Frankenstein, By Mary Shelley - 1376 Words

Frankenstein could be compared to everyday life for the average human because we tend to have to live up to a standard of â€Å"Normal† so those that don’t understand us won’t have to fear us. The story of Frankenstein could have a deeper meaning that most readers have neglected to catch over the years. Maybe the story of Frankenstein was loosely based on the emotions of Mary Shelley from similar situations she was forced to experience throughout her lifetime. One of her most famous quotes show evidence that she sometimes felt like she was not ordinary in the eyes of most. â€Å"The act of writing may compose the mind†¦ but the boiling of the soul, and quake of the heart, that precede transcend all the sufferings which tame the spirit tame spirits†¦show more content†¦She was younger than he was by ten years but they ended up meeting each other through her father. Percy was a dropout but he helped her father out with his Children’s Book Ente rprise; therefore he was highly trusted by her father. Her father found joy with the thought of the two making each other happy and being head over heels for each other Percy, Like Mary, was the furthest thing from what society considered to be normal at that period of time. â€Å"Unfettered by popular opinion, the young atheist neither ate meat nor drank alcohol.† (Qwiklit). Both seemed to move to the beat of their own drum, this may have been what attracted them to one another. They seemed to be a gothic couple’s dream come true, so it was only right that they took the next step. Percy asked Mary’s father William Godwin for her hand in union and was rejected for reasons unknown. Young dumb and in love the Shelley’s refused to take no for an answer. They promptly left London and eloped France without her father’s consent. Though it sounds irresponsible on their part this was probably one of the best things to happen to the Shelley’s, especi ally marry. â€Å"Mary Godwin, as she was known before her elopement with percy Bysshe Shelley, was naturally precocious, but William’s stature as a public intellectual permitted her to access hundreds of books most could not retrieve, and allowed her to encounter some of the greatest minds in the Western World before she had even reached puberty. She

Death of a Salesman Structure Metaphoric Language and Theme

Death of a Salesman Structure Metaphoric Language and Theme In looking at the characteristics of the tragic hero, it can be see that Willy Loman is not a tragic hero but a victim of a false idealistic pursuit of the â€Å"American Dream†. Willy strives to become and instill in his sons the success of the self made man that American society often advertises but ultimately falls short, and instead, escapes accepting his failure through lies and death. What many flaws Willy possesses, most do not correlate with the classic tragic hero. Willy Loman, was never really of noble stature, as was summed up by Linda, the person who knew him best. â€Å" Willy Loman never made a lot of money. His name was never in the paper. He’s not the†¦show more content†¦It lets the reader gain a better understanding of the family’s conflict with being something they’re not in a place where they don’t belong. For the most part Death of a Salesman does not conform to the structure of the classic tragedy even though a few elements agree with the classic tragedy, namely Willy’s consistency and the â€Å"Requiem† as a Greek chorus. Among the main inconsistencies with the classic tragedy are the dialogue and character discrepancies. The dialogue creates a link in the play to everyday occurrences that happen in our own lives, separating it from the â€Å"larger than life† aspects of the classic tragedy. The dialogue used in the play is everyday language; it is independent of the poetic and high language used in classical tragedies. Instead of relying on high language to advance the theme the play uses its banal dialogue to bring up character interactions that speak of the past, present and future to further the theme. Willy and Biff are the play’s two central characters and it can be seen that they are the ones who Miller actively developed over the other â€Å"lesser characters†. Willy and Biff’s conflicting relationship effectively portrays the theme of appearance versus reality as well as the economic and family struggles through their dialogue in past and present events. Willy puts their situation into context when he exclaims, â€Å" I am Willy Loman, and you are Biff

Behind the success of every organization there is a hand of its employees. Free Essays

