Left For Dead Essay Example for Free

Left For Dead Essay It was a horrific experience that I would never want to go through again. At first it was just a normal night, a little rough but nothing too major. We were just off the coast of Leyte and Guam when we were hit by two missiles. At first I was just lying in bed and thought it was a problem with the engines until the abandon ship order was given. The abandon ship order is the worst nightmare for any seamen. There was nothing I could do except follow procedures, I woke all the other men that hadn’t been woken up yet and we rushed to the deck, grabbed a life jacket and waited until the ship was close enough to the water so that when we jumped we would not die on impact. Hitting water from high enough up is like hitting concrete. We dove into the water and swam as fast as we can could away from the sinking ship so that we didn’t get pulled under from the under tow. Once we were a safe distance away we hung onto the raft like our life depended on it. We had been told that a distress signal had been sent out and that it would only be a couple of hours before help arrived. Several hours later there was still no help and the first sign of sharks was when one of the singles was attacked and taken down within a matter of seconds. I tried not to think about the dangers lurking around but with so much time you could not help but run it through your mind. The hardest part was deciding whether to let the injured go or to keep them and risk the fact that they were attracting the sharks. After two days there was still no sign of help and many of us were beginning to get delusional. Men were swimming off because they thought they saw an island or hula girls. Others dehydrated themselves by drink the cold water at their feet because they thought it was fresh. On the third and fifth days there were only about 30 men left and some were wielding weapons and getting restless. Luckily we were able to convince them to let them go and continue to work together and live for as long as possible. Finally on the fifth day there was a sign of hope. There was a plane fly over at about 3000 ft. We began to wave wildly and light flares to get its attention, it flashed its lights at us and that was when we knew we would be saved. It sent out to the other ships and planes with our coordinates and rescue information. The biggest surprise to me was that it landed in the ocean. He managed to land safely and we started to pile into the plane and on the wings. The next sign was a ship, a little black dot on the horizon. That was when I had full hope that we would be rescued and could go home. The trauma that I have faced over the last several years is almost unbearable and has changed my life. Just recently my family and I took a trip to Maui and we were supposed to go on the submarine but I could not get it out of my mind that I was on the ship all over again and I was going to drown. Even the sound of running water gives me nightmares, making me feel like I’m swimming for my life in the water all over again. Immediately when I returned home I was put in psychology classes to try to get rid of my trauma or lower the affect. These classes have not made any difference and I have recently become an alcoholic to numb the pain. It puts me in a state of mind that helps me forget about what I went through. I know it is not a sane way to deal with it but my traumas have come to a point where I cannot handle them anymore. The Price Chapter 11 talks about the fight-or-flight response and relates it to a squirrel and a dog and a cat and a dog. Also, the traumas and what they were called at different time periods and the symptoms of post-traumatic stress. They also talk about what six people did when the arrived home and how they handled the disaster. The rest of the chapter is about the reunions that the survivors had and how they handled them.

Measure for Measure Essay: The Pontification of Isabella

The Pontification of Isabella in Measure for Measure   Ã‚  Ã‚  Ã‚   Within Measure for Measure the character of Isabella is characterized as an innocent pure female, and there is a focus on her ever-present moral dilemma. By using Elizabethan perspectives on women, nuns, and chastity, Shakespeare uses Isabella to reveal character traits and morality of those around her.   However in opposition Isabella made be seen as an individual who pontificates too much when her brother’s life is at stake, it is perhaps easier for Isabella to suffer the condemnation of a modern audience. Isabella is immediately established as a rare female character when her brother describes her with the statement, "she has prosperous art When she will play with reason and discourse   And well she can persuade"(Shakespeare 1.2.161-163). It is worth noting her that women in Shakespeare's time were very recognized for neither their reasoning nor their speaking capabilities. In fact, women were not expected to voice their opinions; women who chose to do so were deemed a threat to social order. It is, therefore, questionable whether Shakespeare's audience would have approved of Isabella's skills at rhetoric. Although agreeing with her stance concerning Claudio (they, too, prob... ...The Wheel of Fire: Essays in Interpretation of Shakespeare's Sombre Tragedies. London: Oxford UP, 1930. Leech, Clifford. "The 'Meaning' of Measure for Measure." Shakespeare Survey 3 (1950): 69-71. New American Standard Bible. Reference ed. Chicago: Moody Press, 1975. Pope, Elizabeth Marie. "The Renaissance Background of Measure for Measure." Shakespeare Survey 2 (1949): 66-82. Rossiter, A. P. Angel with Horns and Other Shakespeare Lectures. Ed. Graham Storey. London: Longmans, Green, 1961. Shakespeare, William. William Shakespeare: The Complete Works. Ed. Alfred Harbage. 1969. Baltimore: Penguin, 1971.   

