Attack on Fort Sumter Began the Civil War in 1861

The shelling of Fort Sumter on April 12, 1861 marked the beginning of the American Civil War. With the booming of cannons over the harbor in Charleston, South Carolina, the secession crisis gripping the country escalated into a shooting war. The attack on the fort was the culmination of a simmering conflict in which a small garrison of Union troops in South Carolina found themselves isolated when the state seceded from the Union. The action at Fort Sumter lasted less than two days and had no great tactical significance. And casualties were minor. But the symbolism was enormous on both sides. Once Fort Sumter was fired upon there was no turning back. The North and the South were at war. The Crisis Began With Lincolns Election in 1860 Following the election of Abraham Lincoln, the candidate of the anti-slavery Republican Party, in 1860, the state of South Carolina announced its intention to secede from the Union in December 1860. Declaring itself independent of the United States, the state government demanded that federal troops leave. Anticipating trouble, the administration of the outgoing president, James Buchanan, had ordered a reliable U.S. Army officer, Major Robert Anderson, to Charleston in late November 1860 to command the small outpost of federal troops guarding the harbor. Major Anderson realized that his small garrison at Fort Moultrie was in danger as it could easily be overrun by infantry. On the night of December 26, 1860, Anderson surprised even members of his own staff by ordering a move to a fort situated on an island in Charleston Harbor, Fort Sumter. Fort Sumter had been built after the War of 1812 to protect the city of Charleston from foreign invasion, and it was designed to repel a naval attack, not a bombardment from the city itself. But Major Anderson felt it was the safest place in which to place his command, which numbered less than 150 men. The secessionist government of South Carolina was outraged by Andersons move to Fort Sumter and demanded that he vacate the fort. Demands that all federal troops leave South Carolina intensified. It was obvious that Major Anderson and his men couldnt hold out for long at Fort Sumter, so the Buchanan administration sent a merchant ship to Charleston to bring provisions to the fort. The ship, Star of the West, was fired on by secessionist shore batteries on January 9, 1861, and was unable to reach the fort. The Crisis at Fort Sumter Intensified While Major Anderson and his men were isolated at Fort Sumter, often cut off from any communication with their own government in Washington, DC, events were escalating elsewhere. Abraham Lincoln traveled from Illinois to Washington for his inauguration. It is believed that a plot to assassinate him on the way was foiled. Lincoln was inaugurated on March 4, 1861, and was soon made aware of the seriousness of the crisis at Fort Sumter. Told that the fort would run out of provisions, Lincoln ordered ships of the U.S. Navy to sail to Charleston and supply the fort. The newly formed Confederate government kept up demands that Major Anderson surrender the fort and leave Charleston with his men. Anderson refused, and at 4:30 a.m. on April 12, 1861, Confederate cannon positioned at various points on the mainland began shelling Fort Sumter. The Battle of Fort Sumter The shelling by Confederates from several positions surrounding Fort Sumter went unanswered until after daylight, when Union gunners began returning fire. Both sides exchanged cannon fire throughout the day of April 12, 1861. By nightfall, the pace of the cannons had slowed, and a heavy rain pelted the harbor. When morning dawned clear the cannons roared again, and fires began to break out at Fort Sumter. With the fort in ruins, and with supplies running out, Major Anderson was forced to surrender. Under the surrender terms, the federal troops at Fort Sumter would essentially pack up and sail to a northern port. On the afternoon of April 13, Major Anderson ordered a white flag to be raised over Fort Sumter. The attack on Fort Sumter had produced no combat casualties, though two federal troops died during a freak accident at a ceremony after the surrender when a cannon misfired. The federal troops were able to board one of the U.S. Navy ships which had been sent to bring supplies to the fort, and they sailed to New York City. Upon arrival in New York, Major Anderson learned that he was considered a national hero for having defended the fort and the national flag at Fort Sumter. Impact of the Attack on Fort Sumter The citizens of the North were outraged by the attack on Fort Sumter. And Major Anderson, with the flag that had flown over the fort, appeared at a massive rally in New York Citys Union Square on April 20, 1861. The New York Times estimated the crowd at more than 100,000 people. Major Anderson also toured the northern states, recruiting troops. In the South, feelings also ran high. The men who fired the cannons at Fort Sumter were considered heroes, and the newly formed Confederate government was emboldened to form an army and plan for war. While the action at Fort Sumter had not amounted to much militarily, the symbolism of it was enormous, and intense feelings over what had happened propelled the nation into a conflict that would not end for four long and bloody years.