string(54) " staff on what are acceptable criterions of behavior\." Executive Summary Every successful organisation ‘s basic strengths are its people working in it. Therefore every organisation tries to do their employees happy by giving them calling chances, good environment, civilization, personal development and promotion. In this study, we have performed a careful analysis of the people working of the taking Bankss in Pakistan ; Standard Chartered Bank Standard Chartered is a London-based Multi-national Bank focused on the emerging markets of Asia, Africa, the Middle East and Latin America. We will write a custom essay sample on Behind the success of every organization there is a hand of its employees. or any similar topic only for you Order Now It has important operations in Hong Kong, Singapore, Malaysia, Thailand, India, Pakistan, and the United Arab Emirates and in Sub-Saharan Africa. The cardinal concerns are Consumer Banking ( chiefly recognition cards, mortgages, personal loans, and wealth direction ) and Sweeping Banking where the bank specializes in the proviso of hard currency direction, trade finance, exchequer and tutelary services. The group has a web of over 740 offices in more than 55 states and assets of about US $ 90 billion. With a presence in Asia and Africa that goes bank about 150 old ages, Standard Chartered has an in-depth apprehension of, and a long-run committedness to the emerging markets. MY AIM FOR THIS REPORT The basic purpose of this study is to develop suited policies and schemes for the Bankss, which consequences in the high rate of productiveness and occupation satisfaction, and lowers the rate of absenteeism and bend over. Introduction TO STANDARD CHARTERED Introduction Standard Chartered is a transnational bank, focused on the established and emerging markets of Asia, Africa, the Middle East and Latin America with an extended planetary web of more than 570 offices in over 50 states and assets of about US $ 90 billion, using over 30,000 people. Through their planetary operation they migrate best banking pattern around the universe, presenting world-class merchandises and services in front of local competition. Their clients include private persons through to the largest corporations. The Bank serves both Consumer and Wholesale banking clients The Consumer Bank provides recognition cards, personal loans, mortgages, sedimentation pickings activity and wealth direction services to persons and medium sized concerns. The Wholesale Bank provides services to transnational, regional and domestic corporate and institutional clients in trade finance, hard currency direction, detention, loaning, foreign exchange, involvement rate direction and debt capital mar kets. They are the bank of pick for many major multinationals. With about 150 old ages in the emerging markets the Bank has unmatched cognition and apprehension of its clients in its markets. The three principal concern groups are Global Markets, Consumer Banking and Corporate and Institutional Banking. Aim Standard Chartered ‘s chief aim is to offer outstanding value to their clients by supplying a knowing, efficient and dependable service in a personal, helpful and antiphonal mode. Cardinal to this service doctrine is their professional consultative attack, which they take with each client. By acquiring to cognize their clients better, they identify their demands and fit them with bespoke quality merchandises and service solutions. To set it merely, they are committed to doing today ‘s complex fiscal universe easier for their clients. Employee RELATIONSHIP AT STANDARD CHARTERED Employee RELATIONSHIP Standard Chartered ‘s repute is critical by being the universe ‘s prima emerging markets bank. The saving and sweetening of that repute depends upon their concerns runing to the highest criterions of ethical behavior. They face a peculiar challenge to continue consistent criterions of behavior while at the same clip esteeming the civilization and varying concern imposts of all the states in which they operate. The rules that govern the behavior of their concern and employees are reflected in a Group Code of Conduct. The Group Code of Conduct is a practical working papers, which guides employees through the many hard behavior issues that confront them on a day-to-day footing. Complying with each component of the Code will non ever be easy but they recognize that they will be judged non merely by what is set out in the Code but on how this is reflected in their twenty-four hours to twenty-four hours activities and the behavior of all of them. The cardinal elements in Group Code of Conduct are: Local Laws A ; Group Standards Confidentiality A ; Data Protection Suitable Merchandises Money Washing Insider Trading Bribery A ; Corruption Gifts A ; Entertainment Conflicts of Interest Covering in Standard Chartered Shares Talking Up Standard Chartered selects its employees on the footing of accomplishments, cognition and endowment. They are committed to supplying equality of chance to all employees, irrespective of sex, race, nationality, age, disablement, cultural beginning, matrimonial position or sexual orientation. They are committed non merely to supplying equality of chance to all employees, but besides placing what alone strengths each single brings to the functions they carry out and the development of these strengths. They provide their employees with Opportunities to develop in their current functions, move into new functions and work in different locations and concerns. Role vacancies are advertised internally. They recruit the most gifted