Queen Elizabeth As A Ruler For England - 1296 Words

Even today, there are many who doubt the capability of a woman in a position of authority. When Elizabeth was appointed the Queen of England in a Constitutional Monarchy, many subjects of the English state did not respect her. This was in part due to her sister Mary’s previous failings as a ruler for England, as well as misogynistic assumptions about a woman’s ability to rule that were especially prevalent at this time in Western Europe. Throughout her 50 years of reign, Elizabeth not only managed to assert herself as a cunning and capable leader and Queen, but also gained the love of the English people. It was through the way Elizabeth saw herself as a religious figure that she accomplished this feat. Although Queen Elizabeth used masculine traits to assert dominance, she saw that it was her femininity that gave her the real advantage by creating her image after the Virgin Mary. Since she began her reign, Queen Elizabeth was highly aware that portraying aspects of masculinity would be beneficial to gaining the respect of her subjects. When England was awaiting a possible invasion by the Spanish Armada, the state of England’s defenses was poor and the outlook was grim. In spite of this, Elizabeth personally delivered an inspiring speech to the troops, and in the process took on a masculine role by doing so. â€Å"I myself will take up arms, I myself will be your general, judge, and rewarder† (â€Å"Speech to the Troops at Tillbury†). She tells her warriors that when they need her theShow MoreRelatedQueen Elizabeth I; a Powerful Ruler in England2773 Words   |  12 PagesHistory 111 6 May 2010 Queen Elizabeth I: A Powerful Ruler in History While there was no law in Tudor England preventing appointment of a woman on the throne, the ruling of a woman was considered unfavorable. Women were not normally held high in command because it was believed that women could not rule well. During a time where the role of women was contained, Elizabeth I of England proved her power and remained the only unmarried queen in England’s history. She reined England from 1558 to 1603 andRead MoreQueen Elizabeth Of England s Greatest Rulers1739 Words   |  7 Pages Queen Elizabeth I Arden Dowd Aug. 7. 2016 Mr. Dickerman Born in 1533, Queen Elizabeth I of England was arguably one of England’s greatest rulers. She and her caretakers smartly kept a low profile when she was young, which kept her alive and in-line to the throne. Once she ascended to the throne she asserted her own identity, even as she balanced the concerns of her citizens, which helped her stay in power. She was measured in her view about religion, an important concern at theRead MoreEssay about Queen Elizabeth I: The Most Glorious Ruler of England 1074 Words   |  5 Pagesgreatest monarchs, and brought England out of destitution, and into one of its most glorious periods, the Elizabethan Age. Though, she suffered greatly before crowning; throughout her rule as Queen, England was reformed and fortified to be one of the most powerful countries in the known world. Elizabeth was born in the Greenwich Palace on September 7, 1533 to Anne Boleyn and King Henry VIII of England. (Stated on page 1 of Crompton, Samuel Willard. Queen Elizabeth and Englands Golden Age. ChelseaRead MoreEssay on Elizabeth1032 Words   |  5 Pages Elizabeth I nbsp;nbsp;nbsp;nbsp;nbsp;Were Queen Elizabeth I and Catherine the Great effective rulers? Were their reign’s characterized as good or not so well? Disregarding the opinion of those who reigned concurrently or historians today, these two ruled their country in a time of turmoil and uncertainty! The world and the people within it were undergoing a major transition. New lands were being discovered as well as major role-playing continents and countries were changing status. Some losingRead MoreThe Machiavellian Struggle in Spain and England during the Reformation881 Words   |  3 Pagesas England, and a time of decline for other countries like Spain. These two particular countries, England and Spain, had two very powerful rulers who helped determine the fate of their nations. Phillip II of Spain was born into a very powerful family of extremely Machiavellian heritage. He had control of the Netherlands, Spain, parts of the North and South Americas, and parts of Asia and Brazil . He was also extremely Catholic and loyal to the Catholic Church. Queen Elizabeth I of England inheritedRead MoreQueen Elizabeth I : The Golden Age Of The Elizabethan Era1000 Words   |  4 Pageslook back fondly on the Elizabethan Era as one of the times when England was very close to achieving a golden age. While living under Queen Elizabeth did bring about troubles, such as an extreme system of punishment and quarrels with the Catholics, the Elizabethan Era was a time of peace and prosperity, heavily contrasting life before and after Elizabeth’s reign. In a time when England was almost about to tear itself apart, Queen Elizabeth I came to power and improved the situation. Her influence ledRead More Overview of the Monarchs of the Tudor Dynasty Essay1184 Words   |  5 Pagesbecame England’s first ruler, he was the first of many to come. The many King and Queens of England are divided into different eras by families. One of the families was the Tudor family, whic h is a well-known English monarchy. The Tudors were a family that ruled England from 1485 to 1603 whom ranged from Henry VII to Elizabeth I these rulers were well known because of different attributes they gave England. I will be providing information about all six rulers that reigned England in this distinctiveRead MoreElizabeth : A Dangerous World Of Political Conspiracy970 Words   |  4 PagesElizabeth was the daughter of a disrespected and executed mother; Elizabeth was the last in line to take over the throne of England. Elizabeth was born into a dangerous world of political conspiracy, on September 7th, 1533. England had been ravaged by religious conflict, was at war with Spain and France, and in debt when Elizabeth took control of the throne. Scandals and politics made Elizabeth reject Robert Dudley, her true love, and execute his stepson, Lord Essex. This book shows the witty,Read MoreReview Of Hail The Virgin Queen Essay1514 Words   |  7 PagesHail The Virgin Queen Elizabeth, a film made in 1998 depicts the early years of the reign of Elizabeth I of England and her struggle of learning exactly what it means to be a woman in control of an entire nation. This film is a historical drama with as many ups, downs, twists, and turns one would expect in a film where the main character is considered one of the most esteemed women in history. Elizabeth, played by actress Cate Blanchett at a time when England was divided in deciding whether or notRead MoreThe Acts of Supremacy719 Words   |  3 PagesThe first Act of Supremacy was introduced by Henry VIII in 1534 during his rule of England. Later, when Elizabeth I came to the throne, the second Act of Supremacy was introduced to bring back the reforms that Mary had abolished. Both of these acts have many similarities but also some fundamental differences that helped indicate the type of ruler each monarch would be. Before discussing the differences it is important to first understand how the Act of Supre macy came about. Little is known about

