World Religions an Example by

World Religions Since the prehistoric era, religion has been in this world. The foremost indication of this religion was through the Homo sapiens neanderthalensis (Molloy) which existed 100, 000 years ago. Every now and then, religion persists to be an exceedingly leading facet of human lives. In this contemporary period, lots of crises and challenges are experienced by humans from all feasible conditions, setting and social category. Day by day, everyone ought to endure matters of fitness, security and transience. And due to these every day concerns that religion persists to exist. As a fact, religion is being held as the general instrument for elaborating things which human beings do not comprehend using the context of the recognized material world. Need essay sample on "World Religions" topic? We will write a custom essay sample specifically for you Proceed Even though there are immeasurable religions, each unique from the other, they all provide the similar function. All of them provide answers for the questions which mankind appear to be automatic to inquire: Why we exist? How shall we manage our lives? What is there after life or is there really an after life? Religion makes it possible for us to convey our values and standards from one generation to another, and affects the means we act together with the natural world (Matthews). It educates us how to distinguish ourselves in light of all the creations and gives rationale and significance to life. Among the countless religions across the world, Christianity, Islam, Hinduism, and Buddhism are the leading religions of the world. Approximately, there are 2.1 billion adherents of the Christian faith, 1.5 billion for Islam, 900 million for Hinduism, and 376 million for Buddhism (Esposito s population is not a member of any established religious group. The eighty-four percent of the worlds population is affiliated with various religions which imply that most people from across the globe employ the teachings of the traditions set by the religious groups that they are in as their guide in living their lives. This means that the values and beliefs that they have are mainly influenced by their religions such that whatever their actions or behaviors or way of arriving at decisions could really be traced from their religions. If this is so, then religion could really govern the entire human activity. Though it seems that religions could be the over-all author of mankinds everyday dealings, religion has been the subject of debates and disputes. The diversity of religions in the world makes it too hard for everyone to just simply go with the course of life. While particular religions describe how life must be realized, others tell otherwise. And there the clash begins. From the ancient period, major conflicts were identified with and attributed to the variety of religions and the contrasting beliefs and traditions that they had. The holocaust was surely among the most identified example of religious war (Matthews). And so are the other wars that occurred in the history of the world. The most simple justification of those wars was based on the idea that the proponents of those wars were just doing what they ought to do in order to uphold their religious traditions and standards. And efforts or means to prevent them from doing such would mean suppressing their freedom to promote their religious inclinations. This was surely a mistaken assumption held by the advocates of each religion who were part of the aforementioned conflicts. But was there any way to prevent the happening of those wars without imposing restraining orders concerning their religious practices and traditions? Definitely, there were no means established then which led to hostilities and severe misunderstandings. So much for the ill-results motivated by the existence of various religions in the world, could one boldly assert that religions are nothing but institutions made to cause divergence and disagreement? Could one claim that the world is better off without religions? This is another interesting argument against religions. The abolition or the maintenance of world religions would ignite another war (Esposito & Fasching). This time it is not among religions but between those who believe that religion is still geared towards the greater good and those who suppose that the eradication of all the established religions in the world would help resolve the conflicts of the world. While the Christians believe in God and the salvation of the souls, the Muslims promote the teachings of Allah and the doctrines written in Quran, the Hindus continue to seek for that which gives peace to mind, and the Buddhists try to maintain the teachings of Siddhartha Gautama, their quests and purposes are directed towards one goal that is to obtain the good life (Molloy). In this time of globalization, it is expected that everyone will be acquainted and exposed to different kinds of people as well as various settings. Being open with the different religious beliefs and standards is really one of the best way to understand not only the reason why other people live their live their way, but also to realize ones own cause in this world. Works Cited Esposito, John L. and Fasching, Darrell J. World Religions Today. Second ed. Oxford University Press, 2005. Matthews, Warren. World Religions. Fifth ed. Wadsworth Publishing, 2006. Molloy, Michael. Experiencing the Worlds Religions. Fourth ed. McGraw-Hill Humanities/Social Sciences/Languages, 2006.

