What is Beauty Alice Walker Essay Example For Students

What is Beauty Alice Walker Essay In her autobiographical story Alice Walker tells about how after the accident of losing sight in one eye she was never the same. At the young age of eight she was above all others in wit, looks, and talents. I think that the loss of her sight is not what blinded her most, but her unwillingness to except what had happened. Over that next six years she would not ever hold her head up, Alice found that children were mean, they couldn t live with her difference and neither could she. During her sophomore year of high school she had the ugly scar tissue removed, now all that was left was a thin glass like line. Soon after her life turned around. She had her first boy friend and she earned valedictorian of her class. Beauty comes from the inside; Alice found you are only as beautiful as you think, and the pain only hurts as long as you let it. There are as many ideas of beauty as there are number of people. As Alice was laying her baby girl to sleep she stared into Alice’s eyes and said Mommy there is a world in your eye! We will write a custom essay on What is Beauty Alice Walker specifically for you for only $16.38 $13.9/page Order now Never before did she look at it in this way. The question always was did I change after the accident?. Every choice that you make every experience that you go thought is what makes you one of a kind. Alice had it hard enough she thought, growing up in the 1940 s as a black girl. Now with this extra burden it was the straw that broke the camel back. Alice had it hard enough with her burdening eye, she believed that she did not deserve this, she asked what did I ever do? Alice Walker felt that her life was over, but amazingly she endured to become a famous writer. Alice said she is beautiful, whole and free and she is also me. This is the first time that she really believed that she was beautiful. What would happen if each and every person that you meet were the same? The reason that people love to meet people is the unknown feeling and their curiosity. One of the points that Alice made me realize is that a problem only hurts you as long as you let it hurt. Alice Walker is an amazing person to go on with her life. I know that this must has been a tortuous experience to endure. After reading this essay, I think that you can not look a beauty in the same way. But if this would have happened to me, I would have not dwelled on my loss but on my gain. In many ways she could see the world in a different way, this has made Alice walker an outstanding writer, with a unique point of view. What first came to mind when I read this story was something that my mother once told me beauty is in the eye of the beholder .

NEED FOR EMPLOYEE PERFORMANCE MANAGEMENT TO ORGANISATIONAL GROWTH Essay Example

NEED FOR EMPLOYEE PERFORMANCE MANAGEMENT TO ORGANISATIONAL GROWTH Essay Example NEED FOR EMPLOYEE PERFORMANCE MANAGEMENT TO ORGANISATIONAL GROWTH Essay NEED FOR EMPLOYEE PERFORMANCE MANAGEMENT TO ORGANISATIONAL GROWTH Essay Introduction Performance direction is one of the cardinal patterns of people direction in administrations. In their 1998 book Performance Management: The new worlds, Armstrong and Baron defined public presentation direction as: a procedure which contributes to the effectual direction of persons and squads in order to accomplish high degrees of organizational public presentation. As such, it establishes shared understanding about what is to be achieved and an attack to taking and developing people which will guarantee that it is achieved. aˆÂ ¦A scheme which relates to every activity of the administration set in the context of its human resource policies, civilization, and manner and communications systems. The nature of the scheme depends on the organizational context and can change from administration to administration. In other words, public presentation direction should be: aˆ? Effective it should guarantee people have the cognition and ability to execute. aˆ? Strategic it is about broader issues and longer-term ends. aˆ? Integrated it should associate assorted facets of the concern, people direction, and persons and squads. Performance direction has been around in the linguistic communication of HR and people direction since the 1980s and its development as a cardinal people direction tool can assist us understand its part and placement in relation to other cardinal HR activities. Through several manifestations from direction by aims to public presentation reappraisal, public presentation direction has been the chief vehicle by which directors communicate what is required from employees and give feedback on how good they are accomplishing occupation ends. Several researches and studies have tracked the development of public presentation direction since the early 1990s. The first study on public presentation direction in 1991 ( Bevan and Thompson 1991 ) found a great trade of confusion around what the term public presentation direction really meant, with many practicians replacing it for the tools of public presentation direction, such as public presentation assessment or performance-related wage. The subsequent study ( Armstrong and Baron 1997 ) found that there was by and large consensus that the term encompassed a scope of activities to pull off single public presentation. In 2005 another work by Armstrong and Baron provide grounds for public presentation direction as a vehicle to incorporate a figure of activities focused on single part, such as calling planning, talent direction and acquisition and development. Over the old ages the grounds has tended to propose that the procedure of public presentation direction is less of import than its placement, execution and aims. Therefore, in this study the focal point is less on the procedure which has tended to loosely