Isolation Within The Novel Dostoevsky - 995 Words

Persistent loneliness caused by isolation can have immense negative impacts on an individual, such as anxiety, depression, as well as damage to stress hormones, damage to the functioning of the immune system, and damage to cardiovascular function (Havering, 1). Throughout Crime and Punishment, Raskolnikov is faced with a multitude of varying factors that contribute to the decline of his mental state, one of which is Raskolnikov’s increasing isolation throughout the novel. Dostoevsky establishes and elaborates on isolation as a theme, and as this theme develops, so does the decline of Raskolnikov’s mental state, showing that Raskolnikov’s self-imposed isolation is the deciding factor in his declining mental state, as can be seen through†¦show more content†¦Although stemming from his ideas of superiority, Raskolnikov’s isolation progresses throughout the novel, as seen through his interactions with other characters, as well as his internal monol ogues concerning his social anxieties and feelings of separation. Immediately after committing the murders, Raskolnikov has an important moment of realization, in which he recognizes that not only can he no longer communicate with those in the police station, but even communicating with his family seems to be an impossible task. Raskolnikov realizes that his crime has changed him so drastically that he can no longer live among other beings, that he no longer relates to them, and that even exchanging pleasantries with anyone is too much for him anymore, â€Å"Something was happening to him entirely new, sudden and unknown. It was not the he understood, but he felt clearly with all the intensity of sensation that he could never more appeal to these people in the police office with sentimental effusions like his recent outburst, or with anything whatever; and that if they had been his own brothers and sisters and not police officers, it would have beenShow MoreRelatedSummary Of Dos toevskys Crime And Punishment1398 Words   |  6 PagesIn Dostoevsky’s novel Crime and Punishment, there are many â€Å"illuminating instances† that present â€Å"casements,† displaying key openings that reveal deeper meanings embedded throughout the story. In this particular scene, Rodya has recently been sent a letter from his mother describing what has happened to Dunya. The letter discusses the discerning past with her boss, Svidrigailov, and her upcoming marriage to Luzhin. Clearly, Rodya is unsettled by these names of Svidrigailov and Luzhin, along withRead More The Subconscious Mind in Fyodor Dostoevsky’s Crime and Punishment1394 Words   |  6 PagesThe Subconscious Mind in Fyodor Dostoevsky’s Crime and Punishment In Fyodor Dostoevsky’s psychological novel, Crime and Punishment, the suffering and isolation of the late nineteenth century Russia becomes reality. As a young man who has left his studies in the university, Raskolnikov finds himself wallowing in poverty and self-pity. With his dreams of becoming a prominent â€Å"Napoleon† of Russia destroyed, he feels that he is one of the many worthless citizens that he has learned to detestRead More The Pathological Protagonist of Dostoevsky’s Notes from the Underground2598 Words   |  11 Pagescentury. However, though Dostoevsky, in his unflinching portrayal of depravity, gives the Devil some of his best arguments, the Gospel often triumphs. Ivan Karamazov is at least offered the possibility of repentance when kissed by his saintly brother Alyosha. Raskolnikov, the nihilistic antihero of Crime and Punishment, is eventually redeemed through the love of the pure prostitute Sonja. Notes from the Underground, however, breaks this pattern. The protagonist of this novel, who, uncharacteristicallyRead MoreLife Is Like A Beach And Its Sand1314 Words   |  6 PagesThe existence of fate must be accounted for. In Crime and Punishment, Fyodor Dostoevsky paints fate many different ways: a crutch, an excuse, a deception, a manipulator, a deceiver, a scapegoat, and even a destroyer. Dostoevsky s fundamental statement on the nature of life argues that man has the freedom to choose their own destiny, and that fate is merely an illusion crafted by men in need for excuses and blame. Dostoevsky defines Crime and Punishment as â€Å"the story of a young man, at the whims ofRead MoreNotes from the Underground by Fyodor Dostoyevsky1616 Words   |  7 Pagesshort story writer that discussed the psychological state of the human soul in many of his works, one in particular is Notes from the Underground; which was published in 1864. Notes from the Underground, had a great influence in the 20th century; the novel takes a man’s inability to communicate with society and uses it to teach readers about the importance of other humans in our daily lives and how that affects the way we think, live, and learn. Although the narrator has alienated himself from societyRead MoreThe Superfluous Men By Ivan Turgenev1489 Words   |  6 Pagessocial norms. They alienated from the surrounding environment, struggle to hold their own beliefs, and duel with conflicts of society or within the self. The intent of this paper, therefore, is to analyze three characters who are describe d in the three stories, which can be termed as â€Å"superfluous men,† regarding both psychological and physical dueling. In the novel, Fathers and Children, draws most prolific aspects in the center of literature field especially concerning the phenomenon of â€Å"superfluousRead More Reason for the Weak1992 Words   |  8 Pagessuffering of a society. With Crime and Punishment Fyodor Dostoevsky portrays that Russian nihilism, a philosophy based on extreme rationalism, will never successfully exist because it inherently contradicts human emotions, through the relentless examination of Raskolnikov’s experiences in a Marxist society. In his own personal philosophy, Raskolnikov’s alienation from society leads him to believe that he is superior to all, such isolation impelling him to form single sided concepts about societyRead MoreDiction In Crime And Punishment, By Fyodor Dostoevsky806 Words   |  4 PagesIn the novel â€Å"Crime and Punishment†, the author, Fyodor Dostoevsky gives the reader a glimpse into the mind of a tormented criminal, by his guilt of a murder. Dostoevsky’s main focal point of the novel doesn’t lie within the crime nor the punishment but within the self-conflicting battle of a man and his guilty conscience. The author portrays tone by mood manipulation and with the use of descriptive diction to better express his perspective in the story, bringing the reader into the mind of the murdererRead MoreCrime and Punishment by Theodore Dostoevsky1940 Words   |  8 Pagesintellect as unimportant when applied to real-life situations, while emotions and morality are held to higher standards within their group. It is all too clear that rationalism and anti-rationalism beliefs contradict each other, making it difficult for reason and emotions to coexist. However, it is not impossible to find a perfect balance of the two, it is just improbable. Fyodor Dostoevsky understood this human flaw, and focused his criticism on rationalism to demonstrate the type of chaotic results thatRead MoreBetrayal Like Its 1984 Essay929 Words   |  4 PagesNot only does the novel use the Party’s intolerance of betrayal to its ideologies as a method to facilitate the feeling of alienation and loneliness, but also that of the individual characters’ betrayal of one another. There are several examples of this throughout the novel. Some of these examples are when Charrington betrays Winston and Julia, when Parsons is betrayed by his children, when Winston and Julia betray one another, and when Winston finally betrays himself. George Orwell used these