Japanese expansionary fiscal policy

Japanese expansionary fiscal policy Introduction Since the fall of the Soviet Union, capitalism has been the most dominant form of economy in the world. With the exception of China and Cuba, few socialist economies survive in the world today. Japan, along with the United States, has some of the oldest capitalist economies in the world.Advertising We will write a custom essay sample on Japanese expansionary fiscal policy specifically for you for only $16.05 $11/page Learn More One of the most significant features of the market economy is the cycles that characterize it. Perhaps, the most severe of these cycles is depression which last occurred in 1933. However, recession is devastating as well, and it disrupts many economic processes including credit flow. Both the US and Japan have gone through these cycles and offer a good studying point on the same. While China dethroned Japan as the world’s second largest economy, Japan still presents a model case for world economists in studying its economic cycles. This discussion will focus on the â€Å"scrap and build† strategy that Japan employed early on its economic development especially in industrial development. Additionally, the discussion will take a look at the balance sheet recession that some scholars argue Japan has undergone since the bubble bust in 1989. Scrap and Build Strategy There has been an argument by Burkett and Hart-Landsberg that, since the end of the occupation in 1952, Japan, under the guidance of the Ministry of International Trade and Industry (MITI), practiced a strategy of ‘scrap and build,† which eventually ran out of steam by the end of the 1980’s. Scrap and build strategy mainly focused on the postwar accumulation of assets and industrial restructuring in Japan with the primary aim of restoring the Japanese economy, mainly through exports (Rob 5). Before the oil crisis in 1973, Japan had run down light industries which in the prewar period ensured the country genera ted a surplus for a number of years. The government used this surplus to offer subsidies to heavy industries whose growth will later fuel Japanese capitalism. â€Å"Scrap and build†essentially derived its meaning from the Japanese government policy which emphasized on building heavy industry for chemicals and basic materials for processing imported raw materials while exporting iron, steel, ships and petroleum products (Rob 6). On the other hand, the policy advocated for the scraping of coal mining and agriculture as well as textiles. According to Rob, it is important to note that the scrap and build process involved many socio-political processes that eventually led to its decline (9). Rob adds that the scrap and build process demanded high-level political organization and a social structure that could accommodate the dislocations that the process brought (9).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Most observers essentially agree that the scrap and build process was somehow a causality of the cold war and the resultant socio-political consequences that had a negative ripple effect on the entire system. Rob precisely says that the breakdown of the scrap and build process was as a result of the socialist elements in the Japanese system who prioritized development of the welfare state at the expense of market efficiency (10). An objective audit of the entire process will reveal however, a gradual loss of control of the working class by the bourgeois which in effect reduced the effectiveness of labor relations resulting in the decline of the process. Bailey on the other hand argues that the decline of the scrap and build process was as a result of years of cumulative dynamic capitalism ways that were beyond the control of Japan’s economic managers (192). It is not easy to tell if the scrap and build process in Japan would have survived b eyond the 1980’s. However, loss of steam was more or less likely because of economic cycles that ensured that the process peaked at the time. Nonetheless, it is safe to conclude that despite its loss of steam in the 80’s, the process was strong enough to power Japan to greater economic prosperity in the long run. Japan’s balance sheet recession The world economic crisis in 2008 reverberated across the world perhaps because many countries anchor their economies with that of the United States. Currently, the US economy is recovering but, another important economic zone, the Eurozone is undergoing one of its worst economic crises. These situations are comparable to the Japan balance sheet recession and the deleveraging cycles that Japan’s private sector had to go through twenty years ago due to the asset bubble in equities and real estate. According to Weinstein, both the government and the private sector of Japan responded to the crisis by adopting an expan sionist approach to fiscal policy (45). The private sector stated paying big debts, improving by atleast 6% of the gross domestic product. Household savings stood at 4% per year on the backdrop of 0% interest rates (Weinstein 50). The government of Japan’s expansionary fiscal policy was however the most significant. The government borrowed heavily and spent approximately $100 to maintain the economy’s expenditure at $1000 (Weinstein 50). Though the balance sheet recession led to a massive loss of wealth, Japan was able to avoid loss of GDP by rates lower than the pre-crisis levels. The expansionary policy by government helped maintain incomes in the private sector as well as in the households in such a way that economic entities were able to pay back debt.Advertising We will write a custom essay sample on Japanese expansionary fiscal policy specifically for you for only $16.05 $11/page Learn More Objective analysis of the situation will conclu de that the Japanese government’s fiscal expansion policies helped stem crowding out, rise in inflation and interest rates especially on the face of a deleveraging private sector. Further, most economists agree that the expansionist fiscal policy that the government undertook helped in shelving the fall of money supply in the Japanese economy mainly because government borrowing from the private sector mitigated severe contraction of Japanese bank assets. Concisely, the expansionary fiscal policy that the Japanese government took was helpful in ensuring that the GDP as well as money supply did not contract on the face of considerable deleveraging by the private sector players. Conclusion In a balance sheet recession situation, the economy tends to be in a free fall. However, the actions by the Japanese government helped stem a complete collapse of the economy through a fiscal expansion policy. It is correct to assert that if the Japanese government lacked action i.e. expansion ary fiscal policy, economic agents in the Japanese economy would have shifted massively from borrowing to savings effectively strangling credit flow. The result will be private sector deleveraging which could only be offset by increased government borrowing. One of the widely accepted notions in the market economy is the role of investor psychology. The perception of economic agents on the health of the economy is important in making decisions. Hence, the perception that the government is taking remedial measures concerning the economy is always crucial in sorting out an economic mess such as the Japanese balance sheet recession. Bailey, David. Crisis Or Recovery in Japan: State and Industrial Economy, New York: Sage Publications, 2007. Print. Steven, Rob. Japans new imperialism, New York: Routledge, 1990. Print.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Weinstein, David. Japans Bubble, Deflation, and Long-Term Stagnation, Cambridge: Cambridge University Press, 2011. Print.

