Intertextuality and Interpretation of Meaning Essay

Intertextuality and Interpretation of Meaning - Essay Example Linguistic and Literary Issue 2: Cultural intertextuality specifies that "a literary discourse is only approachable as a segment or concatenation of discursive segments within a network of inter-articulated discourses, and one finds Anthony's "They better don't stop the Carnival" as an apparent illustration of cultural intertextuality in literary discourse. (Lucy and Niall, 337) Linguistic and Literary Issue 3: Literary intertextuality, which is analysable within cultural intertextuality, stipulates that "a literary discourse establishes horizontal (syntagmatic) relationships with the global discourse of literature in its own language and with literary discourse in other languages; and vertical (paradigmatic) relationships with the ensemble of discoursecomposing a culture spatially and temporally determined." (Lucy and Niall, 337) Linguistic and Literary Issue 4: Michael Anthony's "They better don't stop the Carnival," one of the best Caribbean and post-colonial short stories, illustrates the link between intertextuality - both cultural and literary - and literary discourse, and an intertextual reading of the story offers the most essential meaning of the literary text. From a semio

Research-Based Studies Essay Example | Topics and Well Written Essays - 1000 words

Research-Based Studies - Essay Example Apart from reported lower birth rates in the test group, no other significant differences were found between the two groups, and it was concluded that there are no significant differences in the likelihood of having a cesarean delivery between the women that had induced labor and those which awaited spontaneous labor, which is contradictory to previous studies that reported a 2.5-fold increase in the likelihood of a cesarean delivery among women with induced labor (Nielsen, et al., 2005). A flowchart showing how the researchers possibly designed the study is shown in figure 1. The results of the study and the evidences were consistent with the conclusion that having induced labor does not increase the likelihood of having a cesarean delivery as compared to awaiting spontaneous labor. The results were processed using statistical analyses, and even if the rates of cesarean delivery for the test group was 8/116 and the control group 8/110 seem variable the differences were statistically non-significant according to tests (Nielsen, et al., 2005). The cesarean delivery rate for nulliparous patients in the test group (6/45) was also non-significantly different from the control (6/58). The results corroborate the conclusions of the researchers with regards to the use of induced labor in pregnancy, implying that whether or not a woman chooses to undergo induced labor or not, her chances of delivering cesarean delivery is just the same as with any other woman. Ethical Issues The study could have encountered several possible ethical issues, especially since the test subjects were people. For one, the autonomy of the test subjects might have been challenged so as to keep the homogeneity of the sampled population, and they might have to undergo certain restrictions in order to do that (Jones, 2003). To fill in the number of people needed for the study to be initiated all women that were possibly included in the assignment criteria, their informed consent have to be obtaine d first. If the subjects were to be forced to participate without their knowledge and consent, not only would their autonomy be challenged but their patient rights would also be violated (Jones, 2003). Thus before the women were observed in the study, aside from informing them of the purpose, they were also given an option of participating, along with the causes and consequences so as for them to weigh in on whether to become part of the study or not. In relation to this, confidentiality is also an important ethical issue, and this was done possibly through random assignment of codes instead of referring to each participant with their names, to keep patient information private. Research Type The study of whether or not the induction of labor increases the likelihood of cesarean delivery among expectant mothers was conducted through an experimental research method. Based on the definition, the research studied causal relationships as well as theories, and these were tested and valida ted or contradicted based on the collected results (Brink & Wood, 1998). As indicated in the paper, most of the test subjects that were included in the study were selected based on certain criteria such as cephalic presentation, singleton gestation, maternal age greater than 17 years, as well as being a candidate for vaginal

W2CapD Vision and Mission Essay Example | Topics and Well Written Essays - 250 words

