Political divide Essay Example for Free

Political divide EssayIf we look at the issue of political divisiveness in the United States with the idea in mind that tout ensemble administration are local, Mike furnish is probably correct in his assessment that the issue is ignorance and people who are too aware of their own opinions. Former unequivocal Court Justice Sandra Day OConnor might agree. Gates is a city council member in the small community of West Linn, Oregon, who did not provide for re-election because of what he views as a a growing divide within his own community (2008). His reason, he said, is simple. There are just too umpteen people engaging in pure political fantasy.They have accumulated to a point where no one could possibly respond to all the nonsense, (Gates 2008). In the West Linn subject area, the issue is one of the governments ability to provide all the desired services that the city residents are demanding and how exactly the government should entrepot these services (2008). On a larger s cale, this is the same debate that faces the nation as a whole. Many people believe that the United States government should acquit all the countrys ills, from global warming and poor economy to the lack of health care.Those who believe that it is the governments responsibility to assure that all men remain equal and therefore have exactly the same things also believe that to make sure everyone has their needs met, we should take from the rich and admit to the poor. On the extreme other side of the coin, we have Americans who believe that a person should take individual responsibility for their own needs and not entrust on the government. These people oppose higher taxes to pay for anything. It is a fundamental difference of opinion that has lead to a deeply divided country.This is the divide Gates observes within his community. The people want West Linn to provide more services, but do not want higher property taxes to pay for those services. Complicating the issue is the disbe lief of religious freedom versus freedom from religion, as observed by former Associate Justice of the Supreme Court, Sandra Day OConnor. In a case regarding the inclusion of the word God in the Pledge of Allegiance, OConnor asked whether the schools pledge policy sends a message to nonadherents that they are outsiders, not full members of the political community.And, in concluding that it does not, OConnor emphasized that the pledge has been employed pervasively without engendering significant controversy and caused no political divisiveness prior to the filing of this lawsuit. (Garnett 2004). The Supreme Court justice time-tested to argue that a middle of the road approach, where those who disagreed with something simply chose not to participate, was appropriate. Unfortunately, this moderate approach was rejected by people on both sides of the issue.Instead of beingness happy with a compromise solution, it seems that people are more insistent on getting things their way. More a nd more, our law seems suspicious of those divisions that our Constitution actually protectsthat is, the divisions that answer when free people contend over difficult questions that matteryet indifferent to the harm done to religious freedom by demands for the privatization of faith and its segregation from civic life (Garnett 2004).In this case, the author argued that removing God from the pledge was an imposition on the rights of the religious and the case had clearly claimed that the pledges use of God was an imposition on the rights of those with other or non-existent religious beliefs. Garnett and others seem more than willing to argue that the middle ground is not sufficient. All sides of an argument now claim clean superiority and believe that they must be given their way. This unfortunately contributes to a devisiveness from which the country cannot hope to recover.

Doing Business in the U.K. Essay Example for Free

Doing Business in the U.K. EssayBusiness Etiquette UKThe United Kingdom (UK) is comprised of four countries England, Scotland, Wales, and Northern Ireland. It is important non only to be sensitive of these geographical distinctions but also the strong sense of identity and nationalism felt by the populations of these four countries. The terms English and British be not interchangeable. British denotes someone who is from England, Scotland, Wales or Northern Ireland. English refers to peck from England. People from Scotland are referred to as Scots. People from England are not likely to take offence at being called English, whereas a Welsh, Scots, or Northern Irish someone will. Cultural DiversityFormerly a very homogenous society, since knowledge base War II, Britain has become increasingly diverse as it has accommodated large immigrant populations. The mixture of ethnic groups and cultures make it difficult to define British as looking or acting in one particular manner. People may sound British and retain the cultural heritage of their forefathers while others may become more than British than someone who can trace his/her lineage to the 5th century. The fact that the nations favourite dish is now a curry sums up the cultural mish-mash that is modern day Britain.Doing cable in the UKThe British are rather formal. Many from the older generation still prefer to work with people and companies they know or who are known to their associates. Younger business people do not need long-standing personal relationships before they do business with people and do not require an intermediary to make business introductions. Nonetheless, networking and relationship building are often key to long-term business success.Rank is respected and businesspeople prefer to deal with people at their level. If at all possible, allow an elder statesman on your team as he/she will contribute the aura of authority that is necessary to good business relationships in many com panies.British communication sprintsThe British have an interesting mix of communication styles embrace both on a lower floorstatement and direct communication. Many older businesspeople or those from the upper class rely heavily upon formal use of established protocol. Most British are masters of understatement and do not use effusive language. If anything, they have a marked tendency to qualify their statements with such as perhaps or it could be. When communicating with people they see as equal to themselves in rank or class, the British are direct, but modest. If communicating with someone they know well, their style may be more informal, although they will still be reserved.Business get togethersPunctuality is a very British trait. It is especially important in business situations. In most cases, the people you are meeting will be on time. Always call if you will be even 5 transactions later than agreed. If you are kept waiting a few minutes, do not make an issue of it.How meetings are conducted is often determined by the slice of people attending. If everyone is at the same level, there is generally a free flow of ideas and opinions. If there is a senior ranking person in the room, that person will do most of the speaking. In general, meetings will be rather formal and always have a clearly defined purpose, which may include an agenda. There will be a brief amount of small talk before getting down to the business at hand. If you make a presentation, avoid making exaggerated claims. Make certain your presentation and any materials provided appear professional and well thought out. Be prepared to back up your claims with facts and figures. The British rely on facts, rather than emotions, to make decisions. Maintain eye contact and a few feet of personal space. After a meeting, send a letter summarising what was decided and the next steps to be taken.Basic British Etiquette TipsBusiness Dress* Business attire is conservative.* Men should wear a dark-s kinned coloured, conservative business suit.* Women should wear either a business suit or a conservative dress.Greetings* Shake hands with everyone at a meeting upon arrival.* Maintain eye contact during the greeting.Titles* Only medical doctors and the clergy use their professional or academic titles in business. * Most people use the courtesy titles or Mr, Mrs or Miss and their surname. (Mr and Mrs are words in the United Kingdom and do not require a period after them as they are not abbreviations.) * If someone has been knighted, they are called Sir followed by their first and surnames or Sir followed simply by their first name. * Wait until invited before moving to a first-name basis. People under the age of 35 may make this move more rapidly than older British.Business Cards* Business cards are exchanged at the initial introduction without formal ritual.* The business card may be put away with only a cursory glance.Business Gifts* Business feed giving is not part of the busine ss culture. * If you choose to give a gift, make certain it is small and tasteful. * Good gifts include desk accessories, a paperweight with your company logo, or a book about your home country. * Inviting someone out for a meal can be viewed as a gift.http//www.kwintessential.co.uk/etiquette/doing-business-uk.html http//books.google.com.my/books?id=1ccPcVjaRGMCpg=PA30lpg=PA30dq=how+to+bargain+with+britainsource=blots=FB64L7Wk6Fsig=6QVjUrzk4AcQ2OuUezZuyL64Mlwhl=ensa=Xei=2kALUeu0BcKPrgfjooH4Cwved=0CHAQ6AEwCAv=onepageq=britishf= preposterous

Reflective essay of personal and professional development

