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Christian capacity Essay

Stevens’ sonnet Sunday Morning speaks to the basic human battle over confidence. The imagery in the sonnet is predominant in its connection to characterizing the job of God in a Christian limit and absence of faith in that God. The beginning of the sonnet presents the peruser with a picture of a lady. Stevens utilizes a variety of shading and setting to make symbolism in the sonnet with so much expressions as â€Å"green freedom† and â€Å"coffee and oranges† so as to twine the mortal with the ordinary (I. e. â€Å"holy quiet of old sacrifice† and â€Å"complacencies of the peignoir and late espresso and oranges in a radiant chair†). Stevens is recommending that the lady, rather than going to Church on Sunday, has remained at home, yet divines of a â€Å"silent Palestine†, which suggests the heavenly battle over God in the sonnet. The subsequent segment or verse of Stevens’ sonnet depicts a manly voice who questions, â€Å"Why would it be advisable for her to give her abundance to the dead? /What is godlikeness in the event that it can come/Only in quiet shadows and dreams? †. Here Stevens is identifying with the peruser an augmentation of his confidence inquiry and posing to why there ought to be such significance dependent on a strict symbol, a thing that is just a picture. The third refrain goes into a kind of historical background or history of the conceptualization of heavenly nature, as the poem’s area starts, â€Å"Jove in the mists had his barbaric birth†. In this way, the peruser gets the possibility of development in the sonnet; the development from Greece to Palestine; or, throughout the entire existence of the Christian God, Stevens is suggesting the strict development from polytheism to monotheism. In Greece, various Gods and Goddesses were loved, however with the execution of Emperor Constantine, the act of monotheism got famous. Stevens is proposing in this segment the predominant inquiry of moving past monotheism, â€Å"Shall our blood fizzle? †. The hypothesis of unification is additionally composed by Stevens by his proposing this could be the hour of â€Å"the blood of paradise†. The utilization of language is complex in this area, yet notwithstanding its verbosity, Stevens figures out how to point the peruser into a solitary bearing: where is religion going? In the fourth segment Stevens returns to the ladylike voice, and afterward the manly voice. With these two viewpoints, Stevens is making an opposite perspective and a pressure in the sonnet as one voice continually questions the other’s perspective. The female voice needs to know where heaven will be found without winged animals, and the manly voice reacts, â€Å"There is no frequent of prediction †¦Remote in heaven’s slope, that had suffered As April’s green suffers; or will endure†. The manly voice is expressing that everything changes, and doesn't last. The symbolism that Stevens uses to communicate this thought are basic themes in the Christian religions (I. e. greening earth, prediction, grave, shady palm), and by utilizing them in this setting Stevens is making an immediate strike on Christian religion. The fifth refrain comes back to the female voice, who has not been waylaid, and keeps on scrutinizing the manly voice. This refrain makes numerous suggestions to death, while the manly acclaims demise; the female and manly twined, make a connection among death and want which is very predominant in Stevens’ words. The refrain is proposing that change is constantly required, so passing is an essential piece of the universe. In the last refrains Stevens recommends an adjustment in strict practice. Stevens proposes an agnostic practice, â€Å"a ring of men† reciting â€Å"in blow out on a mid year morn†. In the last pictures of the sonnet anyway it might be induced that Stevens is really recommending a blending of manly and ladylike, or agnostic and Christian, of life and passing. Work Cited Stevens, W. Sunday Morning. On the web. Gotten to: August 1, 2007. http://www. web-books. com/works of art/Poetry/Anthology/Stevens_W/Sunday. htm

Introduction to Management by Objectives

Introduction to Management by Objectives ARGUMENTS AGAINST MBO © Shutterstock.com | SnapdudeThis guide explores 1) what is management by objectives, 2) its underlying key concepts, 3) pros and cons of using it, 4) a comparison with management by exception, and 5) the 5-step MBO process.MANAGEMENT BY OBJECTIVESManagement by Objectives, often shortened to MBO, is simply one of several management models that have been used, and are still being used even today. This technique allows management to focus on the attainable goals of the organization, and to work towards achieving the best possible results, using the resources available to the organization at that point in time.The goal of this model is to improve the overall performance of an organization by defining its objectives clearly, and these objectives have to have been agreed to completely by the management, the employees, and the other members of the organization. In other words, it operates on the assumption that, if the goals of the organization are aligned with that of the employees, then achieving these goals through work performance will be more successful.The origins of MBO can be traced back to 1954, when management expert Peter Drucker first introduced the term and the concept in his book, entitled The Practice of Management. Basically, he described it as an environment where management and employees join forces and work together to set and monitor the goals of the organization for a certain period.MBO requires