Jessie Edmond Mrs. Jennings ENG100 1/10/13 THE SHARPEST TOOL IN THE SHED: A RESPONSE TO JOHNSON and LAKOFF’S METAPHORS WE LIVE BY (1980) Argument is war! Or at least this is what Johnson and Lakoff would have you to believe after reading their 1980 publication Metaphors We Live By. In fact‚ one should be prepared for battle any time you have a verbal argument with your employer‚ professor‚ or family member. This is because‚ according to Johnson and Lakoff‚ “The language of argument is not poetic
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qualitative research methods. Quantitative methods used in I–O psychology include both descriptive statistics and inferential statistics (e.g.‚ correlation‚ multiple regression‚ and analysis of variance). More advanced statistical methods employed by some I–O psychologists include logistic regression‚ multivariate analysis of variance‚ structural equation modeling‚[3] and hierarchical linear modeling (HLM; also known as multilevel modeling).[4] HLM is particularly applicable to research on team- and
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understand that drawing is not only a helpful but necessary skill in my field. Simply and bluntly put‚ if one cannot accurately draw the world and people around them‚ one cannot animate it. Animation is the art of the illusion of life‚ and that illusion cannot be created without a deep understanding of living things. Among the skills taught in Drawing 101 were gesture sketching‚ the utilization and identification of different line-making techniques‚ effective composition selection‚ color analysis and mixing
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Developing an effective climate is therefore a key component for any organisation seeking to raise their game or increase their productivity. So what exactly IS climate? Climate can be described as ‘the unwritten rules’ or ‘the way things are around here’. It is a complex blend of attitudes‚ expectations‚ policies and norms that effect motivations & behaviours. Within every organisation a climate exists. Within every team or workgroup a micro-climate exists – and factors such as leadership style
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Organisational Change Management * The Courthouse Hotel Case Study – Content 1. Introduction p.3 2. Background Information on the Courthouse Hotel p.4 3. Internal and external drivers for change p.5-6 –PEST and SWOT 4. The Courthouse Hotel: nature of change p.7 5. Reactions to change p.8-9 6. One approach to change management: p. 10- 12 The Courthouse Hotel 7. Conclusion
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poem Primary Education By Yvette Holt. The poem was quite literal and did not make use any metaphors in the written work. However‚ after further analysis and use of creative thinking‚ we conjured many metaphors to add a deeper meaning to the words in the poem. I drew on my knowledge of the Aboriginal culture that I have encountered on my travels‚ both the beautiful culture and the modern corruption of the culture in rural communities. This poem drew on a peaceful beginning of life for the author. This
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TERMS OF REFERENCE: A research paper that examines to what extent has leadership style and job incentives have affected employee motivation at Cutting Edge Creations Ltd. Prepared for: Anglia Ruskin University/ School of Accounting and Management. Organizational Behaviour. Date of Submission: 17th January 2015 Abstract. This report will analyze leadership style‚ the high employee retention rate and how these affect motivation at Cutting Edge Ltd. A leadership
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SUBMITTED BY‚ DHANUSREE P ROLL NO : 19 MBA(IB) TOPIC How organisational behaviour is related to human resource management. INTRODUCTION In todays competitive world‚ companies have come to recognize that their employees are their most valuable asset. Their profitability and competitiveness depends critically
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M E TA P H O R This page intentionally left blank METAPHOR A Practical Introduction Second Edition zoltán kövecses Exercises written with Réka Benczes Zsuzsanna Bokor Szilvia Csábi Orsolya Lazányi Eszter Nucz 1 2010 3 Oxford University Press‚ Inc.‚ publishes works that further Oxford University’s objective of excellence in research‚ scholarship‚ and education. Oxford New York Auckland Cape Town Dar es Salaam Hong Kong Karachi Kuala Lumpur Madrid Melbourne Mexico City Nairobi New Delhi Shanghai
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importance of organization culture when planning organisational change program? To define very simply‚ organisational change programs specifically aim to improve the way in which organisations operate in order to be able to withstand inevitable environmental impacts such as technological upheavals‚ recessions‚ global competitiveness and unpredictable social trends (Brown 2011). Before considering the delicate relationship between organisational change and organisational culture‚ it must first be defined
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