Auditory System

The world contains all kinds of energy that translates into information about what we see, hear, smell, touch and taste. A sensory system is a part of the nervous system responsible for processing specific sensory information. The components of a sensory system include sensory receptors, neural pathways, and parts of the brain involved in sensory perception. To begin, energy from the environment stimulates the receptor cells in whichever sense organ is being used. If this information were auditory, the ear would convert sound waves in the air into electrical impulses that would further be interpreted by the brain as sound.A sound wave first enters the pinna, the fleshy part of the ear on the outside of the body. It then travels through the external auditory canal where it then meets the eardrum, a thin membrane in the outer ear. The eardrum then vibrates in response to the sound wave. What we hear will depend on the wavelength and frequency of the wave. The eardrum is connected to a group of three small bones call â€Å"the ossicles† in the middle ear. This group includes the malleus, incus and the stapes. These three bones, the smallest in the human body, protect the eardrum from more intense sounds and also deliver the vibrations to the base of the stapes.The stapes then sends the vibrations into the inner ear and interacts with the round window. The round window, a small membrane that allows liquid inside the inner ear to be displaced and receive the vibration. The vibration travels through the spiral structure of the inner ear called the cochlea and ends at the round window. Inside the cochlea there are three canals: the scala vestibuli, the scala media and the scala tympani. The scala vestibule leads up to the apex of the cochlea, the scala tympani leads down to the round window and the scala media sits in between the other two canals.All of these canals are filled with fluid and are separated by two different membranes; Reissner’s membrane a nd the Basilar membrane. Both of these membranes are flexible and respond to the vibrations traveling through the scala vestibuli. The movements of the membranes then send the vibrations down the scala tympani. A structure called the Organ of Corti, which is situated on the basilar membrane, becomes stimulated as the membrane vibrates and sends nerve impulses to the brain. Within the Organ of Corti are a group of specialized cells called hair cells, which are covered by the tectorial membrane.As the basilar membrane vibrates, the hair cells are bents and push up against the tectorial membrane. This causes the hair cells to fire and send nerve impulses to the auditory cortex on each of the brains hemispheres through the cochlear nerve. How we determine pitch can be explained with two different theories. The Place Theory states that the entire basilar membrane does not vibrate at once so different parts of the basilar membrane respond to different frequencies of sound. Lower frequency sounds vibrate the basilar membrane near the apex of the cochlea while higher frequency sounds produce vibrations closer to the base.The Frequency Theory states that the frequency of firing matches the frequency of the sound wave. Hearing loss can occur for a number of reasons. Damage to the eardrum due to age and prolonged exposure to loud noise may cause the hairs or nerve cells in the cochlea to wear out and become less effective. A buildup of earwax can block the ear canal and prevent of sound waves from entering the eardrum. Otosclerosis, a genetic form of hearing loss in which the stapes is fixed in place so sound cannot enter the inner ear.

Organization analysis lack of productivity in department - Free Essay Example

Sample details Pages: 8 Words: 2355 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? In the current essay I will analyze a potential organizational problem in the work organization. I will analyze it in terms of Organizational behavior theories, and suggest solutions, which I can support that may impact the problem I will also make recommendations based on my research. There are different problems that the organizations face, such as Lack of productivity in a department, there is no team in the organization, there are no social benefits and improvements in the organization. Problem 1.  Lack of productivity in a department Decision: 1.  Analyze how dialogue is held with the staff at the time of solving problems, discussing new ideas, alternative development paths.  Listen to the ideas of employees to listen to them until the end.  If you see that the vision of employee misuse, unreal try to ask clarifying questions and clarify, through which he will receive awareness and move it to a new vision.  In any case, do not cut off once a new idea it is the shortest path permanently kill the initiative from the team. 2.  Check the value of the ratio of positive and negative motivation (the ratio of carrots and sticks).  If the negative outweighs is an undesirable circumstance for an organization that in the future raises serious purpose.  Plan at least should they call, a maximum a positive component increased considerably.  In any case, technology is a tool of motivation so subtle that the approach it should be purely individual in each company.  And there is no single recipe. 3.  Analyze production needs of staff, how well they are resourced.  Find out problem areas in their work.  Find out what inhibits their activity, that takes time, you have to do that to increase the efficiency and quality of work?  (Eg, an unfinished automation, lack of integrity in the technology works with the client, the inef ficient interaction between departments / staff, slow down your computer, the absence of clearly defined job descriptions, etc.) 4.  Look like you have organized the business process Implementation of the initiative.  What is next for this initiative staff.  What activities should be held, who will answer for them, in what period, what are the criteria to achieve goals.  