Explaining the Writing Experience Through Metaphors

Writing is like . . . building a house, pulling teeth, pounding a wall, riding a wild horse, conducting an exorcism, throwing a lump of clay on a potters wheel, performing surgery on yourself without anesthesia. When asked to discuss the experience of writing, authors often respond with figurative comparisons. Thats not too surprising. After all, metaphors and similes are the intellectual tools of the serious writer, ways of examining and imagining experiences as well as describing them. Here are 20 figurative explanations that aptly convey the  writing experience  from famous authors. Bridge BuildingI wanted to try to build a bridge of words between me and that world outside, that world that was so distant and elusive that it seemed unreal.(Richard Wright, American Hunger, 1975)Road BuildingThe maker of a sentence . . . launches out into the infinite and builds a road into Chaos and old Night, and is followed by those who hear him with something of wild, creative delight.(Ralph Waldo Emerson, Journals, December 19, 1834)ExploringWriting is like exploring. . . . As an explorer makes maps of the country he has explored, so a writers works are maps of the country he has explored.(Lawrence Osgood, quoted in Axelrod Coopers Concise Guide to Writing, 2006)Giving Away Loaves and FishesWriting is like giving away the few loaves and fishes one has, trusting that they will multiply in the giving. Once we dare to give away on paper the few thoughts that come to us, we start discovering how much is hidden underneath these thoughts and gradually come in touch with our own ric hes.(Henri Nouwen, Seeds of Hope: A Henri Nouwen Reader, 1997)Opening a ClosetWriting is like opening the closet you havent cleared out in years. You are looking for the ice skates but find the Halloween costumes. Dont start trying on all the costumes right now. You need the ice skates. So find the ice skates. You can go back later and try on all the Halloween costumes.(Michele Weldon, Writing to Save Your Life, 2001)Pounding a WallSometimes writing is difficult. Sometimes writing is like pounding a brick wall with a ball-peen hammer in the hope that the barricade will evolve into a revolving door.(Chuck Klosterman, Eating the Dinosaur, 2009)WoodworkingWriting something is almost as hard as making a table. With both you are working with reality, a material just as hard as wood. Both are full of tricks and techniques. Basically, very little magic and a lot of hard work are involved.(Gabriel Garcà ­a Mà ¡rquez, The Paris Review Interviews, 1982)Building a HouseIt is helpful to me to pretend that writing is like building a house. I like to go out and watch real building projects and study the faces of the carpenters and masons as they add board after board and brick after brick. It reminds me of how hard it is to do anything really worth doing.(Ellen Gilchrist, Falling Through Space, 1987)MiningWriting is to descend like a miner to the depths of the mine with a lamp on your forehead, a light whose dubious brightness falsifies everything, whose wick is in permanent danger of explosion, whose blinking illumination in the coal dust exhausts and corrodes your eyes.(Blaise Cendrars, Selected Poems, 1979)Laying PipeWhat civilians do not understand--and to a writer, anyone not a writer is a civilian--is that writing is manual labor of the mind: a job, like laying pipe.(John Gregory Dunne, Laying Pipe, 1986)Smoothing Ripples[W]riting is like trying to smooth ripples from water with ones hand--the more I try, the more disturbed things get.(Kij Johnson, The Fox Woman, 20 00)Renewing a WellWriting is like renewing a dried well: at the bottom, mud, muck, dead birds. You clean it out well and leave room for water to spring up again and ascend almost up to the brim so clean that even the children look at their reflections in it.(Luz Pichel, Pieces of Letters From My Bedroom. Writing Bonds: Irish and Galician Contemporary Women Poets, 2009)SurfingDelay is natural to a writer. He is like a surfer--he bides his time, waits for the perfect wave on which to ride in. Delay is instinctive with him. He waits for the surge (of emotion? of strength? of courage?) that will carry him along.(E.B. White, The Paris Review Interviews, 1969)Surfing and GraceWriting a book is a bit like surfing. . . . Most of the time youre waiting. And its quite pleasant, sitting in the water waiting. But you are expecting that the result of a storm over the horizon, in another time zone, usually, days old, will radiate out in the form of waves. And eventually, when they show up, you tu rn around and ride that energy to the shore. Its a lovely thing, feeling that momentum. If youre lucky, its also about grace. As a writer, you roll up to the desk every day, and then you sit there, waiting, in the hope that something will come over the horizon. And then you turn around and ride it, in the form of a story.(Tim Winton, interviewed by Aida Edemariam. The Guardian, June 28, 2008)Swimming Under WaterAll good writing is swimming under water and holding your breath.(F. Scott Fitzgerald, in a letter to his daughter, Scottie)HuntingWriting is like hunting. There are brutally cold afternoons with nothing in sight, only the wind and your breaking heart. Then the moment when you bag something big. The entire process is beyond intoxicating.(Kate Braverman, quoted by Sol Stein in Stein on Writing, 1995)Pulling the Trigger of a GunWriting is like pulling the trigger of a gun; if you are not loaded, nothing happens.(attributed to Henry Seidel Canby)RidingWriting is like trying to r ide a horse which is constantly changing beneath you, Proteus changing while you hang on to him. You have to hang on for dear life, but not hang on so hard that he cant change and finally tell you the truth.(Peter Elbow, Writing Without Teachers, 2nd ed., 1998)DrivingWriting is like driving at night in the fog. You can only see as far as your headlights, but you can make the whole trip that way.(attributed to E.L. Doctorow)WalkingThen wed revise, make the words walk slowly on the slippery trail.(Judith Small, Body of Work. The New Yorker, July 8, 1991)

