Maldoror and the Completed Works of the Comte de Lautréamont

Isidore Lucien Ducasse was one of the most mysterious poets in French literature. During his literature career, he used a pen name Comte de Lautrà ©amont and created only two works – Les Chants de Maldoror (in English, it is known as The Songs of Maldoror or just Maldoror) and Poesies. These works influenced considerably modern literature and are considered to be one of the first really surrealistic books. Advertising We will write a custom essay sample on Maldoror and the Completed Works of the Comte de Lautrà ©amont specifically for you for only $16.05 $11/page Learn More The Songs of Maldoror is one of the most exciting and horrifically wonderful books in French literature, and, probably, in the whole world. Maldoror is a bright surreal image of a great philosopher and murder simultaneously. The influence of the Lautrà ©amont’s work is really great; his idea of terrible and misunderstood human being, Maldoror, turned out to be a real shock during the times of its creation, and has even the greater power nowadays. Maldoror is the major character of this novel and its narrator. He addresses to the reader, to his victims, and to everyone who could accidently read this story. This character is a pitiless murder, a sadist, who tries to hide behind the mask of a great philosopher. He is an outcast, who does not want to follow the general rules set by the society. However, all these characteristics do not make his a really negative hero. He is a fighter; he has his strong point of views and is ready to prove them any time. He knows a lot about ethics and philosophy, and he also truly believes that this society is guilty because it cannot accept Maldoror as he is. â€Å"Mother, I can hardly breathe: my head aches†¦/See, he slumps against the back of chair, exhausted†¦/I hear in the distance prolonged screams of the most poignant anguish/My son!/Mother, I’m scared!† (Lautrà ©amont and Lykiard 45 ) At the beginning of the story, Maldoror even asks to forgive his intentions and ideas. He knows that what he is saying is weird, but he cannot do something to stop all this. He offers the reader to kidnap a child in order to torture him/her, enjoy the taste of his/her blood and tears. The first lines present a new character to the reader, he is really powerful with his own ambitions and intentions. He may easily present lots of evidences and proof that his ideas are correct. He says that blood is tasteless and this is what makes it so attractive. Maldoror has a burning desire to taste everything that not every person may allow and encourage the other to follow his example. One more idea, that deserves attention in this work, is Maldoror’s impiety. God is the creator of all beings in the world. He is the only one who has the right to create everything according to his own taste and desire. Maldoror cannot agree with such a decision to deprive him of being a normal part of t he world. Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More His ugliness and dissimilitude with the other humans makes him feel angry with God and despise own Creator. Such anti-theism of the main character contradicts all the religious aspects of those times and makes Maldoror unique and interesting to the reader. He blames God for all his sufferings and poor understanding from the society’s side. The character, created by Lautrà ©amont, is rather original for the literature works at the end of the 19th century. Any other writer has never created such personalities before and never used such strong evidences to prove his correctness of such inhuman ideas and actions. â€Å"His hero (or anti-hero) Maldoror is one of the greatest rebels of literature. Satanic, sadistic and Promethean, he plunges his whole being resolutely into evil and monstrosity, breaking taboos in search of tran scendence.† (Rees 266) Another aspect that fascinated me a lot is the author’s imagery of animals. Ducasse compares humans with numerous animals, both exotic and everyday ones. In order to be like an animal, a human being should get rid of personal vanity. Pretension to culture and a fear to go against the set social norms – this is what binds the person and does not allow him/her to enjoy the life. The choice of animals is really unique. He does not concentrate on such animals as rabbits and polecats, which are always afraid of something and cannot prove their positions in this life. People cannot be compared to such small and cowardly creatures. Maldoror chooses such animals as sharks, eagles, wolves, turkeys, and tigers to underline their power and rights. These animals are described from a pure biological point of view, as this very standpoint cannot be disproved. Maldoror prefers to be a son of tiger or a shark. To my mind, in such case, he could easily exp lain his hunger and cruelty, which are so inherent to those both animals. After I read Maldoror and the Complete Works of the Comte de Lautrà ©amont, translated by Alexis Lykiard, I was pleasantly amazed by its violent content. The author did not afraid to use terrific words, describing the actions of Maldoror, and, even more, to encourage other people to do the same things. I really enjoy the structure of the novel – it was like a conversation of the main character, Maldoror with me. When he asks whether we ever taste the blood after we accidently cut a finger a bit, I unwittingly nod my head. Telling the truth, I have never thought that my blood is tasteless. Advertising We will write a custom essay sample on Maldoror and the Completed Works of the Comte de Lautrà ©amont specifically for you for only $16.05 $11/page Learn More Of course, it does not mean that I start searching for a knife or something to cut my finger once again and check it . However, I start thinking whether its tastelessness makes any blood unique, and, upon the whole, what is so special about blood, and why so many people want to taste it. I suddenly remember the movies about vampires and other butchers, who cannot but admire someone else blood. The characters of these movies get unbelievable pleasure from other people’s blood, especially when people try to resist and fight for their lives. Is it possible that, inside of every person, a kind of vampire lives and tempts to break all moral norms from time to time and do something not inherent to all humans? Maldoror and the Complete Works of the Comte de Lautrà ©amont is a kind of time bomb that just has to blow up during these times. Modern culture and the interests of modern people, young people in particular, are quite different. Some readers may enjoy this book and be sure that it reflects a lot of burning issues, which trouble many people. However, some reader may find this book rather aggressive and inappropriate for everyone. It is possible that the readers of young age may comprehend the essence of the book in a wrong way and follow its examples without thinking about the consequences. This is why it is crucially important to make certain limitations on those, who can read this work, and those, who cannot. Without any doubts, the work by Comte de Lautrà ©amont is one of the best surrealistic books of all the times. Lots of translations have been already presented to the readers, the work by Alexis Lykiard is one of the best ones. Maldoror and the Complete Works of the Comte de Lautrà ©amont attracts many readers by its simple language and structure. From time to time, Lykiard uses long sentences in order to represent the oddness, which Isidore Ducasse wanted to underline. This book corresponds to almost all surrealistic features: gothic style, evil main character with its â€Å"correct† philosophy, identifiable plot, and a bit epic form. For French li terature, such work was not inherent. The author made an attempt to recede Romanism and lyrics, which characterized French literature of the 19th century, and presented a terrific hero, who evoked pity, fear, and misunderstanding simultaneously. This story cannot leave indifferent any person. Someone will be fascinated; the others may feel a kind of disgust. Not every writer may present such stories in the way, chosen by Ducasse: bold ideas, awesome actions, and animal desires. Such characteristics are not about an ordinary man. Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Lots of them are beyond my understanding, however, such uniqueness amazes and fascinates me with every new page read. Our life changes every day, and we cannot be always ready to these changes. However, Isidore Ducasse created this story at the end of the 19th century, and could not even guess that his story would be relevant during all the centuries. Works Cited Lautrà ©amont, Comte. Maldoror and the Complete Works of the Comte de Lautrà ©amont. Trans. Alexis Lykiard. Cambridge: Exact Change, 1994. Rees, William. The Penguin Book of French Poetry. Penguin Classics, 1992. This essay on Maldoror and the Completed Works of the Comte de Lautrà ©amont was written and submitted by user EddieLau to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Hand Sanitizer Fire Project - Instructions