Very often, the leaders listened to the initiative, after expressing its consent, simply forgets about it.Turnover absorbs the head, oversee the implementation of the initiative is lost, but the idea still remains alone.  In this situation, staff concludes And what good new ideas, if they would still be forgotten and will not run 5.  The project development personnel to develop the personal competence of staff Responsibility / attitude.  With the help of psychological and practical measures the level of development of this competence can be improved.à ‚  However, the expression significantly improve is the place to be when the identity of the employee responsible for money given by nature. Low employee productivity lack of robust initiatives to streamline its work and raising the level of professionalism, being late for work, an idle pastime in the workplace, dissatisfaction with the policy changes that take place in the company and an unwillingness to take on some responsibility for achieving the objectives of the company and other symptoms that lead  eventually to the frustration of the companys sales and production, consumption of large amount of time resource management and mental energy to control the work of employees working with perpetual dissatisfaction, low emotional tone, even in successful employees caused permanent residency in the field of infectious virus negative, dissatisfied mind, irritation  tolerated in the private lives of both managers and other employees forced most of the time of his life in the depressed and unhealthy psychological atmosphere. The reasons that many organizations there are similar problems in varying degree, can be divided into two large groups are illiterate company policies and quality of staff. Trainings can be aimed at raising the quality level of personnel to a higher level.  This will improve the efficiency of the staff, improve the psychological climate in the team and will enable the organization as a whole to become more efficient, the amount of time that will have to pay managers to monitor subordinates and debriefing reduced three times, the staff will be responsible attitude to their work site and they no longer blame all and sundry that they have not worked and will be expected to seek the resources they need and take active steps to improve the quality of systemic interactions with clients and within the team that will give a powerful synergy that will lead to an explosion of productivity of their work.  Employees are aware of themselves as part of the organization and take responsibility for achieving those goals, which undertook to achieve in the given timeline and will be flexibility in the selection means to achieve them.  Leadership of the company will be much easier to sell the companys goals and focus of attention vectors staff on the priorities.  Lower the amount of absenteeism and tardiness, and every employee in your workplace will exert every effort to ensure that the least productive use of working time. Marked results will be stable, that is a natural result of internal freedom of training participants and their release from the slave mentality of dependent thinking, through the formation of independent thinking and management skills to their thought processes, the essence of which lies in the ability to focus on the most important for increasing the productivity of the subject of attention  during the day, the ability to identify these it ems and set priorities independently, the ability to put on the subjects of attention right questions and implement the results of intellectual work that primarily distinguishes the members of 21 centuries.  Even if in the training program has been extremely module independent thinking she would bring kollosalny result of the company, as employees begin to consciously monitor their thinking, no longer focus attention during working hours on family issues, personal problems and political situation in Ukraine, they are beginning to realize that  maintaining a conversation, and showing initiative in conversation with colleagues on all matters that do not relate to work by doing so they reduce their efficiency and productivity of colleagues, participants will begin to limit the viewing time of television channels at home, and monitor other information flows, with the result that information which  promotes awareness of the really important issues and have a positive effect on emotional well-being.  The realization of their inner values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹released kollosalny potential of the internal energy, a person begins to make informed decisions consistent with its values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹and avoids any manifestation in the acts of negative values, disappear fear do something wrong and there is inner confidence in themselves and their actions, develop self-dignity.  Man becomes strong and proactive, apart the intrinsic values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹in due course, and removing conflicting aspirations, productivity will increase by 100% instantly.  By the way the development of internal awareness of personal values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹such as Honesty, just change the deeds of a person if, before that , he lied to himself and closed his eyes to the fact that sitting and doing nothing at work is from that moment it will be painful to deal with inaction,  because he realizes that so deceives the company.Thanks to the development of techniques of managements own emotions and enhance the emotional palette (for example, emotional displays more than 400, while the average person uses less than 12), the atmosphere in the company will be completely different than before the training, now if yuloy employee or customer who poorly managed their emotions and  previously could infect your state who is on his side, the person or talking to him the employee will no longer have any effect, and more upbeat and positive mood becomes a natural reality of the company.  