Analysis of Japan

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Passive Periphrastic Latin Construction

Passive Periphrastic Latin Construction The passive periphrastic construction in Latin expresses the idea of obligation of must or ought. A very familiar passive periphrastic is a phrase attributed to Cato, who was bent on destroying the Phoenicians. Cato is said to have ended his speeches with the phrase Carthago delenda est or Carthage must be destroyed.There are two parts to this passive periphrastic, one adjectival and one a form of the verb to be. The adjectival form is the gerundive - note the nd before the ending. The ending is, in this case, feminine, nominative singular, to agree with the noun Carthago, which, like many place names, is feminine.The agent, or in Catos case, the person who would be doing the destroying, is expressed by a dative of agent. Carthago____________Romae__________________ delenda estCarthage (nom. sg. fem.) [by] Rome (dative case) destroyed (gerundive nom. sg. fem.) to be (3rd sg. present) Eventually, Cato got his way. Heres another example: Marc Antony probably thought: Cicero____________Octaviano__________________ delendus estCicero (nom. sg. masc.) [by] Octavianus (dative case) destroyed (gerundive nom. sg. masc.) to be (3rd sg. present) See Why Cicero Had to Die. Index of Quick Tips on Latin Verbs Types of Latin VerbsLatin SupineLatin Verb EndingsLatin InfinitivesLatin Verbs - Internal Thematic VowelLatin Verbs - Person and NumberLatin Verbs - Prepositions in VerbsLatin Verbs - Sequence of Tenses in Indirect DiscourseLatin Words - Where Do You Add on Endings?Passive Periphrastic

Strategy Business Planning report Essay Example | Topics and Well Written Essays - 1500 words

Strategy Business Planning report - Essay Example The company possesses about 1770 stores that are distributed in about 86 countries; and it produces about 450 million items a year. The company aspires to expand its market command, and improve their marketing communications. They also want to expand their online advertising to allow for the access of a larger market that is beneficial to the organization. To achieve these objectives, Zara requires formulating the most formidable strategies in their business practices. Therefore, the business planning strategies are important for the growth of the Zara stores, and achievement of their objectives. The business planning strategy that this company is employing is very vital to its growth. It ensures that the company utilizes their resources in an optimum manner. Every business organization aims at minimizing costs and maximizing output. Zara Company is able to come up with better investment decisions that are creative and optimal. Therefore, with the strategic planning, they are able to invest in areas that have a high business potential. Planning also assists the future preparations of Zara Company. It projects the future, and devices the way of shaping this future in alignment with the company objectives. This can be achieved through influencing the business environment factors towards the business expectations (Simerson, 2011 pg. 17). The company can, therefore, anticipate the trends that enable it to acquire the benefits of effective decision-making. Strategic planning also gives a competitive advantage to Zara Company over the other competitors in the clothing industry. Si nce the clothing and accessories industry experiences a great dynamism in trade, it is a mandate for Zara Company to be highly competitive. Therefore, strategic planning is a vital venture that potentiates the existence of Zara Company in this environment (Esty & Winston, 2009 pg. 07). Zara Company is experiencing a

Ryanair Airline Essay Example | Topics and Well Written Essays - 1750 words

Ryanair Airline - Essay Example Ultimately; when employees are happy, they tend to work better and produce good results increasing the productivity of the firm and making it more valuable for stakeholders (Nishii, Lepak & Schneider, 2008). The effectiveness of the staff is however not something that happens automatically and management must be sure to provide the right mix of elements and conditions so that their staff can be both motivated to work efficiently and feel valued and appreciated. To this end, the firm needs must put in place a variety of factors such as social corporate responsibility, reward schemes as well as treating them in an ethical and protecting from them from exploitation. In the Airline industry, CRS is very important in the airline industry since it is one of the main ways they make name for themselves in in the eyes of both the general population and their clients (Coles, Dinan & Fenclova, 2009). The subject of this paper is Rynair airline which will be examined in the context of its intera ction with the staff with attention to the nature of the relationship and making recommendations on how the situation can be improved. However before endeavouring to make the changes it is important that their effect on the overall productivity of the firm is always taken to account to avoid compromising the interests of the customers. To be successful a firm must be treat its customers well, which as aforementioned makes them the most important stakeholder, when customers are dissatisfied with the quality of service, they will in most cases leave for the competition. Unfortunately, this does not necessarily apply to employees sometimes a firm can treat them badly with the intention of improving the firms bottom line and actually succeed. This is because employees cannot leave as easily as customers given that jobs are not very easy to come by and some will sacrifice their happiness and in some cases even dignity for the sake of the job. It is

