The Need for Simplification of the English Language as...

In his piece â€Å"Politics And The English Language†, George Orwell, best known for his allegorical satire Animal Farm and dystopian novel 1984 (Orwell), makes his case that modern day English is â€Å"ugly and inaccurate†, and must be simplified in order to be perceived as necessary dialect. He also adds that many modern day pieces have two commonalities, one being the staleness of imagery and the second being the lack of precision. Next, he gives examples of how writers, especially when dealing with politics, have a variety of the same tactics and have lead to â€Å"having a meaning and cannot express it†. These tricks include dying metaphors, operators or verbal false limbs, pretentious diction and meaningless words. The abuse of these tactics has†¦show more content†¦Orwell goes on to mention language in politics and how it is a â€Å"mass of lies† (p.786). He establishes that his concern with the language in politics is most alarming to him and states â€Å"This mixture of vagueness and sheer incompetence is the most marked characteristic of modern English prose, and especially of any kind of political writing† (p.779). A trend that is noticed throughout his piece is the social conditions and how it can affect ones language. Our surroundings, if negative, will have an effect on the way language is used. He makes the case that it becomes ugly and inaccurate because out thoughts are foolish, but the slovenliness of our language makes it easier for us to have foolish thoughts (p.788). His logical explanation centers on the five passages that were presented in the beginning of his piece, and he continues to reflect upon it throughout with the most significant issue being the author’s lack of meaning. His logical argument seems to be his strongest point. It is apparent that Orwell’s pathos argument is not as strong as his logos argument. However, he does use stories and testimonials to support his case . For instance, he gives an example from the book of Ecclesiastes and translates a passage of good English into modern English of the worst sort (p. 783). We see here the type of English that Orwell has an issue with. The effect of modern day English leads Orwell to believe that is piece

Notes on Colonialism and Imperialism - 1489 Words

Chapter 33 Notes * Foundations of empire * Motives of imperialism * Modern imperialism * Refers to domination of industrialized countries over subject lands * Domination achieved through trade, investment, and business activities * Two types of modern colonialism * Colonies ruled and populated by migrants * Colonies controlled by imperial powers without significant settlement * Economic motives of imperialism * European merchants and entrepreneurs made personal fortunes * Overseas expansion for raw materials: rubber, tin, copper, petroleum * Colonies were potential markets for industrial products * Political motives * Strategic purpose: harbors and supply stations for industrial†¦show more content†¦* Island plantations produced sugarcane, copra, guano * The emergence of new imperial powers * U.S. imperialism in Latin America and the Pacific * The Monroe Doctrine, 1823: proclamation by U.S. president James Monroe * Opposed European imperialism in the Americas; justified U.S. intervention * United States purchased Alaska from Russia in 1867 * Hawaii became a protectorate in 1875, formally annexed in 1898 * The Spanish-American War (1898-99) * United States defeated Spain and took over Cuba, Puerto Rico, Guam, and Philippines * United States backed Filipino revolt against Spain, purchased and took over the colony *Show MoreRelatedEssay on The Rise of Empire: British Imperialism1463 Words   |  6 Pagesan Empire which affirmed its spiritual and temporal independence. 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My Location Free Essays

My favorite location would have to be the Seawall In Sundae Okinawa, Japan. The Seawall can impact all your senses if you let it. This location impacts a few of my senses, sight, sound, and smell. We will write a custom essay sample on My Location or any similar topic only for you Order Now It is basically a wall 2 and half miles in length, and about 7 minutes away from the base, It gets better, right there In scenic view next to the ocean. How it impacts my sight is that it’s an awesome dive spot especially those who are beginners at diving. Once you suit up with the various gears for scuba diving, the wet suit, goggles, buoyancy control device, regulator, compass and alarm anus, you submerge in the blue water of the sea of the wall. Visibility under the water can get to 30 to 50 feet on a clear day and sometimes it depends on the weather and tide prior to the day you dive. I remembered my first dive as If It was yesterday; during my certification I saw the various wild life animals at 60 feet under sea water (SF). The wild life includes, bright colored coral, which was a mixture of mostly red, yellow, green, and pink. Sea creatures like octopus and squid that comes out only at night, you can also see crabs, tapeworms, and tropical fish. Looking at all his and feeling weightless at 60 feet under water is a very relaxing feeling one would have to experience. After a dive heading back up the steps of the Seawall