Reflective essay of personal and professional person revealmentThis assignment is a critical psychoanalysis and reflection of my continuing personal and professional maturation (CPPD) needs in fare. This account leave identify practical needs that I must rectify with supportive evidence based research, and evaluate the shock of this need for my personal development as a future qualified shield. My learning need was with self- self-assertingness in communication when working with a rung nurse during admission. To get the need and demonstrate the ability to engage in advancing my cargon, Gibbs (1988) framework imitate of reflection will be used. To maintain confidentiality as emphasised by the Nursing and Midwifery Council (NMC 2008), a pseudonym Tommy will be used to harbor the longanimouss anonymity. In addition, I will be using the post-registration education and practice (PREP) guidelines (NMC 2011) to maintain up to date knowledge and skills as hygienic as empowering a lifelong learning in my care for carefulnesser. (NMC 2012)My skills in communication ache improved in all contact and this has been acknowledged in every practice. However, I thought of this learning need, when I recognised my weakness was with assertiveness in communication when working with a staff nurse, faced with a toilsome patient during admission. I took part in this learning activity in November, 2014 during my placement in hospital. I place this need during the second hebdomad of placement, as I was able to perform patient admissions under the supervision of my mentor. The need to improve this skill was completed from my mentors feedback and I agree that it must be developed in entrap to help avoiding errors in future practice, improving my decision-making skills and professional satisfaction. I have spent a exhaustively amount of time to research and critically analyse this learning need However I matte up this could be an ongoing process of improvement as Webb (2011) determine, supported by the Department of Healths (2013) ongoing process of improvement in the NHS to be more efficient and less bureaucratic. I once more felt this was important for me to work on because it had an impact on the patient and me as a future qualified nurse (Fowler, 2008).Tommy is a 50 category old who suffers from right leg cellulitis and lives alone with his cat. I felt my first meeting with Tommy was challenging as I found it difficult to present myself as a self-assured, assertive and empathetic learner nurse due to the impression that the situation was out of my comfort zone. I observed from the beginning of the visit that this piece was unable to cope however I felt that I could not firebrand a direct statement without coming across as impish or a dominant scholarly person nurse. On the positive side, I chose to improve this learning need so that I would learn to be wide-awake with the knowledge and set of skills I must have in managing complex pa tient care in future placements (Fowler, 2008).Having encountered patients who have refused requests from new(prenominal) disciple nurses and staff nurses alike by expressing their dislikes, disagreements and m eachtimes even anger when offered treatment, I have observed that patients genius how the scholarly person nurses present themselves and could base their decision on the bookman nurses abilities to communicate assertively (Fowler, 2008). This also made me think near my self-awareness and empathetic skills. As I listened to Tommys emotional concerns, he opened up about being terrified of not having anyone in his house to feed his cat while he was in hospital because he had no close relatives. I responded calmly and confidently, using clear language that my intention was to obtain his permission to allow health professionals offer long term support to him (Fischhoff et al, 2011).As student nurses, our main role involves patient interaction and several studies have indicat ed that student nurses lack assertive skills evidenced by Bekkum and Hilton (2013) McCabe and Timmins (2005) soft study in two schools (n=30). It highlighted that most student nurses were assertive but chose not to display this skill to maintain positive interpersonal relations and avoid conflict. However, quantitative study (n=72) by Almost (2006) deemed it important to measure nursing students level of assertiveness prior to, and near completion of their pre-registration programme and to offer help throughout their programme to develop their assertiveness. Almost also considered the conflicts mainly developed from the multi-professional roles that student nurses have and that the basic nursing functions of caring and controlling tin result in tension.Many researchers have challenged these such as Iglesias and Vallejo (2012) qualitative study identified that work have established that conflict resolution proficiencys stand be achieved through compromise and coaction which the nurses can use for their specific work environments. However all the previously mentioned approaches suffered from serious limitations as Tommys safety could have been compromised when nurses failed to speak up or be heard, identified by Pages (2004) qualitative study. I found Almost (2013) very appropriate when giving personal care because this technique would have enkindled my learning need earlier in my nursing programme to improve patient care. Bekkum Hilton, (2013) qualitative study support and acknowledgement on these account findings imply that, education programs ought to be taken into account. The perceptions of the participants risks involved in not being assertive and the focal point must be on changing these perceptions rather than attempting to change student nurses values or focusing solely on specific assertive behaviours to improve student emotional intelligence. establish on the findings, I realised that my practice was out of date therefore would cost the Nationa l Health Service (NHS) and impact negatively on patients care.As identified by Smiths (2012) phenomenological study, 75 per penny (n=20) of student nurses felt unable to verbally express their concerns when working with qualified nurses. Yet Jones (2013) qualitative study identified that 60 per cent (n=30) of student nurses felt confident by the end of their training. However, there is little consensus in the research available although I feel my receive reflects Smiths (2013) findings. My inability to be assertive during patient admission was because I was working with an experienced qualified nurse and covert behind my mentor limited my development in skill. This impacted on my clinical ability when I failed to be an assertive student nurse. It also shows in these research studies I was not using up to date practice. Whites (2009) phenomenological study identified that 75 per cent (n=28) nursing students in clinical placements suffer from self-doubt, have fretting about their c linical performance and do not possess the characteristics of strong self-confidence. A qualitative study conducted for student nurses by Jones, Mccoy and Pitt (2013) have indicated that majority of student and staff relationships highlight that a sense of belonging was central for student nurses for a advanced clinical experience. A students sense of belonging and feeling a part of the team were essential before students could learn. This is reflected in Lathlean and Levett-Jones (2009) quantitative study (n=200) of student findings on third year student nurses who participated in the study as they had been on a number of clinical placements. This explanation, however, seemed to overlook the fact that many students feel compelled to work hard in order to fit in the nursing team rather than become motivated to learn. This has made me realise that although being in a good nursing team, I would s till prioritise looking after my patients by paying more attention to the patient needs and expectations. A qualitative study conducted by Lyndon (2006) mentioned that student nurses ability to make a clinical decision could be influenced by patient situation, availability of resources and interpersonal relationships. Student nurses, however, on a variety of situations, can experience moral distress as Ganske, Iseminger, Lachman and Murray (2012) have identified in their phenomenological study. These two articles revealed that the ability to communicate with patients should not cause moral distress as student nurses would neither be aggressive nor patronising, nonetheless the interaction would achieve the patients best interest.This is reinforced by Grumbach and Bodenheimer, (2004) qualitative study which identified (n=18) of student nurse, who noted that greater disability may be as a result of anxiety in some cases and loss of self-confidence. However, Begley (2010) phenomenological study (n=20) identified and argues, little has been investigated to explain the reaso ns why assertive behaviour occurs in one situation and not in another. Results suggest that, student nurses standard measures of assertiveness and of anxiety are irrespective of their scores p=00.1 chances. One should consider the consequences of student practitioners being assertive, while making a decision regarding how to behave I felt this was helpful in reminding me how important self- confident skills can aid improved patient care. Although, their underlying theories of subjectivity are very different, there are some important affinities surrounded by the researches that correlate which I conceive would help me care better in future placement.In addition, Begleys (2010) qualitative study established that patients were to be considered as partners in their health care delivery. Trust does not come easily for people and I have since learnt from past experiences that patients need to be included and actively involved in the planning and evaluation of their care. By learning to ask open questions helped promote and encouraged patient expression and enabled patients to enhance trust in a relationship as I have shown my interest and