience. We become better colleagues, and we have better work/life balance.†

Customer loyalty Tesco Case Study Research Proposal

Customer loyalty Tesco Case Study - Research Proposal Example Service has become vital for survival as it brings in customer loyalty and repeat business. It would be interesting for the sector to understand to what extent service in this industry is important and whether the retailers are able to satisfy the customer needs. The study would help to provide recommendations for Tesco's future service provision in order to face the challenges of globalisation. 1.3 Objectives for study The objective of the study is to determine the customer expectation in the services industry with particular relevance to grocery retail sector. This would help the retailers to enhance their service offerings and improve the sector. With this objective the aim of the study is: 1. To determine the extent to which Tesco is making efforts to retain customers. 2. To determine the gap between customer expectations and discharge of services in the retail sector. 3. To determine what retailers could do to enhance their service offerings. 4. To determine how the customer loyalty card (Clubcard) has contributed to the success of Tesco since 1995. 1.4 Significance of the study Customer loyalty and advocacy are very relevant in a competitive economy so these issues are very helpful in understanding the purpose of any organisation and how any organisation can fulfil that purpose. In the case of Tesco the research study is quite relevant since it deals with a successful organisation that has achieved a remarkable competitive advantage after the launch of its customer loyalty card (Clubcard) in 1995. At the same time it is very useful to study how the implementation of the management tool known as The Steering Wheel of Tesco... Customer loyalty and advocacy are very relevant in a competitive economy so these issues are very helpful in understanding the purpose of any organisation and how any organisation can fulfil that purpose. In the case of Tesco the research study is quite relevant since it deals with a successful organisation that has achieved a remarkable competitive advantage after the launch of its customer loyalty card (Clubcard) in 1995. At the same time it is very useful to study how the implementation of the management tool known as The Steering Wheel of Tesco has helped this organisation to keep its focus on the customer in order to deliver quality service on a consistent basis.Total quality management is the processes by which a business can improve its customer satisfaction, customer loyalty, competitiveness and profitability. Customer loyalty is essential to build relationships and this fact has been realized by Tesco who introduced the Club Loyalty Cards. A stable customer base is a core bu siness asset, contends Rowley (2006) and relationship marketing has shifted the focus of the marketing exchange.Tesco is the first retailer to offer online grocery shopping and they have been able to leverage the benefits in the right manner. Through the internet customers are able to make faster and informed decisions as the internet has eliminated the trade-off between reach and the richness because it brings rich information to a great number of people both simultaneously and cost-effectively (Tse, 2007).

National Training Awards Essay Example | Topics and Well Written Essays - 1500 words

National Training Awards - Essay Example Managers across the world are investing heavily on employee training so that they can help them pursue their roles more efficiently. For maximum productivity, employees need to be trained to become self aware and on how they can work as a team. They need to be trained on how they can contribute to the overall growth of the company and on problem solving (National Training Awards 2008). It is on this premise that the National training Awards (NTAs) was established. The Department for education and Science formed the NTAs in 1987. It was given the function of rewarding organisations, businesses, and individuals who have achieved a lasting success through learning and training. The British government was very keen on encouraging employers to provide decent and effective training for their employees. The National Awards merged with investors in People Training Awards to develop a strong platform for training excellence. Currently, the awards are managed by UK skills, a totally independent body. Their concept remains the same - to reward organizational successes that have been achieved through employee development. According to National Training Awards (2008), they have short listed 223 finalists in 25 industry sectors this year alone. The winners are expected to be known by November and will be awarded some national or local training awards, depending on their outstan ding achievements, either locally or nationally. Roles of NTAs in improving employee development The NTAs has continued to play some major functions in ensuring that the country's political, social, economic, and technical environment improves through employee development. As already mentioned elsewhere, it seeks to reward businesses which have achieved admirable lasting success through offering their employees an extensive training programme. First, the NTAs chief role is to provide a methodical process by which all the training practices are reviewed and their effectiveness reviewed (What are the benefits 2008). Companies should not conduct training programmes on employees for the sake of training them. There should be set targets that training programmes must achieve for them to be seen as effective. The NTAs provide companies with objective systematic processes by which such successes can be measured and rewarded. According to Ford et al. (1997), there are basic indicators that could prove if any training programme has been effective or not. These indicators include skills assessment, trainee amplitudes, and training instructional design. Such indicators can be best reviewed by the NTAs because of its professional expertise and its objectivity. Upon reviewal, companies will always be advised on the strengths and weaknesses of their training programmes, thus giving them room for improvement. Peter Cresswell, a judge at the national panel of the NTAs and an employee of Siemens Inc. has Infact blamed improper training practices on the lack of innovation that has characterized the competition for the past few years. Organizations should always strive to know what they want to gain or achieve out of undertaking a training programm

Encyclopedia Britannica Inc Essay Example for Free

Encyclopedia Britannica Inc Essay By the time Britannica’s top management decided to stop producing bound sets of the iconic encyclopedia, the company had made sweeping changes to put itself at the forefront of the online education market. ne year ago, my announcement that Encyclopà ¦dia Britannica would cease producing bound volumes sent ripples through the media world. Despite the vast migration of information from ink and paper to bits and screens, it seemed remarkable that a set of books published for almost a quarter of a millennium would go out of print. But in our Chicago offices this wasn’t an occasion to mourn. In fact, our employees held a party the day of the announcement, celebrating the fact that Britannica was still a growing and viable company. They ate the print set—in the form of a cake that pictured the 32-volume, 129-pound encyclopedia. They displayed 244 silver balloons—one for each year the encyclopedia had been in print. They toasted the departure of an old friend with champagne and the dawning of a new era with determination. We had no need for a wake because we weren’t grieving. We had known for some time that this day was coming. Given how little revenue the print set generated, and given that we had long ago shifted to a digital-first editorial process, the bound volumes had become a distraction and a chore to put together. They could no longer hold the vast amount of information our March 2013 Harvard Business Review 2 This article is made available to you with compliments of Jorge Cauz. Further posting, copying or distributing is copyright infringement. How I Did It Britannica Then and Now customers demanded or be kept as up-todate as today’s users expect. The reaction to our announcement was interesting and varied. Some people were shocked. On Twitter, one person wrote, â€Å"I’m sorry I was unfaithful to you, Encyclopedia Britannica, Wikipedia was just there, and convenient, it meant nothing. Please, come back!† Of course, we didn’t need to come back, because we hadn’t gone away and weren’t about to. But although most people seemed to know what was happening, some misunderstood. Commentators intimated that we had â€Å"yielded† to the internet. In fact, the internet enabled us to reinvent ourselves and open new channels of business. Reports cited Wikipedia as a disruptive force. In fact, Wikipedia helped us sharpen our business strategy. Our content model was dismissed as â€Å"vintage,† but it is actually anything but: We update our content continually, with community input, reaching tens of millions of people every day—and they pay for it. I relished the irony. If you relied on free, gossipy online channels to understand why we were ending the print edition, you got what you paid for: some jokes, some inaccurate observations about the state of our business, and maybe a 20% chance of seeing â€Å"Encyclopà ¦dia Britannica† spelled correctly. You may not have learned that by the time we stopped publishing the print set, its sales represented only about 1% of our business, that we have an increasingly significant presence in the K–12 digital learning space, and that we’re as profitable now as we’ve ever been. Whatever ripples the announcement may have made, from a business perspective the decision itself was a nonevent. It was just the final phase of a carefully planned strategic transition that had been 35 years in the making.