Pre-Contract Cost Planning and Cost Controlling Assignment

Pre-Contract Cost Planning and Cost Controlling - Assignment Example Cost planning not only enables capital cost budgets to be set but also provides a structure to accommodate as well as manage transformations to the client’s brief and design (Murdoch & Hughes, 2007, p.80). An effective Cost plan enables a client together with the design team to understand where and how finances have been allocated towards the completion of a project. On the other hand, Cost control should be provided from start to completion of the project, ensuring that the estimated final cost is always known. However, Pre-contract Cost Controlling is quite different from the Post-contract Cost Controlling. Pre-Contract Cost Planning and RIBA Plan of Work As aforementioned, an effective construction plan is the foundation of the budget development as well as schedule for work. Pre-construct cost planning is thus crucial when preparing a construction plan. Even though construction costs can be pre-planned as well as estimated, it is quite possible for these to significantly change in the course of the actual construction (Chitkara, 1998, p.99). Pre-contract cost planning informs the owner when financial installments will be required to enable him/her keep current with the billings (Ferry, et al., 1999, p.55). When establishing a pre-contract cost plan it is important to create one that follows the RIBA Plan of Work. RIBA plan of work is one that tends to organize the process of managing as well as designing building projects while administering building contracts to a number of essential Work Stages (Potts, 2007, p.13). The Work Stages included in the RIBA Plan of Work are Preparation, Design, Pre-Construction, Construction and Use (Mi ncks & Johnston, 2004, p.109). Under the Preparation stage, identification of client’s needs and objectives is done. Feasibility studies as well as assessment of options enabling the client to make a decision is also prepared under this stage (Murdoch & Hughes, 2007, p.81). The contractor then develops an initial statement of requirements into the Design Brief as a way of confirming the main requirements and constraints. The Design Brief is then implemented, and additional information prepared. Under the Design stage, concept design is developed and includes updated outline specifications, cost plan and structural and building services systems (Ferry, et al., 1999, p.57). The Pre-Construction stage involves preparation of production information in full detail enabling tender(s) to be acquired. Further information for construction required under the building contract is also prepared after application for statutory approvals has been done (Chitkara, 1998, p.100). Identificatio n as well as evaluation of potential contractors for the project is then carried out, and recommendations submitted to the client. During Construction stage, the

