An exploration of the theme of Deception, good or bad in ‘MUCH ADO ABOUT NOTHING (William Shakespeare)’ and ‘THE ROVER (Aphra Behn)’

Deception, â€Å"the quality of being fraudulent†1 or†to cause to accept as true or valid what is false and invalid†2 is a major theme in both plays ‘Much Ado about Nothing' and ‘The Rover'. However there is a certain dichotomy for deception here as it is both malign and benign, intentionally good and intentionally bad. Another proof of this is that the two plays are comedies meaning some deceptions have got to be taken lightheartedly and blithely. These are shown in Benedick and Beatrice's gulling and Lucetta's gypping of Blunt aided by Sancho and Philippo. There are two main comic deceptions in Much Ado these are benign and harmless to the people they are directed against. When Claudio professes his love for Hero to Pedro who strangely, immediately offers his help to woo her for him, he at first sounds too eager to help his friend (as if he has something else in mind) but we soon learn his intentions are well meant. â€Å"I will assume thy part in some disguise, and tell fair Hero I am Claudio and in her bosom I'll unclasp my heart and take her hearing prisoner with the force †¦Ã¢â‚¬ 3 This of course acts as an introduction to the theme of deception and shows us, the audience how easy and tolerated deception is in the world of Messina .It shows how easy it is to control a person's life and manipulate anyone's feelings. This is reflected in the second example of the benevolent plans set by the characters; the gulling or tricking of the two, presumably past lovers, Benedick and Beatrice. This deception can be seen as a â€Å"white lie†4 .The two characters are tricked by a larger group of characters including the respectable and estimable Leonato whose involvement is one of the main reasons the gulling was successful: â€Å"I should think this is a gull but that white bearded fellow speaks it†5 This underlines that no character in Shakespeare's world or in Messina is above deception. A better example of this is the Friar's plan to deceive the prince and Claudio â€Å"Your daughter here the princes†¦, let her awhile be secretly kept in, and publish it that she is dead indeed†6 This shows that even a high-ranked holy/spiritual person could turn to deception. This is actually another example of deception with good intent. The Friar deceives the princes to change the nasty accusations for sorrow and make everyone pity her and remember all her civilities and people will see her loveliness as more precious after she has gone. Examples of deception in the rover include: Pedro's deception of his father's orders for Florida to marry don vincentio and instead finds her a better suitor, Antonio who turns out to be an even worse suitor for going behind Pedro's back to court Angelica, this causes them to fight and drives the two into a duel where Antonio yet again deceives Pedro by sending in Bellville to fight in his place. Bellville sees this as an opportunity to get Florinda, deceptively in Antonio's name â€Å"this minute let me make Florinda mine†7 and expectantly, Willmore blows Belville's cover and ruins their plan. The tricking of Beatrice and Benedick is shown in two of the most comic scenes in the whole play, these scenes are also the best examples of deception in the play and this goes to show that a lighthearted or benign deception is very possible in Messina. It underlines the fact that deceit can be useful and can bring two people together even if its â€Å"one of Hercules' labours†8. Beatrice and Benedick's scam can be used as a mirror for the gulling of blunt in ‘The Rover' but not in the sense that it brings two people together or in the sense that it ends happily but in the comic sense, it is the funniest scene in the play and so reflects that deception if taken lightheartedly can be benign or harmless. There are also examples of harmful deceptions which create the dark and ugly side of the world of Messina, the main catalyst for this is of course the Prince's half brother, Don John. One critic9 blames his evilness on jealousy and/or the bitter resentment of a society â€Å"that looks down on those like him who are conceived out of wedlock† I personally believe he is just a typical villain, â€Å"mere, unmixed evil†, an â€Å"ill-conditioned, base and tiresome scoundrel†10 created by Shakespeare for the audience to hate and fear. Don John's intentions are completely and utterly malefic. He tries to talk Claudio into thinking Don Pedro is wooing Hero for himself- â€Å"I heard him swear his affection† in the masked ball. The audience is not so sure whether this is true or not since Don Pedro was very eager to get Hero for Claudio earlier but we soon learn Don John was simply being the scoundrel he is. One thing that can be noted is Don John's deceptive tongue or his ability to persuade many or most of the other characters in the play easily. This is also true for Willmore in ‘The Rover'. He woos Angelica Bianca and gets her to sleep with him even though she was infuriated by him minutes earlier for taking down her picture; he turns it against her and rails at her for seducing him and all the other poor men who cannot afford her. He also leads her to deceive herself and Moretta's soliloquy in this scene illustrates the extent to which Angelica has â€Å"lost† herself and her career which is â€Å"the fate of most whores†11 in her opinion. There is a certain parallel or mirrored idea in the two plays. Balthasar's song12 is of course echoed throughout Much Ado, it is around deception it speaks, or the deceptive nature of men. This is mirrored through Wilmore's defensive comment after being accused of cheating on Angelica he said â€Å"For I never heard of a mortal man, that has not broke a thousand vows†13. In another sense deception can be used to show who is boss, or to show off someone's authority. For example the Prince of Aragon immediately marks his territory in Messina by grabbing the first opportunity he could, and that is through wooing Hero. By wooing Hero for Claudio he showed that he was the dominator or leader figure. Don Pedro also does that with Beatrice and Benedick and he succeeds in creating his â€Å"mountain of affection†14 and proof for this is that the pair are lovesick for one another. It is when Leonato falls under Pedro and Claudio's side against his own daughter' that we see the effects of the dominance Pedro gained from his earlier deceptions. Even though Leonato has seen Pedro's deceptive nature in action he still follows him: â€Å"Would the two princes lie, and Claudio lie, who loved her so, that speaking of her foulness, washed it with tears? Hence from her, let her die†15 The audience here would feel compassionate to Leonato. He is trapped and does not know who to believe but shortly falls on the Prince and Claudio's side since the idea of the Princes lying is inconceivable to him. Lying was considered a much more serious offence in that time than it is nowadays;†it was a diabolical trick because Satan told Eve lies in the Garden of Eden, causing her to sin.†16 This is another type of deception the play talks about, deceptive reputations. The prince, Claudio and Leonato are Shakespeare's idea of the perfect gentlemen but they all seem to make up their decisions and take drastic measures to regain their â€Å"honour† almost immediately without any real tangible proof of Hero's crime â€Å"I stand dishonoured, that have gone about to link my dear friend to a common stale.† 17 Another example of deception we encounter in the plays is deception between friends. Benedick in a sense deceives his friends in breaking the â€Å"patriarchal code of friendship†. This is quite shocking since he has known his friends longer than any of the people in Messina. Beatrice asks the messenger in a pun â€Å"a good soldier to a lady, but what is he to a lord?†18 .A Shakespearean audience would find this repugnant and not the appropriate behavior for a gentleman. Bonds between men, especially ones that were formed in war, were especially valuable and tight-knit in the Elizabethan era. This is also mirrored in ‘The Rover, the cavaliers, almost one by one sell Don Pedro out by marrying his sisters and Valeria(their cousin) .Even though they are old friends, the cavaliers deceive Pedro, their friend for a woman. Some critics have argued that â€Å"distrust of women is the basis of all male bonds†19 this is true in ‘The Rover'; Fredrick warns Bel lville of Florinda's intentions when she gave him the note with the instructions to meet her: â€Å"Have a care, sir, what you promise; this may be a trap laid by her brother to ruin you†20 The cavalier's initial distrust of women is as clear as Benedick's initial misogynistic view of them. When Lucetta is introduced to Blunt all the men knew she was out to trick him, â€Å"cheat him of all, then have him well-favourly banged, and turned out naked at midnight†. They, however do not warn Blunt but instead get a front row seat to watch the humiliation of their friend begin. There are many instances of self-deception in both plays actually. For example Benedick and Beatrice undergo a huge change in perspective after their gulling. Both fall helplessly in love with each other even though they were self-declared heretics of love. Beatrice says she will not love a man until â€Å"man be made from some other metal than earth†21 and Benedick claims he will die a bachelor and will not be â€Å"converted and see with (the) eyes (of love)† only if he met the perfect woman which, as he describes, is quite an impossible scenario. It is important to note Shakespeare's placement of this scene exactly before the one with the deception so we can contrast the two views, before and after the deception. The difference is crystal clear, Beatrice says â€Å"Benedick, love on. I will requite thee†22and that â€Å"(her) kindness shall incite (him) to bind (their) loves up in a holy band†23. Benedick says that he â€Å"will be horribly in love with her†24 and that when he said he would rather die a bachelor than fall in love (the scene before) he didn't think he would live until he was married. We notice the same with Wilmore from The Rover. His whole life got turned around in the last scene with Helena when she convinced him to marry her and putting his past perpetually-amorous life behind him. He forgets his old ways and he is no longer the sexed up â€Å"Father Captain†25 who tries to rape Florinda†¦twice and is continuously rejected by almost every female character in the play! His promise which is â€Å"the bargain is now made†26 is his everlasting goodbye to women and a welcome mat to the woman. He is completely self-deceived. Another similar example is Fredrick: at the beginning of the play we feel he has an unnatural distrust in women. He seems to warn every one of his friends about women, he even tries to get in on the action when Blunt tries to rape Florinda†¦a barbarous revenge. Claudio also deceives himself into believing he is in love with Hero when really he has not even met her. He falls in love with her because of his esteemed first impression of her and mainly because she looks like a pure, good virgin which was considered of great importance in Elizabethan England, a girls honour was entirely based on her chastity, if she loses that she would â€Å"lose all social standing† which is why the second thing he asks about her is â€Å"is she not a modest young lady?†.Don Pedro also deceives himself in thinking his brother, john the bastard has been washed clean and is now a clean and changed man. In reality he is the villain and the person behind ev ery harmful deception in the play. The two plays both exhibit deception in the most ambidextrous of ways. It is both malevolent and benevolent, in the sense that the plays end happily through all the obstacles that have been set throughout it.

