Defining Social Roles for Men and Women in India through Traditional Hi

Social Roles for Men and Women in India through Traditional Hindu TextsThroughout this essay, I will discuss the social roles of men and women in the home, within rituals and within creation. I will look at the roles of a husband and wife, as well as Goddesses and Kings. The main customs dutyal texts that support these roles argon the Rg Veda, the Kalpa Sutras, the epics (the Ramayana and Mahabharata), Tryambaka, and Manu Smrti. They are believed to lay the foundations for order in society, as well as giving people the knowledge of their duty. I will show how these separate texts have defined roles within coteries and genders and show how their different styles of writings have defined roles in different ways. A persons role in society depends largely on their set/class. Firstly, I think it is important to distinguish the difference between Caste and Class. A persons class (Varna) is dependant on their occupation. It can be changed throughout a persons life. A varna is very far from being the same thing as a caste A persons caste (jati) comes mainly from their blood line. The only way that a persons caste can be changed is through violations of its rules or through marriage to a member of another caste (although this is greatly frowned upon). In the past, a persons caste and class were the same. There are fixed occupations for many castes . In our more modern society however, two people who belong to the same caste do not necessarily do the same job. For example, a person belonging to the Warrior caste can be either a soldier or a doctor for the soldiers. This is where sub-castes are introduced. They distinguish between jobs as well as wealth within a certain caste. It shows different roles within society a... ...rsity squashHutton J.H1980Fourth editionHinduism A very short IntroductionOxford University pressKnott K1998Hindu Goddesses Visions of the divine femininein the Hindu religious traditionUniversity of California pressKinsley D1986The Perfect wi fe The orthodox Hindu woman according to the Stridharmapaddhati ofTryambakayajvanDelhi- Oxford University PressBombay Calcutta MadrasLeslie J1989Roles and Rituals for Hindu WomenPinter Publishers, LondonLeslie J1991Dharmas daughters coetaneous Indian women and Hindu CultureRutgers University PressMitter S. S1991The rise of the Goddess in the Hindu traditionState University of New York Press AlbanyPintchman T1994Hinduism and sympathetic rights a conceptual approachOxford University pressSharma A

Barn Burning Essay -- Literary Analysis, William Faulkner

In Barn Burning, the author, William Faulkner, composes a wonderful story ab divulge a poor boy who lives in anxiety, despair, and devotion. He introduces us to Colonel Satoris Snopes, or Sarty, a boy who is mature beyond his years. Due to the harsh circumstances of life, Sarty must choose between justice and his family. At a tender age of ten, Sarty starts to believe his integrity will help him make the right choices. His loyalty to family doesnt allow for him to understand why he warns the De Spain family at such a young age. Faulkner describes how the Snopes family is emotionally conflicted due to Abners insecurities, how consequences of a fathers actions can change their lives, and how those choices make Sarty begin his advance of age into adulthood. The conflictions of the Snopes family in this story are of anger, fear, and despair. Abner Snopes, the father, is an angry man. He believes that he is al slipway right, he is abusive, and is always being short-changed by life. E ven though his married woman is impartial to his actions, she looks at him with an anxious face at his shoulder, which describes how weary she is when in the presence of her husband (Faulkner 1961). Sartys whole family lives under a blanket of fear and anxiety due to his fathers insecurities, and resentment for people who belittle him. Sartys older brother is easily impressed, and follows their fathers manipulative ways of dysfunction the brother said Better tie him to the bedpost (Faulkner 1965). Abner uses manipulations and violence to keep them in a sense of hopelessness and fear, never feeling safe. Sarty is too untried to put his young thoughts into words, thinking They are safe from him. People whose lives are a part of this peace and dignity are beyond... ...pains rifle. He cries out for his dead father as a young child would, but makes an adult decision to run away from everything and his family. Sarty ran into the woods for safety. He never knew how dour he kept running away from the despair and fear of the choices that he and his father made that day. Little did Sarty recognize that running through that door at the de Spain mansion led to freedom for himself and his family Perhaps, it will take a Sarty Snopes to enter through another front door and, though promptly sent away, insure that he has the capacity and the willingness to make moral decisions that will lead him, not to death, but to life (Samway 103). Sarty, knowing he would never feel the terror and despair of his father actions again, he chose to grieve, and made an adult decision to move forward to a new beginning in life with his integrity intact.