Analysis of mentoring, coaching and counselling

Analysis of mentoring, coaching and counselling This report has been compiled by. This report is intended for., and is written to show them the vast knowledge that we have received as a result of the mentorship program. It analyses the mentoring, coaching and counseling principles. Moreover it contains the mentoring program itself and reflections. The primary purpose of this report was to expand our knowledge base on the business by learning through primary research and self learning. B. METHODOLOGY In order to produce this report, sources of research were used. The primary sources consist of the mock interview and tape recordings while the secondary sources are referenced from the internet and major books. A diverse number of databases were also referred to for the research data required. Book references are listed in the bibliography. C. FINDINGS 1.1 Theory 1.1.1 Definition of the term mentor. The word mentor has many definitions around the world. However, the basic definition is that of a wise and trusted advisor. One who is willing to meet others and pass on information (Pegg, 1999). Thus mentoring can be considered as a process by which information is passed on to future mentees thus developing them into better people. Mentoring is an important aspect of modern culture and is practiced in many institutions and business organizations around the world. It is not only a tool by which to pass on knowledge to that person. Mentoring exists also to form a bond between the mentee and the mentor. Mentoring can be seen to have found its place in todays modern society. Companies have started designing and implementing their own mentorship programs to help facilitate their employees. Institutions have already put in place the mentorship programs to help groom the 1st year students and help them to properly adapt to new environments. In this light mentorship can be seen to be a form of leadership. The mentorship process is important to modern society as it helps young aspiring individuals to grow in the light of people who they look up to. By doing so it helps them to succeed in all their endeavors. 1.1.2 Definition of the term coach, Coaching is a process that enables learning and development to occur thus performance is seen to notably improve. Thus being a coach can be defined as one who primarily helps in the development of performance in a specific skill area. Often, people confuse the two terms, mentor and coach and it is usually seen that the two terms overlap. However coaches are seen to be more of strategists and planners who are essentially team builders. 1.1.3 Definition of the term counselor A counselor is one who is mature, respects other peoples opinions, is willing to listen rather than to talk and uses the insights he gets from the persons emotions and words to give advice. Thus a counselor differs from a mentor in that he/she is rational and more objective. Thus the relationship with whoever is being counseled tends to be more professional than personal. 1.1.4 The difference between mentoring, coaching and counseling Most people confuse the three terms and use them interchangeably. However, it can be clearly seen that the three carry different meanings. Coaching refers to the process that improves on performance by enabling learning and development to occur. Counseling as described above is whereby one is provided professional advice based on the counselors insights. These insights are based on the persons emotional state, words as well as appearance. Mentoring is the process of sharing insights, advice or informational that is useful to the mentee. Mentorship is a process in which the insights are drawn from real life experiences and not random facts. Thus mentorship is seen to be all inclusive. This means that it entails coaching and counseling as well. It includes because it helps the individuals performance in a particular area to improve. It also includes counseling as the individuals free to seek help and advice from the mentor whenever possible 1.2 Role of a mentor The role of a mentor is to enable the mentee to become a better individual in the professional domain as well as their own personal world. By doing, the mentor inadvertently improves himself in the same manner due to insight and personal contact with the mentee. Mentors have various duties. The primary aim of a mentor is to aid the mentee to reach a new level of personal and professional improvement thus the mentee is able to accomplish the tasks laid before him/her. The mentee also has the task of ensuring that the mentees progress is consistent. This is accomplished but the mentor providing additional skills and techniques to aid in ensuring the mentees continued progress. The techniques should be based on real-life encounters s these help the mentee make a solid connection with how his/her mentor used the techniques. Often the question is raised on the qualities that make a good mentor. This is normally raised by people all over the world who do not understand the principles of mentoring. Every individual is different by virtue of their personality. Thus the mentor and the mentee have to adapt to each others personalities in order to achieve proper results. Even though each mentor has different personalities, some notable aspects differentiate between a good mentor and a poor mentor. A good mentor should be capable and well experienced to aid the mentee in any sort of situation. The mentors should be able to encourage the mentees by constantly challenging them. The challenges should not discourage the mentees. Mentors must have a certain level of credibility both personally and professionally. Mentors should be able to encourage their mentees thereby enabling them to express their ideas more confidently. Also the mentor should learn to be versatile especially when engaging and challenging the men tees. 1.3 Role of a mentee A mentees main aim is to expand his knowledge and learn new skills. This is facilitated by the mentorship program whereby the mentee has the opportunity to get advice from someone who has much more experience is an invaluable opportunity. A mentee will find that mentors tend to make things much clearer than they were before. Due to the mentor-mentee relationship, the mentee is able to feel more secure as he knows the mentors is there to genuinely offer him help and is primarily there to help the mentee learn from his mistakes. Thus it can be said that this is grooming of the mentee in order to help him achieve specific goals or tasks. Thus it can be clearly seen that the mentee is learning new skills and gaining experience from the mentor. In general the mentee role is crucial as the mentor himself is able to learn more about his own mistakes from the mentee. Thus, it seems the mentor-mentee relationship is of a symbiotic nature in which each benefit the other. 