Beowulf literary analysis free essay sample

In Beowulf, many controversies arise. I will address one in particular. this controversy being over Beowulf being seen as a Christ-like figure. What is it about him that symbolizes a Christ-like representation? Given situation, is Beowulf seen as a Christ- like fgure, my answer is yes. By saying this, I mean that the audience of Beowulf saw him as a Christ-like figure. I believe the poet who wrote Beowulf was Christian or had Christian beliefs. I can clearly see that the poet connected the characters in the poem to people in Gods time. Grendel for example, was seen as a descendent of Cain who as one of the, banished monsters, Cains clan, whom the Creator had outlawed and condemned as outcasts(34-35). The same was true with Satan and all of his followers in Gods time. Grendel was often referred to as God-cursed(35) and a fiend out of Hell(34) in the poem. We will write a custom essay sample on Beowulf literary analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When Jesus sat down at the Last Supper he gave gifts; wine and bread. In the poem, the lords would give gifts as well to those who did remarkable tasks. Beowulf killed to demonstrate his strength and courage to enhance his personal glory, which was Hrothgars magnificent gifts, the material emblems of that glory. The poet also mentions that Beowulf was mindful of his mighty strength, the wonderous gifts God showered on Beowulf seemed to believe that God played a huge part in his life, giving him his strength and deciding the outcome of his battles. Beowulf seemed to believe that all of his fghts were won only with the help of God. He believed that he was guided by God, and Holy God decided the victory(66). Beowulf watched and guided his God-sent strength and his outstanding natural powers(79). Beowulf did not believe his own self to be Christ-like, but knew that he was blessed with strength and great powers. He felt he wouldnt have been able to win the fights if God wasnt there helping him. The poet was no doubt trying to stress the fact that God was a key factor in this poem. It is true that it would be strange and unlikely for a poet to be a Christian in Beowulfs time. On the other hand, the poet may have picked the story up somewhere and changed it to fit Christian beliefs, or the poet could have simply wrote it in a much later time about Beowulfs time and Just twisted the facts a bit to fit the poets beliefs. Whatever the case, Beowulf, the Danes and the Geats all prayed to God. They thanked him for Beowulfs safe returns and battles and prayed for help when problems would arise. Beowulf was a man that comes across a huge ocean to help these people (the Danes) he does not even live with. He arrived with the intention to help them conquer a monster of some sort but who also had some tie to humans, that no other man had ever been able to kill. I have to argue that Grendel was somewhat human because when he went out killing humans, they sought revenge for their people against him. When Grendel was killed, his mother sought revenge for her sons death. This was only a rule between humans. It was not true that an animal would seek revenge on a human and vice versa. Beowulfs name was recognized when he arrived. The people had heard that he challenged another man to swim the huge waters with him. Although Beowulf was not first to finish the swim, he did endure the longest and at the same time had his fair share of fighting off huge whales and sea monsters. He fought and killed them with his sword, leaving many to only wash up on the shore. As family of giants, and at night in the waves slain water monsters, suffered great pain, venged an affliction of the Weather-Geats on those who had asked for trouble- ground enemies to bits(43). Only a man of great power and self-sacrifice would be able to complete such a heroic and unlikely task. The Geats believed any other man would have been swallowed if not by the waters itself, but then by the sea monsters he encountered. The sea was not his only great feat. Beowulf continued to hold the title of being Christ-like when he defeats Grendel. Here is a giant humanoid monster, unable to be defeated by any man. Grendel had killed many men at one time scaping any injury. No one man or even an army had been able to bring the giant to rest. Not even a weapon had been able to faze the great Grendel until Beowulf came along. And a weapon it was not, but Beowulfs very hand that sent Grendel to his final rest. As described in the poem, the brave-hearted man on the bed, reached out towards him, the foe with his hand; at once in fierce response Beowulf seized it and sat up, leaning on his own arm (48). Again, only a man with Christ-like powers and self-sacrifice would be able and willing to conceal the strength and heroic heart that Beowulf beheld. The defeat of Grendel was unlike the challenge Beowulf faced when he went to face the Dragon. Beowulf then does not seem to have the same strength as he did before, and it was this sacrifice he chose that ended his life. The Dragon, unlike Grendel, we know is not a human at all. The Dragon was huge and spit fire. No man, especially in Beowulfs time, stood close to having a chance against the Dragon. When Beowulf went to fght the Dragon it was his sacrifice to his people. He knew if he died or not, he would be saving the Geats and a treasure would be left for them. The same was true when Christ sacrificed his life for his people. He knew his people would be saved and would have peace. His people were not necessarily saved, but it was his intentions to do so. The Geats had to come to a harsh realization that Beowulf is but Just a man. True he is now old and not young as he was before in his glorious conquests. With Beowulf being so much older, and still the people hold their high expectations of him, we are now brought to our second controversy. Should Beowulf have fought the Dragon or not? Beowulf was old, this is true, and his trength was not as it had been when he was young. Many of the Geats believed he should