Hamlet by William Shakespeare - 648 Words

To be, or not to be, or maybe just to pretend to be – Hamlet - make up your mind already! Before discussing Hamlet’s hamartia, please let me say that Hamlet is one of my all-time favorite plays. Yes, it is tragic. Yes, they all fall in the end. But, good lord, what action! So, what is this shortcoming the unfortunate Hamlet possesses that brings about his undeserved end? Before discussing the frailty of this tragic hero, let us examine the word, hamartia, used by Aristotle in â€Å"The Poetics†. Hamartia is a particular error in the protagonist’s personality that eventually produces his or her downfall in a tragedy. It is also important to understand the meaning of a tragedy and tragic hero in the light of drama. The tragedy is a specific type of play that recounts the fall or misfortune of an individual who, while undergoing suffering ... demonstrates the value of human effort. (Roberts 1931) The tragic hero is one who is â€Å"highly renowned and prosperous†; yet, is also â€Å"imperfect† so that the average person can more easily relate to them. (Roberts 1306) Hamlet is the quintessential tragic hero in that he – as the prince of Denmark – is a high-born, well-educated, and relatable character. Additionally, he is an honorable man and ordinarily admired by all who know him. Although he is not a saint, he is certainly not a villain. With so many things in his favor, why did he meet with such a tragic end? It was his crippling indecisiveness which rendered him unable to actShow MoreRelatedHamlet, By William Shakespeare880 Words   |  4 PagesWilliam Shakespeare is praised as the pioneering English poet and playwright whose collection of theatrical works is regarded as the greatest artistic value throughout the history of English literature. Shakespeare delved into the spiritual and mental component of humanity and the consequences that arise from this human spirit when it is disputed. The most famous revenge tragedy play, Hamlet, is an excellent illustration of Shakespeare’s philosophical study of human nature. In Hamlet, the arguableRead MoreHamlet, By William Shakespeare899 Words   |  4 PagesWilliam Shakespeare, author of Hamlet, was a well-known author in the 1500s and is still popular today. He was born on April 24, 1564 in London, England. Although there were no birth records at that time, it sh ows he was baptized one year prior to that, which leads us to believe his birthday was in 1564 because children were normally baptized a year after their birth. Shakespeare’s writing style was very different than others at that time. He used many metaphors and rhetorical phrases, and most ofRead MoreHamlet, By William Shakespeare996 Words   |  4 PagesHamlet, written by William Shakespeare, with out a doubt holds the most famous soliloquy in English history spoken by Hamlet in Act III, scene i, lines 57-90. This soliloquy holds much importance to the play as a whole because it ties together the reoccurring themes of suicide and Hamlet’s inaction portrayed by Shakespeare. Hamlet poses a problem, which is the driving force of the play: â€Å"To be or not to be?†(III.i.57). Shakespeare uses this logical question asked by Hamlet to drive out his underlyingRead MoreHamlet, By William Shakespeare1178 Words   |  5 Pages In William Shakespeare’s play Hamlet, the protagonist suffers from struggles with major characters, especially with the women in his life. While reading the play Hamlet, Hamlet appears to be a disillusioned man. Throughout the play, Shakespeare has only casted two females: Gertrude and Ophelia. Gertrude is defined to be incestuous, naà ¯ve and cold-hearted. On the other side, Ophelia is characterized to be ignorant, innocent and fearful. After the quick marriage of his mother and evil uncle, Hamlet’sRead MoreHamlet, By William Shakespeare1308 Words   |  6 PagesHamlet is arguably one of the greatest tragedies in all of literature and when most people think of tragic plays, they think of none other than the one who wrote it, William Shakespeare. This classic story of revenge excites it’s readers with its main character, Prince Hamlet, who goes through the unique human-like process of revenge that is often overlooked. Many other stories rely heavily on the logi c of good people doing good things and bad people doing bad things just for the sake of their natureRead MoreHamlet, By William Shakespeare Essay1453 Words   |  6 PagesHamlet by William Shakespeare explores many aspects of mankind--death, betrayal, love, and mourning. Out of these, the most prominent theme in this play is death in the form of suicide. The main character, Hamlet, finds himself questioning the quality of life and the uncertainty of the afterlife once he discovers news of his father s death and the corruption in the kingdom that follows. Ophelia, Hamlet’s