Strategic management of Tesco Essay Example | Topics and Well Written Essays - 4750 words

INTRODUCTION TO PHILOSOPHY,unit 4, question #1, Essay

Prologue TO PHILOSOPHY,unit 4, question #1, - Essay Example tions to reasoning Thomas White states â€Å"Aristotle is a lot of a realistic rationalist, and judicious discloses to us that individuals ought to be considered answerable for what they do†(White, 2008). Subsequently, on the grounds that Aristotle accepted and philosophized that individuals are answerable for their own lives and activities, which is the meaning of practical in the domain of reasoning, Aristotle would fit into such a class of rationalist. The possibility of Aristotle being a realistic scholar is additionally appeared through his conversations and contemplations on intentional and automatic activities. White characterizes willful activities as those that are â€Å"under our control,† and automatic activities as those that â€Å"result from imperative or ignorance†(White, 2008). In Aristotle’s see, people ought to be considered capable and responsible for the activities that they themselves have picked and ought not be considered liable for activities that were constrained upon them or done through ignorance(White, 2008). Nonetheless, Aristotle seems to make the differentiation among obligation and responsibility concerning automatic activities. Apparently this is the place profound quality has a huge influence as an individual ought to be considered progressively responsible for automatic activities if those activities negatively affected the general prosperity of mankind. These intentional and automatic activities might be certain or negative, and the two kinds of activities are identified with the idea of prosperity (White, 2008). By keeping up this perspective that people must be considered capable or responsible for their activities, both great and terrible, Aristotle is displaying his rational way to deal with reasoning. Conventional for the most part implies information that everybody has or ought to have. Aristotle’s commitment to theory utilizes a great deal of the good and moral thinking that as of now exists in a cultivated society, however was not completely comprehended at that specific point ever. Aristotle brought this sort of reasoning and thinking to the

Self Reflection Essay Outline - Helpful Tips For Writing an Essay

Self Reflection Essay Outline - Helpful Tips For Writing an EssayAn essay is a great tool to help you develop your own personality and personal beliefs. There are also several different ways to write a self-reflection essay outline. Here are several easy methods for creating an outline, that you can use in preparing to write your essay.First, consider the importance of writing a reflective essay. There are many ways to go about developing a good first draft. For one, it is important to write your essay in such a way that you are able to convey the best information possible.Consider the different ways in which a reflective essay outline can help you. Consider that it helps you focus your thoughts on certain topics. This can be done by giving examples, words that mean something to you or certain ways of thinking or understanding. In addition, consider that an outline can help you organize your thoughts.It can also help you to develop more coherent sentences and ideas, to keep the clari ty of your writing. The goal of writing a self-reflection essay outline is to use language that would encourage you to continue on the topic. This can also help you develop an idea of how you would like to write your essay.One of the easiest methods for developing a good outline is to consider the many different ways in which you could write your thoughts. Here are some helpful tips to help you in writing your own.Ask yourself great questions. Before you begin writing, try asking yourself questions like 'How am I writing?' What do I need to know about my own writing and/or how I approach the writing process?Really examine what you are writing. How do you feel when you are writing? Whatdo you need to do to make it work? What do you need to do to make it more effective?It's a great idea to include at least one self reflection essay outline in your essays. In order to use it, you need to give it careful consideration and write down as much as you can, even if it's just to check that it 's not too long or confusing.