persons from the external market to supplement their internal grapevine of endowment. They have besides created planetary endowment direction and sequence planning processes to assist develop their high possible employees. Their Human Resources section provides counsel on the usage of psychometric trials and has robust enlisting standards to guarantee that all campaigners are treated reasonably, every bit and with regard. Standard Chartered has a planetary Graduate Recruitment Programme ; where in the part of 150 alumnuss are recruited each twelvemonth on a direction trainee programme across all concerns, maps and states. When staff start their employment, they are issued with an offer missive which clearly states their footings and conditions of service. All new staff goes through an initiation procedure. Each state has Human Resources policies and processs to assist and steer directors. Examples of these would be disciplinary and grudge processs. These guarantee that staffs are treated reasonably in times of difference. The planetary codification of behavior provides counsel to staff on what are acceptable criterions of behavior. You read "Behind the success of every organization there is a hand of its employees." in category "Essay examples" EMPLOYEE – Employer ISSUES AT EMPLOYEE – Employer ISSUES AT STANDARD CHARTERED AND ASKARI COMMERCIAL BANK ISSUES AT HUMAN RESOURCE DEPARTMENT ISSUE # 1: Supplying equality of chance to all employees STRATEGY IMPLEMENTED BY STANDARD CHARTERED: Standard Chartered selects employees based on cognition, accomplishments and endowment. They are committed to supply equality of chance to all employees, irrespective of sex, race, nationality, age, disablement, cultural beginning, matrimonial position or sexual orientation. They are committed non merely to supplying equality of chance to all employees, but besides placing what alone strengths each single brings to the functions they carry out and the development of these strengths. They provide their employees with chances to develop in their current functions, move into new functions and work in different locations and concerns. Role vacancies are advertised internally. Suggestion: No Biased Policy: There is no colored policy or favoritism among employees. All the employees should be given same chances based on their public presentation and ability. This increases the degree of motive among employees. Delegating Undertakings: By delegating different undertakings to different employees, harmonizing to their ability and place, at the terminal of every twelvemonth, which should ensue as a calling, promotion will do the employees more cognizant of their abilities and public presentation. This will take to the equality of chances, as all the employees will come to cognize about their abilities and where they stand. ISSUE # 2: Motivation degree of employees STRATEGY IMPLEMENTED BY STANDARD CHARTERED: Standard Chartered follows a specific motive procedure for their employees. In this procedure, they evaluate the public presentation of each employee at the terminal of twelvemonth and rate the as: Outstanding: Those employees who have performed highly good, even more than they were required to. They are rewarded through Awards and publicities at the terminal of twelvemonth. Co bookworm: Those employees who have performed efficient work and little more than they were required to. They are rewarded through pecuniary wagess and benefits. Competent: Those employees who have performed their responsibilities harmonizing to the demands non more or less than it. They are normally motivated to work more difficult through word of oral cavity assessments such as â€Å"well done† , â€Å"keep it up† and etc. Suggestion: Management By Objectives ( MBO ) : Employees can besides be motivated through MBO. Management by aims ( MBO ) is a plan that emphasizes participative on puting ends that are touchable, verifiable and mensurable. Four ingredients are common in MBO plans ; end specificity, participative decision-making, an expressed clip period and public presentation feedback. Execution of these ingredients consequences in employee motive. Behaviour Modification Model or OB MOD: OB MOD is plans where directors identify public presentation related employee behaviors and so implement an intercession scheme to beef up desirable public presentation behaviors and weaken unwanted behaviors. The first measure in OB MOD, hence, is to place the critical behavior that make a important impact on employee ‘s occupation public presentation. The 2nd measure requires the director to develop some baseline public presentation informations. The 3rd measure is to execute a functional analysis to place the behavioral eventualities or effects of public presentation. The concluding measure in OB MOD is to measure public presentation betterment. Employee Engagement: Employee engagement is a participative procedure that uses the full capacity of employees and is designed to promote increased committedness to the organisations success. The implicit in logic is that by affecting workers in those