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The last instalment of the teen vampire saga based on the
bestselling books by Stephenie Meyer. After Bella (Kristen Stewart)
is turned into a vampire by her lover, Edward (Robert Pattinson),
she appears to be enjoying her new immortal life and the abilities
bestowed upon her. But after Irina (Maggie Grace) mistakes Bella
and Edward's child, Renesmee (Mackenzie Foy), for an 'immortal
child' and tells the Volturi this, they vow to destroy the
potentially threatening girl and the whole Cullen family for
allowing her to be transformed. In order to protect themselves and
Renesmee, the Cullen clan must enlist the help of other vampire
clans from around the world, in the hope of convincing the Volturi
of the false claims of Irina.
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Anonymous (DVD)
Rhys Ifans, Vanessa Redgrave, Sebastian Armesto, Rafe Spall, David Thewlis, …
2
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R43
Discovery Miles 430
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Ships in 10 - 20 working days
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Roland Emmerich directs this political thriller based around the
notion that William Shakespeare was not in fact the author of the
canon of plays attributed to him. In Elizabethan England, political
intrigue abounds as the Tudors and the Cecils battle it out over
the succession of Queen Elizabeth I (Joely Richardson/Vanessa
Redgrave), and the Essex Rebellion mobilises against her. Enter the
dashing and wildly talented Edward de Vere, 17th Earl of Oxford
(Jamie Campbell Bower/Rhys Ifans), who not only fathers an
illegitimate son in a clandestine incestuous relationship with
Queen Elizabeth, but is also the secret author of the plays labeled
with the name of William Shakespeare (Rafe Spall).
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Anonymous / Shakespeare in Love (DVD)
Rhys Ifans, Vanessa Redgrave, Rafe Spall, Jamie Campbell Bower, Joely Richardson, …
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R89
R55
Discovery Miles 550
Save R34 (38%)
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Ships in 10 - 20 working days
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Anonymous
In Elizabethan England, political intrigue abounds as the Tudors and the Cecils battle it out over the succession of Queen Elizabeth I (Joely Richardson/Vanessa Redgrave), and the Essex Rebellion mobilises against her. Enter the dashing and wildly talented Edward de Vere, 17th Earl of Oxford (Jamie Campbell Bower/Rhys Ifans), who not only fathers an illegitimate son in a clandestine incestuous relationship with Queen Elizabeth, but is also the secret author of the plays labeled with the name of William Shakespeare (Rafe Spall).
Shakespeare in Love
Young Will Shakespeare is the up-and-coming playwright of the time but has been disastrously struck by the bane of the writer's life - writer's block. His comedy "Romeo and Ethel the Pirate's Daughter" is not going anywhere and the playhouse is under threat of closure. What Will needs is a muse - and she appears in the form of the beautiful (and betrothed) Lady Viola. The path of true love doesn't run smooth for Will, however - Viola is engaged to be married to the insufferable Lord Wessex at the command of Queen Elizabeth. The joys and tragedy of his own life soon find their way onto the page in a moving, witty and spellbinding tale.
Research has shown that having a diverse organization only improves
and enhances businesses. Forbes and Time report that diversity is
an $8 Billion a year investment. However, poorly implementing
diversity programs have damaging effects on the organization and
the very individuals these programs attempt to help. Poorly
implemented programs can cause peers and subordinates to question
decisions and lose faith in leadership. In addition, it can cause
even the most confident individuals to doubt their own skillset and
qualifications. Many organizations have turned to training to solve
this complex issue. Yet still, other organizations have created and
filled diversity and inclusion positions to tackle the issue. The
effects of these poorly implemented programs are highlighted during
strenuous times such as the latest COVID-19 pandemic. Marginalized
people are more marginalized, and resources and support do not
reach everyone. Tasks such as providing technical support,
conducting large group meetings, or distributing work obligations
without seeing employees on a daily basis becomes more challenging.