Hand Sanitizer Fire Project - Instructions Here is an easy fire project that produces flames cool enough for you to hold. The secret ingredient? Hand sanitizer! Hand Sanitizer Fire Materials Be sure your hand sanitizer lists ethyl alcohol or isopropyl alcohol as the active ingredient. Other chemicals may not work or they may burn too hot. Hand sanitizer gelLighter or match Instructions On a fire-proof surface, make a pattern using the gel.Ignite the edge of the gel. The flame will spread.If you like, you can touch the flame. Be careful! Although the hand sanitizer flame is relatively cool, its still fire and it can burn you. Colored Fire You can mix colorants into the hand sanitizer gel to produce a colored flame. Boric acid or borax (found in cleaners and pest control products) will produce a green flame. Potassium chloride (lite salt) will give you a purple flame. You can create cool special effects by applying the burning gel to other surfaces. For example, coating a metal object will form a halo of flame around it, which makes a great effect for photos. If you choose to coat a flammable object (e.g. a stuffed animal or a cardboard shape), soak it in water first. While this wont completely protect flammable matter from damage, it will keep it from bursting into flame. Watch the video of this project. How to Put the Fire Out Because hand sanitizer is a mixture of water and alcohol, once some of the alcohol burns, the water puts the fire out on its own. How quickly this happens depends on the specific product youre using but its usually around 10 seconds. If you want to put out the flames before that, you can simply blow them out, as you would a candle. Its also safe to douse the flame with water or suffocate it by covering it with the lid of a pot. About Hand Sanitizer Fire Hand sanitizer has applications beyond killing germs. Gels that contain ethyl alcohol or isopropyl alcohol produce a relatively cool flame that is made more manageable by the high percentage of water in the product. You can use the gel to draw with fire or for projects in which you need to hold fire. Keep in mind, the flame is still hot enough to burn you if you hold it too long and it can also ignite paper, fabrics, etc. Take care to perform this project in a safe location, away from flammable material. As with any fire project, its a good idea to have a fire extinguisher or at least a glass of water handy. Hand sanitizer fire is an adult-only project. Fun Fire Projects If you liked making fire using hand sanitizer, try these related flame science experiments. How to Breathe Fire, Safely: Using a nonflammable, edible chemical to breathe fire.Handheld Fireballs: Water is the key ingredient to creating a flame cool enough to hold.Make Green Fire: You can use the same chemical to color hand sanitizer flames.More Fire Projects: Were just getting started!

Employee Engagement Essay Example | Topics and Well Written Essays - 1500 words

Employee Engagement - Essay Example The findings in this paper show that if proper managerial techniques are applied, combined with trust and creating an environment that encourages the employee to engage positively in their daily work activities, then the outcome will be positive. Some of the benefits that the organization tends to gain are the financial outcome and the performance outcome of the organization since employees will be working towards the goals of the company. Introduction Employee or worker engagement is a managerial strategy aimed at empowering workers to act at interest that are related to the organizational’ missions visions and goals. The engagement of the employee can be analyzed according to the emotional attachment of the employee whether negatively or positively in relation to the manner in which they view their job, their fellow workmates or the company as a whole. Their engagement in work has a great impact on the willingness of the individual to perform their duties. If employees are e ngaged in their work, they will do anything in their power to satisfy the clients of the organization thus working in correspondence to the mission and vision of the organization. The engagement of an employee is usually based on the organizational culture, employee empowerment, the trust factor indulged, the managerial behaviors and the style used in management of the employees. ... The psychological possession in this case refers to the employee taking the job as his or her own and believing that they have been endorsed the responsibility of making critical decisions that comply with the organizations interest. If an employee feels that they are psychologically possessed with the job, then this is empowerment of the employees. If employees are not empowered, then they consider that the tasks that they are supposed to do are what the manager has ordered them to do. Anything else apart from the specified assignments is none of their business. It is up to the manager to perform those tasks. Employees who are not empowered come to job to follow their bosses’ orders. They do not know the goals of the company. They just wake up, come to job, do whatever the boss requires them to do and then when their work is finished they go home. They have no goals to neither worry about nor accomplish simply because the boss never told them of any. Any change that is to occ ur is the boss responsibility. They have nothing to lose. These kinds of employees are underpowered and the outcome of the company is low. On the other hand, empowered employees come to job knowing the goals of the company and have ways and means of accomplishing them. In fact, empowered employees work together as a team. They have a team spirit. They work together to achieve the set goals of a company and any challenging goals that are facing them. They acquire information through educational meetings, the press and any other available sources and bring fresh and new ideas to the company that will help in achieving the goals of the company. They are in a position to make decisions and

Financial Management - Cool Moose Creamery Essay

Financial Management - Cool Moose Creamery - Essay Example The report analyses whether starting a new franchise of Cool Moose Creamery would be feasible or not and what opportunities and threats might be considered while starting this venture. The report has been divided into two parts; the first part of the reports highlights and discusses different elements that could influence the decision whether to start a new venture or not and the other part of the report analyses the feasibility of starting a new venture by using different project appraisal techniques. The first part of would include more of qualitative data however the quantitative data and all the calculations have been included in the second part. Important Elements to Consider Starting a new venture is the phase when the management of the business has to consider important elements and factors that could influence the operations and success of the new firm. By identifying these important elements, the managers are able to identify factors that could influence the business and the n take steps to minimize the impact of these steps. Such elements are also important for the management as they provide areas that the management should look at and be careful of while starting a new venture (Dunung, 2010). Some of the most important elements that the management has to consider while starting a new venture are as follows: Market Size and potential of the market One of the important elements that have been considered before starting a new venture is the market size and the potential of the market. Market size is basically defined as the total number of potential customers that the firm for whom the firm would be offering products or services. Market potential basically refers to the potential or possibility of the consumers buying the products or services of the firm. If the market has high potential but the size is very limited and starting a business requires high investment, then it is not feasible to go ahead with such a venture. However, if the market size is sm all and has potential in it but requires low investment then venture can be started as despite of low market size firm would be able to capitalise the market. Therefore it is important for the management to consider and analyse the market size and the potential of the market along with the benefits that would be delivered by the venture and by comparing these elements, the final decision should be made. Product and its uniqueness The other important element that

