Gerald Croft Essay Example

Gerald Croft Essay Example Gerald Croft Essay Gerald Croft Essay Gerald Croft tries to avoid any involvement with the questioning from Inspector Goole and says Look here, sir. Wouldnt you rather I was out of this? Automatically the audience will assume hes hiding something and wants to escape any inquiries. Mr. Birling in trying to protect his future son in law from inquiries defends Gerald by saying he is the son of Sir George Croft- you know Crofts Limited. This has a double meaning. In one way Priestly builds up the tension here as we start to believe Gerald has some sort of evolvement in this and that Mr. Birling is trying to protect both of their reputation because they are from upper class society yet this is double standards because as it turns out Gerald who is engaged to Sheila Birling was actually involved in a relationship with Eva Smith. Mr. Birling also has double standards as he is concerned about receiving a Knighthood and recognition in the community yet when Eva Smith tried to better herself by asking him for a salary increase he refused her and because she did not conform had her dismissed like an old rag worthless in his eyes because she did not have the social standing of his own family who seemed to be Mr. Birlings only concern. The Inspector makes it quite clear that Birlings actions had a direct effect on the events that followed leading to the events of Eva Smith but even then Birling does not accept any responsibility and chooses to ignore his part in this girls death. We understand this in Birlings quote I cant accept any responsibility. If we were all responsible for everything that happened to everybody it would be very awkward. Sheila Birling was also guilty of abusing her position in society and through her jealousy of Eva had her dismissed from her second job adding to the distraught circumstances that followed. : As I said at the beginning in a way the play is made up of a whole series of mini climaxes or dramatic moments and each time we learn about a characters involvement with her, its a bit of a climax. You can clearly see a pattern emerging while you are waiting to see how the next characters involved. Each interview leads to a small climax as we find out what somebody did, although some moments clearly stand out as being more dramatic then others. At the end of the second act when you realise the significance of what Mrs Birling has said that is a dramatic moment. She was the hardest for the inspector to crack and find out her involvement and so its quite exciting as an audience to see her shown up for what she really is.  Also a dramatic moment and the way in which Priestly delivers his political message is the inspectors speech. In my opinion the best part in the play because not only do you here the Inspectors final reflection but you also understand Priestlys whole point in writing the play. Another 2 dramatic moments are the realisation after ringing the Police chief that there is no Inspector Goole and then everyone becomes completely baffled but just after they have recovered after believing it was all a hoax theres a final dramatic phone call. The phone rings and everyone learns that a girl has just died on her way to the infirmary after committing suicide by drinking disinfectant and that an inspector was on his way round. The ending of the play comes full circle as if the whole thing was to start over again and I can only say one word to that Brilliant. The inspector gives a short speech before he leaves and trys to make them think of what they had done to this poor innocent girl and that how each and every one of them drove her to her own suicide. Priestly uses this speech and the play to display his and may others of the times Political views in a form of his own political message. The message form Priestly is that the individual and the community have responsibilities. That we can all pursue our own self-interests but we have to think about others as well as ourselves. I think he wrote at a time when he felt that some of the more wealthy upper and middle classes, showed no remorse for the more less fortunate and showed off their own wealth and power. He is not just saying that we should think about others because it is the right thing to do, hes saying that we should think about others because we cannot escape the consequences if we do not think about them. If we cannot help the many who are poor then we cannot save the many who are rich. If we forget about others, then our own selfishness will catch up with us and have terrible consequences e.g. the death of Eva Smith/Daisy Renton by committing her own suicide. The Birlings selfishness does catch up with them in the end. An Inspector calls contains several twists in the plot. The play makes the Birlings ask many questions of themselves and therefore it sends the audience away asking themselves the same questions. Eva/Daisy though a totally poor, immoral and in the lowest part of society is shown to in the last act to be much more moral the most of the Birlings and Gerald Croft.  The girls goodness makes you even more shocked at her death. It is not just individuals like Eric who are guilty, but the whole family and so you are unable to just forget about the crime as being an act of an individual but as an act by all of them. You also have to ask yourself how might you behave in your own family in the similar circumstances. The Inspector, with use of language widens the scope of the responsibility for theirs and our behaviour by making it clearer that there are millions of Evas out there and that our behaviour could have an adverse impact on them and so you are left questioning their behaviour even more. The Emotions of the various family members and their reaction to the realisation that the inspector was not a real inspector can be examined in such a way that you must question your own feelings on this. The realisation that the inspector was a fake seems to lead the family off the hook, but of course it does not and you know this. This only makes us think about the rights and wrongs of the play. Even the realisation that there may not of been a suicide after all does not stop us thinking deeply about the morality of the situation and thats one of the main reasons why I think this is an effective play. As you know the play is set in the Birling household in 1912 before Britain was a welfare state which meant that people did not receive universal welfare benefits and so poverty was much more greater than today. Priestly uses dramatic Irony in that Arthur B thinks that the Titanic wont sink and that there will be no war where as you and me know there was a war and the Titanic did founder on its maiden voyage. I like this sort of dramatic Irony because the characters dont know the Titanic is going to sink and a great war will happen where as the audience, you and me do. Another thing why An Inspector Calls is an effective play is that the Inspector never shows the people the photos of Eva/Daisy at the same time, so they could be different photos of different people every time. Also by sending characters off stage, out of his line of questioning, the inspector can keep control of interrogations. He keeps people hanging on, telling them they cant leave yet etc. more or less implying that they have something important to contribute when it comes to be their time. Finally, of course, amidst all the feelings of relief enjoyed by the family, and perhaps the audience, we hear that a real life inspector is on his way round. This, of course also has the additional effect on you and me that we wonder even more about the Inspector. Who was he? Was there some kind of supernatural thing happening? I mean foreseeing the arrival of a real Inspector and a real crisis for Gerald and the Birlings. I thin perhaps priestly intended him to be a ghost. Well think about it Goole sounds like ghoul. Anyway its a very dramatic moment with a lot of mysterious stuff to end with not to mention the fact you are left with thinking well what happens next as well as all of the moral issues you are left to think about. Also Inspector Goole is so convincing as an Inspector and yet we find out at the end that he doesnt exist. This play has a lot of very good dramatic moments and a cast of strong and interesting characters each with their own purpose. Lastly of course its a play with a strong political message which made maybe still makes you think about our capitalist society and how the upper and middle classes treat the working classes and that after knowing that perhaps Eva Smith/Daisy Renton might not of died they still do not learn from their mistakes which is a shame because I feel that the main thing that makes us human is that unlike animals we have the ability to learn from our worst mistakes so they dont happen ever again and that is why I think An Inspector calls is an effective play and why J.B Priestly is one hell of a writer.