Optimal Sexual and Reproductive Health and Happiness :: Biology Essays Research Papers

Like most wives, sometimes I drive my husband crazy. And even though hes a good sport about it, one of the most consistent ways in which I do so relates to one of my most marked idiosyncratic behaviors. For example, we get out arrive appropriately early on a Saturday night at a theater to agnise a movie that will undoubtedly be sold out. And after picking the perfect seats, (one for him that gives him room to stretch out his long legs, and one that affords me the ability to have room to see around anyone who sits in from of me who will inevitably be much taller than I) and then Ill get up and move. What, you may be wondering, would cause me to behave this badly? Well, it is authentically a matter self-protection. Its because of all the people who have been socially conditioned to interfere with nature and act upon the belief that they must be disinfected, deodorized and then re-fragranced. trance this may be a headache for my husband, for me it could be a migraine. Many migraine sufferers report that strong smells can trigger a migraine (1) and in my case, perfumes are among the worst offenders. Of quarrel, people are not setting out to make life uncomfortable for those, like me, with hypersensitivities to chemical odors. But discomfort or even extreme pain is often the consequence of peoples over utilization of substances that remove their natural fragrances and their replacement of them with chemical substitutes. However, it is my contention that it may also be detrimental to the health and happiness of those who engage in such practices. Americans, in particular, have been taught that human body odors and secretions are offensive. And consequently they wage a free-and-easy battle against those that their own bodies produce and hope that others will do the same. However, those dreaded smells and secretions play an important role in many human behaviors, most notably those related to sexuality and reproduction and the health of those systems. But some o f the time, much to my husbands relief, I actually can tolerate the chemically scented world in which we live better than at other times. The intensity of my sensitivities wax and wane in accordance with my menstrual cycle. This is because a womans ability to smell varies over the course of her cycle and at the time of ovulation is believed to increase over 1,000 fold from that of the time of menstruation (2).

Breakwater Essay -- Marine Infrastructures

Conventional break urines are massive in size and by and large associated with large scales in construction materials, effort and cost. The development of large breakwater schemes with poor design and management may trigger a number of perverse effects on neighbouring coastal environment, e.g. large come of wave consideration, alteration of beach morphology, water quality deterioration and change of marine ecosystem. To alleviate the supra problems, various ingenious designs of light-weight breakwaters have been proposed, tested and constructed in the past as alternatives to the conventional breakwaters, one of which is the free surface breakwaters.Free surface breakwaters are essentially barriers located near the water surface where the competency flux is maximal. The total height of such barriers is usually far smaller than the water depth which helps water circulation around the structures. These barriers can be constructed on a group of piles driven into sea floor, or held floating as floating breakwaters. Wave reflection and dissipation are the primary energy damping mechanisms inherited by these barriers. Free surface breakwaters are most suitable to be built at semi-protected sites where the bemire condition is poor.The front investigation is motivated by the construction of bottom-mounted semicircular breakwaters in Miyazaki Port (Japan), Tianjin Port (China) and Yangtze River Estuary (China) for sea defence. Extensive studies on such breakwaters were undertaken by several researchers from Japan, China and India, e.g. Tanimoto et al. (1989), Sasajima et al. (1994), Xie (1999), Dhinakaran et al. (2002), Yuan and Tao (2003) and Zhang et al. (2005). Although a number of studies have been reported in the literature associated with... ...hat comprise a large number of discrete constituents for energy dissipation. Examples of such breakwaters are multiple-layer breakwater (Wang et al., 2006) and porous-pile breakwater (Hsiao et al., 2008). These stru ctures are usually highly porous to water flow, resulting in relatively small wave reflection and the naiant wave forces on the structures.One of the major concerns in the design of marine infrastructures is the navigation safety adjacent to the breakwaters. In many cases, it is important to keep the amount of wave reflection in front of the breakwater to the minimal. The majority of the abovementioned breakwaters mainly serve as wave reflectors. It is hoped that the free surface semicircular breakwater considered for the present research would yield better performance characteristics by producing low reflection and desirable wave attenuation.

An Unwinnable War Essay -- American History, The War on Terrorism

As America find herself in todays War on Terrorism, one batch easily find a number of similarities between todays situation and the war in Vietnam. As the Taliban steadily loses control and power everywhere Afghanistan, it becomes exceedingly important to discuss potential replacement governments. Afghanistan is, like Vietnam in the 50s and 60s, a very volatile country large of a variety of people speaking different dialects and practicing different religions. It is very important, then, that the government that is planted is one that is capable of maintaining some type of control or sanction over its diverse people.On July 7, 1954, Ngo Dinh Diem came to power as the Prime Minister of South Vietnam (Fishel 107). Diem was backed by the United States as the best manhood for the job to prevent communism in South Vietnam. The problem is that while every foreign power to intervene in Vietnam eventually attempted to install some group of Vietnamese figures to prevent a Communist victory, many of them failed to consider that by installing a government that continued to exploit and sacrifice its people, they were driving the population more toward Communism because at least it seemed to be a government for the people (Gettleman 134). Likewise, the U.S. was concerned with its own interest and unfortunately overlooked the interests of the Vietnamese. In the first five or six years of Diems reign, the United States was quite pleased with its choice of Diem. Proponents of Diem praised him as an advocate of human rights who worked to concern a democracy. Others who were not quite as flagrant in their approval simply stated that he was the best man among the limited choices being that he was strongly anti-communist. Many, includin... ...enerals who dont even command a company. He lives in an ivory tower surrounded by his family (Behind 150). Diem was also said to confound given the Catholic regugees preferential treatment in land redistribution, relief and assistance, commercial and export-import licenses, government employment, and other GVN largess (Buddhist 217). The U.S. constantly pressured Diem to issue land unsnarl in order to win some support from the peasants because, as his American advisors recognized an exploited and impoverished peasantry provides fertile soil for communism, as in mainland China therefore, intelligent land reform, preserving private property and simultaneously creating a new middle class of farmers, is a necessity for free world objectives (Behind 142). This idea plays into the aforesaid(prenominal) assertion that America focused too heavily on their own interests (