supervision and coordination, since it involves sets of individual and personal goals, which must then be coordinated together to move towards one common goal which is the overall goals of the organization. Employees and their plans have often been likened to pieces of a puzzle which, when completed, represents the organization and its goals.Now, where are you supposed to use MBO?This style is considered to be most appropriate in organizations or enterprises that are knowledge-based, or where the organization mostly operates or runs using information or knowledge on its customers, competitors, product, and processes. If the staff or members of the organization are competent, MBO is sure to work.If management is also keen on developing its employees personal and professional growth and skills, applying MBO is also a good idea.KEY CONCEPTS OF MANAGEMENT BY OBJECTIVESTo understand MBO better, let us take a look at its core tenets or concepts.Awareness of all members of the organizationIn MBO, knowledge will not be limited to top management or several key players of the organization. Everybody should have knowledge and a clear understanding of the goals, aims or objectives of the organization.In addition, they should also be fully aware of their roles, functions and responsibilities as members of that organization, particularly with respect to the attainment of the organizational goals, aims or objectives.But there are some reasons, why you should not focus on your goals (hint: it has to do with your behaviors). Participation and comm itment of employeesThis personnel management technique holds that the objectives of an organization will have greater chances of being realized sooner if they are aligned within the ranks of the organization, and one way to ensure that is to encourage the participation of all members and bolstering their commitment to the organization and its goals. MBO helps accomplish that by including the employees in the goal setting activities of the organization.Conventionally, strategic planning and decision-making will be left in the hands of several members of top management. MBO advocates that all managers will be involved, as well as its employees.If employees get to have a say in the creation of action plans and their subsequent implementation, instead of being relegated to the role of simply following orders from top management, with no questions asked, they will feel more invested in their roles and responsibilities in the organization. As a result, their level of commitment to the org anization and its goals and objectives will be very high.PlanningAs mentioned earlier, in MBO, employees are proactive and key players in what takes place in the organization. They are not just pieces left there to react when an event takes place or a problem arises. They take active part in it, and so they play a major role in the planning.This planning is not limited to the organization, because the employees must also create personal plans that are aligned with that of the organization. Take, for example, a construction company that set a target of completing a series of housing projects within a three-year period.The engineer and architect involved in the projects will also set their own personal goals. They may set their personal goal to completing a specific number of housing units in a year, in aid of meeting the three-year goal of the company.Use of a management information system for performance measurement and monitoringManagement by Objectives  advocates the establishment of a management information system, which will purposefully be used to measure the actual performance and achievements of employees and the organization as a whole against the objectives that have been defined and set prior.It is to be noted that the goals that have been previously set are put into writing on a periodic basis. This is to facilitate continuous measurement and monitoring by the managers as they track the progress of work within the organization.Continuous tracking and feedbackSince this technique is systematic and organized, the tracking and monitoring is also done on an ongoing or continuous basis. So is the provision of feedback. Feedback is provided at every turn to ensure that the goals are still in sight. Rewards dependence on attainment of goalsRewards are a given in MBO, but they will depend on the achievement of the goals. The extent of the reward will also be based on the attainment of these goals.PROS AND CONS OF MANAGEMENT BY OBJECTIVES+ Disciplined appr oach to goal attainmentMBO provides a means for management to readily identify its goals and objectives, and plan on how they will be achieved. The problem most managers encounter involves vagueness when it comes to goals. They know they have to achieve something, but they are not clear as to what it is. In MBO, the objectives and goals are clearly defined and identified.Logically, it would be difficult to start planning when you do not know what you are supposed to accomplish or achieve in the first place. MBO addresses that issue by starting with the identification of goals and objectives. This will provide direction for management to start planning.