have stayed home and played Lord to his people, sending other men out to fight the Dragon. The Dragon was already destroying treasures and homes, including Beowulfs. Then the terror was made known to Beowulf, quickly in its truth, that his own home, best of buildings, had melted in surging flames, the throne seat of the Geats (75). I do not believe his sacrifice was sinful. His intentions again were not selfish, but were very selfless. I believe if Beowulf would not have gone to fght the Dragon himself, every other man would have been too cowardly to stand up to the dragon. Just as Christ in his time was the only one willing to commit such a sacrifice as giving his own life for others. The Dragon could have very possibly destroyed human-kind. Then the evil spirit began to vomit flames, burn bright dwellings; blaze of fire rose, to the horror of men; there the deadly thing would leave nothing alive (75). Beowulf however did not choose to be such a Lord.

Honda Environmental Analysis Essays

Honda Environmental Analysis Essays Honda Environmental Analysis Paper Honda Environmental Analysis Paper The Company has grown to become the worlds largest motorcycle manufacturer and one of the leading automakers. With a lobar network of 466* subsidiaries and affiliates accounted for under the equity method, Honda develops, manufactures and markets a wide variety of products, ranging from small general-purpose engines and scooters to specialty sports cars, to earn the Company an outstanding reputation from customers worldwide. 2. 0 : Environmental Analysis for Honda 2. : Mission Statement Definition : A mission statement is a formal short written statement of the purpose of the company or organization. The mission statement should guide the actions of the organization, spell out its overall goal, provide a sense of direction, and tide decision-making. It provide the framework or context within which the company strategies are formulated. Mission statement often contain the following criteria : * Purpose and aim of the organization. * The organization primary stakeholders (Client, Stock holders and etc. * Responsibilities of the organization towards these stakeholders. * Product and Services offered, Honda Mission Statement Maintaining a global viewpoint, we are dedicated to supplying products of the highest quality, yet at a reasonable price for worldwide customer satisfaction. 2. 2 : Vision Statement A Vision statement outlines what the organization wants to be, or how it wants the world in which it operates to be. It Concentrates on the future. It is a source of inspiration. It provides clear decision-making criteria. Honda Vision Statement Focusing on satisfaction (Customers, associates and shareholders) with challenging spirit and flexibility, we are dedicated to supplying latest generation cars with advanced tech oenology, greater fuel efficiency and competitive prices, along with friendly and efficient after sales back up, maintaining quality as core of all activities. . 3 : Goals After an organization has analyzed its external opportunities and threats as well as internal strength and weaknesses and has defined its mission and vision, they can now establish goals for further its mission. The purpose of setting such goals is to formalize statement about what organization hopes to achieve in the medium to long term period for example within the next three years. Honda Goals Hands primary goals are originality, innovation and efficiency, resulting in high quality products at affordable price, and environment friendly. 2. 4 : Strategies In order to achieve their mission and vision, Honda has developed several strategies in general which include of : 2. 4. 1 : Corporate Strategy Hands portfolio includes three businesses include Automobiles business, Motorcycles business and Power business. Even though stepping into Automobile industry rather late at 1963, Honda quickly leads the industry with characteristics like superior fuel economy, optimum safety, and driving pleasure. Hands sales and production in this industry prove successful steadily not just in U. S. But also in many regions worldwide. Meanwhile, tricycle business is the first business of Honda, from 1 963 with the event of the first overseas plant in Belgium, Honda has devoted in one basic rule which is build products close to the customer. Honda has operated successfully in 28 motorcycle plant in 21 countries, as well as Honda operations in the IS. S. , K, Italy, China, Germany, Thailand, and India. 2. 4. 2 : Business Strategy Research and Development is sharpening the business advantage of Honda, together with the fierce competition between Honda and competitors, and they all define the Business strategy of Honda. One of he proudest things about Honda is its R;D system. With the systematic way of approaching, focus on durability, reliability and basic performance to establish a creative and innovative technical foundation. With the wisely approach to the future, the Honda products do care about the economical, environmental, and social issues . This leads to a increase steady in American and Europe recently meanwhile the whole industry is going down by some external factors such as U. S. D. Depreciation, Oil price raising, political recession. Honda is keeping involving in the research and development that infinite people in the future through leading-edge technology and commitment to innovation that opens up new possibilities in mobility. 2. 3 : Operational Strategy Honda operates in the worldwide market with 134 production facilities in 28 countries and at 31 R;D facilities in 15 countries, about 167000 Honda employees and associates serve 23 million customers worldwide annually. Hands global operations are divided into 6 administrative regions responsible for operating. Hiring and engaging the people and philanthropic initiatives locally in the communities that Honda operates. Honda is pushing he in dependence of their local management and sales operations, at the same time with integrating and forward-looking plan for each region.