vanity of human wishes Essay - 1714 Words

The Vanity of Human Wishes: The Vanity of Human Wishes The Vanity of Human Wishes  ©2008 eNotes.com, Inc. or its Licensors. Please see copyright information at the end of this document. The Poem Samuel Johnson’s The Vanity of Human Wishes imitates, as its subtitle states, Juvenal’s tenth satire. The 368 lines of iambic pentameter in rhymed couplets do not claim to provide an exact translation but rather to apply the poem to eighteenth century England. While Johnson therefore feels free to modernize the allusions, he follows his model closely. The poem opens with the proposition that people ask for the wrong things and points out the folly of the first common request, riches. An interlude follows during which the poet invokes†¦show more content†¦This avian imagery is more explicit earlier in the poem when he describes â€Å"Rebellion’s vengeful talons [that seize] on Laud† (line 168). Johnson constructs his argument through synecdoche, offering a few examples to stand for the infinite number of wishes one might make. So, too, the few people cited suggest the many others the reader can imagine. Preferring the general to the specific, Johnson finds synecdoche a convenient device for description. He does not paint a beautiful face but offers â€Å"rosy lips and radiant eyes† (line 323). The gifts of nature are suggested by â€Å"The fruits autumnal, and the vernal flower† (line 262). Personification abounds from the first line, in which Observation surveys humankind, to the last: â€Å"Wisdom calms the mind/ And makes the happiness she does not find† (lines 367-368). Hope, fear, desire, and hate spread their snares. Preferment has a gate, History speaks, â€Å"Pride and Prudence take her [Virtue’s] seat in vain† (line 336). Like synecdoche, this device keeps the poem at the level of general truth that the author seeks. As he would write a decade later in The History of Rasselas, Prince of Abyssinia (1759), â€Å"The business of the poet†¦is to examine, not the individual but the species; to remark general properties and large appearances.† Much of the poem’s power derives from the strong verbs thatShow MoreRelatedSamuel Johnsons Escape Essay1298 Words   |  6 PagesWhen Johnson wrote a poem of praise or to express emotion he would still convey his message beyond reality. He would emphasize an event so immensely that it w ould seem unrealistic. If being real, or reality, is something sensable, then The Vanity of Human Wishes is the poem in which Johnson best display’s these tools of writing for the purpose of escape. 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He wrote the poem at the request of his friend, John Caryll, in an effort to make peace between real-life lovers. The incident of the lock of hair was factual; Popes intention was to dilute with humor the ill feelings aroused by the affair. He wasRead MoreGirolamo Savonarola s Influence On The Renaissance1258 Words   |  6 Pageshis deep religious beliefs would play a big role in renaissance Florence. It is these religious beliefs that would influence his politics and how he fit within the role of the Renaissance. Savonarola fits into the Renaissance context as a force that wishes to maintain absolute devotion to god. He is someone who wants to keep away humanist thought and have everyone submit to God in all aspects of life. While people like Pico della Mirandola and Cardano were very religious men, their approach to thoughtRead MorePope, Swift, and Aristocratic Women Essay1652 Words   |  7 Pagesseem to have occurred to them that this was a feebl y vicarious hold on status. But a woman without a husband and children had limited chances of fulfilment, even in rank which ensured her material comforts and unquestioned social privilege.’ Her vanity seems to take the form of a religious ritual when describing her morning toilette: And now, unveild, the Toilet stands displayd, Each Silver Vase in mystic Order laid. First, robd in White, the Nymph intent adores With Head uncoverd, theRead MoreDr Faustus Essay1575 Words   |  7 Pagesto deny The just request of those that wish him well. You shall behold that peerless dame of Greece (5.1.18-21). Faustus’ strong desire to impress others doubtlessly derives from his fear of being rejected by those of high stature in society; he wishes to belong with them and not from whence he came. Furthermore, Stephen Orgel notes in â€Å"Magic and Power in Doctor Faustus†, that although Faustus has unlimited power, he only conjures what is asked of him, never striving beyond or testing his boundariesRead More Division and Destruction in King Lear Essay1662 Words   |  7 Pagespersonality of power lies an emotional being of exceptional depth and richness that, once released by madness, opens and universalizes itself in sympathy with his fellowman. But as he is placed in life, Lears emotions are too much dominated by selfishness, vanity and egoism to express real love or affection. nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; As the country has come to a transition point, so has Lear. In his old age, he feels compelled to put aside the mantle of authority

Alliteration and Symmetry in Sir Gawain and the Green Knight Free Essays

Note on poetic meter: Gawain is typical of Middle English alliterative poems in that it is written in alliterative long lines, following the basic metrical principles of Old English verse. Each long line consists of two half-lines, each half with two stressed syllables and a varying number of unstressed syllables. Most importantly, the two half lines are connected by alliteration ? that is, repetition of the same consonant sound on at least two, often three, of the stressed syllables. We will write a custom essay sample on Alliteration and Symmetry in Sir Gawain and the Green Knight or any similar topic only for you Order Now For example, the poem begins: â€Å"Sithen the sege and the assaut was sesed at Troye† (line 1), with the â€Å"s† sound recurring five times within the single long line. The long lines do not rhyme with each other. However, they are organized in stanzas of fifteen to twenty-five lines, and each stanza concludes with a construction known as a â€Å"bob and wheel. † This term refers to a group of five short lines, which do rhyme, to the pattern of ababa. If you are not reading Gawain in the original Middle English, the poetic structure may not be maintained in the translation. Some modern English translations keep the rhyme and meter strictly; others are only prose translations. SYMMETRY Sir Gawain and the Green Knight has a symmetrical structure. Everywhere in the poem is balance, contrast and antithesis. The poet highlights number symbolism to add symmetry and meaning to the poem. For example, three kisses are exchanged between Gawain and Bertilak’s wife; Gawain is tempted by her on three separate days; Bertilak goes hunting three times, and the Green Knight swings at Gawain three times with his axe. The number two also appears repeatedly, as in the two beheading scenes, two confession scenes, and two castles. [55] The five points of the pentangle, the poet adds, represent Gawain’s virtues, for he is â€Å"faithful five ways and five times each†. [56] The poet goes on to list the ways in which Gawain is virtuous: all five of his senses are without fault; his five fingers never fail him, and he always remembers the five wounds of Christ, as well as the five joys of the Virgin Mary. The fifth five is Gawain himself, who embodies the five moral virtues of the code of chivalry: â€Å"friendship, generosity, chastity, ourtesy, and piety†. [57] All of these virtues reside, as the poet says, in the â€Å"Endless Knot† of the pentangle, which forever interlinks and is never broken. This intimate relationship between symbol and faith allows for rigorous allegorical interpretation, especially in the physical role that the shield plays in Gawain’s quest. [ 59] Thus, the poet makes Gawain the epitome of perfection in knighthood through number symbolism. The number five is also found in the structure of the poem itself. Sir Gawain is 101 stanzas long, traditionally organised into four ‘Fitts’ of 21, 24, 34, and 22 stanzas. These divisions, however, have since been disputed; scholars have begun to believe that they are the work of the copyist and not of the poet. The original manuscript features a series of capital letters added after the fact by another scribe, and some scholars argue that these additions were an attempt to restore the original divisions. These letters divide the manuscript into nine parts. The first and last parts are 22 stanzas long. The second and second-to-last parts are only one stanza long, and the middle five parts are eleven stanzas long. The number eleven is associated with transgression in other medieval literature (being one more than ten, a number associated with the Ten Commandments). Thus, this set of five elevens (55 stanzas) creates the perfect mix of transgression and incorruption, suggesting that Gawain is faultless in his faults. The format of â€Å"Sir Gawain and the Green Knight† works on the principles of repetition and multiplication. Think about the number of departures for adventure, the almost eerie property of â€Å"threes,† the characters who play multiple roles, the five points of the pentangle and so on. How to cite Alliteration and Symmetry in Sir Gawain and the Green Knight, Papers