How Far Do You Agree That the 1867 Reform Act Was Sucessfulte Essay

Additionally, the 1867 Reform Act also had a significant impact on the issues that were being addressed by politics. Whereas before, the aristocracy had basically decided what happened in the country, the act meant that issues were being brought to light that had never been discussed properly in public before. This was very important as it not only changed public but it also changed society too. Issues such as the legislation surrounding drinking, education and taxation were now being impacted on by the public actually expressing their feelings about them and this determined that the act had changed entirely how people viewed politics by shifting their focus from the individuals within politics to the actually political interests that they represented. For the first time, the act seemed to allow working-class people to feel indignant at how they were labelled uneducated within society and how they were blamed for society. It could be said that the Reform Act’s most important outcome was encouraging people to now speak up for what they believe in and to create a true democracy by exposing the flaws of the current political system that had kept hidden a system of suppression underneath a pretence of democracy. On the other hand, this outcome can be seen once again to only be attributing more to the argument that the most important outcome of the 1867 Reform Act was that that it had on the political parties. Whilst it did change the people, it also meant that individuals like Gladstone and Disraeli had to develop stronger personalities, more influential public speaking and just generally a more recognisable persona to get attention off the people and this changed politics, starting to transform it to what we recognise today with politicians attending school fairs and opening museums to get positive publicity. Whilst all of these outcomes were extremely important at the time, perhaps the most long-term and recognisable of all of the outcomes was the effect that the 1867 Reform Act did have on the political system and in particular, on the Liberals and Conservatives parties. Source 7 supports this view by introducing us to the idea of the ‘political machine’. The source shows how the Reform Act of 1867 meant that the political parties had to actually properly compete and make, sometimes unrealistic promises, to appeal to voters. It shows how this means that electioneering, the way the parties portrayed themselves and presentation of issues became much more important as politics became national and rotated around moral issues. Indeed this view does have a lot of weight in an argument. The political parties now were having to tread a careful line and keep a balance between the conflict of alienating the people with revolutionary political ideas and immediate actions to secure themselves as the strongest political parties. This meant that the Liberals and the Conservatives had to become united and professional. This impact was important as it meant that the political loyalty was created that we can recognise in politics today. Previously, parties had split up and conflicted over issues but following the act, politicians were forced to admit that they had to remain loyal to their own political party in order to get any success within the political circumstances. This outcome is so significant as it created the strong link that still exists today between political parties and the voters. The two different parties had to go to what they saw as extreme lengths to secure voters’ loyalty and to encourage them to vote. This included the setting up of party clubs and trips to places such as the seaside as rewards for people who promised to vote for a certain political party. In a way, it shows how this outcome was significant in advancing political organisation and professionalism yet in other ways it just maintained the old influential schemes that politicians used but at last, they had to actually be clever to use these rather than to blatantly bribe and influence people. They could still influence people, just as they had done with the open ballots, but this time they had to do it with rewards and false promises. To a certain extent, this can still be seen to be happening in our political system today. In conclusion, there were many outcomes of the 1867 Reform Act and all of these were significant in their own way. The impact of these can be seen clearly by the fact that they have triggered features of our own political system today, such as strong political personalities for politicians and ‘image-conscious’ newspapers and magazines. However, these all contributed to allowing the Liberals and the Conservatives parties to change and whilst individually they were significant impacts, the effect that they had on electorate always corresponded with an effect on the political parties. In this way, the most significant outcome of the 1867 Reform Act was the impact that it had on the Liberals and the Conservatives parties yet this would not have been significant or even have occurred independently of the impact that the act on the electorate themselves. This means that whilst we can identify an outcome of the act as the most important, it simply would not have had the effect that it did have without the other outcomes of the act, meaning that collectively they are important and making it extremely difficult to label the importance of the outcomes.

Leadership and Decision making styles Slp Assignment

Leadership and Decision making styles Slp - Assignment Example The management of our organization had to restructure most of the systems and position the organization in the best way to manage the competition. If this was not done, the organization was at the verge of collapse. A major strategic change was called for and all the departmental heads were consulted for their ideas. The main decision to change the strategies of operation of the organization was made by the Chief Executive Officer of the organization. However, he had a consultative meeting with all the stakeholders as well as the technical experts including the departmental heads to find the best solutions to the problems affecting the organization as far as competition is regarded. The question was not well-structured in such a way that one could just find a direct solutions to it. Each department was required to contribute their suggestions on how they feel the issue could be handle and the departmental level. With all the information collected, the implementation was to involve the whole team working together with commitments. Ultimately, a solution was found that required the whole team to participate in its implementation. It is clear that our CEO applied collaborative decision making style even though he could make the ultimate decision on his own. While following the Vroom-Yetton seven questions and applying them to the diagram, I come to find out that the decision making style applied by our CEO is categorized as G2 decision making style (Rigolosi, 2005). Under this style, the supervisor and the team need to work together to arrive at a decision. Exactly, this is what happened in our organization, the CEO worked together with the departmental heads as well as some technical expertise to find solutions to the organizational problems. Under this case, the role of the CEO was majorly facilitative as he could only make

Advertising Essay Example | Topics and Well Written Essays - 500 words - 2

Advertising - Essay Example They used Spanish for Argentina market, English for US and German language for advertising in Germany, although rest of the Ad had the same symbols and logo throughout globally. The tag lines were entirely different as they were too solely tell the story about the particular country such as tagline or message for Argentina was â€Å"change the day, start within†, tagline for Germany â€Å"give (offer) yourself a break†, whereas for US market they opted tagline as â€Å"make the smart choice† Nescafe followed the emotional appeal for Germany and Argentina, and Ad had rational appeal for the United States market. For Argentina they show what would be one life without have a Nescafe coffee to start his/her day in a dramatic way with loads of vivid colors. For Germany campaign they drew the feeling of coolness, relaxing and calmness, they basic idea was to let know that after having Nescafe coffee they will be relaxed, this was clean and clear Ad, they showed a female is holding steaming Nescafe coffee mug. The coffee is sprinkled with the crushed coco bean or cinnamon with a brew down there. So it is not a busy Ad that will overpower the stimuli of viewer, this simply uses the psychological effect and an emotional appeal that those hands are of beautiful cool and calm mother who is relaxing after house chores or is back from office. As United States Ad is concern it was a rational ad campaign as it was in reference to an argument with Starbucks. It had to show that Nescafe is a better product. It just changed the copy and the mug, rest of the Ad was same with the message of â€Å"Make a Smart Choice†, jus to make sure viewer doesn’t jumble up with the Starbucks. Nescafe totally ruled with the global advertisement. All it need was a kick in fewer markets and they grew the financials. Nescafe have grown in different cultures and have advertised itself the way that particular country required.

The Adoption of Integration of Information and Communication Essay

The Adoption of Integration of Information and Communication Technologies by Sainsburys - Essay Example Notably, the various reasons for executing the ICT by the business organisations include diminishing the transaction costs and ultimately raise the productivity and delivers instant connectivity which thereby improves the accuracy and transparency of the business organisations. Furthermore, the other valuable reasons also include enlarging the geographical scope of the potential markets for the business organisations, adequately accessing different products and commodities and ultimately raising the profitability of the business organisations (Picot & et. al., 2008). In this paper, the business organisation, i.e. Sainsbury’s, has been taken into concern. The main objective of this paper is to discuss regarding the self-service checkout which has been implemented by Sainsbury’s. The main reason behind this phenomenon has been related to attaining competitive advantage and it might also have been the case that they must have evaluated the previous processes and re-created it in order to attain success for the organisation. In addition, adequate execution of ICT that enhances the shopping process of Sainsbury’s and few concluding lines will also be portrayed in the discussion. The Chosen Organisation Sainsbury’s is regarded as one of the oldest retailers which was founded in London as its home city, in the year 1869. It is recognised as the third largest chain of supermarket prevailing in United Kingdom. Currently, it acquires a considerable market share of 16.5% in the global retail market. The company delivers broad variety of quality food commodities. In this regard, the vision of Sainsbury is to promote healthy consumptions along with... This essay stresses that the practical application of ICT has been apparently increasing in the current day phenomenon. It has also been recognised that most of the business organisations execute different types of technological equipments ensuring that those might raise as well as enhance the competitive position of the company in the long term. Similarly, in this context, Sainsbury’s which is one of the oldest and foremost retailing companies prevailing in the UK tends to execute ICTs such as self-serviced counters while operating the business functions. This paper makes a conclusion that the adequate implementation of the above discussed ICTs eventually raised the competitive advantage along with greater improvement in the business process of Sainsbury’s. Moreover, an innovative conception in relation to ICT has been prescribed for Sainsbury’s that would considerably enhance its business processes along with attaining competitive benefit over its competitors. Thus, it can be stated that Sainsbury’s can attain superior position in this competitive world along with sustaining its productivity through the execution of different types of ICT equipments to a significant extent. The company i.e. Sainsbury’s might enhance its working efficiencies through the application of improved self-service checkouts involving innovative technological equipments that ultimately would accelerate the efficiencies of the business procedural functions by a considerable level.

What are the main factors contributing to low expectancy in the Essay

What are the main factors contributing to low expectancy in the developing world Investigate possible solutions to these problems - Essay Example Money can buy comfort but these people are well below the poverty line because of which they are unable to buy clothes and ultimately face the wrath of extreme climatic conditions. The government has to take initiatives to ensure that their lives are saved, it is the responsibility of the government to safeguard their lives but the truth is that very little has been done for them in the past and nothing much is expected to change in the future. Drought and famine are also two other reasons because of which several people die each year in developing nations. â€Å"Governments of developing countries have invested in improving public health measures (safe drinking water, sanitation, mass immunizations), training medical personnel, building clinics and hospitals, and providing medical care. But much remains to be done. Malnutrition, especially among women and children, is still a big problem. And communicable, largely preventable diseases still claim millions of lives. For example, the average rate of measles immunization worldwide is just 80 percent, and every year more than 1 million children die of the disease. Many of those children are in Sub-Saharan Africa, where the rate of measles immunization is the lowest- about 60 percent.† (Beyond Economic Growth) Cleanliness is another factor which plays a major part in deaths across the globe, diseases like malaria spread easily in developing countries because of lack of cleanliness and the same takes away several lives, these things can easily be avoided but nothing much has been done about it. It is high time for the government to step in and do its duty otherwise more lives would inevitably be taken away. Healthcare can play a pivotal role in saving the lives of several people, it is their right to have access to good facilities which they have been deprived of thus far, they should have access to

Personal statement Essay Example | Topics and Well Written Essays - 500 words - 40

Personal statement - Essay Example A Master’s Degree in Cass business school for Supply Chain Management or Investment Management will not only widen my professional horizon but will also increase my change for professional advancement by being more effective in the business organization. My name is Talal Alajou and I graduated with honors from University of Westminster with a degree in Bachelor of Science in Management. The key areas of study in the University of Westminster involved International Business, Entrepreneurship Theory to Practice, Marketing Management, Operation and Project Management among others. I also took International Foundation Programme in Humanities and Social Science in Kings College where I polished my academic English and engaged myself with international culture. My preparatory high school was spent in Saudi Arabia where I graduated valedictorian at The Kingdom Schools, Riyadh with an almost perfect grade of 98.30% or 3.93 GPA. In addition to my academic undertakings, I also enjoy doing volunteer work. Back home in Saudi Arabia, I am heavily engaged with charity work that looks after the orphans and I intend to continue this fulfilling undertaking for as long as I can do it. I am also culturally agile and bilingual. I have an international background and took formal study about culture at Kings College and this unique background put me in a better situation to easily understand and adjust to different kind of people coming. I believe this is an essential skill in a globalized working place where we have to work with people from different cultural and social background. I chose to pursue my graduate school in UK because of its welcoming attitude towards diversity. UK might have a deep European history but its inclusive environment welcomes people from different nationality particularly those students with Middle Eastern background. I chose to pursue my Master’s Degree in Cass business school in