Philosophy paper - 1000 words - Mind, Meaning and Metaphysics - Essay

Philosophy paper - 1000 words - Mind, Meaning and Metaphysics - Material Provided - Essay Example onia, was the hotbed of great thinkers, known as pre-Socratic natural philosophers, who became trailblazers of modern philosophy and science (McClellan & Dorn 2006). Ionia was the collective term for a group of Greek cities along the coast of Asia Minor and nearby islands located in the northwestern part of Greece. Philosophers like Thales, Anaximander, Anaximenes, and Empodecles of Acragas, collectively known as the Milesians, the Pythagoreans led by Pythagora, the Philosophers of Change which included Heraclitus and Parmenides, and the Atomists headed by Leucippus and Democritus, all hailed from the region of Ionia. This is because in the seventh century when these philosophers lived, Ionia was the center of Greek civilization considering that it had more rainfall and therefore was more fertile than the Greek mainland (McClellan & Dorn 2006). The first of these philosophers was Thales who had earned the reputation of being the first scientist and a wise man for his use of observation of natural phenomena to predict future events. He also used his knowledge of nature to help an Ionian king ward off the enemy by planning and executing the fording of a river. Thales claims about nature however were made on the authority of his person and largely unsupported by tested demonstrations. These claims, however primitive, were, nevertheless, significant because Thales did not invoke the usual gods or supernatural entities which before him were made the explanations of all phenomena. In addition, the claims were made generally applicable and not confined to a single event. Thus, the explanation for a Nile flood is likewise made the explanation for all Nile floods. Instead of relying on superstitious beliefs for their explanation, Thales and his contemporaries explained events as a result of the natural course of events. The Nile fl ooding was therefore explained by Thales as a result of naturally occurring strong winds. Thus, the investigation of nature was the emphasis of

Core Team of Change Champions Term Paper Example | Topics and Well Written Essays - 250 words

Core Team of Change Champions - Term Paper Example This is of significance in ensuring activities and processes for planned change are in line with national and international guidelines. Non-governmental organizations whose mandate is ensuring equal opportunities for all in terms of access to quality and safe care would in this regard be one of the core team of my planned change. For instance, the WHO would provide financial support. In achieving planned change, there must also be the creation of shared need. In this regard, it would be important to ensure individuals involved in improvement strategies have a shared objective. These individuals in the context of my planned change include nurses, physicians, the administration or management of the healthcare organization, patients, and the community in general. Nurses are the primary care givers and thus their involvement is critical for the achievement of planned change. If physicians and other care providers understand the main objective of care delivery and conform to their assigned role, then they will direct their efforts in terms of conforming to quality improvement in the achievement of planned change. The role of patients and local community as members of the team of change is to provide feedback needed in assessing outcomes. In a nutshell, the core team of change will involve all stakeholders: Nurses, physicians, patients, the local community, government organizations, and non-governmental

Challenges Faced by Trade Unions in Organizing Migrant Workers in UK Essay

Challenges Faced by Trade Unions in Organizing Migrant Workers in UK - Essay Example A good example of how labour unions have shaped the politics of the United Kingdom is by considering the Labour Party. The political party started off as just a trade organization but grew so much to the point that it ended up forming the government for many years. Trade unions are necessary in the United Kingdom because; the help in the selection and recruitment of workers. They do this by ensuring that the process of selection and recruitment of workers is done in an open manner and that people are hired based on their academic qualifications or merits (McGovern, 2007). This ensures that nepotism and corruption does not take place when people are being considered to be hired. Trade unions also help in settling industrial disputes in the United Kingdom in a manner which is rational. Trade unions act as mediators between workers and their employers in case here is any dispute regarding payment, benefits or working conditions. Trade unions represent the workers and allow a sitting fro m which they can negotiate the issues in question with the employers making sure that both the workers and their employers are satisfied by the decision they arrive at. In their functions, trade unions in the United Kingdom are expected to uphold social responsibilities because these unions are considered to be part and parcel of society. Making sure that there is industrial peace is one such social responsibility