+ Improved employee empowerment and commitmentEmpowered employees are motivated employees, and employees will feel more motivated in their work performance if they feel that they are given importance and recognition by management. When an employee is asked for his thoughts or input on something related to work, this will visibly boost his confidence and make him strive more so he can contribute more.An organization cannot expect commitment and loyalty from employees when it does not give them enough credit to ask for their input or opinion on important matters. Put yourself in the shoes of an employee in a company that simply gives out orders and expect them to be followed.Now take a look at a company where the employee is asked for what he thinks should be done to improve an aspect of his work. Chances are, the employee in the latter company will have more commitment to his work and loyalty to the company that values his opinion.Individual employee satisfaction will also have greater benefits, giving a boost to the overall organizational morale. A strong work force will naturally result to a strong organization.+ Improved communication in the organizationEmployees communicate with and among each other; that is already an established fact. However, one of the difficult areas of management is fostering communicati on between management and the employees.The differences in rank and positions tend to create a divide or a distance between these two groups, where top management often do not care to communicate with those who are lower than them, and the employees hesitate to approach their managers. With MBO, that issue is addressed head on.+ Clarity of objectivesIt is a sad reality that, you ask an employee on what its companys goals are, and they know nothing else beyond making a profit.Through MBO, goals and objectives of the organization are reiterated and emphasized, so that all its members are made aware of them. Better understanding of the goals of the organization will make them better and more motivated members and workers. + Increased efficiencyIf goals are properly set and managed, creation of plans will also be facilitated. Management and implementation of the plans will likewise be facilitated, which will increase the overall efficiency of the organization.The organization will be ab le to generate savings, since waste would be minimized if not eliminated. Utilization of resources will be maximized, and performance will go smoothly as planned.Of course, the resources saved by the organization may be used in other projects or areas, which will speed up the organizations goal achievement process.+ Contingency preparationMBO promotes planning, which means it also provides the organization more chances to prepare for the unexpected. Businesses are bound to come across stumbling blocks to the plans, and if they are prepared enough, they will have contingencies and backup plans in place to deal with these problems.Despite these advantages, MBO is not without its weaknesses, causing many managers to avoid using it in their organizations. Emphasis on goal-setting and results more than implementationMBO seems to put more emphasis on defining objectives and setting goals, instead of working on a plan that is systematic enough to actually achieve these goals and objectives . Implementation somehow takes a back seat, because the focus is on the involvement of members of the organization in the goal setting and planning stage.Executives  managing by objectives have their eye trained on the result, not on the activity conducted or how it was conducted. In essence, they do not care how the employees arrive at the goal, just as long as they get to it.As a result, there is a possibility that product or service quality may suffer. For instance, the employees may have set a personal goal of finishing a specific quantity for a certain period of time. To achieve that target, they will not pay a lot attention on the quality, as long as they meet the quantity demanded. Requires full involvementThis may be a problem in a very large organization. The concerted effort required in MBO means the involvement of a lot of people and personalities.Unless there is a highly trained and capable manager, this will turn out to be a huge headache, bringing an entire group of di fferent people together. Limited perspective on external factorsThe narrow approach taken by MBO is characterized once again by how it focuses too much on setting goals rather than looking at the bigger picture. After all, there are other factors at play in an organization other than its goals and its employees and management.A company can set goals all it wants, but if it ignores external factors such as environmental and economic factors those that are out of its control then all that goal-setting will be all for nothing.There is a possibility that the management may fail to take into account the scarcity of resources when it is setting its goals. Economic upheavals also have an impact on the operations of an organization, and may lay all the goals to waste. Impracticality in simple tasksThere are some tasks or functions in an organization that are too simple, applying MBO will prove to be a waste of time and resources, and utterly impractical.Take, for example, a production ass emble line. All that is needed to be done is to take two separate parts, and snap them together to come up with one product.Now this is too simple and mundane, it does not make sense for the worker to be setting personal or individual goals for it.MANAGEMENT BY OBJECTIVES VS. MANAGEMENT BY EXCEPTIONMBO is not to be confused with Management by Exception, or MBE, which is a different model altogether. In MBE, the managements attention will only be called when there are significant deviations from a plan. It operates under the assumption that management should only dispense its attention on the areas or issues that matter.The action or strategic plan created will be communicated to all stakeholders of the organization, and will serve as the guidelines or standards to be followed by all the members. Adapting MBE means that the managers will be on the lookout for the deviations from these standards that are deemed to be significant, and reporting them or taking action.In this management model, the objectives are communicated to the employees, who are then tasked to focus or concentrate on whatever significant deviations that may arise, and put their energy into them.