Work Hard Play Hard

Jonathan White Professor Caldwell English 201 28 September 2012 Work Hard; Play Hard Work hard. Play hard. Two completely different things but they should coincide. So many people these days get by with the smallest amount of effort, and so many people play too much. An equal balance of the two makes for a high-quality pleasurable life. The harder you work the more you deserve to play, and trust me; you’ll feel better about it. Hard workers in this day and age can sometimes be very hard to come around. There are so many younger people that grow up getting almost everything handed to them.This, from the get go, doesn’t instill good work ethics in a person growing up. The younger generation needs to learn how to earn a good living in order to pass it on to future generations. I think hard work is challenging one’s self. What’s the point of living without a challenge? That’s a boring life if you ask me. Everybody wants to live a life that’s bett er than their surrounding citizens. That goal can be reached by working hard. Most people will do what’s easiest and avoid hard work. That is precisely why you should do the opposite.The easiest opportunities of life will be attacked by crowds of people seeking what’s easy. The much tougher challenges will usually see a lot less competition and a lot more opportunity. When you discipline yourself to do what is hard, you gain access to a field of results that are refused to everyone else. The willingness to do what is difficult is like having a key to a unique private treasure chest. The nice thing about hard work is that it’s universal. It doesn’t matter what industry you work in, hard work can be used to achieve positive long-term results no matter what the specifics are.If you work hard it will pay off. The greater your capacity for hard work, the more opportunities you will find yourself confronting. The deeper you can dive, the more treasure you can p ossibly find. There are so many different things that require hard work. Being healthy is hard work. Finding and then maintaining a successful relationship is hard work. Raising children is hard work. Becoming and staying organized is hard work. Setting goals, making plans to achieve them, and staying on the right track is hard work. Sometimes even being happy is hard work. As I stated earlier, if you work hard you DESERVE to play hard.You’ve earned the right to a weekend in Vegas, or a week on the beach in Cancun. Sometimes not having a good mix of work and play can lead to disaster. Everyone needs to relieve stress sometimes and one of the best ways to do it is to play hard. Take some time off once and awhile and do something new and exciting. I’m not saying go do something dangerously suicidal but maybe thrilling that’ll get your adrenaline pumping. Don’t let your life get 100% work orientated. Spend time with your friends and families, these things ar e important and everybody needs them.You’ll regret it in the future if you do not. Keep a good balance between everything and try your best to keep it that way. Working and playing coincide and should be kept equalized, but they should also be kept separate. When you are working hard, don’t play. When you’re playing hard, don’t work. It’s very simple but sometimes it can be hard not to forget. If you remember everything I’ve said and apply it to your own life there will only be success headed your away. Everybody around you will notice and you will be appreciated for it no doubt.You may also find that things will come a lot easier than they did prior. Most importantly, you will be proud of yourself. There is no better feeling than having the people that you are surrounded by proud of you except for the feeling of being proud of yourself. It’s like the feeling of reaching the top of a massive hill covered in snow. You can look down and see all that you have accomplished and say to yourself. â€Å"Wow, I did that. † Now the hard work is over. Take a deep breath, and slide down to the bottom. That was fun! Work hard, play hard. Work Hard Play Hard Jonathan White Professor Caldwell English 201 28 September 2012 Work Hard; Play Hard Work hard. Play hard. Two completely different things but they should coincide. So many people these days get by with the smallest amount of effort, and so many people play too much. An equal balance of the two makes for a high-quality pleasurable life. The harder you work the more you deserve to play, and trust me; you’ll feel better about it. Hard workers in this day and age can sometimes be very hard to come around. There are so many younger people that grow up getting almost everything handed to them.This, from the get go, doesn’t instill good work ethics in a person growing up. The younger generation needs to learn how to earn a good living in order to pass it on to future generations. I think hard work is challenging one’s self. What’s the point of living without a challenge? That’s a boring life if you ask me. Everybody wants to live a life that’s bett er than their surrounding citizens. That goal can be reached by working hard. Most people will do what’s easiest and avoid hard work. That is precisely why you should do the opposite.The easiest opportunities of life will be attacked by crowds of people seeking what’s easy. The much tougher challenges will usually see a lot less competition and a lot more opportunity. When you discipline yourself to do what is hard, you gain access to a field of results that are refused to everyone else. The willingness to do what is difficult is like having a key to a unique private treasure chest. The nice thing about hard work is that it’s universal. It doesn’t matter what industry you work in, hard work can be used to achieve positive long-term results no matter what the specifics are.If you work hard it will pay off. The greater your capacity for hard work, the more opportunities you will find yourself confronting. The deeper you can dive, the more treasure you can p ossibly find. There are so many different things that require hard work. Being healthy is hard work. Finding and then maintaining a successful relationship is hard work. Raising children is hard work. Becoming and staying organized is hard work. Setting goals, making plans to achieve them, and staying on the right track is hard work. Sometimes even being happy is hard work. As I stated earlier, if you work hard you DESERVE to play hard.You’ve earned the right to a weekend in Vegas, or a week on the beach in Cancun. Sometimes not having a good mix of work and play can lead to disaster. Everyone needs to relieve stress sometimes and one of the best ways to do it is to play hard. Take some time off once and awhile and do something new and exciting. I’m not saying go do something dangerously suicidal but maybe thrilling that’ll get your adrenaline pumping. Don’t let your life get 100% work orientated. Spend time with your friends and families, these things ar e important and everybody needs them.You’ll regret it in the future if you do not. Keep a good balance between everything and try your best to keep it that way. Working and playing coincide and should be kept equalized, but they should also be kept separate. When you are working hard, don’t play. When you’re playing hard, don’t work. It’s very simple but sometimes it can be hard not to forget. If you remember everything I’ve said and apply it to your own life there will only be success headed your away. Everybody around you will notice and you will be appreciated for it no doubt.You may also find that things will come a lot easier than they did prior. Most importantly, you will be proud of yourself. There is no better feeling than having the people that you are surrounded by proud of you except for the feeling of being proud of yourself. It’s like the feeling of reaching the top of a massive hill covered in snow. You can look down and see all that you have accomplished and say to yourself. â€Å"Wow, I did that. † Now the hard work is over. Take a deep breath, and slide down to the bottom. That was fun! Work hard, play hard.

