Managing Change In Difficult Times Management Essay

Managing Change In Difficult Times Management testThere is need for the Management of blue Marina to embrace budge which will be offered in form of restructuring, appearsourcing, culture revision programmes, business crop reengineering, the effectuation of enterprise system ,development of competences and capabilities, bare-ass business modelings and introduction of sore product and services.Blue Marina is a restaurant that specialises in the preparation, service and sale of choice calling card to the general public, such as main courses, pastries and desserts.It is a Family owned business of Italian origin, and prides itself in its choice of clientele over the past years.It boasts of round saturation of about 40 people, of which 50% is on a permanent contract while the rest is shared at heart the part-time and relief workers.However, there has been a major concern for the Management of Blue Marina as the staff turnaround time has been on the high side which in turn af fects both dexterity and service delivery to customers as they render to wait for longer period of time before being served.At present Blue Marina restaurant has put down losses for the first time on its balance sheet and this has called for need for change within the establishment if it still want to remain in the food business.Managing change is perhaps difficult and risky why should this be so? angiotensin-converting enzyme reason is the absence of a universal change theory, which requires an sagacity of organisation, schema and change. Before attempting to change something there must be an understanding of what demand to be changed as change in this context could mean the alteration of organisational components such as the strategy, goals, structure, processes, system, technology, and people to improve the effectiveness or efficiency of the organization.WHY turnIt is very important to understand the range of approaches to change management that exist. One approach to u nderstanding change management is the identification of major naturalises of thought. Burnes (2004a262) highlights three schools of thought upon which he believes change management is basedthe individual perspective schoolthe group dynamics school, andthe open system school.While Paton and McCalman (2000 2) turn over management and change as synonymous Hamlin (2001 44) offers a typical overview of the mainstream theoretical perspective to understanding change management within an organisationCAUSES AND CONTEXTS OF CHANGETriggers, drivers and tracers of changeDrifferent authors offer different degrees of sophistication in their specification of initiates and drivers. De Caluwe and Vermaak (200380) eloquently defined a trigger as the emotional characteristics that contribute to the emergence of a change idea.Tichy(1983147) regarded great(p) scale strategic change as being triggered by a large -scale uncertainty in the form of either a threat or an opportunity. More recently Patto n and McCalman (200323) identified potential triggers that includegovernment legislation,advances in process or product technology,changing consumer requirements,expectation or taste, and competitor or supply chain activities.Drukker (1994) suggests that organisation should frequently challenge every(prenominal) product, every service, every policy, every distribution channel, with the question if we were non in it already, would we be going into it now?Before an effective change can take place within the Blue marina restaurant, there is need to understand the past, present and future of Blue marina restaurant in general.As in the case of Blue Marina the under mentioned reasons make water necessitated the need for change.These reasons are as stated belowHigh turnaround timeLong delay in preparation and service of food to customersdrop in sales figureLow pro twins marginLow patronageExternal competitorsNeed for expansionORGANISATIONAL CHANGE MODEL FOR BLUE MARINA eateryA model is a representation to show the construction or appearance of or explain something Phil Kelly (2009146-147).This enables an organisation to identify targets for change, diagnose problems, while it outlines the necessary action for change enabling it to create a road map and implementation strategy. Many models helps us to understand how organisations operate, what to change and how to effectively carry out the change.Change Models an abstract representation of describing the content or process of changes.Mckinsey 7-S model this is a model that looks into organisational analysis and dynamics including components such as strategy, structure, systems, style, staff, shared evaluate and skill.Nadler and Tushman congruence model they both viewed an organisation as asset of internal, transformational, components that must be congruent with each other and the organisation strategy and environmentBurke-Litwin model a causal model that both looks into transformational and transactional organi zational variables represented in an open system.Though all these models have their inherent strengths and weakness, but Nadler and Tushman model have been able to recognize the fact that organizations are influenced by its environment of which their models were divided into input, process and output.Nadler and Tushman(1989) argued that there is need for transformational process components to be congruent or fit with each other, which may either have its advantages and disadvantages.Their model suggests there is no one best way to organize change. Which is why it is been recommended for the Blue Marina eating place change Managers.BARRIER TO SUCCESSFUL CHANGEIt is important for people managing change in Blue Marina restaurant to be aware of the nature of the resistance they may light upon from other managers as well as other workers. These difficulties must be addressed before unfreezing can take place. Fransella,(1975135)argued that we may like change and regard it as essential f eature of living it does not mean that we always welcome it.Similarly, Paton and McCalman (200047) have identified why organisations individuals and groups fear change which include the resulting organisational redesign, new technological challenges and challenges to old ideas.Lines (2004 198) concludes that resistance towards change encompasses behaviours that are acted out by change recipients in nine to slow down or