International bussiness performance appraisal Essay

International bussiness performance appraisal - Essay Example The elements of benchmarking notably considered are time, quality and cost (Schiffauerova and Thomson, 2006, pg. 650). Benchmarking involves a methodology whereby the management of a firm identifies the leading companies in the industry then compares and contrasts their processes with those of their own. Benchmarking employs several methods, but all of them are geared to enabling the company achieve a competitive advantage over its rivals. In evaluating how benchmarking can be used in measuring the performance of the organisation, there are three key aspects and issues that relate to benchmarking. This includes why organisations should engage in benchmarking, the scope and limitations of benchmarking and the possible solutions. In tackling these key aspects, a business will know whether to use benchmarking and how to use it best (Goetsch and Davis, 2014, pg. 9). Benchmarking as an appraisal mechanism offers various advantages to the firm executing the approach. One of the key benefits that accrue to a firm when benchmarking is the performance improvement. Benchmarking sets the basis of performance development intended for facilitating competitiveness. In the quest for finding ways to outperform competitors, benchmarking ensures the fundamental survival of any business. Moreover, Camp (2003, pg. 29) suggests that benchmarking identifies best practices in the industry then establishes what comprises better-quality performance. The process of also benchmarking enumerates the gap between the actual performance and the anticipated performance thereby instituting real objective facts about the business. Consequently, this provides the business entity with what improvement entails and the rationale to improve (Dragolea and Cotirlea, 2009, pg. 820). Benchmarking also helps organisations to focus on transformation and presents the direction for the transformation process. Organisational

Process Improvement (Logistics) Research Paper Example | Topics and Well Written Essays - 750 words

Process Improvement (Logistics) - Research Paper Example All organizations irrespective of their industry segment work towards becoming the world’s supply chain management (SCM) leaders. This status is attained through the development of top line income growth via ameliorated client satisfaction, increased supply chain speed, and minimized overheads and cycle times. The role played by logistics excellence and transportation in an attempt to develop a state-of-the-art supply chain has become noticeable nowadays.Transportation expenses take up a significant amount of the supply chain and can be eliminated via Transportation Management Solutions (TMS).TMS can attain these savings by process improvement. Many organizations are capable of redeploying or reducing existing transportation overheads and employees significantly by automating main logistics and transportation processes through advanced TMS. Partially, this is achieved by automating manual jobs such as carrier selection, tendering and acceptance, and shipment planning resulting in improved productivity benefits for transportation faculty.A large number of firms can minimize operating costs by consolidating transportation routines at a network stage as opposed to having transportation staff at every ship level. Organizations using these "load control centers" network save a significant amount of overall freight bills and overhead.Inventory management includes the process of effectively ensuring a continuous movement of stocks out of and into the current inventory.

The Walt Disney Company and Pixar Inc. Essay Example for Free

The Walt Disney Company and Pixar Inc. Essay To Acquire or Not to Acquire? In November 2005, Robert Iger, the newly appointed CEO of the Walt Disney Company, eagerly awaited the box office results of Chicken Little, the company’s second computer-generated (CG) feature film. He knew that, for Disney as a whole to be successful, he had to get the animation business right, particularly the new CG technology that was rapidly supplanting hand-drawn animation.1 Yet the company had been reliant on a contract with animation studio Pixar, which had produced hits such as Toy Story and Finding Nemo, for most of its recent animated film revenue. And the co-production agreement, brokered during the tenure of his predecessor, Michael Eisner, was set to expire in 2006 after the release of Cars, the fifth movie in the five-picture deal. Unfortunately, contract renewal negotiations between Steve Jobs, CEO of Pixar, and Eisner had broken down in 2004 amid reports of personal conflict. When he assumed his new role, Iger reopened the lines of communication between the companies. In fact, he had just struck a deal with Jobs to sell Disneyowned, ABC-produced television shows—such as â€Å"Desperate Housewives†Ã¢â‚¬â€through Apple’s iTunes Music Store.2 Iger knew that a deal with Pixar was possible; it was just a question of what that deal would look like. Did it make the most sense for Disney to simply buy Pixar? Walt Disney Feature Animation Walt Disney Feature Animation began with the production of Snow White and the Seven Dwarfs in 1934. Toys and memorabilia based on the movie’s characters were stocked in stores such as Woolworth’s around the film’s release, a move that became a trademark of Disney’s strategy. After many early successes, the animation division struggled for decades after Walt Disney’s death but  was rejuvenated with the arrival of Michael Eisner, as well as Jeffrey Katzenberg as chairman of Walt Disney Studios, in 1984. Under them, the studio produced a string of hit films that included The Little Mermaid and Beauty and the Beast, up to the enormous success of 1994’s The Lion King, which alone generated over $1 billion in net income for the company. The Walt Disney Company and Pixar Inc.: To Acquire or Not to Acquire? Eisner believed in making clear who was good at their job, and who was not so good, and wanted to give control to leaders who had a sense of judgment about creativity and business. Seventy-five percent of the time, he was able to find a director who had these skills and wanted to work on a particular movie; the rest of the time directors would be told to â€Å"just do it.†6 Katzenberg, who was known for his grueling work ethic and passion for animation, made it his personal mission to bring the studio back to its former glory. He supervised every aspect of the studio’s films. According to one former Disney executive, â€Å"Jeffrey is the sheep dog and the wolf. He’s the sheep dog guarding us, and the wolf hunting us.†7 Katzenberg was credited with hammering out the storytelling of each film and ensuring that each film had a moral resonance. He also brought on external talent to each movie, such as Elton John, who contributed songs for The Lion King. Recent Box Office Performance After The Lion King in 1994, every Disney-produced animated film fell below expectations (see Exhibit 1). When asked in 1997 about the division’s disappointing performance, Eisner replied, â€Å"I don’t think people quite understand our company. We have many avenues to make money from one of our animated films. The video revenues from one of our films are large, the consumer products huge.† Some of the same features that observers credited for Disney Animations’ success—large staff, large budgets, and lots of time—were also blamed for its demise. Disney Animation had just 275 employees in 1988; about 950 in 1994 for the release of The Lion King; and 2,200 at its peak in 1999.9 Competition for animators in the 1990s also caused salaries, which accounted for 80% of each film’s cost, to balloon, with top animators’ pay rising from $125,000 in 1994 to $550,000 in 1999.10 And these pay increases affected employees across the board. In 1994, Eisner refused to promote Katzenberg to president of the company, prompting his swift departure. The absence of Katzenberg, who was generally considered to be the studio’s creative force, struck many as the cause of the decline. As one commentator noted, â€Å"the company’s once-invincible animation studio has fallen on hard times since studio chief Jeffrey Katzenberg left.†11 In 1997, Katzenberg, along with Steven Spielberg and David Geffen, started rival animation studio DreamWorks. According to reports, in the years that followed, DreamWorks attempted to lure away some of Disney’s best animators. Joe Roth, former chairman of 20th Century Fox, became chairman of Walt Disney Studios after Katzenberg’s departure. In charge for six years, he focused the studio’s energy on live action films.13 Peter Schneider, former head of Disney Animation, took over in 2000 after Roth left. Schneider’s goal was to deliver â€Å"emotional, thematic stories.†14 He worked solely with established Disney directors and producers and relied on his younger development staff to broker deals with up-and-coming filmmakers, in contrast to the hands-on deal-making style of his predecessors, Katzenberg and Roth.15 The product development group assigned directors for each animated movie. In the late 1990s, Disney set up a â€Å"Secret Lab† in an old Lockheed plant near Burbank Airport as a response to the growing popularity of three-dimensional (3D) CG films. The group’s first CG project was the costly Dinosaur, which was released in 2000 to a strong opening weekend, but which ultimately disappointed at the box office. The Lab was shuttered in 2001 after Roy Disney viewed and rejected the second project underway, Wildlife, which he thought was packed with adult themes and strayed too far from Disney’s family-friendly brand offering. Disney then focused its animation efforts on traditional two-dimensional (2D) projects  such as 2001’s Atlantis: The Lost Empire.16 In 2002, under new feature-animation chief Thomas Schumacher, Disney embarked on an aggressive cost-cutting mission. Lilo Stitch, the first movie made in the new environment, cost about $80 million to make, versus $150 million for the 1999 Tarzan. Instead of 573 animators crafting 170,000 individual drawings, a crew of 208 rendered 130,000 drawings.17 Cost-cutting efforts took Disney’s animation department from its high to around 1,100 in 2003. At that point, as rival studios, such as News Corp.’s 20th Century Fox, exited the market, salaries slid precipitously. The market rate for the animator who brought home $550,000 in 1994 was half as much by the early 2000s.18 Apart from omitting redundancies, Disney Animation kept costs down by cutting corners where it could, in ways that were imperceptible to audiences. For example, the group eliminated things such as the number of characters seen in each frame or the amount of motion in the background.19 The televisionanimation unit also produced very low-cost films, like The Tigger Movie, which could make money with only $45 million in box office receipts, since the production cost was kept down to $15 million.20 In 2003, Disney Studios finally set up its own CG animation department. However, many staff members needed to be retrained in the new technology, which cost Disney money, heightened tension, and depressed morale within the studio. Disney decided to slow production on its animated films to give the staff more time to work on them and hammer out the story lines. American Dog and Rapunzel Unbraided, the second and third releases after Chicken Little, were both pushed back.21 Throughout this period, Disney came to rely on revenue and characters produced by its partner, Pixar. Between 1998 and 2004, Pixar CG movies contributed a total of more than $3.5 billion to Disney Studio revenues, and more than $1.2 billion to Disney’s operating income (Exhibits 2 and 2a). Pixar’s contribution represented 10% of revenue and over 60% of total operating income over the period. In 2005, Disney even set up a group known as Circle 7 to produce sequels to Pixar movies. The 40-person staff working on Toy Story 3 in March 2005 grew to 160 people during the followi ng year. Movie Economics While box office revenues from the theatrical release were the typical  measure of a movie’s success, financial success actually came from other revenue streams generated by the movie. By 2005, such sources included home video sales (originally on cassette tapes, but increasingly on DVD); payper-view and video-on-demand on cable channels; television showings, whether on free channels, such as NBC and CBS, or on cable channels; merchandise sales including toys, apparel, books, etc.; and video games and other electronic uses of the characters (see Exhibit 3). By 2005, the largest of these revenue sources was not theatrical box office but home video. Because character-related sales had such a long tail, revenue for a hit animated movie would come in over many years—up to decades for classic movies that were re-released theatrically and in home video form. Given the longevity of a great movie, film libraries were valuable assets. DreamWorks’ film library, for example, was about to be sold to Paramount for $900 million.23 Sequels to successful movies were another important source of revenue. The sequels to Toy Story, Shrek, and Ice Age, for example, generated between 30% and 90% more box office revenue than the originals. Once a character had been established, the existence of a built-in audience for subsequent  movies reduced marketing costs. Successful sequels would also extend the life of the original movie, particularly for animated features that appealed to successive generations of young children. Pixar Inc. Pixar was unusual among movie studios in generating a succession of box office hits. Its first five full-length films each grossed over $350 million.24 Steve Jobs said, â€Å"Everybody has tried to break into the animation market since Snow White was released in 1937. So far, only two companies  have ever produced a blockbuster production grossing more than $100 million, Disney and Pixar.†25 Pixar’s animation broke from the traditional model because the company did not use hand drawings but rather 3D computer-generated models. In 2D traditional animation, frames comprised hand-drawn cels, which required the skills of hundreds of people working for two to three years. Traditional animation constricted artists’ flexibility, too—if a change needed to be made to a character or scene, all subsequent frames had to be changed. Three-dimensional CG, on the other hand, used mathematical models to redraw each cel and mimic camera angles in ways that traditional an imation could not. Pixar used its own proprietary computer animation technology to generate incredibly lifelike 3D images and backgrounds, although CG still could not quite make human characters look perfectly realistic. Said Jobs, â€Å"We have 10 years of proprietary software systems that you cannot buy anything close to in the marketplace. You have to build them yourself.†26 Pixar’s technology allowed animators to manipulate hundreds of motion control points within a single character, to reuse animated images, and to edit easily.27 These technologies enabled Pixar to make animated films faster than its competitors and at a fraction of their cost. For example, the company made Toy Story with just 110 staff members, who spent the time saved on animation to focus on story and character development, as well as fine-tuning visual details. History Pixar traced its origins to the University of Utah in the 1970s, where a young Edwin Catmull studied computer science in a program renowned for creating the new field of computer graphics. Around the same time, Alexander Schure, president of New York Institute of Technology (NYIT), hired a team of animators to make a film version of â€Å"Tubby the Tuba,† a children’s record. Frustrated by the limitations of hand-drawn animation, Schure flew to the University of Utah, where he met and recruited Catmull to work at the Institute. Catmull and his hand-picked team spent four years at NYIT, where they made inroads into the field despite never producing the Tubby the Tuba movie. In 1979, George Lucas approached Catmull’s team with an offer to work on special effects for Lucasfilm, producer of the wildly successful Star Wars and Indiana Jones franchises. While working there in the early 1980s, Catmull met John Lasseter at a computer graphics conference and the two became friends. Lasseter, a young animator from Disney, had studied at California Institute of the Arts with the likes of Tim Burton. Skilled in art as a young boy, Lasseter read a book on the art of animation and Disney during his freshman year of high school and realized what he wanted to do with his life. After graduation, he joined the ranks at Disney and worked on Mickey’s Christmas Carol. He commented, â€Å"I felt that Disney was, at the time, doing the same old thing. They had reached a certain plateau technically and artistically with, I think, 101 Dalmatians, and then everything had been kind of the same ever since then, with a glimmer of characters or sequences that were special.†30 In 1984, Lasseter went to Lucasfilm’s computer division under Catmull. In 1986, Steve Jobs—who had left Apple Computer the year before—bought the Lucasfilm computer business, then called Pixar, for $10 million.31 Initially, Jobs intended Pixar to be a computer hardware and software company. He spent the next several years subsidizing the company to the tune of nearly $50 million from his personal funds. When the graphics computers did not sell, Jobs cut a third of Pixar’s staff in 1991 and left only the animation division.32 Jobs said, â€Å"If I knew in 1986 how much it was going to cost to keep Pixar going, I doubt if I would have bought the company. The problem was, for many years the cost of the computers required to make animation we could sell was tremendously high. Only in the past few years has the price come down to the point that it makes business sense† (see Exhibits 4 and 4a).33 Software Pixar initially developed three proprietary technologies: RenderMan, Marionette, and Ringmaster. In 1989, the company released RenderMan, a software system that applied texture and color to 3-D objects and was used for visual effects. Pixar used RenderMan itself and sold it to Disney, Lucasfilm, Sony, and DreamWorks, which used it to create effects like the dinosaurs in Jurassic Park. The program served as Pixar’s main source of revenue during the company’s early years. As of 2005, it had developed special effects for 100 films, and 44 of the last 47 movies that won the Oscar in visual effects had used RenderMan. In 2001, Catmull, along with two other Pixar scientists, won an Oscar for RenderMan and its advancements to the field of motion picture rendering. Marionette, the primary software tool for Pixar animators, was designed specifically for character animation and articulation, compared with other animation software that was designed to address product design and special effects. Ringmaster was a production management system used to track internal projects and served as the overarching system to coordinate and sequence the animation, tracking the vast amount of data employed in a three-dimensional animated film.