OBLIGATIONS A Essay Example | Topics and Well Written Essays - 2000 words

OBLIGATIONS A - Essay Example re contractual relationship.3 In the milieu of lengthy negotiations between the contracting parties, it becomes difficult to establish whether the contract has been formed and the time when it becomes effective or the conditions under which it was formed.4 This document examines a case study involving a negotiation between Andalasia and Arundel PLC to determine whether their negotiations could be construed as offer and acceptance leading to a legal agreement. A contract must have an offer by from one party to the contract that must be accepted by the other party to signify mutual consent to form a legal agreement.5 Offer expresses the willingness of one party to enter into an agreement with another party under the terms specified in the offer and which the other party must accept outright. The offer must communicate their intention to the other party whose acceptance forms the basis of the legal relationship.6 The acceptance of an offer should not alter the terms of an offer a condition referred as â€Å"mirror image rule.†7 However, in case the party to whom the offer is made introduces new terms as the prerequisite for acceptance that will amount to counteroffer that is tantamount to rejection of the offer.8 As described in the principle of UNIDROIT, a contract can be established by an acceptance of an offer or conduct of the parties as long as they are sufficient to demonstrate agreement.9 The parties intending to form a contra ct must demonstrate their intentions to be legally bound before a contract is recognized as binding. In addition, there should be the consideration between the parties forming a contract though it needs not be adequate.10 Consideration could be anything of value exchanged between the parties or a detriment one party is likely to suffer due to the breach of conditions set in the agreement. There are other requirements the parties must satisfy in order to establish a formal agreement. For example, the parties must have contractual capacity