Organizational Development Process of Leading Organizational

Question: Discuss about the Organizational Development for Process of Leading Organizational. Answer: Problems within the individuals, team and NCLS: The organization NCLS does not have a proper infrastructure for conducting group meetings (Anderson, 2015). There are a number of volunteers and students but the number of computers and printers is limited. Julie, the full time employee of the organization indeed had some drawbacks. Negligence in her part was noticed, as she did not receive the urgent call rather sorted the phone message which was a day old. There was no maintenance in the organization. Julie was not cool-headed and was quickly frustrated by the queries of the staff member, which showed her impatient nature. It was her duty to look into the funds for the organization yet she failed to provide proper statistics to Dylan Foundation when the staffs were already working great. Julie liked to keep the things on hold, which is reflected from the case that Jean brings to her notice. The training that was provided to the staff member was not productive as the staff members still failed to understand several matters (Austin, 2012). The organization hired law students from all specialization, which some students did not like. Different Ethical Issues to address by NCLS: The organization Northern County Legal Service (NCLS) they have arranged a meeting with the clients in a small waiting room where the AC was not working which they should have ensured prior to the meeting as it was a hot summer day. There was no provision of fan as well. The clients with prior appointment and with no appointment were made to sit together and the management was treating the appointment fixed clients first rather than those who have come early. This led to growing frustration among the clients who were waiting since the morning. This was unethical on the part NCLS and this needs to be addressed by handling the appointment fixed client and clients with no appointment separately. The running away of Christina from the small meeting room to see her parking meter without answering the clients was indecency on her part. She should have addressed the queries of the client. Possible solution to resolve the issues Though there is a financial shortages faced by the organization, Julie needs to see that the infrastructure of the organization is proper maintained on a monthly basis. The allocated funds should be used for setting up of more number of computers for the students (Leonard, 2013). Since Julie is the headed, the organization so there should not be negligence on her part. The queries of the staffs need to be resolved quickly without showing any form of frustration. She did not do the official work of maintaining statistics, which created the shortage of funds. This needs to be resolved. Julie did not take the urgent matters quite seriously and rather postponed it to a latter point of time. This type of nature should be eliminated as this might have a serious consequence. Selection of the candidate for the training must be done based on the specialization subject i.e. housing law. The training must be made more interesting with practical applications so that law students are willing to work (Shani, Pasmore, Woodman, 2012). References: Anderson, D. (2015).Organization Development: The Process Of Leading Organizational Change. London: Sage Publication. Austin, D. (2012).Human services management. New York: Columbia University Press. Leonard, H. (2013).The Wiley-Blackwell handbook of the psychology of leadership, change and organizational development. Hoboken, N.J.: Wiley-Blackwell. Shani, A., Pasmore, W., Woodman, R. (2012).Research in organizational change and development. Bingley, U.K.: Emerald.