Analysis Term Paper Example | Topics and Well Written Essays - 3000 words

Analysis - Term Paper Example As the market is changing and including more and more firms in the business scenario, a proper screening of the environment is part and parcel of a firm’s success. ‘It is essential for a business enterprise to keep itself aware of surrounding environment because the success of business depends to a great extent on its awareness about surrounding environment’ (Jain et al. 2010, p.84) PESTLE Analysis In order to analyze the business environment for M&S we will first use the PESTLE analysis. ‘Political, economic, social, technological, legal and environmental (PESTLE) analysis is an analytical tool for assessing the impact of external contexts.’ (Basu 2011, p.21) a. Political The UK retailer is faced with the changing setup in terms of the political environment. Although the company enjoys a fairly stable government with stable policies regarding the economy and the retail business as a whole, but changes have been brought into the system due to the rece nt terror vibes. However the efficient UK government has tapped this issue with proper security plans. The company is a part of the system where the tax net is not too high as compared to other countries. Also the international trade agreement with China for instance has been relaxed with the new double tax treaty that reduces taxes, thus facilitating opportunities of global trade. b. Economic The economy in which Marks and Spencer is operating is one of the largest economies of the world with a loose monetary policy and a stable employment scenario. The company does face the risks of sudden financial upheavals like the 2007-2009 financial crises that originated in the US mortgage market but influenced the entire world especially the larger economies. So M&S have to keep a continuous check on the global outlook and the UK’s economic indicators and their trends in order to fully capitalize on the economy. c. Social In terms of the social factors M&S has to analyze the local en vironment as well as the foreign territories in which the company operates. The company needs to take into account the youth as they are the lucrative target market for clothing and apparel. Its loyal customer base is now in the age bracket of 50 plus years. It needs to analyze the UK’s youth for their lifestyle which is independent and trendy and portray such vibes in their clothing line. d. Technological The company faces a technological lag as compared to its competitor. The company did not use the plastic money till the 2003 and had no loyalty card schemes for its customers. The company started these cards and schemes along with vouchers and reward points in 2003 much later than its competitors. The technological advances are the most speedy ones these days, with companies using technology in terms of product availability in the form of online deliveries for better customer service etc. M&S needs to keep on adapting to the technological change in order to compete well wit h the rivals. Also UK like other big economies is witnessing an era of online shopping frenzy and this hype needs to be catered through proper implementation of correct design of customer friendly website and the accompanying distribution strategy. e. Legal The laws in the UK are always changing for the better. M&S keep a check on all the new legislations through yearly training. Health and Safety laws, Packaging laws, commercial laws etc have to be maintained