What makes china an attractive location for inward direct investment Essay - 1

What makes china an attractive location for inward direct investment by multinational enterprises - Essay Example The country went ahead to announce increased merger and acquisition deals to over one hundred and thirty mergers in 2009. Outer merger and acquisitions in 2008 exceeded US $27billion. China’s strength in the international investment lies its economy’s consistency through downturns (Qu et al 2010). Foreign outflow and inflows in China have been notably stable despite persistent downturns on the global threshold. Most studies attribute development of the Chinese economy and its financial stability to foreign investments. More than fifty per cent of Chinese exports come from foreign connections are located within the country. Out of five hundred of the world’s largest companies, three hundred have extended their productivity schemes to China. These foreign firms alone employed approximately twenty four million workers within China (Green et al 2010). The data taken shows that over three quarters of Western, Japanese and other Asian multinational organizations move to China for the domestic market (Urata et al 2006) Investors are especially attracted to China by the low costs of labor and land. The Chinese labor force is among the largest in the world. It consists of over one hundred and four million in the productive sector. This number alone doubles the labor forces of Germany, US, Italy, Canada and Britain all put together. The Chinese market is also characterized by offer deficit besides the favorable costs of land and available labor. China is endowed with resources such as minerals for example, aluminum, bauxite and oil that are useful in the investment process. Its investment is influenced by money supply and recent account balances. Countries seeking to attract foreign investment use such methods as these. The methods involve creation of incentives in reduced taxation on export of goods to China, tough recommendations on technology and favorable loaning processes along with good infrastructure

The Rules on Formation of Contracts Essay Example | Topics and Well Written Essays - 1000 words

The Rules on Formation of Contracts - Essay Example The first thing next morning, Kevin went round to Jack’s house and, as soon as Jack opened the door, told him that he would pay  £2000 for the motorcycle alone. Jack said that he already sold it to someone else. The formation of a legally binding contract requires a valid offer, a valid acceptance, an intention to create legal obligations and consideration. An offer is a valid offer when it is legal, clear, and communicated to the offeree. It must be clear and without any ambiguities. Acceptance also needs to be properly communicated. The person to whom an offer is made must accept the exact terms of the offer. Once an offer is accepted, it becomes a promise. The parties must have an intention to be legally bound by the terms of their agreement. When an agreement becomes enforceable by law, it becomes a contract. There a must be a consideration for both the parties involved. There must be something for something for both the parties. If these elements are present in the given scenario, the dealing between Kevin and Jack would be regarded as an agreement and, being enforceable by law, a contract. The formation of a contract initiates through an offer which is â€Å"an expression of willingness to contract on certain terms, made with the intention that it shall become binding as soon as it is accepted by the person to whom it is addressed†1. In the given case, Jack sent a text message to Kevin in which he offered him a motorcycle for the price of  £2000. He communicated his offer to the addressee, Kevin, through a proper mode of communication. Also, there was no ambiguity in his offer since the subject matter was stated clearly. Therefore, Jack made a valid offer to Kevin. Jack had told Kevin that his offer was open for acceptance till 10 am on the next day. Kevin sent a reply to Jack in which he accepted Jack’s offer and asked if the price included a leather suit. Kevin had accepted Jack’s  offer in the first part of his text message.

