Classification Essays - Botanical Nomenclature, Taxonomy

Classification Classification in biology, is the identification, naming, and grouping of organisms into a formal system. The vast numbers of living forms are named and arranged in an orderly manner so that biologists all over the world can be sure they know the exact organism that is being examined and discussed. Groups of organisms must be defined by the selection of important characteristics, or shared traits, that make the members of each group similar to one another and unlike members of other groups. Modern classification schemes also attempt to place groups into categories that will reflect an understanding of the evolutionary processes underlying the similarities and differences among organisms. Such categories form a kind of pyramid, or hierarchy, in which the different levels should represent the different degrees of evolutionary relationship. The hierarchy extends upward from several million species, each made up of individual organisms that are closely related, to a few kingdoms, each containing large assemblages of organisms, many of which are only distantly related. Carolus Linnaeus is probably the single most dominant figure in systematic classification. Born in 1707, he had a mind that was orderly to the extreme. People sent him plants from all over the world, and he would devise a way to relate them. At the age of thirty-two he was the author of fourteen botanical works. His two most famous were Genera Plantarum, developing an artificial sexual system, and Species Plantarum, a famous work where he named and classified every plant known to him, and for the first time gave each plant a binomial. This binomial system was a vast improvement over some of the old descriptive names for plants used formerly. Before Linnaeus, Catnip was known as: "Nepeta floribus interrupte spicatis pedunculatis" which is a brief description of the plant. Linnaeus named it Nepeta cataria--cataria meaning, "pertaining to cats". The binomial nomenclature is not only more precise and standardized; it also relates plants together, thus adding much interest and information in the name. For instance, Solanum relates the potato, the tomato and the Nightshade. Binomial Classification Early on in naming species taxonomists realized that there would have to be a universal system of nomenclature. A system that was not affected by language barriers, and would also classify the millions of species throughout the world. Binomial classification in its simplest form is a way of naming a species by means of two names both in Latin. Latin was originally used because it was the language of the founders of the classification system, like Carolus Linnaeus, but it continues to be used presently because it is a "dead language". This means that it is no longer changing or evolving, so it stays the same and can be used universally, without confusion. Carolus Linnaeus (see Appendix A, Image 1) first introduced binomial classification, which is why he is known as the father of the modern day classification system. In Binomial classification the first name, which begins with a capital letter is known as the Genus it is always capitalized. The genus is a group of species more closely related to one another than any other group of species. The genus is more inclusive than the species because it often contains many species. The second part of the binomial represents the species itself and is always printed with all letters in lower case. A species is a group of individuals that are alike in many different ways. Individuals are in the same species if they are: 1. Are able to mate with those similar to themselves. 2. Produce young that are themselves able to reproduce. As an example, in the cat family, the genus Panthera is coupled with the species leo to form Panthera leo, the Lion. Likewise, Panthera is coupled with tigris, to form Panthera tigris the Tiger. In simplified terns both the Lion(see Appendix A, image 2) and Tiger share common traits and a common genus - Panthera, whilst clearly remaining separate species. To allow further subdivision, the prefixes sub- and super- may be added to any category. In addition, special intermediate categories-such as branch (between kingdom and phylum), cohort (between class and order), and tribe (between family and genus)-may be used in complex classifications. Closely related species are a genus, closely related genera (plural form of genus) are grouped together in a family. Closely related families are grouped into an order, and so on, into more inclusive categories, or levels in the classification hierarchy. Taxonomic Hierarchy Approximately one and a half million species have been classified and there are estimates that over five million species remain to be discovered. For biologists to order this

buy custom Cluster Development essay

buy custom Cluster Development essay No single organization can exist successfully in solitude. Every company needs the support of other companies and infrastructure around it for it to succeed for instance, logistical infrastructures, suppliers etc. Cluster development cuts across the board from companies, businesses, institutions to governments. Cluster development not only helps to improve the productivity of companies, but also the economic prosperity of local communities. By developing clusters in their key positions, a firm amplifies the connection of its success and that of the local communities. The result is the sustainable growth and profitability of the firm, which in turn has multiplier effects to the local economy, from job creation in supporting industries to increased demand for secondary services. The key to successful building of clusters by firms in the local communities where they function is through identification of gaps in areas that greatly constraint their productivity such as transport, supplies etc. A company should identify those areas that it can handle single-handedly, as well as those that require collaboration with other companies. Cluster development through collaboration helps firms to create shared value; a concept that leads to sustainable productivity and prosperity of companies and communities. The concept of creation of shared value through cluster building is not only beneficial to the companies but to the surrounding communities as well. I totally agree with firms developing clusters in order to create sustainable profitability. Consider Yara, the leading mineral fertilizer company in the world, which decided to fund the improvement of the bad roads in Tanzania and Mozambique to enable farmers to access fertilizers and agricultural inputs. It is important to note that though road building is unrelated to Yaras business, it is a productivity driver to Yara since with good roads; farmers can easily travel and purchase fertilizers from Yaras selling outlets. However, not all companies have adequate capital to invest on improving the unrelated areas that are limiting their productivity, and therefore, as much as this idea sounds very good with a lot of benefits, only established companies with good financial back up can adopt it. Besides, the goal of every company is to make profits and that is why I think very few companies will be willing to adopt this idea since it involves huge financial risks without a surety about the period of time it will take for a company to start getting sustainable profits. In conclusion, I would say that the building of clusters is a promising idea that should be tried by companies to fully reap from its benefits. Buy custom Cluster Development essay