[slideshare id=13026582doc=mboandmbe-120522061112-phpapp02w=640h=330]It goes without saying that, if the deviations are considered to be minor or insignificant, they will not be paid much attention to, and no action will be taken.Why? Because it is deemed that top management have a lot more important and bigger things to do or pay attention to than some minor deviation. It is only when the exception has become significant as to need immediate correction or rectification that it will be reported to top management, for appropriate and immediate action.This is seen as the advantage of MBE, because managers do not have to be everywhere at all times, monitoring and keeping an eye on everything. They can focus on the more important things instead of spreading themselves too thin. The disadvantage, of course, would be the limited participation of employees.Unlike MBO, employees will not have much to do with the decision-making process, which wont really do much for their motivation and level of commitment to their work and the organization.These characteristics make the applicability of MBE more practical in accounting and financial processes and department, which are primarily tasked in budgeting and setting financial standards for the company to adhere to.BASIC PRINCIPLES OF MANAGEMENT BY OBJECTIVESEmployees are included in the determination and setting of goals and objectives. The flow of organizational goals and the planning process may be top-down, or from top management down to the lower ranks of the organization. However, employee involvement is still guaranteed, because these goals and plans are then translated into personal goals for each member of the organization.Regular feedback. Ongoing feedback is delivered, focusing on whether the results have been attained or the plan is adhered to.Focus on rewards over punishment. Since the emphasis is on the goals and the results, management will be keener on providing rewards for those that are able to provide results in accordance with the goals, over punishing those who are not able to meet them.Emphasis on personal growth and development. The natural reaction of many when one fails to achieve certain objectives is to be negative about it. In MBO, there is no room for such negativity, because it will still be seen as a factor that contributes to ones personal growth and development.THE FIVE-STEP MBO PROCESSHow will organizations be able to use this management model? There are five steps involved in putting MBO into practice.Step #1  Determine or review the organizational objectives.Take a look at the organizations vision and mission. What are the objectives and goals of the organization?The managers are expected to have a clear understanding of the overall goals and objectives of the organizations, partly so th ey can communicate them more clearly to the employees.Most importantly, however, they are the managers, and the ones to supposedly steer operations towards the goals and objectives, so they should know exactly where they are headed.Step #2 Translate the organizational objectives in a way that will be understandable to employees and members of the organization. Stimulate employee participation in setting goals and objectives.It is important that the managers and the employees agree on the latters objectives and see if they are aligned to that of the organizations. This will require looking into the objectives and goals set by the employee.The S.M.A.R.T. criteria, which were also introduced by Drucker, are handy in this scenario. This has been formulated to help managers and individuals come up with smart goals, or goals that have structure and offer tracking.Compare these two goals:The company should reach an annual net income in the millions.The company should earn an annual net inc ome of $10 million in its fifth year of operations.Between the two, which is the smarter goal? Which do you think made use of S.M.A.R.T. goal setting?Thats right. It is the second one.Now lets take a look at what S.M.A.R.T. really stands for.S SpecificA goal has to be specific in order increase its attainability. Compared to a general goal, a specific goal is less vague and seems easier to achieve. Specificity requires addressing the following:What is to be accomplished or attained? What, exactly, do you want to achieve?Who is involved? With whom are you going to coordinate with?Why do you want the goal to be accomplished?How will you accomplish this goal?Where is the location?Which constraints and requirements are involved? What are the conditions and limitations?When we compared the two goals earlier, it is clear that the second one was more specific, which meant it provided clearer direction for everyone in the company. They know they will have to work together to achieve that l evel of net income in 5 years. M MeasurableThere should be set concrete or specific criteria for measuring the progress toward the goal or objective. You have to be able to identify what you will see or encounter once the goal has been reached. In the goal example set above, the annual net income of $10 million demonstrates measurability.You should be able to answer the following questions:How much?How many?How will you know when something has been attained or the goal has been achieved?A AttainableWe have mentioned