Communications Scenario Essay

Effective office communications are not always easy. To communicate with one’s coworkers in a manner that is professional and efficient takes effort on all parties involved in the conversation. When speaking to a member of the opposite sex, one must be aware that differences exist in the way in which messages are sent and how messages are received. In the attached scenario, two peers must work together to run the business while their manager is away. Unfortunately, the communication between Mary and Steve in the scenario below was not very successful, professional, or effective. 1. If Steve were addressing a male coworker instead of Mary, would he have chosen to communicate in the same way? Men and women communicate differently. Because this has been proven in multiple studies throughout the years, one should recognize this and be aware of these differences when dealing with members of the opposite sex in business communication opportunities. Unfortunately, emotions tend to overcome common sense sometimes and communication breakdowns occur. Cynthia Burggraf Torppa, PhD, (n. . ) states that â€Å"Although at times differences in women’s and men’s communication styles seem to be constant and overwhelming, they are really quite minor. For example, both women and men can be nurturing, aggressive, task-focused, or sentimental. What is important to think about, however, is that women and men sometimes perceive the same messages to have different meanings. In fact, it may be as a result of the differences in message interpretation that the â€Å"battle of the sexes† occurs. Studies indicate that women, to a greater extent than men, are sensitive to the interpersonal meanings that lie â€Å"between the lines† in the messages they exchange with their mates. † If Steve were addressing a male coworker, he would have spoken the same way. What should have happened differently is that Steve should have been more aware of how Mary would have responded to the way he presented his problem. Men and women could more effectively communicate if the opposite sex had a heightened awareness to how each interprets messages differently. Men, because they tend to compartmentalize their communication into a smaller part of the brain, tend to be better at getting right to the issue, the more female brain (will) gather a lot of material, gather a lot of information, feel a lot, hear a lot, sense a lot. † (Gurian, 2005) 2. If Mary was treated in the same fashion by a female coworker, would she have responded in the same way? Mary may have reacted somewhat differently if this communication had occurred with a female coworker. She may have been more at ease communicating with another woman. However, in times of stress, people react in different ways. Many women, like Mary, tend to like to confide in others in order to obtain someone else’s point of view on the situation while others may choose to confront the situation head-on in an attempt to find a solution that makes everyone happy. 3. How was this exchange perceived by the male and female employees who overheard it? If others overheard this exchange, the males and females may have had very different view of how the communication was handled and what the real message being sent was. Many have said that women tend to let their personal feelings get too involved in the work environment and tend to take things personally. Men, on the other hand, are said to be able to not let personal feelings get in the way. Other women who may have overheard the exchange may tend to side with Mary, perceiving Steve as being a â€Å"typical man† who is unable to communicate his feelings in an adult fashion. Other men who may have overheard the exchange may have wondered what the problem was but would have been more inclined to ignore the exchange. Employees who observed Mary’s action of resorting to seek comfort from another female employee may believe that Mary is insecure about her role as a manager. As acting managers, both Steve and Mary should have kept the differences out of the view of teammates. Employees should not be witness to a disagreement between two managers and the destruction of the reputation is furthered by the way Mary sought comfort by discussing the situation with a coworker and by Steve slamming the door. While the CFO is away, Mary and Steve need to have a private conversation to work through the differences that have been displayed. Good communication skills and listening skills will be critical in this situation. Each will have to â€Å"flex† their normal personality styles to be able to communicate effectively and work through this scenario. A solid front must be presented to the rest of the team so show that issues can be worked through and that both Mary and Steve are capable of being in charge in the CFO’s absence. Scenario Mary Smith and Steve Johnson have equal roles in management positions at Company X, Y, and Z. They have been asked to work and make decisions together, while the CFO is away on business. An issue has developed, on which Mary and Steve disagree. While discussing the issue on the phone with Mary, Steve abruptly yells, â€Å"You aren’t listening to me,† and hangs up. A shocked Mary goes to another female employee to discuss how unfairly she feels she is being treated by Steve. Meanwhile, Steve has slammed his office door to brood alone. Do Mary and Steve not like one another? Do they not work well together? The answer is probably no to both questions. The cause of the distress is likely due to the ineffectiveness of their inter-gender communication, fueled in part by the stressful task of filling in for the CFO. Mary and Steve were communicating in stereotypical male/female patterns. Steve aggressively vented his anger at Mary and Mary meekly retreated to the solace of a fellow female employee, instead of confronting Steve. Each individual is unique; however, there are biological, social and cultural factors that influence how we communicate with the opposite sex.

