Case study Assignment Example | Topics and Well Written Essays - 750 words - 2

Case study - Assignment Example It is in this essay therefore that we shall focus on the main concepts of the humanistic theory, its strengths as well as criticisms. The main focus of this theory was the freedom of an individual, self-actualization, their individual freedom and determination. One of the beliefs of the humanistic theory is that human beings are genetically or rather born as good and smart people. It is therefore the problems they encounter in the course of their life and growth; mental and social ones that end up shifting them far away from their wonderful innate ability (Maslow, 1968). Maslow came up with five levels of hierarchy of needs which include food, safety, love, self-esteem and self-actualization. The first four include the basic needs that an individual has to have met in order to be ready for the self-actualization stage. Maslow came up with these needs due to curiosity as to what contributes to human happiness and what they therefore do to make sure the happiness is achieved. He was eager to find out what motivates human behavior; human beings are known to have the unending desire of self-actualization and can do al l that is in their capacity to make sure their goals are achieved. This satisfaction is however only set to happen after the first four basic needs have been met. Humanistic theory is quite important to the life of an individual as its emphasis is on the importance of an individual in achieving their goals as well as what to think. They are to make sound decisions on their own without having to listen to discouraging words from other people who are merely pessimistic. This theory also makes it clear to an individual that behavior is not only influenced by what we think, but the environment too. The environment is where our lives are at all times spent, whatever is happening around us therefore can heavily influence our thoughts and therefore behaviors (Rogers, 1951). Humanistic theory has also proven to be very helpful in

Strategic Analysis of Costa Coffee Market Entry to Azerbaijan Assignment

Strategic Analysis of Costa Coffee Market Entry to Azerbaijan - Assignment Example The chosen country is Azerbaijan which is located in Southwestern Asia, bordering the Caspian Sea, between Iran and Russia, with a small European portion north of the Caucasus range. (CIA 2012). It is of utmost importance that the company finds the niche factors that will guaranty its successful entry in Azerbaijan. Initial to the process is a research that analyzes the market. Objectives to be met are: a) to discover any advantage Costa Coffee may have over its competitors; b) To find if there is an unmet need or underserved needs of customers; and c) find the right segment. To complete the analysis, use of Michel Porter's model of analysis is prescribed. 1. Consumer Demographics. Azerbaijan has a total population of 9,643,000 as of 2011 (CIA). It is composed of 3,436,459 females and 3,307,88l males in the bracket of ages 15-64 and a male population of 227,172 and 367,675 bracket of 65 years and above. Population is composed of Azeri 90.6%, Dagestani 2.2%, Russian 1.8%, Armenian 1.5%, other 3.9% (1999 census). Population growth rate is 1.017% with a rank of 114 in world comparison. Baku, its capital holds 1.9 million people. 2. Product/service. Tea and coffee remain to be the favorite hot drinks in Azerbaijan. Euromonitor (2012) reports tea is consumed by almost 100% of its citizens, while coffee remains to be one of the stable areas in hot drinks, Multinationals strongly positioned here are Nestle, Unilever, and Ahmad due to the popularity of their brands. Brand loyalty is very strong in coffee. Their business structures are general partnership agreement with an LLC for Nestle, a trading company for Unilever, and corporation for Ahmad coffee. 3. Distribution channel. Hot tea and coffee products are sold in supermarkets and independent stores.  