10 Grammar and Punctuation Rules to Always Remember - Freewrite Store

10 Grammar and Punctuation Rules to Always Remember - Freewrite Store The English language, cobbled together over centuries from Germanic, Scandinavian, Latin, French and Greek sources, is a minefield of confusing (and often contradictory) rules. So it’s no wonder that writers frequently struggle with the correct use of words and punctuation. However, most readers will agree that writing littered with errors comes across as sloppy and unprofessional, damaging their trust in the message and the author. To help you improve your writing, here’s a list of some of the most common mistakes that writers make, and tips on how to avoid them.   1. Apostrophes Apostrophes have two main uses – in contractions and to show possession. They’re quite different, so we’ll cover each one separately. Contractions: A contraction is where you take two words and combine them, missing out a letter or two along the way. Should not = shouldn’tI have = I’veWe will = we’ll Generally, wherever the missing letters are, that’s where the apostrophe goes. You can also apply this rule if you’re writing dialogue where someone cuts off the beginning or end of a word, like ‘ello, or nothin’. Possessives: A possessive apostrophe is used to show ownership. It’s done by placing ‘s after the noun. I am walking Pete’s dog this morning.I need to buy a gift for my sister’s birthday.The children’s bus was late again. Things get slightly more confusing, however, if the noun already ends in an s. In this case, you need to consider how you would say it out loud. If you would add an es sound to the end of the word, then you write it with ‘sat the end. I was summoned to the boss’s office.The bus’s tire was completely flat.Dennis’s parties were legendary. However, if you wouldn’t add an es sound to the end of the word, then a lone apostrophe is appropriate. I am walking my parents’ dog this morning.The kids’ hamster had five babies.The Hastings’ roses are magnificent this year. When not to apostrophize Don’t forget that apostrophes have no place in ordinary plural nouns, like bananas, toys, or megabytes. An apostrophe in an ordinary plural is sometimes called a â€Å"greengrocer’s apostrophe† because it could often be found on signs in fruit and vegetable shops. Apostrophes also don’t need to be used in dates or acronyms. I was born in the 1970s.Nobody uses CDs anymore. The exception is if you’re omitting letters or numbers or using the apostrophe possessively. The ‘80s produced some amazing music.Landing a probe on Mars was one of NASA’s greatest achievements. You also never use an apostrophe in a possessive pronoun. Theybecomes theirsHerbecomes hersItbecomes its 2. Semicolons Much confusion surrounds the use of the semicolon, but it’s actually quite simple to utilize. It only has two functions. The first is to join two related clauses in a sentence. There are three conditions of use: both parts of the sentence must be able to stand alone, they need to relate to each other somehow, and they need to be of equal weight. For example: I love Hawaiian pizza; the pineapple tastes amazing.I burned my tongue on the pizza; the pineapple was too hot. If you put a coordinating conjunction between the two clauses (and, but, for, nor, or, so, yet), then you would replace the semicolon with a comma. The other use of a semicolon is when you’ve got a long sentence, and you’re listing groups of items. To prevent reader confusion, you can use a semicolon between each group. For example: My son needs a lot of things for his first day of school: pens, pencils and markers; exercise books, writing pads and binders; and erasers, paperclips and a calculator. 3. Oxford Commas The Oxford comma (aka serial comma or Harvard comma) is the comma that occurs before the and in a list. The second comma in the list below is the Oxford comma. I like pizza, cake, and chocolate. For such a small piece of punctuation, it has generated a lot of debate. Many style guides now prescribe that the Oxford comma should be omitted. At the same time, it has a lot of very vocal fans who insist it should be retained. If you don’t have a set style to follow, there’s no definitive rule beyond being consistent with whichever method you choose to follow. Most of the time, taking out the Oxford comma has no detrimental effect on the structure of a sentence. However, there are occasions where omitting the Oxford comma leads to ambiguity and, in those cases, it should always be used. For example, here’s a real-life quote: Amongst those interviewed were Merle Haggard’s two ex-wives, Kris Kristofferson and Robert Duvall. Without the final comma, the sentence appears to suggest that Merle Haggard was married to both Kris Kristofferson and Robert Duvall. The use of an Oxford comma would have made it obvious that this was a list of four separate interviewees. So, if you have no set style guide to follow, the choice to deploy the Oxford comma rests with you – but if you prefer not to use it, make sure its omission doesn’t change the meaning of your sentence. Next, let’s look at commonly mixed-up words. Most of these are words that sound the same but have different applications. 4. Your/you’re Your = it belongs to you. Your library book is overdue. You’re = the shortened version of ‘you are’. You’re welcome. When in doubt: Try replacing the word with you are. If it doesn’t fit, then use your. 5. There/they’re/their There = a place. Put it over there. They’re = the shortened version of ‘they are’. They’re going to be late. Their = belongs to them. The couple enjoyed their pizza. 6. To/too To is a preposition with many meanings, including â€Å"towards† and â€Å"until†. Let’s walk to the bus. It should get here at five minutes to midday.Too is an adverb that means â€Å"also† or â€Å"very†. I want to catch the bus, too, but I am too tired to walk there. 7. Who’s/whose Who’s = the shortened version of â€Å"who is†. Who’s that? Whose = belonging to who? Whose bag is this? When in doubt: Try replacing the word with who is. If it doesn’t fit, use whose. 8. It’s/its It’s = the shortened version of it is. It’s a beautiful day. Its = belonging to it The cat swished its tail. When in doubt: Try replacing the word with it is. If it doesn’t fit, use its. 9. Less/fewer Both less and fewer mean the same thing, but they are not interchangeable. There’s a fairly simple way to work out which one you should be using. Less is for situations when you’re using words that don’t normally have a plural, aren’t made plural by adding an s,and cannot be counted. Examples of this include water, rain, and traffic. There was less water in the bath than I expected.I had hoped for less rain today.If more people caught the bus, there would be less traffic. Lessis also used when referring to numbers, either on their own or in measurements of time, distance or weight. The bus will arrive in less than five minutes.It is less than a mile away.The pizza recipe uses less than 12oz of flour. On the other hand, fewer is used for items that can be counted or made plural by adding an s, like cats, jobs, and roses. There are fewer cats in the neighborhood since the dog moved in.The rise in automation means there are fewer jobs available.This summer we have fewer roses in our garden. When in doubt: See if you can add a number to the word. You can’t say â€Å"there is five traffic,† so you would use less. You can say â€Å"there are three pizzas,† so you would use fewer. 10. Everyday/every day People tend to write this as one word. However, that changes the meaning. Everyday = common, usual. I’m wearing my everyday clothes. Every day = each day. The Queen doesn’t wear a tiara every day. When in doubt: Replace everyday with each day. If the meaning of the sentence remains intact, then you need to write everyday as two separate words. Given the complexity of the English language, there are exceptions to most of these rules. However, the ones we’ve outlined here will apply to most instances where you need to use these punctuation marks and words.  Are there any writing mistakes we've left out that drive you nuts?   Let us know in the comments section below!  Ã‚      About the author: Claire Wilkins is a freelance copywriter and editor from New Zealand. She loves to write about travel, health, home, and proper punctuation. After a career in financial services spanning almost three decades, Claire left the corporate world behind to start Unmistakable - her writing and editing business. She creates website copy, blogs, and newsletters for creative agencies and small businesses, and  specialises  in polishing existing content until it shines. In her spare time, Claire enjoys cloud-spotting, singing in the car and editing video.

Canadian-American Relations Essay Example | Topics and Well Written Essays - 1500 words

Canadian-American Relations - Essay Example History has made us friends. Economics has made us partners. And necessity has made us allies. Those whom nature hath so joined together, let no man put asunder" (U.S. President John F. Kennedy).The cold war further strengthened the friendship between the two nations. Sharing the longest border, the two nations although face modern difficulties such as immigration, environmental concerns, trade disputes and many other issues, the two countries have had significant interoperability within the defense sphere and are today the world's largest trading partners. The United States and Canada expanded their formal military links at the operational level in the post world war period. The PJBD dealt with the political aspects of the defense relationships. A new body, the Military Cooperation Committee (MCC), was instituted to manage joint military planning between the American and the Canadian forces. Careful of surprise attacks after Pearl Harbor and concerned about the power of an increasingly hostile Soviet Union, American and Canadian defense officials used the bi-national planning structure of the MCC to set up the first joint continental defense initiative in 1946 called the Basic Security Plan (BSP). The Canadian Department of External Affairs (DEA) objected to the fact that it was denied access to the BSP working group by reason of its purported secrecy. The BSP was approved by both the United States and Canada in spite of these reservations. The PJBD and the MCC established a precedent of formal relations between Canada and the United States, providing for the coordinated defense of the continent. In 1949, Canada, the United States and their European allies formed the North Atlantic Treaty Organization (NATO). Canada and the United States were accorded their own Canada-US Regional Planning Group (CUSRPG) to look over the defense of North America within the larger NATO structure. American planners were eager to get on with this new undertaking. But the Canadian government of Louis St. Laurent was hesitant. At issue for the Prime Minister and his Minister of Defense, Brook Claxton, were the implied costs and sovereignty infringements of a continental air defense expansion. The St. Laurent Liberals had experienced first-hand the American presence in Canada during the Second World War. Any suggestion by the United States of grander defense mechanisms invoked images of American soldiers on Canadian soil - and a corresponding loss of sovereignty. The Canadian military was seen to take a very different perspective. The Chiefs of Staff argued that the American concerns and recommendations were legitimate and Canada's involvement was absolutely indispensable. After the detonation of a massive thermonuclear device by the Soviet Union in 1953, the Canadian military officials implored Claxton and St. Laurent to reconsider their cautious approach. Ultimately, Claxton recognized that Washington's steadfastness left Ottawa with hardly any option. The geography of North America and the nature of Canada-US relations were such that Canadian involvement in an improved continental air d