Teenage Life Essay - 621 Words

People who are nostalgic about childhood, were obviously never children. Few people can remember the truth about adolescence. Their minds quot;censorquot; their memories; and have them believe that being a teenager was was one big party, free of cares and responsibilities. Well let me say this, you couldnOt be more wrong if you had a lobotomy. There arent that many adults around who realise what adolescence was really like. The anguish, the fear, the anxiety, the stress. People dont remember those problems because they want to forget them. The truth of the matter is, is that being a teenager is hard, right from the beginning, and it doesnt get any easier. We are such easy prey for big name companies who advertise using the pressure†¦show more content†¦There are thousands of poems floating around written by bitter or depressed teenagers that are never recognised as works of art. Another form of escape for teenagers is, unfortunately, suicide. It is alarming how high the teen suicide rates have risen over the past decade. Yet, it is comforting that there are support groups and counsellors available now to aid teens through their troubles. Because no one wants to see a life full of promise and potential end abruptly because of a little sorrow in one kids life. Another reason for teen suicide is their home life. The teenager gets caught in the middle of an argument between their parents, and they take the blame personally. This is not right. Sometimes the child is beaten or abused and is forced to run away into t he streets, where they become homeless, and sometimes abducted. Sometimes they just die in a back alley during a cold winterOs night, and they are never missed. At sixteen, a teenager knows about suffering, because he himself has suffered, but he barely knows that other beings also suffer. Although, some teenagers face their problems. They plod along through school. Some of them get after-school or weekend jobs. They learn responsibility. Eventually, they enter adulthood and the work force. Successful, confident, and eager to work. They lead their lives using the knowledge they swallowed throughout their education and the power they gained. But not long after, theyShow MoreRelatedTeenage Pregnancy : Why Get Pregnant Young When You Have Your Whole Life Ahead Of You?1764 Words   |  8 PagesBrianna Fenton Mrs. Quinzi English 3 June 1, 2015 Teenage Pregnancy: Why get pregnant young when you have your whole life ahead of you? If you can barely take care of yourself, can you really take care of someone else? In the United States, teenage pregnancy and birth rates have declined by one third over the past decade, however, one in three girls still become pregnant by the age of 20 (Brown 125). While it may seem good that the number of teenage pregnancies has declined, the facts remain thatRead MoreThe Secrets of a Teenage Life900 Words   |  4 PagesSecrets of a Teenage Life Many actions and feelings are expressed from J.D. Salinger through his character Holden Caulfield by both physical actions and expressed emotions in the book The Catcher in the Rye. The overall main message of the book is to express the troubles that are involved with growing up in the adolescence years, to Holden Caulfied, the main character of the book, growing up involves dealing with the phoniness of others and just not caring about much that is expected of life. Many negativeRead MoreThe Life of a Teenage Runaway1922 Words   |  8 PagesThe Life of a Teenage Runaway Along with being a teenager comes many hardships that vary from person to person. Different people choose to deal with their issues in different ways; unfortunately, some teens choose to leave their homes in hopes that the situation will get better. It has been shown that each year, nearly 1.7 million children and teenagers run away from home or are forced out by their parents (Maccio). â€Å"Substantial research shows that runaway and homeless youth are running awayRead MoreThe Pressures of Teenage Life 898 Words   |  4 Pagesput up with it and tried to do what was asked of me, but by my sophomore year, I couldn’t do it anymore. I didn’t want the pressure to look a certain way, because I was fine with the way I looked. Cookies and cake were always going to be a part of my life, and cheerleading wasn’t going to stop that. Being confident is hard to do, but it is essential for teens to be happy. Teens that see their body image in a negative way can lead them to neglect and jeopardize important aspects of their lives. TattoosRead MoreNarrative Essay About Teenage Life779 Words   |  4 Pagesand I said it has to be the best year of my life! When she asked me that question, it made me think a lot about my past years as being a teenager, it was so much easier yet harder. The day after I caught myself stressing about all the work thats due by December 1st, I found myself stressing and filled with frustration towards my schoolwork, college application deadlines, and general stressful teen life like friends and boys. That is the typical teen life, the craziest ride you will ever go on. â€Å"ItRead MoreEffects of Video Games on Teenage Life1442 Words   |  6 Pagesif any, effects video games are having on teenage life. Because many video games contain violent content, imagery, and gameplay, much research on video games has focused on whether playing violent video games leads to violent or aggressive behavior in youth. 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Time and tide waits for no man. Although this saying may seem incredibly cliched, this proves to be the most truthful statement of all. Man are often engaged in the never ending chase for time. Many have wasted their youth away during their teenage years and only to regret after it has been a forgone conclusion. i agree that the tennage years are the best years of ones life. Tennagers are generally full of vitality and energy. This advantageRead MoreTeenage Years Are The Best Time Of Your Life1257 Words   |  6 Pages Your teenage years are the best time of your life. Living in-between adulthood and childhood. Not being able to make any decisions for yourself. Having to live a life in which you have no say. Teenagers are often expected to accept the decisions adults make for them. They have no say in matters they are directly affected by. As a teen, this is a common occurrence. In my classes, I see students fighting for changes. They want to see changes in class structure and time. They have petitioned and receivedRead MoreTeenage Suicide : A Challenging Period Of Life3083 Words   |  13 PagesAdolescence is a challenging period of life, when individuals undergo major physical and psychological changes between the ages of 10 and 19. This period is accompanied by many needs, all of which contribute to increased risk-taking in youth, such as suicidal b ehaviors. Suicide is the third leading cause of death for youth between the ages of 10 and 24 in the United States (Centers for Disease Control and Prevention [CDC], 2014). Among this same age group, suicide accounts for 20% of all deaths annually

The Benefits of Sample Profile Essay