The associated energy change involved Essay Example for Free

The associated energy change involved Essay For example, by combusting an alcohol with seven carbon atoms in the same apparatus, it would produce 1500 kJ per mole. We can also use the graph to devise a formula so that we can easily calculate the energy released in an alcohol with, say a thousand carbon atoms. The formula for any straight line is y = mx + c [m is the gradient and c is the y-axis intercept]. Therefore the formula would be y = x + 0 [where y is the energy released and x is the number of carbon atoms in the alcohol]. The above will only calculate approximate values as the formula was devised form the graph which can cause inaccuracies. For example, an alcohol with 15 carbon atoms would produce the following amount of energy with this apparatus: y = x = 15 =3214. 29 kJ/mol to 2 d. p. Hence, using the same method, we can devise a formula with the predicted accurate values. It would be: y = 1217x + 910 The above is accurate and will calculate exactly the amount of energy produced. For example, an alcohol with 15 carbon atoms will produce exactly this amount of energy. The two formulas are able to support my explanation that energy transfer is not 100 per cent efficient and that a lot of energy is always lost. GCSE Chemistry Coursework Investigation into energy changes in the combustion of alcohols Evaluation The procedure of the experiment did not allow us to obtain highly accurate results because a lot of energy was still lost to the environment, though a draft excluder was used, heat was lost through the top of the apparatus. Hence this explains why our actual results are smaller than the predicted ones because energy is lost and so not all of it is taken into account. The procedures qualitative errors were a major problem, hence the large difference between the two results, though they show the same trend. The results are fairly accurate to what was actually measured, they differ with the predicted results due to the main qualitative error which was heat loss. Otherwise they are fairly accurate results to what was actually transferred to the water and the can. Also we did not calculate the heat transferred to the can accurately because we assumed its temperature rise was also 20i C, which is the same as the water. This is wrong because heat is not all transferred to the water and instead to the environment, and hence the temperature of the can is actually higher than 20i C, and also explains why the actual results were smaller than the predicted. We were only measuring temperature with a thermometer to the nearest degree, this is highly inaccurate because any small error made in these measurements are magnified because we are manipulating the results to get what we want, i. e. the energy transferred. Therefore this reduced the accuracy of the results. The anomalous results that were below the line of best fit showed that the energy released was too small, this was because of extra heat loss than expected and was caused by us blowing onto the can or water to cool it and also not fully closing the draught excluder. The anomalous results that were above the line of best fit show that the energy released was too high and was due to uneven stirring of the water and so some areas of the water were hotter than the others. It was also due to the fact that the tip of the flame was too near to the bottom of the can, i. e.height x is too small, and so it was an unfair test and less heat was lost than expected. The procedure was highly inaccurate due to the apparatus used, which caused too much heat to be lost. The apparatus was not in sealed conditions and so a lot of heat was lost to the air around it, between the flame and the can causing convection currents. If the flame was too near the bottom of the can it would mean less heat loss but also incomplete combustion and so the energy transferred would be different than expected and the carbon that forms on the bottom of the can causes inefficient heat transfer. If the flame was too far form the can then there would be a lot of heat loss and so affecting the accuracy of the results. The draught excluder proved to be of limited use as heat rises and so heat was not kept in from above where most heat energy is lost. The measurements were also not accurate enough as the results would have to manipulated. It is for these reasons that the procedure is not suitable enough to enable us to produce highly accurate results of which would be very similar to the predicted. But we must appreciate the fact that there is never a 100 per cent energy conversion and that energy is always lost. An improve procedure, would involve the use of a thermocouple to replace this calorimeter. The thermocouple reduces heat loss greatly as it is able to create a sealed environment and so nearly all the energy released in the combustion of the alcohol is accounted for. The water is also circulated and so is heated evenly. But the calorimeter could be improved by heating the water by a larger temperature, such as 60i C. This means that the inaccuracy of the thermometer would be spread over a larger temperature and so the error factor is smaller. We could also use a digital thermometer instead which measure to 2 decimal places which would be efficient and accurate. We could also heat a larger amount of water for the same reason. The entire apparatus could be put into a sealed environment such as a large jar with vent holes at the bottom and a small hole the top for stirring the water. The oxygen needed for the reaction would be sucked into the jar through the holes at the bottom and so the heat produce would be trapped in the environment and could be measured. A more detailed trend with the results could be obtained by continuing the experiment with alcohols that had larger molecules, i. e. more carbon atoms. Also the experiment would be repeated more than twice to allow us to identify and eliminate the results even further. The evidence is reliable in showing the sort of trend that would be produced. The anomalous results were also very small and still show the trend clearly and so the results are accurate. The difference in the actual result and the predicted results can also be fully accounted for. The actual results are also more realistic in terms of energy transfer as it takes into account the energy loss. The obtained evidence is sufficient to support a firm conclusion that as the molecular size of the alcohol increases so does the amount of energy released. This is because the results show this trend very clearly and are similar to the predicted results. The anomalies are also not far from the line of best fit and so support the trend making them reliable. Even though the actual results differ from those that were predicted, it can be explained by the fact that energy is lost to the environment. Further work for this investigation would include testing to see the rate at which energy is produced; how long it takes for each alcohol to heat the water by a certain amount. My prediction would be that the alcohols with the larger molecules would take less time because they have more bonds and so more energy is released in a certain amount of time, and so it would heat the water faster. Additional evidence for the conclusion could also be obtained by continuing the experiment with more alcohols with more carbons and so allowing us to gain a more detailed trend in the relationship. Also by replacing the calorimeter with a thermocouple would allow us to see a more accurate trend and find other factors apart from heat loss that may cause anomalous results. Steven John 11c Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section.