Annotated Bibliography, Plagiarism, and Research 1 Essay

Annotated Bibliography, Plagiarism, and Research 1 - Essay Example The Chinese army is the largest army in the world with an active 2.3 million soldiers in conjunction to o.8 million reserve soldiers followed closely by Indian army with a whooping 1.3 million active soldiers in conjunction to a reserve army of 2.1 million soldiers (Lengel, 2007). The regular army entails the ones under standardized doctrines, organizations, and uniforms. The irregular armies resulted from elite militia or a slow growth of personal bodyguards. The Spartan army formed the earliest professional armies in the world whereby the boys were sent to the barracks until at the age of thirty when they could come out to marry and lead a family life; men were committed to war up to the age of sixty when they could retire. The army is a disciplined force and therefore it is not expected to have indiscipline cases. However, most forces in various countries have the paramilitary police that take care of the misconducts that are experienced in the army forces since the regular police have no mandate in most cases to arrest and the army is not usually arraigned in a civil court. The nonjudicial punishment, NJP, is utilized to maintain discipline in the military force through punishments administered by the senior military officers to the junior officers who are involved in indiscipline forces without court trial; it is usually instant like in the case of a salary cut or lowering of the military rank (Steihm, 2012). The senor military personnel tend to be the highest number of military professionals who are involved in military misconduct ranging from staging coup de tat to sexual harassment. The following reference materials were used in the finalization of this research paper: Light, M. (2011). The Navy’s Moral Compass: Commanding Officers and Personal Misconduct. Retrieved on 16/12/2012 from http://www.dtic.mil/cgi- bin/GetTRDoc?AD=ADA553001 The author has dealt with the rising cases of the United State of America’s Navy officials being fired due to personal misconduct ranging from the year 2000 to 2011. The research proposes that the constant problem is systematic, resulting from the symptomatic Navy cultural issues in conjunction to the society’s confusing context which has combined with the failure to effectively setting and upholding a standardized ethical code within the military service. It proposes the measures that should be put in place and implemented to reduce the cases of the misconduct in the army. They include, the need to adjust the policy adjustments, personnel and training processes with the aim of stemming the tide of the commanding officers being involved in personal misconduct. The further recommendations were aimed at elevating the problem to emphasize the need for change, refining of navy core values in conjunction to the modification of the fitness report in relation to the addressing of the moral characters. Stiehm, J. (2012). The US Military: A Basic Introduction. 1st ed. New York: Routledge. Print. The author’s aim is to sensitize the citizens on the role of the army and the rights and roles they are entitled to so that when they go overboard, they wrongs can be backtracked for the maintenance of the rule of law in the world. The roles and expectations of the soldiers are clear stated in relation to their ranks in the

Investment theory Essay Example for Free

Investment theory Essay The efficient market hypothesis (EMH) is an investment theory that states it is impossible to beat the market because stock market efficiency causes existing share prices to always incorporate and reflect all relevant information. According to this theory, the stock always trade at their fair value on stock exchanges. This makes it impossible for investors to either purchase undervalued stocks or sell stocks for inflated prices. EMH provides that it should be impossible to outperform the overall market through expert stock selection or market timing. The only way an investor can possibly obtain higher returns is through purchasing riskier investments (Answer. com, 2006). Using the EMH theory, this research study will examine the efficiency of the United Kingdom (UK) stock market indices by providing an internal performance comparison between FTSE 250 and FTSE AIM. A total of two hundred (200) companies will be used for the analysis, with one hundred (100) companies from each index, on the basis of trading value from all sectors, using Datastream platform. Two inputs (total sales and EBIT), and two outputs (total capital employed and total assets) will be used to analyse the data from each company. Literature Review Although EMH is deemed the cornerstone of modern financial theory, it has also been highly controversial and much disputed. Critics say it is pointless to search for undervalued stocks or to try to predict trends in the market through either fundamental or technical analysis. A review of related literature however will show that a large body of evidence show support of EMH. While academics point to a large body of evidence in support of EMH, an equal amount of dissension also exists. For example, investors such as Warren Buffett have consistently beaten the market over long periods of time, which by definition is an impossibility according to the EMH. Detractors of the EMH also point to events such as the 1987 stock market crash (when the DJIA fell by over 20% in a single day) as evidence that stock prices can seriously deviate from their fair values. (Answers. com) In finance, the efficient market hypothesis (EMH) asserts that financial markets are efficient, or that prices on traded assets, e. g. stocks, bonds, or property, already reflect all known information and therefore are unbiased in the sense that they reflect the collective beliefs of all investors about future prospects. The efficient market hypothesis implies that it is not possible to consistently outperform the market — appropriately adjusted for risk — by using any information that the market already knows, except through luck or obtaining and trading on inside information. Information or news in the EMH is defined as anything that may affect stock prices that is unknowable in the present and thus appears randomly in the future. This random information will be the cause of future stock price changes.

Dyslexia :: essays research papers

The discovery of Dyslexia which is a difficulty in reading and visual centers in the brain comes from the Greek word meaning â€Å"poor with words,† â€Å"poor reading,† or â€Å"a disturbance of the ability to read.† Dyslexia can easily be treated with many programs that are out there today. A study was done at Georgetown University Medical Center in Washington says that people with dyslexia have a lower level of activity in the brains left inferior parietal. This area is important but in reading and in processing visual images. They have found that the right inferior parietal can be taught to compensate for the weakness in the left side of the brain. But this includes doing intense program of reading training.   Ã‚  Ã‚  Ã‚  Ã‚  Most children are diagnosed after they have started reading. They struggle to hear, analyze and separate the individual phonemes in words. If two or more of these symptoms are in the family tree then you should have your child assessed for around the age of 5-5  ½ :  · Delayed speech  · Mixing up sounds in multi-syllabic words  ·Inability to rhyme at age 4  ·Lots of allergies stronger and more severe reactions to childhood illnesses than most other kids.  · Can’t master tying shoes  · Confusion over versus right, over versus, before versus, after, and other directionally words and concepts  · Lack of dominant handedness  · Inability to correctly complete phonemic awareness tasks  · Difficulty learning the names of the letters or sounds in the alphabet; difficulty writing the alphabet in order   Ã‚  Ã‚  Ã‚  Ã‚  Although people with Dyslexia have a unique brain structure and â€Å"unusual writing† make reading, writing, and spelling difficult, most people with dyslexia have gifts that are controlled by the right side of the brain. These kinds of people are also often gifted in the area of math. Because of their three-dimensional visualization skills it helps them to see math concepts more quickly and clearly than people that are non-dyslexic. They are also gifted in:  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Artistic Skill  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Athletic ability  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Musical ability  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3-D visual spatial skills  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  mechanical skill  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  vivid imagination  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  athletic ability  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  math conception skills  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  creative, global thinking  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  curiosity tenacity So overall people that have Dyslexia lead very normal lives. There is no real cause for dyslexia. It is hard to say if it was inherited or not inherited. Even if your child has dyslexia she or he may never show any signs of it. Researchers believe that reading disabilities are about half due to heredity and half due to other factors (environment, individual experiences, education, upbringing, etc.