Emergency Management Essay Example | Topics and Well Written Essays - 250 words

Emergency Management - Essay Example There is an allocation of fewer funds than was budgeted for by these organizations. For example, Red Cross was accused of exploitation of funds in Haiti quake. They received $354million in donations and allocated $106 million, the rest $248 million was not allocated. Haiti victims demonstrated, and the Red Cross was questioned, only to reveal that they were holding the money and defending Red Cross by stating it has a system and process of fund disbursement (Burns, 2006). This act is extremely unprofessional, and it decreases organization reputation and integrity (Taori, 2005). Relief in tragedy incapacitated areas is in the form of foodstuff, drugs, clothing, and shelter. Some of these commodities never reach the intended victims, which is unprofessional for the company ((Taori, 2005). This is known, since even after the donation of these items, cases of lack of them is reported by journalists who cover the stories. An example is the floods that wrecked the ‘Red River Valley’ in Minnesota and ‘North Dakota’ in 1997 spring. Red Cross did not release the donations as a report issued by the Attorney General indicated that people still had corroded basements and foundations. In addition, they had inconveniences caused by flood induced by mould and mildew. International laws mandated to govern the process of donations and disbursement. This leads to fragmentation inside the organization and delays fund disbursement (Burns, 2006). In addition, it leads to lack of proper communication within the organizations enhancing berating from agencies. This, together with lack of government support, distorts the organizations efficient running as they are institutionalized. In my opinion, I feel that there’s fragmentation and misunderstanding within and outside the organizations. The reason for the inefficiency is that these non governmental emergency management organizations lack enough

The Mongol Empire Essay Example | Topics and Well Written Essays - 1250 words

The Mongol Empire - Essay Example The history of the Empire started from 1218, when an interesting event shaped the empire and more particularly the life of Genghis Khan, from a nomadic person to the conqueror of the world. A trade convoy starting their travel from the Mongol lands, heading towards the Persian area that now lay in modern Uzbekistan, was stopped unexpectedly by the Persian State Ruler. The ruler suspected that the caravan was one of the Mongolian spies, so he mutilated the men, raped women and seized all the goods that the group was carrying with them. The doubt was not something out of the world; in fact, the Mongols were very intelligent people at gathering information from around the world that benefited them. At the Mongolian side, this was a strict violation of the peace treaty that assured that the trade caravans will be safe from any damage. And for Genghis Khan, this was an unforgivable violation. Genghis sent a letter to the Persian Empire that the Governor who conducted the offense must be i mmediately called to withdraw from his position. The Persians were not in a mood to change one of their loyal rulers. They turned the message that the Mongols had sent and put the Mongol emissaries to death. This was the background of the annexation of Persian Empire by the Mongols. Although the Mongols are famous for their frightful bloodshed fights, this initiation was not one of them. Here Genghis Khan used his mind to capture the commonwealth. The intellects of Persia were their driving force and Khan gave great respect to all of them.

International development assignment Essay Example | Topics and Well Written Essays - 1500 words

International development assignment - Essay Example The following discussion will focus on this Brazil responsible sourcing project and the first three years of project implementation. Initially, the project will be outlined, then its organization and performance will be evaluated. Finally, a concluding section will assess its impacts and effects. The Brazil Responsible Sourcing Project partners are the United States Agency for International Development (USAID), TransFair USA, Walmart Stores and local Brazilian partner Sebrae-MG. Thus, the project unites the private sector (Walmart), government agencies (USAID) and non-governmental agencies (TransFair USA). It also includes a local (Brazilian) partner, Sebrae-MG a Brazilian agency dedicated to provide, through access to new knowledge, new business opportunities for micro and small enterprises. The three-year project was initiated in 2007. In total, project partners contributed $1.9 million. Of that amount, $144,000 were infrastructure upgrade grants. (USAID, 2009) By 2008, â€Å"eleven producer families [had] used the grants to build coffee drying patios on their properties so their coffee beans could reach proper quality,† according to Coopfam president Luà ­s Adauto de Oliveira. Coopfam was one of five Brazillian cooperatives that received project infrastructure grants. (USAID, 2008) The project objective was â€Å"to help smallholder farmers increase exports of Organic and Fair Trade Certified coffee by 400% and 350% respectively.† (USAID, 2009) The concept behind the project was to provide farmers with better access to global markets, thus increasing their income. A second objective was to provide retailers in the United States with enhanced access to premium-quality coffee beans. (USAID, 2009) The most noteworthy organizational aspect of the project was the number and diversity of project partners. The local Brazilian partner agency, Sebrae-MG, specializes in organizing and coordinating interested parties in developing programs that are

