My Beloved Shelbie By Jane Austen - 1737 Words

To My Beloved Shelbie, At first, I wanted to write you a love letter describing how I feel about you, and what you mean to me, but I believe it is better if in addition to describing my feelings that I clear up all our miscommunications as best I can. Please understand that we see some things differently, an example being when you felt that I expected something out of you that was likely my fault for not doing my best to communicate my feelings but I never want you to feel like I demand something from you or that you owe me something, because you don t, and I would be the first to tell you to not tolerate that from anyone. It is something that I have viewed as an absolutely despicable and immature act and I would never consciously do that to you. I may just have gotten anxious about telling you how I feel because I could not bare to keep it from you for my own sake, I could not bare to hide that I love you. To quote Jane Austen In vain I have struggled. It will not do. My feelings will not be repressed. Y ou must allow me to tell you how ardently I admire and love you. And that s just it, it was something I had to do and I did it in an absolutely cringeworthy manner for that I m sorry, I m also sorry for any trouble or stress I may have caused you as I often caught myself after the fact realizing that in an attempt to get you to like me ,in a purely platonic manner, I may have just said something that was ridiculous and made me look like an idiot. And despite all of

Character Comparisons of Winston vs. Guy in Fahrenheit...

Winston Smith vs. Guy Montag The two protagonists in Fahrenheit 451 and 1984 both started out somewhere, following the rules and doing what they were told, and towards the end of the book you see them change and become completely different people. In 1984, the reader experiences a nightmarish world that Orwell imagines through the eyes of the protagonist, Winston Smith. In Fahrenheit 451, the protagonist, Guy Montag is on a desperate search to find and understand his own life and purpose. These stories are set in the past tense but they both talk about what the future would or could be like. Winston Smith, from the novel 1984, is a low status member of the Party who rules over the nation of Oceania. Winston is never alone, even in his†¦show more content†¦Winston started as a unique man who hated following the rules and he made a complete 180 following the events in jail. Winston came out a new man, with respect for the Party and Big Brother as well as others around him. Winston had this to say about his new life at the end of the book, â€Å"it was all right, everything was all right, the struggle was finished.† When he said the struggle was finished he realized he was done fighting Big Brother and the Party and finally was willing to accept them. Guy Montag, on the other hand, is a fireman who starts fires, rather than stops them, in order to burn books, which are banned. Anyone caught with books are reported and their house and sometimes the people themselves are burned to the ground. People in his society don’t read books, enjoy nature, spend time by themselves, think independently, or have meaningful conversations. Guy is struggling with the meaninglessness of his life. His wife doesn’t seem to care and when he meets a seventeen year old girl named, Clarisse McClellan it opens up his eyes to the emptiness in his life. After this Montag becomes overwhelmed because of the stash of books in his house that he stole while on the job. Beatty, the fire chief, says that it’s normal for every fireman to go through a stage of wondering what books have to offer. Beatty gives Montag the night to see if the books have anything valuable in them, and to return them in the morning to be burned.Show MoreRelatedFahrenh eit 451 Vs. 1984970 Words   |  4 PagesFahrenheit 451 vs. 1984 Ray Bradbury and George Orwell share a very similar theme in their two novels, Fahrenheit 451 and 1984. Winston Smith and Guy Montag work within an authoritarian organization, in which, they have opposing views of the authority. The novels are placed in a dystopian setting that the authority believes is a utopia. The dystopian fictions both have very similar predictions of the future. The predictions from these novels have not happened. However, it could be a short matterRead MoreDeveloping Management Skills404131 Words   |  1617 PagesSUPPLEMENTARY MATERIAL 24 Diagnostic Survey and Exercises 24 Personal Assessment of Management Skills (PAMS) 24 What Does It Take to Be an Effective Manager? 28 SSS Software In-Basket Exercise 30 SCORING KEY AND COMPARISON DATA 42 Personal Assessment of Management Skills 42 Scoring Key 42 Comparison Data 42 What Does It Take to Be an Effective Manager? 43 SSS Software In-Basket Exercise 43 PART I 1 PERSONAL SKILLS 44 45 DEVELOPING SELF-AWARENESS SKILL ASSESSMENT 46 Diagnostic Surveys forRead MoreLogical Reasoning189930 Words   |  760 Pages........................................................................... 251 False Dilemma Fallacy....................................................................................................................... 253 Fallacy of Faulty Comparison .......................................................................................................... 256 Fallacious Appeal to Authority .....................................................................................................