Thanks to the development of a true understanding of the causes of its location in the company either by calculation, the emotional attachment, a sense of duty or self-conscious person responsible for the results of its work and goals of the company, he finally will understand how these objectives will be linked to his  personal goals.  In addition to the formation of all necessary for productive work attitudes and understanding (by the way, including over money and distribution), the participants get their hands on a clear and practical methodology for implementing these principles and guidelines in their practice with a view to continuous improvement.  To consolidate the results of training among the training participants will be entered into a written agreement Code of relationships that will make the results of their work on the training part of the corporate culture of the company (department). Taking the Initiative is not a function and not an obligation a quality that people will be, if aware of its value, and will not, if it considers it unnecessary.  The most effective way to demonstrate the importance of the employee of any quality and encourage its manifestations to make it as an integral element of corporate culture, meaningful to the companys value.  This is achieved through the personal example of leadership, promotion of desirable attitudes, and behaviors, creating support systems of motivation.  In this part of the staff, which the corresponding values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹will not close, will leave the company.  But those who have this type of culture would be to their liking will do what is needed, without additional control and prodding on the part of managers. An important addition the quality of initiative must necessarily go hand in hand with the personal responsibility, otherwise, the initiative will turn into a shouting from the crowd, for whom nothing should be. There is a very serious fundamental difference between the lack of initiative from the omission of which lies in the fact that during the execution of any work t he employee may notice an error, but will continue to perform standard operations that will ultimately lead to the loss of the company. Enter explanations for inaction.  In our company equal to the inadvertent omission of an attempt to application of the damage and it does not matter whether the damage was done, or it failed to warn. Age of new technologies complicates the world in which we live and work, continuous social and economic change, increasing complexity of tasks lead to the necessity of adequate development tools and management methods.  Lack of competence of managers in the management leads to what is used is the easiest (and not the most effective) way to interact with the world-the pattern, the old fashioned way, by once and for all of the technology, on the model.  However, as noted by A. and E. Avilov Morgunov in his management difficulties because of the uniqueness of each organizations director of enterprise can not improve his busi ness by copying the organizational, technological and other schemes of model of the enterprise. Since the mid XX century.  research in psychology of management have led to significant achievements, which, however, is still a vexing little used in practice.  This leads to a lack of competence regulation of available resources of the enterprise, least of all disbursed is human resource. Offered from a psychological point of view to consider the opportunities for creativity, intellectual and volitional capacities of people working in the organization, as well as conditions of its manifestation. At the core management skills are two basic rules: obtaining the desired effect with minimum cost; maximum effect when using the given limited resources. Both rules are implemented and the effectiveness of the decisions is increased when the leader encourages the initiative of employees and encourages them to saying creative ideas, impressions, tips and practical suggestions initiatives.  Employees who demonstrate initiative, anticipate the decision of the head, not waiting to be told what and how they should do, give their vision of the situation and offer possible solutions to problems. Initiative initiative, the first step in any case; enterprise. conditions conducive to the manifestation of initiative: standardization algorithm innovations; incentive pay system.  Personal financial interest; awareness of the security implications for the employee personally (an initiative should not be penalized); division of labor and teamwork; employee awareness of the public benefit of the work and, consequently, increasing his personal rating in the organization, feelings of self-importance; availability of knowledge and authority to implement the initiatives.  The confidence of the leadership of professionalism of the employee; employee awareness of the objectives s ought by the whole team. Resourcefulness is a quality of volition by which a person acts creatively.  This corresponds to the time and conditions of the active and adventurous attitude, flexibility, actions and deeds of man.  Initiative appears to consciously and deliberately, and not influenced by natural instinctive impulse.  As a rule, it is associated with intense physical and spiritual forces who exercise it.  The possibilities for its manifestations appear when a person has a domestic interest in changing the existing situation for the better.  That leader is responsible for creating these conditions within the organization. A huge role in the absence or small display of initiatives of employees is complacency.Struggling with this disease, the manager must always initiate a call, awakening in people a new, higher demands, inspiring a new motivation.  The latter is realized through the recognition and promotion of the intangi ble (eg, training, career opportunities, the organization of friendly workplace, working conditions), or constructive criticism.  