Change Management And Leadership

Change Management And Leadership INTRODUCTION The present age of business is extremely competitive and the only tool for survival is adaptability which comes through constant change. Vested deeply in leadership styles, culture and communication, successful change is vital and yet hard to describe. The role of human resource as an active partner, focusing on the companys vision and ensuring open communication channels is fundamental for change in the organization. Change in any organization may be a result of a combination of elements; social, cultural, economic and/or environmental (Beer, 2002). Also, a lot of companies indulge in the change process to improve their overall efficiency. It is quite established that any kind of change in the organization, triggers emotions as the employees face the effects and end results of the transformation. The way and extent to which employees may experience emotions is largely shaped and influenced by the culture of the organization (Beer, 2002). Research suggests that when the employees val ues were consistent with the organization, they embrace the changes more easily (Beardwell, 2004). However, the emotional response to cultural change is usually of a severe nature. It is known that when emotions were taken into account and respected the employees positively adapt to the change. SCOPE OF THE PAPER The paper is an effort to understand organizational change in the global economy. In this paper I shall attempt to explain the importance of mission command as a driving agent for change. Furthermore, I shall also discuss the roles of leaders in order to bring about successful change and lastly, the role model of a successful organization for the global age. DEFINING CHANGE MANAGEMENT Change management, which is the recognized method for bringing about any change in the organization, is defined as the procedural manner and implementation of skills and knowledge, resources and tools to control the outcomes of change (Beer, 2002). It implies defining and embracing corporate plans, procedures, technologies and configurations to handle the change which results from both internal and external events. More and more, change management is perceived as a vital part of every business to boost productivity and maximize profits by ensuring that the organization remains at par with the changes in the surroundings (Beer, 2002). Nonetheless, to bring about an all-encompassing and manageable change, there are usually few barriers that have to be overcome. Usually, these barriers surface because of the organizations failure to address the vital elements of change management, which includes intelligent planning, proper communication and cooperation, often on many lines and varying cultures (Beer, 2002). To carry out the responsibility of a strategic business partner, human resources must be incorporated in the change management process from the very first step. After a thorough understanding of change, from employee perspective to novel tools and techniques, human resources play a very significant role to bring about change in any organization successfully. DISCUSSION Sudden shifts, authentic and drastic revolutions are the forces that are changing the nature and environment of businesses in the current age of globalization. The business arena is getting tougher and the competitors too resourceful as organizations are liberated from the traditional ways of operating (Machin, 2003). The old notions for conducting business no longer hold true in the era of globalization. Globalization is a term with no specific definition and is often used interchangeably with the term internationalization. As mission command explains, global leaders are those who have the potential to steer through the intricacies of the transactional business world. (Kanter, 2003) They express the vision and plan in a multi-environment from a multiple functionality perspective so that they are able to pull along the entire team. This requires setting up examples thorough determined leadership and sharing the views of the team members. This implies fast paced development for individuals with potential along with a multi-cultural exposure, performance appraisals and developmental opportunities to keep them motivated. The teams led by global managers need a vision and a global fellow feeling (Kanter, 2003). This means that high performance global organizations should create an all-encompassing culture where people feel that their interests match with those of the organization and hence they remain self-challenged in accordance with the mission dashboard. In such an environment, a sense of belonging preva ils and motivation stems from common values and ideals, being involved in work that is both challenging and has meaning too. (Millward, 2007) Such organizations are not distracted by inward issues. They have a clear agenda and focus on competition, consumers and communities. Both the commercial and the large-firm divisions of the financial structure are experiencing a transformation in UK, stemming from a system which was egalitarian, had low affinity between work endeavor and incentive to more market-driven preparations. This development creates a necessity for management methods that twist the relation linking an individual employees efforts and the monetary outcomes associated with it (London, 2001) Nonetheless, the speed with which the change occurs is very different for both segments. Influenced by political factors, local groups exercising control or even due to links with the government, a lot of big organizations enjoy better and protected positions. It is not rare to come across companies which are inefficient but have been given favors due to their connections. In such scenarios, mission leadership provides the missing link between the desired strategies and the processes required for their implementation and execution. However, with mission le adership things have become more transparent. An inefficient favor may acquire undue favors but when it comes to success, only real potential wins the show in the tough competitive global arena (Coram, Burnes, 2006). When managing changes in organizations, the role of a leader is extremely crucial. It draws on one of the key notions of leadership literature, on interpersonal influences and also as the significant role that managers assume in the business as change agents. Their influence is reflected in the change process as they catalyze it. Leaders today must make decisions in highly complex, competitive and dynamic environments (Gilbert, 2007). This makes effective decision-making more difficult as well as more critical than in the past. Research has found that managers frequently plan, solve problems and make decisions based upon incomplete and sometimes inaccurate information. At worst, this may result in dire consequences for their organization. At best, this can cause less than optimal decisions to be made, placing the organization in a less effective and competitive position than it would otherwise be. Ineffective use of information is often due to the following factors: Managers may make incorrect assumptions about or lack knowledge of, available information. They may lack the comfort, ability or inclination to access critical information because of chain of command or networking issues. Staff may be unequipped to adequately interpret existing information. Critical internal and external information and the abilit y to access it may be absent. Communication promotes changes and broadens support for the companys goals. Communication has been emphasized throughout research as a key to successful leadership roles. Effective leaders understand the importance of communicating the company values and making sure that these values connects with followers and their needs. The management of change process also depends upon the type of organization under review. Different change management procedures are successful in different settings. In other words, success can be determined in terms of the organizations capacity to fit and adjust well in its changing environment. (Kotter, 2005) An innovative organization is one in which forces of change such as learning is truly reflected, whereas the force of direction results from its environment, In order to keep up to date