Sociological Criticism Essay Essay Example

Sociological Criticism Essay Essay Name: Course: Institution: Date: We will write a custom essay sample on Sociological Criticism Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sociological Criticism Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sociological Criticism Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Sociological Criticism Essay The Library of Babel written by Jorge Luis Borges is a story in which the writer attempts to envision the universe as a library consisting of a large variety of books that have been published using a unique format (Ackerley 171). The writer expresses his perception as the earth containing a large area that is occupied by hexagonal spaces of which each consists of requirements that are bare for the survival of humanity. Although the organization of various books is unsystematic and pointless, the occupants assume they consist of all the achievable arrangement of a few fundamental elements. One of the sociological theories found in this book is Mystery. This has been expressed by the author where he causes the readers to visualize an atmosphere of the unknown that consists of things that cannot be perceived in the realistic sense (Ackerley 171). For example, the author’s idea of the entire universe turning into a library can only be viewed in the imaginary sense and hardly in actuality because the earth consists of a lot more than just books including natural features such as plants and water that cater for other living organisms like animals. The second theory is on functionality, in which the author expects his imaginary library to consist of data that will be of immense use to the readers. He describes its usefulness as having futuristic information, biographies of any individual, and the data translated in all languages of the earth. This shows that the author values the imaginary library because of more of its functionality rather than its appearance. The author views the books that are currently being used in the world as useless and therefore, wants the imaginary library to have the functionality of providing information that has more value and meaning to the inhabitants of the earth. The other sociological theory found is purification, in which the author believes the futility of books to have left the librarians in a depressed state and hence believe in performing superstitious actions including destroying those books (Daniel 270). This is done to cleanse the meaninglessness in the library and is achieved by the librarians seeking a supernatural source known as the Crimson Hexagon. Figurative interaction is another theory in which the author believes that within the whole range books found in the library, there has to be one faultless book that has been read by a messianic body (Daniel 271). The author uses this symbolic language to express how he believes that in the midst of all the books he found meaningless, there is a certain book with supernatural influence, in which the librarians honor and seek. The social patterns displayed in the characters of this story appear as learned. This is because the author talks about librarians who have great enthusiasm in being acquainted with a high level of information and hence the reason why they feel the urge to make the library in being more useful. For example, the librarians are illustrated as being in a state of despair after realizing that the content in the library books is pointless. This shows their interest in becoming great-learned people. The librarian characters are also shown as being sacred in the scene where they seek for a supernatural source to guide them and give advice on how to transform the library from an empty state to a more purposeful and significant functionality of learning (Perla 17). The librarians also believe that the supernatural power exists in one unique book within the current library, which acts as a guide for referring the reader to useful information. The narrating character, used by the author to tell the story appears to be truly creative. This is evident in his concept of an imaginary library in which its elements are made of the entire universe. The creativity appears where the narrator expresses an idea that cannot be rationalized within the real world. The narrator also appears to be explorative since within the description of his imagination, he brings in the element of discovery where he expresses a particular result if his ideas were brought to life (Perla 17). For example, the narrator experiments by creating a scenario in which the whole universe would transform into a library that would provide all humankind with the information they needed. In addition, the narrator creates a scenario in which the information would include the biographies of each individual that existed on earth. The social patterns illustrated in the author’s culture include being learned or the educated culture. This is because of his background of working in an occupation, where he is surrounded by educative or learning materials. Jorge Luis Borges had various roles including being a poet, writer, essayist, librarian and a University lecturer. This shows that in his career, he was surrounded by various fields of education and hence his interest in being associated with his learned culture. Borges’ work shows that he is critical and selective. For example, criticism is shown where he despises the current libraries by regarding the information contained as useless. This is the reason he expresses his idea of creating a particular library that is much greater in terms of its provision of significant information. The author displays his critiquing selective behavior where he expresses his comments on the functionality of the current libraries. The author also appears to honor and acknowledge the value of education in the society. This is evident in the way he expresses education in the story to the extent of including some form of divine power controlling the impact of information provided by educative materials. Reference Ackerley, C. â€Å"Borges’s the Library of Babel and Jeans’s the Universe Around Us.† The Explicator. 63.3 (2005): 170-172. Print. Eilon, Daniel. â€Å"Swift Burning the Library of Babel.† The Modern Language Review. 80.2 (2007): 269-282. Print. Sasso?n-Henry, Perla. â€Å"Borges’ â€Å"the Library of Babel† and Moulthrop’s Cybertext â€Å"reagan Library† Revisited.† Rocky Mountain Review of Language and Literature. 60.2 (2006): 11-22. Print.