lover, is found dead later in the plot and is presumed to have committed suicide. In Hamlet’sRead MoreHamlet, By William Shakespeare1146 Words   |  5 PagesA character so complex, enticing and fascinating, his name is Hamlet. We are all Hamlet, and that, is the argument. Hamlet is an enigmatic character with many flaws. These flaws are the ones that prove similarities between us and him. A play so popular and significant is due to its huge relevance to us as a society. In the play Hamlet, William Shakespeare uses Hamlet’s character and metaphor to demonstrate that when one is left alone to their thoughts, these thoughts overtake reason. ConsequentlyRead MoreHamlet by William Shakespeare1456 Words   |  6 PagesThe play Hamlet, by William Shakespeare, takes place in a time where the impossible was a part of the lives of everyday people. Occurrences that people in the modern time would believe unbelievable. Yet, with just a quill and parchment Shakespeare’s is able to connect the past and present by weaving a plot with skill that is still unparalleled to this day. The play Hamlet this exceeds this expectation by revealing depth of Hamlets, the protagonists, character personality through the useRead MoreHamlet, By William Shakespeare1920 Words   |  8 PagesIn the play Hamlet by William Shakespeare, the character Hamlet must deal with both external and internal conflict. Hamlet encounters many struggles and has trouble finding a way to deal with them. With so many corrupt people in his life, Hamlet feels as if there is no one that he can trust and begins to isolate himself from others. A result from this isolation leads Hamlet to become melancholy. Hamlet struggles with suicidal thoughts, wants to kill King Claudius, and is distraught over his mother’sRead MoreHamlet, By William Shakespeare900 Words   |  4 PagesIn this story Hamlet, by William Shakespeare, there was an excessive deal of questions surrounding Hamlet’s mental state. Claudius’s nephew hadn’t been the same since his father passed away. It’s been up for discussion as if he’s actually senseless surrounding the death, or the wedding between his mom and uncle. Gertrude and the King married approximately a month or two after the funeral. At this point it’s not actually established what the cause of his actions is. Was Hamlet at fault for Polonius’s

Coca Cola Company Industry and Competitive Analysis Free Essays

Jan Bernadette Balingit’s Autobiography Hi! My name is Jan Bernadette Tolentino Balingit,I was born on December 08 1999. My favorite color is violet and my favorite cartoon character is Hello Kitty. I am the only one girl between my two brothers. We will write a custom essay sample on Coca Cola Company Industry and Competitive Analysis or any similar topic only for you Order Now And I live in Sisiman, Mariveles, Bataan. And I’m taking schooling at Bepz Multinational School. And I want to play all day but not always because I want to first my study. I’m 13 yrs. old now. When I grow up I want to be an Optometrist like my mother, because I want to be like her. To be an Optometrist, I will finish first my study because when I will not finish my study I will not be an Optometrist. I’m nearer and nearer to that stage because I’m Grade 6 now. And I will introduce to you my FAMILY members: Maria Victoria T. Balingit-Mother, Benny Balingit – Father, John Benedict T. Balingit – Older brother, John Vincent T. Balingit – Younger brother. My very memorable experience is when we go to Enchanted Kingdom with my family especially me. And after we eat there we make â€Å"Gala† then we decided to take a ride in the rides named â€Å"Space Shuttle† we fall in line there in about 25 minutes. Then when it’s our turn we sits at the middle seats. And when the rides start moving we all get nervous and when we go down from the rides we all get dizzy. And my dad searching for a nurse to get our blood pressure we need to take a rest first. And when the nurse is there to get our blood pressure my mother’s blood pressure is the highest blood pressure at all. Project In English Submitted To: Fatima Acuna Submitted By: Jan Bernadette T. Balingit How to cite Coca Cola Company Industry and Competitive Analysis, Papers

Human Resource Management Management Decision

Question: Describe about the Human Resource Management for Management Decision. Answer: 1. In order to deal with an intoxicated employee, it is imperative for the company or employer in question to have a company policy in place which clearly states that alcoholism during work hours or working under the influence of alcohol at workplace in banned. Using the company policy, the supervisor can issue warning to the employee who might be coming intoxicated at work. However, this should be limited to only the first couple of instances as the cost of alcoholism may be exceptionally high for the organisation. It is imperative that this must be issued only after having all relevant data which indicates the intoxication beyond any doubt. Fines may also be imposed during the initial stages. However, if the employee does not improve the conduct, then the employee may have to be terminated or referred to EAP (Employee Assistance Program). Besides, it is imperative that the supervisor should be vigilant with regards to such employees and must observe signs of alcoholism such as high absenteeism, inefficiency at work along with behavioural issues (Mondy and Mondy, 2012). In dealing with an intoxicated employee, it is imperative to consider