The Efficiency Oriented People - Free Essay Example

Sample details Pages: 12 Words: 3734 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? This proposal presents my research on the above topic. We will look into how HR managers can optimize a organization and also the turnover rate of the employment in the airline is generally high for cabin crews and staff retention is always a issue that arise in many companies in different nature of business and sometimes it is not only the wages that created such problem. Basically, I have structured the proposal into three different sections, for easier understanding and be organised. Don’t waste time! Our writers will create an original "The Efficiency Oriented People" essay for you Create order Firstly, in the Literature Review section, it will explain on the theory of optimization of the organisation and staff retention, which includes memorable quotation, diagrams and striking examples. Secondly, in the Research methodology section, it will focus on type and nature of the research, description study, the choice of research instrument and the research limitations will be included. Thirdly, in the Presentation and Discussion section, it will analyse the data that is gathered earlier and present my analysis result by showing the relationship with observed facts and also the key problems that Singapore airline faces. 2.0 LITERATURE REVIEW It presents a summary of the academic literature on my chosen topic and serves to inform my research. It also develops my knowledge of chosen topic and helps me understand the organisation and topic better. 2.1 Optimization Premji (2006) define Optimization As the utilizing of organization resources well, at high efficiency and enables the organization to achieve the desired end results. This can be define as achieving or getting the full use of utilization efficiency and the effectiveness. (Premji, 2006) Above is the diagram which shows the relationship of the efficiency, utilization and effectiveness as mention earlier. From the diagram, we can understand that the change of any one of the factor the other factor may be changes as well. This means that for us to understand the performance of the organisation , we must have views in different aspects as all the factors are linked. For example, if utilization is very low, then both efficiency and effectiveness will not achieve any results therefore there will be no benefits that can be obtained from it. Very often, if the organization goals for the result is being achieved, it will tend to overlook the importance of the other factors. Organiza tion should not overlook the factors so as to better prepare themselves to achieve the future results. 2.1 Efficiency According to Premji (2006), Efficiency is defined as how well are you using what you are using. It is also known as the ratio of output and input. (Premji, 2006) This diagram shows the process of the input which resulted in output at the end of it. Usually in an organization, employee can be classified into three main groups: Output oriented people Input oriented people Efficiency oriented people 2.1.1 Output Oriented People Output oriented people are people who try all ways or anything that allows them to get the end results that they desired. These people try to get the most out of the output and using any ways they can to the input and process. It is necessary to understand that the output is actually different from the end results. Therefore, with maximize output does not necessary achieve good results. Generally the output oriented people will use more than what the cost should be to obtain a good result, however they will not notice it. As HR manager, he/she have to ensure that the organisation resources are fully utilized and should try not to employ output oriented people or creating such people in the organization. 2.1.2 Input Oriented People Input oriented people are known as workaholics. They generally focus on the input and the efforts, they believe by creating more input it will lead to a good output. Success to them are enjoying their work and work as hard as they could to achieve the desire output. As HR manager, he / she should recruit a fair percentage of these people, as they are able to perform the instructions given to them due to their working attitude. 2.1.2 Efficiency Oriented People Efficiency oriented people are people who believe in a return after the investment. Generally, they focus in make full use of the efficiency either to obtain a high output for a certain amount of input given or less to achieve a equivalent of output. As HR manager, who ensures that organization resources are being utilized, should try to hire and groom a larger percentage of efficiency-oriented employee in the organization. With the combination of input-oriented and efficiency oriented people, the organization performance is achievable. 2.2 Utilization Premji (2006) will define Utilization as the measure of how much are you using out of what you have. This means that one should put in whatever you have and not to miss out any opportunities. Utilization and Efficiency are closely linked and aid each other. For example in a case whereby there is a need for a reduction of input, and due to the increased in effieciency, the extra input can be used in somewhere else, due to utilization. The relationship between Utilization and Efficiency can affect an organisation performance. If organisations focus on Efficiency orientation without utilization focus, it will lead to apply efforts that give good returns. On the other hand, if organisations maintain Utilization focus without Efficiency orientation, will lead to using all available resources, without achieving adequate returns. 