Consequences of Exploration for Europeans and the Indigenous Peoples Free Essays

In 1492, Christopher Columbus landed in the Caribbean bearing the name of the Spanish Crown in hopes that he had landed in the Indies of Asia using a direct sea route. Though that is not where he landed, his â€Å"New World† was a place of great wealth, new materials and crops, new source of labor, and new land for the European nations. The consequences for the native people of the Americas were much worse with devastating death tolls, enslavement, new diseases and racist attitudes towards them. We will write a custom essay sample on Consequences of Exploration for Europeans and the Indigenous Peoples or any similar topic only for you Order Now Though it would not be fair to say that the Europeans did not share in negative consequences or that the indigenous people did not gain any advantages. The greatest negative consequences for the Europeans due to the European expansion are a devastating economic revolution, and the introduction of the venereal disease Syphilis. Once the Spanish began to mine the precious ores of America the wealth of Spain underwent a major transformation. Demanding one-fifth of all profit, the Crown became immensely rich and this showed in their influence on the rest of Europe, seeing that other countries now lacked the material wealth of Spain. Throughout this time of great wealth the population rose steadily in Spain. With population increase, came an increased demand for food and merchandise. Spain had expelled a large amount of their skilled farmers, workers, merchants and businessmen during the Inquisition when they cleansed their country of the Jewish and Muslim people. Along with the demand in Spain, the demand for Spanish and European products in the Americas also became hard to keep up with. With the ever-increasing influx of silver bullion the prices in Spain began to rise and the inflation quadrupled the prices of everything within thirty years. In 1556, Martin de Azpilcueta Navarro, a Spanish canon lawyer, writes about the influx of American silver as the cause of the inflation. We see by experience that in France, where money is scarcer than in Spain, bread, wine, cloth, and labour are worth much less. And even in Spain, in times when money was scarcer, saleable goods and labour were given for very much less than after the discovery of the Indies, which flooded the country with gold and silver. The reason for this is that money is worth more where and when it is scarce than where and when it is abundant. Along with this, the Spanish king Philip II spent more money on outside enterprises to worsen his countries debt. When needing to pay his debt to other countries, he also paid in silver bullion spreading the inflation to the rest of Europe. The discovery of the Americas led Europe to inflation and increased prices and Spain to almost complete debt by the seventeenth century. Besides silver and gold, the native people of the Americas passed Syphilis on to the Spanish who came to settle there. In five year time, Syphilis had spread to Russia from the European Atlantic coast. Though it could not be proven, Syphilis is thought to have originated in Espaniola because no evidence of Syphilis exists in Europe before 1493. These open sores, boils, and aches in the joints caused excruciating pains to many Europeans due to this quickly widespread venereal disease. The only proven effective way to treat Syphilis was from drinking the boiled bark of the guaiacum tree which only grew in Espaniola. Though no exact numbers were calculated for Syphilis it could not be compared to the death tolls that the European diseases left on the Indian populations. â€Å"In a period of 130 years, something like 95 percent of all Native Americans died of disease. That number is far greater than experts (until recently) had ever suspected. The Native Americans who survived the plagues were, of course, completely demoralized and depressed by this tremendous loss of their loved ones, of their lifestyle, and of their ancient culture. â€Å"(Bib 2. ) The 95 percent population loss of the Natives was staggering compared to probably one percent death caused by Syphilis. Thus though Syphilis was a negative consequence of European expansion it proved minor compare to the Indigenous peoples loss due to European disease. Besides new crops and animals the indigenous people were introduced to new religions, medicines and ways of life that helped better themselves. Christianity was introduced to the indigenous people thanks to very ardent Catholicism from the Spanish and Portuguese. These Christians taught of love, equality and a heaven after death for those who acted well on earth. For many indigenous people this religion called to them and they were converted. Those who did not convert voluntarily were either forced to convert or killed. The native people actually became very passionate about this religion and even followed religious doctrines more closely than the Spanish conquistadors. The natives began to spread peace and love as a bigger doctrine than territory fighting which shows how religion was a positive outcome from European expansion. New technology and medicine helped more effectively cure the local people and brought new light to the topic. In Pre-Colombian times the Indian populations would come to the ailing and stay by their side through illness thus probably catching the illness themselves, the Europeans taught to isolate the sick and better medicines to treat them. The lives that new medicines saved in the Americas is immeasurable but probably still do not compare to the lives lost from European diseases. New technologies such as guns, steel and sailing equipment helped build stronger weapons than the ones previously possessed by Indians, and a new material from which objects could be made. Very strong steel could be used to make protection from swords and swords themselves thus fortifying indigenous peoples’ ability to make weapons, protect themselves, and hunt. Many thousands of things brought from Europe helped make indigenous life better such as candles to light the night and paper so writing and language could be better developed. Though much understated there were many positive outcomes from European expansion to the indigenous people of the Americas and even a few negative outcomes for the Europeans themselves. More often than not, when talking about the European expansion into America, the Europeans seem to get much better rewards from their expansion. And they actually did. They reaped much higher rewards from their conquest of the Americas than the indigenous people, yet it cannot be forgotten that both peoples’ had multiple sides to their gains and losses due to European expansion. Bibliography Quotes: {draw:frame} 1. â€Å"Why were Native Americans so vulnerable to European diseases? (article). † Articles on how to feel good more often and get more done. Web. 10 Oct. 2009. http://www. youmeworks. com/why_native_americans. html. Galloway, J. H. The Sugar Cane Industry An Historical Geography from its Origins to 1914 (Cambridge Studies in Historical Geography). New York: Cambridge UP, 2005. Print. American Indian past and present. Norman: University of Oklahoma, 2008. Print. Other Info: â€Å"Spanish colonization of the Americas -. † Wikipedia, the free encyclopedia. Web. 11 Oct. 2009. http://en. wikipedia. org/wiki/Spanish_colonization_of_the_Americas. â€Å"Native Americans in the United States – European colonization. † Spiritus-Temporis. com – Historical Events, Latest News, News Archives. Web. 11 Oct. 2009. http://www. spiritus-temporis. com/native-americans-in-the-united-states/european-colonization. html. How to cite Consequences of Exploration for Europeans and the Indigenous Peoples, Papers