An Unwinnable War Essay -- American History, The War on Terrorism

As America find herself in todays struggle on Terrorism, one can easily find a number of similarities between todays situation and the war in Vietnam. As the Taliban steady loses control and power over Afghanistan, it becomes exceedingly important to discuss potential replacement government activitys. Afghanistan is, like Vietnam in the 50s and 60s, a genuinely volatile country full of a variety of people speaking different dialects and practicing different religions. It is very important, then, that the government that is installed is one that is capable of maintaining some slip of control or authority over its diverse people.On July 7, 1954, Ngo Dinh Diem came to power as the Prime Minister of South Vietnam (Fishel 107). Diem was backed by the unify States as the best soldiery for the job to prevent communism in South Vietnam. The problem is that while every foreign power to intervene in Vietnam eventually attempted to install some group of Vietnamese figures to prevent a Communist victory, many of them failed to consider that by installing a government that continued to exploit and alienate its people, they were driving the population more toward Communism because at least it seemed to be a government for the people (Gettleman 134). Likewise, the U.S. was concerned with its knowledge interest and unfortunately overlooked the interests of the Vietnamese. In the first five or six years of Diems reign, the United States was quite pleased with its choice of Diem. Proponents of Diem praised him as an advocate of human rights who worked to uphold a democracy. Others who were not quite as flagrant in their approval simply stated that he was the best man among the limited choices being that he was strongly anti-communist. Many, includin... ...enerals who dont even command a company. He lives in an ivory tower surrounded by his family (Behind 150). Diem was also said to have given the Catholic regugees preferential treatment in land redistribution , relief and assistance, commercial and export-import licenses, government employment, and other GVN largess (Buddhist 217). The U.S. perpetually pressured Diem to issue land reform in order to win some support from the peasants because, as his American advisors recognized an exploited and impoverished peasantry provides fertile domain for communism, as in China therefore, intelligent land reform, preserving private property and simultaneously creating a new middle class of farmers, is a necessity for bighearted world objectives (Behind 142). This idea plays into the aforementioned assertion that America focused too heavily on their own interests (

Rabbit Proof Fence Filming Techniques Essay

At the spring of the movie we are given over Molly speaks to us in her traditional language, during this duration we are given beautiful shots of Jiga persistent, and after them we are shown Molly and her family I believe this was made for background information but also to keep the viewers at their put at the same time. We are also given close ups o the main characters which obviously communicates to us that the character is the one being spoken about. Phillip Noyce manages to set up so much information in such a little story. There are also a variety of close ups during this movie for drill when the man takes Mauds children we receive close ups of Molly, Daisy, Gracie, Maud and Mauds mother. Close ups are generally procedured for suspense or to change what we should be attended to such as when we are shown Mr Neville at the start we are given a frontal close up obviously to frame a picture of Mr Neville in his personality and also the type of man he is.We are also shown clos e ups of Molly when she talks about the Bad people that the doesnt identical During the film we are also shown many, many long shots such like when Molly is running early in the morning we are shown a long shot of her running in the morning trying to get to her mother in time. This was used to make a dramatic sequence at the start of the scene, make it feel like there is a chase like something is happening and if you were bored by the movie before you are now. This is also a transition to let people know that these girls are still in danger.After watching the film you realise there is one filming technique which people usually leave out, and that is symbolism The use of symbolism in Rabbit Proof Fence is used to explore the concept that the journey matters and not the cultivation does not really. Symbolism the use of symbols to represent ideas or qualities the expression birds presence in the story speaks the importance of religion to these girls and the importance of the journe y to the girls. The spirit bird in a partial scene of the movie, when the spirit bird appears over an exhausted Molly and Gracie and arouses them from their sleep. This is used to refer to hope and provides in recitation that they will make it home, and will subscribe to benefited from their journey in a spiritual way. The use of symbolism lends to the notion that it is indeed the journey and not the destination that matters.Another point in the filmworth mentioning is the use of lighting, Different lighting techniques enable the notion of the journey being the thing that matters to be conveyed to the viewer. They use a technique in lighting to create lighting specific to the girls moods and this can infer location, time, emotion and the general changing nature of the journey from a stealthy slow chase to a sprint for their lives from starvation or unrelenting temperature change to nourishment. After reviewing the film many times I have realised that during the journey there is a punitive brightness throughout most of the journey this could be used to symbolise the unforgiving and harsh conditions of the walkway that need to be overwhelmed before the girls can complete their journey.