that is expected of trade unions not only in the United Kingdom but also in other countries (McGovern, 2007). Trade unions should ensure that there is industrial peace by ensuring that workers strikes and demonstration do not occur (Nickell and Salaheen, 2008). They should do this by making sure that all disputes between workers and their employers are settled in a civil manner which will not disrupt the country. In the United Kingdom, trade unions that are specifically meant for workers who are migrants. Such workers unions specifically cater for the needs of workers who are not citizens of the United Kingdom. Other trade unions have also started taking concern of the issues that migrant workers are facing (Mc Govern, 2007). One advantage that the United Kingdom is that it has a huge supply of labour especially from workers who come from outside the United Kingdom. According to a survey done by the by Labour Force Survey (ONS), growth in employment in the United Kingdom (CIPD, 2013). From the year 2002 to 201e number of United Kingdom workers employed remained the same for the period of the ten years. At the same time, the number of migrant workers who were employed during this time increased. This conclusion was arrived at because despite the fact that the number of United Kingdom born workers hired did not steadily increase the overall number of workers hired by 1.7 million workers (CIPD, 2013). In these ten years, the number of migrant workers grew from nine percent to 14 percent of the total workforce signifying that migrant workers play a huge function the United Kingdom's economy (CIPD). However, this workforce from migrants is comprised mostly of people from Europe. This is as a result of immigration laws that have been put in place b the United Kingdom government limiting immigration of the number of non European Union immigrants. This law was introduced in the year 2010, and it was later implemented fully in the year 2011. Employers in the United Kingdom were seriously opposed to this law. They were also supported by trade unions and business organizations because they felt that it would result in negative consequences to the country's economy. One reason why such a

Management Theories for Managing Organisational Change

Management Theories for Managing Organisational Change What forms of managerial power are most useful in managing organizational change processes? An organizational change is a transformational process taking place in an organization due to mergers, re-designing or changes to the organizational management structure. Change could be strategic or institutional. (Journal 2010 Cited in Jansson, 2013). The process mostly involves altering the constitution, strategies, functioning methods, technologies and organizational culture to efficiently maintain the transformation within the organization. The main factors of causing organizational change could be economical, political or financial. The organizational transformation process could be a constant practice or it may take place only within specific period of time. Therefore, it is always important to have the most effective managerial power to manage organizational change process as if not managed by appropriate management power it could lead to many consequences such as job losses, employees suffering from stress, running the business in loss or else closure of the business. This e ssay will be addressing the forms of managerial powers that are most useful to manage organizational change effectively. The concepts of change agency and transformational leadership were established with the increase of basic corporate transformations in 1980s. However, even though the concept of change agent originated from Kurt Lewin (1890-1947), Kotter and other theorists supported their work by the fundamentals of Kurt Lewin from the 80s onwards. As its described by Bernard Burnes 2009, change agent should be a sensible individual who identifies, direct and manage feedback during implementation of organizational change. Organizational change needs to be effectively planned and managed to obtain the necessary preferred outcomes. In order to manage organizational change there is a need of a highly skilled managerial leader who could effectively manage the implementation. Leadership has been given many classifications. Generally, it is a mixture of behaviours and judgments taken to guide a group of people towards agreed goals and objectives. Yuki,G 1989 describes leadership has individuals traits where a behaviour of a leader includes interaction patterns, work based relationship with co-workers which influence towards organizational goals. Trait theory assumes that leaders are born with inherited leadership characteristics, where behaviour theory describes leadership could be learned, situational theory argues that leaders depends on the actions taken in a particular situation and transformational theory states that an individual with appropriate vision and passion could be a leader to achieve desired goals(Carroll et al., 2008) . As there is not any specific leadership theory that could define exactly how leadership could be described all leadership situations a recovery process that employees could be redirected to the required goals in an organiza tional