Complex problems cannot be solved with simple solutions. Using
organization development (OD) to develop a comprehensive change
initiative can help. This book outlines how properly conducting an
OD change initiative can effectively increase an organization's
diversity and inclusion -- it is grounded in research-based
literature on diversity and OD principles. Many organizational
leaders realize the key importance of diversity, equity, inclusion
and multiculturalism in modern organizations. It is only through
such efforts can organizations thrive in a networked world where
much work is done virtually-and often across borders. But a common
scenario is that leaders, recognizing the need for a diversity
program, will pick someone from the organization to launch it.
Perhaps the person identified for this challenge is in the HR
department but has had no experience in launching diversity
efforts-or even in managing large-scale, long-term, organization
wide change efforts. But these are the challenges to be faced. This
book quickly identifies some reasons why diversity programs fail
and how to avoid those failures. The majority of the book
highlights how to use OD to improve organization culture and
processes to not only increase diversity and inclusion but develop
overall organization talent and prevent personal preferences and
biases from hindering the selection of the best talent for
positions.
Research has shown that having a diverse organization only improves
and enhances businesses. Forbes and Time report that diversity is
an $8 Billion a year investment. However, poorly implementing
diversity programs have damaging effects on the organization and
the very individuals these programs attempt to help. Poorly
implemented programs can cause peers and subordinates to question
decisions and lose faith in leadership. In addition, it can cause
even the most confident individuals to doubt their own skillset and
qualifications. Many organizations have turned to training to solve
this complex issue. Yet still, other organizations have created and
filled diversity and inclusion positions to tackle the issue. The
effects of these poorly implemented programs are highlighted during
strenuous times such as the latest COVID-19 pandemic. Marginalized
people are more marginalized, and resources and support do not
reach everyone. Tasks such as providing technical support,
conducting large group meetings, or distributing work obligations
without seeing employees on a daily basis becomes more challenging.
Complex problems cannot be solved with simple solutions. Using
organization development (OD) to develop a comprehensive change
initiative can help. This book outlines how properly conducting an
OD change initiative can effectively increase an organization's
diversity and inclusion -- it is grounded in research-based
literature on diversity and OD principles. Many organizational
leaders realize the key importance of diversity, equity, inclusion
and multiculturalism in modern organizations. It is only through
such efforts can organizations thrive in a networked world where
much work is done virtually-and often across borders. But a common
scenario is that leaders, recognizing the need for a diversity
program, will pick someone from the organization to launch it.
Perhaps the person identified for this challenge is in the HR
department but has had no experience in launching diversity
efforts-or even in managing large-scale, long-term, organization
wide change efforts. But these are the challenges to be faced. This
book quickly identifies some reasons why diversity programs fail
and how to avoid those failures. The majority of the book
highlights how to use OD to improve organization culture and
processes to not only increase diversity and inclusion but develop
overall organization talent and prevent personal preferences and
biases from hindering the selection of the best talent for
positions.
Organizational Development (OD) consultants often face dilemmas
when they market their services because there is a gap between
clients' expectation and the actual role of OD consultants. This
book is about how to overcome that dilemma by finding effective
marketing strategies for a different approach to consulting.
Marketing Organization Development: A How-To Guide for OD
Consultants focuses on the challenges faced by internal and
external consultants in marketing and selling their services. By
distinguishing between performance consulting and Organization
Development (OD) consulting, this book demonstrates why marketing
and selling OD consulting services are unique. This book meets not
only unique OD consultants' needs by reflecting the philosophical
background of OD and unique marketing challenges but the needs of
Human Resource Development (HRD) managers' need who are interested
in promoting or selling their change interventions within their
organizations. This comprehensive book: Reviews important terms and
popular tools used in the marketing process and outlines the many
roles a consultant must fill to obtain and keep the business (i.e.,
marketer, salesperson, brand manager, account management)
.Describes the criteria for self-evaluation as an OD consultant. It
examines how to identify your strengths and the competencies you
need to develop based on OD competencies. Provides an introduction
to actionable steps and resources for organization development,
change management, and performance management consultants to
evaluate unmet needs and opportunities through a niche market for
consulting services. Covers how to communicate value to your target
customers and how to brand your service. Describes various channels
of OD marketing such as viral, word of mouth, and social media
marketing. . Reviews selling tactics for l your consulting service
and discusses the importance of having a defined sales process to
which you adhere.