Companies That Use Flexitime And The Benefits Experience Management Essay

Companies That Use Flexitime And The Benefits Experience Management Essay There are many challenges today within the workplace facing human resources management and how people are managed. The business climate has been turbulent such as the global recession, competition in pricing as well as laws concerning employment strengthening the case for new initiatives to be enforced. As a result, the human resources management team have provided a booklet on issues concerning the benefits and drawbacks of four key subject areas such as the graduate assessment centres, absenteeism through a punitive approach, performance related pay and flexitime as a flexible working option. This will also include facts and figures illustrating the importance of each topic as well as defining key areas in order for MW Associates to make a decision about how to deal with these HR issues when they establish their new leisure operation. What is Flexible Working? Flexible working can be and has been defined in variety of different ways. For example according to CIPD Factsheet (2010) flexible working is described as working arrangements between the employee and their employer in terms of working time and working patterns. Flexible working has also been defined as the ability a company can employ people when and where required in the interest of everyone Pettinger (2002, p5). Flexitime Flexitime working arrangement is an arrangement that allows employees to choose the start and finish times they wish to work, according to the given parameters. The working arrangement of flexitime being offered to employees began in the 1970s and was mostly common in the public sector according to IRS (2007). According the IRS survey of 2007 on flexitime and other working arrangements, organisations where men make up 60% of the workforce are much more likely to offer their employees flexitime arrangements to those with either with other genders. It is suggested that in order for a flexitime arrangement to work it will rely on the goodwill and trust, as well as good monitoring and good management (XpertHR professional, 2005). Companies that use flexitime and the Benefits experience BT British Telecommunications (BT) is one of UK most known and recognised brand, and is also known for providing product and services in over 170countries worldwide (BT, 2010). BT is also one of the UK leading companies in providing employees the options of flexible working arrangements such as flexitime. A report by the Family Friendly Working Hour Taskforce of 2009 found out that BT retention of their employees improved with the percentage(over the last five years)of its UK female employees returning to work after taking maternity leave reached 90.99%, saving the company  £5million a year in recruitments and inductions (Family Friendly Working Hour Taskforce, 2009). City Sightseeing Glasgow City Sightseeing Glasgow is another company that found the benefits of providing their workforce flexitime as a form of working arrangement, twice a year in the summer and winter season. The imitative was originally for older employee who wanted to reduce or change their working pattern, however due to the success of the initiative the company expand it to the entire workforce. The company saw absenteeism levels drop, retention rate increase to 90-95% and expand their recruitment market among students and women want to return to work (Family Friendly Working Hour Taskforce, 2009). LillyUK A Human Resource Management International Digest article (2005) highlighted that LillyUK one of the worlds largest research-based pharmaceutical companies, has been making flexible working arrangements available to their employee since 1996. The article reports that one of the working arrangements that Lilly offers to their employees is flexitime, and since the introduction of the arrangement the company had noticed they were able to attract more high-caliber recruits by 30%. Other forms of Flexible Working Arrangements The graph below illustrates the finding of IRS survey (2010) of the forms of flexible working arrangements, and their popularity with organisations. The Graph above shows the forms of flexible working arrangement that companies offered in 2009 and as shown part time working was the preferred method of arrangement with 93%, and with flexitime with 54%. Pros and Cons of Flexible working Arrangements CONS PRO Social factors are sources of disadvantage, working suffering from isolation and not feeling part of an organisation. Foot (2005.p183). Workers on flexible contracts tend to be more emotionally engaged, more satisfied with their work, more likely to speak positively about their organisation and less likely to quit. (CIPD,2010) A flexible workforce is harder to manage and impose higher administrative costs in areas such as recruitment. Hendry(1995.p401) Provides a pool of staff that can be called upon to work at short notice. (IRS, 2009) The company may have difficulty of maintaining staff development and upgrading skills. (Businesslink, 2010) Enables employees to achieve a better work-life balance.  (CIPD,2010) The Potential Drawbacks and Challenges presented should MW Associates choose to implement Flexible Working Arrangement In order for MW Associates to implement flexible working arrangement such as flexitime within their organisation they would have to overcome the challenges that would be presented to them, this could come in the form of line managers being reluctant to accept flexible working arrangement. Flexible working arrangements may have affect communications between line managers and employees, so it would important for MW Associates ensure that they establish a clear process for how flexible working works in  the organisation. CIPD, 2010 Performance Related Pay- The Benefits and Challenges According to Foot and Hook (2008) performance related pay is a term that is closely linked with relationship between an individuals pay progressions to his or her level of competence. It seeks to be a tool for motivation. This pay scheme is now popular in many organisations since being introduced in the 1980s, according to MW Gilman (1998) the average proportion of employees covered by an organisations IPRP scheme to be in the range of 70%- 80%, suggesting that this is the most beneficial way to get people to work to their best. Though, the CIPD recent reward management report (2009) again records the popularity of individual based bonuses and incentive plans at 61% as the highest way to reward its employees. Companies/ Sectors that use PRP and the Benefits experienced Chelsea Football Club- Supervisors are encouraged to reward staff who work exceptionally well and go the extra mile each game with a star, this is an extra  £15.00 on top of the basic pay. This is very beneficial for the company as some employees will perform better than others in order to get the extra reward, therefore the company will get the best output possible out of their employees. Staffs do what is asked of them when asked to do so. People are only working hard because they know there is a possibility of a reward, not because they want to or is required as part of the job. The Pros The Cons The reward will motivate some staff to work harder. Supervisors can be bias without realising and the reward to friends or the same people. If the same people are getting the reward consistently, the organisation will recognise this and it will give them an idea of who to promote. Although you get an extra  £15.00, for those who get taxed it doesnt make much of a difference as it is taken in tax. (Primary Research, Samantha Koranteng, 2010) NHS Consultants- Clinical Excellence Awards The ACCEA (Advisory Committee on Clinical Excellence Awards) give Clinical Excellence Awards to recognise and reward the exceptional contribution of NHS Consultants who work over and above that normally expected in the job to the values and goals of the NHS and to patients care. The Cons The Pros The committee offers 3 bands, Bronze, Silver and Gold this is good because it makes it more accessible and highlights a good range that consultants can reach, in effect it makes it fairer. The fact that you have to apply for it suggests that its not an automatic recognition, the long process and stages may deter qualified candidates from applying. Consultants can apply for the scheme on their own behalf so the scheme can have a large volume of applicants. (Department of Health, 2010) Local Education Authorities-Teachers In teaching there are pay scales that are dependent on performance, provided performance is satisfactory the teachers pay will go up a grade, once on the highest grade through recommendation they can move up to a higher grade. Teachers may become too target orientated and forget that there job is to educate. This can identify teachers that are unsatisfactory and training can be provided to make them to the standard The Pros The Cons (Christine Blower, acting NUT general secretary. May 2008) The Potential Drawbacks and Challenges presented should MW Associates choose to implement such HR Approaches MW Associates should pose a policy whereby employees know they have security of their earnings and a contract that states there is a minimum level or fall back rate, this will not be difficult to do however MW Associates need to highlight how much employees will gain after they have exceeded the standard or basic level of work asked for. The organisation also needs to clearly devise a method of analysis that can fairly and ethically distinguish between the better performances of one employee to another. Alternatively they could introduce a bonus scheme where the incentives are non monetary, they could offer days off work, paid holidays or organised staff social gatherings. Managing absence through a `punitive approach` is this effective and what are the alternatives? Absence can be seen as a problem to many organisations with short term absence being largely unprepared compared to long term absence. Although, many organisations use appraisals with regards to performance management in helping employees develop and learn more about the business in order to prevent absenteeism. According to NSW Nurses Association (2010), absenteeism can be defined as when an employee is constantly or continuously failing to attend work as scheduled, in particular, when their absence forms a pattern which suggests that the employee is dissatisfied with their work or that their absence could have been avoided. Absenteeism can be also considered grounds for dismissal according to Redgoldfish, (2010). It is important to manage absence because of the loss of money concerning indirect costs such as the replacement of staff, loss of labour and production as well as costs to the business regarding its reputation. These are just some of the factors in why management of absen ce is important. Forms of Short -Term Long term Absence Short- term Absence Long term Absence According to (Travel Trade Recruitment, 2009) being more and more persistent time off work According to (Visual Human Resources 2009) definition long term sickness absence here is any absence lasting more than ten consecutive days. Unauthorised absence for any reason Consultation with the employee Lateness An assessment of alternative employment being offered (e.g. reduction hrs, home based Sickness / injury Medical investigation into sickness Facts Figures / Costs of absence Short term absence is harder to manage because it is largely unplanned. There are many factors involved concerning absence this can be seen as health problems such as smoking, heart disease or a good