Organizational culture, and change management

Organizational culture, and change management Introduction This study is based on organizational culture, and change management This study provides an overall idea about the particular subject area and it provides very important knowledge base in both practical and theoretical manner. Accordingly in the first part of the study the concept of culture of an organization has been studies as a one learning outcome of the module. Under that a framework of analyzing organizational culture has been described. After that the internal and external factors which could influence organizational culture has been explained, accordingly as the final description of the first learning outcome the current organizational culture has been evaluated. After a comprehensive understanding on culture of the organizations a study has been expanded to study understand the impact of change that underpins individual and organizational performance. In that section the concept behind organisational values the values to an individual and as well the affect of mangers personal values in working with team members has been explained properly. As the third learning outcome the relationship between organizational culture and change management has been understood and accordingly it was identified how organizational culture can affect organizational change management process and then it was assessed how organizational culture and change management can affect individual behaviour. Also ultimately it is discussed how individual values can influence the behaviour of team. All together this study covered a vast area in the subject area of organizational behaviour and change management. Universal Supplier (Pvt) Ltd is UK based company, they import many food items from various Asian countries, and among that Sri Lanka is major country. Universal suppliers are newly established company, it is not alder than 10 years, but its progress is very successful. World is change every day, new technologies are emerge and customer anticipation and satisfactions are change day by day therefore every business has to upgrade their standard. Universal suppliers have understood change system, so they give more priority to change their management and products relative to market change. The Concept of Culture To achieve this learning objective there are three main areas which has to be address. First one is the to determine a framework for analyzing organizational culture and then Explanation on internal and external factors that influence organizational culture and at last of this section the consideration was given to evaluate the current Organizational culture. Determine a framework for analyzing organizational culture Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the way in which people behave and things get done. Norms are unwritten rules and behaviors. In a very simple way we can say the culture of an organization is the typical way of doing things in the organization. It particularly relates to the behavior pattern and the relationship. The culture of an organization develops as an evolution of long time. It is normally created by the people who work in the organization both the managers and the workforce. So this framework for analyzing organization should be developed in a manner considering on above said ideas of the organizational culture. There seems to be wide range of agreement that organizational culture refers to a system of shared meaning held members that distinguishes the organization from other organizations. This system of shared meaning is, on closer examination, a set of key elements that in aggregate capture the essence of and organizations culture. These elements are the core of the framework which can use to analyze the organizational culture. Those are as follows. Innovations and risk tasking The degree to which employees are encourages to be innovative and take risk. Attention to detail The degree to which employees are expected to exhibit precision, analysis, and attention to detail. Result Orientation The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve those outcomes. People Orientation The degree to which management decisions take in to consideration the effect of outcomes on people within the organization. Team Orientation The degree to which work activities are organized around teams rather than individuals Aggressiveness The degree to which people are aggressive and competitive rather than easy going. Stability The degree to which organizational activities emphasize maintaining the status quo in contrast to growth Each of these elements exists on a continuum from low to high. Appraising the organization on these seven characteristics or the elements and then gives a composite picture of the organizations culture. Explanation on internal and external factors that influence organizational culture to Management Practices Internal Factors The actions of Top Management The actions of the top management also have major impact on the organizations culture. Through what they say and how they behave, senior executives establish norms that filter down through the organizations as to whether risk taking is desirable, how much freedom managers should give their employees, what is appropriate dress, what action will pay off in terms of pay raises, promotions and other rewards. Human resources Practices Once culture is in place there are practices within the organization that act to maintain it by giving employees a set of experience. For example many of the human resources practices reinforce the organizations culture. The section process, performance evaluation criteria, training career development activities, the promotions procedures ensure that those hired people fit in with the culture. Socialization No matter how good a job the organization does in recruiting and selection, new employees are not fully indoctrinated in the organizations culture. May be most important, because they are unfamiliar with the organizations culture, new employees are potentially likely to disturb the beliefs and customs that are in place. The organizations will therefore want to help new employees adapt to its culture. This adaptation process is called as Socialization. External Factors The context of Community The people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of the community. This matter have two sides one is community as a external factor how look at the organization and the other hand employees also come from that community that will effect to the internal factors also. Organizations that promotes a spiritual culture recognize that people have both a mind and a spirit seek to find meaning and purpose in their work, and desire to connect with other human being and be part of a community. Government Rules and Regulations This is also having another high effect on organizational culture. Especially in the areas like how to treat for the employees, regulations o customer relations and like that the government rules and regulations also may have a effect on organizations culture. National Culture it is needed to taken in to account if accurate predictions are to be made about organizational behavior in different countries. But does national culture override the organizations culture. Is an IBM facility in Germany, for example more likely to reflect German ethic culture or IBMs corporate culture? This example should be taken in to account to national culture override the organizations culture. Evaluate the current Organizational culture Here if we take the McDonalds organization the organizations culture can be identified as follows. Organizational culture to cope up with National culture McDonalds company adjusts to cooking differences in various cultures. In the case of India, McDonalds offered vegetarian burgers to practicing Buddhists. Asian countries preferring spicy taste saw the introduction of spicy burgers, chicken and seasoning. This provides options for customers to purchase food with either the American taste or the local taste. McDonalds achieves balance by maintaining standardization in products but adjusting to the local taste. Company operations Operations Customer Oriented Product and service delivery of McDonalds is customer cantered. This means that McDonalds primary concern is the satisfaction of its customers. This is ensured by applying a strict standard of food and service quality. Under direct Supervision of Mother Company Periodically, representatives from the mother company visit certain branches in order to ensure the maintenance of quality standards, to discover problems and issues, and to provide updates on operation, management and marketing techniques. Relationship with the Employees The company applies the employment policy of providing sufficient training to its workforce. Prior to starting work, newly hired employees are given a rundown of the rules and regulations, company practices and the goals of the company. After this, the employees are introduced to the different components of the menu, process of food preparation, food-packaging techniques, serving of food, handling the cash register, and establishing rapport with customers. New employees are given practical exercises for experience. Change Management Process The change management process is one of basic skill in that most Managers and larders need to be competent in there management process. There are very less working environments where change management is not important and not implemented. In here we are looking basic principles of change management, and provide some guideline on how these principles can be implemented. When leaders and managers are planning to manage changes, there are five main philosophies which need to be remember Various people respond various way to change Everybody has basic needs which have to be fulfil Changes regularly involves a loss, and people go through the loss curve Anticipation need to be managed rationally Fears have to be deal with changes The some techniques in the change management practitioners belt are well known in the business and trade press. The effective organizational change in their implementation and realization are required the introduction of lean manufacturing, 360 ° feedback, executive coaches,  six sigma, CRM, just-in-time supply and manufacturing processes such as kanban and kaizen, Total Quality Management, or enterprise applications such as SAP, and etc Importance (Objectives)of Change Management to the Organization 1. To allow changes while, at the same time, maintaining or improving service stability and availability. 