Robinson Crusoe Critique Essay Example for Free

Robinson Crusoe Critique Essay Volodin Robinson Crusoe And The New Middle Class Before analyzing Robinson Crusoe it is important to give a short background of the author of such an incredible novel. Daniel Defoe was born in 1660 and died in 1731 after a life of adventures and incredible experiences. He was raised to be very religious and his parents were strongly attached to the puritanism tendency that was spreading around Europe. These aspects and the strong education imposed by his parents will strongly influence Robinson Crusoe’s psychology. Furthermore, Defoe worked as a Merchant, Insurer and during his entire live he has been sent in prison several times for either small or serious issues. Having such an experience, Defoe strongly felt to be part of the New Middle class that was flourishing due to the new colonies and the economic boom of that period. In this way we can say that his personal experience, family education and the influence of the growing Middle class strongly gave to Defoe the impulse to create a character such as Robinson Crusoe, who represents the typical New Middle Class person who can, using his brain and his talent, always succeed in life. Robinson Crusoe represents the prototype of the typical English Merchant, heartless and unceasingly looking for a profitable business to lead. This new type of figure continuously changes because of the unsatisfactory position it has in the society and always strives to find new ways to make profit. In fact, Robinson Crusoe reveals these characteristics, and his strong attachment to the religion, when he sells Xury to the Captain. He offerd me also 60 Pieces of Eight more for my Boy Xury, which I was loath to take, not that I was not willing to let the Captain have him, but I was very loath to sell the poor Boys Liberty, who had assisted me so faithfully in procuring my own. However when I let him know my Reason, he own’d it to be just, and offer’d me this Medium, that he would give the Boy an Obligation to set him free in ten Years, if he turn’s Christian; upon this, and Xury saying he was willing to go to him, I let the Captain have him. † From this quota tion powerfully comes out the strong education gave to Robinson Crusoe. Crusoe does not really care about Xury, even though he has served him loyally. This passage highlights the new situation of the Middle Class represented by Robinson Crusoe that championed individualism, seizing every single opportunity to have a personal profit, relying just on own powers and talents. Furthermore, agreeing on converting Xury into a Christian let us explicitly understand the importance of the Puritan education imposed to Defoe by his family with the consequent reflection of this approach on Robinson Crusoe, who just agrees after making sure that the Captain have to turn Xury into a â€Å"Good Christian†. Robinson Crusoe demonstrates to be the â€Å"new bourgeois-man† during his long stay at the isle. The island becomes the perfect field to completely release his middle class attitudes and the opportunity to show that he deserves to be saved by God’s providence. It is important to interpret properly the significant of the Island. Crusoe’s stay at the island has to be seen as the chance for Robinson Crusoe to prove his qualities controlling, manipulating and exploiting the Nature. Consequently, Crusoe starts to â€Å"recreate† the English society of the 18th Century, sticking to the Middle Class uses of efficiency and individuality. For instance, when Crusoe meets Friday he decides to impose him his way of living showing once again his necessity to impose the â€Å"English life style†. In fact, further on in the novel Robinson Crusoe teaches to Friday how to speak English and how to interpret the holy Bible. In the island comes out even the typical attachment to the Puritanism of the Middle Class represented by Robinson Crusoe who believed in the God’s Providence. Crusoe is convinced that God is the first cause of everything but he can change his destiny by acting following his brain and using his talents. To conclude, Defoe shows us a perfect hero who, following the Middle Class education and mentality, can face every problem and solving it using his brain and his talents. It is incredible how Defoe could impress in an unbelievable way the main aspects of the growing Middle Class. Like Robinson Crusoe demonstrates, and Defoe in first person firmly thinks, a person using his own skill and being always self aware of his possibility can emerge and always find a way to survive and succeed in life if he really wants and strives for that.

Peaceful Execution in John Steinbecks Of Mice and Men :: Steinbeck Of Mice and Men Essays