An Examination of Rips Character in Irvings Rip Van Winkle :: Rip Van Winkle Essays

An Examination of Rip's Character in Irving's Rip Van Winkle Washington Irving wrote Rip Van Winkle with the American people in mind. At this time society was changing drastically. America was attempting to go through a struggle with forming their own identity. America was wanting to have an identity that would set them free from English culture and rule. Irving uses his main character, Rip Van Winkle, to symbolize America. Rip goes through the same struggles that America was going through at this time before and after the Revolution. Irving uses such great symbolism in this story to describe the changes that American society went through. This story covers a wide variety of time periods including: America before English rule, early American colonies under English rule, and America after the Revolutionary War. One main issue of the story was one of identity, especially at this time in history. Rip was having difficulty finding himself throughout the story. His wife constantly nagged at him probably all in good reason. His farm was fading away. He was lazy and unproductive. He underwent many emotional changes throughout the story. He didn't appreciate what he had, and before he could even blink it was gone. Life is too short to not appreciate everything in it and enjoy it to the fullest. In the first paragraph I chose to look at, it leads right into when Rip goes off for a walk to go squirrel shooting. Although the main reason for his walk was to get away for his nagging wife. The story could be interpreted in two different ways. One being that Rip was a lazy bum who did not take responsibility for his wife, children, and farm. He rather go out and drink and hang with his buddies at the tavern. I believe Irving specifically wrote this story for men. The story makes the wife sound like the wretched, nagging, old ugly woman and all she cares about is bothering her husband. This to me sounds all to familiar to what goes on still to this day. I believe the story makes Dame Van Winkle out to be the one in change of the power, but in reality I believe it was Rip.