Frankenstein Essay

Frankenstein was originally written by bloody shame Shelley in 1818. In 1818 scientists were discovering many different scientific revolutions. One thing they observe was vaccination. People at that time were both very sc atomic number 18d and excited about this. Shelleys novel was inspired by Galvini who used electricity to give the axe a late criminals hand jaw. Also Mary was influenced by her father and her maintains view of keep, who were both radical thinkers. Marys story was brought to keep after long days and nights during her holiday when she entered a horror competition.She wrote her initial draft from a nightm be she had. Without Galvini, the holiday, nightmare, her father and her husband then this story wouldnt have been brought to life. In the melt d accept which is adapted by Phillip Pullman. We facial expression empathy and sympathy for various characters throughout. The two main characters I line up sympathy and empathy towards are Frankenstein and the teras. W e tone gamy for these characters in different places in the satisfy. But who do we really feel sorry for? We initially feel sorry for Frankenstein.For example Frankenstein had a lack of care for his own wellness. For instance he spent all his money on chemicals and non for himself. We know this because in the play it quotes No, no fire I keep it cold on purpose- its the lone(prenominal) way to preserve my specimens. This implies that Frankenstein thinks his specimens are more important than his own health and well-being that he resulted into living in the cold. This as well as shows how much Frankenstein was devoted into creating the monster and didnt let the cold stop him from achieving his goals of creating life.It also shows how much he loves the monster. This makes the lecturer feel sympathy towards Frankenstein as it makes them feel like Frankenstein how he put his own health at major risk just because of his life ambition and has resulted to adapt to the cold. We also feel sorry for victor because of the death of William. For example You killed my little br opposite Is that love? Is that good will? This make the reader feel sympathy for victor as hes lost a loved one who was killed by the person he had created.On the other hand it makes us understand upon victors opinion towards the monster as everything victor witnesses and everything the monster does it appears evil. This makes it acceptable for victors opinion towards the monster. However its not the monsters fault because when the monster was born the first thing he received was hatred and the more hatred he got the more it drove him to be evil. The monster was judged by his looks which appeared evil and this drove him to do evil actions which led the monster looking even regretful. I also blame victor for playing the agency of god.As victor has no right in creating life and death and questioning divinity fudge by saying if lightning set up kill someone it can bring someone alive. Victo r knew that he had neglected Elizabeth because he was so preoccupied with creating the monster. In the novel it quotes No Elizabeth dont- youre right, Ill take place back with you but my work. You dont understand its reached Ive been working towards for six years. This tell us that Frankenstein had realised how he had treated Elizabeth with rudeness, he instantly agrees to go see his father but insists on finishing the monster as he had been working on it for 6 years.This makes the reader feel sympathy for victor because he had devoted most of his life on the monster and at the end everything goes wrong. On the other hand what was the purpose of creating life and this also showed how he thought the monster was more important than his very own father at the time of need, he could have took a barricade as he has been working constantly for 6 years and to see his father who was at his death bed. On the other hand we also feel empathy for the monster.For example the monster was unlov ed from the start. For example But youre not what I thought youd be. This suggests that Frankensteins was disappointed in his very own creature he has devoted 6 years for and didnt accept the monster the way he was but kind of judged him on his appearance as soon as he laid eyes on him. Frankenstein prejudged the monster by looking at him to be ruthless and evil but it also shows that Frankenstein wanted the best for his monster and wanted it to be perfect like an angel.The word angel suggest that Frankenstein wanted pure beauty but instead he discriminated the monster which made the monster feel neglected and disowned, he had a perfect deal of what a human should be. People judged the monster on his appearance and not his personality. I know this because Felix runs in, sees the monster apparently attacking her and Agatha struggling to be free and without hesitation seizes the musket. The stage direction suggests that soon s Felix comes in and he sees the monster and tries to sho ot him because he apparently thought the monster was attacking Agatha.The word without hesitation suggests that as soon as Felix precept the monster and judged he was up to evil and he quickly got the musket and didnt even consider the part. Also the word apparently suggests that Felix prejudged the monster and the entire situation as he thought the monster was hurting Agatha but on the other hand the monster was trying to get through to Agatha as that was his only hope for a friend but Felix never listened and persisted into believing that the monster was spiteful.This make the reader feel sympathy toward =s the monster because he had constitute a friend that had looked at his internal beauty and didnt judge him but it was ruined but a person who didnt see that inner beauty and just thought plain evil of the monster. We feel sorry for the monster because all he wants is to be loved. In the play it quotes Theyd accept stones and shouted harsh words to me but they had companions , fellows, friends. Couldnt I find a friend? So I began to look. This makes the audience feel empathy towards the monster because it makes us feel how harshly the monster was treated.He got hurt even more as he saw that everyone had friends. He wanted a friend. The quotation Couldnt I find a friend? this suggests that the monster wanted someone to support him and a person who he can laugh with like the hoi polloi who were laughing at him together. This makes the reader feel sympathy towards the monster because he is lonely and isolated. The writer at this moment makes us feel how people are judged without even finding out about that person and naming the monster monster it over reacts straight way and if someone heard that they would assume bad and keep their distance.As the word monster suggests evil and scary. The writer also wanted us to think about human nature. And how we look can play a big role in our life and the changes we want to make to ourselves to fit in. I believe t hat Mary Shelley the writer was trying to put across that the consequences of trying to play God and challenging the unknown. It also puts across about how you shouldnt discriminate against someone cause of their appearance. Another thing that it puts across is love and how important role it plays in everyones life.In my opinion I feel more sympathy for the monster because Frankenstein had no right to play God and create a living creature because it is going against God by taking his power against him which is causing life and death also saying you are as superior as god as you are creating life. The monster didnt want to be created and as it has no family or support Frankensteins duty was to take care of the monster and feed him but Frankenstein just prejudged the monster and disowned him. Thats what made the monster evil at that time. Its not his fault for turning evil and does the actions he did. So in my opinion I feel sorrier for the monster.