investment in the patients care and treatment. This study has an impact in addressing my need and offered help on how to be assertive when dealing with difficult patients.As highlighted by White (2014) qualitative study, majority of student nurse depend on their mentors to be assertive and sometimes adopt it as manage strategies. Even though, this is a small number of student nurses, (n=30) to base a judgement on, it provides statistically relevant data and allows an insight into practical experiences. I also felt this research was significant for me to work on my assertiveness, because it had an effect towards the patient and me as a future qualified nurse. I solely depended on my mentors for assertiveness as a coping strategy.Conversely, these poor coping strategies I take were highlighted in a qualitative study by Fischhoff et al, (2011) where common coping strategies utilised by student nurses being assertive in clinical settings are explored. Although this is a small sample size (n=18) which does not provide statistically relevant data, it is qualitative design allows an insight into the student nurses experience of assertiveness coping strategies (Parahoo, 2006). I found these results of the thematic critical analysis linked to my own clinical experience, including the poor coping assertiveness strategy I adopted. This was due to underestimating my might from the onset of being self-assured and self-confident without being aggressive (REF). I found that these researches gave me insight into how unethical and limiting avoidance practices are when dealing with patients, which was seen in a small number of participants in this study (n=3) (Morris Turnball, 2006). I felt this was helpful in reminding me how important assertiveness skills can improve patient care (Morris Turnbull, 2006).Besides, Fisch hoff et al, (2011), descriptive study postulates assertiveness in student nurses who become attached to their mentors remain as consistent helpers for weeks in their placement during the period from the first till the third year, and it is suggested that this is due to the students underestimating their capacity from the onset of being self-assured. Although this is a small sample size (n=207) which does provide statistically significant relevant data, 60 percent (n=127) were more positive compared to 40 percent (n=83). Its quantitative design allows an insight into the student nurses experience of assertiveness skills (Begley, 2010).Nonetheless, Phillips and Simmonds (2012) phenomenological study supported this descriptive study and shape up on said this is a key concern for some student nurses within practice setting. The concept of assertiveness and understanding concept as student nurses will enable them to consider that the patients aggressiveness might be about other issues rather than their care. In a phenomenological study of (n=50) nursing students in London, Monsu (2014) identified that greater disability may be as a result of anxiety and loss of self-confidence dealing with a difficult patient. Findings of these researches do not seek to be generalised but were reliable to me due to the appropriateness of the methodology and the thematic analysis being correctly applied. This will aid me in caring for my patients in future practice. In a questionnaire survey of (n=200) student nurses in London, Smith (2013) identified that 70 per cent (n=49) of university students best-loved mentors to do all the assertiveness communication for them due to underestimating their ability. Only 20 per cent (n=4) of students responded and of those who did respond, many of them did not fully complete the questionnaire. The data suggested that 70 per cent of students who preferred a mentor to do all the assertiveness communication do not constitute very strong evidence. Yet Monsu (2013) argues that from his own experience as a student in placement, there was a strong attachment with mentors being assertive in all him / her communication which did help with the assertiveness skills required for future practice. This cannot be generalised as Monsu (2013) is not referring to a piece of empirical research but to his own experience. Having identified the context of Monsus (2013) own experience argument, I found it very relevant to me and it topped my hierarchy of evidence, but does not appear to have been undertaken in a gross(a) manner to help my caring for patients in future due to their lack of a soundly-based qualitative theory compared to Smith (2013).Having discussed with my mentor what happened during the admission it felt good to have attempted the interaction with the patient and recognised some of his needs. Even though the patient seemed reluctant, I demonstrated the ability to remain calm although I did struggle with my approach when I sp oke to him about offering more support. Instead, I focused to help the client respond to my questions and identify what his concerns were. I believe during that incident, I showed assertive behaviour because I maintained my duty of care to the patient. I have reflected that this would have an effect on my clinical ability if I had failed to be the patients advocate. With the DOH (2009) updated work on providing guidelines on have to treatment and putting these principles of consent into practice, my actions caused me to consider my practice whether obtaining informed consent would be an issue. Tommy fully realised that he should comply with the nurse as she understood the consequences if his pains were not treated (Cole, 2012). According to Baldwin, Duffield, Fry and Merrick (2011) the interaction between the decision-making, skill development opportunities, social support and identity comes with the nursing role so as to be prepared for the upcoming nurse population to meet new ch allenges.When this type of situation happens again, I believe I have the skill to show my assertiveness skills by using compromise as vigorous as recognising the boundaries of my actions. Using clinical decision skills and asking open questions, which I can gain from meeting other patients would enable me to show that I am a self- assured, reliable and trustworthy student nurse. I need to try and achieve leadership skills that could be essential for patient satisfaction and to achieve this, I have learnt to engage in leadership activities such as handovers and undertaking tasks on behalf of my mentor. I recognised that once I fitted into the clinical environment, I needed to be more actively involved in challenging clinical situations such as detecting unpredictable patient deterioration and learning to make quick clinical decisions. Cook Leathard (2004) suggested that good student nursing leadership and good quality nursing care will be effective if nurses go through leadership t raining programmes during the early stages of their career. This can help me in preparation to become more aware of how I feel, think and act in front of my patients. Reflecting and learning to be assertive can increase my confidence and self-esteem through appreciating what I have done well and maturely, accepting the improvements I must make to become a better nurse in the future.Having said that, I was satisfied that I had the opportunity to practice nursing handover, as it is one of the vital roles of a qualified nurse and one aspect of nursing care that is required of me when I am qualified.Loseby, Hudson Lyon (2013) wrote, handovers are information that can influence the delivery of care. In the process of this learning experience I felt well supported by my mentor giving me several opportunities to practice my handover until I felt more confident and less anxious because she created quality time for me and necessary feedback that helped my learning need as well as other aspe cts ofnursing. McCloughen, OBrien Jackson (2010) defines a mentor as someone that helps others grow by teaching them, encouraging them and being interested in their success. This is also encourage supported byHamric, B.A., Hanson, M.C., Tracy, F.M., OGrady, T.E.,(2013) who indicated that a good mentor is one who spends quality time to foster growth, committed to the development of their learning need, willing to share and feedback on any rough spot in their career development.In conclusion, I have critically analysed and reflected on clinical learning needs, which are essential for my continuing professional development. As a student, critical analysis and reflection helped to facilitate good learning outcomes so that I can relate and apply concepts to clinically oriented situations as well as explore and evaluate evidence. Also my clinical learning need was acknowledged through mentor feedback by showing assertive skills in communication with difficult patients. This need is an on-going process of development for me. However I recognised that attempting interactions with patients and collaborating with nursing staff will help in my development to be a more self-assured nurse. Participating and engaging in leadership activities such as handovers and task delegation would be beneficial at this stage of my learning. Through the reflection and recognition of these learning needs, I could only move forward and continue to develop my learning proficiency as a student nurse towards professional competency as a qualified nurse.1 Page

Leadership and Culture as seen in Tech Mahindra Limited