Abortion Persuasive Speech Free Essays

Introduction Abortion is one of the most debatable and controversial issues that exist today in our society. There are people who support the idea that it should be a choice of each and every woman – whether to do it or not, while others claim that no one has a power to decide, whether to bring life on the planet, or put an end to it. (writings) I believe that there is no other option than to choose life. We will write a custom essay sample on Abortion Persuasive Speech or any similar topic only for you Order Now 1. ) In my opinion many women are very unaware of how fast a baby develops. A. ) At three weeks the heart begins to beat with the child’s own blood and the backbone spinal column and nervous system are forming. Also liver, kidneys and intestines begin to take shape. B. ) By week five eyes, legs, and hands begin to develop. C. ) By eight week the baby can begin to hear and every organ is in place, bones begin to replace cartilage, and fingerprints begin to form. D. ) At week twelve the baby has all of the parts necessary to experience pain, including nerves, spinal cord, and thalamus. Vocal cords are complete and the baby can suck its thumb. E. ) By twenty weeks the baby recognizes its’ mothers voice and you can tell the sex. (Development) 2. Most women facing an unplanned pregnancy who opt for an abortion do so early on; just over 61% take place in the first 8 weeks of pregnancy, and 88% occur in the first trimester, before the 13th week of pregnancy. Only 10% of abortions occur in the second trimester, between the 13th and 20th weeks of pregnancy. (Lowen) A. ) There are two different types of abortions: Surgical abortions and Medical Abortions. a. As the name suggests, medical abort ions do not involve surgery or other invasive methods but rely on medications to end pregnancy. Lowen) i. A medical abortion involves taking the drug mifepristone; often called ‘the abortion pill,’ its generic name is RU-486 and its brand name is Mifeprex. Mifepristone is not available over the counter and must be provided by a health care professional. A woman seeking a medical abortion can obtain one through a doctor’s office or clinic and should expect two or more visits to complete the process, as another drug, misoprostol, must be taken to terminate the pregnancy. (Lowen) b. All surgical abortions are medical procedures that must be done in a health care provider’s office or clinic. There are several different surgical abortion options. ii. Aspiration is an abortion procedure that can be performed on a woman up to 16 weeks after her last period. Aspiration, also known as vacuum aspiration, suction aspiration or DA (dilation and aspiration), involves the insertion of a tube through the dilated cervix into the uterus. Gentle suction removes fetal tissue and empties the uterus. iii. In some circumstances, a spoon-shaped instrument called a curette is used to scrape the uterine lining to remove any remaining tissue. This procedure is called a DC (dilation and curettage. ) iv. Dilation and evacuation (DE) is typically performed during the second trimester (between the 13th and 24th week of pregnancy. ) Similar to a DC, a DE involves other instruments (such as forceps) along with suction to empty the uterus. In later second-trimester abortions, a shot administered through the abdomen may be necessary to ensure fetal demise before the DE begins. Lowen) Conclusion All in all I believe that medical and/or surgical abortions should be illegal. I don’t believe anything can justify an abortion, because you are intentionally ending a human life. Works Cited Development, Fetal. http://www. nrlc. org/abortion/facts/fetaldevelopment. html. n. d. Lowen, Linda. http://womensissues. about. com/od/reproductiverights/a/AbortionTypes. htm. n. d. writings, Paper. http://www. paperwritings. com/free-examples/persuasive-speech-on-abortion. html. n. d. How to cite Abortion Persuasive Speech, Essays

Strategic and Performance Management

Question: Discuss about the Strategic and Performance Management. Answer: Introduction The purpose of the following assignment, which is going to be formed as a profound report is to identify the implications and consequences of workplace changes on both the employees and the human resource management of the business organizations. More precisely, the report aims to make an in-depth evaluation of an anticipated future workplace change, which is the election of the leaders by the employees. The report will henceforth concentrate on underpinning the implications of the particular future workplace change on the employees, management and on the operation of the Human resource management of organizations. The trend of electing leaders by the collective perspective of the employees is a trend maintained by those business organizations, which follows the democratic style leadership/management style. In Australia, HRM policies for any management practice and any Organization should maintain providing equal employment opportunities and an anti-bullying and anti-harassment atmos phere to the working individuals. However, it is to mention in this respect that according to the Australian human resource management philosophy, the trend of organizing meetings between employees and the senior managers has been introduced currently. Implication for the employees If an organizations workplace culture will change to a circumstance, where the employees will be given the opportunities to select their leaders, then the most possible implication of that situation on the employees would be favorable. According to Cameron and Green. (2015), an organization starts to provide the freedom to the employees by the terms of providing them the scope to elect their managers, when the organization realizes the adverse impact of employee dissatisfaction and disappointment. In other words, failure of the bureaucratic management leads an organization to adopt democratic management or leadership style in which employees are provided with the privilege to take equal role in the decision-making process (Hayes, (2014). Therefore, prior to evaluate implication of the considered change workplace circumstance on the employees, it should be contemplated that the opportunity for the employees to elect their preferred leaders is capable in motivating and empowering emplo yees. However, the important aspect to evaluate in this respect is that providing the power to elect preferred leaders in terms of a change corporate culture implicates that, employees should acquire more skills and profound insight about the attributes of their senior. It is because of the fact that if an organization would start relying on their employees for making decisions about new leaders, it would surely expect impressive amount of knowledge and experience in the particular field from the employees (Frankland et al., 2013). Henceforth, it is understandable that in this case, the implication is employees would have the chance to work flexibly as well as they will possibly find different ways of working. Prior to select a preferred individual, employees should have the potentiality to identify whether their desires and expectations related to work would be prioritized and fulfilled by their elected individual or not. On the other hand, it should be contemplated here that a change management like the considered one can also bring several challenges for an