earlier how the goal must be realistic and attainable. It wont do anyone any good if the goals set are actually impossible to achieve. A goal is attainable if you are capable of acquiring the necessary skills, capabilities and attitudes to achieve them.This also applies to acceptability. Is the goal acceptable to you? What if it goes against your personal principles? Does it resonate with you on a personal and professional level?Evaluating its acceptability may require that you weigh the effort and time that you will have to contribute towards its attainment. Are there other costs expected of you in order to achieve it? Do you think you will be able to deliver on them?Identifying them early on will save you time and effort, since you can immediately assess whether you have the capacity to help in the attainment of the goal. If you take on a task, even knowing that you do not have the capabilities and skills to help achieve them, this may be demoralizing and end up making your miserable.The good news is that you can rectify that lack by taking the necessary steps to improve yourself, so you can eventually come to a point that the goal will be acceptable and attainable to you.R RealisticRealistic and attainable go hand in hand. It is not attainable if it is not realistic, and it is not realistic if there is no way to achieve it. Will you only be shooting for the stars with the goal you have set, or is it really capable of happening?R may also stan d for relevance. How is the goal relevant to you, personally and professionally?In the goal example, what does it mean to you, personally, if the company does earn a net income of $10 million on its 5th year? Will you get a promotion for reaching that quota? Will you get an incentive, such a raise in your salary, an incentive bonus, or a travel package for you and your family? Weigh the relevance of the goal so you can decide whether it is a worthy goal or not.This requires looking deeper within oneself. What is your real reason for working towards that goal? What is in it for you? Will achieving that goal really achieve that reason?T Time-boundThere should be a time frame when we set goals. Otherwise, you will only be working on an endless loop or cycle, with no end in sight. Having a time-bound goal will also increase the level of urgency so members of the organization will strive to work harder and put more effort into their work.Employee empowerment stems from motivation on the part of the employees, and one sure way to increase their motivation is to encourage them to set their own objectives, alongside the organizational objectives.Aside from being time-bound, the goal should also be timely. Scheduling and time management will definitely help, but you have to make sure that the goal is capable of being scheduled or mapped on a timeline. This will enable you to track your progress later on.Step #3 Measure and monitor the progress of implementation.It is imperative that the manager and the employee continuously monitor throughout the implementation process whether the objectives are being reached or not. Doing so will allow them to make corrective actions or adjustments.Are they getting slow in achieving their goals? Then they have to step things up a bit and do better.Are they on track? Then they should maintain that pace and, if possible, improve on it.Step #4 Evaluation of progress.Performance evaluation is also paramount in MBO. The managers will then review the performance of the employees or workers at the end of an operating cycle, or at predetermined times, to see whether the latter have reached the objectives.When evaluating the performance of members of the organization, honest and objective feedback definitely goes a very long way. A manager cannot expect an employee to do better if he does not point out where the latters strengths and weaknesses are.One cannot expect an employee to do a self-assessment all the time, because objectivity will be shot. Sometimes, an employee may not be aware that he is doing something wrong, unless someone else points it out to him.Step #5 Giving the reward due.Depending on the achievement of objectives, the employees will be rewarded. Of course, if they were unable to meet the objectives, they will not be rewarded. They will also not be punished, either.The lack of reward will have a self-motivating effect, so that the employee will take it upon himself to do better or improve on his perfo rmance in the future.[slideshare id=35935857doc=slidesahreemployeerewards-140616145553-phpapp01w=640h=360]ARGUMENTS AGAINST MBOIf you review the disadvantages of MBO, you will notice that most of them have something to do with the human factor. Human neglect, for instance, is a huge possible reason for MBO to fail. The organization may fail to conduct proper follow through once it has set its goals. It may not be able to properly and promptly monitor changes or track the progress of the work, so it wont be able to make the necessary corrections or adjustments early on.Just as Drucker pointed out, MBO is not a cure-all. Rather, it is a tool that must be utilized, which means that there is a possibility it will not work if the tool is not used properly or correctly. In his words, MBO works if you know the objectives, 90% of the time, you dont.As a tool, MBO cannot operate by itself. It requires the support from top management for it to be successful. The managers who will implement it should also have the proper and ample amount of training to ensure that it will be implemented fully. Before it can be implemented, it is also important that the organization has clearly defined goals and objectives.