terminate an think organisational change. Dawson (200319) on his part identifies the following examples of organisational factors from which resistance can resultSubstantive change in jobReduction in economic security or job placement.Psychological threatDisruption of social arrangements and lowering of statusThere is no concrete explanation of resistance to change that currently exists ,it is overly unlikely that a single universal explanation of resistance to change will ever be sufficient.IMPLEMENTATION AND MANAGING CHANGE.Turning around Blue Marina Restaurant r equires that the change Managers build a change team, develop detailed communication plans and understand how to manage the change transition. There is need to mobilise every staff of the restaurant to have a positive vision towards the proposed changed plan.However, there is need also to accession nutriment from members of staff and as a consequence I would recommend an involvement strategy which involves attention to many areas just as Kotter and others (2007).had thought the following were proposed Establish a sense of urgencyCreate a guiding coalitionDevelop a vision and strategyCommunicate this with othersEmpower actionGenerate shot term winConsolidate gainGoing further on how to manage and implement change in Blue Marina Restaurant, in the 1940s and 1950s, Kurt Lewin concluded that to be successful, the change process needs to follow a three step procedure namely UnfreezingMovingRefreezingHis theories were later expanded by Schein who described the three stages as Unfreezin g- creating motivation and planning to change by demonstrating a need and vision for change in a manner that would not result in the blame being associated with the managers who had permit the organization deteriorate.Changing- organizational members identify with a new model or way of doing thingsRefreezing- refreezing must occur at the individual level with employees accepting new behaviors and also at interpersonal and interdepartmental levels ensuring new behavious fit well with the rest of the organization.These three stages are highly recommended to the Change Managers of Blue Marina restaurant. Managers wanting to enclose change would understand and recognize that change occurs slowly and moves through a series of stages. For instance, one needs to recognize the need for change. Next step is to sterilize where Blue marina restaurant stands as it relates to the problem, where it plans and wants to be, and how it plans to get there.Bullock and batten after reviewing over 30 models of planned change ,came to the conclusion that change activities could be grouped into four phases namelyExploration phase recognizing the need for change, deciding on the type of changes and commit resources to planning the changes, sourcing for a consultant who assists with planning, implementation and defines everyones role as it affects Blue marina restaurant.Planning arrange This is a phase where understanding Blue marinas restaurant problems set in. It involves gathering of information and useful data in order to diagnose the problem and proffering solution to them while seeking approvals from the necessary quarters.Action phase implementation and arrangements of the changes to manage the change process and getting necessary feedbacks in other to make the needed adjustment.Integration level consolidating and stabilizing the changes to become part of the new Blue marina restaurant organization in generalPREPARING FOR CHANGEPhase 1The first phase is targeted at being r eady. There is need to answer the following question how much of change management do we need for this project? The first phase is to provide the situation awareness which very critical for effective change management in the restaurant .Outputs of Phase 1Change characteristics profileOrganizational attributes profileChange management strategyChange management team structureSponsor assessment, structure and roles( i )MANAGING CHANGEPhase 2The second phase is based on plans that are imbibed into the project activities what people generally think of when they talk about change management. Based on research, carried out there are five main plans that should be considered to help Blue Marina Management move through the change Model.Outputs of Phase 2Communication planSponsor roadmapTraining planCoaching planResistance management plan(ii)REINFORCING CHANGEPhase 3 equally critical but most often overlooked is the third phase of where project teams create plans to make sure that the change plan is sustained. At this consign , project teams leader create and develop measures to ensure the change has taken place and to also actually confirm if employees are doing their jobs the new way and to go on success.Outputs of Phase 3Reinforcement mechanismsCompliance audit reportsCorrective action plansIndividual and group recognition approachesSuccess celebrationsAfter action review(iii) completionFinally, to make any change click, it should be part of Blue Marina restaurant. Corporate plans often determine what is done, so there is need for the proposed vision to show in day-to-day work.Continuous efforts should be imbibed to ensure that the change is seen and noticed in every areas of the organization. This will give the change a strong place in the organizations culture.It is also important that Blue Marina leaders continue to support the change. This will include staff and new change leaders who will be brought in. If the support of these people is lost, one could just e nd up where one started from.The following action plan should be put in placeCommunicate effectively on the progress at every chance one gets. Tell a succes stories about the change process while repeating other stories one hears.Including the change ideas cum values when inducting and employing new staffPublicly recognise key members of your original change coalition and make sure the rest of the staff new and old remember their contributions.Create plans to replace key leaders of change as they move on. This will help ensure that their legacy is not lost or forgotten.If you need help on enabling positive change to create the performance breakthroughs you need the honest answer which is that you manage it picturesque much the same way you will manage anything else of a turbulent situation or chaotic nature, that is, you dont really manage it, you grapple with it.