Leadership and Culture as seen in tech Mahindra LimitedA humane being right from birth is associated to various people including p arnts, relatives, and so on. As he/she reverses old, the pool of associations become stronger and complex as his/her needs tend to grow such as The need of friends, education, and other sociocultural aspects of human life. The child thus becomes part of m any(prenominal) an(prenominal) brass instruments catering to needs of for individu tout ensembley one other in the placement. Organisation, as defined by Oxford Advanced Learner Dictionary is A group of people who form a business, club, etc. together in pasture to achieve a particular aim. every(prenominal) the cheeks irrespective of their nature are headed by a Leader. Leader is often seen as a individual who guides the physical composition to achieve a common goal by setting up practices and creating a positive environment with the organisation. As said by Fullan (1992) in his n atomic n umber 53s, that the barely thing of real importance that attractership do is to create and manage culture. The leadinghip of an organization has the primary responsibility for identifying the need for, and fostering, cultural change and for sustaining a sound safety culture once it is established.In the following essay, I have tried elaborating some(prenominal) leadership expertnesss and organisational culture taking into consideration Mr Vineet Nayyar who heads (Vice Chairman, MD CEO) technical school Mahindra Limited, a joint venture between Mahindra Mahindra Group and British Telecommunications PLC.Ab away Tech MahindraIntroductionTech Mahindra is a part of US $7.1 million Mahindra Group, in partnership with British Telecommunications plc (BT), which is one of the largest communication service providers in the world. The organisation was incorporated in 1986 under the name of Mahindra British Telecom, which was later changed to Tech Mahindra to reflect diversification an d growth of client base. Tech Mahindra has majorly focussed the telecommunications industry and is a leading global systems integratorand business transformation consulting organization.Tech Mahindra operates globally with more than 15 Greenfield Operations and has everywhere 124 active customer engagements mostly in Telecom sector. Some of its largest clients are BT, ATT, O2 and Alcatel-Lucent. The order has footprints in more than 25 countries and has been assessed as SEI CMMI Level 5 Company. The company is supported by around 35,000 professionals who provide distinctive blend of domain expertise, in depth technology skill sets and culture.Tech Mahindra VisionTo be the most respected solution provider in the communications ecosystemAnticipating and enabling changeAdmired for technology, agility, innovation, business models and the quality of its endowmentTech Mahindra ValuesTech Mahindra is focused on creating sustainable value growth through innovative solutions and unique pa rtnerships. Our values are at the centerfield of our business reputation and are essential to our continued success. We foster an environment to instil these values in every facet of our organization.Customer first unplayful corporate citizenshipProfessionalismCommitment to qualityDignity of the individualSome of the Industry RecognitionsIn the Leaders Category in The 2009 Global Outsourcing 100 (IAOPs Annual list of the Worlds dress hat Outsourcing Service Providers)Ranked 2nd in Telecom Software providers of India by Voice Data, 2008 (VD 100 Ranking)Business Week Award for Asias Best perform Companies, 2008Growth Excellence Award by Frost Sullivan, 2008Ranked 6th largest software exporter from India (NASSCOM, 2008)LeadershipIntroduction to leadership on that point are legion(predicate) organisations preponderant in the todays world. Each and every member of an organisation aspires to have an ideal leader who can create an environment of trust, ownership among employees and is able to steer the organisation in a balanced way both in true(p) as well as hard times of the organisation. As said by Admiral Burke, US Navy-Leadership is understanding people and involving them to help you do a job. That takes all of the good showcaseistics, like integrity, dedication of purpose, selflessness, knowledge, skill, implacability, as well as end not to accept failure.But there remains a big question- What are the characteristics of a good leader? or How to assess if a person is worthy of leading a group or an organisation? During the following analysis, findings and practical scenarios I would try and find answers to the questions mentioned above.Theoretical approach to leadershipThere have been numerous theories discussing some(prenominal) aspects of leadership and different styles in which it is practiced. The earliest being the Trait hypothesis of Leadership which was worked upon and analysed at length as advance(prenominal) as around mid-1850. This theory was primarily interested in the measurement of traits of persons which can be defined as habitual patterns of emotion, demeanour and thoughts. This theory strongly believes that the traits of a person are in-born and remain constant over life lime and hence it concluded that Leaders were born, not developed. In contrast to this theory, some other theories which came up inlate 1940s and early mid-fifties stated persons who are Leaders in one situation may not necessarily be leaders in other situations. These theories took into account the macro environment and took into consideration various factors affecting the decisions and behaviour of the leaders. The criticism of Trait theory by many researchers taking into account its shortcomings, led them in an alternate theory, the Theory of Behaviour and Style. This theory led to study of Managerial Grid form which suggested five different leadership styles, based on the leaders concern for people and their concern for goal achievement . A graphical representation of the managerial precedent system model is shown below.However many researchers believed that different situations call for different characteristics and this led to development of Situational and happening Theory. This theory stated that the actions and behaviour of a leader were generally influenced by characteristics of the situation in which he functions. The most promising model for this theory was developed by Fred Fiedler and is known as Fiedler contingency model. He believed that The leaders way byiveness is based on situational contingency which is a result of interaction of two factorsLeadership styleandSituational favourableness. As the leader I have elect to analyse best suits to this style of leadership, Contingency Theory would be the basis of my analysis approximately his leadership style.Fiedlers Contingency Theory and Mr Vineet NayyarIn the late 1950s and early 1960s, noticeable industrial and business psychologists Fiedler and W oodward started to study the leadership and behaviour styles of leaders and managers. Earlier to Fiedlers study, industrial psychologists mainly focussed on individualized traits of prestigious leaders. They believed that there was only one best way to run an organisation which produced best results and most effective business practices. The reason of Fiedlers model influencing most researchers was that it denied one best way and perfectly fit in modern highly complex organisations where scenarios and environment of leaders kept changing more often.Fiedlers model assessed a potential leader with a scale of work style ranging from occupation-Oriented on one end to Relationship-Oriented on the other. The other important factor which affected behaviour was the contextual circumstances in which the group operates. This is furthermore supported by lead contextual variables affecting appropriateness of a particular style. These are Leader-member relations, Task Structure and Leader Pos ition Power.The diagram below depicts the model.Mr Vineet Nayyar, 70, is the Vice Chairman Managing Director of Tech Mahindra since 2005 and the Chairman of Mahindra Satyam since 2009 after its acquisition by Tech Mahindra. He is an accomplished leader and has led many organisations across his career span of 40 stratums. He has worked closely with Indian giving medication (an IAS Indian Administrative function official),international multilateral agencies and the corporate sector (both public and private). While in government, he has taken many senior aims as District Magistrate and Secretary of Government Administration. He has also been part of the World Bank for over 10 Years. In corporate sector, he was founding Chairman and Managing Director of state possess Gas Authority of India, MD and V Chairman of HCL Technologies. He holds a Masters degree in Development Economics from Williams College, Massachusetts.Vineet is undoubtedly an outstanding leader and a role model for employees at Tech Mahindra. During his 6 years tenure, he has taken several crucial decisions which have wedged the organisation positively and have created a common sense of trust which I believe is the most important characteristic of being a leader of an organisation. Year after year he has won excellent feedback scores from employees of the organisation which are evident of his leadership qualities. Along with high employee satisfaction, his role as a leader of organisation was backed up with exponential growth of the organisation. The company has doubled its size both in man power as well as the tot business sales. It has also acquired three organisations, Axes Technologies (India) Private Limited, iPolicy Networks Private Limited and Satyam Computer Services Ltd since 2005.As suggested by Fiedlers Contingency theory, Leaders behavioural style is majorly impacted by environment around him. Over the last 5 years, Asian and Global rescue have seen many highs and lows. During t he time when Vineet entered into Tech Mahindra, global economy was on a steady rise. He saw this as huge opportunity for Tech Mahindra, and the company under his leadership launched an extremely successful initial offering (Initial Public Offer) in 2006, through which