Peaceful Execution in Of Mice and Men Of Mice and Men is written by John Steinbeck. The story is about these two men, George and Lennie, and they find work at this ranch. Within a few days, Lennie, a tall bulky man with the brain of a young child, gets in trouble, making his traveling buddy, George, do the unthinkable. George shoots Lennie to make his death a more "joyous" one than the one he would've received from Curley, the man that wanted to kill him the most. It was right for George to shoot Lennie because Lennie died suddenly, was thinking about the dream, and was shot by a friend. By having George shoot Lennie, Lennie died suddenly. Curley would have shot him in his stomach area to have him die a slow and painful death. Lennie didn't have to suffer the pain of death and George wouldn't have to stand there and have Lennie ask questions about why he didn't do anything to prevent Curley from shooting him. When Lennie died, he was thinking about the dream. This made Lennie happy because he was "gonna tend the rabbits". That means his last thoughts before he died were happy ones of a farm, a little shack and rabbits eating the alfalfa. If Lennie didn't shoot George and Curley did, George would be thinking about how he killed Curley's wife and that Curley was really mad at him. That thought wouldn't make Lennie happy and Lennie knew that so he shoot him. Lennie was shot by a friend who cared about him. There was no hatred between them making the death non-revengeful. It was just as if Lennie was hooked up to a machine that kept him alive and George pulled the plug. He was bound to be shot anyways so it was better that George "pulled the plug" instead of Curley. Curley would have shot Lennie in the guts to have Lennie suffer a more painful and slow death. It shows that George really cared for Lennie.