Conceptual Skills

Conceptualizing Organizational Change This paper focuses on conceptualising organisational change as a planned and manageable process. Different theoretical assumptions are presented in order to support the argument of change as a planned and manageable process in contemporary organisations. The paper utilises examples from two Nigerian companies, Access Bank Plc and Unilever Nigeria Plc. The main conclusion is that Access Bank Plc indicates that change can be a planned process, while Unilever Nigeria Plc shows the case of change as a manageable process. However, it is indicated that change may not succeed as a planned and manageable process especially in the context of Nigerian public education and the food and beverage industry. The paper also contributes to understanding change as a flexible and innovative process occurring in global companies. Introduction It has been suggested that organisational commitment may lead to the proper implementation of change. Managers tend to rely on employees while planning or managing organisational change, but organisational commitment may decrease as a direct response to such change (Grieves 2010). Manifesting positive employee attitudes towards change has been linked with successful change initiatives in organisations. It has been argued that change can be both a planned and manageable process (Caldwell 2006). At the same time, it may appear that change as a planned and manageable process may fail, as it will be shown in the case of Nigerian public education and the food and beverage industry. The objective of this paper is to explore the dimensions of change as a planned and manageable process, with focus on the performance of two Nigerian organisations, Access Bank Plc and Unilever Nigeria Plc. Change as a Planned Process: Access Bank Plc, Nigeria This section provides evidence on change as a planned process as applied in Access Bank Plc, Nigeria. There is an argument outlined in the change management literature suggesting that employee attitudes towards change might be affected by the perceptions employees demonstrate towards organisational change (Olufemi 2009). Employees play an important role in forming specific attitudes towards organisational change as a planned and manageable process (Caldwell 2006). They may either show positive or negative evaluative judgments of the change model. Change as a planned process indicates the presence of two dimensions, change readiness and change resistance. These dimensions reflect the presence of strategic planning within organisations that are ready to embrace the innovative concept of change. Change readiness has been associated with employees’ behavioural responses to change (Hughes 2010). Resistance to change may not take place in case employees strongly believe that they ha ve the capacities to cope with such projected change. Even though resistance to change may take place, it may be perceived in a positive way considering that it would force companies to implement new and more effective strategies to address the issue of change. Change can be a planned process, which managers aim to link with change-oriented activities. It can be argued that planned change occurs when some stakeholders manifest a desire to change, enhance their personal introspection, and modify their behavioural patterns in relevant ways (Hughes 2011). However, it would be unrealistic to state that planned change reflects the idea that everyone decides it is useful. Change as a planned process indicates the presence of solid changing forces in both the internal and external environment of organisations. Kotter’s 8-step model of change indicates that change can be a planned process involving eight proposed steps from creating the urgency for change to managing it accordingly in the organisational context (Hughes 2010). Jarrett (2003) has argued that planned change seems to increase an organisation’s effectiveness. Approaches to change as a planned process may reflect the relevance of different theories and concepts that tend t o describe the stages and procedures of implementing change. The integrative model of organisational change suggests that change can be a planned process through a strong focus on exploration, planning, action and integration (Jarrett 2003). In addition, emergent theories of change present an argument that managers who aim at developing change as a planned process show an in-depth understanding of the organisation, its culture, assets and readiness to change. Researchers have argued that change projects utilising process orientation and learning are more expected to succeed than those manifesting expert planning at all stages of organisational change in contemporary business (Nistelrooij and Sminia 2010). Change planning and management have identified change as an essential competency for the majority of organisational leaders. Planning change in the context of certainty has become a necessary aspect in organisations which openly promotes flexible communication based on change and innovation. Since some individuals may perceive change as an i ntegral part of organisational life, it would be relevant to focus on developing effective strategies to monitor and sustain such change (Hughes 2010). Planning in relation to change refers to a consideration of the current and future needs of organisations. Companies illustrating that change can be a planned process focus on planning as a goal-directed activity, in which emphasis is put on organisational goals while trying to maintain change. This may result in better coordination and easy implementation of change in companies (Carnell 2007). An exploration of the Nigerian banking industry reveals a close relationship between planned organisational change and HRM interventions. New banking management practices in Nigeria require the implementation of planned change that may contribute to improved organisational commitment, performance and compliance with important regulatory standards (Olufemi 2009). The acquisition of Intercontinental Bank by Access Bank Plc, Nigeria, has resulted in the necessity of redefining organisational change as a planned process to reflect the needs of the new workforce and the objectives of the banking organisation (Paton and MacCalman 2008). It has been suggested that successful change planning and management in organisations depends on staffing, alleviating fears, effective communication and planning, and integrating human resource systems (Hughes 2011). In the case of Access Bank Plc, planned organisational change has resulted in creating the need for the human resource department to focus on staffing (Olufemi 2009). The expansion of the bank’s recruiting base has been associated with perceptions of change as a planned process, in which the institution is focused on attracting more talented employees. Even though organisational change may create fear and uncertainty, managers considering change as a planned process may alleviate those fears (Hayes 2010). The acquisition initiated by the Nigerian bank shows that employees have learned to adapt to new processes and procedures within the institution (Olufemi 2009). The case of Access Bank Plc indicates that organisational change can be a planned process due to the interventionist strategies employed by HR managers of the organisation. The creation of new job structures by the bank reflected the necessity to relate organisational change to employees’ roles and expectations (Olufemi 2009). This was done in order to accommodate employees working in both companies considering the acquisition process that took place. The existing human resource systems in the bank showed the trend of planned organisational change which further reflected employees’ commitment to the bank’s long-term objectives. Moreover, Access Bank Plc needed to adjust its HRM policies to achieve its initially determined strategic goals which represent the process of planned change within the institution (Hayes 2010). The model found in the bank presents the existence of convergence among HRM interventionist strategies that were consistent with the perceptions o f change as a planned process. Variables such as fear, planning and development as well as integrated human resources indicate a strong focus on organisational change which has been adequately planned at Access Bank Plc. The bank’s managers have ensured understanding of the planned change process which is fundamental for change implementation (Nistelrooij and Sminia 2010). The interests of various stakeholders are considered as part of such ongoing planning process. As a result of the acquisition, Access Bank Plc tried to alleviate employees’ uncertainty through setting clear corporate objectives and effective communication (Paton and McCalman 2008). Flexibility has been associated with planned organisational change in this Nigerian organisation. Taking various perceptions into consideration was important in encouraging employees’ commitment and planning change. Despite the occurrence of certain conflicts in the institution, the managers demonstrated strong leadership skills while planning and managing change. Another significant aspect of the planned change process in Access Bank Plc is the formation of a change team for better articulation of the stages expected during organisational change. The Nigerian bank has demonstrated readiness of its employees to accept change as it has been linked with improved organisational performance (Olufemi 2009). The organisation’s managers encouraged integration between processes and implementation of new organisational methods to cope with the process of planned change. Strong corporate culture, strategy, structure and relevant organisational priorities emerged as a result of the Nigerian bank’s focus on organisational change as a planned process. The process of planned change tries to incorporate potential situations of crisis that may occur in the organisation (Caldwell 2006). Therefore, the planned approach to change incorporates unpredictable events that may result from different organisational conflicts. The Nigerian bank ensures constant adaptations to changing organisational situations. Considering that organisational change is unpredictable is important in perceiving such process as comprising of different organisational factors and flexible learning (Hughes 2010). Lessons learned from the case of Access Bank Plc involve both practical and theoretical considerations, such as identifying sources of change resistance, involvement of employees on a regular basis and developing proper communication plans (Olufemi 2009). The idea is to help the bank’s employees perceive themselves as part of the ongoing organisational change which reflected elements of a planned process. They need to understand that organisational change may influence them to a significant extent in terms of becoming more confident and competent in accomplishing their roles and responsibilities (Nistelrooij and Sminia 2010). It has been demonstrated that all levels of management of Access Bank Plc were aligned w ith organisational change and thus prevented the formation of negative attitudes among employees. In conclusion, the progress of change in the Nigerian bank was significant due to the role played by HR managers and leaders who placed importance on communication to achieve the planned process of change. Failure of Change as a Planned Process: Nigerian Public Sector This section describes the failure of change as a planned process in the Nigerian public sector. In a study conducted by Abdulraheem et al. (2013), it has been found that government reform agenda in Nigeria failed to achieve proper results in improving the quality of education in the country despite adopting the model of change as a planned process. In-depth interviews were conducted as the results showed that cultural differences are a significant indicator of adherence to organisational values (Abdulraheem et al. 2013). It has been suggested that despite the easy formulation of theories and models of change as planned, such aspects of change were difficult to implement in practice. Employees’ resistance to change was indicated across the Nigerian public sector. Cultural differences in terms of change prevented the successful implementation of change. Different education programmes have been introduced in the context of the Nigerian public sector, but they failed to achieve the objectives of meaningful change in education they initially presented. Abdulraheem et al. (2013) pointed out that change as a planned process was counterproductive to some educational programmes. The divergence of organisational values in Nigeria reflected the unsuccessful adoption of change as a planned process in public education. Despite change efforts, the level of educational development was failed to be comprehended properly. Change as a Manageable Process: Unilever Nigeria Plc This section covers the implications of change as a manageable process in the case of Unilever Nigeria Plc. The business environment in general has created a fast pace of change in the workplaceVarious acquisitions, advanced technological tools, reformation, cutbacks and economic recession are all aspects that contribute to a quite unstable business climate (Hayes 2010). The capability to adjust to the demands of the evolving workplace is considered an essential element for individuals and organisational existence. Organisational change is constantly present at Unilever and individuals are shown ato manage, control and guide it. Such change refers not only to accepting human factors, but also to an ability to organise and manage change factors efficiently, considering that change may be predictable (Grieves 2010). Organisational change taking place in the Nigerian organisation is at a transitory stage in a direction of stabilising its future position in the industry. The process of o rganisational change at Unilever can be