2.3 Effectiveness An organizations capability to achieve the wanted end result is known as Effectiveness. This may be related to profits, expansion, customer satisfaction, branding and many more. In an organisation, teams often set a results as their goals. (Premji, 2006) From the above diagram, visualizing the three factors that work on different purposes: Utilization deal with resources and efforts Efficiency concerned with quantity and quality output Effectiveness is all about desired results Utilization and Efficiency are the internal aspects of an organization, Effectiveness brings in the customers view and gives an external aspect to the Optimization. Effectiveness is related to the what the organization wants to achieve. For example, if organizations aspirations are low, end results can be easily be achieved, therefore effectiveness can be high. Premji (2006:9) mention that Effectiveness in an organization is all about knitting together the individual components with the strategy to achieve the end result. But there are two important criteria to be considered: Individual components must be good. Components must be knitted well together. The diagram below will show a better idea of knitting together: (Premji, 2006) Coverage of Effectiveness Efficiency UtilizationWith higher effectiveness, it does not only helps to achieve the expected results but also reduce the required output from carious processes, to achieve the same expected end results. On another hand, Hayes (2010) view effectiveness from a different aspect, he defined it as: Purpose: Profits are usually used to measure the organization effectiveness but not to all the organisation. For instance the government hospital, the effectiveness of hospitals will be on the waiting time and services provided and not the profits out of it. Hence, as manger, is required to identify the main performance indicators that reflect the purpose of the organization. Stakeholder pers pective: Different stakeholder uses different indicators to judge an organizations effectiveness. From their point of views, profits may be their main concern or rather the most important factor, but from the wider community of view, such as customer, employee and supplier, they are affected by products and services produced. Every individual have different views. The failure to manage the organization key stakeholders perception, it may threaten the organization . Level of assessment: By only focusing on the overall performance may resulted in inefficiencies being detected. Effectiveness can be assessed at different levels, such as the organization level, department level and individual. Alignment: Assessment of effectiveness need to be associated across the organization. At this point, it will be good to differentiate between effectiveness and efficiency, for better understanding all the factors, Carnall (2003) defines efficiency as achieving stated goals within given res ources constraints. And the definition of effectiveness includes the good use of resources to achieve goals but also the need to adapt to changing in order to remain efficiency . 2.4 Optimized Organization Peter F. Drucker (1993) defines business as: Business is a process which converts a resource, distinct knowledge into a contribution of economic value in the market place. As mention earlier on, Optimization is high Utilization, high Efficiency and high Effectiveness. The table below shows the nine possible combinations of Utilization, Efficiency and Effectiveness on a two point of scale high and low: Utilization Efficiency Effectiveness Conclusion Low Low Low Something fundamentally wrong. Low Low High Organization not ambitious enough Low High Low Resources idling Low High High Excess capacity High Low Low Lot of wastage High Low High Can reduce resources High High Low Weak knitting together High High High Optimized Organization (Premji, 2006) In conclusion of the table, it is insufficient to just work on one factor and the factors were not handle properly, it may lead to a reduction of optimization. All three factors should be maximises as a practice rather than as a reaction to a problem. 2.5 Staff retention Jennifer A Carsen (2005) defines retention as how many of your current employees stick around over a given period of time. However, retention may not always be a good thing for the organization this is so as retention may include poor performers, unhappy staff who may have been stuck in the job due to finances. Retention is all about retaining the good staff in the organisation. Retention may also weeding out of poor performers and keeping space for the better ones. 2.6 Workplace diversity Jennifer A Carsen (2005) , As the workforce continues to diversify, organisation must take equal employment opportunity so as to stay competitive. Organisation should not only employ staff of different race, culture, gender, age, sex but also to understand the ways that they can respect the staff values, expectations and capabilities. According to Jennifer A Carsen (2005) there are five reasons why the staff choose to leave the organisation: Staff are given no compelling reasons to stay : They do not feel a sense of belonging towards the organisation that they are in. Career