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Elizabeth Cady Stanton America s First Feminist

Elizabeth Cady Stanton: America’s First Feminist Feminism. The word, depending on the person, could leave a sweet or sour taste. It means, simply, â€Å"The advocacy of women s rights on the grounds of political, social, and economic equality to men†(oxforddictionaries.com). But the connotation varies, from the aggressive to the convincing. When the eight-letter word pops into someone s brain, they might picture powerful modern and inspiring figures, like Malala Yousafzai, the youngest person, male or female, to receive a nobel peace prize, or Emma Watson, an actress in Hollywood protesting wage gaps. But the negative connotation is much more widely known. According to theyoungpost.com, â€Å"in a recent poll in the UK carried out by YouGov, only 19% of the public were willing to identify themselves as feminists, but 81% believe women should be treated equally to men†. Those are the same thing right? No, not in the public’s eyes. â€Å"A lot of people confuse the core of feminism with the values of being †˜male haters’ and female superiority†, said an article in the Mancunion, Britain’s largest student newspaper. How did it ever fall so far? Feminism didn’t have this rough of a public meaning back when the word was used for the first time. According to The Oxford dictionary, the word feminist came from the french word fà ©ministe, and came about in the 19th century. America’s powerful fight for today’s women s rights began in the late 1840’s. Lead by none other than strong, independantShow MoreRelatedWomen s Degradation By Elizabeth Cady Stanton928 Words   |  4 Pageswoman was made for man† (Stanton) Believed to be one of the greatest and most influential feminists of not only her generation, but of all time, Elizabeth Cady Stanton paved the way for women and their rights in a time when they had none. Elizabeth, was one of the first feminist theorists in America and through her beliefs that women deserve equality and equal ri ghts, she paved the way for the future of women and her effect on America is still felt today. Elizabeth’s first major fight within the worldRead MoreFeminism, By Elizabeth Cady Stanton And Lucretia Mott1300 Words   |  6 PagesBefore feminism, an American woman s life was like a prison. A woman could be forced to stay at home, abused mentally and physically, and had no rights in the eyes of the law. In the 19th century, the first feminist convention was permitted: the Seneca Falls convention for women’s advocates in New York. The convention was held by Elizabeth Cady Stanton and Lucretia Mott. These women addressed the idea of improving the rights of women. Accomplishing the overall idea, sixty-eight women and thirty-twoRead MoreFeminism : An Definition Of Feminism1281 Words   |  6 PagesMany people misinterpret what this term means based on media and people who do not know better. Many people who may misinterpret feminism may describe it as a movement to make women superior to men. They may say that those who claim to be a feminist are ones who hate men and strive to assert themselves above them. However, that is not the case. An accurate definition of feminism includes, â€Å"...a doctrine or movement that advocates equal rights for women†. Merriam ­Webster dictionary definesRead MoreWomen s Suffrage By Matilda Joslyn Gage1433 Words   |  6 Pageswoman’s rights. Examples of rights feminists include early reformers like Susan B. Anthony and Elizabeth Cady Stanton. Rights feminists believed that woman should be given suffrage because it was their right as citizens. Following these woman are difference feminists, like Frances Willard. These feminists believed that woman should be given the vote because woman would represent different ideas and beliefs in the polls. Finally, there are emancipation feminists who believe in the total and absoluteRead MoreWomen s Role During The Nineteenth Century1316 Words   |  6 PagesA Women’s Role in the Nineteenth Century In the mid to late nineteenth century, America was full of potential. Settlers were cultivating the west, blacks that were once captive were no longer enslaved, and a woman’s role in society was undergoing a transformation. The reality of this all was, blacks were not considered equal status with whites, American Indians were being pushed out west and women were still considered second-class citizens. During this century, women were reliant on men for muchRead MoreElizabeth Cady Stanton : Women s Rights1922 Words   |  8 Pages Abstract Elizabeth Cady Stanton forever changed the social and political landscape of the United States of America by succeeding in her work to guarantee rights for women and slaves. Elizabeth Cady Stanton was a leader in the 19th century for women’s activist and women’s suffrage leader. As an active American abolitionist, she gave many lectures and wrote books. Among those fighting for women’s rights, she was a primary leader. Though she was interested in women’s rights from many perspectivesRead MoreWomen s Impact On Women Essay2266 Words   |  10 PagesThe 1800’s redefined who, what, and how women would continue to be represented in the United States. Prior to this era women’s roles in America were very limited; women had to abide by laws such as coverture. Men were the dominating force in social events, political events and in the economy. Nonetheless, women continued to fight these injustices and set multiple milestones during the 1800â€⠄¢s and the 1900’s. Several significant people and