2. To increase the probability of change process success. 3. To reduce and minimize the ratio of changes that needs to be backed out of due to inadequate preparation. 4. To ensure that all parties affected are informed of planned changes. 5. To provide a record of changes implemented to assist with and shorten problem determination time. 6. To ensure that technical and management accountability for all changes is identified. 7. To assist with the accuracy of predictions of impact, such as response time, utilization, etc. 8. To ensure that all affected parties are not only informed, but necessary documentation and training is in place prior to the implementation. Organization Culture and Change Management Process The organization culture and change management process are interrelated. There are many impact cultural impacts for change management process. Ever organization has unique culture, so management system also adapted surrounding that culture and if they implement any change process they have to adapt that change process with their culture, otherwise they have to change organization culture. Company motivation process is often to improve the effectiveness of this employee in order to improve the financial status of the company. Some organizational cultures are making barriers to implement changes, so they have to overcome those resistant against to change. Most of manager and leaders are not willing to do changes, because they have some fear about it success or failure. Cultural changes or changes adaptation to culture are required to success of changes, because these two cannot be separated. Good relationship between organization culture and change management process always bring succe ss of change. Model for the Changing Process Change is not conventional; it does not chase the particular order in change management models were suggested. So, when look at these models of change management, permit a lot of flexibility when referring a model rather than referring any model too rigidly, The way of implementation of changes are differ and depending on which model is used, but we can fallow basic steps those are essential to follow and those are common to any personal or organizational changes. Model for the Changing Process Kotters Eight Change Model John Kotters eight change model is so suitable compare with the other all models for Universal Supplier change process. It has eight steps to fallow for the appropriate change process that will be applied to Universal Supplier. (Source: http://www.google.co.uk/images?clien) Step One: Create Urgency This may help to Universal supplier spark the initial motivation to get things moving company has low distribution network so they want to expand it all over the UK, still it spread only within boundary of London. Company has threat from their market, because there are many competitors arising with new entrance. Company has opportunity to expand its other region in UK; because London is more competitive place many business organizations are located there, not only UK they have opportunity to penetrate other EU countries Like French. Company competences are enough for penetrate and expand the market network, but they should strengthen it further. Step Two: Form a Powerful Coalition The effective change leaders dont need to follow the traditional company hierarchy. To lead change, company management level need to bring all together a coalition, or team, of influential people whose power comes from several of sources, including job title, status, expertise, and political importance Step Three: Create a Vision for Change The universal Supplier change process vision is to be a leading food supplier in UK and change objective is expansion of market network all over the UK and Penetrates to other EU countries such as French. When the first start thinking about change. There will probably be many great ideas and solutions floating around. Link these concepts to an overall vision that people can grasp easily and remember. Step Four: Communicate the Vision Change vision is communicated all the stakeholders of Universal Supplier. There are various methods is implicated for success of vision communication. Step Five: Remove Obstacles Universal Supplier has some obstacles from importing process. There are many rules and regulation impose when importing of products, and employee knowledge and skills are not enough for achieve that change. Therefore company has to remove those obstacles by using various strategies Step Six: Create Short-term Wins Company should create short term wins like annual target coverage, 10% change coverage. Company should be given a taste of achievement early in the change process. It will be encourage employees to reach to final goal in changing process Step Seven: Build on the Change Company need to implement continuous improvement and change build on going changes. In here final goal is penetrate to other EU countries that should be achieved in the change process. Continuous improvement is very important for going to final target. Step Eight: Anchor the Changes in Corporate Culture The Cooperate culture regularly identifies what gets done, so the values behind the company or person vision must show in daily work. Required continuous commitment to ensure those changes are seen in every aspect of organization, this will help that change a solid place in Universal supplier (Pvt) Ltd Resistant to Change There are many reason to change, those are due to lack of understanding, poor communication process, cultural and belief barriers, norms, conflict, company structure, technological capabilities, Managerial attitudes and style. Therefore managers and other executives need recognise and identify different form of resistance: 1. Threat of power on an individual basis 2. Threat of power on an organization basis 3. Losing the control by employees 4. Increasing the control of employees 5. Economic factor and limitation 6. Fear for the Jobs security 7. Implication on personal objectives and plans 8. Misunderstanding about changes 9. Fear of unknown 10. Limited resources allocation There are many factors for create resistance again changes. Organization should identify those barriers (resistant) to changes and need to find out overcome those resistant otherwise changes are not implemented successfully. Successful Method of Implementation of Change There are several key parameters that need to be observed if change is to be successful, those are: 1. Idea and the need for the change: Idea generally should be serious, and otherwise there is not a perceived need for change. 2. Adaptation: Adaptation is occurred after key persons make decision chose to a head with planed objectives. Executives and general employees should help to success of change process, and major organizational changes should be sign on legal documents by the board of directors 3. Resources: Change is not happened without resources, it requires allocated resources within time frame, specially required adjustable budget, and proper human resource, technology and etc. 4. Implementation: Implementation is occurred after create change decision with organizational plan. Capital approval, employee training, arranging of materials and equipments are very important in implementation process. Conclusion This assignment analyses a broad area in organizational culture, and change management process. In the first part of the study the concept of culture of an organization has been studies in broad term under three main study areas. Which are organizational culture external internal factors affect for organizational culture and assessing a current organizational culture of an organization. In the second section a comprehensive understanding on culture of the organizations a study has been expanded to study understand the impact of changes that underpin individual and organizational performance. In that section the concept behind organisational culture and the changes to an individual and as well the affect of mangers personal values in working with team members has been explained properly. In the final section relationship between culture and changes has been understood and accordingly it was identified how organizational culture can affect organizational change process and then it was assessed how organizational culture can affect individual and organizational changes. Also ultimately it is discussed model of change process, resistant to changes and successful method to implementation of changes. Universal Supplier (Pvt) Ltd is UK based company, they import many food items from various Asian countries, and among that Sri Lanka is major country. Universal suppliers are newly established company, it is not alder than 10 years, but its progress is very successful. World is change every day, new technologies are emerge and customer anticipation and satisfactions are change day by day therefore every business has to upgrade their standard. Universal suppliers have understood change system, so they give more priority to change their management and products relative to market change.