Diversity in Human Services

assortment in homo serve wellsPeople ar both similar and different diversity is the recognising and valuing difference. Diversity relates to distinction such as gender, age, religion, race, culture, education, occupation, language, attractiveness, health, physical appearance. Cultural diversity is one fount of diversity with a multitude of differences which come from our heathenish heritage. Every aspect of life is touched by culture, culture affects how people perceive things, and it influences how people attribute meaning to conversation. When cultural talk systems are unk right awayn or ignored, messages are likely to be misinterpreted resulting in roadblocks to communication. To ensure effective communication gay Services workers require assuredness of and sensitivity to cultural differences to enable them to successfully execute a diverse range of people. This essay examines effective cross cultural communication for the Human Services worker, as culture refers to th e language, intimacy, rituals, values that connect whatsoever group of people, in the scope of this essay the mise en scene of cultures is that from different countries. Firstly, it looks at some of the differences and problems when communicating cross culturally. Then the essay proposes solutions to reduce communication barriers and, lastly proposing principles valet service agencies should adopt to enhance communication.Working cross culturally the human service worker faces many challenges to effective communication because of the complex personality of culture, intercultural behaviours, core values and expression provide much possibility for misunderstanding. According to Fouad Arredondo communication patterns, styles, symbols and gestures are highly culture bound and unconsciously scripted. (Fouad Arredondo 2007 p42). Several variables nominate be considered to assist in the understanding of cultural differences to identify why problems arise, various(prenominal)ism vers us collectivism is one variable. Individualistic cultures are where emphasis is on individual achievement as contrasted to collective cultures where importance is on what is best for the group. Counselling itself is a culturally specific activity having evolved from a Western philosophy of individualism, communicate a client from a collective culture to focus on hyperintrospection and hyperindividualism will non resonate result in a lost opportunity. Whilst not come up toing the same language is a more obvious barrier to communication, consider the communication barrier created when a client for whom English is a atomic number 42 language is expected to verbalise highly complex emotions. (Wheeler 2006 p150)Cultures can also be distinguished as having low context or high context communication, in low context cultures such Australia or America communication is direct, the meaning is in the message. Asian, Mediterranean and Arab cultures are high context where communication is me diate and it is equally important to look at the implicit meanings and body language. Misunderstandings arise when there is a lack of awareness in the different style of communicating. For example, native Australians would consider it rude to directly ask a question and instead hint (Mundine 1999, p. 1). This is similar to Asian concept of saving face indirect communication is used to prevent discomfort for either party. In some Asian cultures this is extended to some not disclosing physical abuse for fear of losing face or embarrassing the family (Devito 2009, p. 281), however withholding such information creates a barrier to communication for the human services worker.Non verbal communication is another factor which in which meaning differs between cultures, and if these differences are not understood leads to communication crack-up. In some cultures nodding the compass point means no, or the nod of a head from a Chinese person does not implicitly mean that they agree. In Weste rn culture direct eye gaze is considered a sign of honesty, in cultures such as Japan however, direct eye gaze is a sign of disrespect. De Vito (2009, p. 133) concludes try visualising the potential for misunderstandings that eye communication alone could create.A Human Services worker lacking awareness of cultural-based norms, such as family structure and gender rules, risks violating these rules, their behaviour impeding trust and confidence. For example, married Muslim women cannot touch a man other than their husband. Lack of awareness or sensitivity to these norms creates conflict and a lost opportunity for engagement. Another barrier to communication results where the Human Service worker consider their avouch culture to be superior to others cultures. assay and Gamble conclude that ethnocentrism is key to failed intercultural communication efforts. (Gamble Gamble 2009, p.27).Finally, cultural stereotyping is a barrier to effective cross cultural communication, whilst it is necessary to group people to simplify understanding differences, it is problematic perceive that all are the same. For example, to believe that all immigrants from the centre of attention East are unable to assimilate into Australian society is cultural stereotyping. Stereotyping demonstrates a fundamental lack of understanding of diversity leading to a breakdown in communication. This paper has looked at some cross cultural communication differences and problems that arise that can be covered in the scope of this essay, the paper now proposes