Twayne’s Social Movements Essay Example for Free

Twayne’s Social Movements Essay Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It has often been said that the work of all good authors are shaped by the times through which they live, for with personal experience, the author is given the unique ability to temper even research of past events with their own trials and tribulations.   Such is the case when looking at the work of the controversial author Herbert Aptheker, whose unique historical perspective was influenced by his life experiences, political beliefs, and the changing world around him.   In this research, one of Aptheker’s pivotal works, â€Å"Abolitionism: A revolutionary Movement† will be the focus, along with other works of his being considered to add depth to the research, as well as the facts of the life of this controversial author himself. Author’s Thesis   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Overall, Aptheker’s thesis, not only in this work but in many others which he wrote in a very prolific career, is that slave labor is a key element which made it possible for the United States to be able to reach the economic, military, and cultural heights that it did in less than a century from its foundation, and also that slaves made it possible for many people to become wealthy at the expense of people who simply had no say in the matter.   Therefore, Aptheker maintains, there is a level of reparation which the descendants of slaves are entitled to receive.   This thesis, it appears, has a substantial basis in the political beliefs of Herbert Aptheker himself. Further research into Aptheker the individual has indicated that he, by many accounts, was an avowed Marxist and Socialist, and these beliefs tempered his analysis of the practice of slavery, its abolition, and the firm belief that while slaves contributed a great deal to the advancement of American society, those who were slaves of course did not receive their fair share of the fruits of their labors, and that slaves had a great deal more potential to realize than what they did in their slave roles, and of course in many cases fulfilled their greatest potential only after being freed from the bondage of slavery itself.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Aptheker’s thesis makes more sense, in fact, when it is compared to the ideas of Marxism, which likewise proclaims that those who are enslaved by the wealthy in society must in fact rise up and claim their own rightful piece of the fruits of labor, lest they be crushed under the feet of those who would use them for their muscle and effort, without providing them with just compensation for the amount of work they have put in to whatever they are doing.            Book Summary   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Abolitionism† is as unique a book as was the author that wrote it.   Overall, what the book succeeds in doing is to overturn all of the conventional myths about the practice of slavery in the early southern United States from several different perspectives.   To begin, Aptheker challenges the myth that all of the people who lived in the southern United States in the years prior to the American Civil War were all strongly in favor of slavery. Rather, Aptheker maintains in the book, those show supported slavery in the south were essentially those who were able to benefit financially from the practice of slavery itself, such as the plantation owners who used huge numbers of slave laborers in order to allow for the harvesting of crops in efficient and inexpensive ways, thereby maximizing profits (Aptheker).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moving forward in Aptheker’s book, he then challenges the assertion that those who fought for the Confederate States of America during the Civil War were all pro-slavery.   Rather, Aptheker maintains, many of these individuals were either interested in maintaining freedom from what they saw as an increasingly oppressive federal government, or simply to protect their homes and families from the invading armies of the north. Therefore, these were not slavery supporters but were simply doing what most people would do in a similar situation-protect their land and loved ones.   Additionally, the author also makes it clear that freed slaves could, and did, contribute a great deal to the political climate of the United States, and were in fact highly regarded by whites, thereby totally debunking the myth that once a slave, always seen as a slave by others (Aptheker).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Ultimately, having defeated many of the myths of American slavery, Aptheker moves forward with his discussion of â€Å"Abolitionism† by discussing how the slave labor of the early United States in fact helped to build up the early United States, and since this progress would not have been possible without slaves, these same slaves, or more correctly the descendants of these slaves, are in fact entitled to financial reparations in a way of compensating them for the hardships inflicted upon them at the hands of slave owners (Aptheker).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Overall, what one sees in reviewing Aptheker’s book is a challenging of the misconceptions about slavery, the fight against slavery, and the aftermath.   As was mentioned in earlier portions of this research, the author’s theories seem to have been shaped as much by his life experience and political leanings as anything. How the Author Wrote the Book   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It was stated earlier in the research that Aptheker seems to have relied heavily on his life experiences and political opinions in the writing of â€Å"Abolitionism†, and this is a more reliable fact when the book is looked at in a much closer manner.   Beyond this, Aptheker also utilized historical material in the form of primary materials to form the foundation of his book.   There is also something much more important that Aptheker used in the writing of this particular book which makes it all the more unique and compelling. This book was written in the final years of Aptheker’s life- a life which led him to study the human condition, write and lecture on it extensively, and fearlessly state his opinions on the topic, many times to his own disadvantage.   What this has done, however, is allowed an insight that very few authors could ever achieve, and this comes through in this, and many other works of Aptheker’s. An Opinion of the Book   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In one humble opinion, based on research, Aptheker’s book is a well researched, eye-opening work, as long as the reader keeps in mind that the author has a very specific political slant in writing it.   However, it must also be noted that the researcher was impressed by the fact that this book was able to challenge myths that are based on only a few opinions, and that Aptheker took the chance of using established research, modern political theory, and logical conclusions to put together not only an historic work of research, but also insightful social commentary. Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this research, a controversial man and his insightful book about a controversial topic have been discussed and analyzed.   More importantly, however, it seems that in the final analysis, Herbert Aptheker and his vast body of work have forced all of us to take a closer look at ourselves. Putting aside what some would consider to be Aptheker’s questionable political beliefs, what we see when looking at the man and his work with a healthy dose of tolerance and respect for his point of view is a man who understood all too well the depths to which the human mind can plummet in pursuit of its own goals, how innocent people can be hurt in the process, and also how the struggle against the establishment has taken place in the past and must continue in the future.   In conclusion, perhaps this is Aptheker’s most lasting legacy.