The Benefits of Sample Profile Essay The Little-Known Secrets to Sample Profile Essay Instead, you have to tailor your resume for each and every job that you apply for. You're going to want to make certain that all staff profiles are up-to-date. My profile was not optimized for my perfect job description. You probably shouldn't be listing each job you've ever had. Your headline should concentrate on how it is possible to help your prospects. To begin your career in technical writing, you ought to have a set of skills and a good portfolio. When you land on a great concept, they may request outline. As a consequence, there's a good deal of analytical data that has to be displayed on the webpage. A portfolio is an excellent means to share projects with prospective employers, in addition to make an impression by means of your UX abilities. The Battle Over Sample Profile Essay and How to Win It Each section is also clearly labeled and organized in a manner that certain parts of information will be simple to find once an end user refers back to it at distinct phases of the development approach. Utilize social networking channels to make sure that you spread the word out there. Another illustration would be the use of variables in your documentation undertaking. In general, it's a remarkable illustration of a persona that supplies useful insights while, at exactly the same time, being easy to remember. It's not simple to put all of your whole design abilities and experience into a concise, short passage. Actually, the word credentials has two unique meanings in regards to your job search. If a skill isn't directly linked to the position but might be relevant to the market, include it. When you've decided what projects to include, there are a number of techniques to display your words in context. Working in an outsourcing company usually means that you must deal with various client companies you haven't ever heard of and are unaware of their goods. If your company has been running for some time, you most probably already have a fantastic sense of your intended audience. In that instance, it can share its newest products on its social networking profiles. If you may sell esoteric merchandise and services few men and women care about, then you ought to be in a position to sell yourself. Your letter should explain what you can do to help your customer,' not what it is that you're selling, she explained. Whether you're a blogger or any other sort of nonfiction writer, you may use the techniques of memoirists to contact your readers on a deeper level. One of his other points in the guide is that webscraping is an excellent way to find interesting data. After all, writing for your intended audience is a valuable part of content advertising. You don't need to hand-code a web site, but your portfolio should be on the internet. Because do not have any portfolio, you have zero clue where to begin. Finally, your portfolio provides the chance to market your focus to detail. Such portfolio will appear heavy, that will allow you to make an impression as a seasoned and confident technical writer. You won't sell any of your merchandise by directly shilling on social networking. An excellent bio section consists of particular unique abilities, hobbies or interests which make you stand out. You may hear the expression cover page a good deal at work, but you shouldn't be fooled by its name. The list of skills that may be helpful for practically any tech writer is currently complete. In a few minutes, you can make a LinkedIn profile (though you are going to want to invest more than ten minutes to earn a profile that actually shines). A Github profile is a strong signal that you're a competent data scientist. In addition, the page is intuitive and simple to navigate. The entire page doesn't need to get crammed full. Find out what are the most frequent terms in your present-day LinkedIn profile. For those who have videos, LinkedIn will allow you to add them. LinkedIn is VERY exciting at this time. In summary, LinkedIn is now a bit like Facebook.

Analysis Of The Poem At Fourteen - 866 Words

Young minds are often portray as stews of hormones and impulse, however the choices they make are frequently deeply based on theory and worthy of being treated in a particular way of greater consideration. The poem of â€Å"At Sixteen† suggests raging hormones, girls, and everyday life leads to a consistent struggle for teens because sixteen years old don’t think critically like an adult; for example their minds are immature. The literary elements of this poem such as tone, character type, symbol, mode of criticisms are the key to understanding the poem and a necessary feature of storytelling that can be found in a written fiction. Edward Hirsh, who was born in Chicago, wrote â€Å"At Sixteen† and published in 1996. According to Hirsh biography, his â€Å"childhood was involved with poetry and became a well-known advocate for poetry as he grew†. In the poem of â€Å"At Sixteen†, an individual man had a natural strong desire to satisfy a carnal appetite with women. He was a waiter at a downtown restaurant and took his girlfriend to parties on Saturdays who wanted to get married and get pregnant. The other waiters laughed at his appetite when he wanted her so much he thought he die for it because she cared and loved for him. Furthermore, he hasn’t decided he wanted to â€Å"close the steel door† or sty with his girlfriend permanent and later out of blue, got a new job in a warehouse next to the factory where dozens of women feeding machines. The individual character has an appetite for women. TheShow MoreRelatedAnalysis Of The Poem At Fourteen 844 Words   |  4 Pagesbase on theory and worthy of being treated in a particular way of greater consideration. The poem of â€Å"At Sixteen† suggests raging hormones, girls, and everyday life leads to consistent struggle for teens because at sixteen you don’t think as an adult; their minds are immature. The literary elements of this poem such as tone, character type, symbol, mode of criticisms are the key to understanding the poem and a necessary feature of verbal telling storytelling that can be found in a written fictionRead MoreThe Poetry Of Harlem And Women Have Loved Before As I Love Now925 Words   |  4 Pagesgrabs the attention of everyone who is reading this phenomenal poem. Of the two poems listed in this essay, this opening statement is more attention-grabbing and is a fantastic hook to being with. Harlem and Women Have Loved Before As I Love Now, are ideally comparable and contrastable. The meanings of the poems and the authors of the poems are some topics that are different in these poems. The style of the poems and length of the poems are the other topics that are the same and are comparable to thisRead MoreThe Comparison of Two Love Poems634 Words   |  3 PagesThe poem â€Å"How Do I Love Thee†, by Elizabeth Barrett Browning, and â€Å"What Lips My Lips Have Kissed†, by Edna Vincent Millay are both well-known poems that both have themes of love. (LIT, Kirszner Mandell, Pg. 490). In both poems the poet helps the reader experience a lot of emotion with the use of certain words. There are speakers in both poems. In Mrs. Browning’s poem, the speaker is undefined, leaving open that the speaker could be a