organization. According to Van Dooren et al., (2015), when an enterprise starts to depend on their employees for selecting leaders, it provides the opportunity to the employees to form numerous Unions. Moreover, it has been found that Unions play a strong role in electing any particular leader, which gives birth to passive aggression among the employees and further opens door for internal conflict. More precisely, it has been identified that the Union leaders hugely manipulate employee decisions regarding election, which later turns to internal conflict, passive aggression and even physical harassment. Consequently, organizations receive low productivity and disappointing relationship among employees and management. For example, it can be said that recently in most of the Australian organizations like Eagle Boys, BlueScope and Florigene it has be en identified that the decision to rely on employees and employee Unions for selecting leader has not supported the organizations to acquire success rather it turn to out to be a serious cause of conflict among the employees (Mir Pinnington, 2014). However, in this context it should be contemplated that employee empowerment in term of giving them the ability to select their preferred leaders can possibly bring the confidentiality issue. In time of election, employees are provided with detail information about the alternative participants, which have the chances to be manipulated or leaked to third parties (Fee, 2014). According to the Fair Work Ombudsman of Australia, one of the protected employee rights under industrial activities is to be involved in creating Union or employer association. Therefore, it is understood and can be underpinned that the privilege to elect leaders for the employees would work positively for preserving the employee rights for industrial activities according to Fair Work Ombudsman (Snell et al., 2015). HRM (Human resource management) implications For the HRM department of any organization, whose main concern is to constantly maintain effective working culture for performance management, in the considered topic of performance management the department will be responsible for employing convenient policies for both the employees and the managers/leaders. However, prior to identify the required policies, which should be taken by the HRM in time of change management, it is significant to have a look on all the probable human reactions that a HRM department can receive. If an organization chooses to provide the empowerment to the employees in terms of giving them the opportunity to elect their leaders, then initially denial, anger and antagonism can arise from the management ground and from the existing team leaders (Armstrong Taylor, 2014). On the other hand, passive aggression and depression can be found from both the employee and management departments. Therefore, it can be said that all the three human dispositions to change, which are acceptance, compliance and rejection would be prevalent in the considered situation (Shields et al., 2015). Thus the implication for the HRM department would be to establish policies and strategies, which would accompany the organization to combat all the possible resistance. According to Ulrich (2013), in a situation of change management, the Human resource department of an organization should act as a change agent. Therefore, if a business organization decides to bring a workplace change like allowing employees to elect their leaders, then the primary implications for the department of HR management would be - Design a structured framework in accordance with the fundamental requirements of the change Make alignment between employees and the existing managers Ensure the mission and vision statement regarding the new workplace change are articulated equally Establish policies to manage and mitigate resistances and all the possible risks. Considering these predominant implications, it can be said that for accomplishing the goal of empowering employees by providing them the responsibility to elect their leaders, HRM should abide the theoretical underpinning of Dave Ulrich. According to the model of HR roles, there are four key roles, which a HRM department of an organization should maintain as a business partner, as a change agent, as an administration expert and as an employee advocates (Ulrich et al., 2013). More precisely, when an organization will consider the present aspect of workplace change, it will find strong resistance from the management ground. Consequently, the organization would probably encounter manipulation upon the workers by the leaders. Following the first step of Ulrichs model, HRM should act as a business partner to effectively collect individual perception regarding the new change and spread it among the others (Ulrich et al., 2013). Ulrichs second strategy says that HR in time of adopting any particular change should act as a change agent. By being a change agent, HRM would be accountable to make an effective internal communication to both communicate the need of the considered change and individual job description (Rothaermel, 2015). Considering the present case, it can be said that following the second strategy, HRs of organization would update new responsibility for the employees and would collect feedback from both leaders and the employees. However, following the third and fourth strategic policies designed by Ulrichs model, HRM should act as administration expert and employee advocate. By being employee advocate, HRM would maintain a survey upon the leaders and the employees to ensure that employees understand their new responsibility to select appropriate leaders. On the other side, through the survey, the HRM would ensure whether the present managers are making any manipulations upon the employees or not (Ulrich, 2013). Nevertheless, by acting as a administrative expert, HRM would enhanced the role of labor law as privilege to select leaders is an example of empowerment. Implications for the leaders and managers The considered workplace change is about leaders being elected by the employees, which is strongly indicative of the fact that existing leaders, managers or the potential ones should make fruitful modification upon their exiting skills. Elaborately, it can be said that in a workplace transformation like the considered one it becomes the potential responsibility of the leading individuals to become the preferable one for the employees (Breevaart et al., 2014). Henceforth, the apt implication of the considered change workplace scenario is that the leaders as well as the management would have to work more actively and supportively with the subordinates. More precisely the implications are as follow Motivate employees by applying transformational leadership The consideration of providing employees the scope to elect their leaders means leaders should allow themselves to participate more with the subordinates to accomplish every single task. In accordance with this opinion, it can be said that the organizations should consider the transformational leadership style. According to the thematic concept of transformational leadership, leaders should work hand in hand with the subordinates in order to find out the need for change and thereafter to initiate necessary implementation for change through inspiration (Dumdum et al., 2013). In other words, through transformational leadership both existing managers/leaders and their subordinates find the chance to increase the level of dedication and performance of others with motivation and morality. It should be regarded