digest over the old ages as a mixture of objective-setting, reappraisal and development and more on the strategic purpose of public presentation direction and its demand or function in driving sustainable administration public presentation which is a critical demand to organizational growing in a modern administration system. It first discusses the consequences adopted from an on-line study assemblage sentiments and information on the procedure and usage of public presentation direction. Subsequently the issues raised by the study responses were discussed with many practicians as found out in the information gathered ; these treatments are summarised below Purposes The chief purpose of the survey is to look into the importance of effectual employee public presentation direction to organizational growing. In stead with this, it is necessary to: Determine the integrating of effectual public presentation direction to organisational growing Determine the extent to which quality public presentation direction stands out for administration s growing. Aim The aims of the survey were to measure the extent to which the followers are deciding factors for quality public presentation direction ; Performance assessment Objective-setting Regular feedback Regular reappraisals and appraisals of development demands THE ORGANISATIONAL CONTEXT This topic has attracted all administrations in the field of drama ; the involvement in this perennial subject has non dimmed over the old ages. The demand for up-to-date information has really intensified with the economic downswing, with HR practicians endeavoring to guarantee they are measuring public presentation against just and relevant steps and that they are concentrating attempt on the things that truly matter for the concern. Interest in the subject stems from practicians endeavoring to maintain their procedures up to day of the month and guaranting they are compatible with the demands of a altering strain of line director, every bit good as the demand to streamline paper-based systems or enable entree through on-line media. However, more senior HR strategians are besides concerned to guarantee that public presentation direction delivers in an environment where the development of capacity and impact on trade name and invention are the paths to concern success. Harmonizing to Philbeam and Corbridge ( 2002 ) , the direction of public presentation is a holistic procedure which encompasses a figure of activities as follows ; Specifying organizational purposes ; Development of single and team aims ; Using effectual measuring and assessment systems ; Using reward systems that provide inducements ; Supporting persons to develop and get the accomplishments needed to lend to the full to organizational success ; Pull offing single underperformance and absence. This statement justifies the degree of part and importance of public presentation direction in constructing a formidable work force that can impel administration growing. KEY FINDINGS OF THE SURVEY There is a surprising grade of understanding that public presentation assessment, objective-setting, regular feedback, regular reappraisals and appraisals of development demands are the basiss of public presentation direction. Respondents were asked what activities they understand to be included under the streamer of public presentation direction. Over 90 % say they think that regular reappraisal meetings should be included, 85 % objective-setting, 83 % regular feedback to persons, 80 % public presentation assessments and 75 % appraisal of development demands. The figures for respondents sentiments on what activities jointly depict public presentation direction are found in Figure 1. Figure 1: What do you understand by the term public presentation direction? There is besides strong grounds that practicians are utilizing public presentation direction to encompass a scope of activities: 60 % of respondents think that more than five activities should be included in public presentation direction and 18 % think it should include more than eight. However, when this is compared with what respondents really do under the pretense of public presentation direction, the image shifts a small. Merely 62 % really carry out regular reappraisal meetings to measure advancement against marks and 75 % set aims or marks. The figure for those really transporting out public presentation assessment at 80 % is really near to the 82 % who feel this should be included in activities to pull off public presentation. The full image of the activities that respondents are really engaged in under the streamer of public presentation direction can be found in Figure 2. Figure 2: What really happens under the header public presentation direction? Again, somewhat fewer activities are really used to pull off public presentation than the figure respondents think ought to be included: 62 % really use more than five activities to pull off public presentation and merely 23 % usage more than eight. Who benefits from public presentation direction? Respondents were asked who they think benefits the most from public presentation direction. A dislocation of their responses can be found in Figure 3. An overpowering 44 % of respondents think that persons are the primary donees of public presentation direction. However, merely 20 % think that public presentation direction has a positive impact on single public presentation, with the bulk ( 59 % ) staying impersonal on that topic and 21 % disagreeing that public presentation direction has a positive impact on single public presentation. However, 30 % agree that public presentation direction would assist persons understand what they should be making and how they ought to be making it. Merely 19 % of respondents think that line directors benefit most from public presentation direction. Yet 23 % agree that public presentation direction would assist line directors to pull off people better. Thirty-seven per cent disagrees that public presentation direction would assist line directors to develop the capableness to pull off people better. Figure 3: Who chiefly benefits from public presentation direction? What does public presentation direction achieve? The full extent to which respondents agree or disagree with a figure of common premises and statements made about public presentation direction can be found in Table 1. Table1: Performance direction premises Strongly agree Agree Neither agrees nor disagrees. Disagree Strongly differ Performance direction has a positive impact on single public presentation 2 % 18 % 59 % 15 % 6 % Performance direction has a positive impact on organizational public presentation. 