he or she. Millay’s poem which is written in first person, theRead MoreSonnet Analysis : Ozymandias And The Second Coming1253 Words   |  6 Pages Sonnet Analysis: Ozymandias and The Second Coming Name: Date: Sonnet Analysis: Ozymandias and The Second Coming Ozymandias and The Second Coming are interesting pieces that easily capture the attention of the reader. From the titles to themes and other literary elements, it is indisputable that indeed these pieces qualify for analysis. There are major themes that come out in each of the sonnets. To start with The Second Coming, some of the themes that emerge include good versus evilRead More An Analysis of Shakespeares Sonnet 73 Essay example1241 Words   |  5 PagesAn Analysis of Shakespeares Sonnet 73      Ã‚   Sonnet 73 by William Shakespeare is widely read and studied. But what is Shakespeare   trying to say? Though it seems there will not be a simple answer, for a better understanding of Shakespeares Sonnet 73, this essay offers an explication of the sonnet from The Norton Anthology of English Literature:      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   That time of year thou mayst in me behold   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When yellow leaves, or none, or few, do hang   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   UponRead MoreAnalysis Of Sonnet 116 By William Shakespeare867 Words   |  4 Pageswork with an adapting or suitable individuals Therefore, according to my close reading analysis the poem (Sonnet 116 by Shakespeare) is a fourteen line poem that is organized into three quatrains, ending with a rhymed couplet. It also has a regular stress pattern which makes the reader to go through some difficulty in understanding what the author is trying to convey in his poem. The first quatrain of the poem began with a statement to puzzle upon ‘’Let me not to the marriage of true mind/Admit impedimentsRead MoreSongs of Good and Evil1545 Words   |  7 PagesAbrams, Lynch, Stillinger). Blake was born November 28, 1757 in London, England and his artistic ability became evident in his early years. Blake had a very simple upbringing and had little education. His formal education was in art and at the age of fourteen he entered an apprenticeship with a well-known engraver who taught Blake his skills in engraving. In Blake’s free time, he began reading writing poetry. At the age of twenty-one, Blake completed his seven-year apprenticeship and began to work onRead MoreMarriage Of Love By William Shakespeare885 Words   |  4 Pageswork with an adapting or suitable individuals Therefore, according to my close reading analysis the poem (Sonnet 116 by Shakespeare) is a fourteen line poem that is organized into three quatrains, ending with a rhymed couplet. It also has a regular stress pattern which makes the reader to go through some difficulty in understanding what the author is trying to convey in his poem. The first quatrain of the poem began with a statement to puzzle upon ‘’Let me not to the marriage of true mind/Admit impedimentsRead MoreRule Analysis : Poetry By Poetry1353 Words   |  6 PagesRule Analysis: Poetry Introduction Poetry is a genre that expresses feeling through rhythm and tone, while creating a realistic vision of what the poet is imagining. Poems can either be short or could be lengthy, but they all have a meaning to them. A poem is often read for its message that it carries. The message is usually hidden in the context of the poem. Poetry is difficult because its language that is used is often indirect with the reader. There is no limit of subjects that can be used inRead MoreMaya Angelou655 Words   |  3 Pageseight, Angelou went mute for five years when she believed that her words killed a man. These years of silence helped develop her extraordinary memory, love for books and literature, and her ability to listen and observe the world around her. At age fourteen, Angelou dropped out of high school to be San Francisco’s first African-American cable car conductor. Maya returned to school, but became pregnant and graduated a few weeks before giving birth to her son Guy. She left h er home to raise her son as

Downsizing And Organizational Culture Essay Example For Students

Downsizing And Organizational Culture Essay Downsizing and Organizational CultureBy Joe GonzalezSociology 100Dr. Mario RedaTable of ContentsChapter 11Chapter 22Organizational Culture Defined2Downsizing Defined..3Culture Change..4Connecting the Literature.7Organizational Level Analysis7Organizational/ Individual Level Analysis10Downsizings Impact on Culture12Chapter 3.13Downsizing And Organizational Culture IntroductionA noted scholar recently assessed downsizing as probably the most pervasive yet understudied phenomenon in the business world 1. While we have become numbed by the near daily accounts of new layoffs, a New York Times national survey finding is perhaps more telling: since 1980, a family member in one-third of all U.S. households has been laid off 2. By some measures, downsizing has failed abjectly as a tool to achieve the main raison detre, reduced costs. According to a Wyatt Company survey covering the period between 1985 and 1990, 89 percent of organizations which engaged in downsizing reported expense reduction as their primary goal, while only 42 percent actually reduced expenses. Downsizing for the sake of cost reduction alone has been castigated intellectually as short-sighted and neglectful of what resources will be needed to increase the revenue stream of the future 3. A truer and fuller understanding of the forces shaping and thrusting downsizing forward today comes from an appreciation of increased global competition; changing technologies, which in turn are profoundly impacting the nature of work; increasing availability of a contingent work force 4; and shifting balance of power among organizational constituents away from rank and file employees and in the direction of shareholders and the chief executives who serve as their proxy. When we conceptualize downsizing within these broader frameworks, it becomes clear that we are speaking of downsizing both as a response to and as a catalyst of organizational culture change. This article will later provide a formal definition of organizational culture. For the moment, it is suggested that culture is to an organization what personality is to an individual. As with personality, change takes time and may be hard to discern, especially for persons inside the organization. This article will argue that, ultimately, the most prominent effects of downsizing will be in relation to culture change, not in relation to saved costs or short-term productivity gains. Key drivers of organizational culture will tend to shape an organizations approach to downsizing. For whose benefit does the organization exist? What are the basic assumptions among people who work in the organization? What are the basic assumptions the organization and the employee make in relation to each other? Establishing a direct link between downsizing and organizational culture is not an easy matter, however, as the following example will demonstrate. The Chief Executive Officer of Apple Computer re cently bought himself more time with