Doomsday essays

Doomsday essays The Divine Comedy is a tale of the Pilgrim (Dantes ego) beginning his travel through Hell (Inferno) and learning about sins pervasiveness. The torments of the sinners, who exist forever without hope of redemption or of an end to their suffering, graphically illustrate sins consequences. As the reader and Pilgrim move through the underworld, the shades they see and speak with provide physical examples of and exemplary lessons on the seven deadly sins. At the end of Inferno, the Pilgrim and reader are better able to recognize sin in its various forms and to avoid committing it. Salvation and further spiritual education are impossible without such knowledge. In the second section, Purgatorio, the Pilgrim and the pilgrim reader move up the Mountain of Purgatorio to the Garden of Eden at its peak. Along the way they learn the value of contrition and repentance, of having to suffer for causing suffering and for disobeying God. They learn this again by seeing and interacting with shades who represent the Seven Deadly Sins but who here exemplify the desire for contrition and repentance. The learning process concludes in the third section, Paradiso, where a plethora of saved souls appear to the Pilgrim and explain the workings of grace and Gods love to him. In this celestial region, the Pilgrim takes a series of what we might call oral exams which test his growing knowledge. Schooled by his experiences in the three regions, having gained a firm understanding of sin and grace, the Pilgrim passes his exams and graduates to the vision of God. He, then, becomes a teacher, because he returns to earth with instructions to write about his experiences for the benefit of others. ...

Development and Training Leaders and Managers Essay

Development and Training Leaders and Managers - Essay Example FedEx Corporation, CNN, Hewlett-Packard among others, had difficulty starting their businesses but now end up as megalith corporations looked up by everyone. Analysts account this phenomenon to hard work, business acumen, resilience, effective marketing strategies among others. But almost everyone else agree on two factors that consist as common denominators of all these firms and these are to wit: leadership and effective management. Even in educational administration, these two factors are necessary in order that high education officials be able to properly develop leaders and managers who would make this world a better place to live in. weighing 2.5 tons each be constructed if there was no effective leadership, coordination, management and administration. Or how could Alexander the Great unify and maintain his world empire which stretched across the vast expanse of Asia as well as in parts of Europe and Africa if there was no effective leadership and management ( Gamage & Pang 2003, p.4). Thus, because leadership and management make any organization effective and fruitful and are of paramount importance to any such organization, both must be inculcated and developed in present and future high officials of any organization as well as students in all schools worldwide. Upon the shoulders of all educators and all heads of educational organizations lie the onus of training and developing the qualities of good leadership and effective management in all students in all schools and colleges. Likewise, these educational institutions should also ensure that they develop future efficient education leaders and managers to fortify such role of educational institutions. Thus, in recent years the focus of attention by governments is the development of research and policies and practices that would strengthen educational leadership. The challenge is now to develop the human potential for leadership and management (Bush & Middlewood 2005, p. vii). Educational Leadership and Management The notion of educational leadership varies from one author to another but it is certain that educational leadership involves a process of influence. Thus Yukl defines it as that which "involves a social influence process whereby intentional influence is exerted by one person or group over other people or groups to structure the activities and relationships in a group or3 organization" ( Bush 2003, p.5). But it must be stressed that anyone will have difficulty influencing any group of people if his character is less than sterling i.e. if his personal values and mindset leave much

Water and Environment science Research Paper Example | Topics and Well Written Essays - 500 words

Water and Environment science - Research Paper Example the inhabitants of the Portland city since it supplies them with sufficient amounts of fish like the Chinook, Sockeye and the Chun Salmon, wild animals as well as natural sceneries. The bird species are found on the river banks and they include the bald eagles and the great blue herons (Sethajintanin, et al., 114). Willamette River has undergone a tremendous change in the last two hundred years which is characterized by various human activities like the building of dams, dykes, and dredging. There are various sources of pollution in the Willamette River which include the sanitary discharge from the cities of Corvallis and Portland whose combined storm as well as the sanitary sewer release untreated sewage in to the river during the rainy season. Oil and fuel spills are common in the river because of the boating activity common in the river. Sediment erosion is common in the area where flood carries pollutants from upstream areas in to the river thus causing pollution of the river. Household wastes like solvents soaps as well as the household chemicals that are washed down from the roofs and eventually drain into the river (Poor & Jeffrey, 772). The Willamette River is now considered cleaner than it was in the late 1920’s and in the 1930’s when the river was in a much polluted state that a fish placed in it could die immediately. An authority known as the State Sanitary Authority which was later changed into the Department of Environment Quality. This Authority was responsible for overseeing the cleaning up of the River. In 1968, a major clean up was done which involved the identification of all major waste discharges were controlled thus making the river much safer (Rojas-Burke, 134). From the results of the data collected from the river it is clear that the temperatures were high during the three testing scenarios because of the times in which the samples were taken. High temperatures affect the functioning of the aquatic life since their bodies function