managed as the procedure of planning, controlling and executing change in organisations in such a way is to reduce employee confrontation/resistance and cost to the organisation. In turn increasing the usefulness of the change effort becomes a priority to managers. Change is both predictable and attractive for the Nigerian company embracing the idea of innovation (Carnell 2007). The current business environment indicates signs of rapid competitiveness which results from the application of change initiatives that target the development of companies in a relevant direction Aspects of globalised markets and swiftly evolving technology influence businesses to adopt change in order to strengthen their performance in the market (Hughes 2010). For instance, such changes may reflect the introduction of a new software programme, or refocusing a marketing strategy. Companies, it has been suggestsed, must accept the force of change simply because their business environments require constant changes to take place (Jarrett 2003). Different external and internal organisational factors guide companies to consider the importance of change. Internal demands for change are derived from senior management and lower-level employees who drive the urgency for implementing change. External demands reflect changes in the PESTLE business environment (Burnes 2005). In practice, the management of change as presented in the case study of Unilever Nigeria Plc reflects common aspects of change observed in other Nigerian manufacturing organisations. . Observing the level of accepting organisational change among employees of Unilever Nigeria Plc may allow managers to structure the process of change in a manner to reflect employees’ different perceptions and expectations of change (Anthonia et al. 2013). This example also focuses on drawing lessons that can be functional and useful to other companies operating in the business environment of Nigeria. Approving and implementing organisational change indicate Unilever employees’ eagerness and willingness, support and assurance to the organisation which is important during the phase of major shifts in the structure of the organisation (Jarrett 2003). It has been suggested that senior managers are usually not in a rush in introducing change. They adhere to the belief that such procedure must be slow, balanced and systematic, particularly in large manufacturing companies like Unilever Nigeria Plc. Results from the survey conducted among employees of the Nigerian organisation revealed that the mean acceptance of change for all participants was reasonable. It has been indicated that characteristics of work settings do not represent any barriers to adopting change by Unilever employees. Acceptance of change by Unilever employees indicates the enthusiasm and confidence of the involved parties to hold and operate in a flexible business environment dominated by stakeholders’ assurance to influence and execute the changes (Anthonia et al. 2013). As highlighted by different scholars (Caldwell 2006; Jarrett 2003), the process of change can be both planned and managed especially if all stakeholders accept the desired outcomes by such organisational change. Researchers have argued that change should be established, executed and managed in such a way that draws the dedication from the affected parties like employees to accomplish the desired goals (Burnes 2004; Carnell 2007; Hayes 2010). The idea is that change is obligatory and predictable for organisations, as in the case of Unilever. It has been argued that to productively promote innovation in Unilever Nigeria Plc, it is not possible for senior management to have the ability and expertise needed for recognising th e necessity to manage change. Managers needed to widen their understanding of the major factors that may encourage or obstruct employees’ support for change initiatives in the organisation (Hughes 2010). This is significant because employees are considered the main stakeholders as well as the executers of change in the organisation. In the case of Unilever, it has been indicated that older employees and management staff were less receptive to the concept of change in comparison to younger employees working in the organisation. From the perspective of Unilever Nigeria Plc, employees were expected to hold and manage the execution of innovation through recognising the importance of innovative organisational culture. Unilever is a manufacturing company, in which the success of innovations is closely associated with support and encouragement from both senior management and non-managerial personnel (Anthonia et al. 2013). Additionally, innovations in Unilever Nigeria require strategic policies representing the company’s vision, goals, priorities and ways of action. In order to contribute to successful management of change within the organisation, senior managers combined effort and interpersonal reliance of all employees from all organisational departments and levels comprising the organisation’s hierarchical structure (Olufemi 2009). Unilever Nigerian Plc indicates an objective to deliver sufficient dividend on stakeholder investments. Yet the company is not resistant to most problems faced by oth er Nigerian companies. Similarly to most organisations operating in Nigeria, Unilever faced different internal challenges that weakened its competence to accomplish its mission thus pursuing to reinvent itself and manage the change process. Unilever Nigeria Plc has achieved solutions through innovations in order to implement change which has been recognised as a manageable process. The organisation is dedicated to innovation in various dimensions of its business, such as products, change policies, marketing initiatives and change mechanism strategies. It has been demonstrated that Unilever should reconsider the way in which it carries out its business activities in the economic Nigerian environment (Anthonia et al. 2013). The Nigerian organisation provides a practical example of how companies embrace the idea of change and manage it accordingly, with the idea to guarantee that the change process is executed effectively (Hayes 2010). Employees’ support, motivation, encouragement and commitment to change is fundamental. For example, results from surveying employees at Unilever revealed that most employees accept innovations, as non-managerial staff was more ready to accept change. Unilever Nigeria Plc tries to achieve the goals outlined in its vision of being a leading manufacturing organisation in Nigeria. However, the changes (or innovations) used to direct the company in that direction must be suitable to all stakeholders as well as properly executed (Burnes 2005). However, the successful execution of change and implementing other alteration measures in Unilever Nigeria Plc represents the relevance of two functional categories of human resources, that is management and non-management employees. Employees’ commitment to accomplish the various stages of change is a necessary requirement for the transformation of the company into an innovative enterprise because it would reflect strong indications of a company’s dynamic tempo of development (Hughes 2011). It has been found, through administering surveys to a sample of 720 senior/management staff and junior/non-managerial staff, that employees of Unilever Nigeria Plc demonstrated a positive attitu de towards change. This indicates a high level of recognition of change on the behalf of stakeholders (Anthonia et al. 2013). The findings recommended that senior management of Unilever Nigeria Plc indicated effective practices of uniting employees in order to sustain and manage the change process. The findings further implied that since employees at the company are likely to assess change completely, they are not opposed to it and thus any resistance is not expected to take place. In other words, employees would accept change and oppose it only if it increases legal concerns that may emerge in the workplace (Hughes 2011). This is consistent with the views shared in the organisational change management literature in the sense that negative attitudes of change may be an indicator for growing anxiety among employees. These findings are consistent with claims presented in existing literature, which shows that individuals may resist change or innovations because of uncertainty, misunderstanding, peer pressure, personal conflict and inaccurate perceptions of the change process (Anthonia et al. 2013; Hughes 2011; Paton and McCalman 2008). In particular, participative management, quality control management and trust in management emerged as important determinants of accepting the vali dity of the organisational change process by turning it into manageable and acceptable among employees of Unilever Nigeria Plc (Anthonia et al. 2013). The change initiated by senior management of Unilever Nigeria Plc was supported by employees, indicating that the organisation has adequately communicated the necessity to embrace and manage change (Anthonia et al. 2013). The major objective of the case study was to describe the organisational management of change at Unilever Nigeria Plc, which provided evidence that the change process can be manageable. The outcome that can be illustrated from this case study is that the corporate strategic model implied above does not seem to fit in with the assumptions of change demonstrated by senior managers (Hughes 2010). This may result in damaging the execution of necessary change at the organisation. This can apply to all manufacturing companies in Nigeria, as the majority of Nigerian organisations face interrelated challenges across different industry sectors. Failure of Change as a Manageable Process: The Food and Beverage Industry in Nigeria This section demonstrates findings that change has failed as a manageable process in some companies operating in the food and beverage industry in Nigeria. Olarewaju and Folarin (2012) aimed at exploring the impact of economic and political environment changes on organisational performance. Respondents from three companies operating in this industry filled questionnaires, as the results indicated that change failed as a manageable process. It has been suggested that managers should demonstrate greater concerns regarding organisational change and performance in terms of employing regular scanning of programmes introduced in organisations. It has been concluded that the influence of the external business environment, which involves persistent change, on organisational performance in the food and beverage industry in Nigeria was inadequate (Olarewaju and Folarin 2012). Understanding change as a manageable process was not effective across this industry because some food and beverage companies did not succeed in maintaining their performance measurement system properly. Forces shaping competition in the industry were irrelevant, pointing out that change initiatives were inadequate in this business context. Conclusion This paper presented arguments that change can be a planned and manageable process in contemporary organisations. The focus was on discussing the implications of change in the context of Nigerian companies, respectively Access Bank Plc and Unilever Nigeria Plc. It has been concluded that Access Bank Plc demonstrates a change structured process that is planned, whereas Unilever Nigeria Plc illustrates a manageable change process (Caldwell 2006). In addition, details of the failure of change as a planned and manageable process were included with regards to Nigerian public education and the food and beverage industry. The paper also illustrated the argument that change is linked with innovative organisational culture, which indicates a strong focus on the expected innovative performance of companies (Burnes 2004). The implications of conceptualising change as a planned and manageable process may help individuals and practitioners in the field recognise important characteristics and stag es of organisational change. References Abdulraheem, I., Mordi, C., Ojo, Y. and Ajonbadi, H. (2013) ‘Outcomes of Planned Organisational Change in the Nigerian Public Sector: Insights from the Nigerian Higher Education Institutions’, Economic Insights-Trends and Challenges, Vol. 2(1) pp26-37 Anthonia, A., Adewale, O. and Joachim, A. (2013) ‘Organisational Change and Human Resource Management Interventions: An Investigation of the Nigerian Banking Industry’, Serbian Journal of Management, Vol. 8(2) pp139-153 Burnes, B. (2004) Managing Change, London, Prentice Hall Burnes, B. (2005) ‘Complexity Theories and Organizational Change’, International Journal of Management Reviews, Vol. 7(2) pp73-90 Caldwell, R. (2006) Agency and Change, London, Routledge Carnell, C. (2007) Managing Change in Organisations, London, Prentice Hall Grieves, J. (2010) Organisational Change: Themes and Issues, Oxford, Oxford University Press Hayes, J. (2010) The Theory and Practice of Change Management, London, Palgrave Hughes, M. (2010) Managing Change: A Critical Perspective, London, CIPD Hughes, M. (2011) ‘Do 70 Per cent of All Organizational Change Initiatives Really Fail?’, Journal of Change Management, Vol. 11(4) pp451-464 Jarrett, M. (2003) ‘The Seven Myths of Change Management’, Business Strategy Review, Vol. 14(4) pp22-29 Olarewaju, A. A. and Folarin, E. A. (2012) ‘Impacts of External Business Environment on Organisational Performance in the Food and Beverage Industry in Nigeria’, British Journal of Arts and Social Sciences, Vol. 6(2) pp194-201 Olufemi, A. J. (2009) ‘Managing Organisational Change in Nigeria Manufacturing Enterprises: Lessons from the Unilever Nigeria Plc’, International Business Management, Vol. 3(2) pp15-21 Paton, R. A. and McCalman, J. (2008) Change Management: A Guide to Effective Implementation, London, Sage Van Nistelrooij, A. and Sminia, H. (2010) ‘Organization Development: What’s Actually Happening?’, Journal of Change Management, Vol. 10(4) pp 407-420