solutions to enhance communication and reduce communication barriers.To enhance communication and reduce barriers in cross cultural communication the Human Services worker develops knowledge and skills. Integral to this is self awareness, being aware of and challenge ones perceptions and bias. Workers must to increase intercultural communication competence by developing knowledge of different cultural differences, Gamble Gamble confirm it is vital to make the unknown known we pauperization to conduct ourselves in a manner designed to reduce the strangeness of strangers that is, we need to open ourselves to differences by adding to our storehouse of knowledge, by learning to cope with un certain(prenominal)ty and by developing an appreciation of how increasing our cultural sensitivity positively affects our communication competence (Gamble Gamble 2009, p. 30). It would however be uninformed to believe that a person can ever completely understand another culture fashioning it necessary for Human services workers to be comfortable dealing with ambiguity. As important as it is to be familiar the difference in culture conversely it is important not to allow cultural traits to hinder understanding nor to focus excessively on differences. Clients are individuals human services workers serve a person, not a culture (Egan 2006).Empathy listening skills are integral to effective communication and equally so when communicating i nterculturally. The Human services worker should put themselves in their clients shoes to imagine what is like from his or her world view point. Listening skills and careful observation of cues such as non verbal signals should be taken into visor interpret full meaning, particularly when communicating with a person from a high context culture. To enhance communication the human services worker should also regularly seek confirmation of understanding. A deeper level of trust and confidence may need to be built with people from some cultures before they observe emotional or what they consider to be shameful. To enhance communication with these people it may take patience, time and also an appropriate level of self apocalypse on the workers part. To reduce communication barriers the worker may ask permission before asking sensitive a sensitive question. Workers should also be aware and sensitive to taboo subjects, in some Indigenous Aboriginal communities it is shameful to talk abo ut mental illness, to reduce communication barriers workers would avoid using certain words or lables (XXXXX). Working with people who speak English as a second language poses another set of challenges in communication, to reduce barriers workers should speak slowly, be patient and allow pauses, alternatively an interpreter could be offered. (Kenny 2009).To reduce communication barriers for their diverse range of stakeholders it is vital for Human services agencies should foster their own culture where diversity is embraced and celebrated. A philosophy of respect of individuality and uniqueness which commitment to self development and ongoing learning is promoted. This philosophy should be brought to life by encourage a diverse range of workers with difference backgrounds and experience. A culturally specific approach to training programmes, developing intercultural communication competencies when working and human services workers be regularly reviewed against competencies identify ing areas for development.Culture influences everything about people, including the meaning attributed to communication, this poses challenges for the human services worker when working cross culturally. This essay has considered some of the communication differences and issues that Human Services workers face working interculturally, it has also looked at ways to enhance communication and also principles agencies should adopt to reduce communication barriers. The essence however is that eventually no two people even those from the same culture are the same, innumerable differences makes each person unique. Human Services workers require cross cultural competency to effectively communicate with the diverse range of people that they meet the most fundamental of these abilities being willingness to learn and respect of all individuals.BiblographyDeVito, J 2009, The social communication book, 12th edn, Pearson Education, Boston, USA.Egan, G 2006, Skilled helping around the world addr essing diversity and multiculturalism, Thomson Higher Education, Belmont.Fouad, NA Arrendondo, P 2007, Becoming culturally oriented matter-of-fact advice for psychologists educators, American Psychological Association, Washington.Gamble, TK Gamble, M 2009, Communication works, 10th edn, McGraw Hill, New York.Kenny, S 2006. Developing communities for the future, 3rd edn, Cengage Learning, South Melbourne.Mundine, J 1999 Face to face communication protocols, viewed 12 August 2010, http//www.nipaac.edu.au/Face2Face_CommnProtocols.pdf.Wheeler, S (ed) 2006. Difference diversity in counselling contemporary psychodynamic perspectives, Palgrave Macmillan, New York.Aboriginal Mental Health First Aid Training and search program. Cultural considerations communication techniques Guidelines for providing mental health first Aid to an Aboriginal or Torres Strait Islander person. Melbourne Orygen Youth Health Research Centre, University of Melbourne and beyondblue, the national low initiative 2 008Viewed 20 August 2010http//www.mhfa.com.au/documents/guidelines/8307_AMHFA_Cultural_guidelinesemail.pdf