Factors for Motivation at Work in Nursing

Factors for Motivation at Work in Nursing Is motivation at work for nurses in two NHS hospitals dependant on job satisfaction or financial incentives? The National Health Service was described in a BBC News article in 2000 (BBC, 2000) as an organization in crisis as it analyzed various factors impacting the agency. The report indicated the new government mandate titled, â€Å"The NHS Plan: A Plan for Investment: A Plan for Reform† (NHS, 2000) consisting of billions committed to improving the services across a wide breathe of areas which included the following concerns as brought forth via consultation with NHS staff members and the public (NHS, 2000). The consultation consisted of interviews and surveys with 58,000 staff members and 152,000 members of the public, with the following ten areas the top concerns the public and staff members voiced: Table 1 – Top Ten Concerns Voiced by the Public and NHS Staff Members (NHS, 2000): Public Staff Members 1 More staff members with higher pay scales, the foregoing includes increased doctors, nurses, scientists and therapists, More staff, with the top concern mentioned as increases in this area and higher pay, 2 a reduction in waiting times for appointments as well as on trolleys and casualty, additional training along with an improvement in management shills across all staffing levels, 3 an improvement in the ways or working with â€Å"bring back the matron† (NHS, 2000) mentioned as one aspect of the foregoing an increase in what was termed as ‘jointed-up’ working with social services at the community as well as primary care levels, 4 focusing care that is centered on the patients with action to be taken on operations that have been canceled as well as providing more convenient services, reduced bureaucracy, consisting of less administration along with an improvement in funding systems, 5 a higher quality of care provided with cancer and heart disease mentioned prominently, more action and information on prevention to reduce the causes of ill health, 6 better medical facilities consisting of cleaner locations with a better quality of food and attention to getting the basics correct, improved working conditions along with increased aids for recruitment as well as staff retention, and more flexibility in working patterns, 7 an improvement in facilities for NHS staff, with rewards and recognition for the work done by staff members, a reduction in waiting times, 8 an improvement in location services along with improvements in local hospitals as well as surgical facilities, patient centered care, with staff frustration concerning the system being too focused on itself and its needs without meeting individual patient needs 9 an end to the postcode lottery and the assurance of higher quality in all locales, Increased performance as well as accountability systems to reduce variances in care in different locales 10 increased prevention along with better assistance on information and help on healthy living An increase in autonomy for local services to provide them with more control over their organization and a reduction in control from Whitehall The preceding indicates the similarity of views and concerns between the public and NHS staff in 2000 at the inception of the government’s â€Å"The NHS Plan: A Plan for Investment: A Plan for Reform† (NHS, 2000). In June of 2004 the Department of Health reported on the â€Å"NHS Improvement Plan† (Department of Health, 2004) which detailed the progress made in the NHS since the year 2000. The ‘Forward’ to this document by Prime Minister Tony Blair summarized the achievements and status of the NHS and the following calls attention to those areas as indicated in Table 1 Top Ten Concerns Voiced by the Public and NHS Staff Members: Under the ‘Plan’ thousands of additional doctors and nurses, representing a 22% rise in doctors, 21% increase in nurses and a 27% rise in scientific staff, new incentives for staff and pay contracts have been implemented, incentives have been created to reward staff for service commitments and improvements, dozens of new hospital facilities have been opened under the ‘Plan’, there has been a reduction in waiting times, from 18 months to under nine months, outpatient appointments have been reduced from 26 weeks to 17 weeks, cancer and heart disease death rates have been reduced, new services such as NHS Direct and Walk-in Centres have been implemented, patient care has been improved with faster diagnosis and treatment times clinical governance has aided in aiding in evaluation and overall service improvement as implemented under â€Å"The NHS Plan: A Plan for Investment: A Plan for Reform† (NHS, 2000) The preceding represent a summary of the status report on the improvements in the NHS since the adoption of â€Å"The NHS Plan: A Plan for Investment: A Plan for Reform† (NHS, 2000). The foregoing information is endemic to the examination of whether motivation at work for nurses is dependent upon job satisfaction or financial incentives as the NHS is a countrywide operation and the overall system impacts upon each hospital and staff member even in the best of situations. Thus, the overall climate and atmosphere of the NHS is an important factor in understanding the context of this examination. The underlying facts are that in terms of health care expenditures and other areas the United Kingdom spends just $1,813 per resident as compared to $2,387 for France, $2,780 for Germany, $2,580 for Canada and $4,500 for the United States (OECD, 2003). And the foregoing is further exacerbated by the fact that the United Kingdom has just 2 physicians for each 1,000 in population as compar ed against 2.8 in the United States and 3.3 in Germany and France (Stevens, 2004, pp. 37-44). And while the shortfall of physicians represents a major NHS problem, it is the nurses who see to the multitude of tasks and daily patient care which makes the hospitals run and the shortage of these professionals is a critical component in better health care. A BBC News article in 1999 pointed out that some of the reasons for the shortage of nurses in the NHS are due to poor pay as well as conditions that have affected retention as well as recruitment (BBC News, 1999). The sub-standard pay scale was illustrated through a survey that found that one fifth of all health workers had taken on a second job to enable them to meet expenses, and that one third worked an average of two weeks per year without pay as a result of extra overtime work (BBC News, 1999). The article (BBC News, 1999) added that pay was not the only factor in the nursing shortage problem, the nurses mentioned conditions and a lack of job satisfaction due to the long working hours, heavy pressure, under staffing and lack of recognition. This document shall examine the crisis confronting the NHS with respect to nurses from the standpoint of whether the motivational factor for these professionals is dependant upon job satisfaction or financial incentives. This examination shal l utilize secondary survey sources as well as a primary survey to equate these aspects along with theoretical research and opinions. Chapter 2 – Literature Review In examining the question of whether motivation for nurses in the NHS is dependant upon job satisfaction or financial incentives, an understanding of various motivational theories is critical to this review. A central subject in the study of psychology, motivation was equated by Sigmund Freud who thought that a good part of the behavior of human beings was based upon unconscious motives and or irrational instinctive urges (Encyclopedia Britannica, 2006). Behavioral psychologists, however, stress that the importance of external goals plays a huge role in prompting action, and humanistic psychologists believe that it lies in felt needs (Encyclopedia Britannica, 2006). A major study conducted by the Kings Fund (2002) pointed out that the government’s commitment to add an additional  £9.4 billion in funding to improve NHS services to bring the agency into closer proximity with the spending of other European countries, as well as the additional of more nurses, therapists and cons ultants in and of itself was not enough. The Report stressed that the problems of staff retention and recruitment have their roots in good morale and motivation, and that the foregoing is an essential component in order to have a healthy workforce as well as to aid in the attraction as well as retention of nurses (Kings Fund, 2002). The Report went on to state that the NHS needs to have a better understanding of both the positive and negative factors acting upon motivation and morale, as these aspects need to be addressed as part of improving the overall state of service delivery in the NHS (Kings Fund, 2002). The preceding implication has been borne out in an article by Margaret Callaghan (2003, pp. 82-89) who conducted a study on morale amongst fifty-eight nurses, 30 were females and 28 were male) regarding morale and career concerns. The study found that morale was extremely low among the respondents with a large number of the group surveyed seriously thinking of leaving the profession. More importantly, the feelings among the surveyed group were so strong regarding the negative aspects of nursing in the NHS that they indicated that the majority of those surveyed indicated they would discourage others from entering the profession, citing disillusionment, limited advancement opportunities, job insecurity, limited resources and the lack of support for furthered education, which equate to motivational issues, as well as low pay (Callaghan, 2003, pp. 82-89). Interestingly, the findings of the study indicated that recent increases in the pay scale had helped to improve staff morale however; this development only partly offset other factors (Callaghan, 2003, pp. 82-89). Additional information on the importance of nursing morale, motivational factors and job satisfaction are addressed in Chapter 2.1 the Broader Survey, which includes a number of surveys’s and studies. 2.1 The Broader Survey The annual RCN membership survey conducted in 2003 (Ball et al, 2003) found that the overall nursing population is getting older, with the media age increasing to 41 from 39 just five years ago. The respondent field consisted of a mailing of 15,917 RCN members with a 61% response rate, or 9,700 returned forms, thus the survey covered a broad number of members and it can be concluded that the sampling is an accurate cross section representing meaningful numbers that precludes bias. The significance of the foregoing with respect to the theme of this study is that the drop out rate for nursing students now stands at between 15% to 20%, with one out of ten of those surveyed indicating that they would not elect to work for the NHS (Ball et al, 2003). The findings indicated that the work hour demands placed on NHS nurses represents a real factor in dissatisfaction with their jobs in that 64% work full time averaging 44 hours per week as opposed to just 20% for GP nurses (Ball et al, 2003). The significance of the foregoing in the context of this examination is that nurses indicated that they want greater choice and control over their working hours and cited this as a major factor in moving into agency and bank work where they work for a lower rate of pay, and usually the same hours and the same settings as NHS nurses. This represents an interesting correlation in that nurses elect these options even though they complain about the lower rates of pay for the same work and grades, however, they are more positive about their experience in bank and agency work than their NHS counterparts (Ball et al, 2003). The foregoing is borne out by the fact that nurses in NHS hospitals are less satisfied with their choices over shift lengths, as noted by 40%, as compared to 26% of GP practice nurses and 22% of agency and bank nurses, thus representing a key job satisfaction issue. The preceding is further evidenced by NHS nurses working in excess of their 37.5 contracted hours, averagi ng 44 hours per week. 2.2 The Critical Review The RCN study uncovered that career prospects and the opportunity to progress are limited as three-fifths indicated that it was difficult to advance from their present grade, with E grade nurses as the most pessimistic (Ball et al, 2003). The lack of definitive job advancement opportunities represents a hurdle to motivating NHS nurses as well as recruitment, as do the survey findings regarding the following areas (Ball et al, 2003): Table 2 – NHS Views of Workload and Staffing (Ball et al, 2003) Disagree Strongly Disagree Agree Strongly Agree Do not spend too much time on non-nursing duties 17 37 23 2 There are sufficient Staff to provide a good standard of care 21 40 23 3 I am not under too much pressure at work 19 37 16 1 My workload is not too heavy 23 39 13 1 The RCN study indicated that in terms of nurse’s issues, pay scales were not the overriding issue as factors such as workloads and hours worked played a large part in their perceptions. The study found that the respondents rated good pay as an important