W2CapD Vision and Mission - Essay Example e benefit – a vision statement gives the picture of the preferred future†¦ the vision is a statement that describes how the future will look if the organization meets its mission† (Wilkinson, 2013, p. 1). Thus, the mission statement defines the specific strategies that are to be undertaken to ensure that the vision is achieved. Values play a crucial role in the vision and mission of an organization. The beliefs, principles, and philosophies of the officers and leaders in the organization influence the manner by which vision and mission statements are designed. As emphasized, â€Å"vision and mission statements should articulate the essence of your organizations beliefs and values and define its place in the world† (Foundation Center, 2015, p. 1). Likewise, core values are further asserted as the â€Å"the principles and standards at the very center of our character, and from which we will not budge or stray. (As such), even though we frequently talk about mission and vision first, the basic underlying foundation for both are our core values† (Grusenmeyer, n.d., p. 2). As such, the theoretical or conceptual framework which becomes the foundation of the mission and vision statements are the values set ingrained in the incorporating owners or members of the organization. What they believe they n eed or want to achieve in the long term would define the mission and vision that would be explicitly communicated to the rest of the stakeholders. Wilkinson, M. (2013, January 30). There’s a difference: mission v. vision. Retrieved from managementhelp.org:

Explanations of disorders of memory Essay Example for Free

Explanations of disorders of memory Essay An evaluation point for repression is research by Levinger and Clark, they carried out a study where the Ps were given negatively charged words and neutral words. They had to do a word association task whilst having their skin response measured. The Ps were then given the cue words again and asked the associations hey had just reported. They found that Ps took longer to recall the negatively charged associations than the neutral ones. So it could be said that it took longer to access the unconscious mind for the word associations. It has been reported that between 20-60% of people undergoing therapy as a result of child sexual abuse report periods in their lives when they could not remember the abuse had taken place. This supports repression as it shows that the memories had been repressed in their unconscious. However it could be said that they did not want to recall the events so therefore pretended they couldnrsquo;t remember. Freud published case studies for his neurotic patients to support his ideas of repression. These have been questioned as inaccurate, however the case studied were unique and one off and cant be generalised as the study took place on white,middle class neurotic women only. The study could be therefore be said to be Oestocentric and culture bias. The study however did have rich qualitative data. Post traumatic stress disorder is where people re-live traumatic events that have taken place in theory lives. This contradicts repression theory as these people are always remembering it as its not being repressed like Freud says they should. Robinson et al found that the memory of childbirth pain seems to be forgotten or repressed over time. This supports Freuds theory as child birth can be very traumatic however there are problems with using this evidence to support repression. It is difficult to generalise as the pain of childbirth is more painful and lasts longer than other types of pain. In conclusion all the theories of forgetting have their strengths but some seem to have more credibility and face validity than others. Psychologists however have considered that forgetting can be induced by memory disorders such as amnesia and dementia.