The Success of Thomas Hardys Novel The Return of the Native as a Trage

The Success of Thomas Hardy's Novel The Return of the Native as a Tragedy On the first chapter of this novel Egdon Heath is presented as an untameable force "unmoved during so many centuries, through the crisis of so many things, that it could only be imagined to await one last crisis - the final overthrow". Thus, from the very beginning of the novel we can expect an outcome of tragic possibilities. Similarly to ancient Greek tragedies, the action in "The Return of the Native" takes place during a restricted period of time. Usually, in Greek tragedies the plot developed within 24 hours, while Hardy limits himself to the space of 5 books, which represents an exact time of 1 year and a day. Although the novel extends to a 6th book; the main action and the tragedy itself is developed within the first five books. As its title indicates, the sixth book, "Aftercourses" was added to please the readers of the magazine in which his novel was published, in order to put a more closed end to the series. He provided them with a happy ending; as Thomasin and Venn end up marred. However, in its 1912 edition, Hardy included a footnote at the end of the book in which he stated that it was left to the reader to choose whichever ending he/she preferred. Ironically, Hardy declared "à ¢Ã¢â€š ¬Ã‚ ¦and those with an austere artistic code can assume the more consistent conclusion to be the true one". By this, Hardy suggests that the real appraisers of tragedy would conclude on the tragic ending as the most fitting; consistency being also considered by Aristotle as an essential element for tragedy. As a result, similar also to Shakespearian tragedies, which were divided into five acts, the action in Hardy's novel is set up in the first... ... of place, time and other tragedy conventions; the way the plot develops with a sense of foreboding in the novel's consequences, convert this book into a classic of the genre. The relentless mood and development, the numerous lucky (or unlucky) coincidences that are later to determine the future of the characters and the way people continually strive to change the way things are, combine the prefect ingredients of a tragedy. As often in Greek tragedies, fate plays an essential role and the people in the novel can't escape it because it would only keep coming back. Chance seems to dictate the destiny of the characters, playing around with their lives as if they were mere pieces on a chess board. The forces of the heath seem to inflict some sort of control on the characters, fulfilling the Greek tragedy convention of gods playing around with humans' lives. The Success of Thomas Hardy's Novel The Return of the Native as a Trage The Success of Thomas Hardy's Novel The Return of the Native as a Tragedy On the first chapter of this novel Egdon Heath is presented as an untameable force "unmoved during so many centuries, through the crisis of so many things, that it could only be imagined to await one last crisis - the final overthrow". Thus, from the very beginning of the novel we can expect an outcome of tragic possibilities. Similarly to ancient Greek tragedies, the action in "The Return of the Native" takes place during a restricted period of time. Usually, in Greek tragedies the plot developed within 24 hours, while Hardy limits himself to the space of 5 books, which represents an exact time of 1 year and a day. Although the novel extends to a 6th book; the main action and the tragedy itself is developed within the first five books. As its title indicates, the sixth book, "Aftercourses" was added to please the readers of the magazine in which his novel was published, in order to put a more closed end to the series. He provided them with a happy ending; as Thomasin and Venn end up marred. However, in its 1912 edition, Hardy included a footnote at the end of the book in which he stated that it was left to the reader to choose whichever ending he/she preferred. Ironically, Hardy declared "à ¢Ã¢â€š ¬Ã‚ ¦and those with an austere artistic code can assume the more consistent conclusion to be the true one". By this, Hardy suggests that the real appraisers of tragedy would conclude on the tragic ending as the most fitting; consistency being also considered by Aristotle as an essential element for tragedy. As a result, similar also to Shakespearian tragedies, which were divided into five acts, the action in Hardy's novel is set up in the first... ... of place, time and other tragedy conventions; the way the plot develops with a sense of foreboding in the novel's consequences, convert this book into a classic of the genre. The relentless mood and development, the numerous lucky (or unlucky) coincidences that are later to determine the future of the characters and the way people continually strive to change the way things are, combine the prefect ingredients of a tragedy. As often in Greek tragedies, fate plays an essential role and the people in the novel can't escape it because it would only keep coming back. Chance seems to dictate the destiny of the characters, playing around with their lives as if they were mere pieces on a chess board. The forces of the heath seem to inflict some sort of control on the characters, fulfilling the Greek tragedy convention of gods playing around with humans' lives.