4 % 17 % 56 % 16 % 7 % Performance direction enables persons to better understand what they should be making and how to make it 4 % 26 % 57 % 9 % 4 % Performance direction helps line directors to pull off people better 3 % 20 % 52 % 16 % 9 % Performance direction helps better line directors capablenesss to pull off people efficaciously 4 % 4 % 45 % 23 % 14 % Performance direction can assist persons develop their accomplishments and calling options 4 % 16 % 61 % 14 % 5 % Performance direction can impact on employee wellbeing. 4 % 13 % 55 % 21 % 7 % Performance direction can assist people understand the administration s strategic precedences. 4 % 17 % 54 % 17 % 8 % Performance direction can assist persons understand how their behavior and actions affect the accomplishment of the administration s strategic precedences. 4 % 18 % 52 % 18 % 8 % There is a surprising sum of dissension about what public presentation direction is capable of accomplishing. The highest degree of understanding seems to be around the averment that public presentation direction enables persons to understand what they ought to be making. Thirty per cent of respondents agree with this statement, but still a ample 13 % disagree and 57 % neither agree nor disagree. Merely 17 % agree that public presentation direction might hold an impact on wellbeing and 26 % disagree. Twenty-three per cent agree that public presentation direction helps line directors to pull off people better and 25 % disagree. Potentially even more controversial is that although 20 % agree that public presentation direction has a positive impact on single public presentation, 21 % disagree. What other HR procedures should associate to public presentation direction? Respondents were asked to depict what other HR procedures ought to associate to public presentation direction. The responses are detailed in Figure 4 ; acquisition and development tops the list, with 85 % of respondents stating this should be linked. Career development, coaching and mentoring and sequence planning follow rapidly behind, with talent direction cited by 65 % of respondents. Once once more the demand to aline public presentation direction with a scope of activities is recognised. The bulk, 69 % of respondents, advocate that it should be linked into at least four other HR procedures and 57 % suggest that it should associate to at least five. Figure 4: What other HR procedures should be linked to public presentation direction Evaluation OF PERFORMANCE MANAGEMENT Finally, respondents were asked how public presentation direction should be evaluated and what success standards are used. Not surprisingly, single public presentation and organizational public presentation comes top, with 89 % and 88 % severally mentioning this as the main step of the success of public presentation direction. However, a wide scope of steps is besides suggested, with occupation satisfaction advocated as a step by 76 % and direction behavior by 58 % . Merely 1 % think it is excessively difficult to measure it at all! The full dislocation of responses can be found in Figure 5. Figure 5: Evaluation of public presentation direction PERFORMANCE MANAGEMENT IN PRACTICE Three things become instantly evident from the consequences of the study. The first is that the initial premise around the procedure of public presentation direction was right and the existent tools still remain changeless. Indeed, assessment, objective-setting and reappraisal and development still exceed the list of activities most normally carried out under the streamer of public presentation direction this brand public presentation direction a focal point to find the hereafter of the administration in footings of growing. The 2nd is that the tendency of incorporating public presentation direction more steadfastly with other HR processes to pull off endowment, develop possible, plan callings or support persons through coaching or mentoring has continued this excessively cultivates the general administration public presentation in footings of it public presentation hence its growing. This is a tendency that can be traced from the early 1990s, where several researches found public presentation direction to be a reasonably distinct activity mostly dwelling of an assessment procedure through its development into a tool closely incorporate with wage decision-making and development planning for turning administrations. This study clearly demonstrates the integrating of public presentation direction with a scope of other patterns associated with single wellbeing, battle and development of possible and how all these are linked with the public presentation of the administration in footings of growing. For illus tration, 34 % of respondents advocate associating public presentation direction to programmes to pull off well-being and 80 % advocator associating it to training or mentoring ( see Figure 5 ) . The 3rd and possibly most of import issue the research identified is the evident being of a important spread between what people think is the intent and capableness of public