your sense of smell is awaken to the delicious smell of Japanese cuisine coming from the restaurants. My stomach would immediately start to grumble, the aroma of the favorable Japanese food would distract me, and cravings would begin for tertiary foods that you wouldn’t even have time to change from your wet suit. Your eyes and stomach promptly lead you to the nearest restaurants for an afternoon cuisine. Either sitting on the Seawall or sitting from one of the restaurants and enjoying the sound of the ocean, the waves crashing against the wall can be used as a good stress reliever. When I’m trying to cope with stress at the end of the day will go sit on this wall and hearing the sound of the ocean puts my mind at ease. As if I close my eyes I think I’m on vacation, I can dream, can’t I? The Seawall in Sundae is a main attraction, sometimes I wish I had one of the apartments Just a stone throw away from it. The Seawall can stimulate all the senses if you let It. I see people Jog along the walls to improve themselves for a healthier lifestyle. You can see peoples holding hands at night admiring the stars, watching, and listening to the water crashing along the walls. Divers use It as one of the perfect spots for entering the water calmly and getting a closer look at the marine life. For me it stimulates my senses as well as many people on the island of Okinawa. My Location By unmanning My favorite location would have to be the Seawall in Sundae Okinawa, Japan. The about 7 minutes away from the base, it gets better, right there in scenic view next to diving, the wet suit, goggles, buoyancy control device, regulator, compass and air theater and tide prior to the day you dive. I remembered my first dive as if it was mostly red, yellow, green, and pink. Sea creatures like octopus and squid that comes foods that you wouldn’t even have time to change from your wet suit. Your eyes and a good stress reliever. When I’m trying to cope with stress at the end of the day I will close my eyes I think I’m on vacation, I can dream, can’t l? Stone throw away from it. The Seawall can stimulate all the senses if you let it. I see water crashing along the walls. Divers use it as one of the perfect spots for entering How to cite My Location, Papers

Managing Change

Question: Write an essay on "Change Management Strategies". Answer: Introduction The essay discusses the change management strategies that can be employed in an organization setting to introduce innovation (Awad et al. 2013). In this paper, a plan has been discussed for introducing Telehealth services in a health care organization i.e. the Mental Health Division of St. Vincents Hospital. The adoption of change management strategies and innovation are interrelated phenomenon (Cho et al. 2012). If the organization introduces innovative processes or services within the organization, the existing organizational structure would be affected and require change. Innovative ideas can be implemented within the organizations by introducing change (Cameron and Green 2015). Change management concept Change management can be defined as a process of bringing required changes in the way employees within an organization undertakes various roles and responsibilities (Mitchell 2013). The desired changes within the organization can be brought by introduction of new policies, procedures, and methods that people follows to perform a task or responsibility (Hayes 2014). Hence, change management can be understood as a procedure or a guiding principle that enables the people in the organization to prepare and equip themselves for the change process.The process change management is initiated after observing the type of changes that are required. There are different types of changes in the organization such as operational change, strategic change, cultural change and political change (Benn et al. 2014). Further, change management can be divided in two types; employee change management and organizational change management. Change management consists of three important stages understanding the nature of change, planning the change management process, and implementing and communicating the change. First, the organization needs to understand what changes it wants to achieve, for instance, the implementation if Telehealth services at Mental Health Division of St. Vincents Hospital are an innovation that the organization wants to implement. Once the nature of change is understood, the hospital administration is required to plan various strategies to implement the desired change and communicating the requirement, benefits of change and expectations from the employees in making the change a success (Oreg et al.2013). Change management and diffusion of innovation Diffusion of innovation on the other hand aims at explaining how, why and at what rate new technology or ideas can be implemented in an organization (Cho et al. 2012). Diffusion is the process by which an innovation is spread and communicated within the organization (Cummings and Worley 2014). In this study, the organization has implemented Telehealth services as an innovative solution for patients. In order to, successfully implement the innovative solution, the organization needs to communicate the desired changes to the staffs and other stakeholders