the organisation raised around $100 million to build a new development centre at Pune, India estimating an employee pose capacity of 9000. This proved a highly motivating factor for employees of the organisation, as the company was then listed in Indian Stock Exchange which added to the credibility and popularity of the organisation. As the IPO was a huge success, the employees of Tech Mahindra were given bonus shares on completing 20 years of Tech Mahindra in 2006. This move increased the sense of ownership and the aim of commitment of the employees towards the organisation.As the economy continued to flourish, the company gained new and potential clients along with existing customers which added to exponential rise in companys corporal and liquid assets. Under Vineets leadership, Tech Mahindra increased footprints across India and the globe. It has added four new development centres in India along with several overseas site offices across Asia Pacific, Europe, Americas, mall East and Africa. Companys headcount increased from 16,500 in 2005 to 35,200 in 2010. As the company grew stronger and bigger, it created more jobs for people and was being trusted as a safe company considering job stabilization. These positive factors, along with Vineets influential leadership skills, resulted in a favourable situation which directly proved to have a positive effect on group performance. Leader-member relations were Good along with High task social system. With new development centres coming into operation, there were revised processes and policies which clearly defined each employees roles and responsibilities. Every employee was being given a task to set-up his goals at the start of the year which we re then finalized along with supervisors feedback. There were squad/individual meetings/skip level meetings to highlight any concerns, feedback or comments related to employees work. All this resulted in High Task structure. All the groups/teams were headed by a team-lead and a supervisor who had full allowance to assign and monitor tasks for individuals in the group. These people also had the authority to recommend outstanding performers for rewards and awards every quarter. Hence we can consider Leader Position power also to be High thus resulting in High Favourableness of the situation. The most appropriate Behavioural style hence can be conceived as Low LPC, Task Oriented. However along with Task Oriented leadership style, Vineet was also inclined towards Relationship-Oriented behaviour as the company was doing well. Organisation incorporated several awards which were to be given to high performers and distribute bonuses among employees. There was high employee satisfaction re sulting in improved overall group performances.The economy continued to grow process early 2008 after which there was a steep downturn. The economic turmoil in United States and Europe had a direct impact on Tech Mahindra as all of its major clients belong to this geography. This was a drastic change of environment for Vineet and he had to adjust his leadership style with the changing scenario. Vineet along with his centering team had to churn out cost affective task driven methods to cope up with the ever increasing pressure of dipping economy and demanding clients. There were many changes in company processes to make them streamlined and cost effective. As the economy further weakened, many employees were discontinued from their roles in order to maintain an even position on operating the projects. Employee Assessment and Appraisal Process was reviewed as company was now operating on less operating profits. All the overhead be were minimized and bonuses were cut-off. This lead to decreased employee satisfaction and hampered team performances.During the same time period (2009) Tech Mahindra emerged as the highest bidder to scam hit Satyam Computers Ltd (Later renamed as Mahindra Satyam after takeover). Vineet was appointed as the Chairman of Mahindra Satyam taking into account his excellent service to Tech Mahindra over the years. His past experiences and characteristics as a leader both proved to be the deciding factor for this decision. Economic downturn coupled with accounting scam was a nightmare for employees of Mahindra Satyam. With a strong headcount of around 45,000, Mahindra Satyam delinquent to its defile image and lost credibility lost many major clients. Its operating profits came down to negative and the company was very difficult to sustain. Vineet and his team carried out series of management and process changes in Mahindra Satyam to improve its position in the market. Rebranding Satyam Computers to Mahindra Satyam was one such move. The association to Mahindra Mahindra group instilled an increased sense of credibility. There were interior exchange placements within Tech Mahindra and Mahindra Satyam to utilize excessive man power and Tech Mahindra slowed its external recruitment process. Many employees of Mahindra Satyam who did not have a good performance assessment were handed pink-slips. It was crucial for Mahindra Satyam to rebuild itself and regain its place in the IT Industry. A series of similar stern changes and developments took in Mahindra Satyam over the abutting few months. All these changes in Tech Mahindra and Mahindra Satyam led to decreased employee satisfaction. Employees were not given enough salary hikes and promotions were delayed. As more and more employees were terminated due to low operating margins, the team sizes grew smaller resulting in increased work pressure. This did not have a good effect on Leader-member relations and could be termed as Bad. Task structure also dropped to Low as th ere was increased workload due to less team members. Existing team members were unreadable about the added responsibilities they had to partake which were an overhead to their already existing responsibilities. Leader position power still remained Strong as there was constant supervision on performance of the individuals. All these factors resulted in Low Favourableness of situation and behavioural style can hence be concluded as Low LPC exceedingly Task-oriented.ConclusionWith all the above evidences and instances of effect of external forces on leadership style of Vineet Nayyar, I can strongly conclude that leadership behaviour of leaders change with circumstances. A good leader is judged as to how he transforms his behaviour under different situations and choosing the correct style of leadership. Citing all the above instances of leadership and analysing them with theory as mentioned by Fiedler concludes that Fiedlers Contingency theorem aptly fits Vineet Nayyars leadership styl e. As the scenarios and macro environment changes rapidly, leadership as a vast pool of possible running(a) styles was a ground-breaking idea by Fiedler. It is in my virtue a common idea in modern management theories which rejects a stiff assumption about ideal management.CultureIntroduction to cultureCulture A word having its origins from Latin word Cultura which means to cultivate. Culture is a word having numerous meanings and definitions and is often the integral part of any organisation present today. Gareth Morgan has described organizational culture as The set of the set of beliefs, values, and norms, together with symbols like dramatized events and personalities that represents the unique character of an organization, and provides the context for action in it and by it. Organisational culture is hard to explain and is similar to other intangible entities which can just be experienced by the virtue of it being into existence. With the size and complexity of organisations var ying from a few to thousands, it is a vital and integral part of any organisation. It is in modern era, a characteristic of an organisation which mirrors the environment prevailing in the same and distinguishes it from others based on its Values, Rites, Rituals and cultural network.During the following text, I have tried examining organisational culture at Tech Mahindra based on theoretical and practical approaches.Theoretical approach to cultureOrganisational culture has been analysed and defined by many anthropologists and sociologists including Deal and Kennedy, Charles Handy, Edgar Schein, Robert A. Cooke and many more. All the researchers have defined Culture in many different forms as it is very difficult to express it distinctly. Every person when becomes a part of organisation, becomes a part of its culture. He understands, learns, inherits and then practices culture at organisation through his distinct ways. Schein has broadly classified the nature of culture as layered phe nomena having three levels of visibility. These are Basic Assumptions, Values and Beliefs and Artefacts and Creations. He has further emphasized that these three layers of visible culture interact among themselves and do not stand out from each other. A graphical representation is shown below.Many different models exist which differentiate culture on the basis of its nature prevailing in different organisations. angiotensin-converting enzyme of which is suggested by Peters and Waterman called the Characteristics of Excellent Companies. The authors studied cultures at some of the most successful organisations and came up with a list of common idealized practices within those organisations. This was by some viewed as One best culture and received strong criticisms by many researchers.Another model was suggested by Goffee and Jones which is also called as The Goffee and Jones Contingency Framework. This was a more modern approach to organisational culture and suggested the dependency of culture on business environments. They opposed the theory of one Right or Best culture for various organisations. Their