certain mitigating circumstances such as the performance of employee on job, behaviour with colleagues, extent of the problem particularly with regards to consumption and the frequency of the same. The nature of disciplinary action would tend to be dictated by the above factors even though intoxicated employees would be discouraged. For instance, an employee who has only rare issues with alcoholism and otherwise has exceptional work performance would more likely be considered for an EAP rather than termination (Werner and Desimone, 2012). EAP or Employee Assistance Program may be defined as a work based intervention program which is designed for ensuring the employees wellbeing in all the senses i.e. emotional, mental and psychological. Since the problem of alcoholism impacts the wellbeing of the employee besides adversely impacting the work performance, hence EAP is quite relevant to deal with such problems. Under this program, there are professional counsellors who provide counselling to employees facing the issue of alcoholism and therefore would enable to overcome the issue in a gradual manner. The counsellors at EAP help in assessing the exact nature of the problem and also provide treatment or refer the employees to external treatment or rehabilitation centres if the extent of the problem is severe. Although the counselling offered under EAP program is kept confidential but with the prior permission of the client, the counsellor may appraise the supervisor about the progress of the particular employee which enab les the supervisor to take relevant decisions with regards to continuation of job (Dessler, 2013). 3. A well career management system is beneficial for both employees and employers. This is discussed below. Benefits to Employees It presents a proper career path to the employee based upon the individual ability and interest. This provides a boost to the overall motivation level of the employee and hence increases the productivity level as the employee proactively works towards the career goals. This also creates a positive image of the employer and hence limits the attrition rate and enhances the overall satisfaction level of the employees (Chanda and Shen, 2009). Besides, the career management plans also provide the employees of the organisation opportunity to get promoted and fulfil the various vacancies that may arise in the organisation from time to time. This in turn provides a natural career progression path for their employees which provide them motivation to stay with the organisation. Moreover, an integral part of the successful career management plans is the self-assessment of employees which enables the employee to raise their self-awareness levels especially about their key strengths and weaknesse s. Also, the employee is provided the requisite training so as to ensure that the career management plan that is intended for the employee could actually be executed. Further, it also enables an organisational knowledge transfer system in place with the more experienced personnel manning the senior posts while most freshers or newcomers occupying the entry level positions (Werner and Desimone, 2012). Benefits to employers The employers also share benefits of a successful career management plan. This is primarily in the form of higher retention and lower attrition amongst employees which tends to lower the overall costs involved in hiring and training of new manpower. Besides, it allows that the vacancies arising in the organisation especially at the middle and top management to be filled by internal employees who have been especially groomed for such positions (Mondy and Mondy, 2012). Also, since the retention and employee productivity is enhanced, hence it allows the employer to maintain a competitive edge especially in this knowledge driven economy. Further, it also strengthens the succession pipe as select talent is groomed for future leadership role and hence allows a continuity to be maintained besides providing opportunity for the loyal employees to lead the company (Dessler, 2013). Hence, it may be concluded that a successful career management system provides significant advantages to both employee and employer since it enhances the overall productivity and encourages talent retention. However, a career management system which is not faulty and not driven by the innate interests and merit may be faulty and hence the above discussed gains may not arise. 4. The various similarities amongst on the job experience, management education and management training are as follows (Dessler, 2013). The intention of all the above measures is to enhance the knowledge and overall skillsets of the concerned employee and hence to prepare the person concerned for a particular position. The expense for all the above measures is borne by the company and the employee needs to ensure that the objectives of the program need to be met. The various dissimilarities amongst on the job experience, management education and management training are as follows (Werner and Desimone, 2012). Even though all the above measures foster learning but there is stark difference in the underlying mechanism as the management education focuses more on theoretical learning while on the job experience is entirely about practical learning whereas management training lies in between the continuum,. The management education and management training tend to be implemented in a classroom setting unlike on the job experience which tends to be executed