in the respect that the intention of providing employees the privilege to elect leaders is to teach leaders and managers to show more support to the workers by being actively engage d. In this context, it is to keep in mind that an employee would generally elect a person, who is capable of motivating as well as appreciating them for their dedications and accomplishments. Therefore, it is understandable that motivation is a powerful aspect that can help an individual to become a preferred leader by the cumulated opinions of his/her subordinates (Dvir et al., 2015). Most importantly, in terms of performance management, this particular implication of the considered change in organization is indicative of the fact that the leaders and the managers are finding the opportunity to improvise their subordinates and their own effectiveness (Hon et al., 2014). Thus such a change implicates that management could both review and monitor the work objectives of the employees and their entire contribution to the enterprise. Implication for improving interpersonal relationship Scopes for employees to choose their preferred leader provide opportunities for improving interpersonal relationship and skills. In the words of Clegg et al., (2015), both performance management and interpersonal relationship between management and employees depends chiefly upon the way a management provides leadership to the subordinates. It has also been identified that the key base for occupying a convenient interpersonal relationship is possible through effective communication. As per Langley et al., (2013), it is the accountability of the leaders or the management to control the behaviors of the subordinates and maintains effective interpersonal bond between them. Organizational change in terms of providing privilege to elect leaders to the employees opens up scopes for managerial individuals to satisfy the subordinates by increasing premises and situations for making interpersonal bonds. In this case, it can be said that main implication of the change situation for individual m anagers is to improvise their existing relationship with the workforce, so that they prioritize their individual potentiality and make preference for them in time of election. In the words of Jeston and Nelis (2014), an effective interpersonal relationship in business organizations is determined by flexible communication. The key to maintain a flexible communication within an enterprise is to share all the vital information and thereafter listen to the opinions and feedbacks of the other side. Henceforth, the considered topic of change implies to the managers that they should procure policies and procedures to acquire employee feedbacks on a regular basis. In terms of employing an efficient communication, this premise of change management indicates that communication system following top-down and bottom-up model. In this context, it should be denoted that with the help of top-down communication design, an organization efficiently shares vital information to the employees, whereas with the help of bottom-up design an organization receives information from the bottom line. In other words, with the implementation of bottom-up communication, the managers will be able to obtain information regarding employee values, opinion and employees needs (Hon et al., 2014). In case an organization is willing to start providing the privilege to their employees in terms of giving them the right to elect their leader, then the situation implies to the existing management that, bottom-up communicational approach is essential to be implemented. More specifically, combine performance of top-down and bottom-up communication is the key for maintaining flexible communication. Implication of risk With the new culture of selecting leaders through the votes of employees, authorities of any organization can come face-to-face with strong resistance from the existing leaders or management grounds. Behind such a statement, there are numerous reasons, which are Existing managers or leaders can show strong resist due to the anticipation of losing their present position. Giving chance to the employees for election means employee empowerment, which helps the employees to reveal any inappropriate act of management or leadership within the organization (Dumdum et al., 2013). If an organizations runs with autocratic management, then in case of having a change management as such could find resistance from the leaders in terms of constraints as chance of electing preferred leader is considered as an act of democratic management. Therefore, existing managers may resist for avoiding their privileges to rule according to their wish. For example, in Australia when McDonald decided to provide the privilege to their worker to select their team leaders, initially strong resistance had been replied from their management ground. Conclusion From the above report, it is understandable that if an organization chooses to provide privilege to their employees to select their leader, then it would influence the operational activities of employees, human resource department and the departments of management. The report has implied that such a change in workplace would imply the leaders to become transactional and transformational leader. It has been also drawn that leaders need to improvise their interpersonal bond with their subordinates. On the other side, the considered premise of change implies that disappointing amount of resistance would come from the management ground as it would harm their positions chiefly. However, according to the assignment, the HR department in such a situation would require to follow the model of Ulrich, which underpins four key strategies becoming business partner, becoming change agent, administration expert and employee advocate. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Clegg, S. R., Kornberger, M., Pitsis, T. (2015).Managing and organizations: An introduction to theory and practice. Sage. Dumdum, U. R., Lowe, K. B., Avolio, B. J. (2013). A meta-analysis of transformational and transactional leadership correlates of effectiveness and satisfaction: An update and extension. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. 39-70). Emerald Group Publishing Limited. Dvir, T., Eden, D., Avolio, B. J., Shamir, B. (2015). The impact of Transformational Leadership. Fee, M. C. (2014). Human resources management. Frankland, R., Mitchell, C. M., Ferguson, J. D., Sziklai, A. T., Verma, A. K., Popowski, J. E., Sturgeon, D. H. (2013).U.S. Patent No. 8,484,111. Washington, DC: U.S. Patent and Trademark Office. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,40(3), 919-941. Jeston, J., Nelis, J. (2014).Business process management. Routledge. Langley, A., Smallman, C., Tsoukas, H., 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), 1-13. Mir, F. A., Pinnington, A. H. (2014). Exploring the value of project management: linking project management performance and project success.International Journal of Project Management,32(2), 202-217. Rothaermel, F. T. (2015).Strategic management. New York, NY: McGraw-Hill. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Snell, S. A., Morris, S. S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Ulrich, D., Younger, J., Brockbank, W., Ulrich, M. D. (2013). The state of the HR profession.Human Resource Management,52(3), 457-471. Ulrich, D., Zenger, J., Smallwood, N. (2013).Results-based leadership. Harvard Business Press. Van Dooren, W., Bouckaert, G., Halligan, J. (2015).Performance management in the public sector. Routledge.