Career planning for each employee in an organization involves the identification of human capabilities (bents, development needs) and implementation of measures to ensure their realization (career development).  The effectiveness of the enterprise as a whole increases by increasing the efficiency of each individual employee. Summarizing, we note that for orders of competent human resources company and get the maximum effect with minimum cost leader must demonstrate personal initiative: not ignoring classical technique guide, enrich their skilled techniques of managing people. Moving toward the goal by creating a creative working environment, making a step towards individual abilities and talents of people, arousing in them the hidden personal reserve, encouraging and nurturing the desire to experiment with the willingness to accep t responsibility for the events and achievements, liderinitsiator is the best example for the employees and the sample  to follow. Don’t waste time! Our writers will create an original "Organization analysis lack of productivity in department" essay for you Create order

The Progressive Era Of The Gilded Age - 1455 Words

Throughout the progressive era there were many reform movements due to the abundance of political, social, and economical corruption in America in the gilded age as seen by political machines like William Marcy tweed and American financiers like J.P. Morgan. Some of the many issues that made themselves present in the gilded age include the large wealth gap, child labor, women’s lack of rights, influx of immigrants, Urbanization, Indian wars, monopolists, political machines, and alcoholism. All of these issues were brought to attention by Muckrakers like Jacob Riis, the photographer of How the Other Half Lives, and Upton Sinclair, the author of The Jungle. Once these issues were raised, Much to the monopolists dismay, America knew they had†¦show more content†¦These conflicts were started because of the white man’s need to expand his land in order to have more power, land the Native Americans lived on, and when they refused to move a war was started following th e trail of tears and reservation systems. This image demonstrates the large changes implemented by progressive reformers like Richard Henry Pratt as seen by the drastic difference in the appearance of the little boy. Muckrakers like Ida Tarbell and Jacob Riis push for a change through progressive reforms as seen by their published works that brought awareness to the many issues that plagued the Gilded age. Tarbell wrote History of the standard oil company which called attention to the monopolist, John D. Rockefeller and his oil company, and the corruption within this establishment. By writing things like â€Å"There is no independent refiner or jobber who tries to ship oil freight that does not meet incessant discouragement and discrimination.†(Document 3) sheds some light on Rockefellers character and business tactics. By exposing J.D. Rockefeller to the public the common man can now see what was invisible before therefore sparking the flame of change, creating the desire fo r change in these aspects of life. This is the first step to actually making change happen throughout the progressive era. During the progressive era there was a dramatic change in Democracy in order toShow MoreRelatedThe Gilded Age And The Progressive Era3319 Words   |  14 PagesThe Gilded Age and the Progressive Era were times of great change for women in the United States, and women entered into a new standard of living. As times progressed and new advances were made in both society and technology, people had to learn how to adapt to those changes while still being an asset and following societal rules. The purpose of this paper is to acknowledge the reformations and changes brought to people and society by women during the Gilded Age and the Progressive Era. RegardlessRead MoreThe Progressive Era Of The Gilded Age1465 Words   |  6 Pagescomes consequences. Industrialization of the United States had indirectly tarnished the Gilded Age, and now that this era was coming to an end, reformers were left to clean up the mess. Hence, the Progressive era was born. The Progressive movement was based in the urban middle class and focused on the improvement of society, the economy, and politics. Yet, the movement was not unified. Each reform group of the era had a separate goal that they would focus on. Each president also had a separate visionRead MoreThe Gilded Age : The Challenges Of The Progressive Era1344 Words   |  6 PagesThe Gilded Age was associated with many difficulties - unprecedented fortunes and poverty, urban squalor, unhygienic food production, and other issues – that many Americans were left to deal with. In the early 1900s, â€Å"widespread dissatisfaction with new trends in American society spurred the Progressive Era, named for the various ‘progressive’ movements that attracted various constituencies around various reforms† (Andrew et al. 1). This new era was the age in which people tried to solve problemsRead M oreAnalysis Of The Gilded Age And Progressive Era1108 Words   |  5 PagesAnalysis of the Gilded Age and Progressive Era Throughout the history of time, people named certain time periods based on the events that occurred. 