Choice of leadership styles

Choice of leadership styles In the process of certain incidents with in the group of people whether it formed temporarily or permanent which requires someone to lead or conduct the group of people in a way that drives towards right direction. For any organization it is difficult to run a business without a leader. It is alike driving a car without knowing the road. The person who is appointed or selected as a leader needs to have certain influential skills which cause the organization to follow. To be a leader the individual must be able to induce followers to act for certain goals that represent the values and motivations the wants and needs, the aspirations and expectations of both leaders and followers (Burns, 1978). There are some differences and similarities between the companies followed leadership style. It depends on structure of a company, area of a business and other factors which would influence the leadership style of the organization. Managers need to have certain skills to run their business in any situation and need to reflect feedback gathered from other people, on their business process and sometimes they need to delegate someone to complete the specific task within a particular time frame and the outcome would show how successful and inspirational managers they are. 1. Identify factors in organisations that would influence choice of leadership styles and explain why leadership styles are likely to positively affect team building. Mainly there are four basic factors which influence leadership style in certain organization (US. Army, 1983), which are leader itself, follower, situation and communication. Leader: The knowledge, personality, beliefs, skills, ethics and values of the leaders (his/her) will affect the leadership style. The leader will reflect his or her personal characters on the process of strategy or way of doing. Followers: Any organization consists of numbers of followers with different backgrounds and personalities. Leaders should use the most appropriate strategy in a way that followers to respond their best and they need to know their people well. Situation: Leaders stay had to choose the strategy in many different situations. Every strategy does not work for every situation. The one strategy you used in one situation may not work for in other. Communication: The way of communication shows the relationship between the leader and an employee. The relationship between leader and an employee affect the leading style. Adams Equity Theory: According to this theory, when fair balance between employees inputs and outputs settled productivity of work is to improve with motivated employees. Employee Inputs include: Effort Loyalty Hard Work Commitment Skill Ability Adaptability Flexibility Tolerance Determination Enthusiasm Trust in superiors Support of colleagues Personal sacrifice, etc. Employee Outputs include: Financial rewards (salary, benefits, perks, etc.) Intangibles that typically include: Recognition Reputation Responsibility Sense of Achievement Praise Stimulus Sense of Advancement/Growth Job Security When employees think their inputs are more than their outputs, some employees are to work hard to bring the balance whereas some may feel de-motivated and could look for another alternative employment. Therefore manager needs to keep the balance of input and outputs as fair as possible. In the practical life these inputs and outputs of employees are balanced differently, based on organizational structures and its management style. There are five kinds of leadership styles can found in organization which are: Autocratic, Collaborative (Participatory), Democratic and Laissez-Faire. Autocratic leadership style: Manager has as much power of authority as possible and does not seek input from team. Employees are expected to do their work as whatever manager said. Also this type of leadership is likely to reduce motivation of employees. Collaborative (Participatory) Leadership style: This leadership style is the most effective one for team building. Every one from each department, appointed for certain task within the organization and encourages creativity, productivity and responsibility. Democratic Leadership Style: Managers inform their employees for everything and encourages employees to participate in a decision making process through gathering information, suggestions and ideas from members and employees. Laissez-Faire: Managers leave their employees free for decision making, determining goals and objective and all authority is given to employees. Among these leadership styles most appropriate one for to create effective team building is the collaborative leadership style. For instance, at STARBUCKS, the managers wanted to develop a deep relationship with their employees in order to achieve their trust from trust other employee carer UNIONS. Starbucks has increased the employees outputs to motivate their employees such as providing them opportunities to practice their skill, allow them to contribute to organization, improved the working condition, created a part of the organization environment and recognised employees achievement awards like; Warm Regards, MUG Award and Spirit of Starbucks Award. When employees achieved their task or exceeding the targets, they are to get motivated and rewarded when. 2. With reference to a relevant leadership model, explain how an organisations working practices could be improved, by collecting feedback from others. : Any organization is in battle to continuous improvement of its product and service. One of Japanese most famous management model is KAIZEN. Kaizen means on going improvement involving everyone, top managements, managers and workers. Kaizen refers to removal of 3MUs (Muda- waste, Muri-strain, Mura- discrepancy) and application of 5Ss (Seri- straighten up, Seiton- Put things in order, Seiso- clean up, Seiketsu- personal cleanliness, Shitsuke-discipline) at any level of the organization in order to improve the process of the organization continually. When any problem is seen in the organization, it demands some changes for improvement and as a matter of fact only the honest and realistic feedback would affect to bring sustainable growth and change in the organization. Gathering feedback from others is one of the most important techniques for both individual itself and for the company to improve its ongoing performance. The feedbacks can be gathered through different ways such as surveys, suggestion box, face to face conversation, telephone, online comments etc. The output of the company could be more effective, when managers reflect the gathered feedback information on their decision making process. Employees are one of the main factors for operating business and managers are able to know how employees think, feel and behave, through a relevant survey. The employee attitudes, opinions and suggestions in the survey would provide opportunity for managers to see the organization from different angle. The survey should aim to understand what makes their employees motivated or discouraged and what factors that can provide a job satisfaction or dissatisfaction, what do employees think about current situation of the company, what changes they want, then managers would be aware of the problem and they would be able to know what steps needs to be taken and which helps the company to operate in more productive and profitable ways. The most recent and effective appraisal, for individual and organization is the 360 degree feedback and which has widely implemented in numbers of organizations. 