Short Story and True Selves Essay Example

Short Story and True Selves Essay Authors use certain characters to attract and persuade certain audiences. The two short stories, The Prospector’s Trail by Cathy Jewison and Bluffing by Gail Helgason are easily comparable by the use of characterization. Both stories consist of two main characters, as couples, as it is affected by another individual. Also, throughout the stories, both couples face challenges in which reveal their true selves. Lastly, the author used one dynamic character while the other remained a static character. The Prospector’s Trail and Bluffing consisted of two main characters as it was affected by another individual. Norman and Jennifer from, The Prospector’s Trail, were happily married, until both their relationship and their financial funds started going downhill. Norman came to Yellowknife with his ambitious wife to make something of himself and Roy helped him do so. Jennifer doesn’t think much of Ray, and wasn’t fond of him or the way he dressed. â€Å"Unless I catch you wearing a red plaid flannel shirt, in which case I’ll leave you on the spot. † From this passage, it is clear that Jennifer was stereotyping Roy from not wanting Norman to become like him for the reason that he was wearing a red plaid flannel shirt during that time. We will write a custom essay sample on Short Story and True Selves specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Short Story and True Selves specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Short Story and True Selves specifically for you FOR ONLY $16.38 $13.9/page Hire Writer That being said, while prospecting with Roy, Norman found a barely ripped red plaid shirt and  he instantly wore it, knowing that it would tick Jennifer off. As a result, Jennifer left Norman without even saying a word. In Bluffing, Gabriella and Liam went on a hike as they came across a bear in which showed how much they truly were uncommitted to one another. Liam ran off when he should’ve done something on the spot to keep Gabriella same from getting hurt from the bear. This occurrence completely changed the way Gabriella felt about Liam. Thus, these were how the two main characters were affected by another individual. Throughout the stories, both couples faced challenges in which revealed their true selves. In Prospector’s Trail, before going into Yellowknife, Norman lost his job and confidence from the formality and high expectations of his boss. He became clumsy where his reputation spread and could no longer work. In the following passage: Jennifer halfheartedly agreed to let Norman pursue his dream of opening and interpretive centre, on the condition that he did t far away from anyone they knew. We realize that Jennifer was ashamed and blinded by her pride, which ended up with her treating Norman wrongly. In Bluffing, when Liam ran away from both Gabriella and the bear, it shows that Liam was a coward and he didnt necessarily care about her. Furthermore, by the end of the story, Gabriella seems to also not care so much anymore. This is proven by the following passage: When the last bandage is removed, she pulls her chair closer to the bed and stretches her lips into a smile. She knows in her bones that she can manage this way, for the rest of the afternoon, at least. She still has that much bluffing in her. From this, it was clear that she was lying when she held his hand as the bandage was being taken off. It was obvious that she’d plan on leaving him due to the fact of him leaving her with the bear. Hence, these were how both couples faced challenges in which reveal their true selves. Lastly, the authors in both, The Prospector’s Trail and Bluffing used a dynamic character while the other remained a static character. Jennifer was portrayed as a selfish, inconsiderate, nagging wife who simply nagged about making Norman the best he could possibly be while Liam was portrayed as an unpredictable and a difficult person to understand. From beginning to end, Jennifer and Liam remained the same making them static characters. While on the other hand, Norman from the Prospectors Trail was portrayed as a young, confused, clumsy nerd but as time passed, he changed into a more open-minded, free man who  just wanted to start a new life in Yellowknife. This is proven by the following passage: You’re little lady’s not going to like it. She’s more upscale than my Elsie. â€Å"You’re right. She won’t see the potential. But like I said – this is the end of the road for me. † This shows that Norman wanted to be free from the stress Jennifer caused him, even if he were to be left behind. It was just Jennifer’s presence that was dragging him down to get to where he really wanted to be. In Bluffing, Gabriella changed from being committed and wanting to continue living with Liam to just simply leaving him and lying about how she felt about what had happened. Both Norman and Gabriella changed throughout the story, which made them dynamic characters while Jennifer and Liam remained the same, as a result of being static characters. By the use of characterization, the two stories are easily comparable. Both stories consisted of two main characters, as it was affected by another individual Also, throughout the stories, both couples faced challenges in which reveal their true selves. Lastly, the author used one dynamic character while the other remained a static character. Thus, these are the reasons why the characters from The Prospector’s Trail and Bluffing are very much similar.

Equal opportunity in the workplace is a myth

Equal opportunity in the workplace is a myth Introduction Equal opportunity in the workplace entails the act of treating employees fairly without prejudice and discrimination. The notion of equal opportunities in the workplace is based on the principle that all employees should be given a level playing field in the workplace irrespective of their gender, race or attribute.Advertising We will write a custom essay sample on Equal opportunity in the workplace is a myth? specifically for you for only $16.05 $11/page Learn More Equal opportunity in the workplace is a myth as many organizations have not fully embraced the concept. The art of managing employees in the organization is mainly about managing their diversity. Each employee is usually different with different ethnic background, gender, age and race. Whether the employee is disabled or not, he or she has different skills, values, attitudes and expectations and therefore equal opportunity in the workplace is aimed at maximizing the potentials of ind ividuals (McKenzie Baker, 2006, 14). Why equal opportunity in the workplace is a myth The following explains why equal opportunity in the workplace is a myth rather than a reality in many organizations today; In many organizations, employment equity is lacking i.e. many organizations have not fully embraced the practice of hiring minorities or women. Many organizations worldwide do not hire, promote, support or value female employees equally to men. Instead, these organizations do not take into account an important resource in a business environment that is competitive. Many companies have chosen to disregard women or the minority and only a few companies have extended their recruitment pool to embrace women in the workplace. The lack of employment equity among organizations implies that these companies lacks a competitive edge due to the fact that they fail to select the most experienced, talented and creative employees as a result of their gender. Diversity in organizations is as sociated with a cost reduction, increase in productivity, an increase in the market share and improved management quality.