Principles and practice of Human Resource Management Essay

In 21st century, the organization which considers its employees as an asset rather than cost has competitive advantage. The term suggested for employees is human capital. It refers to productive potential of one’s knowledge and actions. In today’s knowledge economy, efficient management of human capital ensures success for the organization. This tells the importance of human resource management. It is about managing human capital in the same way as asset management or financial management. Actually human resource management acts as a medium of exchange between employees and organization. Employees offer knowledge, abilities, skills, efforts, time, motivation, commitment and performance to the organization in return for job security, empowerment, generous pay for performance, training, promotion and trustful relationship. Thus human resource management is considered as a matching process that is matching organizational goals with employees’ needs in order to satisfy both optimally. The more formal definition of human resource management is the activities undertaken by the organization to attract, develop and maintain an effective workforce within an organization. (Daft, 1982) Thus attracting an effective workforce for an organization, developing it to its potential and finally maintaining it are the three main goals of the human resource management. And all the strategies are developed by the human resource department for attaining these three goals and these strategies tend to be organizational wide in order to support the overall corporate strategy. The skills required for attracting the workforce includes human resource planning, job analysis, forecasting, recruiting and selecting; skills for developing the workforce includes training and performance appraisal; and skills for maintaining the workforce includes wages, salaries, benefits and termination. Organizations especially perform human resource management in order to tackle the issues related to human resource proactively rather than reactively. ( Price , 2007). Having developed the concept of human resource management, we will now talk about the different approaches taken by the organization for pursing HRM. Read more:Â  Managing The Human Resources The first approach is hard HRM developed by Michigan business school and the second one is soft HRM developed by Harvard business school. (Fombrun, Tichy and Devanna, 1984) Both approaches are opposite as they are based on different sets of assumptions. (Storey 1992) Soft HRM has humanistic edge in managing employees while hard HRM considers employees as resources which have to be managed in the same way as capital equipments and raw materials. That is hard HRM is bit more technical and mechanical in its approach which involves in obtaining as cheap labor as possible that should be fully exploited. Soft HRM advocates unitary perspective which means employees and organization needs and interest are coherent which leads to mutual goals, influence, respect, rewards and responsibility. The outcome is therefore employee commitment and organizational success (Walton 1985). On contrary, pluralist perspective sees differences in employee and organization goals as a cause for conflicts and problems. Management’s task is to induce the appropriate behavior in workers so that their actions accomplish the company’s goals, not their own. This paves the way for showing direction and coercion by management. This perspective underlies hard HRM. .( Price , 2007) Mc Gregor in 1960 gave Theory X and Theory Y about the nature of employees. Theory X depicted employees who dislike work and try to avoid it when they can. People have to be coerced to work and have to be closely directed and regulated thus leading to tight managerial control. On the other hand theory Y depicted employees who like to work and exercise self direction and self control if they are committed to the goals and objectives. In this case there is loose managerial control and management’s function is to foster individual growth and development. Apparently soft HRM is associated with theory Y which emphasizes employees’ commitment through trust, open communication, training and development and autonomous work environment. This will produce employee behavior which is self directed and this is the main reason for organization’s competitive advantage. Whereas hard HRM contingent to theory X, focuses on quantitative, calculative and strategic aspects of managing HR as for any other factor of production. The practices of hard HRM consist of strict performance appraisal, supervision and external control over individual’s activities. Now we will examine how soft and hard HRM approaches lead to different kinds of activities and outcomes at different stages of human resource lifecycle. The first stage is of attracting the potential employees. This requires human resource planning by forecasting HR needs and matching the individuals with expected job vacancies. The soft HRM will seek to forecast needed employees in order to complete a work unit or finding the best mix of employees for the team in order to elicit commitment from team members by setting of good team norms and strong cohesiveness. Whereas hard HRM will look to minimize the need for additional employees and will try to reduce the head count. This will lead to incomplete work unit. The job vacancies will not be fully matched with potential employees, which will lead to incomplete work outcomes or delays in achieving goals deadlines. However hard HRM is best suited in condition of financial crisis and economic recession. In these conditions companies are incurring losses and they cannot afford hiring of new employees. Hard HRM is helpful in minimizing external hiring and shifting and relocating existing employees within organization. This will make existing employees loyal because they were not laid off by the organization when downsizing is the only option that remains during financial crisis. (Fombrun, 1984). The recruitment and selection is the most important process in hiring of employees. It requires analysis of both job applicants and job itself. We have to look for desired characteristics in applicants so that he must make a good match with particular job requirements. If his skills, education and experience are not adequate for the specific job then it will lead to frustration and confusion. The result will be poor performance, job dissatisfaction and high turnover. Both soft and hard HRM approach will provide realistic job preview and job description so that employees can judge their potential for a specific job. However soft HRM approach will be more insightful as it will look into the hidden personality traits, attitudes and beliefs of the applicants so that they can be better integrated into overall corporate culture, norms and values. Whereas hard HRM will only look to match the applicant’s skills with the technical specification of the job. Soft HRM give more attention to the human processes such as communication, sharing of knowledge, cohesiveness and trust among employees. Interviews, paper pencil test etc are the most common selection devices and are used by both approaches. However soft HRM approach has additional selection devices such as personality test, psychological test, case studies and different types of surveys. The second stage in HR lifecycle is development of effective workforce which includes training and performance appraisal as the two most important activities. Soft HRM approach will be more inclined towards training for individual advancement and career development. Soft HRM will go for various types of training techniques such as on the job training, class room training, computer assisted instructions, conferences and case discussion groups. Employees will be made to learn multiple skills so that they can be rotated among various jobs in order to reduce monotony and introduce variety. Hard HRM will see training as an expense. It will usually design job which leaves little room for showing discretion and creativity. The job is monotonous and set rules and procedures are there to perform the job. So training is limited to learning those specific job procedures which limits career advancement. This reduces employee motivation and cause job dissatisfaction and high turnover rate because of increase in monotony. The practice of hard HRM is most suitable in assembly line work. However it will fail in work demanding creativity and originality and whose environment is more unstable and uncertain, for example, film industry. While considering the activity of performance appraisal, hard HRM is more stringent in its appraisal process. The poor performance is mostly attributed to individual’s lack of ability and no consideration is given to various external factors influencing the individual’s performance. External factors are outside individual control and includes pathetic work environment, work place conflicts, distrust, no sharing of information and resources, bad relations and poor communication with top management. (Drucker , 1954 ) On the other hand soft HRM gives objective feedback on employees’ performance. It also uses the technique of 360 degree feedback that uses multiple raters and self rating to enhance the reliability and credibility of feedback in the eyes of employees. Multiple raters can include customers, co workers, supervisors and subordinates. Employee is also given a chance to explain his point of view and give explanation if his performance is not up to the standard. At the end of the appraisal top performances are also rewarded with bonuses, recognition and promotion. The feedback style of soft HRM is such that employees are motivated to improve their performance further. It enhances employees’ self efficacy by making clear role expectations and removing role conflicts and role ambiguity. This approach is therefore best suited for organizations whose culture encompasses total quality management. TQM stresses for customer satisfaction by providing better quality product or services through dedication to training, continuous improvement and teamwork. The third and last stage in HR life cycle is maintaining of workforce so that they continue to work for the organization over the long run. This stage consists of four activities such as rewards management, industrial relation, occupational health and safety and termination. In soft HRM approach rewards are such that it recognizes individual’s accomplishment as well as teamwork. Rewards are administered in such a way that it promotes collaboration and cooperation among employees so that they work as a unit for the overall goals of the organization. The focus is on creating the synergy so that different department of organization works coherently and in alignment of corporate strategy. Ivancevich, 2003). Soft HRM approach also gives rewards which increases intrinsic motivation of employees. Intrinsic motivation to work comes from the internal satisfaction and honor one feels when he completes some meaningful work which makes the difference for the organization. These types of rewards increase employees’ sense of meaningfulness, competence, progress and choice. Intrinsic rewards which increase intrinsic motivation are important for increasing employees’ commitment to organization’s goals and mission. The hard HRM has tight control over rewards. Apart from basic salary, less effort is made to recognize individual performance. However calculated yearly bonuses are given when year end profit target is achieved. In other words no effort is made in hard HRM’s reward system to increase employees’ commitment to work. The main problem is that hard HRM follows corporate strategy in rewarding employees and no analysis is done about employee’s needs and desires. Soft HRM is good enough as its rewards system makes a best fit between employees’ needs and rewards. Moreover the other organization dynamics which affects rewards system is employees’ perceived equity of rewards. If the distribution of rewards is not considered equitable by employees then motivating effects of rewards will vanish. There will be feeling of cognitive dissonance in employees and to remove this feeling, he will either alter his inputs to the work or will demand changes in rewards. The soft HRM approach dealing with human processes designs reward system to improve employees’ perceived equity while hard HRM fails to do so. According to Herzberg, working conditions, pay, good company policy and interpersonal relationships are called hygiene factors and their presence removes job dissatisfaction. The hygiene factors are well cared by soft HRM approach. The hard one fails to provide hygiene factors because its main objective is to accomplish a task in most economical terms as possible. It is only the soft HRM approach that has clear and functional policies and procedures about occupational health and safety. (Noe, 2003). Soft HRM approach looks to build long term relationship with employees. It opens all channels of communication such as upward, downward and lateral. Moreover grapevine and management by objective techniques are also used by managers to delve deeper into employees’ problems and requirements. Hard HRM only uses formal and hierarchical communication channel. This is also the cause for many communication breakdown and distortion. The most important feature of soft HRM is of mentoring and socialization which greatly helps in building cooperative and trustful corporate culture and environment.