movements would attribute to these noteworthy milestones thatRead MoreInfluential Leaders Of Women s Suffrage1660 Words   |  7 Pageswere; Lucretia Mott, Susan B. Anthony, Emmeline Pankhurst and Elizabeth Cady Stanton. These influential leaders involved in Women s Suffrage helped to improve the quality of life in the 1920’s by fighting for equality, and driving congress to pass the 19th amendment that gave women the strength and courage to stand up for themselves. Elizabeth Cady Stanton, born in 1815 Johnstown, New York, was an American feminist who organized the first women’s rights convention at the Wesleyan Chapel in Seneca FallsRead MoreThe Industrial Revolution Essay1953 Words   |  8 Pagesfor the household before the Industrial Revolution. These changes aroused a series of feminist activities, including the liberation movement and the establishment of mainstream feminist groups in the 1940s. There are three phases of feminism: the first-wave, started from 19th century to early 20th century, the second-wave, spanning from the early 1960s to the late 1980s, and the third-wave, from the early 1990s through the present time. These movements indicate women’s consciousness and abilityRead MoreWomen s Suffrage By Elizabeth Cady Stanton1582 Words   |  7 PagesIn the late 1800’s women were tired of being put on the back burner. Women were not able to vote, work certain jobs and some were not able to get a basic educatio n. There were many political changes arising and women wanted to have a voice and take part of the process. Women wanted to be considered equal with the same opportunities as men. In the 1840’s the first women suffrage convention entitled Seneca Falls Convention took place some women thought that their view were too extreme. .Many women

The Apprenticeship System †Summary Free Essays

THE APPRENTICESHIP SYSTEM Aims of apprenticeship * To provide a peaceful transition from slavery to freedom * To guarantee planters an adequate supply of labour during the period and prepare for full freedom * To train apprentices for freedom especially working for wages * To enable the colonial governments to revise the system of justice and establish institutions suitable for a free society. The SMs were retired naval and army officers on half pay, appointed from Britain who were accustomed to rough conditions and enforcing discipline. They were chosen because they were not connected to the planter class and it was felt that they would not be biased. We will write a custom essay sample on The Apprenticeship System – Summary or any similar topic only for you Order Now Duties of stipendiary magistrates * To supervise the apprenticeship system * To settle disputes between masters and apprentices * To visit estates at regular intervals and hold court * To inspect jailhouses and workhouses * To assist in fixing the value of negroes who wanted to buy their freedom These duties were strenuous and led to the death of many SMs who were not accustomed to tropical conditions and could not afford the high cost of medical treatment. Conditions of employment Salary – ? 300 for the first year then increased to ? 450 for travel expenses and housing. There was no pension for dependents if the SM died in service. There was no sick leave and he had to pay his own fare back home if he was dismissed or out of service. These bad working conditions prevented SMs from performing their duties satisfactorily and many were easily bribed by planters. They were also overburdened by work because they were so few in numbers. Those who tried to do their duties were sometimes persecuted. They were abused physically, verbally and via the press. They were all obstructed in the performance of their duties as planters sometimes refused to allow them on the estates. Success of stipendiary magistrates * They listened to complaints from both sides and acted as a buffer between masters and apprentices. * They informed apprentices of their rights, they did not have to listen to gossip or obtain information from newspapers. * They helped apprentices to organise their lives better by giving advice. However, they had very little to formulate schemes to improve the social conditions of the apprentices. They were unable to prevent apprentices from being punished harshly. Punishments Apprentices were usually sent to the workhouse, however SMs had no control over what happened there. The most common form of punishment in the workhouse was the treadmill. There was also the whipping post and apprentices could be put in penal gangs. Females often had their heads shaved. Time lost in the workhouse had to be repaid by the apprentice by working for his master during his free time. Controlling apprentices on the estates * It was illegal for apprentices to leave the estate without written permission. * Valuations on able-bodied slaves were often inflated. * High fees were charged for the use of the markets and for licences to work off the estates as carpenters, blacksmiths and so on. These licences and tickets to sell in the markets could be withdrawn. * Planters refused to give customary allowances. * Planters found faults with apprentices’ work, which had to be done over in the apprentices’ free time. Apprentices were locked up on false charges which would often be dropped before the arrival of the SM. * Apprentices’ fruit trees would be cut down and they were forbidden to own livestock. * The 401/2 hours per week were spread over five days instead of four. * Low wages would be paid; unfair deductions from wages would be made; and the wages were generally paid late. The End of Apprenticeship Apprenticeship ended for ALL apprentices in 1838 because: * The system was not achieving its aims. * The antislavery society exposed the abuses in the system and began to campaign for full freedom. The planters feared violence if domestic apprentices were freed before field apprentices. * Some planters felt that it was cheaper not to have to provide for apprentices and only to employ the number of labourers they needed. Note: Antigua granted full freedom to its slaves. The planters decided against apprenticeship. The apprenticeship system came to an end in 1838 when the colonial governments in each colony voted against its continuation. http://www. youthlinkjamaica. com/cxc/history20100302. htm How to cite The Apprenticeship System – Summary, Papers