Ideology of Pakistan

Definition of Ideology: Science of ideas, visionary speculations, and manner of thinking, characteristic of a class or individual, ideas on the basis of some economic, social or political theory or system is called Ideology. It contains those ideals, which a nation strives to accomplish in order to bring stability to its nationhood. Defining ideology, George Lewis say, â€Å"Ideology is a plan or program which is based upon philosophy† Ideology of Pakistan: Pakistan is an ideological state and the ideology of Pakistan is an Islamic ideology. Its basic principle being The only sovereign is Allah: Islam acted as a nation building force before the establishment of Pakistan. Ideology of Pakistan basically means that Pakistan should be a state where the Muslims should have an opportunity to live according to the faith and creed based on the Islamic principles. They should have all the resources at their disposal to enhance Islamic culture and civilization. Quaid-e-Azam said Pakistan was created the day the first Indian national entered the field of Islam. From the above statement, it is clear that Ideology of Pakistan is an Islamic one. Two Nation Concepts: The fundamental concept of Ideology is that Muslims should get a separate identity. They should have a separate state where they could live according to Islamic rules and principles, profess their religion freely and safeguard Islamic tradition. On one occasion Quaid-e-Azam said, The Muslims demand Pakistan where they can rule in accordance with their own system of life, their cultural development, their traditions and Islamic laws. Thus, this fundamental concept of Ideology led to the concept of two nations in the Sub Continent and resulted in the formation of Pakistan. Elements of Ideology of Pakistan: 1. Hindus and Muslims belong to two different religious philosophers, social customs, and literatures. They belong to two different civilizations which are based mainly on conflicting ideas and conceptions. Therefore, Muslim nation demanded a separate homeland where they could have the freedom to practice their religion and live their lives as free individuals of an independent country. There are five principles/elements of the ideological foundation of Pakistan. 1. Islam 2. Two Nation Theory 3. Territorial Land 4. Democratic System 5. Urdu Language 1. Islam, a Nation-Building Force: Pakistan came into being on the basis of Islam. It was only Islam, which galvanized Muslims and lined them up behind Muslim League. Other factors, political and economic ones, also played some part in uniting Muslims to struggle for Pakistan but Islam was the preponderant factor as it serves as a cementing force for Muslim society and is the primary link between Muslims the world over. Everything else follows Islam. The entire struggle of the Muslims of the subcontinent was to have a state where they could freely maintain their Islamic entity. No other factor was so clear and intelligible for Muslim masses. Muslims gradually developed a national consciousness in the Indo-Pakistan subcontinent; they collectively struggled for the right of self-determination and the establishment of an independent homeland to be carved out from those territories where they constituted majorities where Islam could be accepted as the ideal pattern for the individual’s life. They eventually secured what they wanted. Hence, the historical fact which could not be denied is that the formation of the Muslim nation preceded the demand for a homeland. Pakistan itself did not give birth to any nation; on the contrary, the Muslim nation struggled for and brought Pakistan into being. Quaid-e-Azam said, We do not demand Pakistan simply to have a piece of land but we want a laboratory where we could experiment on Islamic principles. Islamic ideology is not merely a matter of belief, dogma and ritual. It is a religion in the wider sense of the word. It is a way of life, a whole complex of social and moral norms entwined with theological metaphysics. The fundamental teachings of Islam are universally accepted. Belief in God, finality of prophet-hood, human rights and social justice, management of affairs through consensus, moral values of charitableness, tolerance and universal brotherhood; these are sonic of the cardinal principles enshrined by the Quran and Sunnah. The only force which keeps Muslim nation united is Islam which is the ideological foundation of Pakistan. 2. Two-Nation Theory: The Two Nation Theory was the basis of struggle for creation of Pakistan. It implies that Muslims of Subcontinent were a nation quite distinct and separate from the Hindus. They in spite of living together for centuries could not forget their individual cultures and civilization. Sir Syed Ahmed Khan was the first to give the wake up call and decided to prepare Muslims to fight the advertisity with similar weapons – modern education and knowledge, employed for domination. With him, his Aligarh Movement, his books and magazine Tahzibul Akhlaq, he started an awareness movement. He prepared the ground for uniting and galvanizing Muslim community of the subcontinent. His colleagues including Nawab Mohsinul Mulk and others created conditions which led to the establishment of All-India Muslim League in Dhaka in 1906, a landmark in the history of Pakistan Movement. On March 22, 1940 in his presidential address to the All-India Muslim League Lahore session, the founder of Pakistan Muhammad Ali Jinnah made it plain that, The Hindus and the Muslims belong to two different religious philosophies, social customs and literature. They neither intermarry, nor interline together, and indeed they belong to two different civilizations which are based mainly on conflicting ideas and conceptions. This was not a matter of mere hair-splitting but an everyday fact of life, which one cannot fail to feel in almost every sphere of human activity. This then is the crux and substance of the Two Nation Theory, which formed the basis of British India's partition in two independent Hindu and Muslim States. The Hindu majority areas of India formed India and the Muslims majority regions came together under the unique name of Pakistan. On the same premises Quaid-e-Azam dismissed the wishes of the Hindu and the British colonialists for a joint Hindu Muslim nationhood as a pipe dream. With single-minded devotion be fought against this menace and succeeded in getting the idea of a separate Muslim identity recognized. In the 28th Annual Session of the Muslim League in 1941 in Madras, Quaid-e-Azam formally declared this objective as the ideology of the Muslim League. It is this very ideology which is the second important ingredient of ideology of Pakistan. . Territorial Land: Amongst constitutes of ideology of Pakistan, land is the third important element. A piece of land was necessary for the existence, stabilization and promotion of Islamic ideology as soul requires body. Quaid-e-Azam said in his address to Punjab Muslim Students Federation in March 1941, Nothing would be achieved simply by raising slogans for nation. We are one nation and the nation cannot survive in the air, it requires an independent land to settle where it can rule and our demand is the same. However, All-India Muslim League demanded a separate homeland constituting the areas in which the Muslims are numerically in a majority such as in the North-Western and Eastern zones of India on March 23, 1940. With Jinnah's untiring efforts, indomitable will, and dauntless courage, he united the Indian Muslims under the banner of the Muslim League and carved out a homeland for them within 7 years, despite stiff opposition from the Hindu Congress and the British Government. 4. Democratic System: In an Islamic state, all the affairs are decided on the basis of Shariat (Democracy). In other words, the entire social, economic, political and the cultural affairs are operated on the basis of mutual consensus and Islamic democracy. The same system has also been referred in Surah Al-Imram, Muhammad (P. B. U. H) used to operate all the state affairs after discussing with his Sahabas (companions), when this questions rose that what would be the system of government in Pakistan, it should, no doubt, be Islamic. Islamic system of government is Islamic democracy or system of Shariat. Creation of Pakistan is the glorious example of ijma-e-ummat (national consensus). At the time of establishment of Pakistan, referendum was held in all the Muslim majority provinces to take their consent to the included in Pakistan. Sharai system of state, therefore, is the fifth ingredient of Pakistan. 5. Urdu Language: Language is not a fundamental characteristic of a nation, but still remains one of the features by which a nation may be distinguished or one of the grounds on which nationalism may be founded. In the sub-continent, Urdu was considered to be the language of Muslims and Hindi to the Hindus. During the last days of the Muslim rule, Urdu emerged as the most common language of the northwestern provinces of India. It was declared the official language, and all official records were written in this language. In 1867, some prominent Hindus started a movement in Banaras in which they demanded the replacement of Urdu with Hindi, and the Persian script with the Deva Nagri script, as the court language in the northwestern provinces. The reason for opposing Urdu was that the language was written in Persian script, which was similar to the Arabic Script, and Arabic was the language of the Quran, the Holy Book of the Muslims. The movement grew quickly and within a few months spread throughout the Hindu population of the northwestern provinces of India. This situation provoked the Muslims to come out in order to protect the importance of the Urdu language. The opposition by the Hindus towards the Urdu language made it clear to the Muslims that Hindus were not ready to tolerate the culture and traditions of the Muslims. So Muslims also began to think about establishing a political party of their own for their survival and centralizing their efforts to have their rights. Consequently, All India Muslim League was established in December 30, 1906. The Urdu-Hindi controversy completely altered Sir Syed's point of view. He had been a great advocate of Hindu-Muslim unity but after this event he put forward the Two-Nation Theory, predicting that the differences between the two groups would increase with the passage of time and the two communities would not join together in anything wholeheartedly. Maulvi Abdul Haque aptly said, Urdu is the first brick in the foundation of Pakistan. Importance of Ideology in National Life: Ideology is a motivating force for a nation, which is striving hard to bring stability and homogeneity to its nation hood. It provides the binding force to the scattered groups in a society and brings them close to each other on a common platform. Ideologies impel their adherence to follow a joint linked action for the accomplishment of their goal. Ideologies give shape to the revolutions and create new cultures and civilizations. They stress on their adherents to insist on the realization of their ideal through total transformation of society. Conclusion: The fundamental concept of the ideology of Pakistan is that Muslims are separate nation having their own culture, literature, religion and way of life. They cannot be merged in any other nation. They should be able to develop their culture and religious traditions in an Islamic State and they should be able to create a true Islamic society for themselves. Thus the ideology of Pakistan which developed through the period of Mohammad Bin Qasim and others and followed by political leaders like Quaid-e-Azam was materialized in 1947.