change process with effective leadership within the organization. (Carroll et al., 2008) Transformational leaders are known as fascinating heroes and change champions as they have characteristics which is ideal for directing and controlling but inspiring and empowering other employees to strengthen change. Heifetz (1995) argued that leadership and authority should be differentiated as a lone warrior cannot take responsibility for all actions if he/she is unsuited to answer them. Landells and Albrecht 2017 explain that power and politics plays an important role in an organizations change process with regardless the size of the business. It involves governing how decisions are made to the ways employees interact with one another. Organizational politics were identified as a significant feature of change (French and Raveen 1959). Employees choose positive or negative power to influence others in the workplace. Politics may directly influence the person who has the power and determines whether the overall culture of the workplace needs to be changed to increase the productivity. Building a positive managerial vision includes facilitating the employees with clear communication and higher levels of performances. Managers will have higher authority and will take an important role planning and budgeting in an organizational change process. According to the Jalilvand and Nasrolahi 2015, Managerial power relates to a relationship which is socially exchanging with positive outcomes such as strong affective commitment within employees of an organization to work towards objectives and goals. When an employee obtained managerial powers, they feel more emotionally involved and committed to the organizations and have the authority to manage other employees. Kanter (1979) cited in LANDELLS and ALBRECHT, 2017 states that power assembles and get things done and the production of managerial power will be positive but argues when there is no power the system does not work. Most employees who are with managerial powers are usually high earners but managerial power theory could be argued as higher rewards are not always appropriate, not all employees on managerial powers are high performers. John French and Bertram carried out one of the most prominent studies on power (French and Raven, in 1959). The five types of powers which were identified initially were legitimate power which describes an official right to make demands and to expect respect from other assistant employees, Reward power which refers to an individuals ability to compensate another for accomplishment, Expert power which is based on a persons expertise skills and knowledge on a particular task. Referent power is an effect of a persons superficial of charisma, worthiness, and right to obtain respect from others. Coercive power is a type of power to psychological punish if the requirements are not met. Legitimate power is described as the power which has been owned by the gratitude of the managerial position held by an individual in the organization. The individual who is identified and recognized as the leader has superior rights and more responsibilities than other employees. Consequently, the leader has the authority to control and demand those employees who are lower in the managerial hierarchy as dependent and followers. (French and Raven, 1959). In an organizations power structure every leader has a higher authority to answer except in a situation that the individual occupies the highest position in an organizational pyramid. A leader who has legitimate power could take more responsibilities from their seniors and pass the current responsibilities to the employees who are lower than that position. Legitimate power could be found at all the levels of an organizational managerial hierarchy, failure of ensuring the boundaries could lead to the unlawful use of power. (Mohammed an d Leila, 2015) Coercive power is referred as psychological or material punishment (French and Raven, 1959). According to Kotter, it is known as the individuals ability to get others to do what is required and not required. As well this avoids being forced by others to do what the individual does not want to do (1979). Such influence can be explicit as both forms are subconscious in management but could be identified in different forms and consider coercive power as a double-edged sword (Pettigrew, 1956). While it cannot be functioned and non-empowering (Emmanuel Ogbonna, 2003), it may be used to improve ones reputation for change in the organization (Buchannan Badham, 1999). This type of power does not recognize the thoughts and feelings of other individuals or all the values of the organization unless it wants to control them to meet its own agenda. (R, K Smollan 2009). Expert power is described as specialist knowledge and expertise (French and Raven, 1959). This power could be defined as an individuals ability to solve specific tasks such as technical, plumbing etc. The employees who are particularly skilled carrying out different specialize tasks with their own knowledge would become leaders without acquiring a formal position. This type leadership will be very important when managing change in an organization as change can be unpredictable. According to Lewicki and Litterer (1985), employees