presentation direction and what they really believe it is presently accomplishing in footings of impeling the growing of administrations. This issue was hence explored farther with a scope of practicians through the telephone interviews. Past instance survey based research has besides and clearly demonstrated that it is the application instead than the procedure itself that makes the difference in footings of public presentation direction. The procedure may stay the same but the ethos and value system within which it is implemented can do a important difference and find whether public presentation direction is merely a mechanistic informations aggregation exercising to find development scheme for growing of administration or pay allotment. The interviews with practicians, hence, focused on the execution and place and function of public presentation direction instead than the procedures involved. All of the practicians interviewed are working in administrations with a comparatively mature experience of public presentation direction and all of them have made at least some alterations to their procedure over the last five old ages, with some shiping upon a complete redesign of the pattern in order to convey in dynamism for growing in administration. They confirm the premise that while the procedures associated with public presentation direction have remained comparatively stable, the placement, civilization in which it is implemented and purpose have changed significantly with focal point on how the procedure can convey in alteration in footings of growth.. More than one interviewee commented that while they had merely tinkered with the procedure over the old ages, they had wholly redefined the intent to reflect altering values, demands and attempts to drive a public presentation civilization for a better new face of the administration. For illustration, John McCann of the Nat ional Audit Office holds the position that: aˆÂ ¦we can amend facets of the procedure to do it easier for staff to useaˆÂ ¦but at the terminal of the twenty-four hours it s non about the procedure, it s about discoursing public presentation, keeping people to account and supplying feedback every bit good as giving congratulations for a occupation good done. When you look at this statement it depicts the whole thought buttocks is how we can better public presentation of single employee hence for the public presentation of the administration for growing. Alliance with the aims The general sentiment of most of the interviewees is that public presentation direction is most utile when it aligns single aims with concern ends and helps persons to understand the part they are doing and how their function fits into overall strategic concern aims and be cognizant of their administration devising advancement. So, for illustration, Angela Williams from Land Securities told the CIPD research: Ultimately there is no point making public presentation direction if it does non present the concern aims and its mission. It should enable you to take action at the single degree if people are drawing in the right directionaˆÂ ¦everyone whatever degree they are knows where their personal KPIs tantrum. However, this does non intend that public presentation direction is viewed merely as a vehicle for cascading aims. Most besides feel that it is about guaranting people know how and why aims need to be achieved every bit good as what they should be, their function as employees and the function of employee public presentation direction in administration growing. Steve Jones from Novartis told the CIPD research that: aˆÂ ¦look at values and behaviors, non merely what gets done but how we do it. But we put somewhat more of a weighting on aims than values and behaviors. These interviewees think that by acquiring greater lucidity of function and aims through public presentation direction, there is an chance to enable people to acquire a better apprehension of what truly good public presentation expressions like and so assist them understand their function in administration growing, and what actions they need to take to accomplish this. Tony Voller from IHG told CIPD research that: Performance direction ought to be about alining people s attempts to present what the company needs for growthaˆÂ ¦making certain people are clear about how they deliver the aims of their occupation. It should besides assist people execute of their best by assisting them understand what great public presentation expressions like and how far they are from it to assist their female parent administration growaˆÂ ¦a procedure which encourages people to travel and be successful! Decision The study respondents and interviewees who contributed confirm that public presentation direction is an digesting tool that has a polar function to play in the direction of people and general betterment in public presentation by an administration. There is strong understanding that its intent is mostly defined by its function in alining single attempt and aims of the administration with concern consequences and supplying a clear line of sight of precedences throughout the administration. It is besides a powerful tool for communicating, peculiarly to regulate the communicating between directors and employees which is besides one of the cardinal factors of the administration growing. The line director function is important in the bringing of public presentation direction and it is clear that successful public presentation direction will decidedly impact on the growing of the administration. There is besides a clear thrust towards better rating and apprehension of the impact of public presentation direction on both single and organizational public presentation and strong integrating with other schemes to pull off endowment, wage, battle and callings which are all ingredients for administration