disgruntled shareholders by promising to take forceful action on a number of fronts, including downsizing. The executive cited five crises: lack of cash; declining quality; a failed operating system development project; Apples chaotic culture; and a fragmented strategy . How do you connect downsizing, which is one of a number of actions being taken, with corporate culture, which is only one of a number of crises being solved in a manner and to a level that establishes a positive relationship?Another reason that it is difficult to draw a specific link between downsizing and organizational culture is that there are many different variations and approaches to downsizing. A distinction has been made between proactive downsizing, which is planned in advance and usually integrated with a larger set of objectives, and reactive downsizing, which would be typified by cost-cutting as a last resort after a prolonged period of inattention to looming problems by management5. Work force reductions can range from forceful in nature, i.e., involuntary reductions, to the milder approaches, such as resignation incentives and job sharing 6. There are different ways of deciding who stays, who goes from the outwardly arbitrary to criterion-based 7. There are different modes of planning, ranging from secretive sessions to open discussions and solicitation of ideas from employees. There are different standards of notice of terminations, including relatively harsh same day terminations as well as more generous 90 day or longer notices. There are even differences in intentionality, i.e., reductions can be planned to present employees with as little a break as possible from what they have known in the past or they can be designed to be deliberately disruptive to the status quo 8. Organizational Culture DefinedIt has been observed with respect to the concept of power that its omnipresence makes it difficult to usefully apply in specific situations 9. The same may be said of culture. If it is everywhere, and pervades every aspect of our existence, then how can it be subject to analysis. Schein (1992) offers at least a partial solution. He divides organizational culture into three levels: 1) at the surface are artifacts, those aspects (such as dress) which can be easily discerned, yet are hard to understand; 2) beneath artifacts are espoused values which are conscious strategies, goals and philosophies; 3) the core, or essence, of culture is represented by the basic underlying assumptions and values, which are difficult to discern because they exist at a largely unconscious level, yet provide the key to understanding why things happen the way they do. These basic assumptions form around deeper dimensions of human existence such as the nature of humans; human rel ationships and activity; reality; and truth. Schein (1992) himself acknowledges that, even with rigorous study, we can only make statements about elements of culture, not culture in its entirety. The approach which Schein recommends for inquiring about culture is an iterative, clinical approach, similar to a therapeutic relationship between a psychologist and a patient. Scheins disciplined approach to culture stands in contrast to the almost flippant way in which culture is referred to in some of the popular management literature. Downsizing DefinedLike culture, downsizing is problematic in its usefulness. Because it is popularly associated with giving people the axe in organizations, it is not a term that many management consultants go out of their way to use. On the other side of the spectrum, there are researchers who are concerned that downsizing has become too closely associated with the process of organizational decline and its naturally negative effects. Cameron, for example, defines downsizing as a positive and purposive strategy: a set of organizational activities undertaken on the part of management of an organization and designed to improve organizational efficiency, productivity, and/or competitiveness 10. Downsizing thus defined falls into the category of management tools for achieving desired change, much like rightsizing and reengineering. Clearly, the Cameron definition is overly expansive. Downsizing may and very likely will impact or impinge on systemic change efforts such as the introduction of total quality management, reengineering, or reinventing initiatives. They are not one and the same, however, as the Cameron definition would imply. This is significant, because Camerons connection of downsizing with a larger, purposive strategy allows him to conclude unabashedly that downsizing is a good and positive thing and that organizations should seek to do it on a regular and continuing basis . This cheery conclusion flies in the face of Camerons own four year study of thirty firms in the automotive industry, data from which revealed that very few of the organizations in the study implemented downsizing in a way that improved their effectiveness. Most deteriorated in terms of pre-downsizing levels of quality, productivity, effectiveness, and the dirty dozen, e.g., conflict, low morale, loss of trust, rigidity, scapego ating) 11. Downsizing is defined in this effort simply as a reduction in the size of the work force. This definition provides some analytical clarity, because it does not imply a value, either positive or negative, and encompasses a wide range of possible approaches. Thus defined, downsizing does not necessarily imply a reduction in the assets of the organization; for example, an organization may contract out a function that was previously done by permanent employees. The elimination of the jobs of the employees constitutes downsizing. Culture ChangeChanging an organization is messy, complicated business. A study by Kotter and Heskett (1992) indicated that culture change becomes tougher as organizations become more established and successful. The very bases for a companys earlier success can be hindrances to needed changes under new and different scenarios from those which existed previously. Prevailing models provide uncertain guideposts. For example, it is standard fare within the leadership literature12 to depict the need for a vision of a desired future state of the enterprise. What if elements of a vision clash with each other? What if a leader, for example, decides to embrace a total quality management culture built upon trust among all parties and, at the same time, embarks upon a series of layoffs which are likely to engender distrust among those same parties? The conventional wisdom in response is to acknowledge that there will be sadness and losses and a murky period which goes under the heading of the neutral zone; but, in the end, there will be new beginnings13. How long does the neutral zone last? Existing research provides no solid answers. How long will a leader with a vision wait for the culture to change in positive ways? Research supports the idea that culture change is a multi-year effort 14. If we broaden our conceptualization of culture change to include both intended consequences (planned change) and unintended consequences (unplanned change), then it is at least possible to be confident that downsizing is a catalyst for culture