Roles of Leadership and Motivation in Management

Roles of Leadership and Motivation in Management This paper tells about roles of leadership and motivation in the field of management, how it plays, what kind of role it plays, how it is useful in getting success of the team and theories of leadership and motivation. Introduction Leadership and motivation, from the definitions leader means that who leads the team then he will be the leader for that team. But clearly, the leader does not always go first and he develops the effective ideas and implements those ideas by motivating the team members. So leader ship and motivation both are linked together. Now leader will be the person who motivates the team and that will be his leadership. The leader to accomplish their responsibility has to be familiar with how to inspire people and be obliged to search for ways to do this so as to preserve their position has leader. A good leader must posses a vision and having a vision provides a leader with purpose. This vision can help each employee to see what the future holds and what is the results of todays extra efforts and hard work. It also display what future offers as a rational extension of todays efforts. To a leader, vision is a reality that is in the reach in the near future. Vision is not a dream, it is reflect of breadth of understanding that enables an organization to advance and compete. A good leader designs and directs a precise plan for how to make a vision reality. The best vision is generated through discussion and debate with employees who carry and implement the vision. If employees are convinced about the purpose and reasons of implementing the plan, they will do extra effort in the reaching the shared vision. The vision should have a direct link with the objective of the organization. Finally, a shared and accepted vision is the critical link to high commitment and performance by every members of organization. A shared vision not only ties individual employees with together and leadership, but also generates a positive and constructive relationship between management and employees. The main steps in the creating of the shared vision are; employees and leaders must establish a working relation for the generation of shared vision; they proactively seek out for change rather than wait for a crises that demands action; they should define a shared vision for improvement of products and services; and they implement vision with the team work and group efforts. Ethical Issues In Leadership And Motivation Actual leaders contemplate resting on undertaking the accurate obsession, not resting on deed possessions correct. With the aim of recommendation as of managerial board of advisers comes seeing with the aim of refusal bolt from the blue in the direction of respective firm leaders, according to what actives are crammed by means of easier said than done principled dilemmas. Principals knowledge suchlike uncertainties taking place an every day basis. Having ethical liabilities in the direction of the social order, on the road to the line of work, en route for the institute panel in addition to students, they come across with the intention of this frequently is not comprehensible what is correct or incorrect, or what individual have to carry out, or else which point of view is spot on within ethical stipulations. Unluckily, comparatively a small number of chairpersons have been skilled in the direction of agreement in the midst of these contrasts. In anticipation of awfully newly, principled issues were agreed modest concentration within grounding structures. Here Is An Example Describing About Ethical Issues Of School Leader A senior fellow in the leadership field comments so as to school leader countenance an only one of its kind set of moral difficulties. Academies are ethical associations, premeditated to endorse communal criterions, in addition to chiefs are ethical assistants those have to time and again create resolutions with the intention of good turn single honest worth in excess of a different. In addition, even though schools are devoted on the way to the welfare of kids, students contain practically refusal authority into what appears close at hand. Intended for all such kind of contemplates. The privileged behaviour has got to be intentionally ethical. Influentials ethical sense of duty asserts develop not merely into the palpable everyday principled confusions, other than in the routine actions and structured networks with the aim of might encompass concealed moral casual remarks. A senior fellow in managing field comments that each communal preparation settlements several persons next to the outlay of the rest of persons; merely to suppose so as to schools exemplify pleasing values are morally inexperienced, if not in the incorrect. consequently, the chief has got to not simply perform dependably at the same time as an human being, other than be obliged to produce an moral foundation or society. Since influentials, cardinals have a particular accountability on the way to put into consequence influence into a principled technique. A senior fellow in Leadership studies adverts out that much of a principals authority is moral; that means, tutors have got to be persuaded so as to the principals indicate of spectacle reflect principles they prop up. Compulsion from side to side self-important influence will hardly ever encompass an optimistic, permanent consequence or result. Examples Of Some Moral Dilemmas Are Facing By Chiefs Since distinct by a senior fellow, a moral predicament is not a selection between correct and incorrect, although an alternative flanked by two privileges. If suppose, allowing for an inducement would be an ethical enticement; conclusive if insufficient possessions have to set off on the way to an outstanding set of courses or a dissenter-avoidance structure would comprise a quandary. Confusions happen when exquisite standards divergence. A main who standards in cooperation educator self-sufficiency in addition to scholar attainment will countenance a tight spot while tutors wish for endorse a guiding principle so as to push down opportunities. This variety of disagreement is finely tuned for the reason that discipline best are unrestricted administrators by means of commitments to a lot of individuals those frequently encompass challenging principles or comforts. Must guardians be well-versed if an analyst apprentices with the intention of guardians spawn is making an allowance for an aborting? Must a learner assemblage be talented to manuscript a congregation presenter and that presenter attitudes will hurt somebodys feelings several in the commune? Should the chief hold up an educator who has completed doubtful marking pronouncements? Several educational programmers put forward those commitments towards managers or chiefs set particular weight resting on princi pled executive. Meant for case, a fellow asked chiefs to approximation how a characteristic co-worker would act in response to theoretical confusions. Compassionate frequently announced that equals or co-workers would obtain the pathway of smallest amount confrontation with adjourning to admirable or captivating place of safety in bureaucrat actions, that the theoretical social group in point of fact reproduce the standard. Ethical confectioners in general are in agreement close at hand is no moral recipe book with the intention of provides trouble-free solutions to multifaceted dilemmas. Other than a numeral of academicians encompass recommended a number of guiding principles. 1. Influential persons must have and live enthusiastic in the direction of take action lying on an unambiguous intelligence of principled values. A fellow asserts that a completely well-versed principled awareness will be full of arguments of compassionate like what perform our affairs stipulate of us? Means that a leader should know that what he is going to perform; impartiality and it tells that how can we administer ourselves fairly? Because as a leader we should administer ourselves in order to perform requirements; and assessment Where do we go down diminutive of our have possession of principles? Like these type of questions has to be developed by an ethical leader. 2. Guider should look at problems commencing dissimilar attitudes. A senior fellow described that there can be three kinds of dilemmas in any organization. One is to look forward to the momentousness of every preference and endeavor towards make out who is going to be pretentious, with in what kind of conducts. One more come up to have ethical regulations, presumptuous with the intention of the humankind would be a recovered position if populace for eternity helped definite extensively conventional principles (such as influential the genuineness). And final viewpoint accentuates thoughtful, which is comparable in the direction of the fair-haired imperative: How would we in the vein of to be appraised concealed by comparable state of affairs? 3. Superiors can frequently reassemble principled or moral issues or arguments. A lot of noticeable confusion fluctuations are in point of fact â€Å"confusion fluctuations or dilemmas, contributing a third pathway so as to abstain the either-or thoughts. If we take an example like, double-dealing with a parent who substance in the direction of a meticulous coursework assignments on spiritual justification, a most important chief or principal might be capable to discuss an substitute project, by this means cherishing educational truthfulness devoid of circumventing on guardian privileges. 4. At long last, privileged individuals have to maintain the practice of mindful indications, anywhere it possibly will show the way them. Explaining Leadership And Motivation Within The Group Here I am explaining about a group and how the leader motivates the group. Here is a brief description about leadership and motivation by taking a group as an example. This example is my past experience when I worked in the group during my graduation project work. We are five people formed as a group and our topic was how to make a successful organization and how individual should work in groups. So we searched a lot books and we collected a number of journals and we read successful managers autobiographies and we finally came up with a great subject that was a â€Å"Belbins profiles† and in that we found a very much information regarding leadership and motivation in order to get success a group or an organization should make an assembly and they should choose a leader. Here controversy comes in to the group who is going to be leader and how to choose a leader and there we found important key roles to choose a leader. Those key roles are divided like resource investigator, team worker, plant, complete finisher, monitor, evaluator, coordinator and shaper. So every individual has their own personalities or profiles like explained above. If any individual want to become leader to a respective group he should fulfill all the requirements and achievements of those profiles like resource investigator deals in investigating of resources required to achieve a success of that group or an organization, team worker should maintain healthy relationships among the coworkers and walk on the road with coworkers to get success, plant this role is very important to the team because plant means base to the team or an organization. This role links with every role in the organization, complete finisher is the role deals in completing a project of a firm or a group. Complete finishers main duty is to complete the project without loopholes. He gets a copy of the project and stars investigation from plant to every profiles role and eliminates unnecessary factors and includes if there is a need to include a particular concept in order to finish like closed chain, monitor role plays a vital role in the group that is this role duty is to monitor every individuals work from starting the project onwards till closing of the project and he should present a daily base report or feedback to the team workers and to every individuals taking part in the project, evaluators role is to evaluate the drawbacks or loopholes of the respective project, having healthy relationship with monitor and resource investigator, shaper , team worker. And about shaper this role deals with maintenance, performance of coordinator, monitor, and the structure of the project and team. So any individual wants to become leader he should have experience in the entire roles and fields witch I just explained above and also if any group wants to choose its leader that group should consider all the roles. Because leader and his leadership is everything for an organization or a group and he should have capability to motivate his group. Key factors to choose a perfect leader Leader should have the aim on to improve workplace efficiency and also to diminish the minor problems with workplace he should come with his own creative ideas in order to motivate his team. And the successful leader has a goal like in any task to get the work completed and his leadership controls efficiency and by controlling efficiency he gets control on competitive value of service and finally achieves the success â€Å"Leadership Innovation Today, fast growing organizations are built on leadership innovation, that is, they are not built by product visionaries but by social visionaries — those who invent entirely new ways of organizing human effort.† And we have variety kinds of leaderships here like Visionary Leadership in this decision making management plays an important role because for every success and failure of a management there should be an effective or ineffective decision making skills behind that success or failure. And this decision making visionary leadership puts an eye on work efficiency by moving decision-making responsibility to the frontline and there by achieves an increased efficiency. Efficiency is achieved with limited supervision. To make frontline responsibility effective, leadership must give workers opportunity to develop quality decision-making skills and learn to trust them. Standard leadership , in this standard leadership leader only concentrates on the employees work like what he said and what is going on their? And what employees are doing to get work done? And workers to be robots to get work done, this is all about leaders nature in their qualities of making decisions and makes creative quality decisions. â€Å"This is called as command and control leadership. Low efficiency is caused by the disconnect between management and the frontline. Management is busy dealing with problems that affect them while ignoring problems that affect the frontline. Front line problems are only dealt with when they explode into a major problem. K-Mart stores use standard leadership.† Policies the style of Leadership is monitored by workplace policies. â€Å"Leaders will adapt their style to the organization priorities and its goals.† High efficiency workplaces are based on visionary leadership, where workplace policies authorize decision-making responsibility at the frontline. Limited supervision is needed with worker responsibility. Standard leadership is based on mans instinctive desire for control, which is leadership by default. A leaders changing mood controls policy of the moment and no one knows what the priorities are mood-changing priorities reduce efficiency. Standard leadership requires a high level of supervision. Elements To Consider Ethical policies Ethical policies at the organizations top filter down to the frontline. It is not possible to have unethical policies at the top and enforce ethical policies at the bottom. Leaders ethical policies become the mindset of the organization. A person with high ethical standards will not stay long in an organization with low ethical standards, they will quit or be fired. A potential whistle blower becomes a threat, yet, this type of person makes an organization efficient. Success of workplace responsibility requires high ethical policies from top to bottom. Exception to the rule The military uses command-and-control leadership, yet the troops are highly skilled, motivated and morale is high. This is opposite the statements stated above. The difference military organizations are team orientated with continuous training. Troops expanding their skills and experiencing capabilities they never dreamed possible, produces a highly motivated and efficient organization. Learning opportunity and responsibility is the key.