on the floor where the job is being done. The focus of management education tends to be more wide and generalised in nature unlike on the job experience which is highly specific to a particular job profile or role. Similarly, management training tends to be more restrictive in scope as compared to management education but more liberal in comparison to on the job experience. It is imperative that the management development program should not view the above techniques in silos but should aim to integrate the above measures for the holistic development of the employee. As a result, it is imperative that there should be a need assessment based on the underlying job profile. Further, there should be an assessment of the particular employee so as to identify the skill deficit based on which a particular measure or a combination of measures must be deployed in order to ensure that the skill deficit is removed in a time bound manner. It is imperative that the HR managers must seek opinion from the concerned employee with regards to the above options and thus, the suitable technique should be deployed. The HR manager on their part should try to provide some flexibility to employees with regards to the above measures based on their skill deficit, underlying ability, level of seniority and performance (Pinnington and Lafferty, 2003). 5. The change process tends to be unsettling and is often marred by turbulence and resistance from various quarters (Del Val and Fuentes, 2003). In such a background, Scheins theory on change process particularly with regards to individual behaviour. This is particularly significant in the change process whose various stages are discussed in the Lewins change model. However, a critical role in the change process is that of the change agent who potentially influences individual behaviour (Davidson, 2002). The change agent at the unfreezing stage or stage one facilitates the acceptance of change by motivating the employees to change and thereby dispelling the fears and negative attitudes towards change. Further, there is a cognitive restructuring at the second stage so as to introduce an altered point of view which could ensure that the employee embrace change. Finally at the refreezing stage or stage three, the altered view point with regards to change is integrated into the overall t hough process of the employee with the aid of the change agent. This is imperative as it enables the reconfirmation of the self-concept of employees and imbibes the performance standards which are desired by the changed organisation (Werner and Desimone, 2012). One example of an organisation which could successfully manage change using the Scheins theory is the California State University which recently brought sweeping changes in the IT systems of the main campus which also impacted the operations in various 23 campuses affiliated with the university. Due to the sweeping IT system changes, there was high degree of resistance amongst the employees particularly the staff working in various campuses since the IT system looked at bringing a fundamental transformation in the way the business would be conducted. However, the management explained to the employees through various communication channels the exact need of this change and how it would enable that the employee roles are well defined and thus enhance accountability while ensuring that all databases are centralised. This ensured that the employees were willing to change and further could see how they would be benefitted by the new systems. Further, the university also provided them with the requisite training so as to allay any fears and uncertainty that may be prevailing amongst the employees. Finally, the employees accepted the new performance metrics in the aegis of the new improved IT system. The management in this case through their open communication and encouragement acted as a potent change agent (Troyani, 2014). 6. There is difference between EEO (Equal Employment Opportunity), AA (Affirmative Action) and DI (Diversity Inclusion). EEO limits itself to implementation of the government statutes for ensuring that there is no discrimination in the matters of employment. AA is a wider action on part of the employer that aims to implement the government statutes in spirit and hence aims to dismantle the various barriers that may exist during hiring which may cause some discrimination. DI is the wider policy which seeks to ensure that that diversity is celebrated and also the diverse workforce is able to accomplish the organisational goals so that the diverse workforce could be maintained and retained (Werner and Desimone, 2012). One real company that has a functional diversity program is Johnson and Johnson. The company boasts of an office dedicated to diversity and inclusion. This office is headed by a Chief Diversity Officer who reports directly to the CEO of the company. Further, in order to ensure that the employee could embrace diversity as a way of life, the company boasts a diversity university which seeks to educate the employees in this regard besides providing the requisite skills. Also, mentoring in this regard also exists for the employees. In order to ensure EEO, the company has a stringent zero tolerance policy in place which discourages any discrimination and ensures that during hiring preference is given to individuals coming from different backgrounds. The diversity university along with the office of diversity and inclusion are potent