Organizational Change Model free essay sample

It is common knowledge by now that change is inevitable. It is everywhere around us. Change can be fun, for example when a new version of the iPhone comes out. However, when change affects what we do everyday, there usually is a lot of skepticism and resistance to change involved. Apple employees were sure to feel enormous pressure as the sales of iPhones skyrocketed. To implement change on an organizational scale it is always a good idea to have a framework for building upon. Using change models can guide leaders through organizational changes and help pave their way to the future. This article discusses and compares two change models, Lewin’s Change Model and Bridge’s Transition Model with emphasis on the role of the leader during change, how to overcome resistance to change, and the communication. Lewin’s Change Model Lewin’s Change Model is a three-step approach to change that involves unfreezing the situation, changing it, and then refreezing (Levasseur, 2001). The first step is involved in reducing the forces that maintain the status quo and undoing the current approach. Presenting a problem can create an occurrence for people to recognize the need for change. The second step involves the transition to change. Here, we move from old ways of doing things to new ways. This is where new behaviors are developed as well as values and attitudes. The final step involves refreezing the change, where changes are accepted and become the norm. Role of the Leader The first step, unfreezing the situation, is the catalyst for increasing the pressure to change and search for new solutions. The role of the leader is to first get people to see the need for change, then to explain the problem and the necessity for change to maintain organizational integrity. This not only is informative, but also increases motivation. Gathering input for solutions and participation from those affected by the change in this stage is crucial in acceptance of the change. The role of the leader also includes providing visionary leadership that enables the change process (Levasseur, 2001). In an effort to overcome resistance to change it is necessary to keep people affected by change in the know. Explaining the need to change and creating a sense of urgency will help to motivate people to change. It is necessary to inform people about the proposed changes and its impact prior to the introduction of the new changes. This will not be an easy step as people are participating in changes and making mistakes along the way (Connelly, 2014). Support is essential in this step and can be in the form of training and coaching. Communication Communication is vital to change throughout all the steps in Lewin’s Change Model. First, the idea for change must be shared with others to validate reasons and get people to buy-in to the new idea. Initiating change without those affected being knowledgeable of the change and reasons for it will most likely be resistant to the change (Connelly, 2014). Upfront communication will be more receptive if people affected by change are brought onboard to participate in conversations about the problem, its effect on this person, and the organization as a whole. These conversations bring forth ideas that enhance or improve proposed changes and can help to reduce barriers and minimalize the resistance to the change (Levasseur, 2001). Strengths and Weaknesses Kurt Lewin’s Change Model has been criticized for being too simplistic as organizational change is a continuous open-ended process (Burnes, 2004). The thoughts are that change should not be a fixed and stable process but rather a part of a complex and repetitive learning process. A second criticism of this model is that it is only relevant to incremental change and not for radical transformational changes. It is noted that Lewin was interested in behavioral changes rather than situations requiring rapid change. Thirdly, Lewin unheeded the role of politics and power in organizations and its conflictual nature. Finally, Lewin was seen as supporting from a top-down management driven approach to change and ignoring conditions requiring bottom-up changes. Several strengths of Lewin’s Change Model are his effective approach to resolving social conflict through changing group behavior, promoting an ethical and humanistic approach to change, and using his four mutually-reinforcing concepts of: Field Theory, Group Dynamics, Action Research as well as the 3-Step Model in combination for the process of effective change (Levasseur, 2001). Bridge’s Transition Model Bridges Transition Model, written by William Bridges in 1991, is based on how people feel as they transition through changes (Evision, 2014). This model highlights three stages of transition that we all go through as we experience change. One is Ending, Losing and Letting Go that begin as the initial stage of transition when people are presented with a change. This is an uncomfortable stage as people are forced to give up something