Community Proposal For A Community - 975 Words

It is my pleasure to enthusiastically endorse and confirm the University of Saskatchewan’s (UofS) commitment to host the proposed Network of Centres of Excellence in Infectious Disease in Underserved Communities. This NCE will bring together a collaborative network of traditional and internationally recognized experts in infectious disease research and strengthen long-lasting partnerships with Indigenous communities, newcomer organizations, and industry and health practitioners. Through culturally-informed approaches, the NCE will generate solutions for some of Canada’s most urgent health challenges and fill critical gaps in infectious disease research surrounding tuberculosis, HIV/AIDS, chlamydia and gonorrhea, to more effectively†¦show more content†¦As the NCE for Infectious Disease in Underserved Communities represents two of six institutional priorities – One Health: Solutions at the Animal-Human-Environment Inferface, and Indigenous Peoples: Engage ment and Scholarship - the UofS is confident in its ability to provide long-term support for the NCE to ensure its sustainability and growth. The UofS has the broadest diversity of colleges relevant to heath research (7) on Canadian campus as well as VIDO-InterVac. At its heart, VIDO focuses on the development of infectious disease and vaccines research in small and large animals and human health; InterVac, constructed in the last 5 years, in Canada’s only university based containment level 3 facility which allows for the study of more dangerous pathogens. 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The Fall Of The House Of Usher Edgar Allan Poe Analysis

Edgar Allan Poe is a well known author and poet whose style is characterized with the usage of a wide range of literary elements that convey a dark mood. Due to Poe’s experiences of poverty and tragedies throughout his life, he became depressed, which affected his writing greatly. Along with his experiences, Poe incorporated many literary elements to enhance the mood of his stories like The Cask of Amontillado and The Fall of The House of Usher. Poe used foreshadowing in both the Fall of the House of Usher and The Cask of Amontillado. Foreshadowing is a hint or a clue of what is going to happen next in a story. In The Fall of the House of Usher, Usher’s friend states, â€Å"But although the stones were each crumbling with age, no part of the†¦show more content†¦In The Cask of Amontillado, irony is used throughout the entire short story. An example of irony is the meaning of Fortunatos name which translates to â€Å"fortunate one† in Italian. This is ironic because Fortunato was very unfortunate and ended up getting suffocated to death by Montresor. Unlike the meaning of his name, Fortunato was not lucky at all. Montresor precluded Fortunato’s escape from the vaults by using bricks to trap him. Another example of irony is when Fortunato says, â€Å"I drink to the peaceful rest of those that lie buried all around us†. Montresor then says, â€Å"And I to your long life† (70). This i s ironic because Montresor knew that he was going to end Fortunato’s long life and he was stating this to humor himself. One example of irony in The Fall of The House of Usher is that Madeline Usher was able to escape from the vaults which were previously a prison. The narrator states, â€Å"The vault in which we placed it was small, damp, without means of light†¦..It had been used, it seemed, in former days as a prison† (93). This is ironic because a prison is meant to keep people trapped, but Madeline escaped anyway. Personification was used in The Fall of the House of Usher mainly to set the mood of the story. Personification is giving human like characteristics to non-humans. Poe writes, â€Å"The dark curtains swayed fitfully to the breath of a rising storm†¦.† (95). This isShow MoreRelatedAnalysis Of The Fall Of The House Of Usher By Edgar Allan Poe Essay1499 Words   |  6 Pagestwo very similar, yet different stories: The gothic short-story The Fall of the House of Usher by Edgar Allan Poe, and The magically realistic short story House Taken Over by Julio Cortà ¡zar. They both use different styles to shock fear into the hearts of its readers. These two stories use either Gothic styles or magical realism, both styles create an interesting amount of fear in similarly different ways. Firstly, Edgar Allan Poe uses many different subtle details to give the story it’s Gothic toneRead MoreAnalysis Of The Movie Fall Of The House Of Usher By Edgar Allan Poe862 Words   |  4 Pagesattention; it is the house of ushers! Written by Edgar Allan Poe is the story of â€Å"fall of the House of Usher†. This story contains a certain type of people whose family line is very limited and is reason to why the estate is beyond destroyed. The house of ushers is a place where no human being should be able to see; For It is a horrific site. The narrator is describing the house as an unearthly place to be and he is trying to bring a gothic or dark feeling into the story. The house looks to be as ifRead MoreAnalysis Of Edgar Allan Poe s The Raven And The Fall Of The House Of Usher 896 Words   |  4 PagesEdgar Allan Poe is an extremely well known American writer and is famous for his horrific and mysterious works such as, â€Å"The Raven† and â€Å"The Fall of the House of Usher.