aspect by 75% of those surveyed, and 90% of the respondents stated that staffing was an extremely important issue and was one of the most cited areas by nurses to improve job satisfaction (Ball et al, 2003). The findings strongly indicated that as a result of dissatisfaction with working conditions that nurses were prepared to leave NHS jobs for less pay to gain control over their personal lives indicating the importance of job satisfaction as a key area. The lack of adequate opportunities for advance also rated high on the list of concerns and complaints voiced by respondents as 47% indicated that they were not graded appropriately (Ball et al, 2003). Pay scales are the outgrowth of the preceding thus naturally the attitudes t owards compensation rated high on the list of replies. Table 3 – Views Regarding Pay (Ball et al, 2003) Disagree Strongly disagree Agree Strongly agree I could not be paid more for less effort if I left nursing 35 39 10 1 Nurses are not paid poorly in relation to other professional groups 54 36 3 2 Considering the work I do I am paid well 23 48 11 1 The replies in this area are consistent with the complaints regarding poor pay as voiced by NHS nurses as well as uncovered in numerous surveys and articles on this area, and nine of ten nurses feel that they are poorly paid in comparison with other professions (Ball et al, 2003). The importance of adequate pay was indicated by 75% of respondents, with 80% stating that receiving promotions based upon merit as equally important which represents a job satisfaction issue. Equating the factors representing motivation, job satisfaction and financial incentives in the nursing profession is an exceedingly complex task owing to the highly skilled nature of the work as well as the differing positions, grading and assignment variables involved. A significant measure of job satisfaction is the movement of staff in and out of the NHS. The study found that 25% of NHS nurses had changed jobs in the calendar year compared against 15% in the GP practice sector, and 17% involved in nursing and nurse education. Table 4 – NHS Nurse Turnover 1996 – 2002 (Ball et al, 2003) Year Percent 1996 23% 1997 21% 1998 18% 1999 19% 2000 20% 2001 23% 2002 24% 2003 25% It is important to note that in equating the preceding figures that a change of job does not always mean that one has left their current employer, as it could also mean a promotion, transfer or lateral move within the same organization. The survey revealed that 51% of the indicated changes in job represented a change in employer and that 13% of all nurses engaged in this practice during 2003 (Ball et al, 2003). The sheer overall size of the NHS means that most employment changes entailed jobs within the NHS system, with 96.5% of the nurses changing jobs who were in the NHS remaining in the NHS even though they switched or changed jobs (Ball et al, 2003), and these job changes can also entail the NHS bank. An important determinant of job satisfaction and motivation is what nurses plan to do in the future with regard to their employment. 29% of the surveyed nurses indicated their intention to leave their employer in the next two years, with NHS nurses indicated this intention at 27% (B all et al, 2003). Those nurses who indicated that they intend to stay at the present employment cited that they felt that their work was valued as the primary reason, 63% (Ball et al, 2003). Nurse’s views regarding motivation along with job satisfaction can be also equated via morale which describes their views as well as attitudes. The survey uncovered that 73% of respondents indicated that they did not desire to leave nursing as a profession, and of the 27% who expressed a desire to leave only 22% indicated that they would recommend nursing to others as a career (Ball et al, 2003). 74% indicated that the career prospects in the profession have increasingly become less attractive and a higher percentage would opt to leave the profession altogether if they could think of a suitable alternative after the years they invested in the career (Ball et al, 2003). Table 5 – Respondents Indicating They Would Leave Nursing If They Could (Ball et al, 2003) Strongly agree Agree Neither Disagree Strongly disagree Work is valued score 3.5 3.05 2.75 2.4 2.1 Table 6 – Respondents Indicating They Want to Leave Nursing Percentages (Ball et al, 2003) 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55 and over Would leave 14.7 23 31 32.5 27 33 30 26 Planning to leave 5 9 10.5 9 7 7 11 34 The survey uncovered that the respondents who indicated a desire to leave the profession if they could was correlated strongly with their perception of a lack of advancement and or promotion opportunities. And those who feel that their work is valued indicated that they would either stay or did not indicate an intention or consideration of leaving. The preceding seemingly points to job satisfaction as the more important factor among nurses, feeling appreciated and valued, rather than low pay, which is cited often as a problem as well as advancement opportunities. Morale as well as being or feeling rewarded thus tends to fall closely with feeling valued and or appreciated as a reason for motivating nurses. In terms of correlating the information and findings uncovered as a result of the RCN membership survey conducted in 2003 (Ball et al, 2003) the Kings Fund survey of ‘Morale and Motivation’ in the NHS represents a interesting manner in which to compare results to determine whether motivation for nurses is dependent on job satisfaction or financial incentives. The Kings Fund survey indicated that while it is difficult to measure the way in which individuals feel regarding their work, the survey indications pointed to morale as well as motivation in the NHS as being low. The Kings Fund survey identified three distinct factors that affect both moral and motivation (Kings Fund, 2002): whether of not the staff feel they are valued, the working environment, and resources and pay scales These same three aspects were correlations reached in the RCN membership survey conducted in 2003 (Ball et al, 2003) and thus provides a strong case for the fact that job satisfaction seemingly represents the key motivational factor for nurses in the NHS. The Kings Fund summary indicated that nurses as well as doctors have elected to leave their positions in the NHS as well as to retire early in large numbers (Ball et al, 2003). The preceding has been found to be in huge part that NHS staff members feeling that they are not valued by the government as well as the media, which has been critical of their performance and quality of service, which reflects in shaping public perceptions to a great degree. The Kings Fund (2002) survey points to the example of hospitals in the United States that have been successful in the attraction and retention of nurses which studies have attributed to their including staff in decision making aspects to increase their perception of value and worth as we ll as involvement and control. The Kings Fund study indicated that the major factors that affect morale as well as motivation are as follows (Kings Fund, 2002): Working Environment The study found that the quality of the working environment which respect primarily to the staffing levels, speed of reform and the depth of same are major factors affecting morale as well as motivation. It indicated that too much change as well as too much political control represent de-motivating factors and represent key reasons that individuals indicate as desiring to leave employ in the NHS. Feeling Valued The RCN membership survey (Ball et al, 2003) strongly indicated the importance of ‘feeling valued’ in the workplace representing an extremely strong factor in job satisfaction. The Kings Fund study stated that the value which nurses as well as other staff members perceived as a result of groups outside of the NHS such as politicians, the public as well as the media were highly important in this equation. The Kings Fund study indicated that like the American hospitals, those NHS facilities that involve nurses in decision making, planning and policy have a happier and higher motivated workforce with lower turnover rates. The Kings Fund study also included focus group discussions out of which ‘feeling valued’ emerged as the key determinant defining morale and motivation. The critical issues identified from these sessions where as follows: Perceived Worth The study uncovered that the general consensus among those in the focus group was that they did not feel valued as professionals by members of their own profession who had higher educational achievements or degrees, as well as the public. Levels of Support Staff members indicated that they feel that they are not supported by politicians as well as employers, citing that the public perception of the NHS had changed after the government blamed NHS staff for service quality. Importantly, those focus group members who reported and or felt they were listened to felt motivated. Recognition and Treatment The status of treatment, in terms of recognition and support was indicated as an important consideration by members of the focus group study with regard to their feelings concerning their job and satisfaction with it. Job Satisfaction Job satisfaction is a category that is in lock step with morale and motivation, according to the Kings Fund study, and represents reasons linked with the intention to leave or as to why they have left employment. The foregoing includes factors such as the nature of the work, if there are advancement opportunities and other factors linked to job satisfaction. Resources and Pay In this context, resources referred to how well the service segment of the hospital facility is resourced overall as well as the manner in which staff members are rewarded. The foregoing highly influences morale as well as motivation as reported by medical managers and doctors. While some of the preceding areas seemingly do not correlate as being endemic to the examination of motivation and whether job satisfaction or financial incentives are the key to involvement for nurses, it was deemed important to draw a larger picture of the context to thus magnify the areas of importance within this context. The foregoing approach enables the research findings to draw upon additional information from which to support the rationales as well as aid in the formulation of the conclusion that the data suggests and points to. The foregoing also aids in the analysis of the primary research survey which represented a sampling of just 22 individuals. Chapter 3 Methodology The methodology utilized in equating the examination as to whether motivation at work for nurses in the NHS is dependent upon job satisfaction or financial incentives was conducted utilizing primary research in the form of a small survey as well as secondary research surveys as conducted by the RCN, the Kings Fund, Margaret Callaghan (2003, pp. 82-89), and ‘The NHS Plan: A Plan for Investment: A Plan for Reform’ along with varied theories on job satisfaction and motivational factors. The utilization of five differing survey and studies on the subject were conducted to ensure that the conclusions drawn from this information was based upon having enough information from which to read into the examination. The secondary surveys and studies were both comprehensive as well as large and the topic field, while not specifically devoted to the examination as posed herein, did contain enough data, questions, elements and points to enable their use as viable information sources. Gr aph data was converted to tables herein to present the data in a more comprehensive and readable format. The utilization of various articles and news sources aided in identifying the past as well as the current temper of conditions, moods and attitudes in the NHS from the perspective of nurses as well as governmental actions and public opinions. The preceding enabled the establishment of an historical perspective, and the legislative actions undertaken by the United Kingdom government in the form of the â€Å"The NHS Plan: A Plan for Investment: A Plan for Reform† (NHS, 2000) and the â€Å"NHS Improvement Plan† (Department of Health, 2004). The consensus of the overall effect of these plans is that the government has indeed made some progress in the hiring of additional nurses, doctors and technicians as well as introducing pay scale incentives, however, as stated by the BBC (2003) the NHS is still threatened with a shortfall of 50,000 nurses who are due to retire over the next five years despite the hiring of 40,000 extra nurses since 1997. The historical research utilize d as part of the methodology provided background information on the internal problems of the NHS which includes the fact that a large proportion of the 40,000 hired NHS nurses were obtained through foreign recruiting and that the pay incentive measures only reached 15,000 nurses in terms of the 12% pay raise (BBC News, 2003). Wheatcroft (2006) summarized the preceding in stating that all of the additional funds that have been provided to the N