change. Organizational theorists from Lewin (1951) forward, including Argyris (1992) have insisted upon the need for a destabilizing element in any change process. The existing status quo is conceptualized as a dynamic in which forces resisting change and forces pushing for change have found a balance. In order to shift the balance (in the favor of change), the situation needs to be unfrozen. In other words, people have to be rocked out of their comfortable existence, so they will be alerted to the need for change. Downsizing qualifies as a destabilizer of status quo ante even under circumstances where departures are voluntary. Hickok (1995), for example, documented symptoms of survivor illness at an Air force installation that had, up to the point of the research, experienced only voluntary departures. The literature is replete with examples of burnout, depression, anger, and betrayal as common responses by survivors of layoffs. Not all responses are negative: there are reports of people getting charged up, finding new excitement in their work, being challenged by the prospect of doing more with less or saving the organization15 found that implementers of layoffs (i.e, those pulling the strings) had more positive reactions than did implementees (i.e., those who were having the layoffs done to them). In any event, it should be acknowledged that downsizing has altered the rule of the employment game. The way these changes have tended to be theoretically euphemized is by indicating that the psychological contract between employers and employees has been violated16. No longer can the employer offer job security. The new psychological contract being marketed is conditional employment, with the availability of training and development opportunities to help keep employees employable, even if not at this particular company17. Minimum Wage and Why we Should Leave It EssayBrockner and colleagues have studied the fairness of layoffs from a procedural justice perspective and have shown a link between perceived fairness of the layoffs and survivor commitment to the organization32. Among the fairness factors which Brockner examines is the connection with existing corporate culture. Organizations such as IBM and Digital Equipment which have traditionally had a policy of averting layoffs are likely to be perceived by employees as violating the psychological contract and therefore as more unfair when they do resort to layoffs. Noer (1993) sees letting go of the old employment contract as tough but necessary. His view is that implicit lifetime employment guarantees are unhealthy both for individuals and organizations. They result in a sort of organizational codependency in which individuals invest enormous energy in trying to control the system and at the same time have much of their self-worth tied up in trying to live up to the organizations, not their own, values. In a similar vein, Hecksher (1995) concludes that management loyalty to the organization is no longer needed; what is needed is more professionalism, evidenced by creative contributions to the organization. Bridges (1994) goes even further; he sees a secular trend away from the traditional job, with security, job description, etc. Like Noer, he sees greater possibility for individuals to achieve autonomy and satisfaction by taking responsibility for their own futures. Work relationships can become much more testy during periods of organizational decline. That can take the form of backstabbing, placing of blame, and overt failure to cooperate33. Hickok (1995) analyzed interview responses at two downsizing military bases and found that mentions of increased conflict in the workplace were significantly greater than the more positive mentions of pulling together. Downsizings Impact on CultureFor organizations, particularly the IBMs and Digital Equipments of the world which long resisted layoffs, it is hard to image that the organizations or their cultures have remained anything close to intact. Getting back to the questions posed earlier: For whose benefit does the organization exist? It seems clear that organizations exist less today for the well-being of rank-and file employees than they once did. With the Dow shattering all records, it seems clear that the shareholders have the upper hand in making critical corporate decisions. They are partnered with CEOs who received an average pay raise in 1995 of 23% 34. Just look at who is prospering and who is not. What are the basic assumptions among people about working relationships in the organization? The basic assumptions about working relationships have changed, in ways that can not yet be well assessed. It appears, at least, that relationships tend to be less familial and more competitive tha n in the past. What is the worth of what have traditionally been termed commitment and loyalty? We just do not know? What is the impact of the feeling that the organization is a community even a family with relatively stable long-term working relationships? And how will that play out in terms of cooperation given to others as opposed to backstabbing in the intense competition for scarce resources? We can only be sure that things have changed, not how. What are the basic assumptions the organization and the employee make in relation to each other? The basic assumptions by employees and organizations about their employment relationship have changed from long-term and stable, with organizations expected to make accommodations to avoid laying people off to more short-term and contingent. Researchers such as Bridges and Noer forecast a more happy future for those who adapt to the changing times in the new scenario, but that is a difficult forecast to test. Organizations usually have some degree of flexibility about how they reduce personnel expenses. Decisions to inflict pain upon employees as part of the process may very well reflect an effort to bust the existing culture. Decisions to minimize pain may reflect an effort to reinforce the existing culture. Table 1 sorts several downsizing practices by whether they tend to reinforce (or leave alone) existing culture or to intentionally destabilize the culture. For these purposes, methods which are less disruptive and/or give members more of a sense of control are labeled as reinforcing and those practices which are particularly likely to induce pain among members of the work force (particularly those who are asked to leave) are labeled as destabilizing:ConclusionIt is difficult to write with authority about the relationship of downsizing to organizational culture, in part because these are both subject areas in need of clarification and empirical research. It is intuitively evident, eve n definitional, that a leaders cultural mind set will have a great deal to do with whether and how downsizing is implemented in an organization. It also seems, beyond question, that downsizing acts as an organizational destabilizer and thus as a catalyst for culture change. Whether resultant cultural change is beneficial to the organization as a whole is open to speculation. Because downsizing is a relatively recent phenomenon at the white-collar level, time will have to differentiate between short-term effects