The Link Between Perceived Human Resource Management

Question: Discuss about the leadership is the main factor to perform a new task in an organization? Answer: Introduction In this competitive world, it is quite tough for all peoples to work with different leading peoples. This assignment main motto is to provide the information about how to lead effectively. In this assignment, the researcher applies its knowledge that is gained from several multi-national companies in the time of recruiting and selecting various Rolls-Royce Company employees. Below are the details of procedure of recruitment and selection. Background of the Rolls-Royce Company Rolls-Royce is a British multi-national automobile Rolls-Royce Company founded in the year 1906. The Rolls-Royce Company manufacturer cars and aerospace power systems. The Rolls-Royce Company is known for moat branded cars worldwide. It works on some elliptical policy. The policy is that the Rolls-Royce Company does not sell its cars to any illiterate persons. It must hold some criteria that are very valuable to Rolls-Royce Company resources. The Rolls-Royce Company has more than six sub-divisions with BMW as a parent Rolls-Royce Company. The Rolls-Royce Company manufacturers and produces a large variety of cars with advanced and innovative technology inbuilt. The Rolls-Royce Company has its headquarters in United Kingdom (UK). The Rolls-Royce Company is hiring its new staff members in its UK branch. The researcher has provided a pure documentation of Recruitment and Selection process with respect to Rolls-Royce Company. Figure 1: Official Logo of Rolls-Royce (Source: Rolls-roycemotorcars.com, 2016) Recruitment, Selection and Retention procedures Identification of job role with job specification and description In every multi-national organization, the factors of human resource play a very vital role in assuring the success of organization. As the Rolls-Royce Company success is depends upon the skill, talent and creative labor force, the steps of recruiting and selecting desired candidate is becoming very important in every organization. The procedure requires several important documents that need to adhere in a strict Rolls-Royce Company statutory law (Bratton and Gold 2012). In most of the companies the process of recruitment, selection and retention is maintained and manipulated by department of human resource of a Rolls-Royce Company. It prepare crucial document for the desired candidate to select a new candidate for a Rolls-Royce Company abide by several Rolls-Royce Company rules and regulations (Alfes et al. 2013) The Rolls-Royce Company is hiring 10 new staff members. The department of human resource of Rolls-Royce Company will prepare the following prescribed document of new staff. Recruitment Approval The process of organization recruitment process is started with the grand permission of Rolls-Royce Company authority. The related departments of an organization who will hire new employees send an inbuilt draft with the details of position description and qualification document entitled with post. After approving the authority draft; it directly sends to the human resource department of a Rolls-Royce Company (Bratton and Gold 2012). The procedure of recruitment and selection of the Rolls-Royce Company will not be started until it gets the required permission from the department of human resource. The grand approval should contain the electronic draft description copy and the advertisement. Position description Before giving any advertisement the Rolls-Royce Company must needed to outline the position. It basically includes the responsibility and the duty works of new staff members. The department of human resource of a Rolls-Royce Company mentioned the position descriptions as Staffs. Advertisement It is the most efficient and most effective way of highlighting a detail description with necessary updated news. It enables the organization to work flexibly and saves many times as it is very efficient and most complex way of inheriting the advertisement. There are various kinds of online and offline advertisement and promotional mix like media print, media electronics, open advertisement and etc (Li et al. 2013). The concern department of a Rolls-Royce Company will choose its path of advertisement and announce the related Rolls-Royce Company position description. For instance the advertisement highlight of a Rolls-Royce Company is mentioned below: For driver: Closing date of application: 31/03/2016 Location: UK Salary: $1200 pa Situation vacant: 30 Working hours (per week): 40 hours Post responsibility: It must agree to maintain and manipulate a relation of cooperative with co-worker. It must agree to go all places