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The few companies that have realized the importance of diversity in the workplace has initiated new equity plans. Employment equity is however least in many developing countries as only a few proportions of women hold managerial positions. In addition, only a few women in these countries have access to learning opportunities to train them for the managerial jobs. In industrialized nations, women aspiring to hold managerial positions face barriers with regards to full participation such as lack of access to resources particularly to jobs that offer wages and promotional opportunities similar to men. In most instances, women face barriers in participating in management as a result of such factors as race and ethnic ity and the employing industry (Kainer, 2006, 25). Equal opportunity is a myth due to the fact that many organizations across the globe have hired unqualified workers and thus locking out qualified employees. Many organizations have resulted into hiring workers who are not qualified for the sake of reaching some numerical objectives. Equal opportunity is not all about placing a person in a job due to the association that he or she has but it is all about encouraging recruitment and retention of persons who have qualified. Most organizations have adopted affirmative action programs in an effort to ensure that there is equal opportunity in the workplace. Whereas affirmative action has the effect of ensuring that there is equal representation, it has some limitations such as hiring unqualified individuals. Organizations thus ends up hiring individuals who are unqualified as a result of the protected class status and this is illegal since qualified people ends up being not considered fo r the same positions. Therefore, equal opportunity is a myth and not a reality since affirmative action often leads to preferential treatment in employment as it does not consider ability and competence characteristics of a worker. Although affirmative action increases the number of women in sectors where they are underrepresented, the individuals who are hired under the affirmative action programs are usually perceived by others as less competent (Weston, 2002, 8-10). Equal opportunities in the workplace are a myth as most organizations are faced with the challenge of accommodating employees with disabilities. Most organizations particularly in low developed countries have not structured their workforces so that it is representative. People with disabilities have not benefited by securing employment opportunities in greater numbers.Advertising We will write a custom essay sample on Equal opportunity in the workplace is a myth? specifically for you for only $16.05 $11/page Learn More Also, there are inequalities with regards to the incomes earned by people with disability as opposed to the salaries that is earned by their counterparts who are not disabled. In developed nations, diversity has not occurred in the workplace too and people with disability are usually not treated the same with the rest of the employees. The rate of unemployment among the persons with disabilities has remained relatively high over the years. The truth of the matter is that organizations fears that their insurance costs will rise if they hire persons with disabilities. Other organizations refrains from accepting working with disabled persons as they consider them to be unsafe workers who are accident prone. Other employers consider these persons to be unproductive as they have high rates of absenteeism.Persons with disabilities are usually not given equal employment opportunities in such jobs as medicine, nursing, dentistry and allied health professions, eng ineering, law, teaching among others. Therefore, the equal opportunity in the workplace is a myth and not a reality as people with disabilities are not accommodated in many organizations across the globe (Anderson, 2010, 5). Also, the equal opportunity in the workplace is a myth due to the biographic influences, family experiences, personal characteristics and the number of hours worked that causes people to experience an imbalance between home and work life. The biographical influences that affect the work-life balance include gender and family characteristics. Usually, women experiences work-life conflicts than men. The personal characteristics that have an effect on work-life balances include life and job involvement. The number of hours worked also contributes to the imbalance between home and work life. Imbalance that exists between home and work usually occurs in three main areas i.e. life and job satisfaction, physical and psychological health and desire to leave and organiza tional commitment. A clear balance between home and work requires to be maintained. Many organizations lacks a clear cut between home and work and this leads to job dissatisfaction among the employees. This also causes physical and psychological health problems. Many organizations fail to assist their employees to manage the balance between work and home. Most employers do not recognize the impact of maintaining a balance between work and home life on their employees. In many organizations, work-life policies are not developed evenly. Also; organizations are concerned that the compulsory leaves that are required for everyone will be used for leisure activities. The equal opportunity in the workplace is therefore a myth as many employers do not maintain a balance between work and home life on their employees particularly the women workers and thus causing job dissatisfaction (Reddy, 2007, 11).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Equal opportunity in the workplace is a myth due to the fact that there is too much bullying and work-related stress among organizations. Many organizations across the globe have reported cases s in stress and depression amongst their workforce. Usually, employees in their mid thirties in high stress jobs are likely to experience anxiety or depression as compared to those who are in low-stress jobs. Many human resource departments do not put policies aimed at countering the work-related stress. There is lack of consistency as some staff is provided withy better support than others. Employees who are supported usually have a feeing that their issues are addressed by their managers and so, they have lower rates of developing work-related stress. Most organizations do not take demonstrate a just and fair approach when supporting their workforce and hence equal opportunity in the workplace is just but a myth. With regards to bullying, many people are bullied everyday and this has contri buted to stress-related sicknesses amongst the employees in most organizations. Many employees results to committing suicides as a result of being bullied by others in the workplace. Bullying results to an abuse of position and power and so, it signifies that there is a problem within the organization (Lutgen-Sandvik, Sypher, 2009, 1-3). Many human resource managers fail to intervene early and hence a person tenders his or her resignation or he or she goes off sick (Laura Reese, 2004). Bullying in the workplace occurs in various forms among them blocking developments and job opportunities, being excluded from meetings, malicious actions and rumors, victimizing and undermining employees, setting unrealistic expectations, setting workloads that are unrealistic, setting unachievable timescales among others. As a result of being bullied, a large number of employees suffer from stress and depression and are thus unable to continue serving in the organization. Their mental and physical health as well as their financial circumstances is also affected and hence the notion that equal opportunity in the workplace is a myth (Leka, Griffiths, Cox, 2003, 8). The other aspect that shows that equal opportunity in the workplace is a myth is through discipline and grievance. In many firms, the procedures for handling disciplines and grievances seldom go hand-in-hand. In most cases, the