Essay on Morality in Dante’s Inferno, Hamlet, The Trial, and Joyce’s Th

Changing Morality in Dante’s Inferno, Hamlet, The Trial, and Joyce’s The Dead  Ã‚        Ã‚  Ã‚   Everyone remembers the nasty villains that terrorize the happy people in fairy tales. Indeed, many of these fairy tales are defined by their clearly defined good and bad archetypes, using clichà ©d physical stereotypes. What is noteworthy is that these fairy tales are predominately either old themselves or based on stories of antiquity. Modern stories and epics do not offer these clear definitions; they force the reader to continually redefine the definitions of morality to the hero that is not fully good and the villain that is not so despicable. From Dante’s Inferno, through the winding mental visions in Shakespeare’s Hamlet, spiraling through the labyrinth in Kafka’s The Trial, and culminating in Joyce’s abstract realization of morality in â€Å"The Dead,† authors grapple with this development. In the literary progression to the modern world, the increasing abstraction of evil from its classic archetype to a foreign, supernatural en tity without bounds or cure is strongly suggestive of the pugnacious assault on individualism in the face of literature’s dualistic, thematically oligopolistic heritage. In analyzing this gradient of morality, it is useful first to examine a work from early literature whose strong purity of morality is unwavering; for the purposes of this discussion, Dante’s Inferno provides this model. It is fairly straightforward to discover Dante’s dualistic construction of morality in his winding caverns of Hell; each stern, finite circle of Hell is associated with a clear sin that is both definable and directly punishable. As Dante moves downwards in this moral machination, he notes that Like lies with like in every h... ...akespearean Criticism. Ed. Laurie Lanzen Harris. Vol. 1. Detroit: Gale Research Company, 1984. 234-7. Fort, Keith. â€Å"The Function of Style in Franz Kafka’s ‘The Trial’.† Sewanee Review 72 (1964): 643-51. Rpt. in Twentieth-Century Literary Criticism. Ed. Dennis Poupard and Paula Kepos. Vol. 29. Detroit: Gale Research Company, 1988. 198-200. Joyce, James. Dubliners. Ed. Robert Scholes. New York, Penguin/Viking, 1996.    Kafka, Franz. The Trial. Trans. Willa and Edwin Muir. New York: Schocken Books, 1992.    Ruskin, John. â€Å"Grotesque Renaissance.† The Stones of Venice: The Fall. 1853. New York: Garland Publishing, 1979. 112-65. Rpt. in Classical and Medieval Literature Criticism. Ed. Jelena O. Krstovic. Vol. 2. Detroit: Gale Research Company, 1989. 21-2. Shakespeare, William. Hamlet. Ed. T. J. B. Spencer. New York: Penguin, 1996.         