limiting stereotypes : Some staff may feel that they are incompetent or not qualified , they feel the pressure of proving their competencies even when they have good performance in their job scope this therefore limit their career path as whatever they do do not seem to be the best to the organisation and they feel that it is hard for them to move forward. Poor supervision : Many superiors do not know how to handle their staff. The way superiors handle staff and solving problems do have a great impact to the staff too. For instance, if the staff felt that the superiors did not handle the problems fairly they may then choose to quit their job. Unclear and misaligned career path : Staff is unclear or unsure about their career path and when they do not know who in the organisation owns the career planning process. Safe assignments, unclear goals: Staff were not given with challenging projects. They are also concern about the unclear or shifting jobs performance criteria. 2.6 Instilling diversity principles In order to achieve staff retention, the organisation should implement the principles provided by Jennifer A Carsen (2005). Obtain commitment at the top : This is to achieve responsibility to all the levels especially the management so as to bring the implementation a success. Hold management accountable: Performance reviews and incentives award should be done by the management. Managers should treat all staff with respect and dignity. Reward those who embody the workforce diversity principles : Do not reward those who have failed to carry out the principles. Reward should be done fairly. Encourage employee participation : With the management alone to carry out the principles is not enough. Organisation should also encourage their staff to voice out and also allow them to play a part in implementing the principles. 3.0 Research Methodology A questionnaire (See appendix 1) is conducted for data collection. It involved around 100 cabin crews therefore the total collections of the questionnaire were 100 copies. Generally the questionnaires were conducted through a number of ways. Firstly, the questionnaires are distributed out through email or hard-copy to the cabin crews with the help of a friend who is also a cabin crew of SIA. Secondly, carrying out observation on the daily activities taking place in the airport whereby the cabin crews are always around there, and with a small discussion group (3-5 people). Lastly, arranging a short interview session with the various seniority of crews, these enhance the value of information that I have gathered as important information such as organizations optimization, retention and the ways these crews work. 3.1 Description Study Description Study act as a guide to the researchers in obtaining the data during the data collection : Contacting friend who for help, a covering letter with a summary of the study aim with a request of the interviewee requirement was send out via email. Getting the interviewee detail with a follow up phone call in which the researchers should explain the aim with more information and answer to any queries. Prepared for the Questionnaire and start sending it out through via email or hard-copy to all the interviewees who has responded . A letter of appreciation was send out to all the interviewees and follow up with the due date indicated. Do a follow up action by contacting all the interviewees if it is necessary for more enquires. For instance, a incomplete questionnaire. Sending questionnaire one more time to the interviewee who have yet to respond. Researcher shall make use of both personal and friendship circles when looking for participants who are either working at HR departments or those who have recruiting experience. The researcher would have to speak to the HR department , any of the representatives to see whether if they would like to participate or interested in the project as mentioned to them. With the contact details provided by the personal or friendship circles, the researcher may email or sent to the respondent to form a small group to observe the daily routine of their work or operation. With addition, a interview session will also be conducted with selected interviewees, mainly with people of different seniority, to enhance the value of the information which had been gathered through the questionnaire and the discussion group. The interview session is conducted based on 4 level of cabin crews within SIA, from flight stewardess, leading stewardess, chief stewardess and in-flight supervisor. In conclusion, the research sample includes 4 representatives from the cabin crew line.To maintain anonymity, personal details of t he interviewees have not been mentioned. 