determinations that affect so and by increasing their liberty and control over their work lives, employees will go more motivated, more committed to the organisation, more productive and more satisfied with their occupations. Participative Management: A procedure where subordinates portion a important grade of decision-making power with their immediate higher-ups. Representative Management: A procedure in which workers participate in organisational determination doing through a little group of representative employees. Quality Circles: A work group of eight to ten employees and supervisors who have shared country of duty. They meet on a regular basis typically one time a hebdomad, on company clip and on company premises – to discourse their quality jobs, investigate causes of jobs, urge solutions, and take disciplinary actions. Employee Stock Ownership Plans: Employee stock ownership programs are company-established benefit programs in which employees get stock as portion of their benefits. ISSUE # 3: Effective communicating procedure STRATEGY IMPLEMENTED BY STANDARD CHARTERED: At Standard Chartered when staff start their employment, they are issued with an offer missive which clearly states their footings and conditions of service. All new staff goes through an initiation procedure. Each state has Human Resources policies and processs to assist and steer directors. Examples of these would be disciplinary and grudge processs. These guarantee that staffs are treated reasonably in times of difference. The planetary codification of behavior provides counsel to staff on what are acceptable criterions of behavior. Suggestion: The CEO Must be Committed To The Importance Of Communication: The most important factor in a successful employee-communications plan is the main executives leading. He or She must be philosophically and behaviourally committed to the impression that pass oning with employees is indispensable to the accomplishment of ends. If the organisations senior executive is committed to communication through his or her words and actions, it trickles down to the remainder of organisation. Directors Match Actions and Wordss: Closely related to CEO support is managerial action. As we have noted, action speaks louder than words. When the implicit messages that directors send contradict the official messages as conveyed in formal communications, the directors lose credibleness to employees. Employees will listen to what direction has to state sing alterations being made and where the company is traveling. But duplicate actions must endorse these words. ISSUE # 4: Learning and development STRATEGY IMPLEMENTED BY STANDARD CHARTERED: As a first organisation, Standard Chartered recognizes that it is indispensable to hold the best people equipped with the right accomplishments and cognition to execute their functions to the highest criterions. They want gifted professionals, who seek self-development chances including go oning professional development. In return they offer first-class preparation and development. Standard Chartered has a planetary Graduate Recruitment Programme ; where in the part of 150 alumnuss are recruited each twelvemonth on a direction trainee programme across all concerns, maps and states. They focus development on where they believe they will acquire the greatest return, by developing employees ‘ strengths. They utilize a full portfolio of larning resource such as in house programmes, external suppliers, on the occupation preparation and computer-based preparation. They sponsor employees for professional makings on a portion clip footing, every bit good as in their ain clip. They have Learning Resource Centres in major locations. Other Centres are being developed and will supply employees with the chance to update their accomplishments on assorted package bundles use the Intranet, the Internet and derive entree to books. Suggestion: Developing Training Plan: Its estimated that more than 90 per centum of all organisations have some type of systematic preparation plan but those can merely be effectual if they offer a theoretical account to catch the trainees attending ; provide motivational belongingss ; assist the trainee file off what he or she has learned for subsequently usage ; provide chances to pattern new behaviors ; offer positive wagess for achievements and if the preparation has taken topographic point off the occupation, let the trainee some chance to reassign what he or she has learned to the occupation. How to cite Behind the success of every organization there is a hand of its employees., Essay examples

Film Review for Mississippi Burning-myassignmenthelp.com