Prashant Lakhera free essay sample

The case revolves around these three individuals, Prashant Lakhera (senior analyst at Credit Rating Agency Limited), Gagan Vedi (analyst at Construction Development Board) and Deepak Ghosh (project manager at CDB) who had to finish a credit rating report by December 27, 2006 for their client, Continent Construction Limited. The objective of CDB is to provide a forum for all parties involved in construction and CRB deals in providing investment information and credit rating services. CRB and CDB had an agreement to work together on credit rating, where CDB would provide technical expertise and CDA would provide two analysts and its expertise in rating methodology. These grading were done to increase the confidence of the bank in the construction sector. The CRB-CDB team that consisted of Prashant Lakhera, Gagan Vedi, and Deepak Ghosh were given the task to grade Continent Construction limited. During the task, the team visited two CCL sites where they were relying on Ghosh’s expertise on construction as he has been in this business for more than two decades. We will write a custom essay sample on Prashant Lakhera or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Contrary to that Ghosh cted very immature and didn’t work as a team member. He used local language to talk to the construction workers and site engineers instead of English which was not appreciated by the other two members of the team. He even didn’t record anything in his diary which could bring a lot to the tables during the team meetings. Even after constant reminders for Lakhera, he kept the same attitude and didn’t comply with the team’s rules. This behaviour of Ghosh’s created a lag between him and the other two members of the team and the team didn’t meet after the two construction site visit till their meeting with CCL. During the meeting with CCL in Mumbai, a question of unaccounted money was raised by Ghosh which left the other team members and the financial manager of CCL shocked but the situation was very well handled by Prashant Lakhera. Ghosh was asked to be quiet during the whole meeting which did make him really frustrated and angry. Post this event, when the team met in Hotel to finalize the report Ghosh didn’t gave any operational analysis and walked off on Prashant Lakhera and Gagan Vedi asking them to finish the report on their own. Background: Credit Rating  Agency Limited (CRA), a leading provider of  investment information and credit rating services in India, had two divisions- Credit Rating and Industry Research. In order to extend its product offering to include grading services for construction entities CRA’s Industry Research division had a tie-up with Construction development Board (CDB) in November 2006. CDB was a Government of India undertaking with an objective of providing a forum for all parties involved in construction to express their concerns and study various problems of the sector. As per  the agreement  between CRA and CDB, the latter would provide technical expertise and network of construction entities and former would provide two analysts along with its rating methodology to analyze the financial statement of construction activities. Their recent but extremely important assignment was for Continent Construction Limited (CCL), with project sites at Nashik and Jalgaon. Prashant Lakhera and Gagan Vedi are the two  financial analysts from the CRA, and Deepak Ghosh is the project manager from CDB. Learning Objectives: ) Team spirit and Group Dynamics. 2) Managing others and understanding the difference between personal and positional power. 3) To understand the responsibilities of a manager how to get things done on time by the people assigned to a particular task. 4) Dynamics of relationship management with colleagues and between organization and also the impact of this dynamic on work performance.. 5) Tackling an unwanted situation where sensitive questi ons are put forward by a subordinate to a Senior Official in an organization. Discussion Questions: Question 1: What has happened so far in the CRA-CDB project? Has Lakhera missed opportunities to manage Ghosh? What could Lakhera have done? Overview of the Project Journey so far: Although the two companies namely Credit Rating Agency (CRA) and Construction Development Board (CDB) had been in contract for grading Continent Construction Limited (CCL) for a long time no efforts were made by the executives of both companies in getting to know each other. It has been mentioned that Ghosh and Lakhera had not met and had been communication over mails or telephone. The first meeting of Lakhera, Vedi and Ghosh which happened in Chennai in the month of November, was spent mostly in Ghosh briefing them about the CRA rating methodology. Instead they could have utilised the time to get to know each other and breaking the ice and develop a more personal rapport and friendship. The team flew to their respective destinations after that and did not get in touch until the day they started working on the CCL assignment. Site Visits by the team: It was decided that the team would visit the two construction sites of CCL to gauge their work and give a realistic picture of the company’s operational strengths. 1) Nashik Visit: The team first decided to visit the construction site at Nashik where CCL was building a bridge. They decided to have a random inspection of the site alongwith a CCL site engineer. Instead of working together as a team, Ghosh started talking to the local workers in their native language which was unknown to both Lakhera and Vedi. When they both tried to intervene Ghosh replied by saying that he would manage and since they did not want to create a scene in front of their clients Lakhera and Vedi quietly followed the site engineer and Ghosh not understanding of what was happening around. After reaching the hotel when asked for details Ghosh did not divulge into anything and mostly kept all the information to himself. Instead he told Lakhera and Vedi to concentrate on the financial aspects of the company and leave the construction part to him as construction was his forte. ) Jalgaon Visit: The second visit was planned to Jalgaon where CCL had undertaken a road construction project. The whole process that happened in Nashik was repeated in Jalgaon with Ghosh taking in-charge of things and making individual visits all over the site leaving Vedi and Lakhera as mere passive analysts of the whole situation. Also Lakhera and Vedi avoided asking any questions since asking the same questions would have made the situation awkward for them and the firm (CDB and CRA) would also lose credibility in front of its clients. Frustration kept in day after day since Ghosh was being uncooperative and not giving any details to them and instead had briefed his boss at CDB about both the sites and given updates to him. After this incident the team stopped exchanging any notes and attempts were made to reconcile the situation. No fixed timeline was decided for completion of grading report and communication stopped completely between Lakhera, Vedi and Ghosh. On the night of dinner meeting with client Ghosh failed to show up on time and on his arrival greeted only the client without even acknowledging his team members. ) Mumbai Meeting: The team of CRA-CDB was meeting its client CCL in Mumbai to update them on the grading progress. The team had decided that Ghosh would only be a mute spectator of the meeting not providing any inputs. But after the financial analysis when the finance manager of CCL asked for operational details Ghosh coluld not take it anymore and asked whether the team had taken into consideration the costs that wouold be incurred in paying bribes to union leaders to ensure smooth work. This outraged the CCL manager but somehow Lakhera and Vedi were able to manage the situation and did not let it go out of hand. 4) Hotel Incident: After the meeting with the finance manager of CCL, later that night the three of them decided to meet at 8pm and discuss notes. When Ghosh was asked to incorporate his operational analysis following the two site visits, he just stormed out of the room shouting â€Å"Do what you want to do, I don’t care anymore†, leaving Lakhera and Vedi shocked. Missed Opportunities and Steps Lakhera could have taken: Lakhera at the beginning should have made an attempt in Chennai itself in getting to know Ghosh personally. Since both he and Vedi belonged to same organization Ghosh could have felt out of place and it was the responsibility of both Lakhera and Vedi to have made him feel more comfortable. If Ghosh was not taking an initiative they both could have started an informal conversation and involved Ghosh into it making the surroundings more familiar to Ghosh which would have helped in the future. After the Nashik incident Lakhera should have spoken to Ghosh and made it clear to him that since all of them were supposed to be working together as a team it was essential for Ghosh to give them details of the meeting or converse in a language that was known to all. He could not have worked alone as it was a joint venture of CRA and CDB. Also after the Jalgaon incident communication went completely for a toss and everyone was working alone. Lakhera should have realized that Ghosh was never an initiator of conversation and whatever may be happening he could ave taken an initiative to talk to him instead of just stopping the communications completely. Also they refrained themselves from asking any questions at client sites considering that repetition of same questions would be a cause of embarrassment for them. Instead they should have lingered around Ghosh and asked questions in Hindi since English would be an unknown language to the site workers which would have made Ghosh stopped asking questions in native language and would have given Lakhera and Vedi an insight into the construction aspect of CCL. Question 2: Evaluate Lakhera’s options. 1) The first option available with Lakhera is to reconcile his differences with Ghosh since all the operational details of the construction site are known to him only. And plus the deadline is just four hours away not leaving much time with Lakhera to do any research on his own. 2) Other option could be to have a conversation with Ghosh’s boss and giving him details of what has happened so far and asked him to intervene in the matter. His boss might be able to get Ghosh on line and make him help Lakhera and Vedi to complete the grading report in time. ) Also Mr. Phadnis, the boss of Lakhera and Vedi could be brought into the loop of all the things and he could help in things by talking to higher management at CDB to make Ghosh work atleast cordially on this project. 4) The least feasible option for Lakhera and his company would be to approach the clients CCL and ask for more time to complete the grading report without the involvement of Ghosh or CBD at all. But this could lead to embarrassment in front of clients and they might lose the project entirely. Also it would mean more costs to CRA since they would have to begin everything from scratch. Also they would need to hire some construction expert from outside since Lakhera nd Vedi have limited knowledge of operational facts of construction business. Question 3: What would you do if you were in Lakhera’s shoes? The best option would be to try and reconcile differences with Ghosh as there is little time to do anything else. Also for future decide on a particular framework within which things would be done. Guidelines on involvement of everyone on the project would be devised. Ghosh would be updated on financial aspects by Lakhera and Vedi and he would update them on operational aspects of the business. Since not much time is there for the project to get over cordial relations would be maintained for next week till the presentation on December 27th is made. Managerial Learning: 1) Personality Conflict: The case presented above was typical example of how people with different educational backgrounds and different work areas thus having developed a very different personality would function in team setting resulting in conflicts. ) Interpersonal Relations: The case also shows the importance of communication and having good inter personal skills so that no gaps arise between the team members. 3) Crisis Prevention: the case also shows how important it is to be pro active so that whatever crisis arises can be handled in time without letting them escalate to a level where the consequences become difficult for the firm to handle. ) Conflict Management: If Lakhera, Vedi and Ghosh had sat down and spoken about the differences that arose during the course of their meetings the situation would not have become this worse and conflicts could have been resolved amicably. 5) Conflict Resolution: the case also shows how we can employ different strategies to resolve conflicts arising between the team members working together towards the same goal.