framework could be depicted based on two dimensions Sociability and Solidarity. These two dimensions were rated from Good to Bad and a four cubes structure was drawn.They suggested that an organisation could have one or a mix of these four cultures The Communal culture, the Networked culture, the Mercury culture and the Fragmented culture. Taking the example of Tech Mahindra, I would be closely following this technique to examine its culture rated on Sociability and Solidarity.Culture at Tech MahindraTech Mahindra is a large organisation with around 35,000 employees around the globe. Tech Mahindra recruits fresh college graduates every year in large numbers. Just after these college graduates join the company, on their appointment day, are undefendable to a series of induction processes. These include registration processes, induction speech from the head of HR department and many similar interactive sessions of what is expected out of an employee at Tech Mahindra. All these sessions talk about the value offered by Tech Mahindra culture and how these values are important to adapt by all the employees. The new employees are then divided into batches and are allotted to various Initial Training Programs (ITP and the employees are then called ITPians) based on their background studies. This ITP descriptor extends around 4 months in which ITPians undergo various Technical and Behavioural trainings which prepares an ITPian to accept the challenge which his job offers. During the Behavioural training there are numerous sessions about Code of Conduct, Company dress code, Tech Mahindra rewards programs, emphasis on Quality work, Information Security and bonuses linked to performance.All the employees are asked to follow a strict dress code which is Business formals from Monday to Thursday. Employees are allowed to wear Business Casuals, i.e. Jea ns and Collared T Shirts on Friday. This dress code is strictly followed and its Managers responsibility for counselling defaulting team members thereby facilitating adherence to the Companys policy. Any choice of casual wear which is revealing, excessively form fitted or worn out is strictly not allowed. There are instances where many employers do not have such kinds of regulations on dress code like Google. This however can be long debated over and over again with no firm outcome. In my opinion having a dress code is a good measure to create and maintain a sizeable and professional environment across the organisation.The ITPians are briefed about Code of Conduct policies of Tech Mahindra about which they are asked to listen attentively. They are briefed of how they shall follow the applicable ratified framework of the country in which they operate. Employees are expected to know and to understand the legal obligations applicable while performing their duties and discharging thei r responsibilities on the job. Ignorance cannot be an excuse for rapine of law. They are also told to compete fairly with their competitors and maintain highest possible standards of integrity and ethics in every sphere of activity. ITPians are briefed that they shall not put their personal problems over organisational needs. Employees are always expected to protect and nurture the Companys interests all the time and remain independent in any decision that they may be required to take. They are told not to offer or accept gifts, hospitality or other inducements, which influence a decision, or engage in any form of bribery.

The Next Generation Of Recycling Bins English Language Essay

The Next Generation Of Recycling Bins English Language adjudicateFor many years tribe prolong practiced recycle. In old times, where resources were less abundant than today, pot would be to a greater extent conscious some reducing, reusing and recycle. On the other hand, pack nowadays dont level(p) bother to stop and think about what is going to happen once all raw materials on flat coat are g wizard. They dont realize that once it is all utilize up, there will be no appearance to get some much anywhere else. What happens when battalion dont recycle is that all the recyclable products that are thrown away go straight into landfills altogether with other waste, and then it is all eventually lost.There is, however, a small part of the population who does contri besidese to the recycling process, barely it is and a minority, the other part of the population either doesnt realize the significance of recycling or they just dont care. This small minority that dishs recycling things includes some companies and important tidy sum. They arrest been trying to get to a greater extent(prenominal) and more people involved in the recycling process. Even channels for children have created projects to motivate kids and teach them about the significance of recycling. For example, Disney Channel has its own project called Friends For Change, where they have the main goal of doctrine kids how to help and care about the planet. That is very important because kids will grow up to be more conscious about the environment.On the other hand, sure-enough(a) people are more complicated to convince or persuade that recycling is very important. Simple things have been created in order to help people recycle and motivate them to do it in their own houses, so they dont even have to go anywhere else to recycle because these recycling containers can be enter in their kitchen or anywhere they want. There are many different designs with lots of different features. These bins have diverse purposes depending on what people are face for. There are certain containers that include two compartments, one for recyclable products and the other one for other wastes. Other bins contain different compartments labeled so that each recyclable material can be placed on separate places. Some have pedals, so people dont have to use their work force to open up the trashcan others have sensors so that the lid opens up automatically.Even though the containers sound like a great deal, it might not be that good of a deal because people have been complaining about the containers world withal small, or too expensive, or too fragile and intimately broken. A solution to this problem is to design and create a new amend container that will be made of spotless steel to make it more resistant and durable, that will contain larger compartments to place the trash or recyclable items, that will include an infrared radiation sensor lid opener, and that will have a longer warran ty period.Today in the United States, the Statesns use over 80,000,000,000 aluminum soda cans every year. At one time, aluminum was more expensive than gold. Thats not even including the 50 billion disposable shaping water bottles Americans use a year. That makes up almost 20% of the composition in an average dump. Bottles and cans are some of the easiest items to recycle but yet Americans still have trouble recycling them. Call it laziness or ignorance about the subject, but there should be more efficient ameliorations to allow recycling bottles and cans easier for Americans. Most raw materials are resources that cannot be created or formed by human beings. That subject matter the amount of these raw materials that exist in the planet are limited, and once they are used up completely by people, there is no way to produce more. This is why it is so important to think wisely when it comes to recycling or just throwing away valuable materials into the trash. For many years, it has been difficult to educate people the significance of recycling, and these attempts have been unsuccessful because only a minority of the population has been contributing to the recycling process. The lack of care for the environment is just going to work out the world into a huge landfill. America has always been the place where everyone wants to come and live, but with statistics such as these soon there wont be anything but landfills. With that said, saving the environment should be a very important objective for Americans. Technology today is extremely advanced, yet there isnt any technological advance to sort out bottles and cans more efficiently.The recycling process in America today offers each household a pair of recycling bins to recycle plastics/ furnish in bottles, empty soda cans, and other containers that are later recycled after a long process of separating wastes according to their composition. Every week, workers pick up these bins and distribute them rearwards to the facility to sort the items in the bins, but the bottles and cans that are thrown in the trash by people, do not get recycled. These recyclable items make it to the landfills and take up valuable space that could be used for other waste. Most public places such as schools and shopping malls today have designated trash bins for glass/plastic bottles and aluminum cans, which really help the process of recycling. Yet people still dont always place those recyclable bottles and cans into those bins and they dont get recycled.In order to help the consumers recycle more efficiently, different flakes of containers for recyclable items have been developed. These developments make recycling much more convenient and assessable for the consumer. The consumers dont even have to leave their homes in order to recycle it is just a matter of buying one of those containers. The problem is that some are expensive, some are very fragile and and so easily broken, and some are just too small. More people in the world would recycle if only these recycling containers were built more for the consumers terrestrial use. Recycling is already a difficult task for many, so when a company produces a recycling device, it absolutely has to be exceptional. If not it would definitely admonish people