Radisson

RADISSON BLU LIMFJORD HOTEL AALBORG ? INTRODUCTION ? PORTER'S FIVE FORCES Radisson Blu Limfjord Hotel Aalborg is a luxurious 4-star property conveniently located near the centre of Alborg. Radisson Blu Limfjord Hotel Aalborg is a business-friendly hotel within walking distance of Jomfru Ane Gade, Osteragade, and Gammeltorv. Additional points of interest include Aalborg Congress and Culture Center and Jens Bangs Stenhus. PORTER'S FIVE FORCES Values Values include the things that the firm gives high priority. This can either be the firm’s service, relationship with the environment or the attainment of goals.The company’s values service to clients and relationship with the environment. The company wants to make sure that proper service is given to clients and they maintain a good relationship with the clients. The company is doing well in showing how they value the clients and the environment. Hotel Rooms Hotel customers are offered the following room facilities: fax machi ne, direct-dial phone, in-room safe, coffee/tea maker and climate control. Rooms are equipped with iron/ironing board as well as trouser press. In addition there is minibar in the rooms. Beds: Rooms are also equipped with extra towels/bedding items.Hypoallergenic bedding is also available. Guests of the hotel may request a crib/cot (infant beds). Bathroom amenities include complimentary toiletries and hair dryer. Entertainment: The in-room entertainment facilities at this welcoming hotel include cable television service and pay movies. Internet connection options: Guests are sure to appreciate television Internet access (complimentary) and high-speed Internet access. An additional charge is applied for Internet access. Housekeeping services and complimentary newspapers are also offered. Environmental scanning OpportunitiesAn opportunity for The Radisson Blu Limfjord Hotel Aalborg is to find out more ways to give a distinctive look and features to the hotel. By doing this the company will have competitive advantage over other firms. This will help the company have unique identity in its various markets among their competitors. An opportunity for the company is to improve the features of the leisure amenities they currently have. By doing this it can attract more markets and it will help them attract tourists that will come to the country they operate in. Hotel Amenities Food options at Radisson Blu Limfjord Hotel Aalborg include a restaurant.A complimentary breakfast is served daily. Room service is also available. Our hotel provides a 24-hour front desk service. ATM/banking and currency exchange facilities are also offered. Public areas of Radisson Blu Limfjord Hotel Aalborg are air-conditioned. Leisure amenities: Guests can also enjoy the following spa/wellness facilities: sauna. Other available services: tours/ticket assistance, television in lobby, safe-deposit box – front desk, roll-in shower, on-site car rental, laundry facilities, express check-ou t, elevator/lift, dry cleaning/laundry service, concierge desk, complimentary newspapers in lobby.Business & Internet: Guests at Radisson Blu Limfjord Hotel Aalborg can use a well-equipped business centre and meeting room(s). Radisson Blu Limfjord Hotel Aalborg Internet options: wireless access; dial-up access in public areas; high-speed connection in public areas; access in public areas is available for an additional fee. Threats The main threat to the Radisson Blu Limfjord Hotel Aalborg is the competitors. The competitors like BEST WESTERN Hotel Scheelsminde and Hotel Hvide Hus try various tactics to make it difficult for Radisson Blu Limfjord Hotel to maintain its standing in its various markets.The threat to the company includes the laws in the country they operate in. Another threat to the company is the tariffs and taxes that the company has in its various market, each countries has its own rate of taxes and tariff that creates additional expenses for the company. Lastly a thr eat to the company is the culture of some clients in the market. Resources Resources The Radisson Blu Limfjord Hotel’s resources come from reliable suppliers and manufacturers. The materials used in the hotel are made of the best kind of raw materials and come from reliable suppliers.Another resource for the company is its personnel that provide the best kind of service to guests and clients. The personnel make sure that clients receive the satisfaction they need. Human In providing excellent service to the clients, a company needs to have a dedicated staff that performs well and knows that the service they give to the client can help The Radisson Blu Limfjord Hotel have a positive or negative image. The staff of the company is well trained to ensure that the best service can be given to the clients. The company makes sure that it hires promising individuals that can assist in the company’s task of reaching their goals.It makes sure that the personnel have a distinct s kill that matches the company’s goal. Skill The Radisson Blu Limfjord Hotel’s capabilities include its use of sophisticated technologies to provide the best kind of services. The Radisson Blu Limfjord Hotel has a set of production regulations that makes sure that every stage in the company’s operations will minimize any waste on time and effort. The Radisson Blu Limfjord Hotel has made use of advanced technologies to provide services to the personnel and give them complete security. It also makes use of better security systems to rooms, hallways and other vital places.The Radisson Blu Limfjord Hotel makes sure they are updated to what is happening and they can adjust to these changes. Capabilities The main capabilities of the company are on the well trained personnel. The personnel serves as the arm of the firm and they show how the company meant by total customer satisfaction. The personnel of The Radisson Blu Limfjord Hotel are well skilled in assisting the cl ients and giving them excellent service. The company makes sure that they hire individuals who are skilled in management, human relations, fine dining and other qualities that a member of a hotel business needs.Radisson Blu Limfjord Hotel also looks for various activities, seminars, and symposium that will help the personnel improve their skill. Competencies Distinct Competencies The company makes sure that the employees are paid accordingly but the personnel are expected to provide a good kind of service. The company makes sure that clients receive a good service based on the money paid by the clients. The company also makes sure that the personnel are compensated well. The company’s distinct competency is embedded on its efficiency of service. The company also makes sure that the best lodging and assistance will be given to the clients.Developing operation strategy Competitive priorities The priorities for the operation plan are the cost of the strategy, the personnel that will be involved, the time that will be used and the effect of the strategy. The cost of the strategy should not be too high; it should be reasonable enough and should be worth it. The personnel that will be involved should be properly briefed before they take part in the endeavor. The personnel that will be involved should know why they are chosen to take part in the training and what is expected of them.The time that will be used should be limited to days that the personnel are off. It should not hamper the delivery of service. The whole process of training should not exceed one year from the start of the endeavor. The strategy should make sure that it will have imminent effects to the personnel. The result of the strategy should be evident in the way the personnel will serve the clients. Supporting production requirements The structure requirement includes the use of the various facilities where the training process will take place.The various facilities would be the rooms in the hotel that have no immediate schedule and would be available for the firm to conduct trainings and seminars. Another structure requirement would be the different instructors who will facilitate the training/seminar. The instructors would be experienced in their field. The infrastructure requirement includes the quality measures that will focus on making sure that the whole endeavor would result to a positive thing for the company. Process flowchart The first thing that happens is the Hotel receives inquires from the clients.The inquiry can be in the form of personal correspondence, by phone or by email. In this part the client asks for any available room. The company then checks for the availability of a room. If there is no room available, the company informs the client about the situation and ends the transaction. If there is a room available, the company will then inform about the rooms that are available. The company will then ask the client if they would want to rent the avail able room, if they choose not to rent they will be given another room that is available.If the client chooses to stay in the room the hotel will book the client to the available room and provide the service the client needs. REFERENCES: Aharoni, Y. & Nachum, L. Globalization of services: Some implications for theory and practice. London: Eds. ; Routledge, 2000. Brewster, C. , Harris, H. & Sparrow. Human Resource Management . New York, 2004. Burke, R. J. & Cooper, C. L. Reinventing Human Resources Management: Challenges and new directions. New York, 2004. http://radisson-limfjord-alborg. h-rez. com/index. htm? lbl=ggl-en&gclid=COLQ0ci8zLYCFbMQtAod8FUA-Q