The Bluest Eye and the Contemporary American Novel :: Bluest Eye Essays

The Bluest Eye and the Contemporary American Novel There are an infinite number of possible ways to study the development of the American novel. In doing so you invariably have to read a good number of books by American authors. The problem is you can't just walk into the bookstore and pick a few writers, read their novels, and think you understand the way the American novel came about. You have to follow certain guidelines, and read from different time periods to further your understanding. The big question is what novels are worthy of being studied to define the progress of American fiction. What makes one novel more "scholarly" than the rest, and how does it help your understanding. Toni Morrison's novel The Bluest Eye has proven to be a book capable of furthering ones education on the subject of the American novel. The reason being that this novel transcends what other writers before her time had done. It stirs emotions in people that hadn't been exposed by previous authors. Yet it reminds them of the classic writers that they have come to love, and who have already made their contributions to the world of American novels. It is from here that a new writer develops their style and continues to change the way people write and the way others think. The specifics on exactly how The Bluest Eye does these amazing things are hard to put into words. Morrison uses some different techniques to get the readers attention. The language is one object used to show the emotions of the characters and convey the message of a passage. Vulgar and slang words are part of the way in which she does things differently. The word fuck probably never appeared in any of Hawthorne's novels. The use of relatively recent forms of black vernacular speech gives the reader a sense of how recently these events have taken place, and how close to home they strike. The reader gets to know the characters pretty well, which helps them to identify with certain situations. All of these examples explain how Morrison creates a story that will be read and remembered. You can't be respected as contributing to a genres development if no one remembers what you did.

Alfred Sasoons Poetry :: essays research papers

Sassoon's bitterness against the war is made clear through his poetry, which is filled with his resentment against war, the futility of it and the high price that had to be paid.In the poem 'A working party' Sassoon's feelings towards the futility of war and the waste of life that war brings about is made clear through his use of his language and the way he makes the reader feel as if they know the man in the poem. In this and many other poems, Sassoon uses irony and heavy sarcasm to make his true feelings known. In 'The Kiss', the entire poem has a very sarcastic tone, and the poem could actually be read as a pro-war poem, but it actually shows Sassoon's hatred for the war and how bitter he was about it. He calls his bullets and bayonet "brother lead and sister steel', saying 'in these I trust'. This is a perfect example of how Sassoon used sarcasm, because at face value, the poem seems psychopathic, as if it was written by a man that actually enjoyed killing and the harsh conditions of the war, when in actual fact it is a poem that is against the war.In 'A working Party', Sassoon specifically starts the poem off slowly, describing the men slowly making their way down the trenches, slipping into the mud and squeezing past other soldiers returning from the front line. Then, he ironically rushes the main character's death in the last two lines, after the man is thinking how slow time passes. The man's sudden death shocks the reader and shows how suddenly life can be taken away. It also makes the death of the character seem insignificant and unimportant, and Sassoon probably did this because he felt that not enough attention was paid to the men that lost their lives fighting for their country, like his brother.In 'The General' Sassoon uses a more direct way to show how he feels about the Generals who gave the orders, from well behind the front-line. I think that Sassoon was also bitter about the officers who gave orders although they knew nothing about what it was like in the trenches, and I think that Sassoon probably blamed them for much of the pointless deaths that occurred. Sassoon's resentment of the General comes through two lines of the poem. "And we're cursing his staff for incompetent swine" which is the fourth line, but does not hold any real impact until you read the last line of the poem - "But he did for them both by his plan of attack".

Impact of Race in Othello Essay -- GCSE Coursework Shakespeare Othello

Impact of Race in Othello One of the major issues in Shakespeare's Othello is the impact of the race of the main character, Othello. His skin color is non-white, usually portrayed as African although some productions portray him as an Arabian. Othello is referred to by his name only seventeen times in the play. He is referred to as "The Moor" fifty-eight times. Webster's Revised Unabridged Dictionary (1913) states that a Moor is "Any individual of the swarthy races of Africa or Asia which have adopted the Mohammedan religion. In Spanish history the terms Moo, Saracens, and Arabs are synonymous." This indicates that Othello is constantly being degraded and set up as an evil person throughout the play. What this really means is that Othello is being judged by his skin color rather than the person under the skin. The view that whites and non-whites are equal is a relatively new concept in our society. In institutionalized racism, such as American slavery, those of a different color were often viewed as inferior. As Shakespeare wrote Othello, this idea was becoming quite prominent as England entered the African slave trade. One can look at the racial issues from the perspective of color, slavery, and society. There are many references in the play to indicate that Othello was dark colored. The first image we, as a reader, are given of Othello is that of a black ram having sexual relations with Desdemona (1.1.89-90). Later on in the play, there are many other references to Othello's color and race. Desdemona's father, Brabantio, is appalled to learn that his daughter is having a relationship with a "sooty bosom" (2.3.27). Emilia refers to Othello as a black devil (5.2.132). Othello even calls himself black (3.3.265). Iago also... ...hello is driven mad by the force of Iago's suggestions, indicating that he is merely a victim of another man's jealousy. Works Cited 1 Norman Sanders, ed. Othello. Cambridge: New York, 1995: 12. 2 C. W. Slights. "Slaves and Subjects in Othello," Shakespeare Quarterly v48 Winter 1997: 382. 3 C. W. Slights. 380. 4 Norman Sanders, ed. 10. 5 J. Adelman. "Iago's Alter Ego: Race as Projection in Othello," Shakespeare Quarterly v48 Summer 1997: 130. 6 C. W. Slights. 388. Works Consulted Bradley, A. C.. Shakespearean Tragedy. New York: Penguin, 1991. Di Yanni, Robert. â€Å"Character Revealed Through Dialogue.† Readings on The Tragedies. Ed. Clarice Swisher. San Diego: Greenhaven Press, 1996. Reprint from Literature. N. p.: Random House, 1986. Muir, Kenneth. Introduction. William Shakespeare: Othello. New York: Penguin Books, 1968.   