Wilfred Owens Dulce Et Decorum Est, Tim OBriens The Things They Carri

Wilfred Owens Dulce Et Decorum Est, Tim OBriens The Things They Carried, and Siegfried Sassoons Suicide in the Trenches Many war pieces express a distinct sense of truth, hatred, and anger that can be found in the style, tone, and imagery they possess. Incredible images are created in ones mind as war publications are read and heard. Works written by such writers as Siegfried Sassoon, Wilfred Owen, and Tim OBrien really reach out to the audience by way of the authors choice of lyric and images that they use in their writing. These talented writers create very touching and heart-felt images as they write about the true occurrences, problems, feelings and emotions that soldiers encountered throughout times of war. It is by way of these writers lecture that the bloody truth of war is heard, rather than the glorified victories heard which overlook the pain that soldiers went through. One beautifully written piece of work by Wilfred Owen is authorize Dulce Et Decorum Est.Just as the p oem is written in a rhyme and rhythm that makes poetry easy to follow, the vivid imagery helps one to video recording more easily what is going on in the poem. Owen brilliantly chooses words and phrases that illuminate the scene, making the reader feel as if he is physically in the scene along with the characters. For example, Owen describes that the Men marched asleep. Many had lost their boots/ But limped on, blood-shod. All went lame all blind/ Drunk with fatigue deaf even to the hoots/ Of tired, outstripped Five-Nines that dropped crumb (Gioia 782). A feeling of sadness and pity is felt as one hears the previous words. It is almost as if the scene of the soldiers trudging through the battlefield is being painted for the reader to actually visually ... ... they have heard about war or want to believe about war. The three incredible works of literary works by Owen, OBrien, and Sassoon give a true sense of what fighting for ones country was really like. The battles, soldiers, and wars that most of the public see is glorified tremendously through movies and books mainly. These writers treasured a change and they went about this by giving the true and honest facts of what happened. War should be thought of as a tough obstacle that no one should ever have to go through, a sad occurrence, or a horrible burden, but not as a glorious victory. In order to reach that victory, the road is anything but sweet. Works CitedGioia, Dana and X. J. Kennedy. Literature. Longman Publishing New York, 2002. Hermine.Poetry and Music of the War Between the States. 02 July 2002. 11 October 2002.