night out unable to get up to attend work the next day. Factors such as stress or the responsibility of bringing up children as well transportation far away from your place of work can be seen as absence related. The psychological contract (Guest, 2002) is related to absence for example, this can be seen as a psychological contract which may be imprinted inside the employees or employers head rather than an actual contract. For example, the employee could punish the employer by not attending work because they are unhappy with the organisation. In any case managing absence is an important factor now as sickness absence costs UK employers 11.6 billion a year according to People Management (2010). Many organisations lose much capital having to replace staff, loss of labour and production, poor customer service, as well low morale and bad reputation. However, (CIPD, 2009) review short-term absence shows that many companies are implementing return-to-work interviews (83% of organisations), followed by trigger systems to review attendance (74%), and the provision of sickness absence information to line managers (73%) and the use of disciplinary procedures (73%). Another key way to manage absence is through accurate measurement and monitoring so that the organisations can make an assessment to tackle any problems they may have. However, the Bradford factor is like a calculator and has helped reduce absenteeism by 20% such as creating triggers whereby action is taken. The average number of days absent per employee, per year is 6.5 days with average cost of absence each employee per year is  £754.00 (Bradford factor, 2010). Punitive approach The punitive approach in dealing with absence is about teaching employees discipline. This can be seen as lateness, authorized absence and behaviour. It is like having a parent to nurture the employee and to learn respect, compassion as well as taking responsibility. This can be seen as the harsh approach such as reduced pay through absence by using discipline. Other factors such as performance feedback can be used, corrective actions and effective communication. PROS CONS Clear about what is expected Few opportunities for progression Can identify when someone needs help Ineffective management Support employees make the work interesting Monotonous jobs The Council / Local Boroughs Policies are more generous with regards to absence compared to the private sector. Although most absence is short term there is criticism for the high level of sick leave from council staff. The procedure of conducting back to work interviews has now been implemented across the board (Nutt, 2009). DVLA This can be seen again in the public sector with many taking duvet days those feeling hung over or unable to face a days work. However, a punitive approach is taken concerning the official term for this form of leave, then deducted from the employees holiday entitlement (Watts, 2007). Tesco As a private organisation as big as this seen as one of Britains biggest retailer they have introduced no pay for the first three days off sick, not to penalise people being ill but to discourage those taking the odd day (Ryle, 2004). The Potential Drawbacks and Challenges presented should MW Associates choose to implement In order to manage absence it can be suggested that MW associates implement the encouragement of team work which will lead to more commitment within the working environment working as a team. To make the tasks more interesting as well as training and good management control procedures with the odd reward for attendance. What is a Graduate Assessment Centres? According to Colman (2010) Assessment Centers is defined as a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job(Coleman, 2010, p.3). The assessment centre approach involves using a battery or range of selection tolls that simulate the relevant attributes, skills and competencies required in the job. (Peter et al, 2004, p.95). Type of Activities used in Assessment centres There are many types of activities are being used in assessment centres depending on the company. But the core ones which are generally used include; In-basket exercises, leaderless group discussion, role-playing, behavioural interview. (George Scott, 2010, p.204). The IRS survey (2009/10) identified assessment centre is the most effective selection method. In the year 2010 almost 75% of graduate recruiters rate assessment centres as their single most effective selection method. The use of assessment centre rises from 52.7% to 95.2%. (IRS survey,2010) How effective are your organizations assessment centres in identifying the best candidate(s) for a position? Very effective 47 Fairly effective 48 Fairly ineffective 4 Very ineffective (source: IRS survey) Reliability Validity The key issues in an assessment centre are the reliability and validity as similar test are administered to the same person on two separate occasions the results could be very similar unless something has changed the individual. The reliability of assessment centre is much greater than single interview. (Peter et al, 2004, p.95). Validity that shows the extent to which the test is providing useful information related to the job. There are five types of validity; face validity predictive validity, concurrent validity, construct validity, content validity. (Peter et al, 2004, p.95).The table bellow suggests that assessment centres are the most effective method of selection, predicting effectively how a candidate is likely to perform in a job approaching 70 per cent of the time.( Derek et al, 2009. P.94) The table of selection method and predictive validity Selection Method Predictive Validity Usage (%)* Assessment centre 0.68 47 Structured interviews 0.62 88 Work samples 0.55 80 Ability test 0.54 72 Personality questionnaires 0.38 56 Unstructured interviews 0.31 92