The Sun Also Rises By Ernest Hemingway - 1918 Words

Zach Ullom Eng-125F-SO2 Dr. Les Hunter December 3, 2015 Brett Ashley: Whore or Heroine in The Sun Also Rises After a thorough reading and in-depth analyzation of Ernest Hemingway’s riveting novel The Sun Also Rises, the character of Brett Ashley may be seen in a number of different ways. While some critics such as Mimi Reisel Gladstein view Brett as a Circe or bitch-goddess, others such as Carol H. Smith see Brett as a woman who has been emotionally broken by the world around her. I tend lean towards the latter of these views, simply because of the many tragedies that transpired. Brett Ashley is a heroine who, despite being wounded by love and war, continues to pursue true love. Mimi Reisel Gladstein does make an excellent case for Brett as a modern-day Circe, or bitch-goddess. â€Å"Brett is a drunkard, a nymphomaniac, or a Circe who turns men into swine† (Gladstein 58). She has this transforming effect on several men throughout the course of the novel, because of her extreme physical beauty. This effect is what causes almost every conflict in the novel, either directly or indirectly. Men such as Robert Cohn and Mike Campbell place Brett on a pedestal where Brett can do no wrong. After a single affair with Brett, Robert Cohn repeatedly offers himself to Brett, and follows her around the entire trip. Mimi uses the comparison to a dog on a leash, which accurately describes how Robert Cohn acts around Brett in my opinion. I wouldn’t go as far as Mimi Gladstein though, or MikeShow MoreRelatedThe Sun Also Rises By Ernest Hemingway1649 Words   |  7 PagesThe Sun Also Rises Ernest Hemingway Introduction Ernest Hemingway’s The Sun Also Rises is a classic work of American prose, and is essential to understanding the social climate of the 1920’s, and the â€Å"Lost Generation†. Hemingway’s motley cast of star-crossed lovers, rabble-rousers, expatriates, gamblers, and burgeoning alcoholics reflect the excitement, loneliness, and disillusionment experienced by Hemingway and his contemporaries. In addition, the post-war angst of young people of the time isRead MoreThe Sun Also Rises By Ernest Hemingway Essay889 Words   |  4 Pages Books are long. While â€Å"The Sun Also Rises† by Ernest Hemingway is a relatively short book, it still contains a wealth of intricate detail. In any short analysis of such a work of literature, some detail is almost assuredly lost. Hemingway has a lot to say through this story, despite his brevity with words. While not necessarily the most important elements of the book, I shall cast our focus on what Hemingway says thr ough the characters alcoholism and personal relationships. These characters haveRead MoreThe Sun Also Rises by Ernest Hemingway656 Words   |  3 PagesErnest Hemingway is an American twentieth century novelist who served in World War I. During World War I, he served as an ambulance driver for the Italian army. He wrote the novel The Sun Also Rises in Paris in the 1920s. Hemingway argues that the Lost Generation suffered immensely after World War I because of severe problems with masculinity, alcohol, and love. Masculinity creates a strong tension amongst the male characters in The Sun Also Rises. The clearest example is the impotency of theRead MoreThe Sun Also Rises By Ernest Hemingway1169 Words   |  5 PagesThe Sun Also Rises, written by Ernest Hemingway, is a novel about a group of young expatriates, living in Paris after World War I and going on a trip to Spain filled with drinking, bullfighting, and much more. The protagonist, Jake Barnes, an impotent American WWI veteran and bullfighting aficionado, spends much of his time watching and sometimes helping Brett, the woman he loves, go off with other men. Most of the book takes place in urban areas like Paris and Pamplona is filled with drunken fightsRead MoreThe Sun Also Rises By Ernest Hemingway Essay1676 Words   |  7 PagesErnest Hemingway’s The Sun Also Rises presents an interesting commentary on the fluidity of gender roles and the effects of stepping outside of the socially constructed binary approach to gender. Jake’s impotence and his inability to win Brett romantically results in a struggle wit h masculinity and inadequacy. Brett, possessing many masculine attributes, serves as a foil and embodies the masculinity the men in the novel lack. The juxtaposition of Jake’s struggle and Brett’s refusal to adhere to conventionalRead MoreThe Sun Also Rises by Ernest Hemingway1195 Words   |  5 Pagespowerful aspects of a book. For instance, when a reader reads the title The Sun Also Rises, written by Ernest Hemingway, the reader is able to understand that the title of the novel is connected directly to the message that the author is attempting to convey. The title later brings forth much more significance towards the very end of the novel when the reader pauses and contemplates Hemingway’s motives. The title The Sun Also Rises has the ability to stimulate deep thought within a reader, thus forcingRead MoreThe Sun Also Rises By Ernest Hemingway Essay2149 Words   |  9 PagesErnest Hemingway was one of America’s premiere authors during the early 1900 ’s. He brilliantly wrote a short story or novel in a fashion that was unconventional for the time period. While reading any work by Hemingway the reader has to keep in mind that what is written might be tied to some other part in the story. Hemingway many different writing strategies to keep the reader engaged throughout his stories. Ernest Hemingway is able to keep the readers engaged throughout this novel by incorporatingRead MoreThe Sun Also Rises By Ernest Hemingway1245 Words   |  5 PagesThe writer of The Sun Also Rises, Ernest Hemingway was a short story writer, journalist, and an American novelist. He produced most of his work between the nineteen twenties and nineteen fifties. One of Hemingway’s many novels, The Sun Also Rises was originally published on October 22, 1926. In the novel, The Sun Also Rises, Hemingway uses the lead female character, Lady Brett Ashley to portray the new age of women in that time period. In the beginning of the novel when Brett is introduced, sheRead MoreThe Sun Also Rises, Ernest Hemingway1101 Words   |  4 PagesIn most cases all anyone needs in life is love. But what is love? In The sun Also Rises by Ernest Hemingway we get the sad truth about what love sometimes is in the real world and in some cases alike this novel, there are many reasons in which love is lost. One of the reasons for lost love is sex. Unfortunately the sexual drive of other characters in the novel dictates whether they love each other or not. Another factor that plays a huge role of leaving love hopeless is alcohol. In this novelRead MoreThe Sun Also Rises By Ernest Hemingway2494 Words   |  10 PagesThe theme of male insecurity is a prominent theme in Ernest Hemingway s novel, The Sun Also Rises. While many soldiers suffered from disillusionment with the Great War and how it was supposed to make men of them, Jake bore the additional burden of insecurity because of his war wound. Inse curity operates on several levels and surfaces in many ways through the characters we encounter in this novel. We learn from observing Jake and his friends that manhood and insecurity are linked sometimes unfairly

Performance Management Policy Of Coles †MyAssignmenthelp.com

Question: Discuss about the Performance Management Policy Of Coles. Answer: Introduction Human resource management is one of important parameters of a company and organization. Delving deep into the aspect, the resources, which the personnel use for the managing the business activities connotes the true essence of human resource management. This is a very broad topic, which includes within it various and wide-ranging aspects (Tyson 2014). This assignment specifically deals with the policies implemented by Coles personnel for managing the performance of the employees. Policies can be correlated with the aspect of management in terms of moulding the employees into the organizational requirements. Detailed approach of the assignment enhances the clarity of the readers regarding the specifications of the performance management policies in companies like Coles. Purpose The policy taken into consideration is Performance Evaluation by National Office. The main purpose of this policy is to set appropriate appraisals for the efforts put in by the employees. Inspection of the performance by the members of the National Office helps the managers of Coles in valuing the efforts of the employees (Coles.com.au 2017). In other words, the major drive behind introducing the policies of performance management is to extract the best out of the employees. In other words, the main reasons for abiding by this policy are to strengthen the bondage between the managers and the employees. Policy in this direction reflects the legal touch on Coles in terms of safeguarding the Cole personnel from the illegal activities. Herein lays the appropriateness of hiring the National Office personnel regarding inspection of the performance of employees (Coles.com.au 2017). This policy is exercized in coles through the following objectives: Measuring and regulating the performance of the employees. The National Office members assist the personnel of Coles in this evaluation process. This evaluation includes consideration of the attributes exposed by the employees towards the execution of the allocated duties and responsibilities. Within this, the Officers take special note of the outcomes of the levied orders and instructions on the employees. Along with the evaluation, one of the other purposes of the policy is to ensure that the employees and the other personnel are updated about the performance objectives and their results. This awareness helps the employees of Coles in direct initiation of the allocated duties and responsibilities after two or three training sessions (com.au 2017). Within this, the managers make it a point to check the reliability and accessibility of the identified and the specified goals. Along with this, the policy also helps the managers to excavate the need for training by evaluating the initial phases of completing the allocated responsibilities. Motivating and encouraging the employees for exposing consistent performance is one of the other purposes of this policy. The managers of Coles apply effective management techniques for regulating the performance of the employees. This is done by setting goals, objectives and key performance indicators for the employees (com.au 2017). Scope The members of the National Office of Australia investigate the performance of the employees of Coles. The managers are a medium in this process, who intimates the recent human resource management activities in the workplace. These activities reflect the interconnection between the internal and external environment of Coles. Social media connects the workplace of Coles with the external agencies (Coles.com.au 2017). The funds for this policy come from the expenses of the National Office of Australia, which is tracked regularly. As a matter of specification, the personnel are to send drafts regarding the utilization of the funds in executing the activities related to the implementation of the performance management policy. The related policies are Code of Conduct, Statement of Corporate Purpose and Managing Unsatisfactory Performance. For effective evaluation of the employee