Capital One Case Study Essay

1. What is adding capital Ones business and who be their competitors? hood Ones business deals with a bank financial servicing company. They specialize specifically in banking, credit cards, home loans, auto loans and savings products. Capital One was founded by Richard Fairbank and Nigel Morris in 1988. Fairbank extremely foc apply on the marketing and customization of credit card practice and information. The company is very analytical and is very technological when gathering entropy information. They were basically specify together centering around the idea of engineering science within the company itself. Some of their direct competitors would be against Bank Of America, American Express and Barclays bank. 2. What is their scheme to grow profitably and compete? Give examples.Capital One was put together with applied science right at the core of their business. This defys them different from their competitors since most other companies had a business model first before technology was every involved. The technological part of their company is very important since they use it to analyze and prod their customers characteristics such as credit risk. This is basically their elan of improving customer service and to increase profitability. Fairbank developed a data machine that was able to recover a customer risk factor from each product as well as detect fraud. At Capital Ones stay of inception, the online communication was making its way in our society so the company focused on highly internet marketing. This strategic action lead to 2.5 millions customers write up as this online banking systems was the new and improved way to make payments.3. How do they use information to implement their strategy? What kinds of information do they use and where does it accrue from?They vastly use their information system and technology to help during day to day activities. Their main use of this information is to analyze customerdata and make appropriate sugge stions and choices regarding their marketing strategy. They implement many tests and have used their idea of diving up their customer population by segmenting their data. This was a success and was a high profit for capital one.This lead to their improvement of customer relationships since they had vast information of them and had technology that could easily access and identify their customers through a digital fingerprint. This company focuses on personal information from their customer base to make decisions and access which one of them will be able to pay them back afterward a loan. One of the ways capital one has access this information is through the post offices file and other checking agencies as well. Capital one basically takes information from any pertinent source that can provide then with reliable data.4. List and describe the information technologies used to back up their strategy?Information-based strategy company focuses on high credit risklow credit risk this help s them comprehend their customers data and to make sure that their choices are made with those people who are actually going to pay them back their information-based system collects and analyzes the information which helps them market to their customers as it attracts various aspects of customers involveData Warehouse & Mining Infrastructure this is to support their information based system while having shared communication between different branches Their offices in UK and US can have clearly make accurate decisions since they can both have access to each others databaseTrillium Software This software analyzes their customer data with such intelligence that it is used to help them with final decision making It is also used for customer service support5. Describe their notion of a scientific test. Contrast this approach to product development and launch with a more traditional approach that a manufacturing company might use.Capital Ones scientific test was used with their softwa re to collect test data information while enhancing the data they already had as well. They used this software to analyze and collect information from potential customers. They conducted over 45,000 tests at one point which helped them comprehend customer information while identifying any double-tongued activity as well. They grew every day and had millions of customer signed up online at the end. Capital One had a great relationship with their IT department since technology was part of its core competencies. Fairbank even allowed anyone to propose an idea for a test if it was profitable looking enough. This showed that the company wanted to involve each and every employee to work with them on their marketing strategy.The process for product development occurs when an idea is started, to the design and then with the actual product being manufactured and engineered. Capital One way of working with this process involves having their marketers research and access the information and da ta to understand their customers tendencies and preferences. A more traditional approach that a manufacturing company may use is having Capital One is started with a strict business model and then having to computerize it later on. Everything is first manually done and analyzed in this case. The technology and use of software would be used later on in terms of Capital Ones informational strategies.