lean towards knowledgeable and skilled managers with respect in order to learn new skills and enhance their current knowledge. Although in order to use expert power being able to access the required information is a must as access to the information could be forbidden, so there is less opportunity to use this power (Singh, 2009). Reward Power could be defined as the ability to influence other individuals behaviours by agreeing to provide benefits. (Lunenburg, 2012). The individuals who have the authority to provide these benefits are seen as those who are in power. (Harold E. Fuqua, n.d.). The rewards/ benefits that could be offered can be tangible or intangible such as Pay rise, Bonuses, Promotions Positive Feedback, Recognition, more responsibilities (Lunenburg, 2012). Disadvantages of reward power could lead employees engaging in unethical work or illegal behaviour and sometimes managers do not have the ability to reward without required approval of senior management. (Tools, 2016) Reward power can also be compared to the Coercive power and can be used as a combination to maintain legitimate power (Mossholder, 1998). Referent power is known as charisma (1959) which is the ability of an individual to convey a sense of personal acceptance or approval by others (Business Insider). Vivian Giang (2013) also suggests that this is the most valuable form of power as to manage employees ability to get a sense of personal acceptance and respect when working together is useful. French and Raven (1959) argue that referent power is not the best choice for a leader to be used alone as misuse of referent power could cause many other problems such as employees getting neglected, stressed and over worked but due to the respect towards the manager, individuals/ teams of employees would not be open to inform about the workload rather they will stress themselves. As stated if referent power is being used with an expert power it could lead to success. However, later on, informational power is often quoted as another form of managerial power (Raven, 2008). According to Ravens earlier studies (1965), its the ability of an individual to influence the change through the resource of information. It is important to know the appropriate information regarding a change in order to carry out the change process as if unable to obtain required information the change process will not be successful. Characteristics of informational power lie in having control over specific information in the process of managing organizational change that others need or want put the manager in a powerful position. Managers could put effort to influence co- employees by access and control of information this could be useful to restrict any information that need not to know by the subordinates and this may be used in both personal and positional classifications. Also it is among the most preferable power characteristics which lead to initialised to lasting changes in the targets beliefs, attitudes and values (Raven, 1965). However, even though there are other categorizations of powers available these are the fundamental powers most used commonly and mentioned powers to analyze and contrast managerial powers within the perspective of organizational transformation. In conclusion, as stated in the introduction the essay addressed the possible reasons for organizational change to take place by introducing change agent, leadership, and characteristics of the main forms of managerial powers within an organization by evaluating and analyzing each form of managerial power critically. As stated above access to the relevant information and the ability to change co-workers to re-shape according to the organizational change taking place is a key of an ideal change agent. It is complicated to choose and identify a most useful and recommended form of a managerial power, as all the described forms of managerial powers is combination of an appropriate managerial power. It is also the individuals responsibility to use the appropriate type of power for the most appropriate situation. Even though the distribution of leadership could benefit the organization in an organizational change the power should not be forced nor used authoritatively. Reference list Agarwal, M and Agrawal, G.C.Relationship of Middle Managers Power Styles with Their Participativeness at the Work place Source: Indian Journal of Industrial Relations, Vol. 30, No. 3 (Jan., 1995), pp. 278-296 Published by Shri Ram Centre for Industrial Relations and Human Resources Stable. Available at: http://www.jstor.org/stable/27767365 [Accessed 27 January 2017] Bernard Burnes., 2009. Managing Change, Pearson Education, Pages: 633 Format: PDF Publisher: Pearson Education M.U.A., Published: Jul 9, 2009. eISBN-13: 9780273752387. Accessed on 16/03/2017. https://www-dawsonera-com.ezproxy.lib.bbk.ac.uk/abstract/9780273752387 Bradshaw, P. and Boonstra, J., 2004. Power Dynamics in Organizational Change. In: Boonstra, J.J, ed. Dynamics of Organizational Change and Learning [online]. John Wiley Sons Ltd, pp. 279-295. Business Insider, 2013. The 7 Types of Power That Shape The Workplace.