Unattainable Equaility Depicted in Carson McCullerss Sucker Essay exam

Anomalies in Equality Equality is something that people have been fighting for for a long time, but is it really the answer to prejudice and pride? In the story "Sucker" Pete and Sucker live together like brothers, but their relationship does not reflect that. Pete treats Sucker like property, instead of a person. The distance between them that is a result of Pete’s mistreatment of Sucker is eventually closed by a period of peace, a short time when they both discover each other and begin to function together in a loving and brotherly way. This balance is soon broken by an outburst of Pete’s. The fight causes Sucker to give up passionately following Pete and rethink their relationship. Suckers revelation leads him to become a more sociable person. Sucker trusted Pete to a fault, the fight is the solution to Suckers gullibility and mindless following because it forces him to grow up and away from his childhood idol, Pete. When looking at the situation briefly, it seems the answer is equality . Equality seems to solve Pete’s mistreatment and dominance over Sucker, and it would also prevent Suckers great change and the permanent tension between sucker and Pete that resulted. But is equality a solution, or a problem all its own? The cause and the solution to his problems both start with the mistreatment of Sucker and his inferiority to Pete. Pete is dominant over Sucker. Pete and Sucker live together as if they are brothers, but they do not act as if they are. There is no equality in their relationship, Sucker is treated like a dog, and Pete acts like his cruel master. "Whenever I would bring any of my friends back to my room, all I would need to do was just glance once at Sucker and he would get up from whatever he was busy... ...was perfect equality then your choices would not influence your life, because nothing is better than anything else. Life would become shallow and unfulfilling. Humanity needs someone to love and someone to hate. Is there such a thing as equality? Can you truly look at a person and say they are your equal, or are we too judgmental? No, as humans we are doomed to see the flaws in others and ourselves. The only way to truly have equality is to either have perfection, or to discard individuality all together. Seeing flaws is the only way to improve both ourselves, and others. To have equality is to sacrifice progress. Someone has to be the weak one. Without weakness there is no basis for strength. Without flaws there is no preference, and without preference there is no love. Life would become shallow and unfulfilling. Humanity needs someone to love and someone to hate.

How does Dickens present his views on education in hard times? :: Free Essay Writer

How does Dickens present his views on education in hard times? Hard times is set in the 1840’s in the North of England. It’s set at a time when Britain is changing dramatically because of the Industrial Revolution, which is mainly affecting this part of Britain. This revolution moved much of the work from the country into towns and cities, and small cramped villages were built around the factories and mills to house the workers. Dickens novel ‘hard times’ was set during this time. Dickens uses many techniques throughout the novel to show his views on education to his readers, the first of which is to create different characters, some of which contrast each other in different ways . Two of such Characters are Sissy Jupe and Bitzer. They differ in the ways they have been taught and the ways they see the education system. Bitzer is a model student, he has always strictly followed the system and been taught exactly how the system requires him to be taught. He is shown as lifeless and colourless, ‘the boy was so light-eyed and light-haired that the self-same rays appeared to draw out of him what little colour he ever possessed.’ This gives the effect that he has been drained of life and everything else but facts. When asked, Bitzer describes a Horse as a ‘Quadruped’ and ‘graminivorous’ and gives endless facts about the animal. Although this description is very factual and impressive, the use of long complex words and the amount of facts show that he has simply been taught these facts, and probably has never even seen a Horse. Sissy on the other hand does not understand how to factually define a Horse when asked, this is because she has been brought up with Horses all her life and they are too familiar and important to her just to be described in facts. This is one way that Dickens tries to show to his audience that this type of education is wrong, the teaching of bare facts limits the imagination of the student and a more practical way of teaching, like Sissy has had, would help the children understand the facts that they are being taught, instead of just learning them. Dickens also shows the characters of some of the staff at the school to make his views known. Mr Gradgrind is the first to be introduced, from the onset Dickens portrays him as ‘squared’ , both in his appearance and character, he reveals little about him apart from the fact he is rigid, and has little individuality. This is emphasized by the repletion of ‘square’ and ‘speaker’, and by this he is shown to