Film Version of A Midsummer Nights Dream essays

Film Version of A Midsummer Night's Dream essays A Midsummer Night's Dream by English poet and dramatist William Shakespeare is a comedy combining love, fairies, magic, and dreams. Today, William Shakespeare's literary works are just as contemporary as when they were being written. In the modern day film version of 'A Midsummer Night's Dream,' director Michael Hoffman successfully combines the different elements of drama to awaken the audience's imagination to the themes of enchantment and illusion. This is achieved by emphasizing place, characterization, mood, a tension of relationships and dramatic meaning. In retrospect, 'A Midsummer Night's Dream' is an opulent, magical and enchanting movie that seeks to explore the realms of illusion. Set in Tuscany at the end of the 19th century, the film successfully explores the themes of enchantment and illusion by choice of setting and place. Unlike the text, the film version takes place in Tuscany, Italy in the Victorian Age. Perhaps Hoffman chose Italy instead of Greece due to the universal romantic feeling that it creates. Unlike today, Greece was the center of classical history, therefore popular within the people of his day. The invention by Hoffman of the town, Monte Athena, located in Tuscany draws parallels between the text and film versions. 'A Midsummer Night's Dream' is the most romantic and intricate of Shakespeare's works and therefore a beautiful setting such as Tuscany was needed to fulfill the play's themes of enchantment and illusion. A talented cast including popular romantic leads Rupert Everett and Michelle Pheiffer attempt to bring this beautiful 'dream' to life. 'A Midsummer Night's Dream encompasses three worlds: the romantic world of the lover s; the working day of the rude mechanicals and the fairy world of Titania ...

Exam Assignment Example | Topics and Well Written Essays - 250 words - 1

Exam - Assignment Example He left politics and became a rancher in Dakotas. He ran for a mayor back home and gained recognition by taking thorough charge of the police in the city. Additionally, he was a leader in the civil service reform at the national level. He energized the republican partybase as a front campaigner of the reelection of President William McKinley on the policies of the gold standard, high tariffs, prosperity at home, imperialism, and victory abroad. It was put forward in 1913, following the enactment of Federal Reserve Act, which was catalyzed by the financial panics, especially lack of a central bank. President Woodrow Wilson, Senator Robert Latham Owen, and Carter Glass were behind the establishment of the system. The act is a federal policy of assimilation that allows Indians into America, and it united with the Christian mission and government-sponsored education programs, incorporating both expansionist and humanitarian ideals. It provided for the transfer of 65 hectares of vacant public land to every homesteader, where a nominal fee was paid after five years of residence, or acquisition of land after residing for six months at $1.25 per acre. Both acts were to cater for the welfare of the citizens. It a policy in foreign affairs requiring that all states have equal industrial and commercial trade rights in china. It came about as a result of the threat felt by the US in commercial interests when the partition of China by Japan and European powers seemed

Gulf Regional Legal Environment of Business2 Essay

Gulf Regional Legal Environment of Business2 - Essay Example Trusts normally lead to monopolization of the market and higher prices. Consumer safety laws are another category of commerce legislation. These laws ensure that products and services do not harm the consumers. Commercial laws also ensure environmental protection. This mainly has to do with the disposal of harmful wastes from industries. If companies are not regulated by laws they are likely to dispose off their wastes without consideration of the negative environmental effects. Laws ensure that such wastes are disposed off safely. In so doing they protect the environment from degradation. Commerce laws also ensure that the general welfare of the public is catered for. Law makers normally weigh the benefit that will be gained by individual businesses against the welfare of the general public and if they find that the welfare of the general public is compromised then they might outlaw such business activities or prosecute whoever engages in them. The business laws also regulate occupa tions. The laws specify the skills and qualifications for various positions. This ensures that people are recruited on merit and not whom they know. This reduces unethical hiring behaviour in the business environment. Business laws also promote diversity. This is necessitated by laws that bar discriminatory practices based on age, gender, race or ethnicity. Laws require that companies should employ deserving employees and not do so based on gender, age, race or ethnicity. There should also be no discrimination during promotions and layoffs. This promotes equity in the society. Business laws also ensure that businesses take care of the health and safety of their employees (Stone, 2004). Several governments have put down rules and regulations that firms must abide to in terms of health and safety of their workers. This ensures that employees are not at risk while at work. Laws also ensure that the companies give their statements to the public before selling their shares. This ensures that the public know the state of the companies in which they invest their money in. Laws normally protect businesses. There are laws that offer property rights to inventions of companies. These laws ensure that there is no unauthorized use of inventions of companies or individuals. This is done through patent rights, trademarks and copy rights. The laws normally also protect home industries or businesses from external competition. These are normally referred to as protectionist laws, which set conditions of operation for foreign companies or businesses. Such laws set tougher conditions for foreign businesses hence reducing their competitiveness in the local business environment. Laws need to be amended from time to time in order to suit the prevailing conditions. This enables laws to satisfy the economic and people needs. Laws may be amended to liberalize the economy of a country or protect it from foreign competition. Examples of amendments in Oman are the amendments in the Oman l abour laws in 2012. Initially, the Ministry of Manpower stipulated the percentage of Oman workers that each company should employ but with amendment to this law a fine was introduced for those companies that do not meet this percentage. The working days were also reduced from six days a week to five days a week hence reducing the maximum working hours a week from 48 hours a

Breast Reconstruction Research Paper Example | Topics and Well Written Essays - 1250 words