Corporate law Case Study Example | Topics and Well Written Essays - 2500 words

Corporate law - Case Study Example The exception to this is that the reserve may be applied by the company in paying up its unissued shares which are to be allotted to company members as fully paid bonus shares. Further, if the permissible capital payment exceeds the nominal amount of the shares redeemed or purchased, the amount of any capital redemption reserve, share premium account or fully paid share capital of the company, and any amount representing unrealised profits of the company for the time being standing to the credit of any revaluation reserve, may be reduced by a sum not exceeding, or by sums not in the aggregate exceeding, the amount by which the permissible capital payment exceeds the nominal value of the shares.4 Where, however, the proceeds of a fresh issue are applied by a company in making any redemption or purchase of its own shares in addition to a payment from its capital under these provisions, the references to the permissible capital payment are to be read as referring to the total amount of that payment and those proceeds. The CRR is mainly used to ens... The CRR is mainly used to ensure that the company's capital is not reduced by the redemption of its shares. If the company was to redeem its shares, and the CRR was not used, then there would be a reduction in the company's capital in line with the reduction of the amount of shares redeemed. Although the CRR cannot be distributed out to shareholders by way of dividend in the same way that profits would be utilised, they would be available for issuing bonus issues of share capital should such a scenario arise. Accordingly, the CRR plays an important role in maintaining the value of the company, by both keeping shareholders of redeemable preference shares happy in allowing them to redeem their shares, while also keeping the other shareholders content as the value of the share capital in the company is maintained. This means that there shareholding will be in no way diminished as a result of the redemption. Revaluation Reserves Revaluation reserves arise when the value of an asset becomes greater than the value at which it was previously carried on the balance sheet, increasing shareholders funds.5 Not every increase in value is added to the revaluation reserve, and the exact treatment depends on the history of the asset. Revaluations are carried out when there is a material difference between the current market value of an asset and the value at which it is carried on the balance sheet. Revaluation reserves are not distributable, but may be used for scrip issues, where there is an issue of new shares to existing shareholders at no charge, pro rata to their existing shareholdings. A scrip issue is essentially when one shareholder moves their money from one account to another account belonging to the