Belonging, Les Murray Poems Essay

The concept of belonging is interesting to me because the idea is really that of ‘self’. There are many varied notions of belonging revolving around the ‘inclusion/exclusion’ of a person in a societal group, ‘attraction/alienation’ to values, attitudes and behaviours, ‘security/marginalisation’. But ultimately the idea of belonging is the development of our own sense of personal identity being defined by the groups, communities, lifestyles we align ourselves with. Les Murray’s poems â€Å"The Widower in the Country† and â€Å"The Away-Bound Train† explore the sense of belonging by his speaker in different ways. We experience through â€Å"The Widower in the Country† a loss of a sense of belonging caused by the death of the speaker’s wife. In â€Å"The Away-Bound Train† the speaker describes the rural landscape in his poetry, and his sense of belonging to it. Les Murray in â€Å"The Widower in the Country† uses descriptive imagery and emotive language to highlight the loss of belonging. The depression of the speaker by having no real direction in life is shown by the words â€Å"and pause to look across the Christmas paddocks†. He is delaying his duties as he is aimless. The reference to Christmas also illustrates widower being alone for a holiday previously celebrated with family. The ellipses run after â€Å"The nettles in the yard†¦Ã¢â‚¬  showing there is further work to be done and the neglect of the speaker evidencing his absence of involvement. The speaker sits alone â€Å"at the head of the table† eating a plain meal of â€Å"corned-beef supper† reinforces the widower’s absence and direction in life and also an inability to enunciate his emotions. The speaker in â€Å"The Away-Bound Train† experiences a feeling of belonging to  the country through the exploration of the landscape. The speaker is a man on a train leaving the countryside, which he loves, to travel to the city, which he despises. At the start of the poem the speaker describes his ideal home in the country â€Å"I stand in a house of trees †¦ a creek runs grey with sand†. The speaker then describes the landscape (â€Å"the near hills rise steeply and fall†, â€Å"the upland farms are all bare†) which is followed by a declaration of allegiance to the country (â€Å"and this is my country†). The warmth of the cold July fire reflects his sentiment of home. Even though he reminds himself that the warmth of the fire â€Å"is the past†, his mind, he says, â€Å"trails far in the wake of the train†. At the end of the poem, the speaker wills himself to go back to sleep and his dream. He literally closes his eyes against reality and returns in his imagination to the country he is leaving. In an alternative medium, the musical song â€Å"Creep† by the band â€Å"Radiohead† describes the desire to belong, yet the eventual alienation and loneliness of an unrequited crush. The song is a story of a person’s infatuation with someone whom he feels he  As a contrasting view, â€Å"Creep† composed by Thom Yorke presents the idea of belonging through alienation – the story of a person’s infatuation with someone whom he feels he cannot attain. The use of the simile â€Å"just like an angel †¦ your skin makes me cry† conveys how unreachable, unapproachable the girl is to him. This expression of distance illustrates how inadequate the person feels when compared to his object of desire. The use of obscenity â€Å"What the hell am I doing here?† conveys the frustration and anger felt by the person at not being accepted. This is supported by  the change from poetic language to blunt speech â€Å"I don’t belong here†. The contrast between the opening of the song and the chorus stresses the impact of the anger and frustration over wanting to belong. The opening lyrics are very soft with gentle imagery â€Å"You float like a feather, in a beautiful world†. The lazy guitar tone and rhythm then build up to what seems like an emotional breakdown with the singer and the guitar screaming in despair and anger â€Å"But I’m a creep, I’m a weirdo†. The ostinato (musically) portrays the songs obsessive lyrics, which depict the angry rage of an unsuccessful crush. The theme of alienation is reinforced â€Å"I want you to notice when I’m not around†. â€Å"You’re so special, I wish I was special† shows the person wanting to belong with the other who he sees as extraordinary.