with the fast paced global business environment, it has now become a necessity to properly manage employees in the workplace. In efforts to excel in the global economy, organizations have evolved from personnel to human resource to finally human capital management (Pettigrew, 2000). Efficient organizations are those who strive to formulate productive and positive relations with employees globally. This ultimately becomes visible in the policies that demand full cooperation of the employees through using better proper performance and organizational change strategies (Kouzes et al, 2005). As technology continues to invade every aspect of our personal and business lives, it is predicted that the economic pressures will increase and will raise a demand for custom-tailored services transformations. It is therefore important for employee relations to stress on knowledge management and individuals at a personal level to gain competitive advantage (Burnes, 2000). The evolving model of industrial relations therefore, acknowledges that companies will be successful in any competitive situation only if they are able to raise the employees skills through a structured method which ensures sustainable benefit and as a result, establishes a safe future for all the employees. When translated, it broadly means that efficient, mutually consented functioning and a basic understanding of workers ambitions should be kept in mind. Overall, it emphasizes on recognizing employees voice (Knights, 2002). Employee voice is described in various manners and is expressed through diverse paths. Another very frequently used way for employee voice is attitude surveys, which provide a flexible but not an interactive route. A few categories of employee voice encompass direct contribution in the organization and structuring of work and an indirect affect on major decisions which have an influence on the organization in the wider perspective via mutual committees or job c ouncils. Like the work environment, leadership style and culture all have a huge impact on the performance and efficiency output of any organization, in the same manner; employee relations too, greatly affect the performance of any organization (Kouzes et al, 2005). One way of leadership is transformational leadership where the leaders act beyond their agendas as emotions steer them to and another is transactional leadership where the leaders map efforts with proper rewards. Nonetheless, the basic constituents that make up good practice are proper skill training and development, job design, continuing consultation and guidance and involvement (Kotter, 2005). Along with this approach is the practice of fair and good management which promotes a positive self worth based on unbiased decisions and mutual trust incorporated into the organizations culture. The outcome of this approach is directly connected to companys performance as it affects the dedication level of employees, besides their motiva tion to perform and excel. For all these reasons it is very significant to maintain healthy employee relations. In UK, in any organization, from the employees viewpoint of their agreement, their individual evaluations of success at work are influenced by a range of elements which encompasses the type of wok assigned, social incorporation in the work environment, involvement in decisions and most of all job security (Burnes, 2000). All these collectively make the understanding of any given job. Even though the contract is for individuals, it has aspects involved that are important to the entire workgroup, at the department level or even throughout the organization. One can say that the nature of employee relations in UK has undergone a lot of significant changes in idea as well as in procedure, leaving widespread impacts. Once, what were considered just unions grew to a level of social participation with constituents of unitarist and pluralist models combined to create a mediatory third approach? (Taylor, 2003)The rebirth of the role of union involvement as partners in organizations, along with the widening of the previously strict concept of voluntarism, to entail an extensive and general approach which had the tendency to embrace economic facts, has depicted that voluntarism in the UK work environment still remains a founding standard in employee relations. (Taylor, 2003) Moreover, the paradigm shift promoting employee involvement has added a new meaning to the employee-manager relationship which has caused a deep change of culture in many business organizations. This also means that the paternalistic and technical beliefs that were prevalent have to be abandoned. With time the reality and presence of the change is felt throughout the organization and the manager should be prepared to deal with any resistance to the change. Employees who continue to resist, remain agitated are often categorized as difficult ones (Pettigrew, 2000). But the truth remains that they feel more vulnerable and may need individual counseling or assurance from the manager to discuss the change and how it affects his performance expectations. It is also important to realize that change can be triggered from both internal and external elements. External triggers encompass developments in materials or technology, shift in consumer needs and demands, actions and innovations from the competitors, new regulations and laws, shifting local or global trade scenarios, political changes and/or changes in cultural and social values. Internal triggers can be innovations in service/product design, ideas to boost performance and morale, job restructuring, change in senior management, insufficient knowledge base, innovations due to training workshops, business relocation, identification of issues, better process of manufacturing and/or improved ideas for service delivery to the customers. Usually the actions of the top management are a reaction to some external agent; tougher competition, shifting market trends or better technology (Pettigrew, 2000). It is vital to realize the importance of change as the key to survival and growth in todays fast paced global economy. Reluctance to change poses the threat of becoming stale and unresponsive. The main challenge is to remain alive and move swiftly and easily. Organizations that are able to embrace and adjust successfully to the change process are the ones who involve their people in it. It is an undeniable fact that the employees of the organization have to face and adhere to the change process and they are crucial in bringing about change. Proper management of the human aspect of change has multifold benefits. Not only does it guarantee successful execution and proper utilization of the technical solutions, it also sets the perfect ground for implementation of future solutions. (Burnes, 2000) CONCLUSION The rate of organizational change has not declined in the past years and with the current pace of economy, it not likely to decline in the near future also. This leaves the organizations with only one option; to adapt and embrace change as efficiently as possible. The swift and continuous developments in technology are leading organizations to change their systems and procedures. (Stickland, 2005) A lot of organizations take a lot of time to embrace and adjust to new economic trends while some implement them without difficulty. New trade ways require new ways for organizations to conduct business (Kotter, 2005). Globalization has shrunk distances and has eliminated the former obstacles in the market. In such a situation, unremitting change has become the soul of organizational life. The irony is that in most of the organizations, despite the ever changing economic scenario and the thrift competition, the operational plans and structures still reflect upon the previous ideals and real ities, making the inertia of the organization the most critical barrier to change (Beardwell, 2004). This failure is a result of a variety of factors, like the absence of a change custodian or the fact that the person trying to initiate change is at a junior position, poor support from the management, lack of appropriate project management skills, all hopes pinned to one solution, lamely or loosely defined objectives and/or the focus of the change unit on a lot of projects instead of the key project. (Knights, 2002)