Free Essays on Chinese Woman

Imagine being a Chinese woman in the early twentieth century. Your feet would be bound and you would not be educated. You could only speak when spoken to and would never talk against a male. In theory, you would be seen as a piece of property, to be bought and sold in marriage. Chinese women throughout the ages were seen as less important than men. Although this place set for women has changed over time, it is still in a constant progression to reach equality with the place set for men. Women were required to take the role of a submissive, passive, and weak being, whereas men were expected to be dominant, aggressive, and strong. These prerequisites were established by the three Chinese beliefs of obedience. These beliefs state that a woman should obey her father when young, obey her husband when married, and obey her adult sons when widowed (Johnson 219). A Chinese woman’s place in society was also set due to the customary practices she endured. Some of these practices included foot binding, inferior nurturing, confinement to the home, concubinage, prostitution, and exclusion from education (Rozman 115). Even marriage and family life itself put women in an inferior place to men. This was because marriage was a patriarchal practice, in which the woman was expected to leave her own family and native community, and join herself to her husband’s family and place of residence (Johnson 221). As a Chinese wife, the woman was expected to bear at least one male child, preferably two. Male children were seen as more important than females because they could carry on the ancestral name and provide for their parents in old age (Mackerras and York 233). Chinese women struggled for their rights over the first half of the twentieth century. During this time attention was repeatedly drawn to the increasingly unequal state of women (Rozman 115). These women were fighting for the reform of the traditional family and its values, the right for a ... Free Essays on Chinese Woman Free Essays on Chinese Woman Imagine being a Chinese woman in the early twentieth century. Your feet would be bound and you would not be educated. You could only speak when spoken to and would never talk against a male. In theory, you would be seen as a piece of property, to be bought and sold in marriage. Chinese women throughout the ages were seen as less important than men. Although this place set for women has changed over time, it is still in a constant progression to reach equality with the place set for men. Women were required to take the role of a submissive, passive, and weak being, whereas men were expected to be dominant, aggressive, and strong. These prerequisites were established by the three Chinese beliefs of obedience. These beliefs state that a woman should obey her father when young, obey her husband when married, and obey her adult sons when widowed (Johnson 219). A Chinese woman’s place in society was also set due to the customary practices she endured. Some of these practices included foot binding, inferior nurturing, confinement to the home, concubinage, prostitution, and exclusion from education (Rozman 115). Even marriage and family life itself put women in an inferior place to men. This was because marriage was a patriarchal practice, in which the woman was expected to leave her own family and native community, and join herself to her husband’s family and place of residence (Johnson 221). As a Chinese wife, the woman was expected to bear at least one male child, preferably two. Male children were seen as more important than females because they could carry on the ancestral name and provide for their parents in old age (Mackerras and York 233). Chinese women struggled for their rights over the first half of the twentieth century. During this time attention was repeatedly drawn to the increasingly unequal state of women (Rozman 115). These women were fighting for the reform of the traditional family and its values, the right for a ...