procedures of airing grievances address quite different aspects and thus, the employee’s performance in relation to his or her role is affected. For instance, an employee’s efficiency may be impaired following a long-standing sickness which is exclusively out of his or her control. In many organizations, the overall objective of discipline and grievance is punitive rather than encouraging appropriate behavioral changes so that the employees can improve in their workplaces. Therefore, disciplinary procedures do not help in promoting fairness regarding the way the employees are tr eated in the workplace and hence the notion that equal opportunity in the workplace is just but a myth (Lowenstein, 2001, 7). Also, employees are usually not informed of the complaints against them and so, they are deprived of the opportunity to narrate their cases before certain decisions can be concluded. Most employees are usually dismissed for their first disciplinary offences even if their case does not result to gross misconduct. They are also not provided with an opportunity of appealing and so; equal opportunity in the workplace is just but a myth. Grievance procedures forms important components of human resource processes as they ensure that the employees are given an opportunity of bringing to notice cases where they feel that they have not been treated in a fair manner. Very often, organizations do not consider the grievances that are raised by the employees. With regards to grievance procedures, there are various issues that do not amount to equal opportunities in the wo rkplace such as; many employees lack confidence as far as the grievance system is concerned. The employees do not believe that their issues will be taken into consideration once they raise them before the management. Most people lack confidence as they hold the view that they will get punished as a result of raising their issues and hence the notion those equal opportunities in the workplace are a myth. In many organizations, employees with disabilities do not have an equal access to the grievance procedures as they are not supported. This is so especially where the grievances require being in writing. The situation is even worse as they find it hard to express them in a case where English is not the first language of employees with disability. Therefore, equal opportunity in the workplace is just but a myth (Nuclear Decommissioning Authority, 2008, 6-7). The other reason as to why equal opportunity in the workplace is a myth is the failure by many organizations to embrace the cultu re of performance management. Organizations that fail to embrace the culture of performance management in their workplace do not provided their workforce with an opportunity to work at optimum level. Also many organizations do not set objectives at employee’s level and thus the employee is not rewarded as a result of his or her achievements in the organization (Martinez, 2000, 3-5). Conclusion However, there are few organizations that have ensured that there is equal opportunity in the workplace is a reality and not a myth. For instance, the past few years has seen female workers entering the labor market in larger proportions. Employees with disabilities have also been accorded a level playing field with those who are not disabled. Despite these, most organizations have not fully embraced the culture of equal opportunity in the workplace and therefore, the concept has remained a myth (Nielsen, 2006, 5). Reference List Anderson, T., 2010. Ability Matters: Gaining the Competit ive Edge by Achieving  Diversity in the Workplace. A guide to employing qualified people with disabilities. California: The Arc of California. Kainer, J., 2006.Gendering Union Renewal: Women’s Contributions to Labor  Movement Revitalization. California: Gender and Work Database. Laura, G Reese, A., 2004. Equity in the workplace: gendering workplace policy analysis. California: Lexington Books. Leka, S, Griffiths, A Cox, T., 2003. Work Organizations Stress: Systeatic  Problem Approaches for Employers, Managers and Trade Union Representatives. Issue No.3. Nottingham: University of Nottingham. Lowenstein, D., 2001.Violence in the workplace: American Psychological  Association.  Web. Lutgen-Sandvik, I Sypher, B., 2009. Destructive Organizational  Communication. Nottingham: University of Nottingham. Martinez, J., 2000. Assessing Quality, Outcome and Performance  Management. London: The Institute for Health Sector Development. McKenzie, S Baker, B., 2006. Worldwi de Guide to Termination, Employment  Discrimination, and Workplace Harassment Laws. Available at https://digitalcommons.ilr.cornell.edu/lawfirms/14/ Nielsen, J., 2006.The leaderless organization. Axminster: Triachy Press. Nuclear Decommissioning Authority., 2008.Discrimination and Diversity  Policy.Vol.1.Issue No.15.EDRMS. Reddy, K., 2007.The Opt-Out Revolution by Women in Management: Myth or? Pretoria: Graduate School of Business Leadership University of South Africa. Weston, P., 2002.Workplace Sabotage. Workplace Bullying: Causes,  Consequences and Corrections. New York: Rouledge, Issue No.2 Vol.5.STP

A Study Of Pepsi Controversial Video

A Study Of Pepsi Controversial Video Pepsi’s Biggest Mistake If only ending an issue such as police brutality could be resolved over a smile and a soda, then the world would be a much more peaceful place. Unfortunately, this just isn’t the case. On April 5th, 2017 Pepsi released a new commercial in the U.S. that was quickly pulled just one day after being aired because of the backlash it received from the public. The video ad stars model and sister to the Kardashians, Kendall Jenner, who also received plenty of hate for appearing in the commercial. It is set in the streets of a city in which Jenner is modeling in a photo shoot when she sees a flood of protesters marching down the street. She decides to join the march after a nod from a young participant. The video ends with Jenner handing a can of Pepsi to one of the police men lined up facing the protesters. This gesture seems to bring a sense of peace between the protesters and the officers. The insensitive, unrealistic advertisement released by Pepsi was shining light on very serious topics such as police brutality, protest and other events that are currently affecting our world today. There are so many components to this two minute, thirty second commercial that it’s hard to know where to begin, so I will start from the beginning. The first scene is of a can of Pepsi being audibly opened in slow motion. The frame then shows a young, asian male playing his cello aggressively on the rooftop of a building in a city. Background music begins to play and the camera cuts to a very large, diverse group of people happily walking down the street. These people are marchers carrying signs saying â€Å"Love†, â€Å"Join the Conversation† and other things in various languages. The company used the song, Lions, by Skip Marley to set the tone. The artist sings We are the movement, this generation/You better know who we are, who we are† a great anthemic message. The song is all about bringing a nation of young people together to create powerful change. Right from the start, it is clear that Pepsi is trying to appeal to the millennial generation, but they do it the wrong way. They are using young protesters to relate their ad to what is currently going on in the world. The problem is that their idea of a protest is not realistic. In the commercial the protest looks like a social gathering; everyone is smiling, dancing and having fun when in reality, protesters are angry. Real world protesters are there to protect something they believe in. They are protesting out of necessity, not because it’s a fun thing to do on the weekends. Pepsi is trying to glamorize something that should be taken seriously for what it is. Throughout the next