3.2 Research Rational Questionnaire (See Appendix 1) was being selected for my research because it is very cost saving and efficient as compare to other approach of the data gathering. And also this approach allows the interviewees to complete the questionnaire during their free time and they may feel more comfortable to give the answer of what they really felt as this questionnaire is anonymity. Interviewees are required to complete a self administered questionnaire, with 75% questions based on a 5 point scale is used to measure the variables. The constructs are measured based on the multi-items scales (MIS) rather than single item scales (SIS), as MIS allows the answer to be more specific to be averaged out when combined. According to Anderson and Narus (1990), to increase the response ratethe questionnaire should be send out twice. The interviewees will be given a due date of two wweks after the questionnaire had been send out. If no response was done after one week questionnaire will be send out for the second time. 3.3 Research Limitation The limitation of using questionnaire is expected as follows: Slow- Feedback: the interviewees do not respond or submit the questionnaire before the due date. Generally, take a longer time. Below Expected Result: Send out to 100 cabin crews, expected to receive 90% 100% but only received 50% responses. Incomplete Questionnaire Form Gathered: Some of the questionnaire is not completed especially under personal particular section and Question 4, about 40 % of the respondents leave it blank or place NIL Difficulty in Gathering Questionnaire result: Gathering of the results may be hard as the questionnaire are either send back via email or manually therefore a manual entry is require to sort or gather the data obtain. 4.0 Presentation and Discussion In this section, I will look into the optimization and also staff retention as mention in the previous sections. Both optimization and staff retention plays a important role to bring in the success of the organisation. William Bridges (1995) stated that There is no generally agreed-upon way to inventory an organizations culture nor is there any shortage of theorists and consultancies that have developed ways of mapping key elements from many different perspectives The data which had been collected can assist the managers understand the certain barriers and how to improve in the organisation. 4.1 Analysing Singapore Airline (SIA) Very often due to the complexity of the organization, most of the organization tends to forget about the importance of optimizing and staff retention. According to the report of my questionnaire, only about 30 percent of respondents indicated that they pay attention of optimizing and the staff retention as a ongoing basis. Majority of the respondents feels that the organisation only look into ways of optimizing and retain staff in the case when crisis happen. The questionnaire also shows that respondents view of staff retention as a general managerial tool (60 percent), for targeting major change initiatives (20 percent), as development opportunity (10 percent) and for building organizational strength (10 percent). Most importantly, optimizing a organisation and staff retention allows managers to gain knowledge into how employees view the organization to how they like the organisations. Another reason why many organizations tend not to pay attention is that the organisation may not have a idea or knowledge of it. In the questionnaire, respondents were split over the question of managements response of staff retention issue. With a result of majority (55 percent) felt that senior management tend to take changing issue seriously and the rest of the respondent (45 percent) state the reverse Managers may fear of changes is because they are worried that with changes the staff may raise a higher expectations and this may lead to work difference. Lastly, optimizing and staff retention is very important as it is the key to success or the organisation. 4.2 Assessing Singapore Airline ( SIA) alignment One of the key objective of optimizing and culture change is to test the degree of alignment. For instance if the organisation is not contributing to to high performance practices then there is a need for change to allow a closer alignment. In general , alignment is usually difficult to achieve and the closing up of the alignment gap may become a problem towards high performance. The common obstacles to high performance evident in my questionnaire finding include: Lack of Share Values: The strategy is not clear and even when a strategy is set it is not being practised, unsuitable management pattern and the lack of openness to take in new changes. Lack of Leadership: Did not take the need of the staff seriously , stopping the politics and conflict and did not address on the issue of workload. Lack of Mentorship: Do not have time to coach and develop the staff, shortage of skills, heavy workloads and high stress. Inappropriate Systems: The rewards given is inappropriat e, the meetings are poorly run and it beats the purpose of having one. 4.3 Assessing Singapore Airline (SIA) performance In order to achieve high performance it involves the Achieving high performance involves in a connection between employee and the organization. As we all know, employee wants to feel that they are being valued by the organisation by their good performance and to be fairly accessed. Managers can play a role by influencing on every individual performance by giving the need and support to assist the staff to do a good job, especially those with experienced. 4.3.1 Level of Accountability Generally, the common problem that SIA face is when the the staff do not have a clear idea whether the work had been done to avoid overlapping. This in return cause a double work. To ensure a correct level of accountability the staff will require to have a correct information to allow them to know what is being required. To ensure the increase of accountability of SIA, it will require looking into: Job explanation Clarify everyday jobs Manage Performance Use progress reviews. Impose sanctions if necessary 4.3.2 Rewards System It is very important in conveying the organizational values: Performance benchmark Performance expectations Rewards have two organizational objectives: To recognise past performance To motivate people to perform The most important factor is that the staff have to feel that the reward is being carried out fairly. Reasonable salary is the most basic to create a trust, as each individual do not want to feel that they are actually being underpaid. 