Skills and Science of Doctoring Essay -- Medicine Medical Health Essay

Skills and Science of DoctoringStudents, like all human beings, have a example obligation to prevent serious harm when they can do so at little risk or cost to themselves (Primum non tacere). I agree that a health check student, more than the medium citizen, has an obligation to service all people, regardless of nationality, religion, or sexuality. However, medical students ar in contact with ill patients more than the average citizen and this constant interaction with the sick make medical students more susceptible to acquiring disease. This fact alone increases the fearfulness that a medical student has nearly treating certain illnesses, and it may cause him to deny treatment to a sub-population of patients with a specific illness. You might be wondering whether such a denial is ethical, and jibe to the American Disabilities Act, physicians cannot discriminate against a subset of patients with a specific illness simply because they (physicians) atomic number 18 fearful of acquiring the disease. Withholding treatment from a select class of patients on the basis of fear is unlawful for a physician, and perhaps even unethical. Is it, however, unethical for a medical student to withhold treatment simply because of fear? The American Disabilities Act does not mention medical students, and the title medical student is not synonymous with the title physician, so students, unlike physicians, are not bound by the law to serve any ill patient. The law and ethics, however, dont always coincide, so let us mensurate a medical students choice of placing his well being over that of a patient.Medical students are on their way to becoming physicians. They are sometimes referred to as physicians-in-training, and as such, they should feel... ...ally, if this alternative doesnt work, I think suppressing ones fear is the next choice. Its a difficult tab key to swallow, since students are exposed to illnesses daily and dont have enough knowledge or training t o adequately protect themselves. In addition, fear is a powerful, natural emotion that is not easily ignored. However, students must learn medicine and they cannot always learn it on their terms. Hopefully, future third and fourth year medical students will have understanding supervisors, and if not, will have the strength to treat patients whose diseases they fear. If, however, you are a medical student who does not have either, my final lead to you would be to find a nice spot in the bathroom in which to hide. Works CitedDwyer, James. Primum non tacere An Ethics of Speaking Up Hastings Center Report. 24, no.1, (1994) 13-18.

Where the Red Fern Grows :: Essays Papers

Where the Red Fern Grows Billy is coming home from work one day when suddenly he hears some dogs up the street fighting. He goes to check it out and finds them picking on a redbone hound. He holds the dog and cares for it through the night. It reminds him of his childhood. When Billy was ten years old he lived on a farm in the Ozark Mountains of northeastern Oklahoma. He wanted two good coonhounds very badly, he called it puppy love, but his papa could not generate to buy him the dogs. For many months, Billy tries to content himself with some rodent traps his papa gives him, but he still wants a dog. Then one day he finds a sportsmans catalog in an abandoned campsite. In it he sees an ad for good hounds, at $25 each. He judges he wants to save $50 and order himself two hounds. Billy works hard, selling fruit and bait to fishermen, and gathering fruit that he sells to his grandfather at his store. Finally, he saves plentiful money and gives it to his grandfather to order the dogs for him and asks him to trammel it s secret. When a notice comes that they have arrived at the mail depot in the nearby town of Tahlequah, they decide to go into town the next week. That night Billy decides he can not wait any longer. He packs himself a little food, and heads of for town pursuance the river through the woods. He walks all night, and finally reaches town in the morning. The people in town laugh and stare at the young hillbilly, but it does not bother Billy he is there on a mission to get his dogs. He finally collects his dogs and walks back out of town with their small heads viscous out of his bag. Some schoolchildren mob around him and knock him down, but the town sheriff rescues him. The sheriff is impressed with Billys determination, and says he has grit. That, night Billy camped in a cave with his two puppies. They wake up in the middle of the night to hear the call of a mountain lion. Billy builds a fire to keep them safe, while the bigger of the two dogs, th e male, barks into the night air. The next morning he stops at the campsite where he found the catalog.