Organizational Change Essay

1 INTRODUCTION 1 THE NEED FOR ORGANISATIONS TO CHANGE Organisations worldwide are currently facing increasing competition, price pressures and slower growth rates and in order to be successful, for many organisations, this prompts the need to constantly change to survive (Appelbaum, Delage, Gault & Labib, 1997; Burnes, 2004; Ndlovu & Parumasur, 2005) This new type of organisation is dynamic and change has become strategic to stay ahead of the game. Successful organisations are changing continuously but managing their change positively and carefully which results in increased productivity, commitment and involvement from employees (Kenton & Penn, 2009; Ndlovu & Parumasur, 2005). According to Luthans (2011), a successful organisation needs to create a learning culture that is proactive in its approach to both internal and external forces of change. 2 AIM OF DISCUSSION In an economy that is rapidly changing, an organisation’s ability to anticipate and respond to forces of change is a key success factor (Luthans, 2011; Robbins et al, 2009). The aim of this discussion is to provide a critical overview of change in the organisational context, using the field of Organisational Behaviour to analyse change at the individual and organisational level and to examine the ways in which organisations try to  eliminate resistance to change in the workplace. More specifically, the case study of organisational change at Nissan South Africa will be used to illustrate the impacts of change and the ways in which organisations try to manage change at the individual and organisational level. The following aspects will be further discussed to give an extensive understanding of organisational change: An overview of the concept of change, and the ways in which organisations should prepare for change An analysis of the change process using Kurt Lewin’s model, A discussion of the ways of reducing resistance to change in the workplace, An examination of the reasons for resisting change at the individual and organisational level An overview of the ways in which organisations should manage resistance to change in the workplace. 2 PREPARING AN ORGANISATION FOR CHANGE 3 THE CONCEPT OF CHANGE The concept of organisational change has many different meanings, but simply, it can be explained as the transition of an organisation from its current state to a desired state. Kenton & Penn (2009) highlight two types of changes, evolutionary and revolutionary change. Evolutionary change refers to continuous improvements of an organization which is gradual. This type of change becomes part of the norm in the ways of working. Revolutionary change refers to radical changes in ways of working where there are periods of normal operations followed by periods of drastic change (Kenton & Penn, 2009). Robbins et al (2009) describe change as planned or unplanned. Both of these types of change refer to a transformation, however, planned change is seen as a proactive approach to improve an organisation’s ability to adapt to anticipated forces of change. Forces of change can be internal or external. For South African organisations, change is overdue. After the sanctions of political Apartheid regime were lifted, South African organisations have  found themselves in a climate where the need for change has intensified due to the political and economic changes, an increasing diverse workforce, technological advances, increasing global competition, and rapid social developments. These internal and external forces of change need to be closely managed for an organisation to be profitable. 4 THE USE OF CHANGE AGENTS At the heart of an organisation are its people. Thus for any change to occur an organisation needs it’s people to change (Pasmore & Fagans, 1992). To prepare employees for change organisations often use change agents to facilitate organisational change. These change agents can be internal (e.g. managers, H.R. practitioners) or external (e.g. consultants). Internal agents, such as managers, are useful in that they have a deep understanding of the organisation’s systems and culture whereas an external agent, such as consultants, offer more objectivity and have a deeper understanding of change processes (Cummings & Worley, 2009; Kenton & Penn,2009; Robbins et al, 2009; Worren, Ruddle & Moore, 1999). 5 THE LEARNING ORGANISATION Burnes (2004) refers to organisational change as a constant feature both at an operational and strategic level. Thus for organisations to ensure their sustainability they need to constantly and actively identify the forces of change, their desired state and take the necessary actions to manage these changes to achieve the desired state. These organisations need to become learning organisations where there is a systems thinking approach, open and honest communication, teamwork, the presence of innovation and change, a gap between a desired state and current state to serve as motivation for change, critical reflection, empowerment and empathy, inspired leadership and other external factors (Luthans, 2011; Robbins et al, 2009). 6 DEVELOPING A CHANGE MODEL As discussed, learning organisations are key to successful organisational  change. The characteristics of a learning organization are at the core of the organisation’s culture. One of the important steps to prepare an organisation for change is to assess its current culture and desired culture. From this an organisation can identify how to manage change. A change model or a development process should be used to identify an organisations current and desired culture and to facilitate the change process (Burnes, 2004; Cummings & Worley, 2009; Luthans, 2011; Robbins et al, 2009). According to Worren et al (1999), this change model needs to be an integrative and holistic approach for change management that focuses on strategic changes to process and people. Some of these models for change include Kurt Lewin’s three step change process, action research, and the positive model, amongst others (Cummings & Worley, 2009; Luthans, 2011; Robbins et al, 2009). Kotter’s eight step plan for change will now be used to illustrate how to prepare for change management in an organisation followed by a detailed discussion of Kurt Lewin’s model for change process. 7 PREPARING NISSAN SA FOR CHANGE USING KOTTER’S EIGHT STEP PLAN Kotter’s eight step plan was developed as a result of findings that majority of organisational change efforts failed. This model indicates that the change process is a series of long phases and mistakes in any of these phases can have a considerable impact of the success of the change effort (Robbins et al, 2009). Kotter’s model will now be further explained with application to the Nissan S.A. case study. 2.1.1 Establish a sense of urgency The first step to avoiding failure of a change management process is to create a reason for the need to change (Robbins et al, 2009). For Nissan S.A. this could be a number of factors (both internal and external) to change. Externally, the organisation needs to change to meet world class standards of performance and to be able to compete. Internally the organisation needed to improve its efficiency, align to internal global standards, as well as to improve on its labour workforce to be sustainable in the future. Nissan S.A. should develop scenarios identifying the threats and opportunities for the future. Nissan S.A. needs to communicate well the  reasons for transformation and downsizing, the internal and external forces that have prompted change and the factors that are within the employees control and out of their locus of control. The organisation could also request support from outside stakeholders to support their argument. 2.1.2 Form a powerful coalition to lead change The second step to managing change is to create a team of change agents. These change agents need to be strong leaders that constantly communicate the urgency for change (Robbins et al, 2009). NUMSA members, managers as well as some older influential employees could be targeted for this team at Nissan S.A. This team should be used to convince others of the urgency for change and the need to take voluntary severance packages vs. forced retrenchment. 2.1.3 Create a vision for change The next step in the change management plan is to create a clear understanding of why the change is needed and what is the end goal (Robbins et al, 2009). Creating this vision can help convince and direct employees. Nissan S.A. should create a vision that would encourage employees to take severance packages, creating a vision of the end state for them, for example, starting their own business as suppliers. 2.1.4 Communicate the vision Once the vision is created it needs to be continuously communicated (Robbins et al, 2009). Poor communication about the downsizing process, the new structures, roles and future of the organisation can impact on trust and loyalty of survivors (Appelbaum et al 1997; Aucamp, 2001). Organisations need to constantly communicate to employees throughout the downsizing process as well as after, providing support and encouraging positive attitudes and commitment (Ngirande & Nel, 2012). Organisations should communicate the future of the organisation, clarify the new roles of employees, and be transparent about the reasons for downsizing. Constant communication will build security, trust and commitment (Aucamp, 2001; Luthans, 2011; Ndlovu & Parumasur , 2005). Nissan S.A. could follow the example of the tools the mining company De Beers used for staff  communication. Some of these include open employee engagement sessions, videos from leaders communicating the vision, one on one sessions, helpdesks and regular emails/ letters (Bomela, 2007). 2.1.5 Empower others to act on the vision Once the vision is created and communicated it needs to be actioned. But there will be obstacles to make this happen. Therefore it is important that the team of change agents are empowered to keep the vision and direction alive. One of the ways Nissan S.A. could do this is to identify those resisting change and help them move past their conflict as well as rewarding the team of change agents that are working to facilitate the transition (Furst & Cable, 2008; Robbins et al, 2009). 2.1.6 Create short term wins The next step is to identify the low hanging fruit that aids the vision and celebrate achieving these steps to motivate employees (Robbins et al, 2009). For example, Nissan S.A. could have celebrated the agreement reached with NUMSA and communicated this widely across the organisation as a positive agreement. Another example, Nissan S.A. could celebrate and reward the first few employees that have taken the severance packages and that have become suppliers. 2.1.7 Consolidate and build on change To avoid failure of a change process it is important to continuously assess the change plan, vision/actions and to change and make improvements along the way (Robbins et al, 2009). Nissan S.A. should have constantly assessed their change program and when they found poor responses to severance packages they should have revised their plans and changed the way of doing things to target more responses. Some of the improvements that could be made is in communication to employees or educating and training employees in becoming â€Å"change masters† (Aucamp, 2001, Oxtoby, Mcguiness & Morgan, 2002). 