Time I Learned a Lesson

While living in a state as hot as Arizona, not only do the football players have to drink a lot of water, but everyone else as well. The day I didn't taught me a lesson: Actions, good or bad, are followed with consequences. I thought my body would be perfectly fine without some water for the day but boy was I wrong. Just minutes before the incident, the only Item on my mind was how fun the rap concert would be the following night. Little did I know, I would not be attending.A late night trip to Albertson Isn't rare for my family as we forget things tie easily (and when I say we I mean I). I entered Albertson with a mental list of Ethylene, snacks, and Storage. Yet, I still made my way to the ice cream aisle as I seem to always be gravitated towards it. Him, what flavor sounds good? Ben and Jerry Peach Cobbler gets me every time! I reach out to grab that perfect concoction and smack! My body now lays lifeless on the floor as I blackout. Seconds, minutes, maybe hours later I become con scious. I make an effort to move my limbs but there's no use.My heavy eyelids have a arid time opening, I force them open and find myself in a hospital bed wearing one of those dresses I promised myself I'd never wear. My eyes find their way to the side of my bed where my motherly sits, pale skinned, and mouthing my name. Her voice finally registers Into my head as it translates from terrified to joyful. My very own nurse rushes In once I'm awake. She tries her hardest to talk slowly and uses hand gestures to explain why I'm here, why I'm lifeless, and why I'm wasn't eating my ice cream in the comfort of my own home.I had blacked out for several hours. Well that was an unexpected nap, I thought to myself. My nurse says the word dehydrated and it clicks my mental grocery list. There was Ethylene for my headache, snacks for nauseates, and Storage for extreme thirst. How could I be so stupid? The next day my life carried on normally: I woke up, ate, went to school, ate, napped, ate, di d my homework, ate, and slept. Of course there was a lot more water in my system compared to the day before, but drinking more water wasn't the lesson learned.I could have been testing and driving, or not completing a homework assignment but the point was the same; there were consequences to my every move. I could've been In a car accident or simply slotting In SAD with a bunch of kids I TLD know. It's your own choices that make you or break you In this life, what will you choose? And will you be prepared for the consequences that follow? BY excellencies English II- Period 3 A typical sight in the halls of Hamilton High School are the tall and built young men of was I wrong.Just minutes before the incident, the only item on my mind was how fun attending. A late night trip to Albertson isn't rare for my family as we forget things quite easily (and when I say we I mean l). I entered Albertson with a mental list of finally registers into my head as it translates from terrified to Joyfu l. My very own nurse rushes in once I'm awake. She tries her hardest to talk slowly and uses hand I could've been in a car accident or simply sitting in SAD with a bunch of kids I didn't know. It's your own choices that make you or break you in this life, what will you