Convocation Address Essay Example for Free

Convocation Address Essay As part of his attempts to survive the horrors of the camp, Faludy (a university professor) gave mini-lectures in the barracks at night on a variety of subjects. Some of the fellow prisoners eagerly joined in; others declined. Faludy notes, Those who died . . . ere always the men who had been most determined to survive, those who had concentrated on nothing but food, sleep and warmth . . . I was reluctant to admit the obvious: that delighting in a good poem or discussing Platos Socratic dialogue could somehow arm the spirit to the point that it could prevent the bodys collapse. He concludes his address with this realization: Our whole fragile tradition of art and thought is neither an amusement nor a yoke. For those who steep themselves in it, it provides both a guide and a goal for surpassing all the half-baked ideologies that have blown up at our feet in this century like landmines . . All we have to guide us in this present is the accumulated thought and experience of those who have lived before us. This convocation address has had a significant impact on my view of education. Most people agree that there is potentially something noble about teaching, yet Faludy proves it. I am reminded of film critic Roger Eberts assessment of the film Life is Beautiful in which Ebert argues that since Jewish prisoner Guido is a clown, comedy becomes his weapon. Faludy was an educator. Education was his weapon. As it is for us all.

Shakespearean Influence On The Lion King English Literature Essay

Shakespearean Influence On The Lion King English Literature Essay Disneys classic movie, The Lion King, and Shakespeares tragic play, Hamlet: Prince of Denmark, have countless comparable aspects. Although William Shakespeare was alive many centuries prior to the movie, many of his elements seem to have rubbed off on The Lion King. Both are stories of a young prince who is torn apart by the premature death of his father. An evil uncle takes over the thrown that should rightly belong to the young prince. Both of the heroes overcome their own flaws and reservations, and attempt to take back their beloved kingdom. The two stories are comparable in their general plot line, ghost appearances, and final scene. After the deaths of the kings, Mufasa and King Hamlet reappear to their sons in the same way; via an apparition. Both of the kings visit their sons and give guidance that sets them into action. After seeing their sons lose their audacity and strength, they become personally offended by the idleness. Mufasa appears to Simba in the clouds, and tells him indirectly that he must rule over the Pride Lands in order to keep peace. Mufasa famously says, Look inside your self Simba, you are more than what you have become, you must take your place in the circle of life. Remember who you areà ¢Ã¢â€š ¬Ã‚ ¦. Remember. After being confronted by his father in the clouds, Simba gains the confidence necessary to face Scar in a battle for the throne. King Hamlet also appears to Hamlet as a ghost and urges his son to avenge his death. The King directly prompts Hamlet by saying Revenge his foul and most unnatural murder (I.v.31). The appearances of the ghosts drive the princes to action, although King Hamlet directly states his perpetrator and Mufasa only alludes to it. The endings of both stories are exceptionally analogous. The uncles, Claudius and Scar, attempt to kill their nephews in the same fashion in which they originally killed the King.  Claudius attempts to poison Prince Hamlet, just as he poisoned  King Hamlet.  Scar tries to push Simba off of a cliff, the same way in which he killed Mufasa.   However, neither of these endeavors works.  