2.1.8 Reinforce the changes One of the most important steps in Kotter’s plan is to embed the plan such that it becomes core to the organisation’s culture. This is about creating a learning organisation where change becomes part of the normal ways of working and where employees have the ability to manage change easily (Luthans, 2011; Robbins et al, 2009). Some of the things that Nissan S.A. could do is to add and constantly empower their team of change agents and publicly recognise these change agents, as well as include change management values when hiring their new staff to ensure continuity of the culture (Oxtoby et al, 2002). 8 PREPARING NISSAN S.A. FOR CHANGE As discussed, to manage change, a model or process is an important tool in facilitating the change process. Key to the process though are the employees who themselves need to change. The use of change agents is an impactful way in which to encourage employees to change and to create a learning culture. Some of the key highlights that Nissan S.A. could use in preparing their organisation for change include assessing their current and desired culture, developing a team of change agents to facilitate change, creating a short term and long term change strategy and constantly improving on their change plans to achieve their goals. Some of the things that may impact an organisation’s readiness for change are the employees’ perception toward change efforts, the level of trust, communication and support from managers, and the employees’ level of acceptance of the change (Susanto, 2008). Central to the steps in preparing for change is to create a learning culture/ organisation to manage planned change. Planned change if managed through a model or process can improve an organisation’s efficiency and effectiveness in achieving its goals (Burnes, 2004; Robbins et al, 2009). 3 KURT LEWIN’S THREE STEP CHANGE MODEL One of the models for planned change that can be used for the Nissan S.A. case study is Kurt Lewin’s three step model for change process which is based on the theory that for change to occur there needs to be a challenge  to the status quo whereby the forces driving change must overcome the forces against change (Robbins et al, 2009). 9 STEP ONE: UNFREEZING This first step for change involves challenging the current status quo and weakening forces against change. Lewin indicated that for employees to accept the new change then they need to â€Å"unlearn† the current status quo (Burnes, 2004). To do this it is important to convince employees of the need for the change (Cummings & Worley, 2009; Robbins et al, 2009). According to Robbins et al (2009) unfreezing involves either increasing the driving forces, reducing the forces against change or a collaboration of both of these approaches. Currently at Nissan S.A. the forces against the change is clearly stronger than the forces driving change. Nissan S.A. need to clearly communicate the needs for the change and work on strategies to convince employees of the desired future state. The use of change agents in this instance could be very useful as they will introduce the new desired state in a positive way to challenge the current status quo and convince others (Robbins et al, 2009). Some of the things that need to be clearly communicated are the need and reasons for downsizing as well as the short term benefits of the rejuvenation process (severance package, small business start up, staying on longer to train others) vs. forced retrenchment and long terms benefits of the rejuvenation process (increased efficiency, effectiveness and sustainability of the business). 10 STEP TWO: MOVING Once the current status quo has been unfrozen and employees start to accept and adopt new status quo it is important that the new status quo is strengthened. To do this involves changes to structures and processes (Cummings & Worley, 2009; Robbins et al, 2009). Nissan S.A. needs to identify those change agents and empower them to facilitate change. Another step that is important is creating short term goals for the change process and communicating this throughout the organisation as well as to assist those employees resisting change to accept change (through communication, education, more involvement). According to Oxtoby et al (2002), apart from methods and changes to structures, equally important is the time need to build employees’ career resilience. 11 STEP THREE: REFREEZING Refreezing involves reinforcing the new status quo that has been created by balancing the forces for and against change (Robbins et al, 2009). It is important that the new strategies implemented become permanenent through creating a learning culture/organisation (Burnes, 2004; Luthans 2011, Robbins et al, 2009). This can be done through introducing a reward system. Another important step is for Nissan S.A. to constantly assess their change strategies and adjust it so they can achieve their desired goal. Some of the things that Nissan S.A. could do is to add and constantly empower their team of change agents and publicly recognise these change agents, as well as include change management values when hiring their new staff to ensure continuity of the culture. 12 REDUCING RESISTANCE TO CHANGE Resistance to change can be evident at both the individual and organisational level (Cummings & Worley, 2009). From Lewin’s model of change and Kotter’s eight step plan it is evident that there will always be some resistance to change from employees. It is important that the resistance to change is managed appropriately for change to occur. For change efforts to be successful organisations need to reduce resistance from employees for them to adopt new behaviours (Furst & Cable, 2008). 3.1.1 Ways to reduce employee resistance to change According to Cummings & Worley (2009) some of the ways to reduce employee resistance can be achieved through the following five phase approach: Motivating Change This involves preparing employees for change through communicating the need for change , the current state and desired future state of the organisation as well as reassurance that the desired future state can be achieved successfully. It also inlvoves management developing strategies to implement change and ensuring support mechanisms are in place to help employees overcome resistance to change. Creating a vision This phase includes creation and communication of the vision of the future state of the organisation. This vision needs to be convincing for employee buy in of the change efforts. It therefore needs to be relevant, realistic and needs to communicate the message of the improvements the change will make for individuals and the organisation. Managing the transition This includes the activities planned to manage the change, the changes to structures and processes to achieve the desired future state and commitment planning. Important is that these plans and activities are constantly assessed and modified if needed. It is important to keep employees engaged and informed throughout the process so that they understand the needs for change, the processes to getting there as well as keep them in the loop of the progress made. Developing political support This phase involves identifying key stakeholders that have powerful influence on the change process and managing these stakeholder interests and engagement in the change process. It also involves assessing the power that change agents have on the change efforts and their ability to influence others. Sustaining momentum This includes providing the necessary resources and support for change to occur. Some of the aspects that are important is providing support from managers, training and education of employees, empowering change agents, reinforcing new behaviours (for example through reward systems) and providing feedback to employees. Telkom SA developed a change model focusing on building individuals career resilience to adapt to change more positively and empowered individuals by providing training for new roles and assuring them of their value to the organisation (Aucamp, 2001). 3.1.2 Reasons for resistance to change : Individual level According to Robbins et al (2009) there are a number of sources of resistance at the individual level. These include: Habit and Security Individuals lead complex lives and are constantly faced with having to make decisions. One of the ways to reduce and manage complexity is to rely on habits (programmed responses). Some individuals have a high reliance on their feelings of safety. Any threats to security can result in individuals resisting change as new behaviours sit outside of their comfort zone and any changes that conflict with existing habits can also be a reason for resistance as individuals have a tendency to rely on habitual behaviour. (Robbins et al, 2009). According to Peus et al (2009), individuals may feel uncertainty regarding their positions, roles and responsibilities in the organization and a result will resist change. Fear of the Unknown and Economic Factors We live in a volatile and uncertain era where there are constant changes in the business world. Individuals faced with this constant uncertainty of the future may resistant change due to the fear of the unknown (Robbins et al, 2009). According to Peus et al (2009) individuals seek to gain prediction over future events to reduce the fear of the unknown and their loss of control. Another resistance to change can be an individual’s concern for loss of or lower income as a result of the changes. Selective information processing Individuals perceptions shape their thinking about the world. Robbins et al (2009) recognize that the ways in which individuals perceive their world can also be a factor in their response to change. Anything new to their way of thinking will be resisted as it is not part of their current knowledge system. Fear of Failure Peus et al (2009) also recognises the fear of not being able to cope with the new changes to processes or technologies as one the reasons individuals may resist change. If an individual believes he or she is not able to cope with the changes then there are likely to resist change. Kotter & Schlesinger (2008) also recognise that individuals may resist change if they feel they are not capable of learning new skills and behaviours to adapt to the  changes. Other factors of resistance Kotter & Schlesinger (2008) also highlight some other reasons individuals resist change including parochial self interest, misunderstanding and lack of trust as well as different views of the benefits and costs of the changes intiated. Parochial Self interest refers to the individual’s perception that he or she will lose something of value because of the imminent changes and as a result focus on their own interests and not the organisations. This in turn results in political behaviour which can be overt or implicit. 