[online] Available at http://www.businessinsider.com/the-7-types-of-power-that-shape-the-workplace-2013-7?IR=T [Accessed 5 February 2017] Caldwell, R. (2003) Models of change agency: A fourfold classification, British Journal of Management, 14(2), pp. 131-142. doi: 10.1111/1467-8551.00270. Carroll, B., Levy, L. and Richmond, D. (2008) Leadership as practice: Challenging the competency paradigm, Leadership, 4(4), pp. 363-379. doi: 10.1177/1742715008095186. Currie, G. and Lockett, A. (2007) A critique of transformational leadership: Moral, professional and contingent dimensions of leadership within public services organizations, Human Relations, 60(2), pp. 341-370. doi: 10.1177/0018726707075884. French, J.R.P., Raven, B.H. (1959). The basis of social power, in: Cartwright, D. (Eds), Studies in Social Power, University of Michigan, Institute for Social Research: Ann Arbor, MI, pp. 150-67. Hughes, M. (2010). Managing Change: A Critical Perspective. In: M. Hughes, Managing Change: A Critical Perspective. London: Chartered Institute of Personnel and Development, pp. 211 JALILVAND, M.R. and NASROLAHI VOSTA, L., 2015. Examining the relationship between managerial power and affective organizational commitment. Sport, Business and Management, 5(4), pp. 344-364. JANSSON, N., 2013. Organizational change as practice: a critical analysis. Journal of Organizational Change Management, 26(6), pp. 1003-1019. Kotter, J.P., 1979. Power in Management How to Understand, Acquire, and Use it [online] Available at: http://home.earthlink.net/~denmartin/pim.html [Accessed 11 February 2017] LANDELLS, E.M. and ALBRECHT, S.L., 2017. The Positives and Negatives of Organizational Politics: A Qualitative Study. Journal of Business and Psychology, 32(1), pp. 41-58. Lewicki, R.J., Litterer, J.A. 1985. Negotiation. Homewood, IL: Irwin, pp. 249-251 Mohammad, R.J. and Leila, N.V., 2015. Examining the relationship between managerial power and affective organizational commitment. Sport, Business and Management, 5(4), pp. 344-364. Lunenburg, F. C. (2012). Power and Leadership: An Influence Process. International Journal of Management, Business and Administration , pp.1-9. Ogbonna E. and Wilkinson B., (2003). The False Promise of Organizational Culture Change: A Case Study of Middle Managers in Grocery Retailing. In: Journal of Management Studies, 40(5). Pareek, U. 1994. Coercive and Persuasive Power Scale. In: Indian Journal of Industrial Relations, 30(2), pp. 175-189. Available at: http://www.jstor.org/stable/27767352 [Accessed 27 January 2017] Raven, B.H., 2008. The Bases of Power and the Power/Interaction Model of Interpersonal Influence. Analyses of Social Issues and Public Policy,8(1), pp.1-22 Smollan, R.K. (2009). 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Emotion and Feeling in Lord Byrons Poetry Essay -- Poetry Analysis

The genre of poetry itself produces connotations based around raw emotions, especially when considering poetry from the Romanticism era. Furthermore, poetry which is based on emotions (whether negative or positive) is what makes it successful in evoking a more personal response from the reader. When exploring poetry references such as 'The English Poetic Mind' by Charles Williams, he states how when 'We are told of a thing; we are made to feel as if that thing were possible to us; and we are so made to feel it-whatever the thing may be, joy or despair...knowledge is an intense satisfaction to us '1. This statement supports the idea that a certain emotion must be within a poem, meaning if the reader is able to relate to it, the poem is more effective. However, these quotes support the importance of emotion within poetry, but what about the importance of emotion within the poet? Throughout this essay, Lord Byron will be the main poet of focus, as his notorious lifestyle suggests that t rue emotion may have been his weakness. His poems 'Fare Thee Well!' (composed 18 March 1816: From Poems (1816)) and 'When we two parted' (composed August or September 1815: From Poems (1816)) will also be the primary focus, as they represent two negative influences which happened in Byron's life that would have produced an emotional response. When first approaching Byron's poetry, the reader would find it difficult not to judge the poem without putting it in the context of his famous reputation. He was a celebrity of his time due to his lavish and liberal lifestyle. Paul West states that 'The difficulty is that if we respond to him at all, we respond to his temperament '2. But how would one respond to his poetry if they had no previous knowledg... ...ling. To complete the discussion, the assessment of Byron and his works leads to the belief that personal emotions and feelings are important, as it is through this delicate, yet expressive language, that poetry is formed. Bibliography: Williams, Charles, (1932). The English Poetic Mind. Oxford University Press West, Paul (1963). BYRON A collection of critical essays. Prentice-Hall, Inc. Marchand, Leslie A. (1957) BYRON A Biography. Volume Two. Alfred A. Knopf, Inc. Poems: 'Fare Thee Well!' by Lord Byron (composed 18 March 1816: From Poems (1816)) taken from Wu, Duncan, (2006) Romanticism An Anthology, Third Edition. Blackwell Publishing. p. 850-852. 'When we two parted' by Lord Byron (composed August or September 1815: From Poems (1816)) taken from Wu, Duncan, (2006) Romanticism An Anthology, Third Edition. Blackwell Publishing. p. 849.