It should also be noted that disloyalty is a theme in Hamlet as well as the Lion King. In the final battles, both villains loyal accomplice turns on them. Laertes betrays Claudius, telling Hamlet that it was Claudius who put poison in the goblet. Laertes last words are Thy mothers poisoned. I can no more. The King, the Kings to blame (V.ii.350-351). Also, the Hyenas turn on Scar after their years of loyal service. Hamlet: Prince of Denmark and The Lion King, are parallel stories of young princes whose uncles murder the King and take over the thrown that should rightly belong to the Princes. Hamlet and Simba overcome their own flaws and reservations to take back their beloved kingdom. The two stories are comparable in their general plot line, ghost appearances, and final scene. Although many of the classic Disney movies, including the Lion King, appear to be pure amusement for young kids, if one probes deep enough beneath the surface, metaphors, as well as connections to some of the greatest literature of all time can be revealed. William Shakespeare is unquestionably one of the most influential writers of all time, so it is not surprising that many of his most distinguished works, especially Hamlet: Prince of Denmark, are the basis of many contemporary works.

Getting a job done Essay -- essays research papers

Getting a Job From I Know Why the Caged Bird Sings My room had all the cheeriness of a dungeon and the appeal of a tomb. It was going to be impossible to stay there, but leaving held no attraction for me, either†¦. The answer came to me with the suddenness of a collision. I would go to work. Mother wouldn’t be difficult to convince; after all, in school I was a year ahead of my grade and mother was a firm believer in self-sufficiency. In fact, she’d be pleased to think that I had that much gumption, that much of her in my character. (she liked to speak of herself as the original â€Å"do-it-yourself girl.†) Once I had settled on getting a job, all that remained was to decide which kind of job I was most fitted for. My intellectual pride had kept me from selecting typing, shorthand, or filing as subjects in school, so office work was ruled out. War plants and shipyards demanded birth certificates, and mine would reveal me to be fifteen, and ineligible for work. So the well-paying defense jobs were also out. Women had replaced men on the streetcars as conductors and motormen, and the thought of sailing up and down the hills of San Francisco in a dark-blue uniform, with a money changer at my belt, caught my fancy. Mother was as easy as I had anticipated. The world was moving so fast, so much money was being made, so many people were dying in Guam, and Germany, that hordes of strangers became good friends overnight. Life was cheap and death entirely free. How could she have the time to think about my academic career? To her question of what I planned to do, I replied that I would get a job on the streetcars. She rejected the proposal with: â€Å"they don’t accept colored people on streetcars.† I would like to claim an immediate fury which was followed by the noble determination to break the restricting tradition. But the truth is, my first reaction was one of disappointment. I’d pictured myself, dressed in a neat blue serge suit, my money changer swinging jauntily at my waist, and a cheery smile for the passengers which would make their own work day brighter. From disappointment, I gradually ascended the emotion ladder to haughty indignation, and finally to the state of stubbornness where the mind is blocked like the jaws of an enraged bulldog. I would go to work on the streetcars and wear a blue serge suit. Mother gave me her support with one of her usual terse asid... ...ouble when you pack double.† She stayed awake to drive me out to the car barn at four thirty in the mornings, or to pick me up when I was relieved just before dawn. Her awareness of life’s perils convinced her that while I would be safe on the public conveyances, she â€Å"wasn’t about to trust a taxi driver with her baby.† When the spring classes began, I resumed my commitment with formal education. I was so much wiser and older, so much more independent, with a bank account and clothes that I had bought for myself, that I was sure that I had learned and earned the magic formula which would make me a part of the gay life my contemporaries led. Not a bit of it. Within weeks, I realized that my schoolmates and I were on paths moving diametrically away from each other. They were concerned and excited over the approaching football games, but I had in my immediate past raced a car down a dark and foreign Mexican mountain. They concentrated great interest on who was worthy of being student body president, and when the metal bands would be removed from their teeth, while I remembered sleeping for a month in a wrecked automobile and conducting a streetcar in the uneven hours of the morning.