3.1.3 Reasons for resistance to change: Organisational level Robbins et al (2009) highlight some of the reasons organisations resist change as the following: Structural inertia This refers to the structures and processes in place that produces stability in an organization. This can be an organisations selection and training techniques, job descriptions and procedures for operations. When confronted with change â€Å"this structural inertia acts as a counterbalance to sustain stability† (Robbins et al, 2009: 486). Limited focus of change Organisations are made up of interdependent subsystems and any changes in one part of the system will impact the greater system. Therefore any changes in an organisation that are only focused on one area without recognizing the impact of other areas will experience resistance to change. For example implementing a new technology without considering the training requirements and procedures that also need to change will likely experience resistance to change (Robbins et al, 2009). Group inertia This refers to the group norms and perceptions that exist that direct the behaviours of individuals and that can impact decisions for change by individuals (Robbins et al, 2009). Threat to expertise Some organisational changes will have an impact on the expertise of  specialised groups. Implementing a new way of working may mean that a specialist group of experts are now redundant to everyday operations (Robbins et al, 2009). Threat to established power relationships Any threat to existing power relationships can have an impact on change efforts. Introducing participative decision making for example is threatening to supervisors and middle manager power roles (Robbins et al, 2009). Threat to established resource allocation Some departments in an organisation may be threatened by changes if they perceive the change as a threat to their current or future resource allocation (Robbins et al, 2009). 3.1.4 How can Nissan S.A. manage resistance to change Some of the ways that Nissan S.A. can manage individual and organisational resistance to change include the following: Education and Communication Organisations need to constantly educate and communicate to employees throughout the change process as well as after, providing support and encouraging positive attitudes and commitment (Ngirande & Nel, 2012). Nissan S.A. should communicate the future of the organisation, clarify the new roles of employees, and be transparent about the reasons for change. Constant communication will build security, trust and commitment as well as reduce resistance to change (Aucamp, 2001; Luthans, 2011; Ndlovu & Parumasur 2005; Robbins et al, 2009). Participation According to Oxtoby et al (2002), all employees should have a sense of ownership over the changes that are being implemented in their organisation. Creating a higher level of involvement and participation from employees will create commitment from employees. Nissan S.A. need to value the importance of people and their influence in the changes that are desired. Involving employees at all levels can deliver better commitment to the workforce rejuvenation plan. Creating opportunities for all employees to be involved  in some way of the decision making process for change can have a positive impact on the morale of employees (Robbins et al, 2009). Building support and commitment The use of change agents at Nissan S.A. during the change process is a way in which to reduce the resistance of the fear of the unknown and provide direction and support to employees. Change agents can also assist those that are resisting change by convincing them of the benefits of the changes, improving perceptions and commitment to change. For example, Nissan S.A. could provide counselling sessions, increased management visibility and one on one sessions, providing skills training, etc. (Robbins et al, 2009). Choosing people who accept change Nissan S.A. need to recognise those that adapt to the new changes best and use these individuals as change agents. Change agents can assist in creating a positive attitude of the change process. It is also important that the new employees that Nissan S.A. hires have the same capability as the change agents in that they are open and able to adjust easily to change (Robbins et al, 2009). Implementing change fairly For Nissan S.A. this means due diligence in the procedures for change ensuring fairness and consistency across the change process. For example, if the aged employee given the training can improve his capability and performance then is it necessary for him to be retrenched and replaced with a younger employee? Should this aged employee not be given the chance to prove him or herself? Nissan S.A. should ensure the criteria for retrenchment are also fair. The changes that Nissan S.A. propose should be made from top management down to employees on the line to ensure consistency. Manipulation and Co-optation Both manipulation and co-optation are sneaky tactics but can be useful to gain support (Robbins et al, 2009). Nissan S.A. may use co-optation as a method to gain buy-in from NUMSA or may distort the information about the severance packages offered to make the benefits seem higher than the costs  to the targeted employees. Coercion Threats, poor performance reviews, or any other form of sanctions and legitimization tactics can be used to resist change. The strength of the LMX (leader-member exchange) relationship may have the desired or negative impact on the reaction of employees to such efforts. Research shows that a low-quality LMX relationship results in greater resistance to change whereas those employees with high quality LMX relationships may attribute the sanctions to situational factors and reduce resistance (Furst & Cable, 2008). Nissan S.A. need to identify which relationships require specific tactics. The use of change agents are a more useful way to reduce resistance than coercion however if the desired results are not achieved then threatening with forced retrenchment may be necessary to gain more responses. 4 CONCLUSION This discussion has shown how change should be managed to move an organisation from its current state to its future desired state. In order to facilitate the change process successfully there is a need for the use of a model or process. Resistance to change can occur at both the individual as well as the organisational level. It is important throughout the change process that resistance to change is managed appropriately. According to Luthans (2011), changes to an organisations culture needs to occur for change to become permanent. Organisations should strive to become learning organisations where learning and change is central to business culture and processes (Burnes, 2004; Luthans, 2011). Some of the ways in which organisations can achieve this is through assessing the current organisation culture, setting realistic goals, hiring the right people to facilitate change, ensuring consistency in change management, removing the old culture, managing the resistance to change effectively, keeping the momentum of change and to be persistent (Luthans, 2011). For Nissan S.A. these guidelines could be very useful in developing a learning organisation to ensure that they do not find themselves in this similar position in the future. 5 REFERENCES Appelbaum, S.H., Delage, C., Gault, G., Labib, N. (1997). The survivor syndrome: Aftermath of downsizing. Career Development International, 2 (6), 278-286. Aucamp, N. (2001). Change management implications of a retrenchment strategy in a selected section of a telecommunications organisation. Unpublished MBA dissertation. Port Elizabeth Technikon. Bomela, M. (2007). Retaining critical skills and talented employees during and after organisational downsizing. Unpublished MBA dissertation. University of Pretoria. Burnes, B. (2004). Kurt Lewin and complexity theories: back to the future? Journal of Change Management, 4(4), 309-325. Cummings, T.G., & Worley, C.G. (2009). Orgaization development and change (9th ed.). Cengage. Furst, S.A., & Cable, D.M. (2008). Employee resistance to organizational change: Managerial influence tactics and leader-member exchange. Journal of Applied Psychology, 93(2), 453-462. Kenton, B., & Penn, S. (2009). Change conflict and community: Challenging thought an d action (1st ed.). Elsevier Ltd. Kotter, J.P and Schlesinger, L.A (2008) Choosing strategies for change. Harvard Business Review, 86(7/8). July-August, 130-139. Luthans, F. (2011). Organizational behaviour: An evidence-based approach (12th ed.). McGraw Hill. Ndlovu, N., & Parumasur, S.B. (2005). The perceived impact of downsizing and organisational transformation on survivors. South African Journal of Industrial Psychology, 31(2), 14-21. Nel, A., & Ngirande, H. (2012). The psychological impact of downsizing on employee survivors in the manufacturing industry. African Journal of Business Management, 6 (11), 4371-4375. Oxtoby, B., Mcguiness, T., & Morgan, R. (2002). Developing organisational change capability. European Management Journal, 20(3), 310-320. Pasmore, W.A., & Fagans, M.R. (1992). Participation, individual development and organisational change: a review and synthesis. Journal of Management, 18(2), 375-397. Peus, C. Frey, D., Gerkhardt, M., Fischer, P., & Traut-Mattausch, E. (2009). Leading and managing organizational change initiatives. Management Revue, 20(2), 158-175. Retrieved april 18 2014 from the World Wide Web: http://www.jstor.org/stable/41783612. Robbins, S.P., & Jude, T.A. (2009). Organisational behaviour: Global and southern African perspectives (2nd ed.). Pearson. Susanto, A.B. (2008). Organisational readiness for change: A case study on change readiness in a manufacturing organisation in Indonesia. International Journal of Management Perspective, 2(1), 50-62. Worren, N.A.M., Ruddle, K., & Moore, K. (1999). From organizational development to change management: the emergence of a new profession. The Journal of Applied Behavioural Science, 35(3), 273-296. 6 SELF ASSESSMENT QUESTIONS 6.1 I logically and systematically applied the resources to explain and give support to my understanding of the content and central concepts and provided examples where necessary. I understood best the sections on survivor syndrome. I am not confident in my application of the frustration model. I think I have covered Kotter’s 8 step plan best and need to improve on my understanding of managing resistance to change. 6.2 I found Robbins et al (2009) most useful as it provided an overall understanding of change management process and included all aspects that needed to be convered in this assignment. 6.3 I used information on change management from articles and research done in South African industries to use as examples in illustrating my answer as well as to help me further understand some of the models of change 6.4 3 months (March – May) approximately 1 hour each day. This includes reading the material, researching additional resources, planning, writing and checking. 6.5 The material covered is relevant to South African work environment where change is common in industry. Having an understanding of this will assist in helping organisations improve business processes and at the same time improve individual well being. The resources also provided proactive and positive ways to deal with change. 6.6 Areas of knowledge: Referencing Techniques, Motivation Theory; Skills: Planning, Problem Solving;   Other Qualities: Diligence, Perseverance, Critical Thinking. 6.7 Yes. Having an understanding of the ways in which change can be managed can help with improving how I manage and interpret change as an individual as well as I see some beneficial aspects that my current employer can use to manage change. I would like to further develop my knowledge gained on the learning organisation as it has never occurred to me, until now, as a priority to be dealt with in the change process in order for future business success. 6.8 The assessment criteria provide a good framework to answer the questions, clear guidelines; it gives one the opportunity to reflect on the overall concepts and to assess the quality of work presented. 6.9 I would like to improve my understanding of the different models of change apart from Lewin and Kotter. I would like to do more reading on action research etc and see how I can apply this knowledge better. I will by reading more and improve my referencing techniques which I feel I will gain with more practice.