When Brothers Share a Wife

Polyandry is a form of polygamy whereby a woman has several husbands. In Tibet those husbands are often brothers, which is why it is most commonly called â€Å"Fraternal Polyandry†. The eldest brother is normally dominant in terms of authority, that is, in managing the household, but all the brothers share the work and participate as sexual partners. Goldstein's article focuses on the overlap between the domestic group, defined as those individuals that live in a single household together, and the kin group, or people who view themselves as relatives, within a certain Tibetan society near Limi, Nepal. According to the article, the idea of polygyny – the taking of more than one wife by a single man – is practiced by consanguine brothers for primarily economic reasons in addition to reasons of tradition. Because of the time requirement of the subsistence economy, a man setting up a monogamous household would find it difficult if not impossible to farm, manage the animals, and care to his husband duties. The article concludes by discussing the decline of polyandrous marriages, and even goes so far as to describe that the practice may be completely gone within a single generation's time. Discussion Item: The article makes me curious how often persons from a more industrialized region paying visit to a tribal or otherwise remote region and exposed to social elements different from that which is typically seen in their own culture judge the people whom they are visiting, or conclude that their practices are â€Å"uncivilized†, â€Å"barbaric† or â€Å"disgusting† without stopping and taking the time to think critically about the economic, political and social reasons behind the practice, as well as the ramifications of changing.

5 Secrets of Persuasion Use NLP to Influence Your Readers - Freewrite Store

5 Secrets of Persuasion Use NLP to Influence Your Readers - Freewrite Store Persuasive writing is a skill that every writer needs to master. That’s true whether you’re writing blogs with affiliate links, emails to your subscribers, or landing page copy to promote a product. There are lots of ways to approach writing persuasively, but one of the most effective is Neuro-Linguistic Programming (NLP). Developed by Richard Bandler and John Grinder in the 1970s, Neuro-Linguistic Programming is a communication tool that can have a big impact on your readers - if you know how to use it right. Of course, you’ll find people who dismiss the tools and techniques of NLP as being ‘mumbo-jumbo’ - but, then, they’re the kind of people who would have said it was impossible to put a man on the moon. NLP works. It works for businessmen when they’re closing a massive deal, and it works for writers who need to convince your readers to do something. It doesn’t matter whether it’s clicking a link, completing a form, or making a purchase, when you use NLP, your ability to persuade increases. The Power of Persuasion Neuro-linguistic programming is so-called because, effectively, it uses words (linguistic) to reprogram (programming) the brain (neuro). It’s been compared (quite negatively) to manipulation. It can, of course, be used manipulatively, but there’s so much more to it than that. It’s used in coaching and even in therapy to change the way people think about things. So, how does NLP work to persuade people to change the way they think? Courses to train as an NLP practitioner are taught over seven days, so condensing the principles of NLP into an article isn’t easy. Nonetheless, I’ll share with you key insights from NLP that are particularly pertinent for writers. Foundations of Neuro-Linguistic Programming for Writers While some copywriters shun NLP as being far too ‘out there’, there are lots of skilled copywriters who understand how to use it to maximize results. By now you’re probably eager to find out how you can do that too, so let’s dig in. 1. The Language of the Senses NLP is all about the way that language is used to influence others, but it’s more than just about the words. It’s about what the words we use evoke in the people we’re addressing. In NLP, language is sensory - because all the information that we process can only enter our brains through the five senses. Most people have a sensory modality preference - whether you’re aware of it or not. There are three sensory modalities in NLP - visual, auditory and kinaesthetic (feelings). NLP teaches that influencing your readers starts when you use language that appeals to their sensory modality preference. For example: Visual: â€Å"Can you see what I mean?† Auditory: â€Å"Can you hear what I’m trying to say?† Kinaesthetic: â€Å"Does it feel right to you?† When you’re writing, you can’t know (in most cases) what your readers’ preference is, so you should incorporate all three senses into your writing to maximize the potential impact of your writing. 2. Story Time As a writer, you probably love to tell a good story, right? Well, you’ll be pleased to know that storytelling is a great NLP technique that you can easily exploit. When you couple your natural storytelling abilities with the (hidden) power of language in NLP, you’ll be able to exert huge influence over your readers. It happens to you all the time - even if you don’t recognize it happening. The movies and TV shows you watch exert influence over you all the time, with hidden, subtle messages that you don’t notice because you’re engrossed in the unfolding story. Using story to influence your readers is a matter of using metaphors and analogies that enter the subconscious. Metaphors work on a deep subconscious level to affect how your readers feel or think. 3. Homophonic Influence Homophones, words that sound the same but have different spellings and meanings, are a subtle way to subconsciously affect your readers’ decision-making processes. Let’s look at an example that you could use in landing page copy for a sales page: â€Å"By now, you should be able to see the power of using NLP in your writing copy. But, if you want to fully understand how to maximize the impact of your writing, increase your sales and grow your business beyond your wildest dreams, we have something more for you. Our eBook, ‘Unlocking the Secrets of Sales Copy’ normally retails at $99 but, for 48 hours only, you can get your hands on it for just $7.† Placing the words ‘by now’ at the beginning of that paragraph is using a homophone to prime the buyer’s brain. ‘By now’ and ‘buy now’ sound the same when you read them aloud in your head - and that subconscious influence on your reader can have a big impact on the number of people who click on the ‘buy now’ CTA button below the paragraph. 4. Effective Emotional Influence As a writer, you need to be able to affect your readers’ emotions in order to get results. Affecting emotions effectively, however, is a skill that can take time to learn. NLP teaches that you use facts in order to basically tell people how to feel (or, at least, how you want them to feel) when you use facts. Charities making appeals for donations have expert copywriters who are exceptionally skilled at using facts and other emotional tools in their writing. For example, a popular NLP-inspired technique is to tell prospective donors how their donation can change the lives of the people receiving the funds. â€Å"Your donation of $20 will feed a family of four for a whole month.† Another way charities use emotional influence in their writing is to demonstrate how a small sacrifice on the donor’s part can make a significant difference. â€Å"If you sacrifice your favorite coffee-shop latte or cappuccino just one day each week, your donation of $20 per month will pay for Jessica to attend boarding school to continue her education, including her boarding fees, supplies and food for the month.† 5. Pattern Interrupts Interrupting the flow of your writing - or disrupting the flow - by introducing a new, unexpected idea, is a great persuasive technique that NLP trainers really applaud. It’s all about breaking thought patterns - which enables you to directly access the subconscious mind. It’s a technique that stage hypnotists use - though I’m not suggesting for a minute that you need to hypnotize your readers! Politicians and smart public speakers use it, too, so it’s worthwhile learning how to most effectively use this technique in your writing. One example of how you can use pattern interrupts is to introduce confusing or unexpected language into the middle of your ‘pitch’. The way you do this will depend on your audience, but you could try using sudden oblique references, or making reference to unrelated details – or, even, using swear words within your copy. The sudden change of direction gives you a brief opportunity to take advantage of your audience’s confusion. If you’re writing a sales or landing page, you could use callouts and testimonials to achieve pattern interrupts. By distracting your audience’s attention to something new, you have a new window of opportunity to appeal to the subconscious, refocus their attention, or disarm them. Delve Deeper into NLP If you want to maximize the persuasive potential of your writing and influence your readers more, it’s worth exploring NLP in more detail. NLP training is available around the world and investing in an NLP course can have a huge impact on your persuasive writing. You could even explore NLP coaching to build your confidence as a writer. Far from being ‘mumbo-jumbo’, neuro-linguistic programming is an effective means of exploiting the science of persuasion. The more you understand how NLP works, you’ll be able to recognize the techniques that other writers are using to influence your decisions, too.