Essay --

As of September 2012, the number of states and school districts requiring online courses for high school graduation has increased, as states seek to teach students how to manage in an increasingly digital world. In April 2006, Michigan became the first state to require online learning as a requirement for high school graduation. Since that time Alabama, Arkansas, Florida, and Virginia have legislated requirements. Georgia, New Mexico, and West Virginia recommend students experience an online learning course before graduating from high school; however, it is not required. Arizona, Florida, Georgia, Louisiana, Michigan, Minnesota, and Utah allow students to choose online courses from multiple accredited online providers. Some local school boards in districts across the country have promoted similar graduation requirements, including Marietta City Schools in Georgia, Memphis City Schools and Putnam County Schools in Tennessee, and the Kenosha and Cedarburg School Districts in Wisconsin. Education leaders in these states and districts believe that requiring online courses as a requirement for graduation is a necessary step toward becoming college and/or career ready, because when a student graduates from high school, whether choosing a two-year or four-year college, or entering the workforce, there is the likelihood of taking an online course. According to the Education Commission of the States, most virtual offerings are at the high school level. Students taking individual online courses are much more common than are students attending fully-virtual secondary institutions. According to Market Data Retrieval, 15% of American high schools provide online courses; some states, districts and universities host virtual high schools. In O... ...chools and parish-based Catechism courses. Catholic Online Education Providers Edified Online partners with Catholic schools worldwide to provide online education resources and course offerings that exceed national standards and expectations. Edified has more than 80 online courses available for grades 6-12, including College Board certified AP courses. Edified Online is endorsed by the NCEA. Catholic Schools K12 Virtual is an online school comprised of resources, academic, elective and religion classes for Catholic school students. Working with a number of experts in the field of online education, Catholic Schools K12 Virtual has developed a two tiered model for online education; the virtual class and the digital classroom, blending traditional education and online learning. Costs for an online course, depending on its length, range from $300 to $700 per course.