Essay on Reducing the National Deficit - 1071 Words

Reducing the National Deficit Many United States citizens are unaware of the countrys current financial state. Many assume that one of the worlds wealthiest countries could never be in debt. This is untrue however, and, in fact, the country with the greatest income per capita is in major debt. This study will examine possible solutions to reducing the United States national budget deficit. Understanding the National Deficit The amount of money that the United States government owes as of October 17, 2004 at 03:48:52 pm GMT was $7,435,016,998.21. The debt has increased by an average of $1.7 billion per day since September 30, 2003! From a more individual perspective, currently the United States population is roughly around†¦show more content†¦The debt skyrocketed to an astounding $279 billion by the year 1946. When World War II ended in 1949, the debt grew at a slow and steady pace for the next 20 years. When the Vietnam War began in the 1960s the debt accelerated sharply. Thanks to the growth of television and news media, growth of the deficit was widely publicized. For the first time, the American people were given access to what was going on with the nations debt. When the Gulf War began the early 1990s, the national debt reached a trillion dollars for the first time. By the end of the Gulf War, the government decided to make amendments to fix the continuing problem with the deficit. Despite those promises to reduce spending, the debt is currently at it highest point ever. Who is the Nation Indebted to? The United States borrows money from individuals that have bought Treasury Bills, Notes, Bonds, and United States Savings Bonds. The U.S. government also borrows money by issuing Treasury securities. These securities finance expenditures that exceed its receipts, and are legal under the authority of the Second Liberty Bond Act. The governments primary source of income is through taxes paid by its citizens. Supposedly, money is spent on programs that government officials consider necessary to ensure the best quality of life for all (or at least the majority) of the nations citizens. The combination of these amounts is what makes up the nationalShow MoreRelatedFederal Budget Deficit And The National Debt1524 Words   |  7 Pages These two graphs are dealing with the federal budget deficit and the national debt and just how diverse they are from the time differences with both begging approximately in the 2001’s and making their way to 2013. Different types of numbers, but the relationship between the Federal budget deficit and the national debt is by how the Deficit deals with taking the difference of what the U.S. government gets in from taxes or other revenues calling these receipts, but on top of that the amount of moneyRead MoreFederal Deficit And The National Debt1661 Words   |  7 Pagesyears of the federal deficit and the national debt, as well as examination their relationship. 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A Balance Budget Amendment (as recently seen in House Bill HJR2, 28 NOV 2011) would require that Congress balance its budget every fiscal year unless a three-fifths majority of both houses approved of maintaining a deficit[1]. In a CNN Poll, conducted by ORC International, 74% of AmericansRead MoreEvaluate the case for cutting public expenditure rather than raising taxes as a means of reducing fiscal deficits.890 Words   |  4 Pagesthe case for cutting public expenditure rather than raising taxes as a means of reducing fiscal deficits. [30] A fiscal deficit is when a governments total expenditures exceed the tax revenues that it generates. A budget deficit can be cut by either reducing public expenditure or raising taxes. In this essay, I am going to analyse the benefits and costs of increasing tax rates to reduce fiscal deficits instead of cutting government expenditure. First of all, if the government