Hamlet Essay Example | Topics and Well Written Essays - 750 words - 15

Hamlet - Essay Example In the first soliloquy in Act 1 Scene 2, Hamlet reveals his deep affection for his late father and brings him out as a loving husband and respected father. Hamlet also reveals his anger towards his mother in the fact that she was hasty to get married to Hamlet’s uncle Claudius even before the dead King is buried. Consequently, the queen hastens the burial and doesn’t provide enough time to mourn for a respectable period of time â€Å"would have mourned longer, - married with mine uncle† (Shakespeare, 1601-1603). The loss of his father and the disloyal marriage of his mother to his uncle introduce to him the dilemma of whether or not to commit suicide or the wish to have his physical self cease to exist (Crapanzano, 1992). However, he understands well that he cannot die especially without properly mourning his father (Gorman, 2011). This urge to mourn his father a little takes the dimension of revenge after the encounter with the ghost of his dead father which rev eals to him the real murderer and charges Hamlet with the duty of revenging the dead King’s death. Through this scene, the audience understands the secret carried in Hamlet’s heart and enlightens the reader on why Hamlet is stunned, shocked and in greater grief than everyone else. The revelation by the Ghost enhances the dilemma for Hamlet to let his villain uncle to be or not to be since the ghost expects him to revenge his poison caused death. The pattern of dissatisfaction in self and delay in avenging his father’s murder is evident in Hamlet’s soliloquies. In Act 2 scene 2, Hamlet dilemma of avenging or not avenging his father’s death by killing his uncle is made known to the audience. Hamlet reveals to the audience his dissatisfaction in himself for his continued failure to revenge his father’s murder. He scolds himself â€Å"Dull and muddy-metalled rascal?† for having done nothing to revenge the death of his father. The

A problem of statement in Science Education Research Paper

A problem of statement in Science Education - Research Paper Example Several researches about the RET programs have indicated variations in changes and drastic improvement concerning the teachers that, a lot of research skills and teaching based practices can be adopted through inquiry based processes. For this reason, there is a bit of conformity that, RET are good for the instructors as it expands the mind during study and equips the teachers with adequate knowledge on how to carry out research (Sarah &Wise, 2003). It has been realized that the adaptation of Next Generation Science Standards (NGSS) within the teaching fraternity as one of the major elements in RET has replaced the test. This method has for decades entrenched science education, which could not give relevant effects about the students understanding. The NGSS practices has been proven best to the educators and the students since it enhances learning through students engagements as such, enabling them to explore actively the science that was meant to have been learnt in class together w ith the actual engineering practices (NGSS Lead States, 2013). Most of the findings argue that, science teachers’ require comprehensive assessment to determine how best they have embraced research as an important role in adding the teaching practices. This is because most teachers are conversant with class tests as in contrasts to research practices which are perceived to expose many skills needed during actual professional exploration (Goreham, 2010). Research experience for teachers mainly focuses on instructive issues that may affect teaching of sciences and how to deliver learning of science at all levels of teaching and this would in turn helps in the professional development of teaching skills to the instructors. Through the involvement of quite a number research, discussion groups and may be seminars, teachers are able to get the best strategies and adequate resources which they further implement in classrooms. According to National Science Education Standards (NRC, 20 00), the effect of RET practices amongst the teachers has not been explored to its best therefore, this research is meant find in-depth analysis on how positively this can be implemented in other areas where the effect has no so much been felt (Russell, 2006). II. Background on RET programs Research Experiences for Teachers (RET) has stirred up professional development amongst the teachers and the students themselves, this grate importance of significant effect has improved the teaching moderation and learning in classroom. Several researches have indicated how teachers gain a lot of confidence after conducting numerous researches. With respect to this, they view themselves as learners and this further enhances the development of closer ties with their students and the colleagues at work (Cahn, 2008). RET programs vary considerably depending on the specialization of the teachers. For instance, some teachers may develop journals concerning the experiences they have achieved after fie ldwork observations to be used for later discussions in the classes. In this case, the records can be used to redefine the mentality of an instructor on how the programs are delivered. Moreover, other research methods such as discussions, observations and interviews are targeted at