performance, adherence to the code of conduct is a crucial element. Sending drafts about the outcomes can be considered as the Statement of corporate response, as it is sent to the National Office staffs (Coles.com.au 2017). In case of the achieving negative outcomes, the managers of coles need to apply effective management techniques for restoring the lost productivity. Herein lays the importance of the performance management systems. Viewing it from the other perspective, all the related policies are set by the National Office staffs, which the personnel of Coles are entrusted to follow. Out of the three related policies, code of conduct is the most important, as it indicates the behavior, which the employees and the managers are to expose in the workplace environment. Code of conduct can be considered as the solution for managing the unsatisfactory performances exposed by the employees. In terms of the serious cases, the law officials are hired, who take serious actions against the employee (Coles.com.au 2017). Policy statement Statement acts as a document for the companies and organizations in terms of safeguarding themselves from the illegal instances. These statements are the proof in terms of validating the policies introduced. This framework is an integral part of the Performance Management Policy of Coles. This policy is designed for assisting the managers in terms of regulating and evaluating the performance of the employees. The forms of this assistance are developing the accountabilities, key performance indicators and training resources for achieving excellence. All the departments of Coles possess the authority to implement the policy according to the identified and the specified objectives (Coles.com.au 2017). This is according to the estimated plans and time frames for reviewing the exposed performance and the additional requirements needed to reach to the benchmark level of performance. The managers, staffs and Board of Directors are to comply with the agreements, terms and conditions. The Directors should negotiate with the stakeholders and shareholders within February/March of every year. After 6 months, that is in June/July, evaluation of the reviews need to be executed. One of an important aspect of the policy is the signed agreement within 2 months of being allocated a duty or being posted to a position (Coles.com.au 2017). Activities Employee performance valuation activities of Coles Company identify the major objective behind process of performance valuation. In addition, performance evaluation activities of Coles also offer general guidelines in carrying out the performance evaluation (Azzopardi and Nash 2013). Considering several human resource performance benefits, Coles Company has decided to certain performance evaluation activities through establishing performance management procedures and policies that has facilitated the company in attaining organizational goals. Coles has two types of functions including evaluative and developmental function. To evaluate the effectiveness of training and reward programs on the performance of employees, the company has existing policy of carrying out performance appraisal, individual performance evaluation and develop an evidence based collection process (Chen and Fong 2015). Evaluation process of Coles Company regarding a job performed by employees includes regular review of job activities along with maintaining performance standards with anticipated results and documentation of an employee performance plan. Performance valuation activities of Coles company also includes performance feedback strategies that include formal and informal feedback. Informal feedback process of Coles is on-going along with constant flow of formal feedback before the final performance evaluation or appraisal (Coles.com.au. 2017). Employee performance evaluation activities followed by Coles are explained below: Role responsibilities- Coles also makes sure that performance of employees are evaluated based on responsibilities that are relied on the aspects included in job description and other assigned duties. Moreover, performance evaluation activities of Coles is also relied on the extent took which employees performed satisfactorily on regular duties of assigned job (Hunter and Nielsen 2013). Individual goals- Performance evaluation of Coles also focuses on analysing individual employee responsibilities that is relied on employee adherence to the aspects of job description and several assigned duties. Moreover, performance evaluation is relied on the extent to which employees perform satisfactorily in their regular duties of assigned job (Nielsen and Hunter 2013). Behaviours- Performance of an employee is evaluated by Coles through analysing the ways in which employees act on performing responsibilities and attaining organizational goals. Employee behaviour is evaluated based on measuring and focussing on the ways in which works are achieved and based on behaviours listed in Coles Company Behaviour Guidelines (Parker et al. 2013). Overall evaluation- The Company conducts overall employee performance evaluation through tracking how well an employee performed based on his/her yearly track record on behaviour, personal goals and role responsibilities. Overall evaluation activities of the company are supported by proper documentation and comments and are reviewed with employee after approval of the manager. One-On-One meeting- Another performance evaluation activity followed by Coles is face to face performance discussion with employees. Open and frequent communication all through the year along with regular review of employment program and collective bargaining agreement is carried out by the company for analysing performance of employees. Accountabilities Coles Company is accountable in constantly reviewing employee performance evaluation policies and practices to make sure that these remain consistent with the business strategy of company in adherence to business objectives and strategy along with values and culture. The company also maintains the responsibility of maintaining appropriate performance evaluation, management, and succession planning and development activities to establish a high performance company culture (Pollitt 2013). Employee performance evaluation responsibility is well addressed by Coles Company as a part of performance management process. This is for the reason that this serves as an effective tool that can support employee development and improvement. Being accountable in performance valuation of employees, Coles Company carries out regular short meetings along with recording and discussing milestones successes and accomplishments. Fulfilling these accountabilities facilitates Coles Company in monitoring progress on performance goals and offering development programs as required. Moreover, carrying out short meetings decreases excessive effort that is required for preparing and carrying out yearly employee performance reviews. This is because the company has been accountable in tracking performance and progress along with offering necessary feedback when it is highly valuable (Wang et al. 2016). Coles Company considers it to be its accountability that in maintaining appropriate performance evaluation techniques it ensures performance standards and expectations to the employees. This facilitates the companys employees in differentiating among unacceptable and acceptable behaviours in performance along with decreasing certain misunderstandings. While carrying out performance evaluation Coles Company makes sure that: It coaches its employees in a manner that makes two-way communication effective along with reinforcing desired behaviours Employees professional and career development are supported by the company in order t make them highly accountable for it The company takes the responsibility to make sure that employee performance evaluation reviews are submitted by assigned deadline In developing proper employee performance evaluation activities, Coles Company considers itself accountable in: Developing effective practice performance management process (Wang et al. 2016). Setting realistic deadlines in completing every step within performance evaluation process Developing and explaining performance evaluation rating scale along with analysing distinct performance levels and the ways in which the company expects such ratings to be used Offering training to employees and managers regarding the performance evaluation process along with explaining the steps involved, related responsibilities along with benefits attained by all that addresses specific performance valuation needs considering job responsibilities of employees Conclusion The objective of this paper was to evaluate the performance management and evaluation policies of Coles Limited Company. From completion of the paper it is gathered that To evaluate the effectiveness of training and reward programs on the performance of employees, the company has existing policy of carrying out performance appraisal, individual performance evaluation and develop an evidence based collection process. The company also maintains the responsibility of maintaining appropriate performance evaluation, management, and succession planning and development activities to establish a high performance company culture. Evaluation process of Coles Company regarding a job performed by employees includes regular review of job activities along with maintaining performance standards with anticipated results and documentation of an employee performance plan. Moreover, employee performance evaluation responsibility is well addressed by Coles Company as a part of performance management pro cess. This is for the reason that this serves as an effective tool that can support employee development and improvement. References Azzopardi, E. and Nash, R., 2013. A critical evaluation of importanceperformance analysis.Tourism Management,35, pp.222-233. Chen, L. and Fong, P.S., 2015. Evaluation of knowledge management performance: An organic approach.Information Management,52(4), pp.431-453. Coles.com.au (2017). About us. Available at: https://www.coles.com.au/ [Accessed on 7th November 2017] Coles.com.au., 2017.About Coles. [online] Available at: https://www.coles.com.au/about-coles [Accessed 7 Nov. 2017]. Hunter, D.E. and Nielsen, S.B., 2013. Performance management and evaluation: Exploring complementarities.New Directions for Evaluation,2013(137), pp.7-17. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), pp.1-56. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Nielsen, S.B. and Hunter, D.E., 2013. Challenges to and forms of complementarity between performance management and evaluation.New Directions for Evaluation,2013(137), pp.115-123. Parker, D., Verlinden, A., Nussey, R., Ford, M. and Pathak, R.D., 2013. Critical evaluation of project-based performance management: change intervention integration.International Journal of Productivity and Performance Management,62(4), pp.407-419. Pollitt, C., 2013. The logics of performance management.Evaluation,19(4), pp.346-363. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tyson, S., 2014.Essentials of human resource management. Routledge. Wang, J., Ding, D., Liu, O. and Li, M., 2016. A synthetic method for knowledge management performance evaluation based on triangular fuzzy number and group support systems.Applied Soft Computing,39, pp.11-20.