Breast Reconstruction - Research Paper Example The objective of the article is to bring out a comparison between the outcomes of immediate latissimus dorsi mycocutaneous flap, also known as Lat Flap, to tissue/expander implant, EI, reconstruction after mastectomy followed by Post Mastectomy Radiation Therapy (PMRT). It is also noted that PMRT, however, has an effect of increasing surgical complication risks and may cause adverse effects on the reconstructed breast. The sample size of the study is 29, women with invasive breast cancer who were treated between 2009 and 2011 in the same institution. There was a median follow-up of 11 and 13 months for Lat Flap and EI respectively, after completion of post mastectomy radiation therapy, which showed a trend of wound complications that required reoperation that included expander/implant los in the EI group (Durkan et al., 2012). Through the comparison, capsular contracture turned out to be the most sequel of PMRT in the group of Lat Flap with 67%. It was, however, treated with capsulot omy during the time of nipple-areola reconstruction. The comparison ultimately suggests immediate breast reconstruction with a latissimus dorsi mycocutaneous flap to be a workable option for women undergoing mastectomy, who are likely to require chest wall irradiation. ... and treated with mastectomy and immediate breast reconstruction that was followed by post mastectomy radiation therapy between February 23, 2009, and June 24, 2011. The team then did an analysis of the medical charts with respect to various variable including; unilateral or bilateral mastectomy, tumor size and characteristics, age of the patient, lymph node involvement, BRCA mutadon status, radiation therapy, chemotherapy use, type of reconstructive surgery performed, completion of reconstruction, total number of operations, length of follow-up, need for revision after final reconstruction, and complications including capsular contracture, wound infection, and implant loss (Durkan et al 2012). The methods of reconstruction employed at the institution were based on patients’ preferences and surgeon discretion. There was no precise protocol referring patients to a particular reconstruction type. There was an x2 test of proportions which was employed for the evaluation of associa tions for non-continuous data, while continuous variables were reported as median values and an analysis made using Student’s unpaired t test. A P value of < 0.05 was considered significant. In the view of the article, the question to be answered is brought out as a demonstration of wound complication rate differences between Lat Flap and EI reconstructions in the setting of post mastectomy radiation therapy. The study population is selected after a careful review, data is obtained, analyzed, interpreted and eventually a conclusion was drawn. Section 2 Statistical methods The team upon approval collected data from radiation oncology database with the aim of interpreting and doing an analysis that would lead to the arrival at a conclusion of comparing the outcomes of immediate latissimus dorsi