Project Management Essay Example | Topics and Well Written Essays - 2500 words - 3

Project Management - Essay Example Earliest Finish Time (EFT) = Earliest Start Time (EST) + Duration Latest Start Time (LST) is calculated by adding float to LST of the critical activity in the group. Latest Start Time (LFT) = Latest Start Time (EST) of critical activity + total float Latest Finish Time (LFT) is calculated by adding duration to LST of the activity. Latest Finish Time (LFT) = Latest Start Time (LST) + Duration Total Float is calculated by subtracting The Earliest Start time (EST) and duration from Latest Finish Time (LFT). Total float = LFT - EST - duration 2) Explain how you determined the project duration and the critical path In order to calculate the project duration, we first need to identify critical path. A critical path is the one that holds series of dependable activities which as whole gives the longest time to complete the project and these activities within critical path are called critical activities. In other words, it is series of activities with â€Å"Zero total Float† (Newell, 2 005). ... Time Required Immediate Predecessor Activities EST EFT LFT LST (days) A 4 - 0 4 4 0 B 5 A 4 9 12 7 C 4 A 4 8 12 8 D 8 A 4 12 12 4 E 6 A 4 10 12 6 F 2 A 4 6 12 10 G 13 B,C,D,E,F 12 25 25 12 H 8 G 25 33 33 25 I 7 H 33 40 40 33 J 6 H 33 39 40 34 K 8 I,J 40 48 48 40 L 13 K 48 61 61 48 M 9 L 61 70 70 61 N 4 M 70 74 74 70 O 5 B 9 14 86 81 P 12 N 74 86 86 74 Q 2 O,P 86 88 88 86 PROJECT DURACTION 88 DAYS    Critical Path 3) If the project starts on the Monday 7 January 2013, what is the earliest date it can be completed using a 5 working day week? Assume no holidays. If the project starts on the Monday 7 January 2013 On the basis of 88 days of total project duration, the earliest date when the project can be completed is the 8th of May, 2013. The date is calculated by counting 88 days from 7 January, 2013 excluding Saturday and Sunday. 4) If the following happened what would be the effect on the duration of the whole project? a) Activity B is delayed 1 day. Activity B is not a critical act ivity and has total float of 3 days, 1 day delay during activity B will not affect the duration of the whole project. b) Activity P is delayed 1 day. As activity P it is a critical activity, a 1 day delay during activity P will increase the duration of the whole project by 1 day, thereby making it to 89 days. c) Activity O is delayed 2 day. Activity B is not a critical activity and has a total float of 72 days, 1 day delay during activity B will not affect the duration of the whole project. 5) Limitations of network diagrams The main limitation of a Network diagram is: do not clearly show time line for a project, it is difficult to update, do not lead to easy distribution and the tools can be expensive to acquire. TASK 2 Abstract The project management main goal is delivering a project

Growing a business strategy for Coffee Angel Coursework

Growing a business strategy for Coffee Angel - Coursework Example Chris is of Turkish background and the business is family owned. The business was started in collaboration with his family who stands by him and supports him in financing the operations of the business. Opening time is 7.30 am on weekdays and opening times being 8: 30 am and 10: 00 am for Saturday and Sunday, respectively, with closing time at 7: 00 pm irrespective of the day of the week. Coffee Angel offers foods including breakfast, sandwiches and rolls, Panini menu, toasts, salads, and wraps, the drinks offered include freshly roasted coffee, milkshakes, smoothies, tea, iced coffee, and flavor. Catering and treats are also offered by Coffee Angel. The aim of strategic analysis is to have a better understanding of the position of the business in the macro environment and make a comparison with the competitors in the industry the firm is operating. An analysis of the Coffee Angel requires an understanding of the environment to be able to know the strategic capabilities of the firm. PESTLE is an acronym for political, economic, sociological, technological, environmental, and legal and is a useful tool for the analysis of the macro environment where a business operates. PESTLE is a tool for the generation of an understanding on the relation of the firm to the external environment. The main reasons for PESTLE analysis is that it is relevant in decision making as it informs the management on the situation of the firm in relation to the external environment. This part details the impact of political actions on the external environment of Angel Coffee. Government policies would have an impact on the functionality of Angel Coffee in some ways including laws on minimum wages that has recently been passed will influence Angel Coffee and rumors of further increase affect the company. Food safety controls by the government affect the performance of food