growing. The work demonstrates that public presentation direction does impact on public presentation at all degrees whereby where it is successfully implemented the consequences will greatly impact on the administration growing positively. And where it is non implemented good will besides impact on the administration negatively. Performance direction provides a critical foundation for organisations to pull off their concerns and empower persons to do the right determinations to maximise profitableness which can in-turn be converted into growing. Capturing cognition and information across the organisation can construct long term value for stakeholders therefore pulling more investing into the administration hence the growing of the administration. This is now possible by using public presentation direction rules to engineering investings. Now, as neer before, concerns have the ability to implement public presentation direction to transform full organisations with a focal point to accomplish ends, viing favorably in the market and retaining and edifice repute. And now, as neer before, the force per unit area is on concerns to guarantee they manage the public presentation of their employee if they are to stay in concern. WAY FORWARD/RECOMMENDATIONS Successful public presentation direction frequently involves interaction between several persons who must work as a squad. A critical characteristic of squads is that persons must organize their determinations and activities by sharing information and resources to achieve shared ends that will travel the administration frontward. Clearly, attempts to better squad public presentation for the growing of the administration must concentrate attending on the public presentation of persons and so the whole administration. However, persons are dependent on other squad members to supply information and for coordination of administration activities. Those behaviors of members that engender a sharing of information and a coordination of activities throughout the administration are jointly called teamwork. A conceptual model for developing teamwork, measures that can be used to guarantee effectual person and squad public presentation for the administration. Over the past several decennaries, mu ch research has been devoted to the probe of squad preparation and public presentation ( Guzzo A ; Salas 1995 ) . Despite the copiousness of squad research, few attempts have been devoted to look intoing the constituents of teamwork, and in peculiar, to developing steps of those constituents and how they can impact on administration in footings of their betterment. With few exclusions, the research has studied the influence of undertaking, single, and squad features on squad public presentation ( Guzzo A ; Salas 1995 ) . A Teamwork constituents and their steps are needed to explicate the mechanisms by which the input variables can find squad public presentation and administration growth.A Communication involves the active exchange of information between two or more members of the squad, every bit good as an single squad member supplying information to others in the appropriate mode in this manner there is a flow of coordination in the whole administration. In general, communicating is a mechanism that links the other constituents of teamwork, public presentation direction will be even more effectual where communicating is a cardinal constituent used in administration or any workplace.. For illustration, communicating is the of import nexus between supervising other members public presentation and supplying feedback about that public presentation ( Guzzo A ; Salas 1995 ) . A A 2nd critical constituent of teamwork is team orientation. This includes the nature of the attitudes that team members have t oward one another, the squad undertaking, and their squad leading and how they look at employee public presentation direction, whether they embrace it. It besides includes self-awareness as squad member, group and general administration coherence. Team leading is another critical constituent of teamwork, how the leading involve their subsidiaries. This includes the way and construction provided by formal leaders every bit good as by other members within the administration structures. Team leading implies that planning and forming activities have enabled members to react as a map of the behaviors of others ( Brannick, Prince, A ; Salas 1997 ) . Monitoring squad public presentation is a important constituent of teamwork hence general administration public presentation and to prove the administration s ability to germinate to another degree of growth.A This constituent refers to the observation and consciousness of activities and public presentation direction procedure of other squad members. Monitoring implies that team members are competent in their single undertakings and have a substantial apprehension of the undertakings of other members and are in place of taking the administration to another degree. In summary a successful employee public presentation direction requires an environment of teamwork with members who have positive attitudes toward the squad and its undertaking, have been provided equal way and support for carry throughing squad ends, and knows their ain undertakings and those of other members with whom they interact ( Brannick, Prince, A ; Salas 1997 ) . And therefore Forth know the ends and mission of the administration. In the execution of public presentation procedure the squad and single public presentation is needed so that it can be accessed together with the criterions of best performance.A In undergoing public presentation assessments single and group public presentation needs to be checked to find the things that caused hapless public presentation corrections will so be called for and the administration gets back to its normal progress root of growing.