Northrop Frye Theories on Literature

Northrop Frye is man who proposed several theories in the study of literature. In analysing the Bible as a book of literature, he showed different themes of typology, identity, metaphors, parallelism, symbolism and allegory. All these are concepts in most forms of literature. He believed that the Bible was like any other book of literature which had become part of history yet its origin was a myth.Advertising We will write a custom essay sample on Northrop Frye Theories on Literature specifically for you for only $16.05 $11/page Learn More Typology Typology is described by Frye as being a figure of speech moving in time. It occurs where there is an antitype in the present which is a type of event that existed in the past. It is a theory that states that events in history have a meaning and an event in the future will cause people to understand the event in the past. It is also the belief that the things that occur now will achieve an objective and have a meaning. Frye points out that this is as a belief system that has its origins in the Bible. Typology in the Bible moves both in the past and in the future. Frye says â€Å"Everything that happens in the Old Testament is a type or adumbration of something that happens in the New Testament† (167). In expressing this concept, Frye shows that the Bible is essentially sealed (Woodman, 1997). Paul in the book of Romans says that Adam was a typology of Christ and that Christian baptism in the New Testament is represented by the salvation of mankind in the flood of Noah (Frye, 1981, pg 167). In history, Frye observes that the prophesies of Marx and Engels are fulfilled In the Bolshevist revolution organized by Lenin. The whole Bible has a chronology of types and antitypes. Frye sees the Bible as a series of several ups and downs. There is the sin of man followed by the redemption of man. Furthermore Frye says that the Exodus is indeed the last thing that happens in the Old Testament (Withrow, 2009). The Bible has a U-Shaped plot. It starts with the harmonious state of man in Genesis then the disintegration of this harmonious state, In the middle of the plot, there are chaos, disasters and victories (Jackson, 2003). The world goes back to the harmonious state at the end of the book in Revelation. This U-Shaped plot also exists in the specific books of the Bible such as Judges, Kings and Job.Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Each story within the Bible acts as a type of the other stories and the overall Bible story. Jackson says of Frye that â€Å"One of his theories holds that literature exists as a whole and not just a collection of individual stories.†(2003).The theme repetition in the book works to create a sense of De javu and premonition. There are common typologies in the Bible expressed by aspects such as the sheep, the shepherd, the tree , the garden and the ocean. (Marx, 1994) It shows the events in the stories have great significance and they represent other events in the past and future. Furthermore Marx says â€Å"repetitions of plot and image tie the many books of the Bible together, and also create a sense of deja vu and premonition, hinting that discreet events have some greater symbolic significance, that they are both themselves and not themselves, that time may be an illusion†(1994). There is great symbolism between Moses and Christ which Frye examines in his book. Moses is the parallel of Christ and Frye examines the many similarities in the two men’s life. Moses delivered the people of Israel from Pharaoh and Jesus has come to bring about the deliverance of mankind. The Bible presents itself to the reader with the suggestion that it should be read as having typologies and metaphors of other events in the Bible. Frye insists that the typology does not exist in the Bible alone. It also exists in other works. Despite Judaism not having the New Testament there is typology in the Old Testament. There are events that occur in the Old Testament that are a type of the events that occur later in the Old Testament. During the Exodus, Aaron makes a golden calf for the Israelites to worship. There is a typology for this event later in the history of Israel when the Kings set up golden calves all over the country for the people to worship. The worship of gods and idols by the Canaanites is a type of which the Bible is an antitype. The Bible is different as it advocates for the worship of the true God. Another example of typology is shown by the phases of society growth.Advertising We will write a custom essay sample on Northrop Frye Theories on Literature specifically for you for only $16.05 $11/page Learn More The social society begins with the local gods then progresses to regional gods. As the tribes grow to become nations, leaders emerge who begin to see themselves as the rulers of this world. This is a type with the Biblical concepts as an antitype since the Bible advocates for monotheism with God as the only ruler. In looking at leaders, the Bible says that a certain leader is not bad but the one who arises after may be evil. The current leader is the antitype of which another will be the type. In the Old Testament, the Pharaoh at that time welcomed Israel into Egypt, however later there arose a king whose mission in life was to destroy the Jews. In the Old Testament, King Cyrus and Darius are deeply respected however their descendent Xerxes in the book of Esther is almost convinced by the cruel Haman to endorse a project that will extinguish the Jews. In history there is Alexander the great, who Josephus welcomes into Jerusalem. However his lineage produced Antiochus Epiphanies who really persecuted the Jews mercilessly. The Old Testament predicts the future speaking of the emergence of an antichrist. Paul in Thessalonian s, speaks of the antichrist saying â€Å"The son of perdition, who opposeth and exalteth himself above all that is called God, or that is worshipped; so that he as God sitteth in the temple of God, shewing himself that he is God† The antichrist is totally against God and all that He represents. He is the type of the antichrists that have already existed. In history the Jews were outraged against Antiochus Epiphanies who desecrated the temple of God and dedicated it to his god, Zeus. This act of desecrating the temple was worse than his act of persecuting the Jews. The description of the antichrist that Paul uses has been derived from the book of Daniel. Daniel speaks of the abomination at the temple when he prophesies of the end times. The typology in the bible extends to the future. The book of Revelation prophesies what will happen to the world and the church in the future. Allegory This is where a story finds a deeper meaning through the interpretation or translation of a concept or argument. The Bible has several examples of allegory. In totality, the prophets of the Old Testament spoke of the coming of the Messiah. They also spoke of the Laws of the Old Testament being no longer binding or legalistic.Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Rather there were the allegories of the spiritual truths of the Bible. In the book, The Pilgrim’s progress this concept is illustrated where Faithful deeply explores the Law on the animal the Israelites was not supposed to eat. He notes that the beast that Moses described as clean had hoofs that were parted and it chewed cud. To chew the cud was a metaphor for seeking knowledge while parting the hoof meant that a person had left the path of sinners. The animal was to possess both physical qualities, not one alone. Christian, a character in the book acknowledges that he should indeed know the gospel meanings of the text. In Genesis 4:24 Paul uses allegory in talking of Abraham’s two wives and how they represent truths in the gospel of God. Woodman highlights another example by saying â€Å"Frye illustrates the metaphorical reality of the Bible by arguing that when Jesus says â€Å"I am the door† (John 10:9)—another translation is â€Å"the gate†Ã¢â ‚¬â€there are â€Å"no doors outside the verse to be pointed to† (Great Code 61)†(1997). Jesus uses the object door and gate to show the spiritual truth he is the way to the father. Identity There is another aspect that Frye explores in the Bible. He notes that there is the concept of identity in literature. Frye believed that literature was a metaphor, a mirror image of something else. It was an identity of what humans did. He compares the Bible to different aspects of the western culture and the way of life. The Old Testament focus was on the Nation of Israel while the focus of the New Testament was on the person Jesus Christ. Frye notes that even before we are born or start to exist we are identified with something. An example of identity is the way a king represents his people yet he is an individual. Queen Elizabeth draws crowds because she represents the people and country of England. That is what is remarkable about her. It is not anything in particular about he r individuality or persona. In today’s world, most countries believe they have done away with the monarchy system however they forget while speaking of countries and charismatic leaders. The people of a country will still be identified with the names of their countries or their leaders. The news broadcasters always speak of what Japan, Mexico or Japan has done. The news is given as if the three countries are individual persons. As much as people do not want have the royalty system in their country, it still keeps coming out. For example In the World War 1 and 2, a news broadcaster or political leader would say â€Å"Mussolini has attacked a country† or â€Å"Hitler is advancing towards Poland†. These two individuals were not doing the actions rather it was the soldiers of these countries yet the leaders represented the people. Frye shows the way this identity concept is expressed in the Bible. When the king of Israel or Judah was captured he represented the dest ruction of the whole country. There are two incidences to illustrate this. When Nebuchadnezzar invaded Jerusalem and captured Zedekiah, Jeremiah in lamentations 4:20 notes that â€Å"The breath of our nostrils, the anointed of the Lord, was taken in their pits, of whom we said, under his shadow we shall live among the heathen†. The first phrase is interesting in that it speaks of the breath of our nostrils. It is Zedekiah who is captured yet his breath represents the breath of the people. The king therefore represents his people. His body is actually the people. The second example that Frye gives is of the suffering servant described in the book of Isaiah† He is despised and rejected of men; a man of sorrows, and acquainted with grief: and we hid as it were our faces from him; he was despised, and we esteemed him not†. The people who rejected him and despised him are the nation of Israel regardless of the fact it was just a few of them. The ones who actually did t he act represented the rest of the people. An interesting identity concept that Frye observes in the Old Testament is that while tracing the lineage of Jesus Christ, the apostles say that Joseph was the father of Christ yet Jacob was the father. Jacob is identified with his ancestor, Joseph. Parallelism Another concept is parallelism. Jesus was the king of the world but â€Å"not of this world†. In the physical world, there was the king of the Jews, Herod with whom Jesus had great conflict. Yet Jesus was a servant who chose to identify himself with the least. Frye notes the irony of the situation, something hard to grasp, a king and a servant at the same time. Frye notices that myths and cults all have concepts that are biblical. Even cults that existed before the biblical times are noted to have biblical themes. There has arisen an ideology in people that there is nothing in the world that does not have parallel themes with the bible. Furthermore there is no concept in the B ible that cannot be found in everyday life. In the world there exists imagery and symbolism which are the foundations of Frye arguments on literature. Another parallel in the bible is the way that Paul says that the powers of the world are given authority by God. This is shown by trial scene in Aeschylus’ Oresteia. There is a show of good, peace and justice showing the gods, man and nature. The gods endorse the vision of justice. If they had not endorsed the vision, the world would be plain, man interacting with nature alone. However the gods choose to be involved in the men’s world. In the Bible there is a social contract between the people and their God. The Bible is a story of this relationship. Conclusion Northrop’s approach in studying the Bible highlights quite a few concepts in a new light. His concepts on literature have taught many to approach the Bible as book of literature. Withrow says that â€Å"Frye’s examination of the Bible’s inner , literary logic and its connection to Western literature and culture makes this volume a fascinating read†(1997)The reader is able to fully comprehend what he is saying. He has illustrated great examples from the Bible to further drive his point across. He keeps showing the symbolism and imagery in the book, navigating to the Old Testament and back to the New Testament in order to get his point across. He moves to Genesis, the history books then to what Paul says in the Epistles and Revelation. It is quite an interesting analysis. He also ties the themes in the Bible with the greatest literary works in history showing that the Bible can be approached as a work of literature. When one approaches the book from the literature angle they see so many other similarities with other literary works proving that all literature is about identity, typology, imagery and metaphors. Indeed this is the great code of literature. The Bible is a story like any other story that has been whispere d, told or published. Works Cited Frye, Northrop. â€Å"The Great Code: The Bible and Literature†.  Grand Street, Vol. 1, 1(1981) : pg. 158-183. Web. Jackson, Paul. â€Å"Life of Pi: Imagination, Belief, and the Literary Theories of Northrop Frye† 2003. Web. Marx, Stevens. â€Å"Northrop Frye’s Bible†. 1994. Web. Withrow, Brandon. â€Å"Book Review: The Great Code.† The Discarded Image, 2009. Web. Woodman, Ross. â€Å"Metaphor and the Language of Revelation†1997. Web. This essay on Northrop Frye Theories on Literature was written and submitted by user Lexie Pate 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.