360 Degree or multi-rater feedback is a process which is a tool of individual or organizational self assessment through multi raters feedback and anybody who is related to individual or to the organization can be involved in the process such as managers, direct reports, clients, customers, suppliers etc. In this process you are not assessed by one person like only by your manager, you are also assessed and rated on your performance by other people who know about you and your work well. Your own completed assessment will be compared with others opinion and feedbacks and the result will be much more realistic and objective as assessment involved large number of raters than as involved only one rater. When this process implemented well and effectively, which will help the organization move towards bright and successful future. 3. Explain why it is so important to make effective and efficient use of your teams knowledge and skills while planning to achieve work objectives More or less someones help encourages an achievement of success for any reason. No one could be successful without receiving any help from others. Specially, a manager in any organization works with other people as a team for a certain goal and whose success can not be measured on its own, without his/her employees. There are numbers of tasks need to be completed by team members to reach the set objectives. However it does not mean that everyone can do whatever they want. As a manager it is important to use knowledge and skills of his/her employees, in effective and efficient way. Manager needs to consider and identify which employee is good at what and what skills of employee need to do what task, during the planning and task allocating process. When manager identifies the strength and weakness of the employees it will be easier for the manager to delegate the task. If managers delegate the tasks without having any idea of their employee skills and knowledge, a team can face quality and cost related problems and it could cause not to achieve the set objective on time. The outcomes are as written bellow when managers use skills and knowledge of their employee in a right way: Save time to accomplish a task on time A good quality of work Save cost and money Ready for next similar task, since manager knows who good at what 4. Identify and describe one barrier to delegation in the workplace and one mechanism to support delegation in the workplace Delegation is a part of a managers job and which gives responsibility, authority and accountability to employees and also gives opportunity to show their skills and talent to their managers. Some managers avoid delegating works because of mistrust and try to complete the whole work on his/her own. It brings workloads and stress to the manager and even can cause to failure of work. Therefore delegation of work is useful for manager him/herself, employees and for the company as a whole. However there are some advantages and disadvantages of delegation. Advantages of delegation: Efficient use of time and skills Provides professional growth opportunities Promotes teamwork Increase productivity Develop trust with your employees Save money Gives employees pride in their work and improve job satisfaction Disadvantages of delegation: Delegated work may not be done correctly Employees may focus more on their own work than delegated work Employees may not be sure who to consult because of unclear structure of authority The numbers of obstacle can appear in front of delegation though the barrier that seen most frequent is the own attitudes and traits of delegators or managers themselves. Delegation means allowing someone to do something through giving an authority to make their own decision to complete the certain task. The main barrier appears when the manager to decide whether to delegate or not and the reasons which influence managers to not to delegate are, having a mistrust with their employees and having a fear of loosing their authority to others. If manager do not trust his/her employees skills or having a fear of loosing his/her authority to someone, manager would prefer to do it on his/her own, rather than delegating to someone. Even though there are some factors which push managers to delegate the task to someone, which are; size of organization, more demanding tasks to complete, task complexity, qualities of subordinates and importance of the duties and decision. These supporting factors are more situational and the most influential one, which supports the delegation, is having workloads in a workplace. When managers have to complete massive works in a short time, they will prefer to delegate someone to complete the task behalf of them. Otherwise managers can not be complete their task on time and which could influence their work performance negatively. 5. Explain one technique that could be used to monitor the outcomes of delegation in the workplace A manager as a delegator needs to make sure that delegated tasks are being done correctly and effectively before its accomplishment. Every tasks need to be completed in a certain period of time and employees supposed to be aware of what work needs to be done, how it should be done, whom they are going to consult when problem appears and what outcomes do managers expect. If manager re-inform about deadlines and establish checkpoints and ask members if there is any problem or if they need any help to support them for finishing the relevant tasks which would help managers to get successful outcomes from their staffs. However the one thing that managers always need to remember is not to interfere too much to their employees work where you delegated. Because, it could influence employees decision, to accomplish the task on their own way and which can not be effective when something has done under someones pressure. Conclusion: The numbers of organizations are being established day by day and they would choose their own management style adapting to their business situation. There is no such leadership style, which is always successful and its effectiveness would depends on what organizational culture they have and what type of business they run. Managers need to have certain influential leadership skills which are to accomplish the certain task successfully through making their employees motivated. On the other hand, managers decision will not be right all the time, sometimes they need to listen to other peoples opinion, suggestion and ideas and should reflect those things on their decision making process to reach a successful outcomes.