Gun control Research Paper Example | Topics and Well Written Essays - 2000 words

Gun control - Research Paper Example Some people supported the owning of fire arms by Americans while others advocated for new laws that would ban the sale of some semi-automatic firearms. These gun control calls were a measure to reduce the occurrence of a tragedy like the Sandy Hook elementary school shooting. After the incident at Sandy Hook, over 100,000 Americans signed a petition supporting renewed debate on gun control in America. Gun violence in the United States is the leading cause of calls to control guns. Gun violence is common in urban areas and more often involve young males (GIIDS, 2011). Such high profile shooting like the Sandy Hook elementary school massacre has heightened debate on gun policies in America. Statistics show that 70 percent of all homicides in the United States get perpetrated using some firearm. This includes suicides and accidental shooting incidences. Different policies at the state, federal and local levels, have made an attempt to address gun violence through a number of methods inc luding restrictions of firearm purchases by at risk population, establishment of gun buyback programs, law enforcement and policy strategies. Other measures to curb the increasing instances of gun violence include setting periods of waiting before purchasing of firearms, enactment of harsh laws of violators of gun laws, community outreach programs, and education programs for children and parents. The federal legislation aims at prohibiting the sale of firearms to criminals and insurgents. Gun policies get determined by the interpretation of the second amendment of the constitution of the United States. These amendments have been subject to several disagreements throughout the years. This second amendment protects a person’s right to own a firearm for the traditional lawful purpose of defense against trespassers in the home and within the federal enclaves. This protection extends to the states as well. There have been numerous endeavors in the United States by authorities to c ontrol the use of guns throughout the states. This has led to numerous recommendations in relation to gun laws and policies. Recommendations on the gun laws are as follows. There should be a ban to the military assault weapons that include high capacity magazines (Carter, 2006). Background checks should be expanded, and gun traffic laws should be toughened. A ban should be imposed on the sale and production of magazines with more than 10 rounds. The expanded background checks should include criminal checks to prevent an instance of criminals getting access to guns. The loophole should be closed that exempts gun buyers from any form of screening. Legislations should be passed to ban transfer or possession of armor bullets and cracking down on individuals. These people after passing the screening test hand over the guns to criminals and people forbidden from buying the guns. Top of these recommendations is the background checks issue. It is important for an individual background to be thoroughly scrutinized before getting allowed to own or even purchase a gun. There should be a ban on assault weapons. Another recommendation would be making legislation that defined gun trafficking as a federal crime. This legislation would limit the gun flow in, out and within states. There should be an addition of more legal language in the laws regarding the distribution of guns such that there are less legal hurdles in prosecution. This is because the current legal language as regards to gun laws has proved difficult

What Is and What Is Not Science Essay Example | Topics and Well Written Essays - 500 words

What Is and What Is Not Science - Essay Example To be alive requires breathing; it is to inhale oxygen and exhale carbon dioxide. Life generates a significant amount of chemical free energy which skips not only limitations but also inefficiencies linked to transfer of power within the planet’s thermodynamic hierarchy. Some people such as Frank Drake believe humankind is alone in the universe. Drake argued that if there were aliens in deep space, their communication would have been discovered. Enrico Fermi believed otherwise. Fermi argued that there existed extraterrestrial intelligence in nearby systems. According to Fermi, we are not the only humans in the universe. Only Drake’s argument is a science. Science involves qualitative and quantitative testing; Drake believed if there were other humans in the universe, their communication would have been discovered. Fermi’s argument is not science because he used only observation to make his claim.  Radiocarbon dating determines the age of a material or object. C arbon decays at a constant rate (5,730  ± 40years), the date at which an organism died can be estimated by measuring the sum of its residual radiocarbon. Radiocarbon measurements were made a shroud that was believed to have covered Jesus to determine its age. The result of the study which took place in Turin showed the shroud was made in1260-1390 AD. The current controversy of the shroud shows that the shroud is 2000 years. Giulio Fanti used infrared and Roman spectroscopy to determine the amount of cellulose in the shroud fiber.  

A ghost story Essay Example for Free

A ghost story Essay The Turn of the Screw is a story written in 1898 and from a governess point of view. In the main story the governess thinks the two children she is caring for are under the evil influence of two ghosts, Miss Jessel and Peter Quint. What we would expect from an opening to a ghost story written in 1898 is to be launched straight into the plot. We would expect this because this grips the readers attention and makes you want to read on. We would also expect the setting to be introduced because this makes you become involved in the story. We would expect the language to be complex because this is the style that was used in the eighteen hundreds. We would expect the characters to be introduced and to become real to the reader. We would expect this because the reader will not believe in the characters if they do not seem realistic. We would also expect atmosphere to be created because this prepares the reader for a ghost story and makes the reader feel part of the story. We would also expect tension to be created because this makes us want to read on. The Turn of the Screw is in some ways typical of an opening to a ghost story written in the eighteen hundreds because the style is complex: for the first sentence, which is long, dense and contains four conjunctions. This however suits the Turn of the Screw because it mirrors the complexity of the story. Similarly the Turn of the Screw is typical of an opening to a ghost story because atmosphere is created. There is a sinister feel created; this is because it is set on Christmas Eve in an old house. This prepares us for a ghost story that is about to be told. The group of strangers is sat round the fire in an old fashioned house. This gives the impression of a traditional setting for telling ghost stories. The fact that it is a group of strangers also makes it seem spookier. The atmosphere is emphasised when the members of the group pick up their candlesticks before they go to bed. This adds to the feeling that everything is very old fashioned and spooky. This is in keeping with ghost stories as they are usually set in old fashioned and have spooky atmosphere to them especially the setting. It also lets you imagine the scene of flickering candles in an old fashioned house. When Douglas goes up to bed the rest of the group heard his step on the stair. This gives the reader the impression that Douglas footsteps are echoing through the great brown hall. This adds to the atmosphere because the footsteps are echoing and spooky. The great brown hall also adds to the idea of the old fashioned house.