1.4 Relationship between the Mentor and the Mentee. As mentioned above, the mentor-mentee relationship is a symbiotic relationship which benefits both of the people involved. Thus it is crucial for this relationship to be one where honesty and communication are freely exchanged between those involved. The mentor-mentee relationship is one based on trust and it is crucial that this trust is not compromised in any way by either of the parties. Breaking of this trust could result in the breakdown of the mentorship program and essentially the whole process could be discarded. To ensure this trust is not broken, it is essential that what is discussed between the mentor and the mentees stays purely between those involved in the discussion. Both the mentors and the mentees have to abide by this rule if the mentorship program is to succeed. Communication is also an essential part of the relationship between the mentor and the mentee. Communication aids in the mentee being able to seek advice whenever he requires it from the mentor. It facilitates smooth passage of information and enables the mentor to be able to communicate freely to his/her mentees. The crucial role of communication in the mentorship program cannot be overemphasized. It is vital that communication be highly regarded as it ids through this that the mentor is able to spot weaknesses and guide the mentee to improving on the weaknesses. This way the mentee is able to acknowledge the mentors role and accepts his advice. Thus without proper communication, the mentorship program will be for naught and the mentor will have failed at his task. In some cases there is mutual fallout between the two parties. In most cases, it is due to the lack of communication between the two parties. However, in some unrelated cases, it is noted that the mentorship process was difficult. Sometimes this is attributed to sexism and racism when it comes to the selection of the mentees. In other cases, it is attributed to the fact that the selected mentees are unwilling to learn anything from their mentor. This may be because the mentees do no respect the mentor or his employment position. All in all, the relationship between the mentor and the mentee plays a crucial role in the mentorship process it is essential that trust be maintained throughout the process as well as communication. Honesty as well must be upheld. Moreover, the mentees must be willing to form relationships with the mentors for the process to be successful. 2.0 Mentoring Process 2.1 Pitch Before I went before the students to present my pitch, I was very nervous as this was my first pitch. My content emphasized the strong role mentorship had in my life and the unbreakable bond that I had developed with my mentor. Though my voice was shaky and a bit weak, I felt proud because I had attracted three mentees. Reflecting back, the pitch was a good experience as it pointed out my weaknesses thus helped me grow just a bit more. 2.2 Meetings 2.2.1 Progress The first meeting was an informal face to face meeting so that we could properly get acquainted with each other. At this juncture, I should mention that the mentees were Niklas Kainrad, Alexander Kern and Yashar Berry. We mainly discussed about our pasts, our current selves, our future and what we aimed to achieve. Furthermore, we discussed the project, made detailed notes on what we aimed to achieved, proposed and clarified the time frame for which we were supposed to accomplish the set objectives and also set the times for regularly scheduled meetings. During the meetings, I tried to play the role of a mentor by striving to listen rather than to talk. However the first two meetings I noted that I played the role of a coach more than a mentor. I constantly interrupted asking questions rather than listening. As the meetings passed, I noted that I settled more in to the role of a being a mentor. It was really exciting because as the days passed, the more involved we became with further improving ourselves as individuals. We had the strong desire to grow into better people. The mentees were more involved when asked to reflect on their past and who they dream to be. 2.2.2 Mentees Development a) Niklas Kainrad During the first meting Niklas seemed mild-mannered, mature and confident in himself. When asked to think back on past experiences and say a personally affecting experience, he properly communicated his thoughts and his feelings. This was clearly seen as it affected his other mentees. However, it was noted throughout the meetings that though he was a cooperative team player, he could not be called upon to make critical decisions that the team required. Moreover, he was over-optimistic in some situations and at other times, he seemed preoccupied by his own thoughts especially during discussions. Thus throughout the meetings we aimed at improving his strengths while limiting his weaknesses. Throughout the mentorship, I called upon Niklas to share his opinion especially when he seemed to be wandering off. This proved to be very effective as with time Niklas became less aware of what was keeping him pre-occupied and more involved in the class discussions. Thus Niklas who previously was unable to focus on discussions was now major participator and contributor to them. Based on Niklas self perception details in the counseling report (appendix), t was concluded that due to his high maturity, Niklas was able to convince others to follow him. He was inspiring especially with his unique innovative ability. His cooperation skills likened him to working with colleagues who are genuinely interested in his ideas and opinions and with whom he can communicate effectively. Due to his observable discipline, strategic weighing of decisions and making judgments, it was further concluded that his management style would be more of cooperating with his colleagues in finding the way forward or mapping the way himself. As for his weaknesses, it was noted that though he paid little attention to all the specific details in the operations, this could easily be resolved by him working in harmony with someone who does. Thus his performance is likely to greatly improve. Thus during the mentorship meetings, we worked on the above noted strengths so as to grow Niklas. b) Alexander Kern. During the face to face interview with Alexander, he was sent to take great acre especially when answering questions. He seemed to be mentally weighing the quality of his answer against the questions asked. When asked what he thought of the other mentees opinions of certain issues, he carefully drew upon what the others had said and gave his opinions on the same. His slow but yet very effective method of thinking made him out to be a decisive decision maker. The leadership qualities that he displayed during the meetings showed that he was a strategist taking into account all the details in a particular session. Often during the meetings it was seen that most of the other mentees consulted with Alexander before a decision was made. Thus throughout the meeting one strength that defined him was that he was reliable especially when called upon to quantify decisions. Alexander throughout the duration of the meetings was noted to a key player especially when it came to making critical decisions. His major attribute that was clearly visible was the fact that he was a strategic leader. However, he was not without weaknesses. His leadership qualities made him unsuitable for low key situations. Thus during the meetings he learnt how to keep a low profile when situations call for such action. This helped him to adapt to supportive and subordinate roles when necessary. c) Yashar Berry Yashar Berry struck me with her vocal confidence especially when evaluating her strengths and weaknesses. She did not seem ashamed of her weaknesses but rather showed the strong desire to learn ho to improve on them. Over the past few weeks as we got to know more about each other, she showed real ingenuity when called upon to undertake certain tasks. Though this ingenuity earned her admiration from her other mentees, it was slow in showing. This somewhat affected her confidence in engaging in such crucial tasks. However, as time passed, her confidence in herself and her ingenuity grew. She was generally a great contributor especially when during group discussions. Her attitude to tasks had a preference for that tasks that required innovativeness. Thus she was seen as someone who would be more suited to working in mentally challenging situations. This though largely attributed to her innovativeness was also due her above average qualities in self organization and control. 