Public Speaking and Success Term Paper Example | Topics and Well Written Essays - 1250 words

Public Speaking and Success - Term Paper Example Even a cursory perusal of the human history testifies to the fact that the leaders in all ages and times, was it Alexander, Caesar, George Washington, Churchill, Kennedy or Martin Luther King owed a great part of their success to their public speaking skills. Public speaking is not merely about speaking, but rather involves a range of factors and attributes that help a competent public speaker emerge as a natural leader and a success story. Public Speaking Bolsters Self Confidence Self confidence is primarily about having an unshakable faith in one’s beliefs, values and aspirations. Almost everybody agrees to the fact that public speaking is a challenge. It goes without saying that the willingness on the part of an individual to embrace a challenge, especially a challenge of the nature of public speaking that involves public audience is bound to make a person confident and self assured (Davidson 36). The very ability to convey one’s thoughts and feelings to an audience in a way that is interesting, involving and attention grabbing could positively be expected to do much good to a person’s self confidence and self esteem (Davidson 36). In the realm of public speaking there is always a risk involved of ending up being a laughing stock of the people or getting oneself misunderstood (Davidson 112). Every time an individual dares to embrace this risk, one adds loads of substance and gumption to one’s personality. Eventually this faith in oneself infiltrates the varied other aspects of a person’s life and helps one face the challenges posed by life with an attitude of courage and daring that is the mark of a true leader. Public speaking instills an attitude of risk taking and a spirit of adventure in a person that make that person grasp the challenges posed by life with calm and poise. For what could be a better measure of faith in one’s beliefs and aspirations than the willingness to express it before people. Public Speaking Enhances Visibility Irrespective of the existence of a millions of books on the topic of leadership and a range of courses existing in the academic institutions aimed at enhancing leadership abilities, the reality is that leadership is a scarce public resource in varied facets of public life, be it politics, business, academics, religion or social service. In society there is no dearth of individuals who are competent and accomplished, yet not all manage to emerge as a leader. Public speaking enhances the visibility coefficient of an individual (Davidson 15). Besides, the willingness to speak before people in itself conveys much about the potential and abilities of a person. Of what use is all the accomplishment and ability of a person if the people who matter do not know about him. In contrast, even people with mediocre skills and proficiencies end up projecting themselves as capable and willing, every time they ascend the stage to express their views. Hence, when it comes to choo sing a leader, be it in the chambers of business and commerce, neighborhood clubs, social associations or academic programs, people mostly do not opt for the person who is most accomplished, but rather vie for the person who had been most visible. Public speaking is the most accessible and cheapest avenue for advertising oneself and one’s abilities. Transference of Skills Almost every successful public speaker and leader will undeniably and unexceptionally testify to the fact that