from recycling.A simple example is the Neu Home 16-gal 2-Section Recycle Bin, which is a two-compartment recycle bin that holds 16 gallons/60 liters (8 gallons per compartment). It is made of unspotted steel with plastic pullout buckets. It has a 30-day warranty and it is sold for $96.54. According to guest reviews, it is too expensive and not resistant at all, it is easily dented, and it is too small. The Plastic/aluminum Recycling Center is another example. This container has superior quality, it is durable and it has unique disposal openings with recycle symbols and product labeling for clearly identification. It separates and stores recycling/trash material for easy remotion and lower maintenance. It has a 55-gallon capacity (each compartment has a 27.5-gallon liner). It is sold for $240 plus $95 for shipping. Even though it is a good container and it seems resistant, the price is too high therefore, people wont buy something that expensive. There are no reviews available for that container. Another example and one of the more advanced bins that there is for sale is the iTouchless 16 Gallon Recycling Containers with Infrared-Sensor Lid Openers, which holds 16 gallons/60 liters total and comes with two 8-gallon inner plastic buckets, one for trash and the other one for recycle. It works using the in vogue(p) sensor technology, lid opens automatically and it remains open when your hands are 6 from the sensor. It brings open/close buttons for manual operation. It runs on 4 D-size batteries or nonobligatory AC-power adaptor. It has a 1-year manufacturers warranty and it is sold for $89.98. According to customer reviews, it is too fragile and easily broken because the lid is made of plastic, and the containers are small.In order to decide the problem of recycling and the containers, all of those models mentioned above should be improved by developing a new container that contains some of the pros of those already existing containers, and of course acquiring rid of the cons. First of all, the container cannot be made of plastic because it will be too fragile and it would probably break. It will have to be made of stainless steel bolts and hinges to make sure it is more resistant. The design can still have two buckets to store recyclable items, but instead of being surefooted of holding only 8 gallons per compartment, it will be made bigger so that it can hold at least 12 gallons per bucket (it cannot be made too big either because then it wont be feasible). The pedal mechanism can be removed because it can be easily damage or broken, so instead, the infrared-sensor will be kept so that it can open automatically. Each compartment will be prop erly labeled in order to identify where the trash and where the recyclable items have to be placed. The device will work using the 4 D-size batteries or the optional AC-power adaptor. The container will have to include at least a 1-year warranty and an optional extended warranty.Ultimately our goal is to encourage recycling by developing this new and improved recycling container. By improving these recycling containers and developing one that is more efficient, people will be more motivated to purchase this type of recycling bins to recycle in their own homes. When people read bad reviews about products, they are less likely to buy it than when they read good comments about the product. Its just natural to not want to purchase a product that other consumers have negative encounters with. If the product is developed well, consumers get motivated in buy the improved container and in turn will start recycling more and fewer materials would be wasted. This would also reduced the size o f the landfills and ultimately keep America a cleaner place. As a result, the benefits would not be only for people, but also for our environment because it would make the recycling process more effective.feasiblenessOur idea to make a more productive and efficient recycling bin will be a feasible idea once we excuse our reasoning in the following paragraph. For the already existing products we have described earlier in this essay, we will take the pros from those and what consumers have reviewed as best qualities about those recycling bins, and we will make something that is efficient in many areas that existing products lack.One of the problems with already existing models is the size and weight of the recycling bin. Our newly designed model will be made with high quality stainless steel, in a 12-gallon container, which will hold two compartments. The dimensions of this product will be approximately 36x 34.5 x 21.75 and it will weigh around 24 lbs which will make it easier to hand le. As for materials, most of the bin will be made from stainless steel as mentioned before and other features will include infrared-sensor. No plastic will be used because it has already been known to be too fragile and consumers were not happy with it. The cost of our product will be competitive with existing models. The cost of manufacturing the bin will be $92.50 and it will be sold on the market for $100.90.As for the installation of the product, the recycling bin will come already built in the box and all that will be needed to do is unwrap the packaging, install batteries or connect to AC power, and place in desired location for best accessibility. For best customer satisfaction, we have also decided to include one-year product warranty, therefore if there are any malfunctions the product will be fixed at no charge or replaced fully if needed. In addition, we will require consumers to take necessary measures to keep the recycle bin clean, especially around the infrared sensor area so it continues to work properly for years to come. It will also guarantee that if product is bought with stamp battery power that it does not waste battery energy and will continue to work with one set of battery for at least one year, this in the long run will alleviate the consumer expenses.This modern and advanced recycle bin will be best suited for an everyday household, where parents can also encourage and teach kids the importance of recycling. apt(p) that the bin is sensory powered it will be easier for younger kids and for the elderly to operate the product since no foot-pedal mechanism is required, and will have a tightly shut lid that releases no odor and will work very silently to not be distracting.ConclusionRecycling saves the planet in many ways, for example, it reduces the amount of waste that is placed in the landfills, and therefore it lowers the pollution that those landfills create. Also, it reduces the amount of energy that it is used because it takes m ore energy to process new materials than already used materials. This is why recycling is so important and it is necessary that people start being conscious about our environment. They have to get used to the fact that everybody essential start recycling if they want to conserve the planet. Thats why devices such as recycle/trash containers have been created, so that people can have the goodness of recycling in their own houses. As it was already mentioned, this containers need to be improved in order to satisfy peoples needs and that way more people will be motivated to buy this type of product for their homes. They need to be made resistant, durable, bigger, and they need to keep the advanced features as the infrared sensors so that it will automatically open.Future improvements with more technological advances could also be made to improve the recycling container. Even new types of containers can be developed. For example, in the approaching, it might be possible to develop a container that is able to automatically separate plastics from metals. It could have a metal detector so when it detects metal it places cans to one side and then when it doesnt detect metals, it can place plastics to the other side. Of course, it would only work by placing one item at a time. Another future improvement would be a container that is able to recognize recyclable from non-recyclable items, so that it would place regular trash in one side and recyclable products in another side. That would be even more complicated and it might not be feasible, but it would definitely help the recycling process because people wouldnt even have to place stuff in different compartments, just one compartment and the container would do the job of sorting the items out.People have already being work on designing new prototypes that are much more advanced and that have been made using the latest technology. Obviously, these devices are not for sale because they would be extremely expensive, s o they are just prototypes for now. An example of one of these sophisticated devices is the Barcode Recycle Station, in which there are four bins, one for each type of recyclable material. When you scan an unknown item, the appropriate container will open up automatically. This prototype is an illustration that clearly shows that it is possible to make big improvements using the more advanced technology in order to develop better containers to help and motivate people to recycle. With new technological advances every day, it is likely that someday more efficient and affordable recyclable containers will be developed, allowing the standard recycling bins of today to be revolutionized to be capable of separating bottles from cans and recyclable products from trash that are being thrown into a bin. The use of stainless steel bolts and hinges instead of plastic, a larger compartment to store items, and a longer warranty for the recycling container would improve Americans mastermind on recycling. These simple improvements to the trash bin would make America a much more efficient and environmentally friendly place to live.