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She argues that the Gilded Age and the Progressive should be knownRead MoreThe Gilded Age : A Powerhouse Rose From The Ashes Of The Civil War871 Words   |  4 PagesProgressives in the Gilded Age The Gilded Age: A powerhouse rose from the ashes of the Civil War. From the Civil War until about 1896, the Gilded Age was born. The United States was going through an era of governmental, fiscal and societal restructuring. Gilded Age got its name because Mark Twain seen as a period where everything seemed to be well on the surface but beneath was a scheme of political dishonesty and self-indulgence. Around this time, the affluent upper class was created due to theRead MoreWomen During The Civil War997 Words   |  4 Pagestraditional viewpoints of society of the time. The status of women was shifting rapidly in the Progressive Era. However, middle-class white married women still did not work outside the home. They were expected to stay home and tend to their families. Minority women, on the other hand, had to balance home life and their jobs outside of the home. An extensive advance for a change called the First Reform Era, arose in the years before the Civil War. The new movement included the efforts of social activistsRead MoreThe Gilded Age Of The Nineteenth Century And The Succeeding Period887 Words   |  4 PagesTwo prominent eras of American History were the Gilded Age at the end of the nineteenth century and the succeeding period, the Progressive Era. The Gilded Age, also know as the Second Industrial Revolution, was a peak of high economic development with the rise of technological advancements in a free market environment, meaning that the economy was driven by self-interest instead of government authority. Besides its economic growth, the Gilded Age handle changes in social divisions. After the abolishmentRead MoreThe United States Treatment Of African Americans1291 Words   |  6 Pagesthis was much better than slavery, citizenship came with many troubles of its own. The years following the Civil War, known as the Gilded Age and the Progressive Era, would prove to be, aside from slavery, some of the hardest times for African Americans in all of U.S. history. The years immediately following the Civil War were known as the Gilded Age. During the Gilded Age, African Americans were had just been freed from slavery, given the right to vote, and had many more protections under the federalRead MoreThe Progressive Movement Of The American Progressive Era1259 Words   |  6 PagesWhen it comes to the American Progressive Era there is really no other movement like it. This was a movement that had not just one but many faces that ranged from people as big as Theodore Roosevelt and Woodrow Wilson to people like Jane Addams that accomplished so much. It was a movement so broad that it encompassed basically everyone and spoke not just to but for all those excluded from power. It also wasn’t just one big movement but a conglomeration of them varying from social, to economic, to

Analysis Of Homer s The Odyssey - 978 Words

At the beginning of The Odyssey, Homer informs us of the battle Odysseus faces as he strives to return home to his wife and son. Meanwhile, in Ithaca, his wife Penelope is pursued by many suitors trying to marry her and take over his kingdom. Out of her love for Odysseus, Athena appears to Telemachus as Mentor to give him hope that his father will return and also convince him to set sail in search of his father. In book two, following Mentor’s visit, Telemachus gathers all the suitors and confronts them about their actions toward his mother. Antinous then tells Telemachus of how Penelope had led them on. Throughout The Odyssey, Homer emphasizes many important points with his use of symbolism. One of these points regarded Penelope’s loom. He emphasizes her loom as though to illustrate the ideas of faith, faithfulness, trust and betrayal, as well as the idea of karma. After Telemachus had confronted the suitors of their wrongdoings toward his mother, Antinous spoke up a nd stated, â€Å"she set up a great loom in the royal halls / and she began to weave, and the weaving finespun, / the yarns endless, and she would lead us on: ‘Young men, / my suitors, now that King Odysseus is no more, / go slowly, keen as you are to marry me, until I can finish off this web†¦Ã¢â‚¬  (Lines 102-107). This is the first that Penelope’s loom is referred to as a web, entailing that there is some complexity in the way she keeps her faithfulness to her husband. Although she is not strong enough to keep offShow MoreRelatedAnalysis Of Homer s Odyssey By Homer1202 Words   |  5 Pagescoping with the idea of losing his father and letting others to rule Ithaca. It is noticeable from the beginning of The Odyssey, written by Homer that Telemachus finds himself in a complicated situation where his life is seen to be in danger. He is a character of being distance from people. The idea of Telemachus becoming his own father, threatens suitor’s control in Ithaca. Homer describes Telemachus as a teenager who has not found himself and is on a mission to become an adult as his father. TelemachusRead MoreAnalysis Of Homer s Odyssey By Homer1095 Words   |  5 Pagesused in Homer’s Odyssey is the digression. The digression is departure from the main storyline that does not alter the action of the story, but adds a layer of sentimental content to the plot which usually helps underscore themes central to the story. The digressions in the Odyssey are meticulously written with great attention to detail just like the rest of the epic, and they truly help readers grasp the important aspects of the story. The liberal use of digression in the Odyssey helps build a vividRead MoreAnalysis Of Homer s Odyssey By Homer2018 Words   |  9 PagesThe Odyssey by Homer is more light in tone than the Iliad, of the same author: The good wins while the evil is punished. Even though the gods are still strict, the relationship between Odysseus and Ath ena is a more sincere and equal a relationship than between God and Man in the Iliad. Odysseus is distinguished not only by his bravery, but largely by his intellect and cunning. He is the type of resourceful man whom never gives up, thinks of the causes, is reverent and never gives in. The Odyssey isRead MoreAnalysis Of Homer s Odyssey, By Homer915 Words   |  4 PagesThroughout the Odyssey, the hero, Odysseus is portrayed in two different and contradicting lights: the wise hero and the capricious leader blinded by his own pride. The epic writer, Homer, embodies the theme of hubris throughout Odysseus’ journey home. The idea of hubris, a trait of excessive pride, significantly develops personalities of characters within The Odyssey, and Homer ultimately creates a statement about excessive pride. The dual portrayal of Odysseus leads the reader to ultimatelyRead MoreAnalysis Of Homer s Odyssey By Homer Essay1479 Words   |  6 Pages The word â€Å"Family†, according to Merriam Webster, is thought to be a group of people brought together by common affiliation. The same cannot be said for the culture in the Odyssey by Homer. In the Odyssey, Odysseus is trying to get back home from fighting in the Trojan War. He has been away from home for almost 20 years longing to just be reunited with his kinfolk. Along the way, he comes across many obstacles that hinders him from reaching his home and family in in Ithaca. Luckily, the memoriesRead MoreAnalysis Of Odyssey By Homer s Odyssey2253 Words   |  10 Pagesand Midwifery Council, 2006). The literature surrounding the subject of mentorship is vast and fails to provide a single definition, however the terms used are often similar. Colley (2000) writes that the word mentor originated in Homer’s poem ‘Odyssey’ in which the character oversees the development of Telemachus. Usually mentoring describes the process of an experienced team member using their skills and knowledge to educate and develop a junior or less skilled co-worker (Chartered Institute ofRead MoreAnalysis Of Homer s The Odyssey 1483 Words   |  6 PagesViolence in The Odyssey Violence in Literature can take any form, whether it be natural disaster like and earthquake or a human based disaster like war (Campbell). In Homer’s The Odyssey both types are found†¦ whether it’s Odysseus’s hardships like making it home or dealing with the wrath of the god Poseidon. Every violent scene has its own reasons, some are more reasonable than others. 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Case Study of Unilever KM Samples †MyAssignmenthelp.com

Questions: 1.Describe Unilevers knowledge assets in the context of Unilever's organisational objectives, and classify the knowledge into category(ies) of tacit and/or explicit knowledge. Describe Unilevers KM activities and associate the activities with the knowledge? 2.Describe Unilevers KM issues. Choose 4 KM models from Topic 2 of this unit, among which 2 models are appropriate for Unilever and the other 2 are not and discuss why and why not (you may adapt the existing models to Unilever)? 3.Identify and explain challenge(s) for Unilever's KM, and provide and discuss your own solution(s) to the challenge(s)? 4.Cathy is going to call her team to discuss the way forward. As a team member, you are asked to recommend a KM cycle for Unilever, focusing on activities in each phase? Answers: 1. Unilevers knowledge assets in the context of Unilever'sorganisationalobjectives: Unilever is one of the largest consumer goods at the global level with an annual turnover 40bn. It has its presence in approximate around 100 countries (Unilever UK Ireland 2018). Such a larger presence means there might be few management challenges which could only be mitigated if appropriate strategies are being implemented. One of such challenges to Unilever is the KM (Knowledge Management). They have been following the knowledge management strategy since 1996; however, there are flaws like the updating of senior experts profiles in the CoP (communities of practice). CoP was being initiated in Unilever with a vision to improve its KM by connecting together the companys experts who are geographically dispersed (Sim, King and Price 2016). Classifying the knowledge into tacit and explicit knowledge: KM at Unilever can be divided into two categories such as the follows: Tacit- The knowledge management structure at Unilever is tacit in a form that the experts at the different geographical places are connected through CoP (Grover and Froese 2016). They exchange their experience and learning with each other. They are like the members of CoP workshop. Explicit- The knowledge is explicit in the form that they have created a database portal on the workshop through which employees can access to several domains like learning histories which covers the experiences shared by retired employees (Grover and Froese 2016). DescribingUnileversKMactivitiesand associatetheactivitieswiththeknowledge: As discussed, the activities include the creation of workshop in the CoP (community of practice) where experts from different geographic can come closer to each other and share what their useful experiences are. They have also created an intranet portal that also reflects the explicit knowledge of Unilever has a domain named learning histories. Experts and employees can go to the domain and find what the senior retired professionals have followed under different circumstances. This is another way of enriching the knowledge management (KM) (Sim, King and Price 2016). 2. Unilevers KM issues: One of the issues, as identified in the attached case study, is the updating of CoP (community of practice). The experts from different branch locations of Unilever at the global level do not regularly update their profiles. This is problematic because if there is no update then the flow of knowledge would be hampered (Chang and Lin 2015). Another issue as being identified by the new CEO Paul Polman is the alienation of knowledge management with the Unilevers organisational objectives. Cathy has more or less the same views on KM who is the head of knowledge management group in Unilever. Cathy has indicated that there is a need to align the knowledge management process with the thought process of companys CEO. Cathy further added that professional competencies are not just doing what people know but, it is giving importance to what should be known in order to deliver the success. Selecting 4 models of which 2 are suitable to Unilever and 2 not. Discuss why or why not: The four models are Organisational Epistemology Model, Knowledge Spiral Model, Sense-Making KM Model and Building Using Knowledge Model (Strunga 2015). Organisational Epistemology Model is similar to Unilevers CoP (community workshops) as the model has emphasised on having an organisational structure in which individual member shares their innovative thoughts to facilitate organisational knowledge. The Knowledge Spiral Model is not appropriate to Unilevers KM because the model facilitates a knowledge management based on a continuous updating of a tacit and explicit form of knowledge. The Sense-Making KM Model is also not suitable to Unilevers KM as the model encourages individual contribution and their external information. The Building Using Knowledge Model is in the line with the Unilevers CoP workshop as the model governs the organising of knowledge in a storehouse for users, so that, they are able to utilise the correct knowledge in context to specific problem (Strunga 2015). T his is exactly similar in meaning to the Unilevers CoP workshop where every expert from different geographic is able to get strategic approaches to a specific problem. 3. Challenge(s)forUnilever'sKM: The challenge to Unilevers KM is evident from the views of new CEO which has indicated towards its alienation with the organizational objectives. The fact has also been supported by Cathy who is the head of Unilever's knowledge management group. One of the objectives of Unilever is to establish a continuous flow of both tacit and explicit knowledge, so that, they could construct better strategies to counter the challenges and be one of the leading names in the competition. However, such thing is not happening as believed by the new CEO and the knowledge management group head. They have identified few reasons for it such as an irregular updating from senior experts at the different geographic locations (Wong et al. 2015). The community CoP was developed keeping in mind that expert's views would be exchanged and thereby, benefit the decision-making capabilities. An intranet portal was also being developed, so that, it could be made both interesting and engaging. The portal had contents like learning histories which showcases the experience of retired professionals when they were the part of Unilever. It was being developed, so that, existing experts could know from such experiences that how to handle a specific situation. Despite such strategies, the knowledge management process in Unilever has flaws. However, it is indicative only that probable reason for it could be the inactive responses from the experts. Discussing the recommended solutions: The recommendations would be to align the knowledge management process with the organisational objectives. Moreover, the senior experts would be required to regularly update their profiling on the CoP workshop. This is necessary as team will find the experts views and experiences on different strategic challenges. Moreover, will keep getting the number of views on similar kind of challenges and hence, they will grow in knowledge which is necessary to maintain an equivalent success in different branch locations (Antle et al. 2017). 4. Recommendinga KMcycleforUnilever: There are various cycles using which knowledge management in Unilever can be improved; however, the Integrated KM Cycle looks the most feasible with the existing organisational procedure. The integrated KM cycle follows some principles which are quite similar in meaning to Unilevers CoP which is why Cathy may find this cycle much more effective than the rest other cycles. The integrated KM cycle adheres to the following process: Capturing the knowledge or creating it and then after assessing the suitability of the knowledge, passing it to others. This is a one form of tacit knowledge. The next stage is contextualising the concept and applying it to a problem situation. If it is productive then applying it by updating to the storehouse of knowledge management (Strunga 2015). The process cycle is exactly similar in meaning to the Unilevers CoP where experts share their experience in different challenging situations. The senior experts first capture the information and then asses it on some strategic situation. If they find this effective then they apply it to the organisation by updating this to the intranet portal. However, the experts have expectedly lacked in updating their knowledge and thoughts which are why the workshop has suffered and could not deliver the updated knowledge that could have helped Unilever in being in line with the organisational objectives. Cathy with the help of Integrated KM Cycle ca n highlight her team member the areas where they have lagged. Moreover, Cathy can also show the importance of following the chosen cycle. References: Antle, J.M., Basso, B., Conant, R.T., Godfray, H.C.J., Jones, J.W., Herrero, M., Howitt, R.E., Keating, B.A., Munoz-Carpena, R., Rosenzweig, C. and Tittonell, P., 2017. Towards a new generation of agricultural system data, models and knowledge products: Design and improvement.Agricultural systems,155, pp.255-268. Chang, C.L.H. and Lin, T.C., 2015. The role of organizational culture in the knowledge management process.Journal of Knowledge management,19(3), pp.433-455. Grover, R. and Froese, T.M., 2016. Knowledge management in construction using a SocioBIM platform: A case study of AYO smart home project.Procedia Engineering,145, pp.1283-1290. Sim, S., King, H. and Price, E., 2016. The role of science in shaping sustainable business: unilever case study. InTaking Stock of Industrial Ecology(pp. 291-302). Springer, Cham. Strunga, A., 2015. The Integration of Virtual Learning Communities into Universities Knowledge Management Models.Procedia-Social and Behavioral Sciences,197, pp.2430-2434. Unilever UK Ireland. 2018.Home. [online] Available at: https://www.unilever.co.uk/ [Accessed 14 Mar. 2018]. Wong, K.Y., Tan, L.P., Lee, C.S. and Wong, W.P., 2015. Knowledge Management performance measurement: measures, approaches, trends and future directions.Information Development,31(3), pp.239-257.