Concepts Of Leadership And Management Assignment

Concepts Of Leadership And Management Assignment 1.0 Introduction Leadership and management practices are useful to individuals success and that of our organisation. For the benefit of this training programme which is to improve leadership and management in the organisation, this material will equip us on ways to obtain professional information on leadership and management and serve as a self-study exercise for us to have knowledge of basic management and leadership skills which can be applied at various departments in our organisation. It will also make us understand the theories of leadership and management, how to improve motivation and performance through the application of relevant leadership skills and the development and effectiveness of teams. At the end of the training programme, I expect us to see leadership and management skills and practices as a tool of driving the organisation to further development and success. 1.1 Analysis of the concepts of leadership and management Leadership can be defined as a process by which a person influences others to accomplish an objective and directs the organisation in a way that makes it more cohesive and coherent. If you have the desire and willpower, you can become an effective leader. Good leaders are developing through a never ending process of self-study, education, training and experience. While leadership is learned, the skills and knowledge possess by the leaders can be influenced by his or hers attributes or traits such as beliefs, values, ethics and characters. To inspire someone working under us into higher ground of teamwork, there are certain things we must be, know and do. These do not come naturally, but are acquired through continual work practices. Good leaders are continually working and studying to improve the leadership skills in them. Directors of banks do set-up sales target for each of the branches at the beginning of financial year and new products are normally added to the services of the organisation. This shows that goals and objectives have been put in place for followers to work towards. Through this, the sales will be improved and new customers will join the service of the bank considering the new products introduced by the leadership teams. Managers are important group involved in business activity. We normally believe that managers are responsible for getting things done usually through other people. When job roles are giving to us, our respective line managers normally help us in achieving this either through supervision or working together with us. The term manager may refer to a number of different people within a business. Some job titles include the word manager, such as personal manager. Other job holders may also be managers even though their titles do not say it. Managers act on behalf of the owners of a company which is leader. They are accountable for the activities of the company either to the director or shareholders, set objectives for the organisation; make sure the business achieves its objectives, by managing others and ensure that corporate values are maintained in dealing with other business, customers, employees and the general public. It is the act of getting people together to accomplish desired go als and objectives using available resources efficiently and effectively. As a manager in one of the branches, a lot of means will be laid down to achieve the target that has been put in place by the leader such as help (conference/lecture or training) to make other staffs see the big picture of how they are fitted into the plan and achieving it. Management texts contain leadership. Actually, leadership is an important function of management and it is mentioned as one of the five functions of management (Planning, Organizing, Staffing, Leading or Directing and Control). Both roles are very much tied to human interactions and thus personalities and traits are essential requirements. Also, leadership and management exists at every level of management, however, the amount of each varies according to the management hierarchy. For example, the board of this organisation has more of a leadership task which is to provide vision to the company and plan to achieve it, while the head of any department rarely goes beyond determining what the next task should be. Leadership and management task within the organisation depends upon how much it allows for leadership in a particular role? As we all know, our organisation was established to provide effective, efficient and affordable health care delivery services to the people in this locality and beyond. The location also positioned it to become a notable centre for the treatment of accident victims. Also, our objectives include making provision for: A full range of hospital and specialist services to the community; clinical facilities for the education of medical and other students; facilities for medical research etc. For, Irrua Specialist Teaching Hospital to grow and remain healthy, we have to know some elementary skills of management and leadership-skills that will assist us to avoid the crisis situation where we need to do whatsoever that will make us excel in all our services. These elementary skills of management and leadership consist problem solving and decision making, planning, meeting management, delegation, communications and managing ourselves. These basic skills are also fundamental from which to develop more advanced practices in management and leadership. Whenever organisations leaders struggle, its often because they do not know the basics – not because they arent doing what they supposed to do in implementing basic practices in management and leadership. Knowledge and skills contributes directly to the process of leadership and management while other attributes give the leader and manager certain qualities that make them different. Skills, knowledge and attributes make the leader or manager, which is one of the factors of leadership and management. The leadership and management process of an organisation involves-developing a vision for the organisation; aligning people with that vision through communication; and motivating people to action through empowerment and through basic need fulfilment. The leadership process creates uncertainty and change in the organisation. In contrast, the management process involves-planning and budgeting; organizing and staffing; and controlling and problem solving. The management process reduces uncertainty and stabilizes the organisation. Paul Hersey and Ken Blanchard give better explanation of the difference between leadership and management. Leadership is not a concept exclusive to or within management. It is a broader concept on its own. Management is thought of as a special kind of leadership in which the accomplishment of organisational goals is paramount. Leadership is influencing the behaviour of someone. Management is planning an objective and achieving that objective. Leadership requires a follower and a leader has to figure out how to influence the follower. Manager has to figure out an objective and theoretically, he may do the job himself and manage the objective. Managers have large number of people under them and they have to lead them to do the work assigned them as part of the organisations plan to achieve the objectives while one can accept leadership as a concept which has utility as a concept separate from management. 1.2 Evaluation of the key management and leadership theories Management and leadership theories focus on what qualities distinguish between leaders and followers in an organisation. For instance, development of the plan for our organisation started with a leadership and management retreat. The aims were to engender a harmonious industrial climate through inter-union, inter-association, inter-staff, and staff association-management interaction and to provide a forum for the leaders and managers to deliberate and proffer advice on pertinent issues of management to enable us move the institution forward. Participants were the Chairman, Board of Management, the Chief Medical Director and other members of staffs. There were lecture, workshop and group activities. The objectives were with the full realization because the staffs are not ignorant and fully participated. This practice looked at variables such as situational factor and skill levels. The participative style of leadership explained by Rensis Likart theories of leadership which encourages decision making by subordinates and their leadership style that involves employee-centred leader were employed. Our organisation also used Blake and Mouton theories of leadership that explained the degree to which a leader considers the needs of team members, their interest, and area of personal development, emphasises objectives, organisational work output and great productivity when deciding the best ways to accomplish a task. This plan would have been carried out without considering various union/staffs relations by our leaders/managers thereby having different management and leadership styles/theories differs from that stated above. 1.3 Assessment of the challenges of leadership and management practices We are usually faced by some challenges such as low level of funding; recruitment exercise; opening of new hospital offices/complex; social policy directives; and developments in ICT. Our leaders and managers have the ability to sense change and respond to it effectively. They have been able to predict a decline of health care delivery services due lack of a new technique being available in other hospitals; anticipate possible solutions to changes that may affect the organisation; have a clear vision of the main objectives of the organisation during periods of change and be able to guide the organisation to achieve these; organise and motivate employees to accept challenges and ensure stability and minimise or prevent disruption. For example, there were challenges of delivering adequate health care services to the people of the community some years back, the leaders and the managers quickly identified the symptoms that have caused these challenges. Among these were low productivity and high labour turnover. As soon as these challenges were identified, managers and leaders found the cause of the trouble and developed a strategy for better status of the organisation. Strategies they employed for good status of the organisation include changing people-through hiring and firing, reassignments of duties, training, pay increases or counselling. They also carried out restructure work through job redesign, job enrichment and redefinition of roles. Systems were also improved. These include communication systems, reward systems, information and reporting systems, budgets and stock control. 2.1 Analysis of the key motivational theories and how they influence organisational success It is important for any organisation to motivate its employees. The motivational theories of Maslow, McGregor, McClelland and Herzberg explain content theories of motivation. They simply explained the specific factors that motivate people. They answer the question what drives behaviour? Also, Vroom, Porter and Lawler, and Adams explain process theories of motivation. They are concerned with the thought processes that influence behaviour. If employees are watched closely, fear of wage cuts or redundancy may force them to maintain their effort even though they are not motivated. This is negative motivation. A lack of motivation may lead to reduced effort and lack of commitment. In the long run, a lack of motivation may result in high levels of absenteeism, industrial disputes and falling productivity and profit for the organisation. Irrua Specialist Teaching Hospital management has been acting according to Fredrick Herzbergs theory of motivation by being giving recognition for effort o f its staff. We are normally taking into consideration in everything the management of this organisation embark upon! This is a kind of motivation that simply gives us job satisfaction and thereby makes the workers more productive. Herzbergs ideas are linked with job enrichment. This is where workers have their jobs expanded, so that they can experience more of their job process. Improved maintenance factors such as pay or conditions also remove dissatisfaction of staffs. For example, better canteen facilities within our organization make workers less dissatisfied about the environment. All these allow the workers to be more involved and motivated. 2.2 Evaluation of the role of leadership and management in employee motivation It is important for leaders and managers to find out what satisfies the needs of its employees? Organisations have found out that even if employees are satisfied with pay and condition of work, they still complain that their employer does not do a good job in motivating them. Motivation is vital because even at the most fundamental level, it is expensive to get another set of staff than that to keep existing one. Employees want to be involved and regarded and making them happy means they will be at service of the organisation for longer period. Have it in mind that at most not convenient time, leader and manager need to motivate staff. If our employees are doing well and assisting to drive the organisation forward, In this case, we do let them know how much we cherish them on regular basis. Whenever we offer them any gifts or passed any information that is of their advantage across both works equally well. This shows, we put them in mind. If our staffs enjoy socializing with us like they do working with us, then we are doing something good and right. It is important that you lead by good characters when there is an issue with staff, if you expect your employees to work late, then you should stay at work too for such period. At the same time, if you dont want staff coming in at 10am on first working day of the week, then make sure youre at work very early. Its not always about hours of working; show your staff respect and you will hopefully get it back. They will observe you on the way you discus with people around and act in same circumstances, so it is important to behave in the way you will like them to behave as well. Investing in employee is paramount, not only will it mean we are getting the best and latest in the organisation but they will appreciate us for being able to develop under our cares. We make sure we fully research courses to send our employee on to acquire the full training. It is equally good to get feedback from employee on how the course has improved their standard individually. Communicating with our employee is high on our list of priorities. Most of them like a leader or manager they can easily reach whenever there are problems. We do hold frequent job discussion with our employee to make sure they are most happy, doing on good and arent confused about anything. Apart from this, we do communicate with our employee everyday. Exchanging greetings are simple motivational techniques but can make a world of difference. The figure below explains how our leaders and managers make decisions for employees motivation, having first identified the employees needs. Revise Incentive Identify the need/ motivation motivation Result/ Outcome Satisfaction If need is not satisfied Identify the need/motivation – our organisation try as much as possible for employee to be involved in decisions so that they can feel wanted and recognised as important to the company Incentive – Set up discussion with employees about goals and working practices of the organisation Satisfaction – This is a situation where the employee feels their opinion and contribution is valuable Result and Outcome – By meeting above condition, the employee are willing to take more responsibility 2.3 Analysis of the contribution of performance management techniques as organisational processes Managers use performance management techniques to test employees working status on a regular basis. By examining each employees performance, our organisation also measures the overall effectiveness of its workforce and how well the company achieves its objectives. Assigning roles to workers that improve their strengths is a difficult job. Workforce optimisation is a plan to put the right people in the best job roles to maximize their work output. By doing regular appraisals, our leaders and managers easily track employees performance and suggest if they need more training or if they could be more productive with different responsibilities. Another performance management technique we usually employ is compensation package. Overall morale always increase most especially when the employee sees the process to be fair. A happy worker is a hard worker. Incentive-based programs that permit the employee in using less paper or being energy efficient both save on our expenses and the employees are rewarded for putting forth the extra energy needed. The fewer costs our organisation has, the more profit it realizes. 3.1 Analysis of the development of teams Organisations often try to improve the productivity and motivation of people working in groups/teams. The planned, systematic process designed to improve the efforts of people who work together to achieve goals is referred to as development of teams. Team can be described as an internally organized set of people with specific roles for different members to achieve a specific goal while group can be referred to as a collection of people with something in common, such as being in the same place or having their individuals interest. Meredith Belbin (1981) found that successful teams consisted of a mix of individuals, each of whom performed a different role. For instance, monitoring and evaluation team that was set up under the chief medical directors office is a kind of team of different calibers and positions within our organisation. They work on projects with specific term of reference and present biannual and annual reports with veritable indices to the leadership of this organisation. This is not like working in a group; working in a team entails accountability rather than individual accountability and results in a joint work products. The characteristic and goals of the individual members of the team helped to determine the teams characteristics and goals. .According to Belbin, each person has a preferred role and for a team to be effective, all the roles need to be filled. Our organisation selects people that are capable to fill one or more of the roles. Individual member of the team was influenced more st rongly because of their role. This is unlike group with large number of people where very few people take part in the project while others are not and unable to participate effectively in team decisions. Effectiveness of team depend s on the blend of the individual skills and abilities of its members. Team development is based on the idea that before organisations can improve performance, team members must be able to work together effectively. This exercise is used to help team members develop trust, open up communication channels, make sure everyone understood the goals of the team, help individuals make decisions with the commitment of all members, prevent the leader from dominating the team, openly examine and resolve conflicts and to review work activities. 3.2 Analysis of the roles and models of team leadership Leadership of teams must get members of team to work with each other. This is one method that involves low levels of risk among members. The role of team leader include to be able able to organise joint projects or some form of exchange between members of the team. The leaders of the team work together or exchange roles with members for this approach to be effective. This is one method that involves low levels of risk among members. The working spirit was further developed by communication and swapping of team members. This technique was used when our organisation took over the challenges of training medical students from another medical institution and there is a need to avoid conflict. These ideas develop social interaction among the employees. Keeping every single activity connected to the others help team leaders and organisation to achieve what they actually planed. Members are enjoying while performing their roles and are also discovering something new about themselves, their co-workers, and the organisation as a whole. Researching and learning about the team current issues definitely help team leaders in creating the actual activities that the members can participate-in. This affords lapses of any kind for members not to participate in the activities of the team. 3.3 Evaluation of the role and usefulness of teams within the organisation The leader of any team of an organisation aims to create team/group that is effective and efficient. If the team leader or organisation can motivate the team members to work harder in order to achieve goals, the sense of pride in the teams own competence will create job satisfaction for the leadership of the team/team members and employees in general. Looking at the opportunities given to the employees of our organisation and most especially in most units or teams that has so far set- up, the participants are willing to carry out responsibilities for the betterment of the organisation. In some instance, membership of units or teams can be made up of top officials of an organisation which may not interest ordinary employees of the organisation. The introduction of different units or teams in our organisation has contributed immensely for the achievement of our goals and objectives. In term of motivation, employees in team situations are more satisfied and motivated than when we are working under more traditional regimes and have a positive influence on employee commitment and identification. The team work also serves to gain competitive advantage over other organisations. Our organisations provide leaders and managers with legitimate authority to lead. There is need for individuals to imbibe this strong leadership and management trait for optimal effectiveness. In nowadays changing work environment, we need leaders that can challenge the status quo and inspire and persuade organisation members. We also need team leaders to assist in changing and improving a smoothly running place of work.