The Chosen Essay -- Essays Papers

The Chosen The Chosen, a fiction novel written in 1967 by Chaim Potok, is about two young Jewish boys and their friendship. It takes us along with them on their journey from adolescence to adulthood. They face many conflicts, and through those trials the author makes his readers think more deeply into life’s true meanings. The novel was set in New York during the Second World War. Since the main characters are Jews, this period of time is very significant. Not only were the Jews persecuted during WWII, but New York was also close to a military base, which made it a prime target for bombing. Even the setting has an underlying sense of tension. One of the protagonists in The Chosen is Reuven Malter. Reuven is an orthodox Jewish boy. He is a very smart and diligent student. His father, David Malter raises Reuven alone in Brooklyn, New York as his mother has already passed away. Reuven has glasses, brown hair and eyes, and dresses in the typical orthodox manner. A plain boy, he has a bright mind and a very caring soul. The other protagonist in the novel is Danny Saunders. Danny is the son of a very devoted Hasidic Jewish tzaddik. However, Danny is not a very enthusiastic Hasid. He has earlocks, grows a beard, and wears the traditional Hasidic outfit, but he doesn't have the reverence for it that he should. Danny is a genius. His religion forbids him to read literature from the outside world, so he struggles with his thirst for knowledge and the restraints that have been put on him by both his father and his religion. He lives with his father, mother, older sister, and younger brother in Brooklyn as well. The first antagonist is Danny. He and Reuven had many difficulties. They resolve their problems in the course of the book, but at the beginning they hate each other. Their religious views are also very opposite. Once they overcome their differences, they become best friends. Reb Saunders is the second antagonist. A Hasidic tzaddik, he led his people into freedom in America. Reb has strange ideas on raising Danny. He believes that silence will teach Danny compassion and give him an understanding for pain. He does not talk to his son about anything but the Talmud. Loving and respecting each other immensely, Reb and Danny just never get a chance to express their feelings with one another. Reb holds Danny back and do... ...alizes that he can’t expect to keep such a genius in the cage. Reb finds out about Danny’s plans for the future, and although they contradict the way he would have wanted Danny to continue with his life, he agrees to let Danny decide for himself. Satisfied as a father, Reb says, â€Å"†¦I had to make certain his soul would be the soul of a tzaddik no matter what he did with his life.† Once Reb has given his son freedom, Danny remains faithful to his religion and, although he is not as devout, goes out into the world. Throughout this novel, there is an underlying force of prejudice. The two different Jewish sects are prejudiced against one another. Alongside, WWII also has a lot of prejudices locked up in it. The Zionist and anti-Zionist movements were prejudiced toward each other and many of these examples are found in the novel. Reuven Malter narrated The Chosen. This gives it a youthful perspective. It is very descriptive. Potok used many detailed vocabulary words to communicate his point. A lot of figurative language helps develop analogies and insights, as well. The Chosen is a very insightful novel about the Jewish culture and the trials that come with growing up. The Chosen Essay -- Essays Papers The Chosen The Chosen, a fiction novel written in 1967 by Chaim Potok, is about two young Jewish boys and their friendship. It takes us along with them on their journey from adolescence to adulthood. They face many conflicts, and through those trials the author makes his readers think more deeply into life’s true meanings. The novel was set in New York during the Second World War. Since the main characters are Jews, this period of time is very significant. Not only were the Jews persecuted during WWII, but New York was also close to a military base, which made it a prime target for bombing. Even the setting has an underlying sense of tension. One of the protagonists in The Chosen is Reuven Malter. Reuven is an orthodox Jewish boy. He is a very smart and diligent student. His father, David Malter raises Reuven alone in Brooklyn, New York as his mother has already passed away. Reuven has glasses, brown hair and eyes, and dresses in the typical orthodox manner. A plain boy, he has a bright mind and a very caring soul. The other protagonist in the novel is Danny Saunders. Danny is the son of a very devoted Hasidic Jewish tzaddik. However, Danny is not a very enthusiastic Hasid. He has earlocks, grows a beard, and wears the traditional Hasidic outfit, but he doesn't have the reverence for it that he should. Danny is a genius. His religion forbids him to read literature from the outside world, so he struggles with his thirst for knowledge and the restraints that have been put on him by both his father and his religion. He lives with his father, mother, older sister, and younger brother in Brooklyn as well. The first antagonist is Danny. He and Reuven had many difficulties. They resolve their problems in the course of the book, but at the beginning they hate each other. Their religious views are also very opposite. Once they overcome their differences, they become best friends. Reb Saunders is the second antagonist. A Hasidic tzaddik, he led his people into freedom in America. Reb has strange ideas on raising Danny. He believes that silence will teach Danny compassion and give him an understanding for pain. He does not talk to his son about anything but the Talmud. Loving and respecting each other immensely, Reb and Danny just never get a chance to express their feelings with one another. Reb holds Danny back and do... ...alizes that he can’t expect to keep such a genius in the cage. Reb finds out about Danny’s plans for the future, and although they contradict the way he would have wanted Danny to continue with his life, he agrees to let Danny decide for himself. Satisfied as a father, Reb says, â€Å"†¦I had to make certain his soul would be the soul of a tzaddik no matter what he did with his life.† Once Reb has given his son freedom, Danny remains faithful to his religion and, although he is not as devout, goes out into the world. Throughout this novel, there is an underlying force of prejudice. The two different Jewish sects are prejudiced against one another. Alongside, WWII also has a lot of prejudices locked up in it. The Zionist and anti-Zionist movements were prejudiced toward each other and many of these examples are found in the novel. Reuven Malter narrated The Chosen. This gives it a youthful perspective. It is very descriptive. Potok used many detailed vocabulary words to communicate his point. A lot of figurative language helps develop analogies and insights, as well. The Chosen is a very insightful novel about the Jewish culture and the trials that come with growing up.

Conceptual Skills

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