in UK. It must agree to deliver goods safely. It must agree to maintain excellent professional skills. Knowledge and skill required for the post: Positive and flexibility working attitude. Creative and self motivated. Full experienced. Basic knowledge of English. It must acquire a legal and valid UK driving license. Legislation that need to recruit and select candidate for Job The procedure of recruitment of selection initiates the legal laws of a Rolls-Royce Company management. The awareness of various rules and regulations might help the Rolls-Royce Company to minimize the management of risk; job offers checking and interview questions (Townley 2014). There are some vital related laws related with the procedure of recruitment of selection which includes sex discrimination act, equality of employment and relation race act. Some of are described below: Impact of sex discrimination act Most of the multi-national Rolls-Royce Company maintain and manipulates the discrimination of sex act. If any desired employees or candidate is qualified for their specified job description whether it is male or female; the Rolls-Royce Company is bound to recruit them. Any Rolls-Royce Company cannot discriminate on the basis of gender (Langley et al. 2013). Impact of relation and race act If the Rolls-Royce Company advertisement for job calls for particular country nationality; it will definitely break the initiation of relation race act. If any person is belonging to a particular community or region; the Rolls-Royce Company is bound to recruit it anyway. Impact of advertising law When the department of human resource adheres advertisement regarding job; he/she would make sure that is must not be discriminatory against any age, race, ethnicity or sex and etc. It must make assurance that the Rolls-Royce Company job advertisement did not break any law (Khilji and Roberts 2014) Impact of employment right The Rolls-Royce Company management board interview must check the legal right of candidate to work in UK or not. The Rolls-Royce Company must check the legal and criminal records of candidates. Discussion of role within the organization in recruitment and selection process After giving the Rolls-Royce Company job advertisement; the new task of human resource department is to take part in the process of selection. The department of human resource of a Rolls-Royce Company plays a significant and vital role in process of selection (Kuipers et al. 2014). Selecting a selection and recruitment panels The department of human resource of a Rolls-Royce Company will select the selection and recruitment panel for scheduling of appointment. There are maximum two types of panels available in the process of recruitment and selection process (Jiang et al. 2012). The Rolls-Royce Company is selecting the new staff members for its Rolls-Royce Company. The process includes like: Short listing of candidate After receiving the application information from several candidates the panels will shortlist a candidate by using Rolls-Royce Company short listing method. Some of the common method includes written examinations, multiple questions and answers and etc. After performing the process of short listing candidates; the department of human resource of a Rolls-Royce Company will arrange the further interview procedure. Interviews The Rolls-Royce Company will take the interview of selecting candidates. This process is a very common process of every Rolls-Royce Company. In this stage the human resource department will ask some major questions like tell me about something, the candidate experience and qualifications, their cultural background and etc (Kuipers et al. 2014). Appointment The panels of recruitment and selection will now recommend the selected candidates who clearly satisfy the selection panels by inheriting the minimum criterion for final appointment of jobs (Alfes et al. 2013). The department of human resource of a Rolls-Royce Company will gives final appointment receipt to selected candidates who have passed from recruitment and selection panels. Discussion of view regarding selection process at Rolls-Royce In this assignment, I have taken part in preparing necessary documents for employees selection. Then, I had given job advertisement to gather several candidates. I have also taken part in the recruitment and selection panels for appointing new staffs for the Rolls-Royce Company. I play a role of preparing vital documents to appoint new candidates (Alfes et al. 2013) Leadership in Team Description of Leadership Skills and Attributes that required Leaderships are a very important keyword to every organization. Every designation in an organization is a part of a leader. It plays a very vital role than Rolls-Royce Company manager. There are various types of leaderships; whereas each type of leaderships has some negative and positive impact on Rolls-Royce Company management. The Rolls-Royce Company is going to enlarge its interface by creating its new distribution. This part of assignment contains the necessary details about leadership styles and quality needed for different leaders and various motivational techniques (Jiang et al. 2012). Explanation of the Difference between Leadership and Management The Rolls-Royce Company management decides to open a new distribution for better expansion growth. The Rolls-Royce Company management appoints a person who takes the responsibility of Rolls-Royce Company new distribution. Now the question arises is that the appointed candidate has the traits of manager or