2.2.3 Methods of improvement On the onset of the process, it was rather difficult to improve on the three different people as each their own individual weaknesses. However after thorough analysis, it became clear that Alexanders weaknesses turned out to be Niklas strengths. Thus the two worked together during the meetings, often correcting each other and pointing out their weaknesses. This turned out to be a very effective method of improving themselves. Yashar Berry had limited weaknesses and these were resolved through group interventions during the meetings. The teamwork tasks greatly improved the individuals capability to work in a team. The meetings were not held on a daily basis. Therefore, as a method for improvement the mentees were required to spend the non-meeting days reflecting personally on themselves and their weaknesses. Particularly, we agreed that the reflection sessions focus would be on how to improve on the weakness that each individual had. The conclusions of the personal reflections were then presented to the group during the meeting sessions. We also developed various strategies that were aimed to bolster their performance during the interviews. Thus through constant analysis and motivation the three were able to help each other grow. 2.3 Evaluation and conclusion Reflecting back on the whole process and its effect on the mentees, it can be concluded that the overall impact it had on them ws massive. All three mentees showed more determination to better themselves both professionally and personally. The serious attitude exhibited by all of the showed the real determination to succeed. They took into account all the mentorship knowledge that they had learned during the duration of the mentorship program and were keen to utilize it in the proper manner. On A more personal case, I, as the mentor, have gained valuable knowledge in identifying the personality characteristics of the different individuals. I have also learnt how to approach these case characteristics each in its own manner and properly help the individual to grow. Therefore, I have gained insight into the proper strategies to be used when evaluating the individual and helping him improve himself. 2.4 Comparison and mock interview. In the next session, the performance of mentees shall be evaluated based on how well they performed in the mock and real interviews. The real interview is thus the true evaluator of the total effectiveness of the process. 2.4.1 Evaluation of Niklas Niklas was very striking in terms of dressing during both of the interviews. His vocal strength was strong and depicted open body language. His answers to the questions that were asked proved satisfying. He showed real confidence in his answers and spoke confidently throughout the interview. However, not both interviews were conducted without mistakes. When faced with questions asking him to explain how he would undertake a particular task, it was noted that he continuously ignored the minor crucial details. His arguments to the questions though satisfying were not without flaws. He generally answered the questions but there was hesitation on his part to divulge greater details especially when he was asked to clarify on given points. He showed great improvement during the real interview. It was clear that he had worked on his mistakes and improved on the weaknesses. His answers were now clearer and he did not hesitate to divulge information when asked to clarify on unclear points. 2.4.2 Evaluation of Alexander Kern Alexanders mock interview showed that he had taken what he had learnt during the mentorship program and properly implemented it to improving his behavior. In terms of his oral language he was able to present strong answers in a very convincing manner. His answers still showed that he had taken great care on consideration of the question. Though the speed of his answers was still very slow, it was clear that he had improved greatly since entering the mentorship program. His calm disposition when faced with many questions displayed his oozing confidence when placed on the spot. During the real interview, it was noted that Alexander had noted his mistakes made during the mock interview and made an effort to correct them. The rate of delivery of his answers was speedy and they still contained as much depth as the mock interview answers. Moreover, it was impressive that he showed he could answer even the most unexpected of questions. 2.4.2 Evaluation of Yashar Berry. Yashar Berry was very impressive at both the interviews. Her limited flaws that she had displayed early were now completely erased. Her smooth manner of talking, the ease with which she answered questions and the ingenuity that she displayed all showed that she had garnered a lot of experience from the mentorship program. 2.5 Summary. As a summary of the real interview, which is the final evaluation of the mentors mentoring skills, it was clear that the mentees had listened carefully to the mentors, taken their advice and implemented it properly. They remembered the basic rules which they displayed in the interview. On terms of performance, it was rather clear that Yashar performed more professionally than the other two. It was thus clear that Yashar had carefully listened to what the mentors had commented on and worked on it thereby improving herself professionally. In the case of Alexander, it was clear that with a little pressure he could be pushed to succeed. He showed his decision-making prowess when called upon. Niklas also exhibited marked improvement especially in his concentration. He paid little attention to his own personal interests and concentrated completely on the interview. 2.6 Reflection on my own personal performance After analyzing the performance of my three mentees, I reflected on my own personal performance and progression. I identified three major things that I would have to change given the opportunity to take part in the mentorship experience again. First, I will have to be more observant of how my mentees present themselves. Niklas was unable to give decisive answers during the mock interview. I, as the mentor, should have noted this and worked on it with him. Secondly, though the mentees showed marked improvement, some still exhibited difficulties when answering the questions. Given the opportunity to take part in the mentorship program once more, I will undertake to simulate real life situations with my mentees so as to avoid this. 2.7 Conclusion. The mentorship program was not only a wonderful experience for the mentees. it proved to be a worthwhile experience for me too. Through sharing and working together to eliminate each others weaknesses, it was shown that the mentees showed marked improvement especially in how they present themselves professionally. Helping others find their own weaknesses as well as my own turned out to be an invaluable experience for me. It also showed that people can truly aim higher if they have a common goal and a person who is willing to mentor them and assist them into achieving that goal. 2.8 Recommendations. The mentorship program in the EBS is truly an invaluable source of knowledge. One gets to learn more about him/her, the opportunity to identify their weakness and to work on improving them. The pitching of the program is also very essential as it gives the mentees a positive feel about the program. With all the above said, I would thus like to recommend that the mentorship program be carried over into the other years. This would enable mentors to keep in touch with their mentees thus the bonds are not broken after the mentorship program is finished.