The Thread That Runs So True A Brief Summary

The vivid detail puts the reader into era that Stuart lived. He gives some information about his life, but most importantly he tells about the community in which he taught school and the ideas of the people around that time, and the emphasis they put on education. He talks about his sister and how that may have been the deciding factor that made him choose to teach. He talk about Lonesome valley and the people there, along with his long time friend Don Conway. Guy Hawkins is probably one of the most pivotal people in his career he came across.Some of the things Stuart had to do in his career would definitely not be acceptable in this day a time. The first chapter of the book tells how his decision to teach and where he chose as his first school was at. His sister had taught there a year earlier and one of the students Guy Hawkins had blacked both her eyes and beat her up pretty bad. He lied about his age to get the teaching certificate. His parents questioned his motive for teaching and choosing the school he chose. He assured them it was not for vengeance.Stuart was not intentionally looking for a fight but he was determined not to let them get away With hurting his sister. When he got the job he was shocked at the condition of the school house ND how the people in the area didn't make their kids go to school. He did understand in those times all members of the family had to help with the chores of the house. Once the crops were harvested then the attendance picked up. It was a one room school with grades one through eight. He was expecting the student who beat up his sister to in ideate the encode enter.One that Stuart was not looking forward to he was smaller than Guy. Late one day Guy came sneaking around the school looking for Stuart. In the school house he confronted him and told Stuart about beating up his sister and he was ongoing to do the same to him. Stuart had run this encounter through his mind more than once his preparedness gave him an upper hand . When Guy lunged for Stuart it was pretty much over from the start. Stuart was the victor he won the fight. But more importantly he won the respect of Guy and the whole community.Stuart was the only person to defeat Guy in a fight. Plus Lonesome Valley people lived with the mentality might makes right. The stronger your was the better. He cleaned up the school house and repainted it. The next year he had a better idea of what he had to do. The attendance picked up, he was involved in his kid's lives. And he showed a lot in the community how a proper education was worth its weight in coal. One of the people in the community came by with a wagon of coal. He had his students estimate its weight.When the man took it to market he was shocked to see he had been cheating himself for many years because he was inaccurately calculating how much he had. Jesse realized how politics and social structure played a part in the general lives. People judged everyone on just about everything where th ey went to church what they wore, or who they talked to. It was a very judgmental and politically motivated time. He became interested in a women in the next town, he tells about one night getting ambushed while walking to see her. He was egged and had gunshots fired over his head.He took his class out of this one room school and put them against a city school in an academic challenge and won. Shocking most of the people in the big city school who made fun of the group as they entered town. His way of teaching and figuring what needed to be done in the classroom was what got his students the achievements they did. His determination to succeed is what fueled his willingness to teach. From his time at this school he went on to be principal at Landlubbers High. He still walked to school because teacher salaries were not much.It took dedicated people to be teachers. He faced similar challenges as far as attendance goes. He started his career as principal walking to school five miles it was then he found out people were questioning if he died his clothes because they were discovered. That is when he learned of an unwritten rule about the principal having to live in town. When he moved to the local hotel e seen why he had attendance problems. His students were out all hours of the night. He observed them drinking, gambling and rebel rousing.He came across a game behind the school fence one day as he walked by he asked ‘ oho was winning† causing the students to scramble. He said nothing to them it was the anticipation that was torturing the students. But one thing he learned was if the POT was not in agreement he was not going to get anywhere with punishments. When they called a meeting and during the meeting he was accused of letting it go on he confronted them. Telling them exactly what he observed and what children were involved, many were prominent figures in the community.It was then that he was able to implement changes and make the school better fo r all the students at the time. Throughout Stuart career as an educator he had many trials and triumphs. What was amazing is how education was view at the time. The emphasis was not to educate but to give them something to do in the off season of farming in rural Kentucky. In the city it was not as much as the off season but the social standing was what decided whether the child was a success in life. It as interesting to see how much teachers got paid and how they were at the mercy of the people who sponsored them.

19 Famous Quotes for Inspirational Marriage Wishes

19 Famous Quotes for Inspirational Marriage Wishes The vows and rings are exchanged, and the new couple makes their newlywed walk back up the aisle. If you look carefully at their faces, you may see joy mixed with apprehension. What wedding wishes and wisdom can you offer them? Its too late now to warn them away from the marital institution. Its time for wishing them well. Here are famous quotes on love and marriage that you can use to wish them a new life of togetherness and happiness: Anne Bradstreet If ever two were one, then surely we. If ever man were loved by wife, then thee. Nathaniel Hawthorne What a happy and holy fashion it is that those who love one another should rest on the same pillow. John Lennon To the world, you may be one person, but to one person you may be the world. Martin Luther There is no more lovely, friendly, and charming relationship, communion, or company than a good marriage. Rumi Lovers don’t finally meet somewhere. They’re in each other all along. Sam Keen You come to love not by finding the perfect person, but by seeing an imperfect person perfectly. Joseph Campbell When you make a sacrifice in marriage, you’re sacrificing not to each other but to unity in a relationship. Sophocles One word frees us of all the weight and pain in life. That word is love. George Sand There is only one happiness in life, to love and be loved. Lao Tzu Being deeply loved by someone gives you strength while loving someone deeply gives you courage. Amy Bloom Marriage is not a ritual or an end. It is a long, intricate, intimate dance together, and nothing matters more than your own sense of balance and choice of partner. Mahatma Gandhi Where there is love there is life. Vita Sackville-West There is nothing more lovely in life than the union of two people whose love for one another has grown through the years, from the small acorn of passion into a great rooted tree. Victor Hugo The supreme happiness in life is the conviction that we are loved. Leo Tolstoy What counts in making a happy marriage is not so much how compatible you are, but how you deal with incompatibility. Mignon McLaughlin A successful marriage requires falling in love many times, always with the same person. George Eliot What greater thing is there for two human souls than to feel that they are joined for life- to strengthen each other in all labor, to rest on each other in all sorrow, to minister to each other in silent unspeakable memories at the moment of the last parting? Montaigne If there is such a thing as a good marriage, it is because it resembles friendship rather than love. W.H. Auden Like everything which is not the involuntary result of fleeting emotion but the creation of time and will, any marriage, happy or unhappy, is infinitely more interesting than any romance, however passionate.