† Poe was born in 1809 in Boston, Massachusetts in an era that seems to have many dark and ominous writers and pieces of literature originating from that time period. Poe is said to have launched the interest in many of the detective type stories that we read from modern day writers. â€Å"In the early 1800s, romanticism was the dominantRead MoreAn Analysis Of Edgar Allan Poe s The Raven And Fall Of The House Of Usher 1672 Words   |  7 PagesEdgar Allan Poe and Alfred Hitchcock both use suspense and fear in their pieces of work. The audience can see the way Edgar Allan Poe uses suspense in his pieces, â€Å"The Raven† and in â€Å"The Fall of the House of Usher,† and how Alfred Hitchcock uses similar techniques in his piece, Rear Window. These three pieces of work show how Edgar Allan Poe and Alfred Hitchcock are able to use and set up different aspects to create suspense and fear throughout their stories. In both Hitchcock’s and Poe’s piecesRead More A Critical Essay on Edgar Allan Poe’s The Fall of the House of Usher (1839)1221 Words   |  5 PagesAmerican author Edgar Allan Poe’s (1809-1849) macabre and Gothic fictional prose The Fall of the House of Usher (1839) (Poe. 1987: 1). I shall present and argue how the artistic effects deployed in the narrative structure create an atmosphere of tension and suspense, through the exploration of architectural space demonstrated in a close reading and analysis from key passages of the text. The Fall of the House of Usher was written by the American author and poet Edgar Allan Poe, it first featuredRead MoreEdgar Allan Poe Research Paper931 Words   |  4 PagesHonors 13 February 2012 Edgar Allan Poe Edgar Allan Poe was a sick man that went through a troubling life full of tragedies. For Poe to deal with this he drank and poured his feelings into his works. Honestly as horrible it is that he had to go through all of that we should be grateful because without his suffering these masterpieces wouldn’t have been fabricated. While intensifying his philosophy for short stories Edgar Allan Poe wrote â€Å"The Fall of the House of Usher† reflecting the characteristicsRead MoreFall of the House of Usher Literary Analysis Essay1325 Words   |  6 PagesLiterary Analysis As with many of Edgar Allan Poes pieces, The Fall of the House of Usher falls within the definition of American Gothic Literature. According to Prentice Hall Literature, American Gothic Literature is characterized by a bleak or remote setting, macabre or violent incidents, characters being in psychological or physical torment, or a supernatural or otherworldly involvement (311). A story containing these attributes can result in a very frightening or morbid read. In all probabilityRead MoreArgumentative Essay On The Fall Of The House Of Usher1169 Words   |  5 PagesShining and It on his resume. However, King would be nothing if it weren’t for the tortured, Edgar Allan Poe(1809-1849). Poe’s works seem to project the monsters and ghosts which lived inside him, through his awful, short life. Poe writings are woven tightly with language holding hidden meanings and psychological anguish. Argumentary the most famous work of Poe is The Fall of the House of Usher(The House of Usher), as the short story incorporates every trope of modern horror, important among these isRead MoreA Critical Analysis of The Fall of the House of Usher Essay914 Words   |  4 PagesA Critical Analysis of The Fall of the House of Usher There are three significant characters in this story: the narrator, whose name is never given, Roderick and Madeline Usher. The narrator is a boyhood friend of Roderick Usher. He has not seen Roderick since they were children; however, because of an urgent letter that the narrator has received from Roderick which was requesting his assistance in alleviating his malady, the narrator makes the long journey to theRead MoreEdgar Allan Poe s The Tell Tale Heart And The Fall Of The House Of Usher Essay2099 Words   |  9 PagesEdgar Allan Poe’s works contain many Gothic elements like fear, gloom, death, the supernatural, and horror, as well as several romantic characteristics, such as high emotions, nature and a focus on individuality. Through the use of these elements, Poe is able effectively enhance a reader’s emotions and produce sensations of mystery. The short stories â€Å"The Tell-Tale Heart† and â€Å"The Fall of the House of Usher† by Edgar Allan Poe contain many of these elements, and in this paper I will analyze why these

Pursasive Paper on Why College Gap Years Are a Good Thing. Free Essays

Another reason gap years are a good thing is that is enforces responsibility. When a student wants to undergo a gap year there are a lot of steps and processes that need to be made. Some might say that this might just overwhelm the student anyways, but it will not. We will write a custom essay sample on Pursasive Paper on Why College Gap Years Are a Good Thing. or any similar topic only for you Order Now It helps the students understand the responsibilities to have this goal of their pursued. Gap years, like stated before, are not just for getting out of school work for a year. By organizing your own gap year you are forced to take ownership and responsibility of your plan. You will have to decide where you are going to go, what exactly you are going to do and how you are going to pay for your trip. You may have to make your own travel plans and living arrangements. You are ultimately responsible for all the details that go into making your gap year dream become a reality. A gap year student, Ashley Jamkins, graduate from University of Arkansas 2011 says, â€Å"When I first discussed gap year with my parents I did not realize just how much planning and organizing was going to be needed to make this happen. I am thankful though, because it made me an all-around better organized person in all aspects, not just in my schooling. † (Green). College is a child’s first time away from home, where no one is going to tell them to go do the work that needs to be done, planning a gap year and pursuing one definitely helps students get their head around being self-motivated and self-organized to get what they need to get done accomplished. Every parent’s worst nightmare is seeing their son or daughter get kicked out of school because they were lacking in school work and responsibilities. Gap years only help in the following fall for the responsibility students will not only need in college, but the rest of their lives. In conclusion, Students who take a gap year tend to be self-motivated, not afraid of taking a risk, not bound by conventions and open to explore their interests and discover their passions. How to cite Pursasive Paper on Why College Gap Years Are a Good Thing., Essay examples