Ethics And The Law Example

Ethics And The Law Example Ethics And The Law – Coursework Example Ethics and the law It is important for drug manufacturers to include graphic warnings in their advertisements because some drugs have got special problems, especially the ones that may cause serious injury or even death. Such drugs with boxed warnings usually have a brief summary which basically is a technical name for the comprehensive information which appears in advertisements for most of prescription drugs. It is also a requirement by the law that advertisements for most prescription drugs be printed or made known to the customers so as to alert them of any risks associated with the taking of such drug. The brief summary ought to include guidelines on individuals who are not supposed to take the drug, times when the drug should not be taken, any serious, potential drug side effects ,if known, as well as measures that can be taken to minimise the possibility of having them and finally constantly occurring, though not essentially severe side effects. The other reasons include drugs that interact negatively with other drugs should be indicated together with low health literacy amongst patients; which basically involves struggling with understanding as well as acting on health information(Shinyabola,etal,2014).Graphic warnings are a crucial way of passing medication information to consumers, as long as patients can easily comprehend them. In addition to using graphic warnings while doing drug adverts, health care givers should offer guidance to underserved people on medication warnings; particularly persons with low health literacy and currently not on prescription medication .Generally, these endeavors benefit consumers a great deal.Works citedfda.gov/Drugs/ResourcesForYou/Consumers/PrescriptionDrugAdvertising/ucm072025.htmShiyanbola Olayinka, Meyer Brittney,Locke Michelle,Wettergreen Sara. "Perceptions of prescription warning labels within an underserved population." Pharmacy Practice (2014): np.

Satire in Great Expectations Essays

Satire in Great Expectations Essays Satire in Great Expectations Paper Satire in Great Expectations Paper Essay Topic: Great Expectations â€Å"When you satirize something, it’s usually through feelings and behavior. Satire is exercised through the use of humor, irony, exaggeration, or ridicule to expose and criticize people’s stupidity or vices, particularly in the context of contemporary politics and other topical issues.† In the novel, Great Expectations, Charles Dickens shows readers how he satires human feelings and behavior through Pip’s character. One of the ways Dickens demonstrates this is when Pip turns his back on the ones that love and care about him. First of all, Pip thinks that he is better than Joe and Biddy and is ashamed of them. He ends up turning his back on them when they are basically the only people that love and care for him. For instance, Joe visits Pip in London and apologizes to him for embarrassing him, â€Å"If there’s been any fault at all today, it’s mine. You and me is not two figures to be together in London, nor yet anywheres else but what is privateand understand among friends† (Dickens 257). Even though Pip is embarrassed of Joe and goes to London and abandons him, Joe still visits him and apologizes even though it’s Pip’s problem. Another example is when Pip and Biddy have an argument about Pip’s treatment of Joe. Pip tries to explain to Biddy why he does not want to come visit Joe, â€Å"Well! Joe is a dear good fellow- in fact, I think he is the dearest fellow that ever lived-but he is rather backward in some things. For instance, Biddy, in his learning and his manners† (Dickens 158). It surprises the reader that Pip would say this about Joe since, Pip is full of flaws as well and Biddy and Joe do not turn their backs on him. The final example is when Pip abandons Joe and Biddy for Magwitch. However, he soon comes to the realization for his rejection; â€Å"I would not have gone back to Joe now, I would not have gone back to Biddy now, for any condition-simply, I suppose, because my sense of my own worthless conduct to the

Financial Management Assignment Example | Topics and Well Written Essays - 2500 words - 3

Financial Management - Assignment Example Aluminum Bahrain is headquartered in Manama, Bahrain.. As the Current shareholders of the manufacturing company of aluminum it unto the company of aluminum Bahrain makes sure that it builds and designs things and releases them to the public . A product lacked life or value until the users had accepted it who are interested in knowing all the information necessssary to make a critical decision to whether buy ,sell or hold investments in the Aluminum Bahrain B.S.C(Alba).Our focus will be on the following in line with the needs of the users. By 2000 the business had transformed with the purchase of new assets and businesses. The purpose of the acquisition of the new businesses was to establish North africa alluminium companiesfor the Bahrain parent company, rolling labs Industries. At that same time, the rationalized business would bring forth cash flow, infrastructure and economies of scale for the expansion of the business into the rapidly growing markets of Asia, America, . However, in 2014, this company faced a worse situation than it was in earlier . Dollar fluctuations and increase in costs led to lose of a large client base. There was also an increase in costs of production due to the rise in labor costs in Bahrain. Aluminum Bahrain lacks proper and educated and trained workforce .There exists a small number of trained work force. In away these cripples the manufacturing company. Its operations are slowed at the expense of huge production leading to a proper profit Since there are various sub products that the Bahrain company produces there is less promotion of the product as it is limited to the country, The process of innovation is slow while the demand for properly innovative materials is high In order to determine the firm type of the aluminium company its supply and demand are key factors in addition its produced in metric tons. When establishing its demand by market the following factors are considered: The

Six Philosophical Texts Essay Example | Topics and Well Written Essays - 1250 words

Six Philosophical Texts - Essay Example Aristotle’s â€Å"Nicomachean Ethics† (books from 1 to 3) is absolutely a unique text that considers the cores of what does it really mean to be happy and how to become a virtuous human being. Reading Aristotle made me think that the man knew literally everything, as the things written in the Ethics are absolutely truthful and applicable. This in fact makes them universal, as they may be used by people of all times, because the author manages to describe ethics and moral values precisely as they are, so the text is still relevant. For instance, in the first book of Nicomachean Ethics Aristotle claims that happiness (or eudaimonia) is such thing that all people should strive to achieve, but not because people tend to satisfy their selfish needs, but because good must be itself a goal. But people often consider some wrong values as real happiness and this makes them strive to the wrong values (EN 1095b-1096a). This touched me deeply when I was reading the book, because it made me think of those wrong values like having constant fun or being careless and I realized that this is not how a rational human being should behave. Hence, I think this part of the text was the most affecting and I’m going to think twice before making my choices engaged with right values in the future. Aquinas’s â€Å"Summa Theologica† (Question 94) analyses what the natural law is and whether it is the same for all people.