Ecocriticism and Frankenstein Essay -- Literacy Analysis

Given the deep ties to nature that Mary Shelley explores within Frankenstein, the principles and methodology of ecocriticism can be applied in many different ways. The interaction of humanity and nature is a concept explored throughout the novel, relating directly to a core tenet of ecocriticism, "directly relat[ing] who we are as human beings to the environment" (Bressler 231). Being as there is no "single, dominant methodology" (235) within ecocriticism, the extent to which we can use ecocriticism to interact with Frankenstein contains considerable depth. However, I will look to a few main methodologies of ecocriticism to look at Frankenstein in detail to uncover how the novel deals with the changing attitudes of humanity and nature in early 19th century England. Beginning with first wave ecocriticism, the focus on 19th century literature positions Frankenstein right in the radar of the early period of American "nature writing" as well as British writers dealing with humanity and nature as an effect of Romanticism, such as William Wordsworth, John Keats, Samuel Taylor Coleridge among others. Mary Shelley directly quotes Wordsworth and Coleridge through the voice of what could be considered the most "human" of the main characters within Frankenstein, Victor. While lamenting over the loss of his friend Clerval, Victor refers to a passage from Wordsworth's "Tintern Abbey" to express the high value he holds for his departed friend, highlighting important interactions between human interests and nature. Many of the images of beauty expressed through Wordsworth's lines shows the appreciation for nature and its importance over human concerns, and an examination of the deep connections between humanity and nature that ideally should b... ... may result in the imbalance of that which sustains us and our subsequent destruction. While Victor can control nature and bend it to his will in unnatural ways, once confronted with the natural elements, none of his science and ingenuity can save him. Throughout the novel Victor goes to nature for solace, expecting nothing but return, and expects the same throughout the novel, right to his own demise. This lesson is not only applicable to when Frankenstein was written, at an explosively progressive period during the Industrial Revolution, but also to all generations and their relationship with human progression and nature preservation. Works Cited Bressler, Charles E. Literary Criticism: An Introduction to Theory and Practice. 5th ed. New York: Longman, 2011. Print. Shelley, Mary. Frankenstein. Ed. Paul Hunter. 2nd ed. New York: Norton, 2011. Print.

Disater Recovery Plan Essay

Appoint coordinator/project leader, if the leader is not the dean or chairperson. 1. Determine most appropriate plan organization for the unit 2. Identify and convene planning team and sub-teams as appropriate (for example, lead computer support personnel should be in the team if the plan will involve recovery of digital data and documents). 3. At the unit level a. scope – the area covered by the disaster recovery plan, and objectives – b. assumptions 4. Set project timetable 5. Obtain approval of scope, assumptions and project plan, if the leader is not the administrator. Step Two – Conduct Business Impact Analysis In order to complete the business impact analysis, most units will perform the following steps: 1. Identify functions, processes and systems 2. Interview information systems support personnel 3. Interview business unit personnel 4. Analyze results to determine critical systems, applications and business processes 5. Prepare impact analysis of interruption on critical systems Step Three – Conduct Risk Assessment 1. Review physical security (e.g. secure office, building access off hours, etc.) 2. Review backup systems 3. Review data security 4. Review policies on personnel termination and transfer 5. Identify systems supporting mission critical functions 6. (Such as flood, tornado, physical attacks, etc.) 7. Assess probability of system failure or disruption 8. Prepare risk and security analysis Step Four – Develop Strategic Outline for Recovery 1. Assemble groups as appropriate for: Hardware and operating systems Communications Applications Facilities Other critical functions and business processes as identified in the Business Impact Analysis 1 For each system/process above quantify the following processing requirements: Light, normal and heavy processing days Transaction volumes Dollar volume (if any) Estimated processing time Allowable delay (days, hours, minutes, etc.) Detail all the steps in your workflow for each critical business function Identify systems and application Component name and technical id (if any) Type (online, batch process, script) Frequency Run time Allowable delay (days, hours, minutes, etc.) Identify vital records (e.g., libraries, processing schedules, procedures, research, advising records, etc.) Name and description Type (e.g., backup, original, master, history, etc.) Where are they stored Source of item or record Can the record be easily replaced from another source (e.g., reference materials) Backup Backup generation frequency Number of backup generations available onsite Number of backup generations available off-site Location of backups Media type Retention period Rotation cycle Who is authorized to retrieve the backups? 