Human Resources †how individuals are managed within an organisation Essay

Introduction People are an extremely important resource for any organisation. To be a successful business you need to employ staff with the right qualifications skills and experience. The employees of an organisation are collectively known as its human resources, in many organisations, both public and private, the human resources department is also known as the personnel department. However, the difference in name reflects a shift in emphasis from a purely recruitment and welfare role to a greater concern about how to maximise the performance of staff. Human resource management is also an integral part of many job roles. There are many duties performed by a typical human resources department. These duties include drawing up and implementing equal opportunities and health and safety policies, staff consultation, negotiation, appraisal and staff development, as well as training, recruitment and selection of staff. They are the most important resource in the production of goods ands services. Many aspects of the employer-employee relationship are covered by legislation. However, employers are recognising increasingly that good human resource management practice, which goes beyond the letter of the law, can generate benefits for both the organisation and the individual. The role of human resources Human resource management involves managing a range of roles relating to people employed by a business including: Recruitment – The personnel department must advertise accordingly and try to attract the â€Å"best† candidates for the job, and the recruit the â€Å"best† applicants. If the wrong person is recruited, and then finds the job boring or too difficult, then the business will not get the most out of its human resources. Also where employees need to be flexible and autonomous and where direct control over employees is difficult, recruitment is becoming more and more important. To make sure the â€Å"best† person is chosen, personnel departments must be clear about: * What the job entails * What qualities the job requires * What rewards is needed to retain and motivate employees. There are many stages of recruiting, they are: – 1. Analyse what the job entails and decide what sort of person is needed. 2. Decide how the vacancy is to be advertised or announced. 3. The selection process needs to be planned and conducted in such a way as to ensure that the â€Å"best† candidate is successful. Training involves employees being taught new skills or improving skills they have already have. Why might a business train its employees? It is argued that a well-trained work force has certain benefits for a business. * Well-trained workers should be more productive. This will help the business to achieve its overall objectives such as increasing profits. * It should help to create a more flexible work force. If a business needs to increase production, workers then have to be trained in new tasks. * New machinery or production processes can be introduced more effectively, if the staff are trained. * It should lead to increased job satisfaction to employees. Well-motivated workers are more likely to be more productive. * It should reduce accidents and injuries if employees are trained in health and safety procedures. * It may improve the image of the company. * It can improve employee’s chances of promotion. How does a firm know if training is required? One method might be to use the job description to find the skills and knowledge needed to do the job. If the employee’s skills do not match up with the ones in the job description, then there is a need for re-training. Employees can also be asked about areas where they are not quite as confident, and think may need a little work on. This should make them more committed to training. Training needs are found at different levels within a business. Training is often divided into on-the-job-training and off-the-job-training. On-the-job-training takes place when employees are trained while they are carrying out an activity, often at their place of work. Off-the-job training takes place away from the job, at a different location. It may involve the employee being released for periods of time to attend courses at colleges or other institutions. This is by far the most popular form of training. One vital key task of HRM is to keep up to date with employment legislation (UK and EU) and to remain alert to the implications of such legislation for the firm and the workers. The main aim of such legislation is to ensure that employee’s rights are protected. Basic rights include: * Employees must receive a written statement of terms and conditions of employment within 13 weeks of starting work. * They must be paid the same as other people who carry out identical or similar jobs. * Working conditions must be safe and healthy. * Workers cannot be dismissed unfairly. * Employers must not discriminate against any member of staff. Employees have basic rights to: * They are expected to comply with the terms of their contract. * To do jobs with care and skill, to the acceptable standard. * Observe health and safety regulations. * Not to damage the firms property. There are many other responsibilities that then form the basis of the â€Å"contract of employment†. The contract is formed as soon as the employer offers a person a job and they accept it. Motivation at work For many years firms have given financial rewards in an attempt to motivate employees and improve productivity. However in the last 2 or 3 decades firms have realised that: – * the chance to earn more money may not be an effective motivator * financial incentive schemes are difficult to operate * individual reward schemes may no longer be effective as production has become organised into group tasks * other factors may be more important in motivating employees If other factors are more important than pay in motivating workers, it is important for firms to identify them. Only then can a business make sure its work force is motivated. Team work The Swedish car firm Volvo is a well-known example of a company that has effectively introduced teamwork. In both its plants at Kalmar and Uddevalla, it set up production in teams of 8-10 highly skilled workers. The teams decided between themselves how the work was to be distributed and how to solve problems as they arise. It is arguable whether these practices lead to an increase in productivity, but the company firmly believes this method of organisation was better than an assembly line system a similar system is used at Honda UK but with four person teams. If the firm is always changing due to the market, which is causing it to either, expand or de-layer. Then they will have to change the work force accordingly. The case study that I will be looking at is a position as a secretary for Ratcliffe College. P1- Recruitment One of the most important responsibilities of Human resource function is recruitment and selection. The costs of recruitment, training and retaining employees are high, but the costs of selecting the wrong people or losing key members of staff can be even higher. The processes of recruitment and selection must always relate the requirement for skilled staff to the business needs of the organisation. It is also essential that potential candidates be treated fairly. When vacancies arise because existing staff move to other jobs, retire or have to leave work because of illness. Some vacancies occur because the organisation expands or is restructured. Before the organisation advertises a post, it needs to decide whether there is a real need for the position to be filled. It might consider the following alternatives: * Amalgamating one job with another * Giving existing staff overtime * Recruiting temporary staff * Increasing the use of technology or machinery * Once an organisation decides that a vacancy exists, the recruitment process begins. Internal recruitment Internal recruitment strengthens employees commitment to the company, for example Kellogg’s have stated the following in their recruitment policy handbook: * Offer the job to an existing employee, as a promotion or transfer * Advertise internally, if suitable candidate is likely to available internally * Advertise externally if no suitable candidate is likely to exist internally(and display notice internally to the effect that the advertisement is appearing) Except in special cases, all vacancies should be advertised internally before external recruitment methods are used. There are a number of advantages to advertising jobs inside the business. * It gives employees within the company a chance to develop their career * There may be a shorter induction period as the employee is likely to be familiar with the company * Employers will know more about internal candidate’s abilities. This should reduce the risk of employing the wrong person * Internal recruitment may be quicker and less expensive than recruiting from outside the business. However, there are also disadvantages. * Internal advertising limits the number of applicants * External candidates might have been better quality * Another vacancy will be created which might have to be filled * If having investigated ways of filling the vacancy internally the business still does not appoint, then it must find ways to obtain candidates externally. External recruitment There are many ways of attracting candidates from outside the company. The choice of method often depends on the type of vacancy and the type of employee a business wants. Each method has its own benefits and problem, although it could be argued that the overall advantages of external advertising are the opposite of the disadvantages of internal advertising, for example, there is a wider number of applicants. Commercial employment agencies, these are companies that specialise in recruiting and selection. They usually provide a shortlist of candidates for a company to interview, but can also provide temporary workers. For example HMS, Alfred Marks and Kelly Accountancy Personnel. The advantage of commercial agencies is that they are experienced in providing certain types of worker, such as secretaries and clerical staff. They also minimise the administration for the employer involved in recruiting staff. Their main drawback is that they tend to produce staff that only stay in a job for a short time. Another problem for the business is the cost of paying fees to the agency. Recruitment and selection P2-Personnel Specification The first step is to prepare a job description. Before writing a job description, the job itself has to be analysed. This will identify the skills needed to perform the job and will also allow management to consider the overall effectiveness of the post and whether any changes are necessary. Clear job descriptions form the basis for preparing advertisements and for drawing up person specifications. Once individuals are in the post, job descriptions allow them to know exactly what their roles are, and what is expected of them. Before writing a job description, the job itself has to be analysed. This will identify the skills needed to perform the job and will also allow management to consider the overall effectiveness of the post and whether any changes are necessary. Clear job descriptions form the basis for preparing advertisements and for drawing up person specifications. Once individuals are in a post, job description allow them to know exactly what their roles are, and what is expected of them. When preparing a job description, it is important that the business to look to: * Describe the job accurately- if you overstate or understate the requirements of the job, you will be less likely to attract suitable applicants * Avoid discriminatory descriptions wording that implies one sex is preferable to another is unfair, illegal and unnecessarily restricts the number of people you are able to choose from. Below is an example of a job description, advertised in the local paper, for my case study. Ratcliffe College Job title School secretary Department: Administration, including Bursary Location Ratcliffe College, Ratcliffe-on-the-Wreake Salary à ¯Ã‚ ¿Ã‚ ½15,000- 20,000 Requirements for the job: * Enthusiastic, sociable, hard working person. * Taking care of any paper work regarding the school, and answering calls throughout the day on any matter. * Computer skills and experience of working in an office. General information * The hours per day would from 9am-5pm, 5 days a week. * There is a team of six people who deal with the administration of the school; this includes the bursar, the head masters secretary and the four secretaries. The profile of the best person to fill a job is a vital reference document to use during the selection process. It helps eliminate unsuitable candidates, guide’s interviewers and allows selectors to compare candidates objectively. The following are the key areas in drawing up a person specification: * Knowledge and understanding required for the job * Skills and abilities required for the job * Experience required for the job * Educational requirements The following shows a person specification: To fill the receptionist post we are looking for people with most of the following qualifications: 1. GCSEs in Maths and English, additional qualifications such as computer skills required. 2. The applicant must have had previous experience in an office environment 3. Must be computer literate, and able to use a photocopier. 4. Must have an outgoing, friendly personality, and able to communicate efficiently with students and fellow members of staff alike. Most importantly, they must be able to answer the telephone and help with any enquiries. When preparing person specifications, there are several pitfalls to be avoided. * Asking for higher qualifications than are needed, it runs the risk of passing over less-qualified staff who are likely to become frustrated in positions that fail to extend their abilities * Asking for someone with particular or extensive experience, an individual with the right aptitudes, skills and temperament may be a quick learner * Stipulating particular age requirements, tasks that are traditionally regarded as junior can often be done as well, if not better, by older staff. Similar, jobs that have been regarded as the preserve of more mature employees may be performed by able, qualified and highly motivated young people. * Defining narrow physical requirements, these must only be specified where the requirement is genuine and essential. Remember that the specification of physical attributes can lead to direct or indirect discrimination. * Basing your specification on someone who is already doing the job, no matter how good that person might be, he or she is a unique individual and no one else will be a perfect replacement. The newcomer will bring his or her own personality, values and skills. P3-Reviewing Applications Miss Puddleduck- she seems to be able to get on with people and handle situations, as we can see this from her working as a carer in an Elderly Home. She is the eldest to apply for the job and has a good amount of previous experience, which give her the skills needed, like office and computer work. Seems to be a hard work and has good communication skills, and also she has worked with children before so is a strong candidate. From her CV I see that she has three young children, This may cause a problem, as she has a live-in child minder. Mr Langer- Mr Langer sent in an application form with exceptional exam results both from GCSE and A level. He gave some job experience which all showed experience but nothing that was relevant to the job description. His letter of application was very short with not much detail. Being as he hadn’t any experience in secretarial duties then I would have thought that he would have tried to impress me through the letter of application. This didn’t happen but because of his good exam results I offered him an interview hoping he would have something to offer the company. Mr Langer’s CV was average, he had typed it out so that it looked neat, and it was set well but the contented which he needed to impress me wasn’t there. Mr Langer was a very intellectual young man by the language which he had used on his recruitment forms and his given exam results but unfortunately he didn’t have the relevant experience to offer this post. Miss Hill- the weakest candidate looking from her application form, but she seems to be enthusiastic over the job, but from her CV she says she likes socialising, which may be a downfall as she may need to come in any day of the week. Miss Hill has no previous experience. From the CV her GCSE grades are not excellent, however, she has passed English and maths, and has computer skills. I am not sure how well she can communicate with people of different ages, as I have no evidence that she can. However, as she is young she may find it easier to communicate with the student, but she must be able to communicate effectively with the adults as well. She also has a young child, so she may know how to get on with the younger generation in the school Miss Hill has a young child, which could mean that she will need time off work to look after it. She states that her mum could look after the child at the weekends if necessary, however, her mum may not be available in the week if the child is unable to go to playgroup. So it may cause difficulties in the future, as she may have difficulties finding someone to look after the child or she may have to take days off. P4-Contract of employment Once a business has selected an employee, the successful candidates must be appointed. Once appointed. Employees are entitled to a Contract of Employment. This is an agreement between the employer and the employee under which each has certain obligations. It is binding to both parties in the agreement, the employer and the employee. This means that it is unlawful to break the terms and conditions in the contract without the other party agreeing. As soon as an employee starts work, and therefore demonstrates that she accepts the terms offered by the employer, the contract comes into existence. It is sometimes a written contract, although a verbal agreement or implied agreements are also contracts of employment. The employment Right Act, 1996 requires employers to give employees taken on for one month or more a written statement within two months of appointment. This written statement sets out the terms and conditions in the contract. Some common features shown in the written statement are: * The names of the employer and the name of the employee * The date on which the employment is to begin * The job title * The terms and conditions of employment * Remuneration and pay interval; * Hours of work; * Entitlement to sick leave and pay (if any) * Pensions; * Period of notice for employer and employee; * Disciplinary and Grievance procedures. Certain employment protection rights cover employees that are appointed by a business. Government legislation makes it a duty of employers to safeguard these rights. They fall into a number of areas. * Discrimination. Employees cannot be discriminated against on grounds of gender, race or disability. So, for example, a business cannot refuse to appoint a candidate for a job only because that person is female. * Pay. Employees must be paid the same rate as other employees doing the same job, a similar job or a job with equal demands. They also have the right to itemised pay statements and not to have pay deducted for unlawful reasons. Other conditions which may be included are: the need for medical examinations, working from different locations, the right to search employees, the need for confidentiality and the need to obey the specific rules of the organisation. If the employer fails to provide a written statement of the main terms and conditions of employment, an employee could exercise his or her legal right to ask an industrial tribunal to decide what ought to have been in the written statement. This is then imposed upon the employer. Employers with more than twenty employees are also obliged to ensure that every employee has a copy of the disciplinary and grievance procedures. Employers have always wanted workers to be as flexible as possible. In the past this has meant paying overtime for extra hours worked, or higher rates for ‘shift’ work. Faced with competition, businesses attempted to use their existing employees more efficiently. Sometimes this could benefit the employee. An example of a situation in Adam’s is a single woman with a child was able to work between the hours of 9 am to 3 p.m. each day while her child is at school. Working flexible hours could mean an employee may take time off for personal reasons and still work their required number of hours a week. Training would also be given to workers so they become multi -skilled – able to switch from one job to another if needed. This example of job rotation may perhaps lead to the employee being more motivated. From a firm’s point of view, an employee that can change jobs may prevent the need to have temporary workers to cover for illness etc. and so reduce labour costs. An example of this is the ‘workstyle’ initiative at Adams, where team working has been introduced so that workers can change from one process to another and do the work of others in the team if necessary. In 1985 John Atkinson and the Institute of Manpower Studies developed the idea of the flexible firm. They suggested that businesses have a ‘core’ and a ‘periphery’. As a result of increasing competition, firms have attempted to make the workforce as flexible as possible, to increase productivity, reduce costs and react more quickly to change. The business would try to motivate core workers, giving them job security, and employ periphery workers only when needed. Increasingly employers looked to make plans that allow a business to respond to changes. For example, if a large unexpected order arrives, a business will need workers that can ‘get it out on time’. Using a flexible workforce enables a business to react effectively to changes that take place outside the business. Examples of workers that are used by a business includes: * Part time employees. * Temporary employees to deal with increases in demand. * Workers on zero hour’s contracts who are employed by the business but only work and are paid when both the business and the employee agree. * Workers who work to annualised hour’s contracts, where they work a certain number of hours over a year rather than in a week. * Workers who ‘bank time’, by not working when demand is slack but being asked to work that time at a later date. * Office temporary workers to cover for illness. * Self-employed workers. * Job sharing, where two workers are employed to do a full time job that in the past have been carried out by the one person. P5-My Performance in the Interview Before the interview 1. The interviewer should check that the interview arrangements are satisfactory: * Is the seating adequate? * Is the lighting satisfactory? * Is the room quiet or private? * Has it been ensured that the interview will not be disrupted? * Has access for candidates with a physical disability been checked? 