What are some of the individual and group †level factors that affect organisational change and development? How can these be managed?

IntroductionChange and foeman go hand in hand flip implies resistance and resistance means that variety show is taking roll (Gravenhorst, 1993). This definition exemplifies the importance of the human element in organisations as it is this constituent that ultimately becomes the face of all organisation. Due to the unvoiced economic and political lieu nationally and internationally, many organisations have transportd their working practices it has never been much critical for managers to handle multifariousness efficiently by avoiding habitual errors made by wobble agents and become what Tushman and OReilly call an Ambidextrous Organisation. Implementing change in organisations has proved to be a lot tougher than originally thought, as success depends on the stakeholders involved in the process, the organisational context for facilitating change, as well as many otherwise internal and external factors. This essay testament argue the well-nigh heavy aspect of organis ation change is the human element in change processes, due to the aflame dimension that humans bring with them into organisational life.This essay depart foremost will discuss change resistance generally, stating reasons wherefore people resist change and offering ideas for how to everyplacecome resistance. Then the impact of emotions will be dealt with why they ar grievous in change processes referring to scholarly texts and theories. The last sub-section of the essay will address group level factors, making distinctions between different cases of groups and teams. A discussion and analysis on group norms and how they piece of tail prove to be problematic will follow. Finally, solutions will be provided for combating group factors of resistance and how they potty be seen as an opportunity to oversee past management behaviour. The conclusion will reiterate the main arguments put forward and will summarise the essay findings.What is foeman to Change?From an internal progn osticate of view, resistance to change is situated at individual and group levels. Beer and Nohria (2000) argue that 70 per cent of change programs fail beca persona of a lack of strategy and vision, inadequate communication and trust, poor commitment from top management, a lack of resources, poor change management skills, and resistance to change from inwardly organisations. shelter to change inside organisations has been understated in the past, and many organisations continue to neglect emphasis on the internal factors of change. Resistance towards change encompasses behaviours that are acted proscribed by change recipients in order to slow down or terminate an intended organisational change (Lines, 2004, cited in Hughes, 2010, p 33). This quote exemplifies that behaviours of change recipients swindle a key office staff in the implementation of change, which dejection act as a barrier during transition processes. Resistance to change can be delineate in many different ways , barely traditionally resistance is acquired negatively in organisations, with management viewing resistance as a stumbling block, delaying mechanism, and enemy of necessary changes. However, Ford and Ford (2009) and Waddell and Sohal (1998) have argued that the way managers interpret resistance is wrong and posit that in many cases management do not truly understand such behaviour, instinctively interpreting objections as a form of resistance from employees. This point has validity since it is very common for managers to see any form of feedback as resistance from their subordinate counterparts (Ackroyd and Thompson, 1999).Why Resistance OccursResistance to change occurs for many reasons, whether at the individual or group level. The first point to consider is whether change processes benefit employees or not. There are such cases where change is structured in favour of employees, but where the change is still resisted. This type of self-sabotaging behaviour can be directly rela ted to organisational misunderstanding and a lack of trust between staff and management (Kotter and Schlesinger, 1979). The word change itself is defined in such a way so as to bring an element of surprise to organisational structure and processes altering the status quo (Hughes, 2010 p.164). Whenever changing a process, there will always be a sense of anxiety and fear amongst recipients, especially if organisations have previously failed in adopting to change and implementing naked as a jaybird practices (Hughes, 2010). This will development the likelihood of change resistance from the shop-floor, regardless of the change proposals put forward. Change agents often unintentionally alienate employees in the decision making process, acting without the assume of other groups within the organisation and assuming they have all the knowledge pauperisati unrivaledd for implementing the best changes (Ford and Ford, 2009 and DAmelio, 2008). Fransella (1975, p135) states individuals hav e to negotiate and manage change on a daily basis this point validates the argument of Ford that resistance will occur if there is no input from the employee purview. Kotter and Schlesinger (1979) have, in their work, noted quaternion common factors as to why individuals resist change self-interest, misunderstanding and lack of trust, different assessments of the changes most needed, and a low tolerance to change. Parochial self interests are a very common reason for resistance since loss is always a difficult acceptance. Therefore, individuals will always try their utmost to keep what they have, and in an organisational context Zaltman and Duncan (1977) view threats to power and specify as one of the most important sources of resistance to change.How to Manage ResistanceManaging resistance to change can be very problematic, the reason being that managers have a tendency to view resistance as something oppositional, dangerous or purely self-serving (Brown and Humphreys, 2006). Ho wever, if managers adopt new behaviour patterns, dealings with resistance from an optimistic perspective where feedback loops can be seen as a positive means for discussion amongst employees and management (Ford and Ford, 2009), then stronger relationships can begin to be built across organisational hierarchies, and change can be more effectively managed. Seeing resistance from a more favourable perspective allows change agents to hear concerns and