5.0 Conclusion Through this research project, it allows me to find some useful data in which allows me to know what to do to retain a staff and also introduce to me the idea of optimizing the organisation and i realise the main concern is how to increase performance of the organization. In this research, staff retention is a key issue to performance success as it will optimize the organization to achieve higher operation, competence and success in return achieving a better or improving the performance of the organisation. In conclusion, there is no two similar organisation which is the same and develop the same solution for staff retention and in optimizing the organisation to achieve the high performance and success, it is usually situational. There is many challengers and pressure from both internal and external environment, and so a constant change is always required to catch up with the changing environment. Organizations should look into how the business can be competitive to other organi sation and should provide a learning experience to the staff and growth as well so as to create a greater staff engagement. When these staff obtain a higher ski , the chances of getting a higher performance is greater and easier. All organisation should be flexible. However the flexibility will depend on the organisations ability to digest the information and be decisive in the decision being made. Lastly, the road to success of the organisation will depend on the people willingness to adapt to the new changes and so it is important for the organisation to know exactly what is the need of their employees need.

The Effects of Violence on Women Essay - 1662 Words

The Effects of Violence on Women Violence affects the lives of millions of women worldwide, in developing, as well as in developed countries. It cuts across cultural and religious barriers, restricting women from fully participating in society. Violence against women has many forms in which it comes in, from domestic abuse and rape to child marriages and female circumcision. All are violations of the most fundamental human rights. Violence can be physical, sexual, verbal/psychological, stalking, as well as other forms of control and abuse of power. Physical violence can include both physical assaults, which refers to the physical†¦show more content†¦Verbal/psychological violence is a form of violence done without touching the victim’s body. The assaults are made viciously on the victim by destroying personal belongings, family heirlooms, or the family pet. The destruction is done on purpose and the psychological impact may be as devastating as a physical attack. Many of the assaults are forms controlling behaviours. One of the most common examples of psychological violence against women is intimate partner psychological abuse. Some examples of psychological/verbal violence done by intimate partners, especially in the developing countries, are restictions or attempts to prevent contact with other men by becoming angry if girfriend/wife speaks with other men, not being supportive if she tries to be involved in activites outside the home, attempts to limit her contact with family or friends, following her or keeping track of her whereabouts, calling her names, insulting her or behaving in a way to put her down or to make her feel bad, and damages or destroys her possenssions or property. 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However, in reality abuse done by men towards women is a much more common occurrence. Men often abuse women as a result of negative domestic relationships experienced during childhood, the feeling of inadequacy and mental illness. However, the leading cause for this behaviour is the feeling of inferiority and the need to exert power. StereotypicallyRead MoreThe Effects Of Domestic Violence On Women Essay1246 Words   |  5 Pagesaddressed the domestic violence and continue to persist as a social problem affecting a large number of Canadian Women. The authors are trying to answer this question giving some statistics, how the women are abused from their partner, such as the violence reported when the relationship is ended, and is some other case the violence starts after the separation. Furth more the authors mention another key answer that I think could be a question, is what are the effects of domestic violence? 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The services that are available to them are healthcare and housing. As well as, therapy of any type. Also, Hispanic women are less likely to report abuse (Cho 2012). The reasons for not reporting abuse can vary depending on the legalRead MoreThe Effects Of Domestic Violence On Women2258 Words   |  10 Pagespossible effects of witnessing domestic violence as a child. Use psychological theory to explain your answer. Research has continuously shown that men are the primary perpetrators of violence and women being the victims which has led to increased awareness of the effects of Domestic violence on women. However, what researchers have failed to acknowledge is that women too can be perpetrators of violence and abuse against their partners and children (World Health Organisation, 2012). Although women canRead MoreThe Effects Of Domestic Violence On Women889 Words   |  4 PagesDomestic violence can often go unnoticed, unreported and undeterred before it’s too late. Unfortunately, recent awareness efforts have gathered traction only when public outcry for high profile cases are magnified through the media. Despite this post-measured reality, a general response to domestic violence (DV) and intimate partner violence (IPV) by the majority of the public is in line with what most consider unacceptable and also with what the law considers legally wrong. Consider by many, more