2. Check through the job description and the person specification. 3. Read the application forms again, not any special questions or queries. 4. Write down the agreed questions that every candidate will have to answer, so they can make comparisons of each interviewee, this could including: * Why did you apply for this job? * Why did you apply to this organisation? 5. At the beginning of the interview every candidate should be welcomed by name and invited to sit down. 6. Begin the interview with an open or easy question, which should help the interviewees to relax. 7. The interviewer should always stay calm and uninvolved and be ready to listen 8. Keep observing the candidates. Watch for body language signal such as: * The way they sit * Arm and hand movements * Eye movements and eye contact * Voice 9. At the end of the interview the interviewer should: * Thank the candidate * Find out if the candidate has any questions or wants to add anything; * Find out when the candidate could start work; * Ask whether the candidate still wants the job * Tell the candidate how and when they will be told the result of the interview After the Interview 1. The candidates should leave feeling that they have had a fair hearing. An interviewer can ask either open or closed questions. * Open questions cannot be answered with a simple ‘yes’ or ‘no’. Answering them allows individuals to express their opinions and to talk at length. Here are some examples of open-ended questions. – What did you enjoy most about a particular job? – Which skills do you think would be most useful in this post? – How do you plan to achieve that? * Closed questions require a simple ‘yes’ or ‘no’ answer. It will always be necessary to ask a few closed questions, but their use should be restricted. Closed questions do not allow the candidate to talk freely, and they can make the interview somewhat stilted, with the interviewer doing most of the talking. When I was the interviewer I asked open ended questions, which allowed me to find out more about the candidate personality as well as there attitude to work. However from my colleagues point of view I was told that I was to laid back towards the candidate and to disorganise, this was because I had not gone through the CV’s and the application form. This could have meant that I missed some vital information about the candidates. Also I did not write any information down about each candidate, which meant that I could not remember what the candidates where like. Which meant that I could analyse and compare the candidates. As an interviewee I was confident going for the position, willing to answer the questions, with no problems. But in doing this I had not research the position enough, as I had a lack of information about the school. Knowing this would of help me to put across my views on how I would of achieved the job successfully, and showed that I was interested in the job. I feel that during the interviews I fulfilled most of these criteria. The seating was adequate; there were two seats for the interviewers and one doe the candidate. However, there was a desk in between, it would have been better to try and create a more relaxed atmosphere, by either not having the desk at all, or sitting to one side of the desk. I was familiar with the job description and person specification, and had already prepared certain questions for each candidate. I had prepared a sheet with the questions that I was going to ask all of the candidates, a copy of this can be found in the appendix. I welcomed all the candidates by name and shucked there hand, and tried to make them feel welcome. Throughout the interview I used a variety of open and closed questions. I should have used more open than closed questions to allow the candidate to talk more. This would be one aspect I would have to change in future interviews. I thought of some follow up questions, however, could have thought of some more. I observed the candidates several times throughout the interview, which gave me a good idea of their overall body language. At the end of the interview, I allowed the candidates to ask questions, found out when they could start work, and told them when they would hear of the result. I didn’t tell them how they would hear of the result, and I forgot to ask then if they were still interested in the job. After the interview I made some brief notes on the way the candidate had reacted during the interview. All these documents remained private between myself and the other interviewer M4-Local Labour Market Employment by sector Leicestershire TEC Area % East midlands % Great Britain % Agriculture & Fishing 1,500 0.4 6,900 0.4 71,000 0.3 Energy & Water 5,000 1.2 17,600 1.1 214,700 1.0 Manufacturing 116,700 29.4 418,700 25.8 4,060,000 18.0 Construction 13.300 3.3 70,700 4.4 987,900 4.4 Distribution, Hotels & restaurants 80,000 20.1 354,800 5.0 1,319,400 5.9 Transport & communication 22,000 5.5 81,100 5.0 1,319,400 5.9 Banking, finance & Insurance, etc. 58,600 14.8 230,200 14.2 4,183,700 18.6 Public administration, Education & Health 85,900 21.6 378,700 23.3 5,496,600 24.4 Other services 14,000 3.5 65,700 4.0 1,068,900 4.7 Total 397,000 100.0 1,623,800 100.0 22,534,900 100.0 The labour market is split up into three different labour sectors: – 1. Primary – these are businesses that are involved in extracting natural resources from the environment. Examples are the first two rows of the table. 2. Secondary – businesses convert the raw materials from the primary sector into a form that can be used by customers. The third and fourth rows on the table are examples of this sector. 3. Tertiary – Organisations provide services. The reminding rows are businesses in the tertiary sector. * Manufacturing – contributes nearly 30% to GDP and employs some 27% of the workforce, goods produced range from textiles & clothing through aerospace engines. However, manufacturing output within the region is forecast to fall by approximately 0.5% in 1999 before recovering in 2000. * Service Sector – employment is growing faster than at the national level, but the service sector is still relatively under-represented. IT related employment, in particular, continues to expand. * Agriculture – the East Midlands accounts for 10% of UK agricultural output, and employs 45,000 people across the region, rising to nearly one in five of the workforce in some areas. * Unemployment – the regional claimant rate has been below the UK rate and currently stands at 3.9% compared to the UK 4.4% for May 1999. Current situation & prospects Within the East Midlands, growth in services was estimated to have been stronger than the UK as a whole during 1998. However, the region saw a sharp slowdown in business services growth, reflecting the dependence of the sector on local manufacturing. Manufacturing output declined significantly during 1998, due to deterioration in both domestic and export demand, and a strong pound. Manufacturing output within the region is forecast to continue to decline during 1999, before recovering in 2000. Subdued performance is also expected in retailing & distribution, and in transport & communications. Overall regional GDP is expected to rise only slightly by 0.3% during 1999, with employment levels expected to remain static. Short-term changes in the GDP by sector (% per year) Manufacturing Services Other All services Fin. & Bus. Services 1998 1999 2000 1998 1999 2000 1998 1999 2000 1998 1999 2000 E.M. 0.3 0.3 -3.1 1.5 0.2 1.2 4.9 2.2 1.9 6.8 -0.7 -1.9 UK -0.2 -0.2 -3.2 1.3 0.6 0.5 2.5 1.5 1.4 1.6 -1.4 -1.9 Inward investment The region has seen inward investment in manufacturing over recent years. In the first half of 1998 the East Midlands won 16 inward investment projects, which created a total of 2,240 jobs. Approximately 50% of the projects came from the USA. Other inward investment projects within the region include Toyota, the Japanese car manufacturer, which has expanded its plant at Burnaston in Derbyshire at a cost of à ¯Ã‚ ¿Ã‚ ½200m in order to build a second car model, the Corolla. The region has also been successful in attracting call centres, despite competition. In the future as direct banking and insurance services increase, further investment opportunities are likely to arise for the region. The East Midlands’ success in attracting inward investment can be explained by its central location, good infrastructure links with the rest of the country, relatively low land prices, and the quality of its workforce. Leicestershire’s Industrial Profile Leicestershire’s industrial structure has experienced a long period of change and this change is seen to continue. The manufacturing industry consists of textiles and clothing, electronic engineering, mechanical engineering, food processing, printing and publishing, and pharmaceuticals. In Leicestershire 26% of the population are employed in this sector compared with 19% nationally. The most important manufacturing industry group, in terms of output, remains â€Å"other manufacturing† which includes textiles and food manufacturing, currently accounting for half of all manufacturing output. The fastest growing sector was national transport and communications, with an average annual growth of 9.6% since 1992. This growth largely reflects the advantages of Leicestershire as a central location for distribution Industrial sectors Leicestershire TEC area Leicestershire county Leicester city Rutland 1999 Employee estimates Number % Number % Number % Number % Agriculture & Fishing 3,100 0.8 2,700 1.2 0 0 400 3.5 Energy & Water 9,200 2.3 5,600 2.4 3,200 2.1 400 3.5 Manufacturing 102,600 26.0 64,300 28.1 36,300 23.8 2,000 17.4 Construction 14900 3.8 10,000 4.4 4,300 2.8 600 5.2 Distribution, Hotels & restaurants 83,000 21.1 51,100 22.3 29,200 19.1 2,700 23.5 Transport & communication 23,100 5.9 16,100 7.0 6,500 4.3 500 4.3 Banking, finance & Insurance, etc. 54,800 13.9 28,100 12.3 25,600 16.8 1,100 9.6 Public administration, Education & Health 85,900 21.8 41,900 18.3 40,600 26.6 3,400 39.6 Other services 16,600 4.2 9,300 4.1 6,900 4.5 400 3.5 Total employees 393,200 100.0 229,100 100.0 152,600 100.0 11,500 100.0 M5 – Analysing the recruitment documents I think I should have spaced out the application form a bit better and left more room for the forenames and surnames. On the application form I didn’t put a space for sex, this should have been entered, as some people may see it as not giving equal opportunities. I think that it is of a good size, and the font is neither too small nor too large, however, if there had been more spaces left, then it may have been easier to read. There is not a final section asking for a supporting statement. This does not give the applicant opportunity to sell themselves. I should have put some spaces in the â€Å"Employment History† section for reason for leaving the job, and also how long they had been at their last job for. This would have given me some indication on how willing they are. Also if I had left space at the end of the form, there would have been space for the candidates to sell themselves, also giving me more information to base my questions on at the interview. There should have also been more space for them to fill in information about their education. In the references section there should be space to show what relationship the person given as a reference is to the candidate. As it is important for companies to enforce equal opportunities I should have had a section in the application form asking if they had a disability, what their ethnic origin is and also what colour they consider themselves (black, white, other, mixed). This should be an optional section; however, I should have included it. I also provided a sheet for the candidates to fill in just before the interview. This is where extra information could be gathered, and if any details have changed since they filled in the application form, then I could be notified of them. The appraisal documents: during the interview I made some basic notes of the candidates performance. These notes included how well they answered the questions, and their body language. I also gave them marks for their body language, their language and how appropriate it was, and how confident they were (1 being the best, and 5 the worst) In my personnel specification, I should have said more about the job so that they know more about the job and what jobs would be involved in the position. Also how to handle parents and children. Also in the job description, I should stated more about what the jobs would be involved with, like handling children from the ages of 5-18, so they need to be patient sometimes and also authoritative. M6-Strengths & Weaknesses Mrs Jemima Puddleduck Her letter of application was most impressive. It was typed, set out correctly, and lots of good language was used. The recruitment documents that we received from Mrs Jemima Puddleduck showed that she was a well-educated young lady, showing she had studied both GCSE’s, and ‘A’ levels with excellent grades, and also well qualified. The only factor, which made me a little unsure of her, was that she had children, which I felt it might cause some difficulty about the hours she could work. Plus a degree in sports management. It was a very encouraging letter, outlining her strengths and weaknesses, and also stating any previous relevant work experience as well as any other experience to show her enthusiasm for work. Her experiences in jobs show us a very caring girl and she has taken part in work experience in very useful places. Mrs Jemima Puddleduck sent me a very short but detailed letter of application it was in written form very neat and well set out. Her work experiences have given her experience of what this position requires and I feel she would be an excellent candidate for this job. Mr Brett Langer The documents that were given to us by Brett Langer shows that he is ma very hard working person, we know this by looking at his GCSE’s and ‘A’ Levels. So he should then have the basic skills available to do the job successfully, with A grades in Maths and English in his GCSE’s. My impression also was that he may be a little well qualified for the job, nonetheless a very promising candidate. It showed that he had some previous job experience, however, he had never worked in an office before. From the letter of application he seemed to be an all round person, being able to get on with people. We can also see this from his past work experience as a Waiter and Employee at McDonalds, this showing he should be able to get on with any sort of person and situations. The only problem is that he is going to be working on a temporary basis as he’s looking for a job in the business sector, so he will only be working here until he finds a job in the business industry. Miss Tracy Hill Miss Hill is the youngest candidate applying for the position as Secretary. The recruitment documents, which we received from Miss Tracy Hill, she seems to be a nice girl but lack the personnel skills and personality for the job. There are concerns on how sociable she is, and how this may affect her work, as she may have to come in on a Saturday or Sunday. She has the basic skills to do the job with having GCSE’s in IT, Maths and English. She also has no work experience in any field. She is the weakest candidate for the job, but we have decided to give her a chance to prove us wrong in the interview. Jemima Puddleduck questions 1. Will you be able to come in if there was an emergency? 2. Do you think you be able to handle the children when if they get rowdy? 3. Why have you decided to leave your present job? 4. How long would it take to hand in your notice at your present job? 5. How come you haven’t decided to go into the sports industry? Brett Langer questions 1. Do you know how to use the basics of computer software? 2. How long do you think you would work here? 3. Will you be able to come in if there was an emergency? 4. Do you think you be able to handle the children when if they get rowdy? 5. Do you think you would get along with the different age groups that go to the school? Tracy Hill question 1. Why did you leave school after your GCSE’s? 2. Why haven’t you got any work experience? 3. Would it be a problem with the hours you work with a child? 4. Who will look after the child? 5. Will you be able to come in if there was an emergency? 6. Do you think you be able to handle the children when they get rowdy? M7-My performance in the Interviews To start off with I was shy, I was not sure how they would react to me, but as the interviews went on my interviewing technique improved and I started to settle down. I found that I didn’t really help them to relax and settle down, which made them nervous and allowed them t make mistakes, as they didn’t know how to react to me. After settling down I became confident enough to ask the candidate questions about the job and putting them in situations and asking how they would handle a particular situation. Due to this I became to laid back, I was showing poor body language; for example my arms were crossed. I also acted to casual with the candidate; I was told this from my colleagues who were also interviewing the candidate. Due to me being confident and laid back, I asked the candidate opened ended questions, which enabled my colleagues and I to get to know the candidate more intimately and what there personality was like. I also found that I was too disorganised for the interview, compared to my colleagues who where ready for the interview, as they had questions readily decided to ask the candidate. Which didn’t show a good impression on the candidate and made me look silly. I also had not gone through the candidate’s information, which gave me a disadvantage, as I did not ask the relevant information for the job. Which lead to me not writing any information about the candidate, so it made it difficult on which candidate to pick for the job. I think that I also should have changed the tone of voice more, as I felt the candidate was finding the interview was getting to boring. Improvements 1. I should appear to be relaxed from the beginning of the interview so that they can give their best performances through out the interview. 2. I shouldn’t act laid back whilst interviewing the candidate. As this gives a bad impression to the interviewee, about the way things are running in the company. 3. I should look through the application documents before I interview the candidate to have some kind of information about the candidate and question to find out more about their personality. 4. It would be more fairer to all the candidates if I took notes on each applicant, so that I can offer the job to the best person, so that I can compare them with there good and bad points and offer the job to the best person. M8 – Our own design of a â€Å"Contract of employment† 1. Name of employer:_________________________________ 2. Name of employee:________________________________ 3. Job title: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4. Salary: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5. Start date: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6. Pay rate:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7. Amount of hours that must be completed in one week:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8. Leave, you are entitled to†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦days-paid holiday per annum in addition to statutory holidays. The leave is to taken at a time convenient to the employer. 9. Sick pay and allowances: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10. Amount of holiday entitlement: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11. What notice is needed when you want to finish that job:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. to ensure flexibility within our workforce, you will at times be expected to work extra hours as required, but you will normally be given advanced notice of times. 12. Grievance Procedures, if you wish to raise any grievance relating to your employment, you should do so in accordance with the grievance procedure shown in the employee information binder, which can be obtained from the Personal office. 13. Pension scheme, details of the contributory company pension scheme, for which you are eligible, may be obtained from the personnel office. 14. Discipline Rules, the company rules form part of your conditions of employment. These are shown in the Employee Information Binder and it is your responsibility to familiarise yourself with these and observe them at all times.