Lowe's Transport Manager's and Operator's Handbook 2024 offers
crucial guidance on changes within the transport and haulage
industry, providing a clear and concise approach to complex rules,
processes and regulations affecting practitioners within the
sector. This fully updated 54th edition outlines important legal
and technical information so that transport managers, fleet
operators, hauliers and practitioners can ensure they remain
compliant while navigating a continuously evolving sector. Covering
the latest changes to UK guidelines, this indispensable guide
includes an essential overview of new operational rulings,
up-to-date regulatory decisions and key aspects of transport
legislation. Lowe's Transport Manager's and Operator's Handbook
2024 is a vital source for those wanting to ensure professional
competence and operational stability. From driver testing and
training, road traffic law and vehicle maintenance to Brexit-led
changes and technological advancements, this highly regarded guide
remains an essential resource for ensuring the safe and efficient
operation of today's transport industry.
Lowe's Transport Manager's and Operator's Handbook 2024 offers
crucial guidance on changes within the transport and haulage
industry, providing a clear and concise approach to complex rules,
processes and regulations affecting practitioners within the
sector. This fully updated 54th edition outlines important legal
and technical information so that transport managers, fleet
operators, hauliers and practitioners can ensure they remain
compliant while navigating a continuously evolving sector. Covering
the latest changes to UK guidelines, this indispensable guide
includes an essential overview of new operational rulings,
up-to-date regulatory decisions and key aspects of transport
legislation. Lowe's Transport Manager's and Operator's Handbook
2024 is a vital source for those wanting to ensure professional
competence and operational stability. From driver testing and
training, road traffic law and vehicle maintenance to Brexit-led
changes and technological advancements, this highly regarded guide
remains an essential resource for ensuring the safe and efficient
operation of today's transport industry.
Organizational Development (OD) consultants often face dilemmas
when they market their services because there is a gap between
clients' expectation and the actual role of OD consultants. This
book is about how to overcome that dilemma by finding effective
marketing strategies for a different approach to consulting.
Marketing Organization Development: A How-To Guide for OD
Consultants focuses on the challenges faced by internal and
external consultants in marketing and selling their services. By
distinguishing between performance consulting and Organization
Development (OD) consulting, this book demonstrates why marketing
and selling OD consulting services are unique. This book meets not
only unique OD consultants' needs by reflecting the philosophical
background of OD and unique marketing challenges but the needs of
Human Resource Development (HRD) managers' need who are interested
in promoting or selling their change interventions within their
organizations. This comprehensive book: Reviews important terms and
popular tools used in the marketing process and outlines the many
roles a consultant must fill to obtain and keep the business (i.e.,
marketer, salesperson, brand manager, account management)
.Describes the criteria for self-evaluation as an OD consultant. It
examines how to identify your strengths and the competencies you
need to develop based on OD competencies. Provides an introduction
to actionable steps and resources for organization development,
change management, and performance management consultants to
evaluate unmet needs and opportunities through a niche market for
consulting services. Covers how to communicate value to your target
customers and how to brand your service. Describes various channels
of OD marketing such as viral, word of mouth, and social media
marketing. . Reviews selling tactics for l your consulting service
and discusses the importance of having a defined sales process to
which you adhere.
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Demons (Paperback)
Jamie Campbell
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R401
Discovery Miles 4 010
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Ships in 10 - 15 working days
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Nadine Gordimer
Paperback
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R398
R330
Discovery Miles 3 300
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