Big Brother :: Creative Writing Essays

Big Brother "Wake up!" a stern voice called from above. Her weary eyes slowly began to open. It was absolutely bright, however no windows were visible. Only electric lights running endlessly in parallel lines covered the ceiling of the hall. She was sitting in the very centre; her head crouched between her knees. She was afraid to speak or question where she might be. She could hear footsteps in the distant but could not make out where they were coming from. The burning lights had gradually blinded her eyes. This must be the Ministry of Love she thought. It seemed hours ago that she was thrown violently into this premises and she was starving. She understood why she was here but did not understand how. She participated in sexual acts that were strongly condemned by the Party. The crime would be punished by death, no questions asked. When will they shoot her? She wanted her life to end now. Freedom is to say that humans have two eyes. She will never experience freedom again she pondered. O'Brien entered the hall. She could tell by his distinctive strides. He grabbed her by the hair and began speaking in an authoritative tone, "You are here for committing crimes against the Party's principles. You are thinking why I am not going shoot you. Are you not?"She gave him a look of disgust and purposefully did no answer. "There is no need to be silent," he commanded, pulling her hair even harder. She was not going to allow physical intimidation to force her to speak. "You will have to talk sooner or later. I will help you Julia. You must understand that you desperately need help. What are your feelings towards Big Brother?" he assured her. Silence. She was not going to answer him she had nothing to lose. She knew she was going to die and she wanted to die defiant. "How many eyes do human beings have?" O'Brien asked her. Silence. "You are thinking two. Of course you are. It is unquestionable. However, humans have three eyes, not two. You think this is ridiculous. Look again. Concentrate. Tell me how many eyes to humans have? Look closer," he ordered, giving her a hard kick. Silence. "Before I leave you for the time being, think about these questions: How do you feel about Big Brother and Winston Smith? Remember humans have three eyes. You did see it, did you not?