Imperialism in india Essay Example for Free

Imperialism in india Essay Imperialism Is the policy of extending a nations authority by territorial acqulsltlon or by the establishment of economic and political predominance over other nations (Dictionary. com). The two main categories into which the effects ot imperialism on India can be sorted into are, positive and negative. The positive effects of imperialism on India outweigh the negatives, but there are negatives nevertheless such as exclusion from the government. Britain brought western morality and innovation, which it lacked, this Improved Indian society. This morality and innovation rooted in nd then flourished Into much more after the British left. The Imperialism of India had numerous negative effects many of which ere apparent today. To start off The Government of India was run not by Indians, but by British. The Indians held positions, but none Important enough to have any Influence. This affected them because atter the British lett they took their government and their gains with them, and thus they never learned how to govern effectively and thus the people didnt take part in Government. (l) On top of that Britain industrialized India, but in the process destroyed many trades. This supplied India with jobs, but its urpose was to use India to supply Britain with raw materials. The negative effect of Industrialization of India Is that once the British left the demand for their raw materials fell, and thus destroyed the Industry. (5) With no jobs/trades for Indians to take up India fell Into unemployment and separated the poor and the rich drastically, a separation that still continues to this day. Even though the imperialism ot India had negative effects the aftermath ot imperialism left behind many positive effects that when reaped helped Indian society flourish. To start off before the British came it can be said that the Indians were not ery moral or civilized, due to things such as infanticide and widow burning. Infanticide is when the female babies are killed. Also the slave trade came toa halt. (3) Then when the British arrived In India the practices of Infanticide and widow burning were quickly stopped end eventually so was slavery. Another great contribution of Britain to India Is an Infrastructure which was most likely built by Indians but overseen by Brltlsh engineers(4) The Infrastructure provided a connection between all the people and united them, and infrastructure would also facilitate trade within India and to the borders to trade with other countries. These contributions were good but undoubtedly one of the most important positive effects of imperialism on India was education. Some of the main aspects of education that helped shape India were the English language, the sciences, and technology. (2)The most Important of these three could arguably be the English language, because while other countries dre trying to learn English many Indians already know the English language and are then able to trade and establish commerce with the majority of the world since English Is rapidly becoming a common language for business. The ciences and technology were also important because modern India is based around technology and science. imperialism of India it could be reasonably argued that India benefitted more in than Britain in the long run. In the end after Britain left India it did not take much with it that it didnt already have, it might have acquired some influenced and some monetary gain but nothing worthy of praise. On the other hand Imperialism set a basis for Indian society, it gave India an infrastructure, modern morals, but most importantly it gave India an education. This education helped India flourish and become the advancing nation that it is today.