An Overview of Game Theory in Sociology

An Overview of Game Theory in Sociology Game theory is a theory of social interaction, which attempts to explain the interaction people have with one another. As the name of the theory suggests, game theory sees human interaction as just that: a game. John Nash, the mathematician who was featured in the movie A Beautiful Mind is one of the inventors of game theory along with mathematician John von Neumann. How Was Game Theory Developed? Game theory was originally an economic and mathematical theory that predicted that human interaction had the characteristics of a game, including strategies, winners and losers, rewards and punishment, and profits and cost. It was initially developed to understand a large variety of economic behaviors, including behavior of firms, markets, and consumers. The use of the game theory has since expanded in the social sciences and has been applied to political, sociological, and psychological behaviors as well. Game theory was first used to describe and model how human populations behave. Some scholars believe that they can actually predict how actual human populations will behave when confronted with situations analogous to the game being studied. This particular view of game theory has been criticized because the assumptions made by the game theorists are often violated. For example, they assume that players always act in a way to directly maximize their wins, when in reality this is not always true. Altruistic and philanthropic behavior would not fit this model. Example of Game Theory We can use the interaction of asking someone out for a date as a simple example of game theory and how there are game-like aspects involved. If you are asking someone out on a date, you will probably have some kind of strategy to â€Å"win† (having the other person agree to go out with you) and â€Å"get rewarded† (have a good time) at a minimal â€Å"cost† to you (you don’t want to spend a large amount of money on the date or do not want to have an unpleasant interaction on the date). Elements of a Game There are three main elements of a game: The playersThe strategies of each playerThe consequences (payoffs) for each player for every possible profile of strategy choices of all players Types of Games There are several different kinds of games that are studies using game theory: Zero-sum game: The players’ interests are in direct conflict with one another. For example, in football, one team wins and the other team loses. If a win equals 1 and a loss equals -1, the sum is zero.Non-zero sum game: The players’ interests are not always in direct conflict, so that there are opportunities for both to gain. For example, when both players choose â€Å"don’t confess† in Prisoner’s Dilemma (see below).Simultaneous move games: Players choose actions simultaneously. For example, in the Prisoner’s Dilemma (see below), each player must anticipate what their opponent is doing at that moment, recognizing that the opponent is doing the same.Sequential move games: Players choose their actions in a particular sequence. For example, in chess or in bargaining/negotiating situations, the player must look ahead in order to know what action to choose now.One-shot games: The play of the game occurs only once. Here, the players are likely to not know much about each other. For example, tipping a waiter on your vacation. Repeated games: The play of the game is repeated with the same players. Prisoner’s Dilemma The prisoner’s dilemma is one of the most popular games studied in game theory that has been portrayed in countless movies and crime television shows. The prisoner’s dilemma shows why two individuals might not agree, even if it appears that it is best to agree. In this scenario, two partners in crime are separated into separate rooms at the police station and given a similar deal. If one testifies against his partner and the partner stays quiet, the betrayer goes free and the partner receives the full sentence (ex: ten years). If both remain silent, both are sentences for a short time in jail (ex: one year) or for a minor charge. If each testifies against the other, each receives a moderate sentence (ex: three years). Each prisoner must choose to either betray or remain silent, and the decision of each is kept from the other. The prisoner’s dilemma can be applied to many other social situations, too, from political science to law to psychology to advertising. Take, for example, the issue of women wearing make-up. Each day across America, several million woman-hours are devoted to an activity with questionable benefit for society. Foregoing makeup would free up fifteen to thirty minutes for each woman every morning. However, if no one wore makeup, there would be great temptation for any one woman to gain an advantage over others by breaking the norm and using mascara, blush, and concealer to hide imperfections and enhance her natural beauty. Once a critical mass wears makeup, the average facade of female beauty is artificially made greater. Not wearing makeup means foregoing the artificial enhancement to beauty. Your beauty relative to what is perceived as average would decrease. Most women therefore wear makeup and what we end up with is a situation that is not ideal for the whole or for the indivi duals, but is based on rational choices by each individual. Assumptions Game Theorists Make The payoffs are known and fixed.All players behave rationally.The rules of the game are common knowledge. Resources and Further Reading Duffy, J. (2010) Lecture Notes: Elements of a Game. pitt.edu/~jduffy/econ1200/Lect01_Slides.pdfAndersen, M.L and Taylor, H.F. (2009). Sociology: The Essentials. Belmont, CA: Thomson Wadsworth.

Broadcasting Industry Essay Example | Topics and Well Written Essays - 2750 words

Broadcasting Industry - Essay Example The CSA also commands and gives financial support for academic research projects for communication. CSA has consultative powers and safeguards the general interests of viewers. It also licenses radio and TV commercial and public, terrestrial and cable and satellite. It conducts research and monitoring and considers complaints. A 1994 ruling negated the fact that the CSA has regulatory powers but it can take decisions that may be of general significance. Government has overall responsibility for the public sector especially in drawing up terms and conditions. CSA powers are limited to supervising the proper implementation of these requirements, although its opinions are binding. Cable operating networks have to seek authorization from the commune or groups of communes involved before seeking CSA approval. The Public Prosecutor consults the CSA before issuing satellite licenses. A 1989 judgement removed the CSA's power to determine general rules for programming. In addition to guarantees concerning pluralism, the CSA can also impose specific requirements in respect of terms and conditions. ... CSA can fine but cannot withdraw public licenses, but publishes observations. CSA can give notice to private licensee to comply with its requirements, suspend, reduce or withdraw licenses, impose financial penalty, and can order a statement to be broadcast. Codes of practice CSA code of practice for the protection of children and young people was introduced in 1996. It obliges broadcasters to issue warnings for certain programs. Cultural Diversity Defending and promoting French culture is the cornerstone of French broadcasting regulation. All governments have shared the view of media products being different from other merchandise. This is because media promote the country's identity and image. In Europe, it led to the EU's "Television without Frontiers"; directive, which recognised the principle of quotas in 1989. At the national level, this means obligations and restrictions as well as provisions to encourage national, French-language productions. These quotas are such that approximately 60% of movies and series broadcast in France have to be European and 40% from French-speaking countries. The quota system applied for radio stations should promote French singers, requiring 40% of songs to be in French or in a regional language (Eumap, 2005, 695.). Recently, the representation of the society's cultural diversity has also become an issue in French broadcasting as part of a general political agenda. The diversity of French society is reflected poorly on French television, but regulation is very difficult to implement. One reason for this is the French constitution in which all citizens are considered equal, whatever their origin. Ethnic groups are not to be identified and cannot be counted, and only negative discrimination can lead to legal