The Madwoman in the Attic: The Woman Writer and the Nineteenth-Century

The Madwoman in the Attic: The Woman Writer and the Nineteenth-Century Literary Imagination "And the lady of the house was seen only as she appears in each room, according to the nature of the lord of the room. None saw the whole of her, none but herself. For the light which she was was both her mirror and her body. None could tell the whole of her, none but herself" (Laura Riding qtd. by Gilbert & Gubar, 3). Beginning Gibert and Gubar’s piece about the position of female writers during the nineteenth century, this passage conjures up images of women as transient forms, bodiless and indefinite. It seems such a being could never possess enough agency to pick up a pen and write herself into history. Still, this woman, however incomprehensible by others, has the ability to know herself. This chapter of The Madwoman in the Attic: The Woman Writer and the Nineteenth-Century Literary Imagination, titled â€Å"The Queen’s Looking Glass,† discusses how the external, and particularly male, representations of a woman can affect her so much that the image she sees in the mirror is no longer her own. Thus, female writers are left with a problem. As Gibert and Gubar state, â€Å"the woman writer’s self-contemplation may be said to have begun with a searching glance into the mirror of the male-inscribed literary text. There she would see at first only those eternal l ineaments fixed on her like a mask†¦Ã¢â‚¬  (Gilbert & Gubar, 15). In Charlotte Brontà «Ã¢â‚¬â„¢s Villette, the narrator and heroine Lucy Snowe is faced with a great deal of â€Å"reflections† which could influence her self-image and become detrimental to her writing. However, she is aware that the mirrors she finds, whether the literal mirror of the looking glass or her reflection in other characters’ ... ... authors insisted that they are† (43). However, instead of doing â€Å"fiery and suicidal tarantellas out of the looking glass,† (44) Lucy Snowe decides to ignore the inaccurate representations in the mirrors around her and focus her energies toward constructing a mirror of her own – the â€Å"circular mirror of crystal† she is always searching for but that can only be found in the text itself. The line Gilbert and Gubar apply to Brontà « and other successful women writers is also valid for Lucy. â€Å"The old silent dance of death became a dance of triumph, a dance into speech, a dance of authority† (44). Works Cited Gilbert, Sandra M. and Susan Gubar. The Madwoman in the Attic: The Woman Writer and the Nineteenth-Century Literary Imagination. New Haven: Yale UP, 1979. O’Dea, Gregory. â€Å"Narrator and Reader in Charlotte Brontà «Ã¢â‚¬â„¢s Villette.† South Atlantic Review 53.1 (1988): 41-57.

Major Crime

†¢What is the purpose of major crime-reporting programs? What makes a successful crime-reporting program in the United States? The purpose for major crime-reporting programs is to try to improve the methology and to publish the collective data. So by having major crime-reporting programs the law enforcement agencies are able to get information and also collect data to figure out the crime patterns of the nation instead of just one spot. This is hard though because not all of the crimes that end up happening get reported. So by this being said not everything can go into the crime-reporting programs.I think the government needs to try to find another way to get these â€Å"smaller† none reported crimes to be reported. What makes a successful crime reporting program in the United States is that most of the crimes do get reported the way that they should, and that the police officers are doing their job to the best of their abilities. I think it could be stepped up a notch an d maybe put camaras in the cruisers so the crimes that do not get reported at least have a sign to get reported. †¢How do crime rates relate to arrest rates and clearance rates?Is there a way to improve the correlation between crime rates, arrest rates, and clearance rates in the effort to combat criminal activity? Crime rates are when the number is divided by the total number of crimes that are what they called â€Å"cleared. † This is when the crime is closed, finished or they found the criminal in whatever was going on with the crime. To combat criminal activity the police can gather the information from the UCR (uniform crime report). From what I was reading â€Å" clearance rates is the percentage of crimes that have been closed by arrest, exceptional means, etc. So in my opinion to help improve the correlation between crime rates, arrest rates and clearance rates, is to get all the facts straight. Do not jump from one to the other. Gather all the information that you can, and see what is going on, get cases closed or any old cases if they were closed because in significant evidence see if there is anything that you can do to change the out come and re-open the close case to get it closed the right way and find out what really happened. http://en. allexperts. com/q/Criminal-Law-916/2010/10/crime-rates. htm