Organizations Workforce Diversity And Its Competitive Advantage Commerce Essay

Organizations Workforce Diversity And Its Competitive Advantage Commerce Essay The purpose of this paper is to examine the effect of leadership style over the relationship between organizations workforce diversity and its competitive advantage with mission and vision statements as intervening variable. Most organizations are adopting diversity into their policies and procedures to embrace its benefits and there is a growing recognition that it makes business sense to take diversity seriously. The demographics of working population has changed in last two decades with more mature workforce remaining in the workplace, now more female employees are seen in higher positions and there is also a variation in cultural backgrounds. Therefore, it seems beneficial for organizations to hire diverse workforce to meet the demands of customer expectations. Organizations that are flexible and responsive to a demanding marketplace require the service of multi-skilled, adaptable workforce. One clear competitive advantage for organizations having diverse workforce is that it pro vides an environment that values differences among employees and encourages them for different ways of thinking and behaving during work to fully contribute to organizational aims and objectives. Employers providing such an environment get the support of their employees and develop a positive public image. It must be understood that each member of diverse workforce holds his differences and similarities; hence, valuing and managing diversity is about recognizing the unique contribution each employee can make to the organization. It is about creating an environment in which everyone feels valued, welcomed, and able to make an important contribution toward the attainment of corporate objectives. Additionally, companies facing challenges in competing global marketplace for market share can use diversity as competitive advantage in a multicultural environment with a diverse pool of talented and experienced individuals who can bring innovation and creativity to the organization. Literature Review Diversity is not only associated to limited attributes that can be observed but also to those invisible characteristics such as differences in educational background, creativity, understanding, learning style, and problem-solving ability (Nafukho et al., 2011). So, organizational performances and processes can be influenced by an individual or a group representing different categories of diversity within a workplace. (van Knippenberg and Schippers, 2007). Diversity is defined as any dimension that can be used to differentiate groups and people from one another (Giovannini, 2004, p. 22). Hence, diversity affects the organizations effectiveness and performance in terms of competitive advantage. (Joshi and Roh, 2009; Klein et al., 2011). This presumes that performance has a relation with organizations ability to achieve goals with respect to its mission or vision (Devine and Philips, 2001). In other words, performance is deemed as an outcome which is a result of some purposeful activity to achieve competitive advantage as mentioned in mission or vision statements of an organization. (Swanson and Holton, 2009). As the organization strives to achieve its goals or objectives, conflict may arise within the diverse groups to cope up the challenges of differences among them which keep them from achieving organizational performance. (Østergaard et al., 2011). Since, Human Resource Department (HRD) deals primarily with performance of individuals, groups and organization at large to achieve competitive advantage, so diverse workforce demands the attention of HRD scholars and practitioners on the issues that arise in organization. It can be observed in modern trends for companies to use diverse workforce for completing special tasks which help achieve competitive advantage (Garrison et al., 2010) and there is always potential for the occurrence of conflict among such diverse groups which can derail the organization from achieving effectiveness. Hence, it becomes the resp onsibility of HRD to address such conflicts in advance and use the knowledge of how to build the high performing and productive teams of diverse workforce who can to the overall competitive advantage of organization (Klein et al., 2011). Evidently, most companies find diversity as a way to increase business competency, to improve net income, to gain competitive advantage, to build the effectiveness to compete in global markets, to improve business performance, to achieve higher employee satisfaction, to enhance corporate governance, to attract diverse talents and skills and to retain the workforce that maintains the customer base (McCuiston et al., 2004). Moreover, culturally diverse workforce brings benefits to business economy (Ferley et al., 2003) and leads to better performance of the business (Richard, 2000). According to Adler (1997), a company with a diverse workforce has greater chances for building an innovative working environment. This statement is beautifully expressed in the words of White (1999), who states that creativity thrives on diversity. These benefits can be derived from the proper implementation of diversity-promoting policies (Jamrog, 2002). Many firms today seem to be increasingly embracing r acial, ethnic and gender workforce balance, not for legal or ethical obligations, but as a matter of taking a progressive perspective on economic self-interest (Coil and Rice, 1993). It has been recognized recently that increasing diverse workforce has presented both opportunities and challenges for organizations which are striving for efficiency, innovativeness and global competitive advantage (Barak, 1999). As the global markets are getting more complex, utilization of organizations knowledge, skills and abilities is getting even more crucial in this rapidly increasing competition where organizations want to be more creative and innovative (Ng and Tung, 1998). In order to manage the growing diversity of the work force, organizations need to implement such systems and practices so that the potential advantages of diversity are maximized and the potential disadvantages are minimized (Cox, 1994). In the past two decades several academic researches have been conducted on various issues relating diversity. Richard (2000) examined the impact of diversity on organization and its productivity while Jackson (1993) found the positive relationship between diversity and cr eativity. Diversity research has also addressed the factors involved in assimilating new employees into an organizations culture (Berry and Sam, 1997). However, some argue that by its fundamental nature, assimilating new employees to obtain greater fit between the person and organization is achieved at the expense of diversity (Powell, 1998). In other research, Tsui et al. (1992) showed that race and gender has negative relationship with diversity as compared to age. Other studies have also consistently found that observable attributes have negative