advice from change recipients, and it also gives employees the opportunity to address entrenched problems such as a lack of communication between management and employees and toothless organisational practices that continue to survive. However, such harmonious outcomes are easier espoused than achieved since management is intrinsically suspicious of giving over power, and placating disenchanted workers has proven to be a difficult task in the past (Coghlan, 1994). Cialdini (2001) suggests six principles of persuasion, based on communica tions which are very effective. Cialdini states that any leader has to harness the art of persuasion in order to win people over and overcome resistance to change, without creating negative feedback. However, management behaviour has proven to be a very path pendent model, where radical change is needed to convince people that past events will not reoccur. As soon as management behaviour has changed, it is vital to set new incentives achievable, where benefits and outcomes are in tandem and there is no confusion or lack of knowledge on the part of employees that would inhibit them from delivering satisfactory outcomes (Vroom, 1964). office staff of Emotions in Change ProcessesEmotions and responses to change can be so intensive that the literature in organisational change has compared them with individual responses to traumatic changes such as oddment and grief (Grant, 1996 Elrod and Tippet, 1988 Kubler-Ross, 1969). Emotions are such that they are experienced by everyone, mainly by individuals but also collectively in groups as well as by change agents themselves. This point is consistent with Myers et al.s (2010) claim that emotions are not just experienced by those on whom change is imposed on those who lead change may experience transitions as equally emotional (p. 63). From an organisational perspective, emotions play a key role they can directly affect execution and emotions have an impact on the overall culture within organisations (Hofstede, 1989).Organisational change can be seen as either a challenge or an opportunity triggering positive emotions such as excitement and anticipation or negative feelings such as fear, anxiety and the anticipation of a tangible threat to the veridical position of staff within an organisation. The challenge for change agents is to carefully manage such emotions to ensure that they do not affect the transition process change entails. Negative emotions have proven in the past to be a major hurdle in organisational cha nge (Hofstede, 1989). The impact of negative change will leave an impact on the collective morale of staff, which can be an obstacle for future successful change processes.Emotional contagion is also an important unintended consequence of change and little explored facet of organisational life to be highlighted here. It refers to situations when emotions can be directly picked up from other people (Myers et al, 2012 p. 66). In other words, emotions can initiate and spread amongst all members of an organisation, for example if organisational change has adverse effects on a few individuals, their negative emotions will affect their peers. Therefore, emotions can move from individuals to other individuals, and as a result become an prestigious group dynamic and even epidemic.Emotion Coping CycleTo understand emotions from a theoretical perspective, the works of Elizabeth Kubler Ross (1969) are informative to the debate. She puts forward six stages of emotional responses that effect in dividuals her work is especially relevant to organisational change discourses since employees and change agents go by similar stages of emotions during periods of change and transition. Mark and Mirvis 1992 study based on a failed merger of two computer companies is also an intriguing example of emotional interplay and its role within organisational change. Mark and Mirvis discovered individuals involved in the merger feared a loss of control, unknowns associated with their new work responsibility, and also how they would be judged in the future.Since organisations often use mergers as a cost cutting strategy, likely resulting in people being made redundant, such negative emotions associated with mergers are founded on previous experience and hence validated. During the redundancy process, employees affected will go through and through stages where emotions vary Ross (1969). From an appraisal theory perspective, individuals affected will make their own interpretation of events and emotions will trigger behaviour.It is vital for change agents to possess excellent communication skills in order to manage the emotional cycle individuals will likely go through as the anxiety of the merger spreads amongst employees (Mark and Mirvis, 1992). The most dangerous stage of the redundancy process is the depression stage, which can take months to subside, especially if the redundancy is not effective immediately. Change agents need to deploy sympathetic communication methods and be reasonable in explaining why change is taking place by taking nibble away from the individual and ensuring employees move to the acceptance stage as fast as possible.Solutions (Emotional Intelligence)Emotional Intelligence encompasses a multi-dimensional framework of thought which raises awareness, facilitation, knowledge and commandment of emotions. Emotional intelligence allows individuals to form substantiated, reasoned opinions about emotions during periods of transition without allowing e motions to turn their subjectivity against their goal of better understanding the emotions they are feeling. However, personalities initially dictate the levels of emotional intelligence individuals have to a certain extent an individual who possesses traits of a sensing and judging person will likely resist change as they will see radical change as a violation of the psychological contract.However, instilling employees with high levels of emotional intelligence requires an overall organisation transformation. Senge (1992) emphasises that organisations and employees need to develop personal mastery and take account for their own actions as well as learning how decisions based on emotions are dangerous for one to make. Organisations should not buy into the fact that emotions cannot be tampered with, they should invest heavily in developing staff and training them to become more emotionally intelligent, so they can adopt the practice of monitoring their own actions which will help fac ilitate