Aticle Essay Example | Topics and Well Written Essays - 500 words

Aticle - Essay Example Groups have long debated whether sexual preference is biological or is influenced by environment, and the repercussions this may have for homosexual law and culture in today’s society. In the gay marriage legalization debate, the media used the same sex bonded pairs of albatross (Zuk and Bailey, 658). Sexual interaction between individuals of the same sex has been noted in populations of dolphins, sheep and monkeys. But first, it is essential to define what constitutes homosexual behavior. The female-female pairs of albatross were not seen to engage in sexual activities. However, this does not mean that a quick roll in the nest did not occur. This makes one wonder whether relationships between same-sex pairs, without copulation, still class as homosexuality. Lack of the male species may have caused the same sex pairing among the albatross population. The preference of commitment over multiple partners then allows this same-sex behavior to persist over time. If a female pairs with another female, one or both may reproduce with a male, thereby increasing their chance of reproductive success in a pair rather than alone. This is known as co-operative breeding, where non-related adults help rear the young. However, this lacks the normal reproductive competition often seen between members of the same-sex. This form of co-operative reproductive challenges the ideas of the evolution of sexual reproductive strategies and orientation. Despite a possible increase in reproductive success in same-sex pairing than alone, these females are still in a dilemma. This is because the reproductive success of female-female pairs was less than that of female-male pairings. Homosexuality in nature may have previously been over-looked. Female and male Laysan albatross are not physically distinguishable. This is a commonality in many seabird species. Consequently, scientists had to determine gender through genetic tests (Zuk and Bailey, 659). This is thoroughly resource

Research Paper Essay Example | Topics and Well Written Essays - 2250 words

Research Paper - Essay Example During the transportation, 20 percent of people died due to poor conditions. With some countries burning it in the early 1990s, due to the inhuman nature, human trafficking still exists only with a new name. According to the United Nations Office on Drugs and Crime, paragraph (a) under article 3, of the protocol to prevent, punish and suppress punishing of persons; human trafficking is the recruitment, haulage, harboring, intimidation of a person by use of abduction, fraud, deception, threat, force or by giving or receiving payments with the sole purpose of exploiting the person. The exploitations include sexual exploitation, labor exploitation, and exploitation for prostitution, servitude, slavery or removal of organs. Human trafficking covers all fields; however, the paper will give emphasis to trafficking of women a common and upcoming trend among many countries. Trafficking of Women is an abhorrent crime and currently many women fall into a victim of such instances due to many fa ctors. Advancement in technology among other factors such as economic conditions is the leading causes of trafficking (Shelley 2010, pp. 43). Consequently, many strategies get employed to curb the increasing trend especially among the developing countries. ... It is in this regard that desperate women fall victim and pass across borders into other countries with the sole purpose of sex work. Many women find themselves falling victim of such trafficking practices, when they are promised a better future, which later ends up to be as prostitution. Consequently, women get duped into trafficking due to drug trafficking. There are various organizations trafficking beautiful and attractive women for drug trafficking. This is a case scenario in south Asia and a substantial part of Europe, where girls are capture at a tender age and trained to supply drugs. Trafficking of women also gets promoted by worse economic conditions, which lead to poverty (Shelley 2010, pp. 50). Poverty remains a serious driving factor to trafficking of women. Women especially in developing countries are impoverished with many seeking for means of employment. It is from this perspective that when they are promised marvelous things oversees, they readily accept without know ing what waits. This, therefore, leads to trafficking of such women. Approaches in the current strategies to address human trafficking of women There are various approaches employed by various social groups, governments as well as nongovernmental organizations. One such strategy is the human right framework that outlines various human rights. Using the rights as a basis, various groups fight trafficking of women terming it as an inhuman activity. Some of the human rights include, The right to personal autonomy The right to enjoy psychological, sexual and physical health The right to work with adequate and just pay as well as excellent working conditions Freedom from forced labor and slavery The right not to be

Electrospinning for Encapsulating Functional Ingredients

Electrospinning for Encapsulating Functional Ingredients

Nazi Propaganda Essay -- World War II WWII

Nazi Propaganda "Propaganda attempts to force a doctrine on the whole people... Propaganda works on the general public from the standpoint of an idea and makes them ripe for the victory of this idea." These words of Adolf Hitler are taken from his book Mien Kampf (My Struggle) published in 1926. Propaganda was an elaborate and essential tool used extensively by Hitler and the Nazi's during their terrorizing reign of Germany and throughout Europe. Not only was it used to promote and endorse the party and its leader's extreme anti-Semitic values, but also to mask the horrifying truths of what was to become known as the Holocaust. Anti-Jewish measures and programs have taken place numerous times throughout history, but never to the extent and successfulness attained by the Third Reich. A clear reason for this level of success can be attributed significantly to the abundant amounts of misinformation released by the Nazis prior to and during World War II. The degree of importance these public-swaying devices were to Hitler became particularly evident when he created the Reich Ministry of Public Enlightenment and Propaganda, announcing a man by the name of Joseph Goebbels as the head. This was a section of his fascist regime devoted solely to spreading lies. The United States Holocaust Memorial Museum's websites describes, "The Ministry's aim was to ensure that the Nazi's message was successfully communicated through art, music, theater, films, books, radio, education and press." The measures that were taken to spread these hateful ideas and values are quite astonishing. Anti-Jewish books were even brought into classrooms, one famously called "Der Gifpiltz" meaning "The Poisonous Mushroom." The book contained differe... ...nd heartbreaking. While, fortunately their complete goal was never reached, it is alarming and shocking how successful and influential these campaigns were. Hitler's fervent hate of the Jews and passion for power mixed with intelligence and great oratory skills illustrates the power of persuasion and authority of propaganda in modern societies. Ultimately, the massive use of videotaped lies and printed fabrication non-directly aided in killing an estimated 6 million Jewish persons during World War II. Works Cited Giesen, Rolf. Nazi Propoganda Films: A History and Filmography. McFarland and Company, 2003. Hiemer, Ernst. The Poisonous Mushroom. Der Stà ¼rmer-Nurnberg, 1938. Powell, Lawrence N. Troubled Memory: Anne Levy, the Holocaust and David Duke's Louisiana. The University of North Carolina Press, 2000. www.holocaust-history.org www.ushmm.org