Woolfs Advice for the Woman Artist :: Virginia Woolf, A Room of Ones Own

Women who want to escape the label woman make unnecessaryr (as opposed to writer--the masculine norm) have had to write like iodin of the boys, de-sexing themselves. Super-feminine lady writers, if they stick to their nice nook, will be both praised and despised for doing what comes naturally. But the woman writer who refuses these categories blows the scheme sky-high and incurs the fury of the gods. (Michele Roberts in The Independent, 1997)mayhap more than any other late-twentieth century British woman writer, Jeanette Winterson has taken to heart Woolfs advice in A Room of Ones Own that a woman mustiness have money and a room of her own if she is to write fiction (4), but Winterson has also, as Michele Roberts points out, incurred the wrath of the cultural gods as a result. Winterson has used her literary and financial success to secure a life centered around her work and her concerns-- much to the captivation and horror of the British literary establishment and frequent pre ss. Winterson challenges the established rules of writing, publishing, reviewing--in sum, the cultural expectations for the woman mechanic in British society--constructing her life in order to argue against, as Woolf does in AROO, cardinal cultural myths that the artist can remain aloof from the material concerns necessary for the intersection of art, and that gender and its attendant social roles do not influence the production of that art. Continually re-inserting her body, her gender, and her swell into their portrait, Winterson wrestles with the British press and literary establishment for the right to construct her social role-- and live her life--on her own terms.In following Woolfs advice for the woman writer, then, Winterson has laid low(p) a plaque in British culture, and the public response she elicits, I will argue, illustrates the persistence of gendered and class-based expectations for a woman artist in Britain today. Instead of tolerating Winterson as another Mar tin Amis or, in one reviewers comparison, excusing her behavior as comparable to old Papa Hemingways bravado (Faulks 9), the press presents Wintersons decidedly un-feminine and nouveaux riche behavior with a combination of fascination and ire. Indeed, she is taken to chore for the very circumstances which have allowed her to produce her art. Winterson may have garnered the proverbial L500 and a room of her own, but her self-presentation and her resulting representation in the British press set ahead us to revisit Woolfs advice and cultural analysis of the woman artist in a patriarchal society with a contemporary eye.Woolfs Advice for the woman Artist Virginia Woolf, A Room of Ones OwnWomen who want to escape the label woman writer (as opposed to writer--the masculine norm) have had to write like one of the boys, de-sexing themselves. Super-feminine lady writers, if they stick to their nice nook, will be both praised and despised for doing what comes naturally. But the woman wr iter who refuses these categories blows the scheme sky-high and incurs the wrath of the gods. (Michele Roberts in The Independent, 1997)Perhaps more than any other late-twentieth century British woman writer, Jeanette Winterson has taken to heart Woolfs advice in A Room of Ones Own that a woman must have money and a room of her own if she is to write fiction (4), but Winterson has also, as Michele Roberts points out, incurred the wrath of the cultural gods as a result. Winterson has used her literary and financial success to secure a life centered around her work and her concerns-- much to the fascination and horror of the British literary establishment and popular press. Winterson challenges the established rules of writing, publishing, reviewing--in sum, the cultural expectations for the woman artist in British society--constructing her life in order to argue against, as Woolf does in AROO, two cultural myths that the artist can remain aloof from the material concerns necessary fo r the production of art, and that gender and its attendant social roles do not influence the production of that art. Continually re-inserting her body, her gender, and her capital into their portrait, Winterson wrestles with the British press and literary establishment for the right to construct her social role-- and live her life--on her own terms.In following Woolfs advice for the woman writer, then, Winterson has struck a nerve in British culture, and the public response she elicits, I will argue, illustrates the persistence of gendered and class-based expectations for a woman artist in Britain today. Instead of tolerating Winterson as another Martin Amis or, in one reviewers comparison, excusing her behavior as comparable to old Papa Hemingways bravado (Faulks 9), the press presents Wintersons decidedly un-feminine and nouveaux riche behavior with a combination of fascination and ire. Indeed, she is taken to task for the very circumstances which have allowed her to produce her a rt. Winterson may have garnered the proverbial L500 and a room of her own, but her self-presentation and her resulting representation in the British press encourage us to revisit Woolfs advice and cultural analysis of the woman artist in a patriarchal society with a contemporary eye.

Canturberry Tales - The Nuns Priests Tale Essay -- Nun’s Priest’s T

Canturberry Tales- The Nuns Priests Tale This is a charming little fable cleverly disguised as a barnyard study. In the first twenty-six lines, the backcloth of the story is described as a small farm, belonging to a very plain widow and her two daughters. The widow is a simple charwoman of good heath, who has managed to make it despite her unfortunate circumstance of being slightly impoverished. In lines twenty-seven through forty-four we are introduced to the storys main character, Chanticleer. He was in item an exceptional rooster who was blessed with an equally exceptional crow. In lines forty-five through fifty-nine we learn that Chanticleer is the master of his domain. However, as we read on it is found that the key to his heart belongs to the Lady Pertelote, indirectly characterized as the perfect woman. The next two lines are a dead give away that the story is in fact, a fable, lending onomatopoetic devises to the barnyard members. Line sixty-two finally brings us to the actual story. champion morning right in front dawn, Chanticleer awoke in limpid terror. Of course Lady Pertelote was considerably concerned, and questioned her true love as to what the problem was. Chanticleer goes on to describe a very vivid, very disturbing dream. In fact it was a premonition of his own untimely death. Upon hearing the cause of Chanticleers fright, Lady Pertelote becomes slightly upset. Actually she downright enraged. How, she wondered, could such an amazing animal be scar of one little dream, especially since it was most likely caused by something he ate. Basically, she told him he was a big cowar... ...indeed going to eat him, hed better do it before the lynch mob caught him. The fox readily agrees and as he is about to swallow Chanticleer, the clever little bird flies to the sanctuary of a near tree. At the thought of loosing his meal, the fox tries in vain to trick Chanticleer again by suggesting he was merely excited at the prospect of hearing his gran d voice, and accidentally grabbed him too hard. Fortunately, our hero has learned his lesson, and is not to be deceived so easily ever again. There is more than one lesson to be learned from Chanticleers story. One theory being that one should trust ones own intuition and let it be their guide. Another lesson learned is that you should never let your pride interfere with your judgement. So ends the first story of Chaucers The Canterbury Tales.