Question: Discuss about theFilm Review for Mississippi Burning. Answer: Perception Mississippi Burning is an American crime thriller issued in 1988. The film features Gene Hackman and Willem Dafoe acting as two FBI agents who have been sent to Mississippi to investigate the death of the young activists who disappeared while trying to register African Americans in the state to vote. The two agents struggle with each other's style, which is one of the important themes in the film. The story is one of innovation to get the job done, and a snapshot into racial relations in the immediate aftermath of the repeal of the Jim Crow laws. Hackman, playing as Anderson, is a middle-aged agent who was one a sheriff in the Deep South. He is well versed with the issues of race, crime, and efforts to obstruct justice in the South. On the other hand, Dafoe, playing as Ward in the film, is a textbook FBI agent, who is keen to follow the law, and believes that his authority and skill at work alone will help him get justice for the three boys. As he film wears on, Ward discovers that this is not the typical case of murder that he would have wished for or expected. It is a high-level conspiracy involving the most powerful residents of the town, including the mayor and other officials. Faced with this, he understands that he must help Anderson do the job the best way he knows how. Anderson comes with his trusted agents, who are experienced in obtaining evidence from people they know hold evidence. They use a number of unorthodox means, many of which are illegal. They also use trickery to get their way, eventually landing the people who were responsible for the deaths. Anderson is portrayed in the film as a person who is keenly aware of the racial situation and cannot stomach racism. He is therefore willing to do all it takes to get to the bottom of the disappearance of the three boys. The men he brings with him, and he himself, engage in coercion, torture and beatings to extract the truth. This brings into question the permissibility of torture, especially in the conditions when it is clear that nothing else may work. Ward has spent three years at the FBI. He is still learning the trade, though he believes he is extremely well qualified. He believes it is unacceptable to torture people, and believes he will get through the case using legal means, instead of the other tactics employed by Anderson. He calls on his authority to operate a huge manhunt for the bodies, before the magnitude of the job he faces is broken down for him. Thereafter, he uses this authority to better help Anderson, in nailing the mayor and other people who were involved in the deaths. To the end however, he is adamant on the need to remain professional in all circumstances, frowning on Andersons flirting with the deputys wife. The thriller showcases the deep racial tensions and hatred which existed in the South in the 1960s. The state of Mississippi has an institutionalized form of racism. This is augmented by the infiltration of the KKK into the police force, a matter that greatly impedes the work of civil rights laws, as well as effort to help African Americans access the democratic process and social amenities of the same level as other racial groups. The mayor, the sheriff and his deputy are all in on the plan, despite being the legally mandated individuals to bring about change. They employ all tactics to defeat it. I watched the movie with mixed feelings. I was appalled at the racism which existed in the country in this era, and the efforts law enforcers employed to ensure this remained the status quo. It was also a revelation that even then; people still existed who would give their all to ensure this changed, including the FBI agents and the murdered activists. From this, it is a deeply troubling but thrilling movie, as the bad guys eventually face justice and are punished. My friends who watched the movie all agreed that Anderson was a great hero of the story, for his ability to get around obstacles to get the job done, to the extent of endangering his life. Comparison The film left a big impression on me and my friends. The people I watched the film with were very sad as the movie progressed, and even as it ended. It brought about important conversations which we had previously not considered about the past of the United States, and how life actually looked like under segregation and in its aftermath. It was clear from. We were all in agreement that the film had played an important educational role. We had taught more about American history in a vivid yet entertaining way than we had ever hoped to. The characters in the story were experts in bringing out the various themes. It was very enjoyable. We disagreed on other aspects of the movie. I was of the opinion, after watching the movie, that in the circumstances that Anderson and Ward performed their work, it was necessary to use some other means frowned upon in law to get things done. Anderson had tried and tested the methods, and found them to work quite well. However, others believed that in any situation, the law enforcer must be the first person to conduct themselves with the highest standards of professionalism and integrity. From the movie, we also could not agree whether he ending of the story, where the antagonists were sentenced to sometimes short prison sentences was a happy ending after all. My friends thought this was good for a start, but I thought the sentences should have been strong enough to reflect murder and obstruction of justice.