leader? Some of the arguments are mentioned below: The new candidate is responsible for Rolls-Royce Company new distribution. If the person has the behavior of manager only; he will not be accelerates and maintains the distribution effectively. The leader has the qualities of both manager and as well as leader. The reason is that the person cannot adjust managerial ability; he will not be a leader. The leaders have some special attributes to maintain the distribution more carefully and effectively. Approach of management or leadership that must be followed by Rolls-Royce Company candidate There are various types of approaches present in the leadership process. Some of these are: democratic leadership, laissez faire leadership, autocratic leadership, paternalistic leadership and etc. In accordance of latest opinion it is better to chose democratic leadership to lead and innovate new Rolls-Royce Company distribution (Kuipers et al. 2014). Democratic leadership It is a form of procurement leadership. In this leadership approach the candidate participate in Rolls-Royce Company decision making process. Before taking any Rolls-Royce Company decision the Rolls-Royce Company manager will take the opinion of several superiors. It reflects employee responsibility with respect to management new distribution (Alfes et al. 2013) Comparison of Leadership styles in different situations As discussed above there are different types of leadership process; with different concept. Some of the explanations are discussed: Democratic leadership: In this type of leadership, the maximum candidate must take part in Rolls-Royce Company management decision making process. The chance of motivation rate is very high. Autocratic leadership: in this stage, the Rolls-Royce Company management should take the maximum decision with the absence of organization stakeholders (Budhwar and Debrah 2013). It results a chance of dissatisfaction among several employees in an organization. Paternalistic leadership: In this stage, manager takes all management decision and there is an independence of candidates. This creates an anomaly among different Rolls-Royce Company employees that lead to dissatisfaction (Kuipers et al. 2014). Laissez faire leadership: In this stage the decision makers itself are the Rolls-Royce Company employees. They had been allowed a free allowance for providing any manag ement decision schedule. Explanation of the ways to motivate staffs at Rolls-Royce There are various approaches of motivation to achieve the aim and objectives of the organization. Some of major motivational approaches are Maslow Theory and theory of X and Y. Most of the companies use the technique of Maslow Theory to motivate employees. The Rolls-Royce Company uses the theory as: Reasonable payment: The Rolls-Royce Company must ensure reasonable and effective salary for all employees working in an organization. This would enhance the employees to increase a rate of motivation by offering a handsome salary. Because it fulfills the physical and psychological needs of an employees (Budhwar and Debrah 2013). Treatment of employees with adequate respect The treatment culture of all employees with respect to bridging factor helps to motivate the employees. Because, it fulfills the needs of culture respect and cultural prestige (Alfes et al. 2013) Beside, the Rolls-Royce Company also uses various techniques to motivate several employees. Effective Team Building Importance and Identification of Teamwork at Rolls-Royce Contribution to success The team work is very beneficial for the success and sake of employees. It is very important for the Rolls-Royce Company management to work with team members; to attain a desired goal. In some situation it seems very tough for the employees to work individually; in that situation they can work as an organization team members. Growth of efficiency The Rolls-Royce Company team work is an efficient keyword to manipulate efficiency in an organization. It enables the Rolls-Royce Company to perform the task quickly with better effectiveness. Cooperation and compromization is the most efficient keyword in every Rolls-Royce Company management. It reduces the work stress and enables the employees to perform better with good complexity (Alfes et al. 2013) Development of employee relations As mentioned above, it is very important to maintain team work in organizational work. The stage of development of employee relations tends to be much higher in multi-national companies. It reflects the relation between superiors and subordinates and between superiors and Rolls-Royce Company levels of management. Demonstration of working as Team leader in a Rolls-Royce Company The Rolls-Royce Company has to face several intellectual situations in day-to-day organizational tasks. Some employees usually solve their issues by working in a team together. They are very much focus on organization goal orientation. The consideration of team role has been identified by applying the Belbins model: Coordinator: It is considered as the orientation of team leader. He is the person who is responsible for Rolls-Royce Company aim and objectives. He is very positive minded and involves better dedications of work portfolio. Shaper: The shaper is the most important part of an organization. He is full of energy and motivation to win challenges. He is very much focused and committed towards completing the work. Resource Investigator: He is the person who makes and explores the organizational opportunities and makes several contacts. Team