Hard Times 3 Essay Research Paper Hard free essay sample

Hard Times 3 Essay, Research Paper Hard Times Essay # 6 # 8211 ; Character Analysis: Louisa In the fresh Hard Times, Dickens presents a character by the name of Louisa Gradgrind Bounderby who had suffered from her male parent s instruction system. Mr.Gradgrind s doctrine forced Louisa to fling the word illusion wholly ( 11 ) doing her to establish experiences on facts and non from emotions. Throughout the novel, Louisa realizes that she does non hold any emotional experiences to steer her. This is evident when she had been presented with a proposal for matrimony, and on her journey to see her ailment female parent. By Louisa being able to acknowledge the demand for emotional experiences, Louisa is able to assist her male parent see the incorrect making of his doctrine of facts. It becomes apparent that Louisa had suffered from her male parents instruction system when Mr.Gradgrind had presented Louisa with Mr.Bounderby s proposal of matrimony. We will write a custom essay sample on Hard Times 3 Essay Research Paper Hard or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Upon Louisa s response, Mr.Gradgrind had inquired whether or non she might hold had another proposal which he was incognizant of: You have neer entertained in secret any other proposal ( 79 ) . This led to Louisa uncovering how her male parents school of facts had non permitted her to research with her ain emotions: Father # 8230 ; what other proposal can hold been made to me? Whom have I seen? Where have I been? What are my Black Marias experiences ( 79 ) . Louisa continues on explicating that he should hold known better than to inquire such a inquiry, sing she has neer been able to oppugn or inquire past his school of facts: Why father # 8230 ; what a unusual inquiry to inquire me # 8230 ; .You have been so careful of me, that I neer had a kid s bosom. You have trained me so good, that I neer dreamed a kid s dream. You have dealt so sagely with me, father, from my cradle to this hr, that I neer had a kid s belief or a kid s fright. ( 79 ) . This is important because this is the first clip which Louisa efforts to state her male parent that she has no emotional experiences because her life has been based on his doctrine of facts. Unfortunately, her father misinterprets her message, and feels that her response is merle one of gratitude. Louisa left for place after she had heard her female parent was badly. Along her journey place, Louisa realized that she had no childhood memories to do her homecoming a pleasant experience: As she approached her home now, did any of the best influences of old home descend upon her. The dreams of childhood – its airy fables; its graceful, beautiful humane, impossible adornments of the world beyond †¦ – what had she to do with these? (149). Louisa keeps realizing that her fathers school of facts has left her with nothing in place of her childhood : Her remembrances of home and childhood were remembrances of the drying up of every spring and fountain in her young heart as it gushed out. The golden waters were not there. (148). This is significant because Louisa has now recognized that her father s philosophy of facts facts facts has left her with no emotional experiences which would have created childhood dreams. Louisa is now aware that if she were to live a life of happiness she must begin by living her life guided by her heart, and not by her fathers philosophy of facts. After feeling some emotions towards James Har thouse, Louisa confronts her father on how his corrupted school of facts has left her with no emotional experiences to guide her : I curse the hour in which I was born to such a destiny†¦How could you give me life, and take from me all the inappreciable things that raise it from the state of conscious death? Where are the graces of my soul? Where are the sentiments of my heart ? What have you don, O father, what have you done .. (161). As the scene progresses, Louisa tells her father that the cause of her unhappy marriage is because she had been forced into it: You proposed my husband to me. I took him. I never made a pretense to him or you that I loved him. I knew, and, father you knew, and he knew that I never did (162). This is significant because Mr.Gradgrind reacts like a loving father and attempts to comfort her. As Louisa s cries of unhappiness continue, she falls to the ground, Mr.Gradgrind begins to see his philosophy of facts tumble as he laid her down there, and saw the pride of his heart and the triumph of his system, lying , and insensibly heap, at his feet (163). Indeed Mr.Gradgrind now sees the pain which his philosophy of facts has caused, and begins to realize that emotions such as love and compassion do exist – credited to Louisa being able to recognize the need for emotional experiences.

