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.