1 Identify if a severe disruption occurred what would be the minimum requirements/replacement needs to perform the critical function during the disruption. Type (e.g. server hardware, software, research materials, etc.) Item name and description Quantity required Location of inventory, alternative, or offsite storage Vendor/supplier 7. Identify if alternate methods of processing either exist or could be developed, quantifying where possible, impact on processing. (Include manual processes.) 8. Identify person(s) who supports the system or application 9. Identify primary person to contact if system or application cannot function as normal 10. Identify secondary person to contact if system or application cannot function as normal 11. Identify all vendors associated with the system or application 12. Document unit strategy during recovery (conceptually how will the unit function?) 13. Quantify resources required for recovery, by time frame (e.g., 1 pc per day, 3 people per hour, etc.) 14. Develop and document recovery strategy, including: Priorities for recovering system/function components Recovery schedule Step Five – Review Onsite and Offsite Backup and Recovery Procedures 1. Review current records (OS, Code, System Instructions, documented processes, etc.) requiring protection 2. Review current offsite storage facility or arrange for one 3. Review backup and offsite storage policy or create one 4. Present to unit leader for approval Step Six – Select Alternate Facility ALTERNATE SITE: A location, other than the normal facility, used to process data and/or conduct critical business functions in the event of a disaster. 1. Determine resource requirements 2. Assess platform uniqueness of unit systems 3. Identify alternative facilities 4. Review cost/benefit 5. Evaluate and make recommendation 6. Present to unit leader for approval 7. Make selection Step Seven – Develop Recovery Plan The steps for developing the Recovery Plan are listed below in outline form to demonstrate how a unit may choose to organize their Disaster Recovery Plan. 1. Objective Establish unit information 2. Plan Assumptions 3. Criteria for invoking the plan Document emergency response procedures to occur during and a fter an emergency (i.e. ensure evacuation of all individuals, call the fire department, after the emergency check the building before allowing individuals to return) Document procedures for assessment and declaring a state of emergency Document notification procedures for alerting unit and university officials Document notification procedures for alerting vendors Document notification procedures for alerting unit staff and notifying of alternate work procedures or locations. 1 Roles Responsibilities and Authority Identify unit personnel Recovery team description and charge Recovery team staffing Transportation schedules for media and teams 1 Procedures for operating in contingency mode Process descriptions Minimum processing requirements Determine categories for vital records Identify location of vital records Identify forms requirements Document critical forms Establish equipment descriptions Document equipment – in the recovery site Document equipment – in the unit Software descriptions Software used in recovery Software used in production Produce logical drawings of communication and data networks in the unit Produce logical drawings of communication and data networks during recovery Vendor list Review vendor restrictions Miscellaneous inventory Communication needs – production Communication needs – in the recovery site 1 Resource plan for operating in contingency mode 2 Criteria for returning to normal operating mode 3 Procedures for returning to normal operating mode 4 Procedures for recovering lost or damaged data 5 Testing and Training Document Testing Dates Complete disaster/disruption scenarios Develop action plans for each scenario Plan Maintenance Document Maintenance Review Schedule (yearly, quarterly, etc.) Maintenance Review action plans Maintenance Review recovery teams Maintenance Review team activities Maintenance Review/revise tasks Maintenance Review/revise documentation Step Eight – Test the Plan 1. Develop test strategy 2. Develop test plans 3. Conduct tests 4. Modify the plan as necessary Step Nine – Maintain the Plan 1. Review changes in the environment, technology, and procedures 2. Develop maintenance triggers and procedures 3. Submit changes for systems development procedures 4. Modify unit change management procedures 5. Produce plan updates and distribute Step Ten – Perform Periodic Audit 1. Establish periodic review and update procedures