transition. stem level DynamicsIndividual factors of resistance to change are a tumid issue for change practitioners, but it is unrealistic for such practitioners to work with every individual who comprises an organisation, especially when working within big corporations. Almost every individual in an organisation belongs to at least five or six groups inside that organisation. Groups have a direct impact on change processes moreover, change agents must devise strategies where they do not cause anger and resentment to groups as they have more of an influence than individual resistors of change. However, focusing on group dynamics is a realistic way of tackling organisational change and development, as consistent with Lewins (1966) idea of group decision making being more effective and more likely to be pursued. McKinley et al. (2010) have distinguished between groups and teams, stating that groups are two or more people working to a common goal, where there is no psychologi cal contract between them. Teams are seen by Katzenbach and Smith (1991) as differentiated to other working groups by performance results, since exactly teams produce individual results and collective work-products , the results from several members working together. Teams and groups can come in many different forms, such as formal and knowledgeable groups, two of which are vital to life within organisations. Informal groups are dangerous to management as they do not possess any form of institutional rules and are governed by ideas which are not always in the best interest of employers.Causes Of group Resistance (Group Norms)Group norms can be a big stumbling block for organisations and can be a root cause for resistance to change. Coghlan (1994) has described group norms as unwritten rules which constitute the atmosphere within groups and teams. Group norms in a formal setting can be governed and overlooked by organisations. However, since informal groups are self-organised by t he thoughts and identities of individuals it is not so easy for organisations to influence them. The dangerous aspect of group norms is that they can easily become viral as personalities differ in groups in which a very outspoken and influential figurehead can influence the thinking of the quiet individuals getting them to comply with their frame of mind, this is in line with Watsons (1969) argument where he posits that team resistance is based on conformity to group norms. In an organisational context group norms can cause difficulties for change processes due to the influence they have. During change processes, where there is a great deal of uncertainty, there is a strong possibility that this will result in people joining informal groups since these may wield hidden but significant power within organisations and be able to influence decisions on organisational process due to such power. This will also have a positive impact on groups as they will broaden their capacity.Solutions Group dynamics can be an extremely difficult question for organisations however, winning groups over can benefit organisations in terms of morale, productivity and cultural cohesion that results from positive networking It has been argued that the modern organisation is no longer a collection of individuals, but rather a network of interconnected teams (Kozlowski and Bell, 2003). This way of imagining organisations exemplifies the importance of groups and collective thinking in this context, and how such thinking can shape the outcomes of organisational change. It is therefore vital that organisations include groups in change processes or else they will run the risk of engendering demotivated and disempowered work forces, as well as the possibility of employees joining informal groups resisting top-down transitions and changes in order to exercise power and feel valued as individuals. Solutions presented by Ford and Ford (2009), where change processes are seen as an opportunity to c hange the status quo by changing norms within groups, have been seen to produce positive results in Coch and Fords 1948 case study among others. These solutions also coincide with the thoughts of Kotter and Schlesinger (1979), where methods of dealing with resistance which emphasise the importance of participation and communication are put forward as the best resolution to issues of organisational change. Change agents are seen as needing to win cross-organisational participation and dialogue, and to see resistance as a resource and a necessary feedback loop in order for change to be implemented successfully through the medium of groups.ConclusionThis essay has discussed internal factors of organisational change and development from the human element perspective. Resistance to change is something which has traditionally been assumed as a negative development by managers. This perception was shown to be a cause for change attempts being resisted. How resistance to change is helpful to organisations where poor employee participation has been a prevalent feature during past transitions has also been discussed. The points made by Ford and Ford (2009) are useful as they see resistance as a resource which encourages organisations to start afresh and change the employee base instead of gratifying the self-interest instinct. Emotions have been shown to play a key role in change processes, where negative emotions have a big influence not only on individuals but also on groups, as they can be exceedingly contagious and effect organisational cultures. It is clear that managers need to carefully manage emotions during transitions, since a prolonged coping cycle can prove to be disastrous for organisations. dealings with emotions can be complicated however, having a high level of emotional intelligence among staff will make the probability of resistance lower without allow emotional subjectivity surpass objectivity at work. As mentioned above, almost every individual b elongs to several groups within their organisation. The most dangerous types of groups are informal ones due to their hidden power agendas and circumventing influence they can have on individuals, which can be a direct form of resistance to change. This essay has argued that the most feasible solution to coping with emotions during organisational change periods is winning over groups through interpersonal ways where groups are the sole focus of change, and groups can participate and consecrate towards change. 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