and device strategies to implement the change in defined period(Awadet al.2013). Further, to implement the change (innovation), social systems plays crucial role (Hayes 2014). Social systems include external influences such as mass media, government mandates; and internal influences such as change agents and/or opinion leaders (Hornstein 2015). In order to implement Telehealth services in the Mental Health Division of St. Vincents Hospital, internal influences will have greater influence to make the desired change in the organization (Benn et al.2014). Opinion leaders are well known individuals in the organization that have the ability to influences the opinions of others on the subject matter for which opinion leaders are known. Similarly, change agents are individuals who are experts typically experts in their domain and can bring desired changes in the organization by providing counseling, training, and assisting other individuals in the organization to achieve desired level of change to implement the innovation (Cho et al. 2012). Outline of the change management process In order to implement change the organization has to develop strategies to introduce change in a systematic manner so that there are no resistances and the desired results achieved (Benn et al. 2014). There are different approaches to change management but the overall objective of change management process is to communicate and prepare employees for implementing desired change so that there is little resistance from the employees and the new process or system (innovation) are effectively incorporated into the organization (Becker et al. 2013). Proposed change management structure of Lippitts seven step change theory: Lippitts seven-step change management theory is focused on the role of a change agent (Cummings and Worley 2014). The organization has implemented the right change after observing the key requirements of change. There are seven different phases in Lippitts seven phase structure. Phase 1: The managers have to identify the issues of the existing management structure and develop the requirement of the change management structure. The organization has identified Telehealth, which is to be implemented (Emani et al.2012). Phase 2: The managers establish the change relationship in the management structure. The managers motivate the employees and identify the capacity of the organization for change (Mitchell 2013). Phase 3: The managers evaluate have evaluated the resources of the health care organization. The administrative has motivated the managers for the change agent (Tedeschi 2013). Phase 4: after that, the managers define the progressive stage of change for the management structure (White 2016). Phase 5: The managers ensure the role and responsibility of the change agents (White 2016). Phase 6: The managers maintain the change in the management structure through communication, feedback and group coordination (White 2016). Phase 7: The managers gradually remove the change agent from the relationship. The changed part thus becomes the part of the management structure (Cummings and Worley 2014). Change management structure through the ADKAR model The ADKAR model is based on the five key strategies to implement change within an organization (Awadet al. 2013). This model can be used by the organization to ensure Telehealth services are effectively implement and incorporated. This model presents five stages that can be used by the organization to implement Telehealth services in the organization (Mitchell 2013) Awareness: employees (or people) who are affected by the change must be made aware about the reason of change (Hornstein 2015). In order to create awareness about the implementation of Telehealth services, the management can conduct brainstorming session, focus group interviews and personal interviews to educate the employees and solicit desired responses from them. Desire: desire refers to engaging employees in the change process to minimize any possible resistances (Hornstein 2015). It is human tendency to resist change, similarly in the St. Vincent Hospital, not all the employees would welcome change. Therefore, it is important for the management to develop strategies to induce desire for change among the employees; this can be achieved by implementing motivational programs to boost employee desire to participate in the change process. Knowledge: knowledge refers to imparting required level of skills and knowledge about the change through coaching or training (Hornstein 2015). Sometimes, employees resist change because they think that they do not possess the desired skills that would be required after implementing an innovative idea or change in the organization. However, the management can easily eliminate such resistances by providing special training to employees to develop skills that would be required for implementing change process. Ability: is implementing the change and developing required skills to ensure its success (Hornstein 2015). Other then training, management can prepare its own capabilities by being innovative and developing a learning organization to keep resources updated and thereby, staying ahead of competitors. Reinforcement: It refers to ensuring the desired change is maintained, it includes evaluation of effectiveness