effects on outcomes such as identification with the group and job satisfaction at both the individual and group level of analysis (Milliken and Martins, 1996). Further, Milliken and Martins (1996) supported the argument of Tsui et al. (1992) that racial and gender diversity can have negative influence on individual and team outcomes in some cases regardless of age. As an example, they referred to those groups members who differ from the larger group tend to show less commitment, more turnover and absenteeism while at the same time this results in additional costs, such as, group coordination cost, communication cost and training and development cost. So, according to them, diversity results in increase in coordination and control costs. Dadfar and Gustavsson (1992) found that the majority of site managers believed that managers/supervisors are less effective when managing a work group composed of several nationalities. This is because language was regarded as a major obstacle to effective communication among workers of different nationalities. However, Watson et al. (1993) argue that these negative effects may diminish with time and may be offset by better quality and more creative decisions. Having said that, it is important to understand that even for those who decide to embrace diversity as a concept, the road to diversity is not without challenges. Many businesses fail to the see the full picture of diversity or understand all of its impacts on their operations (Farrer, 2004), as leading a diverse workforce requires considerable time, energy and skill. A diverse workforce represents many challenges to management in areas such as workplace authority, trust and commitment, different work ethics, firm structure and work-life balance (McCuiston et al., 2004). Diversity challenges also include training costs, discrimination and conflicts. The increase in training cost results from the needed diversity-promoting programs which need to be administered to all employees (White, 1999). The problem of perceived discrimination arises when a certain group feels that they have been unfairly discriminated against, which leads to a sense of rejection towards the group that was perceived as having unjustifiable benefits, which could lead to an increase in conflicts. According to Jehn (1995), the increase in conflicts possibly leading to tension and animosity occurs when employees do not have similar views on a particular issue and in turn such conflicts could have detrimental effects on performance. These effects include directing the attention of employees to each other instead of the job, increasing stress and anxiety, and it can result in hostile interaction among members (Chuang et al., 2004). Leadership Leadership remained the single most important issue in annual surveys for identifying top management issues during all times (HRI, 2002a). To manage a diverse workforce, organizations need visionary leaders but availability of them is scarce. According to the study by Diversity Inc. (2002), it is forecasted that many top management of many leading companies will lose one in five top managers due to retirement. Let alone, US companies will lose 40 percent or more of their top executives till 2015 (Wellins and Byham, 2001). One solution offered to this scarcity is to develop leaders at every level and in every function in an organization (Hesselbein, 2002). For this solution, Kappa Omicron Nu Honor Society (2002) advised the most effective leadership components to manage diversity, which are: Sensitivity and awareness about diverse workforce. Resources to strengthen and improve the quality of diverse individuals Inter-communication skills to solve mutual differences Strategies to maximize the effectiveness of diverse workforce. The goal should be to develop cross-cultural leaders and generate a new crop of multicultural professionals (Yukl, 2002). These leaders are provided with the required resources and authorities to manage workforce. The focus should be to enhance their listening, learning, networking, communication, and experimenting skills to manage a diverse workforce (Melymuka, 2001). Finally an effective strategy must be developed to include diversity at all levels of management, and there must be commitment to diversity at senior levels where it is strategically more important (Conklin, 2001). This strategy must be evident in organizations mission and vision statement and should involve a systemic, results-oriented, business-based approach (Fitzpatrick, 1997). Yet companies do not seek diversity unless this business competency results in increased profit and metrics that substantiate the necessity to expand the emphasis on diversity (Diversity Inc., 2002). Irrefutable measurable benefits can be de rived from properly implemented policies to promote diversity (Jamrog, 2002). The most evident measurable benefits are improved bottom line, competitive advantage, superior business performance, employee satisfaction and loyalty, strengthened relationship with multicultural communities, and attracting the best and the brightest candidates. Competitive advantage defined in diversity as, Recruiting and retaining people of diverse backgrounds who can share a common set of values. . .and approach to business is a priority for todays competitive organization (McCormack, 2002, p. 1). Jamrog (2002) suggested three-point approach to enhance effectiveness of leadership to manage diverse workforce: premise, guidelines and actions. There are three premises that leaders need to value diversity: (1) One size doesnt fit all leaders need to use different approaches for solving problems and developing workers as all situations and individuals are not the same, (2) Not everyone can be a leader organizational should focus only on individuals who have the ingredients of becoming a good leader, and (3) Leaders can be at any level or function anyone who can inspire, influence and guide others in the organization is a leader regardless of position. The five guidelines that leaders need to value diversity are: (1) Communicate, communicate, and communicate share freely your ideas, suggestions, opinions; listen to ideas of others with interest, (2) Build contact into your daily actions and duties Plan your actions, meetings, and duties so as to maximize contact with multiple p eople in the organization. (3) Manage and lead by walking around Be outside the office frequently and interact informally with others of different levels, functions, backgrounds and experience, (4) Champion diversity Bring in the contribution of everyone to increase commitment, innovation and creativity, and (5) Sponsor diversity Defend the decisions, actions and interactions while supporting everyone in the organization. Lastly, the five actions that leaders need to value diversity are: (1) Assessment of leadership potential within the organizations, (2) Provision of training and tools, (3) Inclusion of diversity at all levels, (4) measuring and rewarding efforts, and (5) encouraging the organization to be patient. Conceptual Framework: Research Methodology: