Drama Essay Example | Topics and Well Written Essays - 500 words - 4

Drama - Essay Example Ishmael Reed underlines a unique way of depicting feminine social issues whereby the feminine gender is the one who empowers the man while being undermined by the men in their lives. This study is looking to prove that the men did create majority of the marital problems experienced by their feminine counterparts as a result of taking them and their values for granted. The norm of a woman in the society was that her job was to be a wife, mother, proper housekeeper, and supportive to her husband. She was to abide by his decisions and always follow his lead. However in the 1950s, the society was greatly awakened to women seeking careers equivalent to those that men could do and thus changed the social perspective of a womans role in society. In the play written by Reed; the C above C above high C, the two main women who are undermined are Maime Eisenhower and Lil Armstrong. Both of them have undergone the rejection severed by their husbands’ choices of divorce and illicit affairs that devalue their marital status, as well as their value in their husbands’ lives. Lil Armstrong is a highly educated woman with a career in the jazz music industry, and she apparently came from a home that was comfortable and wealthy enough to afford her a good life. Even though her career was pursued against her mother’s wishes, she did meet Louis Armstrong, who had barely scrapped the dust of his jazz music talent. Lil used her gifted and well-developed skills to help channel his innate gift and use it to become the famous jazz musician he became later on in his career. Louis came from a very dysfunctional background as expressed by Lil in her conversation with Maime Eisenhower at the Shoreham hotel. The part where Lil is undermined in her marriage is when Louis takes off to pursue his career without a second glimpse of how the divorce between him and Lil did affect her. Even though they were never on the same path career-wise it would have been more sufficient

Bus law Essay Example | Topics and Well Written Essays - 250 words

Bus law - Essay Example Frank can only have an enforceable security interest if three conditions are fulfilled: the written agreement includes the value of the car that has been given as collateral, Eddie has rights over the car or has the ability to have rights over that car and also Eddie must have authenticated the security agreement with a description of the car or Frank is in control of the car. If the above three conditions have been included in the agreement, then Frank can say that he has security interests and this is enforceable by law, if not, then he has no security interests and just have to depend on Eddie to pay back the loan as per their agreement. If Frank has an enforceable security interest under the Uniform Commercial Code (UCC) article 9, then he can be granted perfection of the security agreement. This means that he can file a notice in the public office. This notice is for other creditors to be notified of the security interest Frank has in that car. In order for this notice to be enforceable, Frank has to provide Eddie’s name, description of the car and his name or the name of his representatives (if he has security interests already). This notice (also called a financial statement) is valid for a period of five years from the time it is filed, but that period can be extended (Sepinuck

Adult Learning Theory Essay Example for Free

Adult Learning Theory Essay Holt (2011), it is stated that it is necessary to bring both concepts of the Bible teaching and contemporary adult learning theories together for the most effectiveness. In the Holt article; it is shown that Biblical explanation and interpretation assist the adult learner in gaining knowledge. The choices one makes gives real world perspective and power can only be obtained by the Holy Spirit. The article discusses the styles in which adult learning makes a difference, whether androgogy, transformative learning or self-directed learning (Holt). Adult Learning Theory for the Twenty-First Century† discusses the goals of educators to better prepare themselves to better deal with adult learners. Over the last 15 years, learning theories have changed very aggressively (Merriam, 2008). As adults continue to develop human physiology changes, thus learning teaching styles have to change to keep up. It has been recognized that with time everything that adults experience is part of the learning process. It has been further recognized that educators have to increase their tool set to involve creative and artistic modes of teaching to reach a wider audience. Both articles cover the ever-changing dynamics of the human psyche and educational styles and requirements in dealing with adult learning. Educators have to continue to increase knowledge both for themselves as well as those whom they are educating. Where the styles of the teaching process in the Holt (2011) article differ from the Merriam (2008) article, they both recognize the changes in adult learners. It has been recognized over years and will continue for years to come that educators of adults will have to continue honing their skill sets to accommodate the learning styles of adults. Since adults learn differently from children it is important to include the learning styles necessary to maximize the efforts of educators. As adults learning styles change it will be necessary for those educating adults to change also. Reflection After reading both articles and realizing the application in my own life and learning style, I conclude that adults learn differently. There were moments of complete frustration as I was putting my thoughts together as I can tend to be somewhat of a perfectionist. I had the realization that time management and organizational skills are imperative when completing an assignment of any type. The Holt (2011) article caught my attention initially because of how I tend to study and read the Bible in particular. I am coming to understand more and more how I learn and further realize that the concepts of knowledge, choice and power are applicable in my own life. I am intrigued by the concept mentioned in the Holt article and will consider its application to my current Bible study methods. The Merriam (2008) article is interesting in the fact that I had no idea how challenging it is for educators to keep up with the learning curve that is necessary to continue teaching the increasing number of adult learners. Being out of the college environment for so long, I realize it is not as easy to just get things done with all of the demands of life as I know it. I can see how both articles and their teaching styles have a positive impact on dealing with adult learning. With all of the influences of culture, music, art, etc, it is imperative that educators find a way to keep up with the demands of educating the population of adults returning to increase their knowledge to keep up with fast paced American culture. I now have a new respect for teachers on all levels. It is interesting that adult educator’s find is so necessary to effectively reach adults. It is increasingly more common for adults to return to school for a number of reasons, and are driven to succeed for just as many reasons. Thankfully educators realize the change necessary to comprehend the goals of those adults striving for successes related to educating themselves. References Holt, R. A. (2011). Teaching that transforms: Facilitating life change through adult Bible teaching. Christian Education Journal,  8(2), 450+ Merriam, S. B. (2008). Adult learning theory for the twenty-first century. New Directions For Adult And Continuing Education, Volume 2008, Issue 119, 93-98. DOI: 10. 1002/ace. 309

How hrm contributes to the achievement

How hrm contributes to the achievement 1. Investigate how HRM contributes to the achievement of organizational objectives? A. Running a business of any size is the most challenging aspect to identify the best strategy for the organization to achieve the desired objectives. We usually prefer objectives such as increase in sales make money, start up with offers. All these need clarity in organizations intensions. The success of organization depends on clarity of vision, measurable targets, specificity, achievable, and challenging, executable, growth oriented and consistency. Human Resource Management plays a major role in the organization to perform maximum capability in a highly fulfilling manner. Human Resource Management is the main approach for the organizations. The people working individually and collectively together contribute for the achievement of the objectives in the business. It is also termed as personnel management as the process is involved in managing people. Human Resource Management employees people, develop their resources, utilize, maintain, and compensate their services in relation to the organizational requirements. Organizational objectives are typical and require multiple years not less than 3-5 years to achieve the outcome based on annual operations that coincide similarly with a calendar year and organizations operating cycle. Operations objective run under business units, departments, functional areas, teams and individuals etc. Often a combination of financial and non–financial measures. When the objectives define goa ls and sub – goals, targets will be the larger objectives. Before an organization is setup it needs to examine all the aspects of business equation to reach organizational objectives. The link between organization system and structure is necessary to understand the impacts, effectiveness and efficiency. By setting al the objectives to all the levels of the organization it is possible to get maximum returns on resources and operations. The opportunities presented must be clear, measurable, specific and consistent. The features of Human Resource Management include: 1. Organizational management 2. Personal administration 3. Manpower management 4. Industrial management / Employee Relations. The positive view of the employees virtually contributes to the enterprise productively for the achievement of organizational goals. Human Resource Management is more innovative at work place than the traditional approach. Its unique to express the goals with specificity and provide the resources needed to accomplish the task. Activities take priority in setting the communication of objectives and targets wherein the guidelines and boundaries play a important role. The constraint of an organization requires tradeoffs and evaluation options to determine the capabilities to achieve the specified outcomes. Objectives of an organization depend on core competencies and competitive advantages, current and projected influence on the industry in different environments, Current and future constraints on resource and operations, possibilities, capabilities, probabilities, negativity in opportunities, opportunities that work, needs of an organization, financial position relationship with the cl ients. To develop an organization, the objectives are to be supported by clear understanding of capabilities of the organization, growth of the organization, focus on processes, people, infrastructure, change in environment, completion and other economic factors. Human Resource Management techniques properly practices, can reach the goals and operating process in an organization. It plays a key role in risk reduction within organizations and comprises several processes which can be performed in an HRD when effectively integrated they provide significant economic benefit to the organization. Workforce planning, recruitment, induction, and orientation, skills management, training and development, personal administration, wages, time management, payroll, employee benefits, cost planning, performance appraisal, financial control, client management, should be performed well in advance so that the Human Resource Management contributes its performance towards the objectives for a successful organization. The Human Resource Management should function in every activity and should play a key role in deciding the organizational objectives to fulfill the basic needs ensuring they are on high performance. Dealing with performance issues, independent contractors, hiring employees, are also a part of the above. The activities also include approach to the employee benefits and compensation, employee records and personnel policies. It should always ensure, aware of personnel policies which confirm current regulations in the form of HR manuals. Characteristics are observed in Human Resource Management while developing policies which relate to objectives, functions, physical factors and company matters. Policies should be easily defined, positive, clear and understandable. The different modules in Human Resource Management refer to the system and process at an intersection between Human Resource Management and information technology. The functions of HRM are generally administrative and common i n all organizations. Organizations having formalized selection, evaluation, and payroll process build the company. Efficient and effective management of human capital is a successful way to imperative and complex process. To reduce the manual workload of the administrative activities HRMS – Human Resource Management System is introduced. It enables higher administrative control in an organization. The some of the modules are linked below: 1. The payroll module automates the pay process by gathering all the employee data i.e. time, attendance, deductions, taxes, reports. 2. Work time gathers standardized time and work related efforts. This is the most advanced module flexibly provided in data collection methods, cost analysis and efficiency metrics. 3. Benefits and administration modules provides a system for organization to administer and track benefit programs like insurance, compensation, profit sharing and retirement. 4. Human Resource Management module covers many other HR aspects. It addresses Data, Selection, training and development, capabilities, compensation and other related activities. Human Resource Management function involves business based information system. The significant cost incurred in maintaining an organized recruitment effort, cross posting within and cross general competitive exposure developed in a dedicated module called – ATS, Applicant Tracking System. Many Organizations develop HRMIS Human Resource Management information system which support recruitment, section, training, job placement, performance appraisal, employee benefit analysis, health safety and security, leadership style, task structure all the factors should be favorable under extreme situations. The aim of Human Resource Management process are typically concerned in managing people which will assist in the achievement of organizational objectives within the strategy formation process. The senior management believes the policies which contribute to the organizational performances. In particular to the HR strategies the outcome of emergent plays a sensible role along with the perceptual understanding of organizational members. Organizational objectives and aims may be interrupted to gain a competitive advantage for an organization by which managerial actions can be combined to peruse important organizational aims. Human R resource Management started with an idea that specific organizational objectives demand appropriate HR strategy responses. Effective Human Resource Management is important for organizational performance and for the experience of employees by means of special line managers and the contribution of Human Resource Management to organization performance. Human Resource Management in large organizations grows larger and technology becomes more advanced in an enterprise. So, a sophisticated procedure has to be implemented. Human Resource Management is a process which provides the knowledge of the key HR levels which are important to key business success, compassions with better performance. Ways of using information to improve HR processes. Organizations are regarded as people management system. They range from hierarchies to complex networks depending on Human Resource Management to adopt strategies which effects both cost effectiveness and employee commitments. Networks and networking have a different number of distinct meanings in Human Resource Management. Organizational Human Resource Management doesnt necessarily have any physical or permanence presence. They can be firmed and reformed to meet the new projects from a HR perspective in a company. Organizational Human Resource Management flexibility includes regular employees in relatively low skill, routine work, low pay who can be trained and utilized their skills for the development. Human Resource Management contributes each of its objectives to every department in the organization for the success. 2. HR Planning and development methods: A. HR planning is about the pattern of planned activities and intends to enable the organization to achieve its goals. Its a vital function that looks at strategy and then deploys the necessary human capital in the organization. It falls into wider area of employee resourcing, planning for acquiring and allocating employees for the organization. Organizations to be more efficient, productive and profitable must promote their goals. It means that the organization must undergo change in the design of the work to be performed in the organization, selection, management and training of the employees to work. Human Resource strategy is the activity focused on the frame work for the change process which will be line of success. Human resource planning process is a stage that has to be established and implemented which is dynamic, iterative and serves to integrate all plans and the component of change process. HR Planning and tracking is constantly updated, analyzed and reports are prepared to support the process of selection, training, development and motivation. Human resource planning details about the strategy needs of the organization assessing the supply of the relevant employee to fulfill the staffing needs. The strategic objectives needs to be clearly distinguished followed and processed in realistic and congruent way in order to achieve targets. The strategic planning process should be in chain reaction from objectives, analysis, strategy formulation, implementation, control. For large corporations, strategy is related to the portfolio of business. Organizations are effected by labor demand; therefore formulating a strategy should be enhanced for the strengths and weakness of the workforce. Strategic plans can be implemented if the organization is staffed with number and a type of HRs to provide necessary skills, knowledge, abilities etc. Human resource planning is involved in implementation as the major risk will be on reallocating the employees. Successful planning in companies can make and implement better strategies. Human resource planning with many HR practices is done by central HR department, line managers who will do a large part of planning for their requirement towards the workforce. A central HR department is involved in the process in varying degree of different levels. The Human resource planning process is comprised of three broad keys: 1. Strength and weakness of current workforce in regard to number and skills of the employees. 2. Get a clear strategic plan. 3. Alterations in the current staff if required. The Human resource planning process is of four steps: 1. Strategic plans and resultant design of the organization to be decided. 2. Organizations determination towards labor demand in short and long terms. 3. Effective and continuous filling and staffing needs. 4. Staffing plans implementation. The Objective of Human resource planning is employee needs at every level. The design of the company will determine the production orientation if necessary. Autonomous work teams require multi skilled staffing in hierarchical organizations. Human resource planning framework requires forecasting. Human resource planning includes forecasting labor demand arising from strategy objectives and its methods, organizational supply capabilities, accessing adequacy of current staff, strategy staffing goals and plans, affirmative action plan which requires designated employees to achieve employment equity, employment affirmative action measures in group teams. The so called man power planning is one of the most important step in Human resource planning. Forecasting and prospective studies are the recent trends in Human resource planning concerning employment and skills. A comprehensive economic planning process is to achieve a certain balance between the manpower needs. A forecast is a assessment made with certain degree of probability planning consists of desired future and the achievement of goals. Human resource planning is in right number people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. In corporate and business level strategies Human resource planning is a process of analyzing an organizations human resource and developing its plans, policies and system, setting human resource objectives and planning how to meet them is crucial for smooth functioning. HR should ensure the supply of demands to be classified and performed. HR process interfering with strategies planning and scanning process has to be implemented. HR should be examined, Huma n resource demands should be forecasted and the supply of HR from within the organization in the external labor market also needs to be concluded. Later forecast of demand and supply has to be compared in accordance to actions needed to deal with anticipated shortage of overages. All the above info needs to be stored in the strategic planning process. Basic Human resource planning model describes below: Organizational objectives HR Requirements HR Planning Feasibility analysis. HR objectives are linked to Organizational objectives and planning and designed to ensure consistency between organizations strategic planning process and Human resource planning process. Objective of strategic plans are feasible and require HR goals. Need to ensure that the Human resource planning process are coordinated and allowed to meet its HR requirements in the organization. The major demand to be determined is labor requirements which involves forecasting HR needs based on organizational objectives. It also involves consideration of alternative ways of organizing job designs. The other factors that has to be examined is determination of HR supply i.e. availability. It involves forecasting or predicting effect of various HR programs for employees flowing into the organization. It has to be determined how the existing programs are performed. It needs to know the capability of various programs and its combinations. The determination should also be capable of doing knowledge requ irement of the programs that fit together in external environment constraints labor unions, technology skills and internal environment constraints like skill shortages within the organization, financial resources, managerial attitudes, culture, and work environment. The difficulty in quantifying costs and benefits has to be checked while planning and has to be revised as per requirement. Oversimplification of planning process doesnt normally proceeds till first acceptable plan for the best HR goal. The benefits of planning has value and is usually less rational and may omit or lack knowledge required for forecasting incorrect assumptions about effectiveness of HR programs shouldnt engage in strategic planning. Though the present HR system has changed it should have the capability of change resistance. Human resource planning should be as a guide and co-ordinate all HR activities to work together and support overall strategy. Human resource planning should be representative to internal and external environment as mentioned in advance. The process of Human resource planning comprises of HR forecasting which is a process of projecting the organizations future, HR needs and how it meets in ordinance with organizations policies and environmental conditions which it operates. Without forecasting Human resource planning cannot access the difference between supply and demand. The internal supply may be in the form of staffing capabilities, productivity changes, promotions, demotions, transfer and turn over. External supply may be employees, requirements, mobility, entry level openings, recruitments, compensation. Human resource planning when planned, the following needs to be carefully planned: Organizational and unit strategy plans Size of the organization Staff and managerial support Organizational design Sophistication Time frame Objective Organization size ( Large organizations require more complex forecasting syatems and require skill staff) Complexity ( Diverse career path and skill requirements) Organizational objectives (greater the difference between current HR system and desired HR system) Plans and Strategies ( Complex plans the complex forecast system) Factors creating uncertainty Factors promoting stability Lack of expertise Inadequate HR data Available objective methods Regression analysis Programming Succession planning Human Resource Development is one of the main pillar considering both the scope and position of a company for its professionalism. The companies aspire to create development by training which meets economic requirements of the organization. It is necessary for an organization to develop every sector by means of considerable changes for the projects to end up with profits. Development of Human resources means opportunity never occurring before, at the same time new challenges. Human Resource Development is a framework which helps employees develop their organizational and personal skills, abilities. Human Resource Management includes opportunities in employee training, career development, planning, employee identification, and organizational development. The main focus is on superior workforce and individual employee to accomplish the task. Healthy organizations conduct trainings for better work environment by means of: 1. OJT – On Job Training, where a employee learns while doing job. It is also called as hands on training. Team lead is responsible for training the employee on knowledge and skills. OJT can be cost effective. The feedback during the training is immediate so that the employee may experience faster growth and carry on the task work. 2. Off the Job Training – The employee location will be outside the business are to learn skills and knowledge. It includes demonstrations, role plays, self study, external courses. The employee is temporarily sent for the training from routine work place. 3. In House Training – It depends on the quality and skills of an employee which improve performance and productivity that business requires. 4. Management Training – It includes workshop training, training on managing skills, guidance on communicating and motivating employees, interview and selecting, retention strategies, employment law issues, performance evaluation. 3. Analyze ways in which performance of HR may be enhanced. A. Every organization has an operations function, the goal and purpose of most organizations includes production of its output. It has to produce resources, convert them into outputs and distribute in the market for the users. It comprises of all the activities required to create and deliver an organizations clients and customers. Operations are usually a major functional area where people are specifically designated of their responsibilities for managing all or part or all of the organizations management. It plays a crucial role in determining a well organization with satisfactory measures. In private sector companies the operation function is expressed in terms of profits, growth and competitiveness. Its also concerned with design management and improvement of the system that reaches the organizational goals. Finance and HR should be strong enough for a successful organization. Performance of HR is enhanced by many factors. Performance Appraisal: It is also called as employee appraisal in which the job performance of an employee is evaluated in terms of equity of work, quantity of work, cost effectiveness, time frame. It is a part of development of career. Performance appraisals are regular reviews done once in 6 months or twice a year or once a year depending on the organizations capability and policies. The aim of performance appraisal is to give feedback on the employee performance, identify employee training needs, organizational rewards, salary increase, promotions, discipline etc., provide opportunity on organizational development, communication between employees and administration, equal employment opportunity requirements. Performance appraisal is assessed on a numerical or scaling rating system, PMS – performance management system where the managers were asked to fill in the PMS form which shows the roles and responsibilities of an employee with that of its rating. The managers were also asked to score an individual against a number of objectives, roles and responsibilities performed during the given tenure. Employees receive self assessment forms from the managers, peers, subordinates which is know as 360 degree appraisals The methods that are used in Performance appraisal are: 1. Management by objectives: Performance appraisal in this method depends on objectives in which the management and employees agree and understand. 2. 360 degree appraisal: Performance appraisal depends on the feedback provided by superiors, managers and peers. 3. Behavioral observation scale: Performance appraisal depends on the behavior of an employee versus observation of the supervision and rating given. Judgment made by senior management and reports made by students are also valuable sources of information in many areas of learning and development. Peer judgment are especially useful in assessing personal – social development and self report methods. The appraisal system consists of: Student judgment and reports Peer recognition Self report techniques Attitudes measurement Interest inventories Personality measures Basing on Appraisal system job evaluation is done by three basic methods: 1. Ranking Method: This is the simplest method of job evaluation. Jobs are arranged from highest to lowest merit in the organization. The jobs are examined as a whole rather than basis of important factors in the job. Top level jobs have the highest value bottom level the lowest value. Ranking is done in each department and then organizational ranking is performed. As per ranking method the variation in the salaries of employees is seen depending on variation of the nature of the job performed by the employees. It is best practiced in small organizations and big organizations. It is highly objective in nature and is more scientific and fruitful way. Example: Array of Jobs according to the Ranking Method Rank Monthly salaries 1. Accountant Rs 3,000 2. Accounts clerk Rs 1,800 3. Purchase assistant Rs 1,700 4. Machine-operator Rs 1,400 5. Typist Rs 900 6. Office boy Rs 600 The variation in payment of salaries depends on the variation of the nature of the job performed by the employees. The ranking method is simple to understand and practice and it is best suited for a small organization. Its simplicity, however, works to its disadvantage in big organizations because rankings are difficult to develop in a large, complex organization. Moreover, this kind of ranking is highly subjective in nature and may offend many employees. Therefore, a more scientific and fruitful way of job evaluation is called for. 2. Job Classification method: A predetermination of job groups is established and jobs are assigned according to the classification. It may include office, clerical, managerial, personnel etc. The below is the description: Class I: Executives, Office managers, Deputy Office managers, Office, superintendent, department superiors etc. Class II: Skilled workers Class III: Semi skilled workers Class IV: sub semiskilled workers This method is less subjective and easy to practice. It takes into account all the factors of a job. The weaknesses of the job classification method are: Even when the requirements of different jobs differ, they may be combined into a single category, depending on the status a job carries. It is difficult to write all-inclusive descriptions of a grade. The method oversimplifies sharp differences between different jobs and different grades. When individual job descriptions and grade descriptions do not match well, the evaluators have the tendency to classify the job using their subjective judgments. 3. Factor comparison method: It is more systematic and scientific method and is consistent and appreciable. Under this method each job is ranked according to a series of factors which include mental effort, physical effort, skill needed. Supervisory responsibility, working conditions and other relevant factors. Below are the factors: Job representing wages, salary levels across the organization according to the department. Job evaluation factors are to be examined. Selected jobs should be ranked. Determination of wages. 4. Point Method: This method is currently used and expressed in terms of key factors in order of importance. Jobs with similar point totals are placed in similar pay grades. The factors are below: Identify the factors such as skill, effort, responsibility. Divide each major factor as sub factors. The merits and demerits are: Merits: Analytical and objective. Reliable and valid as each job is compared with all other jobs in terms of key factors. Money values are assigned in a fair way based on an agreed rank order fixed by the job evaluation committee. Flexible as there is no upper limitation on the rating of a factor. Demerits: Difficult to understand, explain and operate. Its use of the same criteria to assess all jobs is questionable as jobs differ across and within organizations. Time consuming and costly. Maximum number no points assigned to each job help in finding the relative worth of a job and therefore the total points are expressed which are converted into money value according to wage rates. The point method is widely used in evaluating jobs and it is superior. It looks into all key factors and sub factors of a job. It is systematic and reliable way. Job evaluation is an internal equity that assesses and rewards the goals of the organization. It is not based on the credentials or contributions made by the employee but systematic process is determined. Job evaluation involves: Job analysis – collecting and evaluating; Job documentation – Job content is recorded; Job rating – compares job and evaluation methodology; and Job hierarchy – Depends on the ranking list of employees in the organization for each position. Motivation and job satisfaction are two important factors that affect the work environment of an employee. Motivation is from or within the drive to excel. Job satisfaction is the pleasure desired, appreciated and valuable. The strategies of addressing underperformance are unlikely that management, in an organization states that these are no subsidiaries, plants, outlets underperformance. The underperformance and length of time that is used before is addressed to determine the share price and future plans. The range of options open are to be understood which involve exiting from market subsidiaries refraining options need to be considered and evaluated to avoid breakdown in communication. Employee satisfaction is important. It has to be considered so that the employee working for organization is satisfied with the options and opportunities given to them. It is a terminology used to describe whether the employees are happy and fulfilling their desires, needs at work. This is measured by surveys periodically in areas such as management and team work.

Reader Response of Nam’s At the Door :: Wong Phui Nam

Wong Phui Nam’s â€Å"At the Door† is mainly giving a voice to the unwanted unborn who struggles with death in the early stage of its life. The persona begins by questioning its mother on why did she poisons it. From line â€Å"the poisons seep down, blacken leaf and stem† giving readers the images of death as the poison oozes slowly in painful and destroying manner. The news of pregnancy and birth are in general received as something blissful and joyful, however it is obviously not the case for this pregnancy. This poem illustrates sadness and grief of the discarded foetus, giving it a melancholy tone. The foetus is seen as a plant. The new life of the foetus as symbolises in â€Å"leaf†, â€Å"stem† and â€Å"roots† are â€Å"blacken†, â€Å"pinch† and â€Å"disarrange† and it is deformed before birth by the poison. More images of deformity can be seen in the second stanza. The persona states the â€Å"streams† and â€Å"blood† that gives the notion of new life, is contaminated and hence deformed its â€Å"hooked tail† which is supposed to develop to be its legs and the â€Å"forked ends† as its fingers. The stained and ruined blood causes by the poison has fatally lead the deformity of the foetus and disregard the existence of this new life. The persona’s unwanted existence is described more in the moment of its birth in the third stanza. The persona again questions its mother wonder if she ever pictures the condition of her child in her womb. Instead of developing into a well transformed human being, due to the seeping poison the foetus â€Å"melted back into glistening bunched gel†. This image offers readers an ugly sight of the deformed, unwanted embryo. The deformed foetus that is depicted as â€Å"glistening bunched gel, / red grapes† is â€Å"expelled† from the womb, reinforcing the idea of the unwanted existence by being violently thrown out from the womb where it is presumed to be safe and warm for the new comer. The persona continues by inquiring its mother if she finds life difficult like the way it feels and this notion is portrayed through the dictions, â€Å"harsh† and â€Å"sharp anxieties†. Persona sees itself as â€Å"delicate† â€Å"crystals† implying the notion of fragility and can easily be destroyed. Reader Response of Nam’s At the Door :: Wong Phui Nam Wong Phui Nam’s â€Å"At the Door† is mainly giving a voice to the unwanted unborn who struggles with death in the early stage of its life. The persona begins by questioning its mother on why did she poisons it. From line â€Å"the poisons seep down, blacken leaf and stem† giving readers the images of death as the poison oozes slowly in painful and destroying manner. The news of pregnancy and birth are in general received as something blissful and joyful, however it is obviously not the case for this pregnancy. This poem illustrates sadness and grief of the discarded foetus, giving it a melancholy tone. The foetus is seen as a plant. The new life of the foetus as symbolises in â€Å"leaf†, â€Å"stem† and â€Å"roots† are â€Å"blacken†, â€Å"pinch† and â€Å"disarrange† and it is deformed before birth by the poison. More images of deformity can be seen in the second stanza. The persona states the â€Å"streams† and â€Å"blood† that gives the notion of new life, is contaminated and hence deformed its â€Å"hooked tail† which is supposed to develop to be its legs and the â€Å"forked ends† as its fingers. The stained and ruined blood causes by the poison has fatally lead the deformity of the foetus and disregard the existence of this new life. The persona’s unwanted existence is described more in the moment of its birth in the third stanza. The persona again questions its mother wonder if she ever pictures the condition of her child in her womb. Instead of developing into a well transformed human being, due to the seeping poison the foetus â€Å"melted back into glistening bunched gel†. This image offers readers an ugly sight of the deformed, unwanted embryo. The deformed foetus that is depicted as â€Å"glistening bunched gel, / red grapes† is â€Å"expelled† from the womb, reinforcing the idea of the unwanted existence by being violently thrown out from the womb where it is presumed to be safe and warm for the new comer. The persona continues by inquiring its mother if she finds life difficult like the way it feels and this notion is portrayed through the dictions, â€Å"harsh† and â€Å"sharp anxieties†. Persona sees itself as â€Å"delicate† â€Å"crystals† implying the notion of fragility and can easily be destroyed.

No Child Left Behind Act :: essays research papers

Page 1 Symbolism in Robert Frost This poetry analysis essay is about symbolism in Robert Frost’s poetry. The essay is titled â€Å"Symbolism in Robert Frost† and the poems under discussion are â€Å"The Road Not Taken† and â€Å"Birches†. Fisrt I will start with the poem titled â€Å"The Road Not Taken† and provide three short quotes from this poem and one quote from â€Å"Birches.† I will also provide three possible interpretations of their meaning. The following is a quote from the poem titled â€Å"The Road Not Taken†: â€Å"Two roads diverged in a yellow wood, And sorry I could not travel both and be one traveler.† The first possible interpretation of that quote is that there a choices in life that we as individuals will ultimately have to make. Sometimes these choices are made and the consequences are not what was expected. These choices however insignificant at the time, can result into significant circumstances. The choices we make in life affect us in many ways. The next possible interpretation of that quote is making choices in life is what human beings do throughout life. There are no foolproof systems in place to indicate which choice will benefit individuals the most. A third interpretation of the quote is the choices in life are many and there will be situations where you can not change your decision easily once it has been made and you’re forced to see through with what you have decided. There are times when we make choices and look back on the choices we have made in retrospect thinking what would have happened if I had choose differently? Now that I have provided three possible interpretations of a quote from the poem titled â€Å"The Road Not Taken†, I would now like to take a second quote from that same poem and provide three possible interpretations of its meaning. The following is a second quote from the poem titled â€Å"The Road Not Taken†: â€Å"Oh I kept the first for another day! Yet knowing how way leads on to way, I doubted if I should ever comeback.† The first possible interpretation of that quote is that we as individuals come to terms with and accept the choices we make in life whether good or bad. The next possible interpretation of that quote is when dealing with choices made in life that may not have been wise before, we can make the best of the situation and stay the course.

Warren Buffett

Warren Buffett There are many ways to describe Warren Buffett such as genius, best investor of all time, down to earth, and full of wisdom. Buffett is the second richest man on the planet and still seems to come off as an average person. He is a native of Omaha, Nebraska and attended the University of Nebraska-Lincoln for his undergraduate degree. Buffett attended Columbia of the Ivy League for his graduate degree. He has been very generous with his wealth, which is estimated to be worth $40 billion. When Warren Buffett was 25 years old, he began a limited partnership with his close family and friends. His original capital was estimated just over $100,000, over the next decade he added partners who brought money with them for him to invest. He did not have a year in which his company did not make money that decade and in return was paid 25% of the profits. Once his partnership dissolved, he began distributing shares of Berkshire Hathaway. Long story short, Buffett has taken Berkshire Hathaway from $7 per hare to $103,000 today and owns over 65 companies. The most recent company Buffett purchased was Burlington Northern for $34 billion, which is the biggest acquisition of his life. By purchasing Burlington Northern, Buffett is betting on the United States economy making a comeback. Moving materials by railroad is much more cost effective than by trucks. Buffett is a man who has many followers and he has given hope to people by making this gamble on America. Warren Buffett plans to give away 85% of his fortune to charities and foundations, most of it going to the Bill and Melinda Gates foundation. He is a truly generous man and cares deeply about the people of America. Buffett will go down in history forever because of his brilliant investing but will be remembered by many around the country for what he gave back to it. References 1. CNN Money. 25 June 2006. Web. 15 Nov. 2009. . 2. About. com. 2009. Web. 25 Nov. 2009. . 3. Los Angeles Times. 4 Nov. 2009. Web. 15 Nov. 2009. .