The Use Of Performance Management In Hr Business Essay

The Use Of Performance Management In Hr Business Essay Performance management is a topic that cuts across traditional HRM boundaries, as it also has implications for employee development. Performance Management is seen as a dimension of employee resourcing and performance monitoring and review as part of the appraisal process. In many organisations, formal, systematic procedures are introduced to regularly assess employee performance, usually involving, at a minimum, an interview between a manager and an employee, with documentation of recorded performance. One major reform being undertaken in the public service is the development of a performance management system. Its primary aim is to improve performance by focusing on key areas of activity of the Ministry/department, teams and individuals through on agreed framework of planned goals, objectives and standards. 7.3 DEFINITIONS Noe et al. (2008) define performance management as the process trough which managers ensure that employees activities and outputs are congruent with the organisations goals. (This definition emphasises the need for performance management to be aligned to the strategy of the organisation). Performance management can be defined as a strategic and integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors (Armstrong and Baron, 1998). 7.4 MEANING OF PERFORMANCE Bates Holton (1995) pointed that performance is a multi-dimensional construct, the measurement of which varies depending on a variety of factors. They also state that it is important to determine whether the measurement objective is to assess performance outcomes or behaviour. Kane (1996) argues that performance is something that the person leaves behind and that exists apart from the purpose. Bernadin et al. (1995) are concerned that performance should be defined as the outcomes of work because they provide the strongest linkage to the strategic goals of the organisation, customer satisfaction and economic contributions. The Oxford dictionary defines performance as the accomplishment, execution, carrying out, working out of anything ordered or undertaken. Performance is about doing the work as well as about the results achieved. Performance can therefore be regarded as behaviour the way in which organisations, teams and individuals, get the work done. Campbell (1990) believes that: Performance is behaviour and should be distinguished from the outcomes because they can be contaminated by system factors. For Brumbach (1988), performance means both behaviours and results. Behaviours emanate from the performer and transform performance from abstraction to action. Not just the instruments for results, behaviours are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results. From this definition, we can conclude that when managing the performance of teams, and individuals, both inputs (behaviour) and outputs (results) need to be considered. This is the so-called mixed model (Martle, 1995) of performance management which covers competency levels and achievements as well as objective setting and review. 7.5 PERFORMANCE APPRAISAL AND PERFORMANCE MANAGEMENT What, in your opinion, is the difference between Performance Appraisal and Performance Management? Noe et al (2008) emphasises that Performance Appraisal is only a component of Performance Management as it involves the administrative and relatively isolated duty of measuring aspects of an employees performance. Performance Management is a broader concept than Performance Appraisal in that it provides not only for the measurement of performance, but the defining of performance according to organisational goals as well as the provision of performance feedback. Performance Appraisal (Performance Measurement Specification of Performance Criteria Performance Feedback Performance Management (Noe et al, 2008) 7.6 FEEDBACK Feedback is a method of communication, usually face-to-face with another person where the desired outcome is normally: Improved work performance. A maintenance of performance. A change of behaviour. To make another person aware of ones behaviour upon others. Performance Management is strategic in the sense that it is concerned with the broader issues facing the business if it is to function effectively in its environment, and with the general direction in which it intends to go to achieve longer terms goals. It is integrated in four senses: Vertical integration linking or aligning business, team and individual objectives. Functional integration linking functional strategies in different parts of the business. HR integration linking different aspects of HRM, specially organisational development HR development and reward. The integration of individual needs with those of the organisation, as far as this is possible. Activity 1 (i) Differentiate between Performance Appraisal and Performance Management as you see it in the local context. (ii) Discuss the importance of feedback in the management of performance. 7.7 PURPOSE OF PERFORMANCE MANAGEMENT Performance Management is a means of getting better results from the organisation, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. It is a process for establishing shared understanding about what is to be achieved, and an approach to managing and developing people in a way that increases the probability that it will be achieved in the short and long term. It is owned and driven by line management (Armstrong, 2001). Activity 2 (i) Based on your experience of performance management within the organisation in which you work, what do you think is the purpose of Performance Management? Performance Management has three essential purposes: Strategic purpose. Administrative purpose. Developmental purpose. Strategic purpose A Performance Management system serves to link employee performance to the overall organisational strategy and organisational objectives. However, research has shown that very few organisations utilise Performance Management in a manner which supports the strategy of the organisation. The strategic purpose may be achieved through designing evaluation mechanism which define employee performance in terms of organisations strategy and goals. Achievement of the organisations objectives. Increased productivity. Increased profit. Motivation of employees. Administrative purpose Performance Management systems provide information which assists organisations with administrative decisions relating to issues such as salary administration (pay rises), lay-offs and promotion (Noe et al, 2008: 348). Pay related pay (increment, bonus). Developmental purpose Performance Management systems provide information about employee strengths and weaknesses and in so doing, identify employee development needs (Noe et al, 2008: 348). Identify Training Needs Activity 3 (i) Discuss the purposes of performance management in your organisation. 7.8 APPROACHES TO PERFORMANCE MANAGEMENT Hereunder are the approaches to Performance Management: The comparative approach. The attribute approach. The behavioural approach. The results approach. The quality approach. The multi-rated approach. Note: The different approaches to Performance Management have their own strengths and weaknesses. 7.8.1 The Comparative Approach The comparative approach measures an individuals performance by comparing his/her performance to the performance of others. Three techniques adopt the comparative approach: Ranking : Supervisor ranking his subordinates from best performer to worst performer. Forced Distribution : Where employees are ranked in groups. 3) Paired Comparison : Where the supervisor compares every employee with every other employee in the work group, giving an employee a score of 1 every time he/she is considered to be the higher performer. Activity 4 (i) Discuss the comparative approach to Performance Management in your organisational context. 7.8.2 The Attribute Approach This approach focuses on the identification of employee attributes (knowledge, skills, attitude and experience) necessary for the organisations success. The employee is measured against these attributes. This approach includes techniques such as: Graphic Rating Scales : Where the supervisor rates the subordinate on particular traits and characteristics. Mixed Standard Scales : Where the supervisor rates the subordinate against relevant performance dimensions. Activity 5 (i) Describe the attribute approach to the Management of performance in your organisation. 7.8.3 The Behavioural Approach The behavioural approach defines behaviours necessary for effective performance in a particular job. In assessing performance, managers identify the extent to which a subordinate has exhibited the required behaviours. Example: (i) Behavioural Observation Scale. (ii) Assessment Centres. 7.8.4 The Results Approach This approach is based on the belief that results are the one best indicator of how a subordinates performance has contributed to organisational success. Results-based techniques include: Management by Objective (MBO) where goal setting is cascaded down throughout the organisation and the goals become the standard against which an employees performance is measured. Productivity Measurement and Evaluation System (PROMES) which involves a process of motivating employees to higher productivity. Balanced Score cards which may be used to manage the performance of individual employees, teams, business units as well as the organisation itself. The appraisal considers four related categories: Financial. Processes. Customer. Learning. The balanced score card enables managers to translate organisational goals into business unit, team and individual employee goals for each of the above categories. 7.8.5 The Quality Approach The focus of the quality approach is on improving customer satisfaction through a customer orientation and the prevention of errors. The design of a quality-based performance management system should focus on: The assessment of employee and system factors. The relationship between managers and employees in solving performance problems. Internal and external customers in setting standards and measuring performance. Using a number of sources to evaluate employee and system factors. Activity 6 (i) Enumerate the essential issues of quality based performance management system in relation to an organisation of your choice. 7.8.6 The Multi-Rated Approach Many organisations adopt a 360-degree feedback approach to performance measurement where information on an employees performance is not only provided by the employees immediate supervisor, but by those people whom he/she deals with on a day-to-day basis (eg. customers, co-workers, subordinates, suppliers, contractors, consultants). (Snell Bohlander, 2007: 343). This approach allows employees to receive an accurate view of their performance as different people see different things. (Snell Bohlander, 2007: 343). This approach usually involves the administration of a questionnaire to a number of people with whom the employee interacts, in which they indicate how well the employee performs in a number of behavioural areas. (Noe et al, 2008: 497). 7.8.6.1 Strengths of the 360-degree Feedback Approach As the employee is appraised from multiple perspectives, the approach is more comprehensive than other approaches. The information produced is of good quality. There is an emphasis on internal and external customers as well as the team. Bias and prejudice is lessened as the appraisal is not dependent on one persons view alone. Feedback from people other than the manager contributes considerably to an employees development. 7.8.6.2 Weaknesses of the 360-degree Feedback Approach It is a complex system in that numerous appraisals need to be combined. It can be intimidating, resulting in resentment on the part of the employee being appraised. Appraisals from different individuals may be different and confusing. Considerable training is required to ensure that the system works as it should. Employees could undermine the reliability of the approach through colluding in terms of the appraisal which they are to give each other. 7.9 SUMMARY [ In this Unit, the definition and meaning of Performance Management has been explained. The purpose of performance management has been enumerated. The approaches to performance management have been discussed in details.