Definition and Discussion of Renaissance Rhetoric

Definition and Discussion of Renaissance Rhetoric Definition The expression Renaissance rhetoric refers to the  study and practice of rhetoric from approximately 1400 to 1650. Scholars generally agree that the rediscovery of numerous important manuscripts of classical rhetoric (including Ciceros De Oratore) marked the beginnings of Renaissance rhetoric in Europe. James Murphy notes that by the year 1500, only four decades after the advent of printing, the entire Ciceronian corpus was already available in print all over Europe (Peter Ramuss Attack on Cicero, 1992). During the  Renaissance, says Heinrich F. Plett, rhetoric was  not confined to a single human occupation but in fact comprised a broad range of theoretical and practical activities. . . .  The fields in which rhetoric played  a major part included scholarship, politics, education, philosophy, history, science, ideology, and literature (Rhetoric and Renaissance Culture, 2004). See the observations below. Also see: Copia What Is Rhetoric? Periods of Western Rhetoric Classical RhetoricMedieval RhetoricRenaissance RhetoricEnlightenment RhetoricNineteenth-Century Rhetoric New Rhetoric(s) Observations [D]uring the European Renaissancea period which, for convenience, I take as stretching from 1400 to 1700rhetoric attained its greatest preeminence, both in terms of range of influence and in value.(Brian Vickers, On the Practicalities of Renaissance Rhetoric. Rhetoric Revalued, ed. by Brian Vickers. Center for Medieval and Renaissance Studies, 1982)Rhetoric and the renaissance are inextricably linked. The origins of the Italian revival of classical Latin are to be found among the teachers of rhetoric and letter-writing in northern Italian universities around 1300. In Paul Kristellers influential definition [in Renaissance Thoughts and Its Sources, 1979], rhetoric is one of the characteristics of renaissance humanism. Rhetoric appealed to the humanists because it trained pupils to use the full resources of the ancient languages, and because it offered a genuinely classical view of the nature of language and its effective use in the world. Between 1460 and 1620 more than 800 editions o f classical rhetoric texts were printed all over Europe. Thousands of new rhetoric books were written, from Scotland and Spain to Sweden and Poland, mostly in Latin, but also in Dutch, English, French, German, Hebrew, Italian, Spanish, and Welsh. . . .The classical texts studied and the writing exercises undertaken at the Elizabethan grammar school show considerable continuity with their medieval forbears, and some differences in approach and in the writing textbooks employed. The most important changes brought about during the renaissance were the result of two centuries of development rather than of a sudden break with the past.(Peter Mack, A History of Renaissance Rhetoric 1380-1620. Oxford University Press, 2011) The Range of Renaissance Rhetoric[R]hetoric regained an importance in the time span from about the middle of the fourteenth to about the middle of the seventeenth century, which it did not possess before or after. . . . In the eyes of the humanists, rhetoric is equivalent to culture as such, the perennial and substantial essence of man, his greatest ontological privilege. Renaissance rhetoric was, however, not confined to the cultural elite of the humanists but became a substantial factor of a broad cultural movement which had great impact on the educational system of the humanities and encompassed increasingly more social groups and strata. It was not limited to Italy, from whence it took its origin, but spread to northern, western and eastern Europe and from there to the overseas colonies in North and Latin America, Asia, Africa, and Oceania.(Heinrich F. Plett, Rhetoric and Renaissance Culture. Walter de Gruyter, 2004) Women and Renaissance RhetoricWomen were more likely to have a ccess to education during the Renaissance than at earlier periods in Western history, and one of the subjects they would have studied was rhetoric. However, womens access to education, and especially the social mobility such education afforded women, should not be overstated. . . .For women to have been excluded from the domain of rhetorical theory . . . constituted a serious limitation on their participation in shaping the art. Nevertheless, women were instrumental in moving rhetorical practice in a more conversational and dialogic direction.(James A. Herrick, The History and Theory of Rhetoric, 3rd ed. Pearson, 2005) English Rhetorics of the Sixteenth CenturyBy the mid-sixteenth century, practical handbooks of rhetoric began to appear in English. That such works were written is an indication that some English schoolmasters for the first time recognized a need to train students in the composition and appreciation of English. . . . The new English rhetorics were derivative, based on continental sources, and their main interest today is that collectively they show how rhetoric was taught when the great writers of the Elizabethan Age, including Shakespeare, were young students. . . .The first full-scale English rhetoric book was Thomas Wilsons Arte of Rhetorique, eight editions of which were published between 1553 and 1585. . . .Wilsons Arte of Rhetorique is not a textbook for use in school. He wrote for people like himself: young adults entering public life or the law or the church, for whom he sought to provide a better understanding of rhetoric than they were likely to get from their grammar scho ol studies and at the same time to impart some of the ethical values of classical literature and the moral values of the Christian faith.(George Kennedy, Classical Rhetoric and Its Christian and Secular Tradition, 2nd ed. University of North Carolina Press, 1999) Peter Ramus and the Decline of Renaissance RhetoricThe decline of rhetoric as an academic discipline was due at least in part to [the] emasculation of the ancient art [by French logician Peter Ramus, 1515-1572]. . . .Rhetoric was henceforth to be a handmaiden of logic, which would be the source of discovery and arrangement. The art of rhetoric would simply dress that material in ornate language and teach orators when to raise their voices and extend their arms to the audience. To add insult to injury, rhetoric also lost control of the art of memory. . . .Ramist method worked to abbreviate the study of logic as well as that of rhetoric. The law of justice allowed Ramus to remove the subject of sophistry from the study of logic, since the arts of deception had no place in the art of truth. It allowed him to eliminate the Topics as well, which Aristotle had intended to teach the source of arguments on matters of opinion.(James Veazie Skalnik, Ramus and Reform: University and Church at the End of the Renaissance. Truman State University Press, 2002)

The Beatles Essay Example | Topics and Well Written Essays - 500 words - 1

The Beatles - Essay Example The musical band’s increasingly stylish experimentation included a variety of genre covering folk-rock, baroque pop, Hindustani music and avant-garde music. Coming out as a skiffle group, the group first embraced the 1950s rock and roll and helped them pioneer the Merseybeat genre and their music style eventually started to expand to include a broad variety of pop music. Although the song â€Å"Yesterday† was not the first pop record to use orchestral strings, it arguably marked the group’s first recorded use of classical elements. The group continued to experiment on a series of arrangements to various effects. For instance, â€Å"She is Leaving Home† its word and music are filled with recorded musical melodrama. The innovativeness never seemed to stop for the Beatles. For instance, the songs â€Å"I Am the Walrus† and â€Å"Lucy in the Sky with Diamonds: which has much influence of Indian classical music (Everett & Walter, pp. 45). The introducti on of the recorded music from the various instrument and the change of the fast beats to rather something sensational brought the change to the dancing style of the pop music. It became rather a piece of music to be listened to rather than be danced to. These are some of the variations of the music that was as a result of the Beatles constant innovation with experimentation using various ways of doing pop music. The Fab Four, while doing some of the concerts with their new genre of music such as â€Å"Revolver†.

Management And Personal Management Competencies Essay

Management And Personal Management Competencies - Essay Example This deed will make sure the sufficient and suitable corresponding among the organisational and the personal/managerial competences. No doubt, Khandwalla (2004) research results sketch management competencies which have been highly oriented in consecutive managers in dissimilar organisations around the planet. No doubt, the core competencies seem to be helpfulness enhancing" (p.12). Reliability has a huge impact on the aptitude to earn respect which eventually helps to mobilize scarce resources in hard situations. Planning aptitude and time management ability have exposed appositive effect for taking personal responsibilities. Team building skills are a basic source for helpful, effectual and relaxed environment. Before introducing the manger require for team job competencies. The author powerfully proclaims that personal traits, values, consider and attitudes are the core personal competencies which may improve or weaken one aptitude to manage others. So, self awareness, personal orientation, motivation, expressive aptitude etc' are to be firstly address and training focused in order to augment personal aptitude to perform, to learn and to take pleasure in his communication with the surrounding. (fields supportive concepts from :Bandura, A.(2000);Covey, S. (1988);Gardner, W.L. and Schermerhorn. (2004);Luthans, F. (2002). Myers, L and Tucker, M. (2005);Pajares, F. (2002) Robbins, S.P. (2001) and Updegraff, S. ( 2004). Skills And Values Required Of Professionals IF we analyzed then we come to know that dynamic and quick developed operational environment demands for expert and high possible personal traits and skills. No doubt, under these circumstances, performance fineness becomes personal and organisational proportional advantage. Khandwalla (2001) suggest, "Performance of the manager depends considerably on how well his/her multiple roles are played. In turn, how well these roles are played by the managers of an organization influences the performance of the organization" (p.11). Updegraff (2004), broaden the theory of the decision-making competence throughout join learning and the interface in the middle of people in the organisation. "If employees can assist employees make the mainly of their personal competence and achievement, it than follows that companies would stand to gain as well" (p.43). McLean, J and Davis, P (2000) emphasis the learning process from side to side relations when they wrote, "It is from side to side our relations (intrapersonal; inter-personal; intra-organisational and inter-organisational) that we attain all of our important personal, organisational and shared goals (p.1). Updgraff (2004) suggest, "The ability to build and uphold expert association is a vital part for personal efficiency" (p.46) Covey (1988) supports an extra point of view to the management capability when he writes, "When more than two persons are concerned in the win-win agreements the psychosomatic contact turn out to be a communal contract" (p.9). From the higher than information it is clear that decision-making effectiveness is a combination of personal skills and ecological pressure. The need