The Impact of Lenin on Russia and the Russian People Essay -- Papers

The Impact of Lenin on Russia and the Russian People Vladimir Ilyich Ulyanov (a.k.a Lenin) was born in 1870, into a middle class family. In the year 1887 when Lenin was 17 his elder brother Alexandra was executed for conspiring to assassinate the tsar. Lenin who was already well educated and fond of reading and writing was encouraged to enter politics to make changes and to somehow avenge his brothers' death. The long term effects of this were that Lenin would later become one of the great revolutionary leaders of all time. Lenin begins to study law and the works of Karl Marx. He is then exiled to Siberia by the authorities as he becomes more politically involved. Whilst he is there he marries another revolutionary in 1898. After this he spends some time travelling abroad with his wife Krupskaya but, he continues to write political material laying down the foundations for revolution and communism in Russia. Lenin is in Britain in 1903 and it is there that he forms the Bolshevik party to help the working class Russians who he has been brought up to have compassion for. The immediate effects of this are the formation of the Bolshevik party. The Long term effects of this are that the Bolshevik party stays in power and Russia becomes a communist country. Between 1903 and 1917 Lenin spends his time moving around Europe. Also at the time he writes pieces for political newspapers and builds the foundations for the Bolshevik party. Lenin spends a great deal of time raising money for the party to enable them to print their revolutionary literature and newspapers such as 'Zvezda'. Lenin uses this time to create the fundamentals neede... ...ere were great improvements in Russia. The results of the N.E.P brought about Trotskys criticism of Lenin. He accused Lenin of being capitalist. Lenin realised that in order to take a giant leap sometimes one must take a couple of paces back first. The creation of the N.E.P brought about the rise of the Russian economy. Lenin and the communist party brought many changes to Russia. Russia had been governed by the tsar and his family for three hundred years. When Lenin gained power he brought about a lot of reforms and in effect modernised Russia to some extent. He also brought Russia through the civil war. The major effects of Lenin on Russia and the Russian people are the introduction to communism in Russia and that he will be remembered as a great leader and had the respect and admiration of a lot of Russian people.