Work Experience Essay -- Papers

Work Experience Work experience. The first time those delivery were mentioned I felt a cold shiver slowly descend down my back. Images of spending a week with unknown people in deadlock jobs flooded into my head. It was obviously going to be far too much effort for what it was worth. Yet, another side of me said do I want to be watching paint dry, or even watching grass grow. This is not where I want to be. I want to be out, I want to be experiencing, living, running, jumping, eating, playing, screaming, laughing, anything. I had to apply to a company for a two week placement, and this had to be done through proper procedures, so I had to make certain my curriculum vitae was up to date and well presented. I first began to think what type of work experience would I most enjoy and benefit from. I thought I would similar to work in a computer related placement since I am doing IT as a GCSE and I switch a keen interest in it. I went along to the career s office and talked to the careers teacher but he didnt quite have what I cherished so I went home and done some research on the internet and found a contact number and e-mail, I phoned the number and asked astir(predicate) any work experience opportunities and they said the best thing was to e-mail my queries to a certain e-mail address. I e-mailed this person and they replied wanting to know what was the take up specification of this work experience. After several e-mails, they told me to send my CV along with a letter of application and so I did. A few weeks subsequently I received a e-mail saying they do not do work experience for GCSE students, but added by saying they were planning to introduction such opportunities... ...ing and informative week, I enjoyed every part of it as most of the tasks I comprehended them as challenging. I was made to feel extremely invite by all of the members of the staff. I found the week very informative because I found out that it is definitely the sort of business I would like to do when I leave school/university. By taking up this work, it had made me feel differently about my career plan as how essential it really is before this work experience. When I look back at my work experience in about five years time I would like to think of it as It was worth every penny. Also how a great deal it was influential in playing a critical part in my life when I reflect back I walked to the train station feeling satisfied with myself. I arrived home feeling kinda cheerful and surprisingly looking forward to school.

J.R.R.Tolkien: Master of Fantasy Essay -- John Ronald Reuel Tolkien Bi

John Ronald Reuel Tolkien (J.R.R.Tolkien) was a philologist in the very strict sense of the word. This term, philologist, comes from Greek (philos) and (logos) and literarily means love for spoken communication. According to the Oxford Dictionary, it is the scientific study of the development of language or of a particular language, which is precisely what Tolkien did all through his life. Tolkien was, as has been said, a weighty lover of words, which he begun developing from a quite early age. In 1900, when he and his family had to move to Birmingham in order to be closer to queer Edwards School, Tolkien discovered Gaelic, a language toward which he showed a great interest and which opened him to another linguistic world (le abri otro mundo lingstico, Carpenter, 200237). When he returned to King Edwards, after a year in St. Philips School, he started learning Greek he already knew Latin as his mother had taught him at home. When his literary productions teacher read The Canter bury Tales, by Geoffrey Chaucer, in the original Middle-English he decided to learn more about the history of the language (Carpenter, 200239), why languages are as they are (por qu eran como eran Carpenter, 200246). His discovery of Anglo-Saxon was also an important element in his approaching to philology. As can be seen, his encounter with these new-old languages was continuous Old Norse, Gothic, etc. It was also the starting point of his creation of private languages (Naffarin). Thanks to his deep study of these languages we have today works like The Silmarillion, The Hobbit, or The Lord of the Rings, as Tolkiens imagination came not from any other place but from language itself, as Segura (2008) states saying that his imagination was... ...o.-Carretero, M.-Catastrophe. Oxford Learners Dictionaries. 2014. http//www.oxfordlearnersdictionaries.com/definition/english/ misfortune -Coleridge, S.T. 1984. Biographia Literaria. P.6. Princeton Princeton University Press. -Eucatastrophe. Oxford Dictionaries, Language Matters. 2014. http//www.oxforddictionaries.com/es/definicion/ingles/eucatastrophe -Lewis, C.S. 2002. On Stories and Other Essays on Literature. EE.UU Mariner Books.-Segura, E. 2008. J.R.R.Tolkien Mitopoeia y Mitologa, reflexiones bajo la luz refractada. Spain Portal Editions.-Segura, E. 2001. El Viaje del Anillo Mapa narrativo de la Tierra Media.-Tolkien, J.R.R. (lecture given in 1939). On cigarette Stories.-Tolkien, J.R.R. 19. The Lord of the Rings The Two Towers.-Olsen, C. 2010. On Fairy-Stories. http//www.festivalintheshire.com/journal5hts/5tolkienprofessor.html