Job Satisfaction

Although commonly confused with motivation, job satisfaction describes how happy employees are with their job. There are many factors that contribute, either directly or indirectly, to job satisfaction. For purposes of data analysis in this study, I have chosen employee position and extrinsic factors.Advertising We will write a custom report sample on Job Satisfaction specifically for you for only $16.05 $11/page Learn More Based on data available in this study, position held by an employee is described as hourly employee or salaried employee in which case only the former is eligible for overtime work. This aspect is likely to affect the level of job satisfaction since it places restrictions to employees based on their position ascription. Besides extrinsic factors such as working environment, team members, leadership style at workplace and office location are likely to contribute directly to job satisfaction. I believe these two variables are the most a ppropriate in this study. Findings from data examination Position Position as represented in this data is a qualitative. Such a data set can only be analyzed using mode to describe the frequency of the distribution (Bartz, 1971). Mean and median are not applicable in this case since this is a coded data set referring to only two situations. For this reason, computation of mean and median will be misleading. Measures of variability are equally not applicable in this case since they are computed from mean, a measure which has already been disputed. This data set has a mode of 1; meaning that majority of employees interviewed in this study are hourly employees. This shows that most employees are comfortable working as hourly employees with the guarantee of paid overtime as opposed to being salaried employees. Figure 1.1 clearly illustrates these findings. Figure 1.1: Job Satisfaction by Position Source: ResearcherAdvertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Extrinsic Job Satisfaction Extrinsic job satisfaction arises from factors external to the job itself. Extrinsic job satisfaction as represented in this data is a quantitative, hence can be analyzed both by measures of central tendency as well as variability (Bartz, 1971). Sample mean computed from this data set is 5.421875. This reflects a high level of job satisfaction arising from extrinsic factors. On a scale of 1-7, the majority of those interviewed recorded their satisfaction level above the average figure thus resulting into a high mean score. This can also be explained from the median and mode point of view. This data set has a median and mode of 5.6. Median is the central figure that separates the two halves, i.e the lowest-value side and the highest-value side, in a frequency distribution (Bartz, 1971). A median of 5.6 represents a positively skewed data since it is higher than the mean. The mode which describes frequency distribution also falls at 5.6, clearly indicating that the majority of those interviewed recorded their level of satisfaction at 5.6 slightly higher than the mean score hence a positively skewed data. Figure 2.1 depicts a visual illustration of this information. Figure 2.1: Job satisfaction by Extrinsic factors Source: Researcher.Advertising We will write a custom report sample on Job Satisfaction specifically for you for only $16.05 $11/page Learn More Apart from the central measures of tendency, measures of variance can also provide an insight into this data. Both the standard deviation and variance are measures of trend characterizing the dispersion among various measures in a population. They show how tightly all the values are clustered around the mean in a data set ((Bartz, 1971). They express the inconsistency of the population by showing how far away from the mean the data points tend to be (Bartz, 1971). A small value, of both, reflects a distribution in which most data points tend to be close to the mean as evidenced in this data set. This data set has a variance of 0.232732 and a standard deviation of 0.482423. In addition, standard deviation is a measure of confidence levels in empirical conclusions. An acceptable empirical error margin is at two standards deviations from the mean resulting into 95% confidence level. This data set is normally distributed since 68% of the values are within one standard deviation from the mean ranging between 4.9 and 5.9 and 95% of the readings fall within two standard deviations ranging between 4.5 and 6.4. This information is visually portrayed in figure 2.1. If the bars were to be joined by a line, then a bell shaped diagram would result. The significance of charts/graphs in conveying information Charts and graphs help readers to have a better understanding of the meaning of data. They convey information in a manner that can be easily understood (Bartz, 1971). Be sides, through the use of graphs and charts, differences between separate pieces of data can be clearly illustrated in a clear method. Lessons learnt from the results The importance of descriptive statistics as a first step in data analysis comes out clearly in this study. Although the results reveal very little concerning the subject of study, much is learnt about the frequency distribution and the nature of population dispersion thus forms a benchmark against which other detailed data analysis can be done. The results from this study can lead to the conclusion that both position and extrinsic factors play a key role in influencing employees’ job satisfaction. Reference Bartz, A. E. (1971). Basic descriptive statistics for education and the behavioral sciences (4th ed.). Oxford, UK: Burgess.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This report on Job Satisfaction was written and submitted by user Jaydon Russell to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.