and reactions and the longer-term consequences. Perhaps less bloated bureaucracies will free people to get more work done and to interact more positively. Perhaps a whole generation of management thinkers overstated the value of loyalty and commitment that accrues over a long and stable employment tenure. That, again, will be for time to judge. This article has noted three observations in relation to the impact of downsizing on organizational culture. First, it clearly appears that power has shifted away from rank-and-file employees in the direction of top management/ownership. Accompanying this change is a shift in emphasis away from the well-being of individuals in the direction of the pre-eminence and predominance of the organization as a whole. Second, it appears working relationships have changed away from being familial in the direction of being more competitive. Third, the employer-employee relationship has moved away from long-term and stable in the direction of short-term and contingent. It was argued in this article that decisions associated with a downsizing action may tend either to be culturally reinforcing (i.e., less disruptive, more individual control) or culturally destabilizing (i.e., likely to induce pain). Key downsizing practices were categorized by which of these they were more generally associated. Finally, the author suggested five simple question areas that organizational leaders who are interested in probing the moral and spiritual dimensions of downsizing might usefully consider. These include ensuring the fundamental decency of the approach being considered, engaging in appropriate dialogue, thinking through the consequences for those who may be adversely affected, having ready explanations for multiple constituencies, and offering a realistic opportunity for a better future for the organization and the organizations stakeholders. Works Cited1. American Management Association (1994). 1994 survey on downsizing. 2. Armstrong-Stassen, M. (1993). Survivors reactions to a workforce reduction: A comparison of blue-collar workers and their supervisors, Canadian Journal of Administrative Sciences 10 (4), pp. 334-343. 3. Argyris, C. (1992). Knowledge for action: A guide to overcoming barriers to organizational change. San Francisco: Jossey-Bass. 4. Bennis, W. (1989). On becoming a leader. Reading, MA: Addison-Wesley. 5. Bridges, W. (1987). Managing transitions. Reading, MA: Addison-Wesley. 6. Bridges, W. (1988). Surviving the survivor syndrome. 7. 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The Character Of MacBeth Essays (1688 words) - Characters In Macbeth

The Character of MacBeth Macbeth is presented as a mature man of definitelyestablished character, successful in certain fields of activity and enjoying an enviable reputation. We must not conclude, there, that all his volitions and actions are predictable; Macbeth's character, like any other man's at a given moment, is what is being made out of potentialities plus environment, and no one, not even Macbeth himself, can know all his inordinate self-love whose actions are discovered to be-and no doubt have been for a long time- determined mainly by an inordinate desire for some temporal or mutable good. Macbeth is actuated in his conduct mainly by an inordinate desire for worldly honors; his delight lies primarily in buying golden opinions from all sorts of people. But we must not, therefore, deny him an entirely human complexity of motives. For example, his fighting in Duncan's service is magnificent and courageous, and his evident joy in it is traceable in art to the natural pleasure which accompanies the explosive expenditure of prodigious physical energy and the euphoria which follows. He also rejoices no doubt in the success which crowns his efforts in battle - and so on. He may even conceived of the proper motive which should energize back of his great deed: The service and the loyalty I owe, In doing it, pays itself. But while he destroys the king's enemies, such motives work but dimly at best and are obscured in his consciousness by more vigorous urges. In the main, as we have said, his nature violently demands rewards: he fights valiantly in order that he may be reported in such terms a "valour's minion" and "Bellona's bridegroom"' he values success because it brings spectacular fame and new titles and royal favor heaped upon him in public. Now so long as these mutable goods are at all commensurate with his inordinate desires - and such is the case, up until he covets the kingship - Macbeth remains an honorable gentleman. He is not a criminal; he has no criminal tendencies. But once permit his self-love to demand a satisfaction which cannot be honorably attained, and he is likely to grasp any dishonorable means to that end which may be safely employed. In other words, Macbeth has much of natural good in him unimpaired; environment has conspired with his nature to make him upright in all his dealings with those about him. But moral goodness in him is undeveloped and indeed still rudimentary, for his voluntary acts are scarcely brought into harmony with ultimate end. As he returns from victorious battle, puffed up with self-love which demands ever-increasing recognition of his greatness, the demonic forces of evil-symbolized by the Weird Sisters-suggest to his inordinate imagination the splendid prospect of attaining now the greatest mutable good he has ever desired. These demons in the guise of witches cannot read his inmost thoughts, but from observation of facial expression and other bodily manifestations they surmise with comparative accuracy what passions drive him and what dark desires await their fostering. Realizing that he wishes the kingdom, they prophesy that he shall be king. They cannot thus compel his will to evil; but they do arouse his passions and stir up a vehement and inordinate apprehension of the imagination, which so perverts the judgment of reason that it leads his will toward choosing means to the desired temporal good. Indeed his imagination and passions are so vivid under this evil impulse from without that "nothing is but what is not"; and his reason is so impeded that he judges, "These solicitings cannot be evil, cannot be good." Still, he is provided with so much natural good that he is able to control the apprehensions of his inordinate imagination and decides to take no step involving crime. His autonomous decision not to commit murder, however, is not in any sense based upon moral grounds. No doubt he normally shrinks from the unnaturalness of regicide; but he so far ignores ultimate ends that, if he could perform the deed and escape its consequences here upon this bank and shoal of time, he'ld jump the life to come. Without denying him still a complexity of motives - as kinsman and subject he may possibly experience some slight shade of unmixed loyalty to the King under his roof-we may even say that the consequences which he fears are not at all inward and spiritual, It is to be doubted whether he has ever so far considered the possible effects of crime and evil upon the human soul-his later discovery of horrible ravages produced by evil in his own spirit constitutes part of the tragedy. Hi is