couple of scenes, we are introduced to a young, female, Muslim photographer who is frustrated by her work. She also has a Pepsi on her desk which helps to remind the viewer what the commercial is actually for. Pepsi is using this woman to show diversity which is a main component of this ad. Then we see Kendall Jenner who is in the middle of a photoshoot that is taking place near the streets of the march. Jenner, as opposed to the muslim woman and the asian cellist, is featured in this commercial to appeal to the people who want to live a life similar to Jenners. She is young, successful, rich, skinny, white, and famous. The march continues, and it is now clear that people of any gender, race, religion, and sexual orientation are uniting to protest something that is unknown to the viewer. All of the signs are very vague and don’t give any indication as to what is being protested. Pepsi is using a pathos approach to attract us to their product. They used path os continuously to try to appeal to the emotions of the viewer by showing people doing what they are passionate about like music, photography, dance, modeling, etc. People of all different backgrounds are coming together to stand up for something they believe in. By using a variety of people, they are trying to spread a message of equality and inclusion. Unfortunately, this message is contradicted several times over in the ad itself. As the storyline continues, the man playing the cello has now joined the march as well as the female photographer. The cellist sees Jenner in her fake blonde wig, full makeup, and extravagant dress and indicates that she should join him in the march. The song reaches it’s peak as Jenner rips off her wig and smears her lipstick before walking into the flooded streets. A few seconds later, we see Jenner in a new outfit with her natural colored hair. Pepsi is attempting to promote natural beauty and authenticity, but once again the execution falls short. Although Jenner looks more natural, she still has just as much makeup on, her hair is done, and her outfit is designer. Another small moment that contradicts the message Pepsi is trying to promote is when Jenner rips off her wig, she tosses it to her black, female assistant without ever looking in her direction. This is not intentionally racist, but it could have been looked at more carefully and easily avoided. The video ends with Jenner handing a Pepsi to one of the police men lined up facing the protesters. The protesters roar with excitement after a policeman takes a sip. This gesture seems to bring a sense of peace between the protesters and the officers. This moment is the most obviously shocking throughout the whole commercial. The hero of this story is Kendall Jenner, a rich, straight, white, model. It could have just as easily been the male cellist or the female photographer. The policemen at this protest are not armed or in full protective gear which is unrealistic, and a single can of Pepsi unites two groups of people who, historically, have rarely even acted civil with each other. It could easily be argued that this advertisement is exploiting the Black Lives Matter Movement, that it is capitalizing on our country’s current struggle for equality, and that it is devaluing the efforts made by protests and marches, so why was it aired? This commercial has put into question Pepsicos reputation as a company. The fact that no one at Pepsi saw this commercial and thought that it was poorly executed or that it may be taken negatively by the public, shows that Pepsi might have a lack of diversity in their marketing department or corporation as a whole. It is clearly an insensitive ad that could have been made great if only someone had spoken up at Pepsi before it aired. Pepsi wanted to make a statement by airing this commercial. They wanted everyone to be represented and included. They wanted Pepsi to bring people of varied religion, race, sexuality and more together. Unfortunately, the message came across as one of ignorance. Pepsi seemed to have good intentions, but their improper use of diversity and exploitation of current events is where they fell far short. The misrepresentation of protests was insensitive and using a Kardashian family member/supermodel to be the heroine of this impractical scenario made the whole advertisement ridiculus. It was insensitive to make light of a serious topic. It takes more than a supermodel, smile and a pepsi to bring the change of a nation in pain from issues that cut very deep.

National debt with regards to taxes Essay Example | Topics and Well Written Essays - 1250 words

National debt with regards to taxes - Essay Example Therefore, whenever the national debt is high, there is a likelihood that the citizenry will be affected, since the available national resources could not be sufficient to cover for all the government payments in form of the interest rates that it must pay periodically to the creditors (Boccia, 2013). The consequence is that; the taxes that are collected from the citizenry must then be increased, so that there is enough money to cover for the payment of the interest in the debts that the government owes different creditors. Therefore, while there could be less awareness in relation to the impacts of the national debts on the citizenry to the public, the truth is that the effect of the national debt must be felt by all. Thus, the effects of National debt include: The National debt affects the tax rates that are charged on the common citizens, as well as the private sector through the licensing and other legal requirements that business are required to have. Whenever the National debt is high, the government has to seek for a way to increase the available revenue so that it can be able to meet the debt obligations in form of interest payments that must be made every single financial period (Faulhaber, 2010). Consequently, when the government is unable to meet the interest obligations from the already collected tax revenues, the government turns to the public for more money through raising the tax rates that the public must pay on various essential products and services. The increased taxation on the other hand becomes a financial burden for the common citizens, considering that they are now getting less value for their money. When the rate of taxation has increased, the prices of goods and services that the common citizens consume goes high, which in turn means that the value for their money has now significantly reduced (Boccia, 2013). The increased taxation does not only affect the common citizens, but also businesses, considering that their profitability will be reduced, while the costs of operations will keep increasing. The consequence is that, National debt increases the tax burden on both citizens and businesses, making it hard for businesses to grow, while reducing the purchasing power of the public (Agonist Learning Center, 2009). The net effect is that, investments will not perform well in the situation where the national debt is high. Further, National debt affects the interest in the sense that, the national banks continuously keeps track of the national debt as they are continuously served with such information from the central bank. The relationship between the central bank and the other commercial banks is that; the central bank is the key determinant of the interest rates that the commercial banks will charge on loans and mortgages issued to the banks’ customers (Faulhaber, 2010). Therefore, when the national debt increases, there is a need for more money that is used to cover for the increased interest rates that the government must pay to the creditors. Consequently, the central bank raises the interest rates, which are then increased by the commercial banks in similar proportions (Boccia, 2013). Therefore, the increased national debt serves to increase the