worker: It generally contributes the objectives of a Rolls-Royce Company team to perform a vital task. He is very much useful for its technical skills within the Rolls-Royce Company team. Explanation of the Effectiveness of team in achieving goals at Rolls-Royce The Rolls-Royce Company is more effective in this innovative and competitive world. The Rolls-Royce Company has diversification of experience and knowledge that helps the organization to face and overcomes various challenges in the present world. Better efficiency and complexity enhance the organization team members to overcome the insanity of various complexities. The team also followed the Belbins Role with different aspects to make a team more effective and realistic. This results the Rolls-Royce Company management to reach its aim and objectives (Budhwar and Debrah 2013). Needs of Individual Development Explanation of the factors that involved in planning and monitoring of work performance The Rolls-Royce Company is very eminent and famous for its overall services. It tries to establish the growth of business in outside world. In this phase of activities, it needs to provide new and existing employees with high and qualified training activities and with better learning styles in a Rolls-Royce Company management. The need of analysis of Rolls-Royce Company training assessments includes: Analysis of the Rolls-Royce Company inclusive aim and objectives. Personal analysis: To analyze the desired and potential instructors and participants who are primarily involved in the process of management. Task analysis: the Rolls-Royce Company management has to analyze the main task and activities of employees who need an appropriate training. Performance analysis: The adequate training must be provided based on the performance of an employees criterion. Suitability of training analysis: The Rolls-Royce Company must be ensured about the interface suitability of training analysis that is very useful to Rolls-Royce Company management. Planning and delivering the assessment of needs of Individual Development The new staff members must be measured by their overall performance. The researcher Hs analyzed some of the measurement of performance. Setting of random methods: Different companies use different methods to measure the performance of employees. The most common factor that is responsible is checking time consciousness that is very much attentive in employee check criterion. Section of customer and client section: The Rolls-Royce Company must survey their clients about their method of services and performance appraisal of organization employees. Appraisal Interview: The Rolls-Royce Company must arrange the formal and basic appraisal interview to manipulate and measure the employees performance. It led the Rolls-Royce Company management to know the behavior of employees about their attitudes and quality (Budhwar and Debrah 2013). Evaluation of Success of assessment process The Rolls-Royce Company employees must provide training to other employees to work effectively and efficiently in sequence of changing environment. The new candidate must need the training orientation for their existing employees. In this stage the evaluations of assessment of training process is quite important for the consequences of training because it directly affects the performance productivity of other Rolls-Royce Company employees (Jiang et al. 2012). The training process includes some vital steps: objectives of a Rolls-Royce Company, assessment of need, gap assessment, training objectives, selection of trainees, selection of method of training, choosing a better evaluation, administration training, and evaluation of training, projection of training activities. Conclusion This is to conclude that the leadership is the main factor to perform a new task in an organization. The leaders only can make a radical change in order to compete several organizations changing background. The researcher has also highlighted the behavioral traits of managers and leaders in any Rolls-Royce Company management. It is very important for every Rolls-Royce Company to motivate their employees in order to gain productivity in work complexion. This reflects the orientation of market and as well as customer segmentation. References Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Budhwar, P.S. and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294. Khilji, N.K. and Roberts, S.A., 2015. An Exploratory Study of Knowledge Management for Enhanced Efficiency and Effectiveness: The Transformation of the Planning System in the UK Local Government.Journal of Information Knowledge Management,14(01), p.1550011. Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review.Public Administration,92(1), pp.1-20. Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review.Public Administration,92(1), pp.1-20. Langley, A.N.N., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change in organization and management: unveiling temporality, activity, and flow.Academy of Management Journal,56(1), pp.1-13. Li, Q., Maggitti, P.G., Smith, K.G., Tesluk, P.E. and Katila, R., 2013. Top management attention to innovation: The role of search selection and intensity in new product introductions.Academy of Management Journal,56(3), pp.893-916. Pierce, J.R. and Aguinis, H., 2013. The too-much-of-a-good-thing effect in management.Journal of Management,39(2), pp.313-338. Townley, B., 2014. Selection and appraisal: reconstituting.New Perspectives on Human Resource Management (Routledge Revivals), p.92.