of change and taking correcting actions if required (Hornstein 2015). Once the new process is successfully implemented into the organization, the management is required to take evaluative measures to identify the extent of change is accepted by the employees. Further, the management is also required to devise strategies to prevent the situation of slipping back to the earlier condition Kotters 8 step change model Another model of change that can be used by the organization to implement proposed change (Telehealth services) in the organization is Kotters 8-step model discussed below Step 1: Create Urgency By creating urgency, the organization can influence and motivate its employees to understand the importance of desired change and solicit positive responses from them to initiate change process (Kotter 2012). Step 2: Form a powerful coalition It is convincing people that change is necessary. This stage requires organizational leaders, opinion leaders or change agents to communicate and convince employees that change is important and leading them through the change process so as to avoid resistances (Kotter 2012). Step 3: Create a vision for change this step requires developing values central to change and developing strategies to execute the change (Kotter 2012). Stage 4: Communicate the vision once the change vision and strategies are formulated, it is important to communicate that vision to the employees so that they can understand the management point of view (Kotter 2012). Stage 5: Remove Obstacles This stage includes identifying possible areas of resistance, employing the services of change leaders, and developing strategies to overcome such obstacles (Kotter 2012). Stage 6: Short-term wins change is a long term and continuous process; therefore, it is important to create short-term targets and rewarding employees once these short-term targets are achieved. This motivates employees and assists in achieving desired change (Appelbaumet al.2012). Stage 7: Build on the change Once the desired levels of change are achieved, it is important to take actions to build upon on that change. Change is a continuous process and requires constant up-gradation (Kotter 2012). Stage 8: Anchor the change in corporate culture Finally, to make the change stick, it should become part of organization core culture, therefore, it is important to make sure that organizational leaders are continue to support change (Hickman and Ojo 2014). Conclusion From the above discussion, it can be concluded that change management is a long term and continuous process. In order to implement Telehealth services into the Mental Health Department of St. Vincent Hospital, the management has to understand change management models and role of change agents and opinion leaders. The administrators of the health and social care organization have implemented the change management strategy. The management has followed Lippitts seven-phase structures and ADKAR model. In addition, Kotters eight step change model has also been discussed that can be utilized by the management to bring desired change into the organization. The change management structure will help the healthcare organizations to redevelop the workforce structure and improve the service of the organization. Reference list: Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model.Journal of Management Development,31(8), pp.764-782. Awad, R., Sherratt, S. and Jefferies, M., 2013.Proposing a new model for organizational change management.Change Management: An International Journal,12(3), pp.17-28. Benn, S., Dunphy, D. and Griffiths, A., 2014.Organizational change for corporate sustainability.Routledge. Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change.Kogan Page Publishers. Cho, Y., Hwang, J. and Lee, D., 2012. Identification of effective opinion leaders in the diffusion of technological innovation: A social network approach.Technological Forecasting and Social Change,79(1), pp.97-106. Cummings, T.G. and Worley, C.G., 2014.Organization development and change.Cengage learning. Emani, S., Yamin, C.K., Peters, E., Karson, A.S., Lipsitz, S.R., Wald, J.S., Williams, D.H. and Bates, D.W., 2012. Patient perceptions of a personal health record: a test of the diffusion of innovation model.Journal of medical Internet research,14(6), p.e150. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hickman, S. and Ojo, O., 2014. Implementing Early supported discharge, Chronic Obstructive Pulmonary Disease, Community, Primary care, Multidisciplinary team, Change management, Kotter's 8-step Model.GSTF Journal of Nursing and Health Care (JNHC),1(1). Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Kotter, J., 2012. The 8-step process for leading change.Kotter International. Mitchell, G., 2013. Selecting the best theory to implement planned change: Improving the workplace requires staff to be involved and innovations to be maintained. Gary Mitchell discusses the theories that can help achieve this.Nursing Management,20(1), pp.32-37. Oreg, S., Michel, A. and By, R.T. eds., 2013.The psychology of organizational change: Viewing change from the employees perspective. Cambridge University Press White, K.M., 2016. Change theory and models: Framework for translation.Translation of Evidence into Nursing and Health Care..