Comparing A Streetcar Named Desire and The Glass Menagerie :: essays research papers

“A Streetcar Named Desire'; and “The Glass Menageries were written by Tennessee William in the late Thirties, where the depression made countless of people struggled in poverty. Both of the plays used the typical American family during the Thirties as the background setting. There were many similarities between the plays: including characters and events. Did Tennessee William write the same play twice? Or, did the plays each hold a different meaning underneath?   Ã‚  Ã‚  Ã‚  Ã‚  Before analyzing the two plays, we must first analyze the characters. Blanche Dubois in “A Streetcar Named Desire'; and Laura Wingfield in “The Glass Menageries'; have a lot of similarities throughout the two plays. Blanche and Laura are both living in a separate world from other people. Blanch is living in a world of fantasies, while Laura is living in her world with all the glass Menagerie. Blanche seeks for desires and fantasies only because she feels she murdered her husband. Laura lives in her world of glass animals only because of a disease that gives her a slight physical defect. They are mentally and physically crippled, and they want to use illusions to deceive other people. In P.117 Blanch said “I don’t want realism. I want magic! Yes, yes, magic! I try to give that to people. I misrepresent things to them. I don’t tell truth, I tell what ought to be truth.'; Laura does the same thing, where she deceives her mother. She lies to her mother about going to the Business Collage, just like Blanche lies to everyone else about her past.   Ã‚  Ã‚  Ã‚  Ã‚  In “The Glass Menagerie'; the unicorn represents Laura. She is different from all the others, and she would not be able to fit in with the others. She is too sensitive and shy, a very fragile being. Blanche in the play does not fit in with the rest of the people in the community either. She cannot tolerate the way husbands treat their wives in New Orleans, and she is shocked when Stella goes back with Standley after the Polka Night. The same thing happens to Eunice(Stella’s neighbor) a few scene after. In P. 63 Stella tells Blanche “You are making much too much fuss about this.'; And later says “it wasn’t anything as serious as you seem to take it.'; Blanche will never understand how, or why Stella would go back to Stanley because she doesn’t fit into their community, just like Laura will never fit into hers either.