This essay explains the vast water pollution Essay Example

This essay explains the vast water pollution Paper Poor management of existing water resource can lead to these resources running out or at least shrinking. Much of the pollution in the rivers and seas comes from chemicals, mainly from agriculture. Another pollution issue, which is not brought up often, is thermal pollution. As you can see we have many problems in our waters and we need to protect the waters. In the long run water pollution is going to harm us more than we now it, cause a little bit of our ocean is dieing and sometime in the future its going to kills us. The thing thats worries me the most is the animals. The animals in the ocean are dieing everyday in the ocean because of the bad pollution we have right now. Every year millions of animals dies because of the water pollution we have and 65% of the sea animals die because of the pollution. (Internet source) Companies, industries and people litter in our waters and for sure that is not a good thing. We will write a custom essay sample on This essay explains the vast water pollution specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on This essay explains the vast water pollution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on This essay explains the vast water pollution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We need to learn that we are not going to live very long if we keep doing this. Every year it has gotten worse, the water elution has gone about 3% every year and that a whole lot more litter and killing that we do. (Internet source) People like us cause water pollution. Dumping our trash into the ocean is one thing that causes this problem. Another is an oil tanker spilling oil in the ocean or not recycling our trash is seriously destroying the waters even more. The effect by all this water pollution is killing the waters but also a big part is killing our animals. Sea animals are very important to our lives. One of the main problems is the oils spill we have every year. People call this Oil slicks a common name for Oil spills. One Of the hugest media surrounding oil spills was Sad Hussein in the Gulf War. (Internet Source) He caused many oil spills during the war and that serious killed many of the animals in the ocean. Although measures have been taken to prevent spillage from oil tankers, there will still be accidents as the world use oil, and there is always the possibility of oil being spilled in war or by terrorist activity. OBSCENE CD-ROOM source) Oil also gets into the sea from many other sources. On a graph 37% of oil pollution comes from industrial discharges and urban run- if. 33% from vessel operation, on tanker accidents, 9% on atmosphere, 7% on natural sources, and last 2% from exploration production. (Internet source) Oil pollution is a major problem in water pollution and there is really no simple solution to this problem but wh at we can do is try to prevent, come up with ideas to stop the pollution and protect our waters. For many years has been used as coolant in industry, especially in power stations. It was never though of as a problem back in the day, because nothing was actually added to the water. However, higher temperatures can cause enzymes and microbes to speed up, and can eventually kill sea animals. Change in temperature can cause fish to migrate to regions where the water is best for them, but kill any species, which cannot move away. (Internet Source) Recently people have realized that only small changes in temperature are need to have considerable environment impact. One possible solution is to use the excess heat from industry to heat home. (Internet Source) In the book Water is everyones business it says this might sound very attractive but it is only practical when the homes are fairly close to the power station, and even promise cheap heating is not enough to persuade many people to live next door to a power station. (Bergman A. S. 121) This subject brings me up to my next one, which is a world without trout. If water temperatures keep rising such possibly thing might happen. Unless something is don trout and salmon will be eventually killed because fatherly pollution. The primary cause of this warming water trend and cold water fishery decline is by carbon dioxide. Although transportation produces whopping amounts of atmospheric pollution, fossil fueled power plants alone generate 40% of the carbon dioxide in our air. Ways to prevent this is to find other sources to light up our houses. Now a days companies and industries have found other re sources and it has been helping a little bit at a time. Last of all Drugs in the waters has cause many problems as well. Most drugs are in local streams, rivers, and perhaps even farms, as sewage bio solids used as fertilizer. Most drugs that are not used or have been used are being trashed in our oceans. Now what kind of people does that? This is serious is harming the waters, animals, and even us. Chemicals that come from drugs float around in the water and you dont even now about this. How does that make you feel because, many people have gotten sick Of this pollution and even died. If people have gotten sick of this it takes a while before it kicks in but for sure you get a good dose of sickness. This serious is a big problem that we can easily prevent. Its so simple just dont trash the waters with the drugs, anywhere than the waters that we so need. This student from West Torrance high school sponsored a poll asking the students whether they think water pollution wills damage our ocean in the long run? 96% of the students think it would. The other question was do you think we should take care of he ocean more because of all the pollution? 7% of the students said yes and 13% said no. (Poll) This poll shows you that we should take care of our waters and think about what pollution is going to do to us in the long run. In conclusion all these problems that we have in the world should try to be prevented or stopped. We all can be a part of this by not littering because you really don t now where that trash is going. Most of it goes to the ocean and it kills the wat ers. Slowly and slowly the waters are going to be destroyed and we really need it. Water is probably the most important that we need to live.

What is the Best Format for a Resume

What is the Best Format for a Resume So you have a resume. Great. Trouble is, you’re not sure exactly which format to send it in. Snail mail? Email? Singing telegram? What is the best format for a resume? We’ll concentrate on the electronic versions, which, nowadays, are usually how you get your foot in the door. It’s always important to have a nicely printed and professional paper copy for the interview or other face-to-face interactions, but an electronic copy is usually your first move. Here are the four types of electronic formats and how to choose between them.Word DocumentThis includes .doc, .docx, etc. Basically: anything made with a word processor. This is the standard format in most business contexts. The formatting should stay the same when opened on another machine with the same program. And it’s easy to send, open, print, and forward.bThere are a few things to be careful of: first, some companies might not accept email attachments due to virus prevention. And second, different ver sions of the software can cause formatting inconsistencies and can sometimes prevent a hiring manager from opening the document.PDFThe best part of sending a PDF is knowing that what you see when you send is exactly what they will see when they open your document. There are no virus risks. PDFs are compatible with both Mac and PC. And no one can alter what you’ve done. It’s an inviolable, perfectly formatted eternal thing.The only downside is if your company doesn’t have PDF reading software like Acrobat Reader (a free download) or cannot otherwise convert your file.HTMLHTML formatting is really useful if you want to put your resume on a website. Your formatting will stay the same when sent via email- your hiring manager will even be able to view it in their browser without downloading the attachment. The downsides are trickier though. Not all browsers work with HTML documents. You might have to download a separate program to convert your document into this form at. And it can sometimes be mistaken for SPAM by recruiters.Plain TextPlain text formatting is a bit dull to the eye (no bold, italic, underline, fancy fonts, etc.), but an undersung hero of the job search world. It can be copied and sent in the body of the email itself if a company won’t accept attachments of any kind. It can be included in a searchable database, if need be. And there are a wide variety of ways to add some creative visual effects if you do a bit of research. The only downside is you lose the control and visual appeal of a more richly formatted document.No matter which format you chose, always send a trial version to yourself or a pal and attempt to open it to see how it will look when opened in a different browser.

WONDERWORKS (TN) Research Paper Example | Topics and Well Written Essays - 2500 words

WONDERWORKS (TN) - Research Paper Example The details of this work provide an understanding into the works that went into the development of this building and the different questions of when, where, the size, civilization and cultures involved in the construction. The works also consider the nature of the construction as per the years when it was constructed comparing with the current level of input that would have gone into it if it were to be built today. Considering these, the materials used, and the possible material components of the structure, one understands the developments into the architectural field and their effects to the works in general. The details of the work explain these factors starting with a bibliography of Wonder Works. â€Å"WonderWorks Pigeon Forge: 50% Theme Park, 50% Science Museum, & 100% Fun† as the saying above goes, Wonderworks is a placed filled with fun and amusement. The place is located inside a very huge upside-down building, which is a symbol of great architectural works that existed since the years of earlier developments in buildings. The building provides amusement, science fair and a museum for children that all combine into a huge level of experience for anyone. The fee paid at the admission enables one to access 150 activities and above. These activities range from roller coaster simulators to others as developed below. The experience could take one three to four hours of fun and these provide the thrill based on the number of people involved. The place has activities that cater for people of all ages ranging from young children, to the teenagers and the adults too. Among the many attractions that this place has, the following are part and exhibitions that the place contains. Inversion tunnel that hangs on the rails that one passes through as they get to the different entertainment spots. The color combinations, the different patters developed and the circulation in motions created create an upside down

Corporate Goverance Concept Worksheet Essay Example | Topics and Well Written Essays - 750 words

Corporate Goverance Concept Worksheet - Essay Example The companies have different expectation that can lead to conflicts because of their interests and gains (Minnow & Monk, 2002). The equity issue involves division of company’s ownership. This helps in the companies gain from the increase in profits and wide market. This means that both companies will gain from the investment (Minnow & Monk, 2002). McBride finance services company has an intention to remain in control of the company even after selling majority shares to Beltway investment company. A clear illustration of this is that the chief executive has influence in the selection of the board of directors. As Beltway gives the company freedom to select the directors, Mc Bride ensures that it influences the selection. The board comprises of the people it can influence to make decisions favoring McBride company. The scenario creates conflict of interest, which was not brought out during negotiations. The conflict of interest will create a hostile working relationship between the two companies. The reason behind this is the win-lose situation created by the company. Beltway wants a fair selection of the board (Tricker, 2009). Control involves running of the company activities and who is in charge. The control of the company should be in the best way possible. The selection of the board should be on merit not on other hidden agendas. Fair selection and freedom to managers will help in running the company affairs to achieving its objectives and goals to the maximum (Tricker, 2009). Beltway company did not identify Mc Bride’s intention in its issue. Mc Bride company does not intend to let Beltway know the real, financial position. The company does this through tampering with financial documents. The company also does not comply with Sarbanes-Oxley act of corporate responsibility of financial reporting (Greene, Silverman & Becker, 2003). The company aims at using internal controls to hide

Billy Rose Theatre Division in the New York Public Library-Creative Essay

Billy Rose Theatre Division in the New York Public Library-Creative writing - Essay Example Initiated in 1932, the Billy Rose division has over 10 million collections of theatrical art that document drama, music and film. The division housed numerous traditional books and journals on theatrical arts. It was also meant to contain an array of personal papers. Besides personal papers, the division has a collection of organizational records. It houses an archive on the theatre of film. It has collections legendary artists including Richard Rodgers and Hal Prince. The papers of Betty Comden and Clifford Odets are also housed in the division. Most importantly, it houses the works of William Shakespeare including records of festivals on Shakespeare’s works. At the division, visitors to the library can examine historical performances on Shakespeare, for instance, to years dating back to as early as 1767 (The New York Public Library, 2015). The division serves as an invaluable resource for diverse groups including researchers and scholars. Writers and students also find the d ivision resourceful because of the various documentation that are informative and useful for learning. Artists and other members of the public also find the resources at the division

What are the Four Policy Issues in the Pay Model?

What are the Four Policy Issues in the Pay Model? In the Pay Model, there are four polices that have been used for determining for paying the employee the organization such as internal alignment, external competitiveness, employee contributions and of the pay system but two most important pay model polices are internal alignment and external competitiveness. This is because in internal alignment look how job and skills related to importance to achieve organization objectives. In another way, we look also other method pay model, which is external competitiveness, which indicates of pay comparisons to with the competitor. Not only basic salary or wages are concerned but also what method of payment should be using the organization use for paying their employee of such as base, incentives, stock, benefits are used by these competitors use to compared to the pay mix we use to compete with other organization to stay remain competitive than competitor pay scheme. Compensation also related directly influence key outcomes like job satisfaction, attraction, retention, performance, flexibility, cooperation, skill acquisition and so forth. However, its influence may also be indirect by facilitating or constraining the effectiveness of other human resource activities (Gerhart and Milkovich, 1991). Compensation is only one part of the policies and programs organizations use to manage employee relations. Decisions regarding employment security, development and training, career opportunities, employee assistance programs are important to decide before proceed what method and how it can be done in compensating employee (Milkovich and Broderick, 1989). In this article not the only definition of external competitive and internal alignment are discussed but also why these elements are important to the organization to stay competitive and retain high qualified employee with skills and knowledge need by organization to focus on to achieve goals and objective of the organization that operates around the world that has been studied by many researchers before. We also see why external competitive element plays so many roles in determining the success of the organization rather than internal alignment in the organization. Definition of internal alignment and external competitiveness Internal alignment or internal equity is refers to comparisons among jobs or skill levels inside a single organisations (Milkovich and Newman, 2008). Jobs and peoples skills are compared in terms of their relative contributions to the organisations business objectives. In Internal alignment also focus on why pay relationships that motivating employees to choose increased training and greater responsibility in dealing with customers, internal pay relationships indirectly affect the capabilities of the workforce and hence the efficiency of the entire organization. This also agree by report Business for Social Responsibility (BSR) Report, 2008) that defines internal alignment is the set of commitments, strategies, policies, procedures, systems and behaviours that support integrated customer decision making based on suppliers commercial and ethical commitment and performance. This is translated into practice by the basic techniques of reward management, job analysis, job evaluation, and performance appraisal. The focus is on comparing jobs and individuals in terms of their relative contributions to the organizations objectives (Bratton and Gold, 2001). Pay relationships within the organization affect all three compensation objectives in internal alignment. This method also affect employee decisions which to stay with the organization or leave the organization. Then the organization must motivating employees to attend training and seek greater responsibility in dealing with customers, internal pay relationships indirectly affect the capabilities of the workforce and hence the efficiency of the entire organization. Fairness is affected through employees comparisons of their pay to the pay of others in the organization. If the internal alignment is refers in single organization but either way external competitiveness which refers to pay comparisons with competitors. This basically involves when implementing in organization which are, to be a pay leader, to match the market rate, or to lag behind what competitive organizations are paying (Bratton and Gold, 1999). Basically when practicing external competitiveness two ways first by setting pay level that is above, below or equal to that of competitor secondly, determining of pay mix relative to those of competitors. In both of pay level and pay mix focuses in two objectives which are control cost and attract and retain employee (Milkovich and Newman, 2008). External competitiveness refers to comparisons of the organizations pay relative to the pay of competitive organizations (Bratton and Gold, 2001). Objective of determining external competitiveness decisions in terms of both how much and what forms are (Milkovich and Newman, 2008); To ensure that the pay is sufficient to attract and retain employees if employees do not perceive their pay as competitive in comparison to what other organizations are offering for similar work, they may be more likely to leave To control labour costs so that the organizations prices of products or services can remain competitive in a global economy. Overall the internal alignment and external competitiveness are essential to compensation includes any direct or indirect payments to employees, such as wages, bonuses, stock, and benefits. So external competitiveness directly affects both efficiency and fairness and it must do so in an ethical way that complies with relevant legislation and internal alignment seek that where organizations internal drivers, include vision and mission as well as general goals, are aligned with their words and actions. Factors in internal alignment and external competitiveness In internal alignment factors are divided into three which are External Factors, Organizational Factors and Internal and External Factors combine (Milkovich and Newman, 2008). In external factors divided into several categories which are economic pressures, government policies, laws, and regulations, external stakeholders, cultures and customs. Then in organizational factors also divided into strategy technology, human capital, HR (Human Resource) policy, employee acceptance and cost implications. All these factors can be explained in diagram 1 below; Source: Milkovich and Newman (2008) In external factors, there is economic pressure which has been studied before by Adam Smith and Karl Marx, which also determine marginal productivity that what need of an input (factor of production) the extra is output that can be produced by one using more units of the input and then supply and demand needed for paid wages and purchasing products. In government policies, laws and regulations are which every organization must follow to stay operational in certain country they business on. Finally on culture and customs according G. Hoefstede (1980) is the mental programming for processing information that the people share in common. This also translate into organization culture that help organizational values to develop organizational norms, guidelines, or expectations that prescribe appropriate kinds of behaviour by employees in particular situations and control the behaviour of organizational members towards one another. Organization factors also play crucial part of the determining compensation in internal alignment. First strategy of any compensation method must alignment with organization goals and mission to make sure that any compensation that given to workers is paid back by workers fulfills goals and mission of organization they work for. Technology is the usage and knowledge of tools, techniques, crafts, systems or methods of organization in order to solve a problem. Then Human capital refers to the stock of competences, knowledge and personality attributes embodied in the ability to perform labor so as to produce economic value1. After that HR (Human Resource) policy are the mechanisms that handling risk by staying up to date with current trends in employment standards and legislation. The policies must be stated in proper manner to ensure that companies vision the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviat ed from their main objective. Then only that worker can have of career progress to ensure that employee can give the best productivity towards organization. Finally when all organization factors has been determined the organization must calculate the cost to sure that is beyond the budget to stay in operation of the company. In internal structure is refers array of pay rates for different work or skills within a single organization. The number of levels, the differentials in pay between the levels, and the criteria used to determine those differences describe the structure. In determining external competitiveness this question should be ask what level of pay base, benefits, incentive, and perquisites should be offered relative to competitors? What mix of these forms should be offered either by fix salary, flexible benefits, stock options, cash bonuses, and stock appreciation rights, etc.? What should the proportion of guaranteed compensation (base or benefits) relative to riskier returns (incentives) be? It is also determined by labour market that determine supply and demand that usually employers or organization always seek to maximize profits, then people are homogeneous and therefore interchangeable, after that pay rates reflect all costs associated with employment and finally markets faced by employers are competitive to other organizations. Product market and labor market competition may provide on the part of employers in choosing a pay level (Gerhart Milkovich, 1990). Product market comparisons are critical, more resources need to be devoted to measuring compensation (or better, unit labor costs) paid by such organizations. In contrast, if labor market comparisons are important, it is necessary to devote resources to find out to which organizations applicants and employees are being lost (Gerhart and Milkovich, 1991). In organization factors that will create competitiveness that influenced by pay level and pay mix either in industry, strategy, size and individual manager. Pay mix and pay level decisions focus on first controlling costs and attracting and secondly retaining employees (Milkovich and Newman, 2008). Equation of pay level is shown below; Pay level =((base + bonuses + benefits + value of stocks))/(number of employees) All factors in external competitiveness are showed in table 1 below; Labour Markets Nature of Supply Level of Product Demand Individual Manager Similarities in internal alignment and external competitiveness In determining internal alignment or external competitiveness or both used for designing the compensation package for an employee in an organization, there are similarities between them, which are efficiency, fairness and compliance. First, efficiency that can help imply the future return can encourage employees to remain within the organization, increasing experience and training, cooperate with workers and seek greater responsibility for the sake of organization they work for. This will diminish shirking among workers and permit hiring best qualified employees (Milkovich and Newman, 2008). Second, fairness also shows that organization must be fair to ensure that good employee dont retire and sustain organization productivity and trust among employees. Even though not everyone is paid equal but at least must be fair according to job, skills and knowledge a certain employee had so what happen when that is perceived as too large? Fortune (1989), for example asserts that this differential is seen by employees as unfair, resulting in a trust gap which suggests that such differentials are necessary to provide incentives for expending effort and taking on added responsibilities and risks to the organization which resulted in higher turnover and dissatisfaction among an employee who work for the organization. Finally, in compliance which compensation either in internal alignment or external alignment must be complied either in terms of policy, rules, acts and regulations that have been set up by government? Other than that this to ensure t all necessary governance requirements can be met without the unnecessary organization manipulation when operates certain countries. Why is external competitiveness so important rather than internal alignment? External competitiveness is established by reference to job advertisements in the press, or by more systematic labour market surveys. This information is then used to construct a pay structure within the organization rather than internal alignment which more in structure of pay in based only knowledge, skills and ability that certain individual had to offer within a single organization. So that why in determining pay structure and compensation method must have external competitiveness to focus and to maintain competitive to another organization. There are several reasons why external competitiveness important rather than internal alignment like following below; Reduce negative perception of employee towards organization. Pay onlywhat be supposed to the organization should be paid towards workers. Get better view what the other organization does to compensate the workers to make workers motivate and minimized turnover among them. Internal alignment is very completed process and hard to implement in organization. External competitiveness is more strategic rather than internal alignment. Reduce negative perception of employee towards organization. While employees negative feelings concerning internal pay equity might be removed by an effective job evaluation scheme, employees will still compare their pay with those in other organizations and industries (Bratton and Gold, 2001). It so is better having combined internal and external to the same to fulfil employee needs and reduce turnover at the same time. These as well agreed by (Milkovich and Broderick, 1989) which choices about the competitive position besides communicating to both prospective and incumbent employees. Savvy employees, for example, can discern the organizations ability and willingness to recognize their needs based on the flexibility and tax protection offered in benefit plans or the opportunity to share in the organization success through stock- and performance-based plans. Even that not all internal alignment structure can be a success one like in General Electric Co.s in 1980s plastics division adopted an exempt pay structure with only four levels: executive, director, leadership, and technical and professional. Managers believe that it provides greater flexibility to move employees without requiring pay changes. It also communicates to employees a relatively egalitarian philosophy about the value (base pay) of different skill groups. However, to be successful, the increased flexibility must be managed effectively. Inconsistencies within levels can result in anarchy and quickly will lead to employee dissatisfaction and distrust (Milkovich and Broderick, 1989). According to Spence (1973) which has studied case of sales jobs, if there is not a large incentive component in which individual effort is important, and one or more of the following three consequences is likely to happen: The right people will not be attracted, They are attracted, but leave when they discover that their efforts are under rewarded, The right people are attracted and retained, but because they are not rewarded for high performance, their performance declines. Rynes (1987) also supported of Spence (1973) idea that compensation systems are capable of attracting (or repelling) the right kinds of people because they communicate so much about an organizations philosophy, values, and practices. Milkovich Bloom (1998) also finds that compensation systems must support organizational goals, foster corporate culture, and help motivate employees to contribute their efforts to further organizational success. Pay onlywhat be supposed to the organization should be paid towards workers. The fact that value to the employee may differ from cost to an employer suggests that, in some cases, fewer costly total compensation packages may actually provide total inducements that are of greater value to employees than those associated with more expensive packages if internal alignment is used for determining paid and compensation for an employee who work for the organization. In many costly benefit options might be the most expensive its value to employees might fall short of the value attached to a compensation package of benefits that is better tailored to employee needs or values. In another study, in which 2000 manufacturing firms were classified into growth, mature, or declining stages, Anderson and Zeithaml (1984) reported that the firms competitiveness (pay level relative to competitors) was greater in each progressive stage. They also reported that the higher relative pay in mature firms adversely affected their return on investment. However, growth firms with higher pay levels relative to competitors reported increased market share of these companies. Therefore, measurement of own and competitors pay levels would ideally include the value to employees of different elements of total compensation. Like study of Gerhart and Milkovich (1991) in Bank of America has eliminated retiree health care coverage for all new hires suggests that organizations believe that different groups of employees (for this, new hires) may differ in the value attached to particular aspects of compensation. Get better view what the other organization does to compensate the workers to make workers motivate and minimized turnover among them. In world of the organization which has paid the works to work not only related in external market without seeing what actually other organization are doing to survive and maintain efficiency of current in the organization. Many organization today organizations do not compete solely in the product market but more refer to market for labour. The classical economics literature suggests that product market and labour market competition may provide relatively little discretion on the part of employers in choosing a pay level (Gerhart Milkovich, 1990). Ford, for example, competes for engineers, lawyers, and human resource managers not only with other automotive companies, but also with companies in the computer, aerospace, electronics, and other industries. Fay (1989) also recognizes that organizations are attempted to gather information about pay practices of competitors through the use of pay surveys. As Rynes and Milkovich (1986) found out, administrative decisions are required about a range of issues including when compensate workers: Which employers are included? Which jobs are included? Which jobs are considered similar enough to use in benchmarking? If multiple surveys are used (fairly typical), how are the multiple rates of pay weighted and combined? Practice in these areas seems to vary across (and probably within) employers. If not following what Rynes and Milkovich (1986) has been done which make the organization make pay level that is too low relative to these competitors could lead to difficulties in attracting and retaining sufficient numbers of quality employees. As such, labour market competition can be seen as placing a lower bound or floor on pay level (Milkovich Newman, 1990). As the importance of a particular comparison increases, so too should the resources devoted to information and measurement. For example, if product market comparisons are critical, more resources need to be devoted to measuring compensation (or better, unit labor costs) paid by such organizations. In contrast, if labor market comparisons are important, it is necessary to devote resources to find out to which organizations applicants and employees are being lost (Gerhart and Milkovich, 1991). Internal alignment is very completed process and hard to implement in organization. Internal alignment is very completed process and hard to implement in the organization even thought validity of conclusions reached through the survey process may depend critically on how the competition is defined, for example, what organizations are chosen for inclusion, little evidence exists on how such choices are made or their implications. Rather, most attention has been focused on potential problems in the job evaluation process, especially in the context of pay equity or comparable worth discussions. Nevertheless, as Schwab (1980) has pointed out, job evaluation is usually validated against some measure of the market rate, meaning that the measure of the pay system is critical. In this manner, many organizations today focus on external competitiveness which is more reliable than internal alignment for determining the compensation scheme for an employee. This has agreed by Lawler (1986) has argued that organizations need to focus greater attention on external competitiveness He believes that an internal focus encourages employees to compare themselves with others within the organization, rather than focusing on the really competition-other organizations. He also suggests that an internal focus result in employees focusing on promotions rather than on performing well on their current job. Moreover, there is some belief that conflicts between external and internal equity may be resolved by increasing the pay of all jobs, not just those were competing in the labour market requires higher pay. Whether true or not, such as organizations would seem to be at a serious labour cost disadvantage in the product market. External competitiveness is more strategic rather than internal alignment. The strategic portfolio model suggests that the notion of compensation system fit may be a messy construct to be done. Generally, strategy refers to the overarching, long-term directions of an organization that are critical to its survival and success. Strategies take advantage of the opportunities and manage the threats in the external environment by marshalling internal resources in some coherent, consistent direction (Dyer, 1985). In from a strategic perspective, organizations and markets are more appropriate units of analysis for understanding changes in international compensation and rewards. The strategic thinking from differences between countries to differences within countries so using internal alignment as medium are unrealistic. Compensation and reward systems are designed to help create and motivate a workforce with the values and capabilities necessary to achieve an organizations unique goals and objectives rather than being designed to meet the national values exhibited by a work force (Bloom, Matt and Milkovich, 1998). Morishimas (1995) study of Japanese companies HR strategies reports differences in compensation approaches associated with organization profitability, size, degree of unionization, capital-labour ratio, and exposure to global competitive forces. For example, Japanese companies operating in protected domestic markets are more likely to use the more traditional nenko system2 than those competing in global and less protected market which reported using more performance and ability-based schemes (Morishima, 1992, 1995; Sano, 1993). Other study related to strategic conditions by Lee, Scarpello, and Rockman (1995) found that factors such as labour market conditions, customer and supplier relations, economic conditions and technology accounted for differences in compensation strategies among Korean chaebols. Pearce, Branyiczki, Bakacsis (1994) study of compensation systems in Hungarian and US companies suggests that political, economic, and institutional forces, rather than national cultures, explain differences in compensation practices. Effective international compensation systems might be those that match internal contingencies for example fit the organizations goals and culture first and then respond to external forces within the constraints of strategic alignment (Bloom, Matt and Milkovich, 1998). Yeung and Wong (1990) assert that organizational goals, political forces, labor market conditions, and demographic factors explain differences in pay and other HRM systems in Japan and the Peoples Republic of China. Recent surveys in Central European countries such as Slovenia and Slovakia also report differences in the use of variable performance based pay schemes, allowances and services, and even in the ratios of top managing directors salaries to the average workforce (Bajzikova, 1996; Zupan, 1995). Although the recent evidence does not suggest national boundaries (national pay systems) can be ignored or overlooked, it does suggest that sufficient discretion for individual organizations exists within these national systems to allow organizations to adopt compensation and reward systems to align them with the organizations business strategies. We believe that The importance of a strategic perspective on compensation rests on three fundamental tenets. The first is that compensation policies and practices differ widely across organizations and across employee groups within organizations. To some students of organizations this may be self evident. But to others, such as economists using human capital models to examine compensation differentials, differences in organizations compensation policies and practices are treated as random noise with little relevance. Anecdotal evidence and sporadic surveys of specific policies or practices report that differences do exist (The Conference Board, 1984; American Productivity Center, 1987). For example, some organizations claim to position their base pay to meet the market, while others follow it; some design incentive schemes to emphasize long-term performance, others short term. Some firms employ individual based incentives while others emphasize group or team based gain-sharing schemes. Some decentra lize the administration of compensation, others do not. Some disclose very specific information about pay to employees, such as ranges and merit guide charts, while others communicate only the broad policies, such as fairness and competitiveness. So a strategy may be intended and formally articulated in some plan or document, or it may emerge through the patterns of decisions shown by the organizations behaviors. Thus, strategies are both plans for the future and patterns from the past to make survival of the organization itself (Mintzberg, 1987). External competitiveness strategies are often expressed as leading, lagging, or matching the market (Milkovich Newman, 2007). In practice, many organizations pursue more than one external competitiveness strategy (Mark, 2008). These organizations may vary their external competitiveness strategies for different groups of jobs. For instance, some organizations may lead for positions deemed critical, whereas for less significant positions th ey may match or lag the market (Milkovich Newman, 2007). What can conclude about this topic? External competitiveness is but one part of an organizations overall compensation strategy. In addition to external competitiveness considerations, issues of internal salary alignment, the design of pay for performance plans, and the administration of the overall pay system are also important. Of these areas, internal salary alignment seems a particularly pertinent area of consideration for those interested in further expanding their knowledge of compensation topics beyond external competitiveness. Internal alignment considers pay relationships between employees inside an organization versus the external relationships considered by external competitiveness. Whereas external competitiveness considers salary comparisons across organizations for employees performing similar work, internal alignment considers salary comparisons inside organizations for employees doing different types of work. Moreover, just as external competitiveness has significant implications for individual and organizational performance, internal alignment has equally important implications. Recommendations The policy on external competitiveness is important if the organization is going to attract, retain, and motivate its employees while achieving the other objectives of controlling labour costs and complying with pay legislation around must be consider due of lack of study about this. To the individual employee, compensation decisions also have important consequences. Salaries and wages represent the main sources of income for most people, and may also be taken as key indicators of a persons social standing or success in life. Benefits, such as health care and pensions, are also important determinants of well being and financial security among employees and their dependents. Not surprisingly then, employees have sought to influence such decisions in a variety of ways, including through unions, supporting government regulation of compensation decisions, and through the courts. Then we must also study more element of strategic involved in determine whatever to attract and retain people in jobs having more unfavourable non-compensation attributes, a compensating differential (for example, higher pay or same pay) is required. Therefore, it is important to understand how individuals are affected by (and react to) different compensation decisions (Gerhart and Milkovich, 1991). Such as what determines variations in patterns of compensation decisions their effects. On the other hand, issues too generally drawn are too time consuming, too ambiguous, too expensive, and often poorly specified. Perhaps a place to begin is to identify compensation decisions that have strategic properties must be included in next study to elaborate more why people attracted to better compensation at organization their work for? Dyer and Theriaults (1976) also mention that in early indication of the potential importance of procedural justice, in addition to distributive justice, in compensation but many researchers has less mention about this manner. Although this particular increment was not large, procedural justice perceptions also explained variance in organizational commitment and trust in supervisor, suggesting that its influence on broader organization attitudes may be greater. Beyond descriptive research, more work is needed to understand both what determines variations in patterns of compensation decisions their effects. A major challenge is to formulate manageable research issues. Issues too narrowly defined suffer from ignoring the multi- dimensionality of compensation and the context in which compensation decisions occur. On the other hand, issues too broadly drawn are too time consuming, too ambiguous, too expensive, and often poorly specified. Perhaps a place to begin is to identify compensation decisions that have strategic properties. For example, do firms within the same industry establish different competitive positions in labour markets? Conventional wisdom is that they do. How do they accomplish thisby different average levels of base pay, by varying the risk-return tradeoffs or the ratio of incentives to total compensation? Do characteristics of organizations vary with their competitive position? These might include some of the determinants di scussed in this paper such as organization strategies, organization characteristics, and external factors. Finally does a firms competitive position have any discernable effect on the size and quality of the applicant pool, on its ability to hire those people it se

Essay on Facing the Consequences in King Lear -- King Lear essays

King Lear:   Facing the Consequences      Ã‚  Ã‚  Ã‚   Shakespeare's tragedy King Lear is a detailed description of the consequences of one man's decisions.   This fictitious man is Lear, King of England, whose decisions greatly alter his life and the lives of those around him.   As Lear bears the status of King, he is, as one expects, a man of great power.   But, sinfully, he surrenders all of this power to two of his daughters, as a reward for their demonstration of love towards him.   This untimely abdication of his throne results in a chain reaction of events that sends him on a journey toward Hell, in order to expiate his sin.   Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the play opens one can almost immediately see that Lear begins to make mistakes that will eventually result in his downfall.   The very first words that Lear speaks in the play are:    Give me the map there. Know that we have divided/ In three our kingdom, and 'tis our fast intent/ To shake all cares and business from our age, / Conferring them on younger strengths while we/ Unburdened crawl to death. (I.i.38-41)       This gives the reader the first indication of Lear's intent to abdicate his throne.   He goes on further to offer parcels of his kingdom to his daughters as a form of reward for passing his test of their love:    Great rivals in our youngest daughter's love, / Long in our court have made their amorous sojourn, / And here are to be answered. Tell me, my daughters/ (Since now we will divest us both of rule, / Interest of territory, cares of state), / Which of you shall we say doth love us most? / That we our largest bounty may extend/ where nature doth with merit challenge. (I.i.47-53)   Ã‚  Ã‚      The most signif... ...      Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     All of this suffering that Lear endures can be traced back to the single most important error that he made, the decision to give up his throne.   This sin has proven to have massive repercussions upon the life of Lear and the lives of those around him, eventually leading to the deaths of almost all who were directly involved with his abdication.   After following Lear’s demise which was brought on by a single wrong turn, one cannot help but wonder what difficult corners lie ahead that may cause similar alterations in one’s own life.    Works Cited    Bloom, Harold.   Shakespeare: The Invention of the Human.   New York:   Penguin Putnam, 1998.    Boyce, Charles.   Shakespeare A to Z.   New York:   Roundtable Press, 1990.      Shakespeare, William.   King Lear.   Eric A. McCann, ed. Harcourt Brace Jovanovick.            

Changes for school

My alarm awakens me as a reminder to wake up to go to the most amazing place, School. School is like an amusement park, full of Joy and excitement. A place where every person dreams to go! Now time to really wake up and get to reality. School is the total opposite and If I had the chance to make changes to It, It would BEA number of things. There are many changes that I would Like to make to my school, but one thing would focus on changing would be the lunch.To start off, the amount of time we eve for lunch isn't even enough to take a bite out of your food after buying It. With a little more time for lunch I would be a lot more satisfied being able to finish my food. Another change I would make to the lunch would be the seating. With such a big school and an excessive amount of students there should be more tables and seats where we can eat comfortable without planning or rushing for a seat. The pizza Is another change I would make, I would Like to enjoy I nice tasting pizza Instead eating a pizza that taste like cardboard.Lunch would be so much better with this change on the lunch and result on kids actually wanting to come to school. Although we can't magically make changes to the school, I would want to change the number of students at the school. With so many students attending Ferguson the help in the offices are so hard to get through. For example, when you need to go excuse your absence it looks like they are giving stuff away! Another problem with the massive amount of students is the little time we get to walk in between classes.We et five minutes to play a little game of football to tackle your way through people and get to your class that feels like its yards always! Dismissal is a mess with bumper to bumper traffic and crowds of students crossing the streets. Maybe with a few less people school before, during, and after, wouldn't be such a hassle. If someone gave me the option to change something about my school, definitely it would be the schedule. Five days a week? That's way too much after the third day of school we are all exhausted and ready to drop dead!We spend way too much time at school, eight hours is a lot! Coming up with new hours and days for school would be a good idea. The sun isn't even out by the time we wake up, that's why we should start school at twelve in the afternoon so teachers won't complain anymore that students are falling asleep in class. Changing the school schedule would certainly be something to think about. After explaining my reasonable changes that should be made to the school, now they should be considered into effective regulations In the future.With a better lunch environment, an average number of students and a more comfortable schedule I think going to school would actually be a fun place where students want to be everyday! Now that would lead to many successful people In the next generation! Changes for school By Christianizing reality. School is the total opposite and if I had the chanc e to make changes to it, it would be a number of things. There are many changes that I would like to make to my school, but one thing I have for lunch isn't even enough to take a bite out of your food after buying it.With a here we can eat comfortable without planning or rushing for a seat. The pizza is another change I would make, I would like to enjoy I nice tasting pizza instead eating Although we can't magically make changes to the school, I would want to change to bumper traffic and crowds of students crossing the streets. Maybe with a few less a good idea. The sun isn't even out by the time we wake up, that's why we should they should be considered into effective regulations in the future. With a better lunch everyday! Now that would lead to many successful people in the next generation!

Definition and Examples of Narration

Definition and Examples of Narration In writing or speech, narration is the process of recounting a sequence of events, real or imagined. Its also called  storytelling. Aristotles term for  narration was  prothesis. The person who recounts the events is called a narrator. Stories can have reliable or unreliable narrators. For example, if a story is being told by someone insane, lying, or deluded, such as in Edgar Allen Poes The Tell-Tale Heart, that narrator would be deemed unreliable. The account itself is called a narrative.  The perspective from which a speaker or writer recounts a narrative is called a point of view. Types of point of view include first person, which uses I and follows the thoughts of one person or just one at a time, and third person, which can be limited to one person or can show the thoughts of all the characters, called the omniscient third person. Narration is the base of the story, the text thats not dialogue or quoted material. Uses in Types of Prose Writing Its used in fiction and nonfiction alike. There are two forms:  simple narrative, which recites events  chronologically, as in a newspaper account; note William Harmon and Hugh Holman in A Handbook to Literature, and  narrative with  plot, which is less often chronological and more often arranged according to a principle determined by the nature of the plot and the type of story intended. It is conventionally said that  narration  deals with time,  description  with space. Cicero, however, finds three forms in De Inventione, as explained by Joseph Colavito in Narratio: The first type focuses on the case and...the reason for dispute (1.19.27). A second type contains a  digression...for the purpose of attacking somebody,...making a  comparison,...amusing the  audience,...or for  amplification (1.19.27). The last type of narrative serves a different end- amusement  and training- and it can concern either events or persons (1.19.27). (In Encyclopedia of Rhetoric and Composition: Communication from Ancient Times to the Information Age, ed. by Theresa Enos. Taylor Francis, 1996) Narration isnt just in literature, literary nonfiction, or academic studies, though. It also comes into play in writing in the workplace, as Barbara Fine Clouse wrote in Patterns for a Purpose: Police officers write crime reports, and insurance investigators write accident reports, both of which narrate sequences of events. Physical therapists and nurses write narrative accounts of their patients progress, and teachers narrate events for disciplinary reports. Supervisors write narrative accounts of employees actions for individual personnel files, and company officials use narration to report on the companys performance during the fiscal year for its stockholders. Even  jokes, fables, fairy tales, short stories, plays, novels, and other forms of literature are narrative if they tell a story, notes  Lynn Z. Bloom in The Essay Connection. Examples of Narration For examples of different styles of narration, check out the following: ​The Battle of the Ants  by Henry David Thoreau  (first person, nonfiction)The Holy Night by Selma Lagerlà ¶f  (first person and third person, fiction)Street Haunting  by Virginia Woolf  (first person plural and third person, omniscient narrator, nonfiction)