that is familiar to them. It is common to experience many types of emotion in this stage such as fear, denial, and anger. Stage two is the Neutral Zone where it is not uncommon to see confusion, impatience and uncertainty. Experiencing resentment, low morale, decreased productivity, anxiety and skepticism is often seen as the change is taking place. This is an important time to consider new ways of thinking or working with people affected by the change. Stage three is The New Beginning and is a period of acceptance and energy where the idea of change has been incorporated. This is a time for skill building and seeing small wins for efforts. People affected by change experience high energy, openness to learning, and a renewed commitment to their role. Role of the Leader In the first stage of this model, Ending, Losing, and Letting Go, the role of the leader is to listen and understand emotions as people talk about how they feel (Evision, 2014). It is important to give them time to accept the change and let go of the status quo. The leader should communicate openly to inform everyone what will be occurring. Ensuring their use of skills and knowledge while implementing the change and providing appropriate resources to do so will assist people through the changes. Communication and reassurance are key elements for leaders during this stage as it educates people and reduces the fear of the unknown. The role of the leader through stage two, The Neutral Zone is to continue to provide people with a sense of direction, remind them of goals and listen to them as they go through the neutral period (Evision, 2014). This can increase motivation and productivity. It is always important to remind people of how well they are performing with the changes and a good time to set goals with small wins. In addition, continue to provide needed resources and remove any obstacles in the way of employees making needed changes. If necessary consider reducing workloads as the change is taking place. The last stage is the New Beginning where the change is adopted. The role of the leader is to sustain motivation by linking goals to organizational objectives, and emphasizing successes brought on by change (Evision, 2014). Leaders should pay careful attention to all those affected by this change because people do not all transition equally and at the same rate. Complacency can undermine what is working. Finally, leaders should remain positive and remain patient as all progress through the stages of change. The best way to overcome resistance to change is to expect it and have a plan in place. Bridge’s Transition model emphasizes communication of the problem to all involved in an effort to gain support for the needed change. Education about what will happen and providing needed resources to all will assist in reducing resistance to change. Obtaining small goals while change is occurring increases morale and increases acceptance. Communication The communication process is evident throughout all stages of Bridge’s Transition Model. Holding regular scheduled team meetings will assist in the communication process to all involved in the change (Evision, 2014). Repetitive verbalization will help to embed the new changes. The important thing is to communicate what is known, not known, and a time when more information will be available to ensure trust and maintain integrity. Strengths and Weaknesses Bridge’s Transition model has several strengths. One is putting the management of the individual side of change at the front, and emphasizes the mental and emotional component of change (MacKinnon, 2007). Bridge’s explains that change is situational, but transition is psychological. Time must be given throughout the three stages for people to internalize and come to grips with the new change. Furthermore, Bridge’s says that a transition â€Å"starts with an ending and ends with a beginning† (MacKinnon, 2007). One weakness is that this framework does not discuss the sociological and cultural dimensions of an organizational change. There is a culture of collected identity, behaviors and shared values to consider that are not discussed in enough detail as the overall model is more focused on managing individuals through change (MacKinnon, 2007). In addition, there is some confusion on whether to follow these steps in order or in an overlapping fashion. Overall, the framework remains highly effective in managing both individual and organizational change. Managing organizational change is a complex, challenging situation. Having a model of change as a framework will assist and guide the leader through the steps of change. While both Lewin’s Change Model and Bridge’s Transition Model incorporate different techniques in the process of change, they both require good communication and listening skills as a means to decrease resistance to change. The roles of the leaders require that they remain actively engaged throughout the change process, and motivate and encourage people as they transition from one place to another.