measures with regards to AA and DI since the diversity at JJ is not tolerated but rather encouraged through proactive measures as has been discussed above (JJ , nd). It is not imperative that diverse organisations should also be inclusive. This is primarily because the scope of diversity limits itself to have a diverse workforce which comes from different socio-economic and cultural backgrounds and ensuring that no discrimination is there with regards to hiring of such workforce. However, inclusion concerns itself with regards to the integration between the various elements of this diverse workforce and how well could the employees coming from diverse background be integrated in the fold of the organisational culture. An organisational which has a diverse workforce may not be inclusive as there may be discrimination in terms of routine behaviour or in promotion and training opportunities. It is imperative that the diversity must be embraced in the organisational culture and only then could an inclusive workforce be obtained (Pinnington and Lafferty, 2003). 7. The Hersey and Blanchard situation leadership theory states that the underlying leadership style exhibited by the leader must not remain uniform and must be driven by the underlying maturity level of the followers. The four leadership maturity combinations as advocated as part of this model are briefly highlighted below (Jones, 2005). Telling the followers should be practised in case the follower group has only basic competence and is not willing towards the execution of the task and hence the leader needs to dictate the various steps. Selling needs to be exhibited when the follower group is willing with regard to task execution but the ability is lacking. As a result, there is two-way communication as the leader tends to provide the necessary support to the group in order to convince them of the leadership role occupied by the leader. Participating needs to be exhibited when the follower group has the requisite skillsets of accomplish the job but lacks the self-belief that they possess the necessary skills. In this particular case, since the group is competent, hence the leader tends to share the decision making with the various employees and provides them needed support to enhance their self-belief. Delegating needs to be exhibited when the follower group is both able and willing to do the task and completely prepared to assume the responsibility for the same. In such a scenario, the leader merely delegates the various tasks and only limits involvement to monitoring. The situation leadership model can be integrated with the team development model proposed by Tuckman. At my workplace, for a particular project I was required to work in a team consisting of three other members who were comparatively new. During the forming stage, there was a lot of confusion with regards to responsibility etc. and hence it is imperative that selling leadership style was exhibited where I established myself as the leader by passing instructions so as to enhance the team formation (Hills, 2006). During the storming stage, there were conflicts amongst the team members as there was some degree of mutual compatibility which adversely impacted their underlying motivation level. As a result, the telling leadership style was exhibited so as to ensure that the group tends to carry on with the requisite steps despite the internal differences. During the norming stage, there was resolution of differences through the way of team meetings and there was marked increase in the group cohesion. As a result, the leadership style got altered to participating as despite being the leader, I encouraged the team members to participate in key decision making. Finally, we entering the performing stage where the team worked as a cohesive unit and the team members had the requisite skill along with the motivation to achieve the designated work. The leadership style that was displayed at this juncture was the delegating style since the team was competent enough besides having the requisite motivation and thus only monitoring was required (William, 2009). References Chanda, A. and Shen, J. (2009).HRM strategic integration and organizational performance. Los Angeles: Response Books. Davidson, J. (2002). Overcoming resistance to change, Public Management, 84(11), 21 Del Val, M. P. and Fuentes, M. (2003). Resistance to change: a literature review and empirical study, Management Decision. 41(2), 148-155 Dessler, G. (2013).Human resource management, Boston: Prentice Hall. Hills, H. (2006). Team based learning, London: Gower Publishers JJ (nd), Our people and diversity, Retrieved from Johnson Johnson Website on June 30, 2016 https://www.jnj.com/about-jnj/diversity Jones, D. (2005). Executive Coaching and its Role in Effective Leadership Development.International Journal Of Leadership In Public Services,1(1), 45-48. Mondy, R. and Mondy, J. (2012).Human resource management, Boston: Prentice Hall. Pinnington, A. and Lafferty, G. (2003), Human Resource Management in Australia, New York: Oxford Troyani, L. (2014), 3 EXAMPLES OF ORGANIZATIONAL CHANGE AND WHY THEY GOT IT RIGHT, Retrieved from Tiny Pulse Website on June 30, 2016 https://www.tinypulse.com/blog/3-examples-of-organizational-change-and-why-they-got-it-right Werner, J.M. and Desimone, R.L. (2012), Human Resource Development, New York, South Western Cengage Learning William, K.A. (2009). The Student's Guide to Successful Project Teams New York: Taylor Francis Group