How Often Is NO CHANGE the Right Answer on ACT English

How Often Is NO CHANGE the Right Answer on ACT English SAT / ACT Prep Online Guides and Tips On the ACT English section, in the majority of questions, the first answer choice is â€Å"NO CHANGE." The â€Å"NO CHANGE† answer choice indicatesthat the underlined word or phrase is correct. Sometimes, students are hesitant to select â€Å"NO CHANGE† because they think that there should be an error. In this article, I’ll explore the frequency of correct â€Å"NO CHANGE† answers to give you an idea of how often the â€Å"NO CHANGE† answer will be the right one. Furthermore, I’ll let you know how to use this information. For this article, I analyzedthe answers from four published official ACT tests. Basic ACT English Format There are 75 total questions on the ACT English section, each of which has four answer choices. If the correct answers are distributed evenly among the answer choices, â€Å"NO CHANGE† should be right 25% of the time it appears as an option. Let's look at the answers from the four different tests I used. Test-by-Test Breakdown of "NO CHANGE" Frequency Test #1 # of questions w/ "NO CHANGE" option # of correct "NO CHANGE" answers % of "NO CHANGE" answers correct 56 21 37.5% Test #2 # of questions w/ "NO CHANGE" option # of correct "NO CHANGE" answers % of "NO CHANGE" answers correct 64 17 26.6% Test #3 # of questions w/ "NO CHANGE" option # of correct "NO CHANGE" answers % of "NO CHANGE" answers correct 50 17 34 Test #4 # of questions w/ "NO CHANGE" option # of correct "NO CHANGE" answers % of "NO CHANGE" answers correct 59 17 28.8% Frequency of NO CHANGE on All Tests Test # Frequency of "NO CHANGE" correct % of "NO CHANGE" 1 21 37.5 2 17 26.6 3 17 34 4 17 28.8 Analysis: Each test had a percentage of â€Å"NO CHANGE† answers that was higher than expected. The % of NO CHANGE answers ranged from 26.6% to 37.5%. So how can knowing this information benefit you when you take the ACT? How Should You Use This Information? Only use this as a rough guide. The % of â€Å"NO CHANGE† answers varies from test to test. Keep in mind that in ACT English the simplest answer is often the best answer. NO CHANGE may be correct more often than expected because the incorrect answers make unnecessary additions to the underlined phrase. â€Å"NO CHANGE† should always be correct between around 25 and 40 percent of the time. If the percentage of your â€Å"NO CHANGE† answers is not in this range, you have most likely made mistakes and need to review the questions you’re unsure about more closely. Surprisingly, the percentage of No Change is at least 1/4 and often more. So guessing randomly actually is NOT necessarily the best thing to do - when in doubt, try guessing NO CHANGEas it's more likely to be correct! What's Next? As I previously mentioned, in ACT English, the most concise answer is usually the best answer. Learn more about this rule in my article on wordiness on the ACT. If you want a more general guide, read about all the grammar rules covered on the ACT. For those of you primarily studying for the ACT online, I highly recommend checking out this post on the best ACT prep websites. Want to improve your ACT score by 4 points? Check out our best-in-class online ACT prep program. We guarantee your money back if you don't improve your ACT score by 4 points or more. Our program is entirely online, and it customizes what you study to your strengths and weaknesses. If you liked this English lesson, you'll love our program.Along with more detailed lessons, you'll get thousands ofpractice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step program to follow so you'll never be confused about what to study next. Check out our 5-day free trial:

Culture Essay Example | Topics and Well Written Essays - 1000 words - 1

Culture - Essay Example iscuss whether or not there are ‘good’ stereotypes and discuss the pros and cons of the stereotype in the hope of understanding and logically assessing the veracity of this stereotype. The stereotype: homeless people are lazy drunks, have been used to describe and portray the picture of homelessness in America. The source of this stereotype has not exactly been pinpointed, however, the fact that homeless drunks make up about 30 to 40% of the total homeless population may be blamed for this stereotype (Jones, â€Å"News†). The fact that these homeless drunks are often the ones who gain the most attention from society because of their occasionally disorderly behavior may be one of the factors which contribute to the development of this stereotype. Many studies and statistics however were able to disprove this stereotype. In a paper by Jones (â€Å"News†) she disputes the claim that 90% of homeless people are drug or alcohol abusers. She firmly disputes these claims by citing accurate sources of statistics on the homeless people. She cites the US Interagency Council on Homelessness, the National Coalition for the Homeless and the Los Angeles Services Au thority as accurate sources for statistics on the homeless people (Jones â€Å"News†). Based on her review of statistics from these agencies, about 25 to 39% of the homeless population is composed of children. She then poses the question, on whether or not it is really true that these children can be drunks. On a more accurate note, Jones (â€Å"News†) notes that most of the addiction and alcohol abuse was seen after these people became homeless, not after. She also point out that substance abuse statistics from a Los Angeles survey reveal that 42% of the homeless were drug or alcohol users. Clearly, these figures are still well below the 90% rate that previous reports claim. She also points out that the more likely split in the statistics surrounding the homeless people is at 33%. This represents 33%

Personal Narrative Essay Example | Topics and Well Written Essays - 750 words - 1

Personal Narrative - Essay Example Despite the fact that the subject of ridicule on my body was gone, I was not aware of the fact that the ridicule would still continue as I joined school. With the onset of the adolescent stage, many girls in my class started getting curvier, and in my and other people’s opinion prettier yet I still maintained my rather stiff self. This is something that quite disturbed me considering the fact that this was a time when fitting in was quite an issue. Most of my peers were busy getting clothes that flaunted their bodies while I on the other hand quite struggled to dress my skinny self. This had started affecting me and it was during this difficult time that my father started teaching me a valuable and significant lesson regarding beauty and the power of self confidence. During my childhood, my family always indulged in a weekly ritual that we called family night. We always used this time for various activities and we would hold family councils when we would discuss important subj ects. Sometimes we would just play games, watch a movie or take ice cream while talking about moral issues of the time. There are times when we would get carried away and sing songs while hearing dad’s many stories. It was during one these family times that my dad brought a movie entitled Johnny Lingo for us to watch. In the movie was a shy ten year old girl who had long, stringy brown hair and big brown eyes on a freckled face. One would say that Pillsbury Dough Boy was her closest relative. However, the story was one filled with a lot of hope and in my own world I would say magic. The movie was all set up on an island and was about this girl named Mohana, who was actually quite ugly. She was all skin and bone and rarely washed or combed her stringy hair. Most of her time was spent on the woods so that no one could see her and make fun of her funny looks. In addition to this she was quite sidelined in her family due to the fact that everyone deemed her ugly. However, one day , a handsome young man named Johnny Lingo came to the Island and asked for Mohana’s hand in marriage. He gave Mohana’s father eight cows as a gift in exchange for Mohana. This was a great demonstration of devotion and love towards Mohana because the standard used to be four cows as a gift to the girl’s family. A year later Johnny Lingo and Mohana returned to visit the island and people hardly recognized Mohana who was now totally transformed. She now had long, shining beautifully combed hair and had put on some weight. In addition to this, her personality had greatly changed. She was not the same girl that used to hide in the woods so that people would not call her ugly, she seemed to have a lot of self assurance and confidence. Johnny Lingo said that he had bought her a silver and pearl inlaid mirror as well as a comb set and reminded her every day that she was beautiful. He said that Mohana had always had inner beauty that had not been discovered. I came to re alize the significance of this movie years later when fully practicing my modeling career. It had taken me sometime to realize that I had something special that could be used to my advantage. The people around me especially my father who gave me lots of positive reinforcement that helped me get the desirable effects consequently excelling in my career (Redmond & Montedoro, p.1). I had started small by participating in the schools fashion shows and beauty pageants. Even though most of my peers thought that it was a wild goose