Klinefelter Syndrome :: essays research papers

KLINEFELTER SYNDROME Klinefelter Syndrome is a syndrome in which a person has an additional X- chromosome. It is not life consuming, but rather people who have this syndrome can live perfectly normal lives proper treatment and care. If precautions are taken early on. Dr. Harry Klinefelter and his co-workers at Massachusetts center hospital in Boston in 1942 first identified the syndrome. These men were of the first to publish a report on this syndrome in its whole, so as to not leave any questions in your mind about this syndrome. What is Klinefelter syndrome Klinefelter syndrome is a syndrome in which a person inherits an extra X-chromosome making their genetic makeup xxy instead of the normal How it occurs This syndrome occurs by natural selection in which the condition arises from chromosomal nondisjunction during meiosis in this process, the 46 chromosomes in the cell separate, ulimatiing producing two new cells having 23 chromosomes each. Before meiosis is completed, however, chromosomes pair with their corresponding chromosomes and exchange bits of genetic material. In women, X-chromosomes pair, in men, the X and Y-chromosomes separate, and meiosis continues. Otherwise it is not something that happens by the law of nature in which you are randomly chosen in its specific frame of how many times it happens, whom it effects, and how it happens. There is really no specific frame in which it invariably happens. It is known through that it happens during the process of meiosis in which chromosomes split. WHO IT AFFECTS Klinefelter Syndrome only occurs in males. This is so because females have a similar condition called Turner’s Syndrome who generally has the same side effects as Klinefelter Syndrome. Instead of having one X chrosomes they have two. Where as in Klinefelter patients are XXY, instead of XY which is the normal. PROGNOSIS Although many men can live out their lives without ever seeing the effects of XXY many men do see the effects of XXY, many men do see the effects of this syndrome. Common effects are; tall around six feet, small testes, inability to produce sperm, spare facial and body hair, and gynecomastig. A few associated conditions are:  infertility  incomplete masculinization; feminine or pear shaped body  osteoporosis  venous disease  learning, emotional, and mental disorders  low energy  low self-esteem  communications difficulties  frustration based outbursts  motor skill issues  developmental delays Although these things are Klinefelter Syndrome, many doctors distinguish chromosomal anomalies. From any possible resulting syndrome diseases, and conditions.