The Spiritual Experiment free essay sample

I am choosing to write about the video that was on display at the local art museum.That piece of art really opened up my mind.I think I watched it at least twelve times, and each time I came up with a different meaning to the video. The first time I saw this video I thought it was as creepy as waking up to seeing an intruder in the middle of the night. There was creepy music playing throughout the whole clip that sounded like music from a horror movie.The video starts out with a little girl just playing with blocks, and within a matter of fifteen seconds her face starts changing into a sight that cannot be unseen. This scene sent chills running up my spine, for it seems demonic. This video may very well likely have a greater impact on me than it would on most people. We will write a custom essay sample on The Spiritual Experiment or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I have endured a traumatic experience with what appeared to be a ghost when I was approximately thirteen years of age.I can envision this experience as if it had occurred yesterday.I had taken a couple melatonin pills due to the fact that I wasn’t tired at all, and that knocked me out pretty rapidly.The next thing I remember is waking up at 2:30 in the morning, only to see a faint figure of a small girl standing in my doorway.I instantly closed my eyes for a few seconds, hoping that I was just seeing things due to the possible side effects of the melatonin I had taken.I reopened my eyes to see that the figure hadn’t moved. I was petrified, and couldn’t move strictly out of fright.As I was still looking at the small girl in my doorway, it had quickly vanished from reality.The little girl that I may have seen that night looked frighteningly similar to the girl in the video. Next, I see a little girl who is split in half vertically and reflected.Each side of her body is copying the exact same movements as the opposite side.Next, this girl picks up the blocks, raises her arms, and drops the blocks, which came tumbling down like dice.I interpreted this as whatever spiritual procedure that was about to go down, was going to be a gamble. Once the film moves on from the little girl, it then changes to two girls who appear to be twins.These two girls are identical.They seem to share the same emotion and they have very similar facial expressions.Next, the girls sit down and are given blocks to play with.I think the blocks are some sort of intelligence test, for they are doing an experiment on these girls.The twins seemed to be getting tested like rats in a lab.I personally feel building blocks test creativity rather than knowledge.By judging the manor of which the twins were stacking the blocks, they seemed as lifeless as a fish out of water.That makes me feel some sympathy for the girls, because it is very likely that they did not volunteer for this experiment. In the next part of the video there is a woman showing the palms of her hands.She then rolls up her sleeves and shows the camera her palms again.This part stumped me.I feel that this is a sign someone may use to show that they mean no harm. In this case, it may mean that the spiritual experiment is harmless.It makes me wonder if the ghost that I had witnessed also meant no harm, considering all she did was stand in my doorway and quickly vanish once she saw I was frightened.Shortly after the rolling of the sleeves, there is a vertical slide show of a pair of hands. The first formation of hands appeared to look like a brain that is ready for dissection.This makes sense to me because they are going to have to alter the girls’ brains in the experiment.The next formation of hands looked like a pair of legs that are open.I think that was symbolizing the giving of birth to a new area in science. This video had a lot of meaning to it.Other people may have interpreted it differently than I did.Some people may say the video had no meaning at all. As Confucius once said, â€Å"Life is really simple, but we insist on making it complicated.†