Gough Whitlam :: essays research papers

We are a government committed to bringing change into about social and economical aspects of our country." (Hayden, Speech, 1973) The Whitlam government's term was filled with controversy, scandals and public protest however, despite criticism of the government it is undoubted that within its term, 5 December 1972- 11 November 1975, the government was significantly influenced by socialist ideals through directing its policies relating to the social, economic and government aspects of society. The government adapted 'crash through or crash' style of policy change, reminiscent of a peaceful socialist revolution, however modified to suite the Australian climate. Whitlam's approach included more democratic elements and involved the people influencing the policies of his government, his eventual goal to solve the great problems capitalism had brought upon Australia. (McGavin, 1987, 55) His solution was quite simply to lessen the capitalist enemy of socialism, the class divide. The government promised the citizens of Australia better quality of life hand in hand with equality and said that these goals would be implem ented in the improvement of education, health and welfare, stricter economic regulation as well as broad public ownership of several other basic industries and finally an extension of the national government's power promoting constitutional and electoral changes. Socialism is defined as a political doctrine concerned with the morals of society and relates to all economic and social aspects of society. Socialism is further characterised by the state ownership and nationalisation of all means of production, facilities and banking for the reason that under socialist control private barriers can no longer prevent the people from working together for the common good. (Bobbio, 1987, 44) This utopia is thought to be achieved through a peaceful political revolution, of course, in the best interests of the nation. (Evans, 1977, 23) Furthermore, socialism is defined by the belief that capitalism has unforgivably failed the working classes and that there is in fact simply no need for inequalities that exist within society. Socialist theory dictates that inequalities within society should be altered to the extent that the upper class minority can no longer hold exclusivity to privilege whilst the majority of the working classes suffer. Whitlam's breed of socialism embraced the practical and moral components of the ideology. Further, he was a great advocate for rapid change and this was extremely reminiscent of ideological socialist revolution. "We have a new chance for our nation. We can recreate this nation.

HRM Consultancy Report †BancRoyale Amsterdam Essay

In a survey undertaken by PWC of customers and outsourcing service providers cut across different advanced countries, over 80% customers noted that outsourcing activities delivered targeted gains provided for in the original business case. By implication therefore, it can be said that outsourcing and offshoring in the case of Bancroyale is a basic part of organizational strategy in a bid to maintain competitive advantage and staying ahead of other organizations. The need to outsource certain business processes by organizations over the years have been attributed to the recession that hit hard on world economies and businesses, it is also borne out of the need to reduce and contain costs while maximizing benefits and increased efficiency. As we speak and in coming years, process enhancement and productivity as well as governance, risk and security are other needs to be met by business process outsourcing. It is a trend that continues to emerge over time. Business processes such as IT and payroll management is of the essence to be outsourced due to their dynamic nature for the former and better efficiency in management by 3rd parties for the latter. Studies have shown that about 50% of clients are discouraged from outsourcing due to a lack of experience by service providers and their inability to justify the costs against benefits and therefore provided a justification for preference for in-house employees over 3rd parties while some companies do not have the skills to manage outsourcing activities and the service providers. Some are of the opinion that they require to put their house in order before outsourcing certain business processes. Banc Royale Amsterdam known and popular for superior and friendly customer service has taken steps to outsource its online customer service unit to a small South American company to handle due to increasing costs of maintaining this department. It is pertinent to take note of issues that may arise due to this change and its effect on the bank and also its customers. Majority of organizational change management systems fails as proven by research because employees who are at the core of these programs are not carried along and feel left out, this leads to low morale which results in demotivation and its consequences. Dawson and Jones (n.d), said that it is the people/employees that are subject to change and must adapt to change as against the organization adapting to change therefore human capital is the most important and critical element when instituting any form of change. People/employee and customer issues would arise and worthy of note is the language barriers already raised by the firm saddled with the responsibility of handling this unit. It is expected that most customers of Banroyale would speak Dutch or French and this should have been put into consideration while contracting this unit out to a South American firm. From the onset, management ought to have determined if this firm has Dutch speaking customer service consultants that would be able to communicate with their customers and also keep up with the standard of superior customer service set by the bank. The entire reason to outsource this unit is completed defeated if the bank cannot maximize benefits from this exercise as customers that are not pleased with services via the online customer service window are either completely lost or aggrieved thereby making the bank lose more money than it planned to save. The decision to outsource a key unit of the bank by the management is also likely to cause collective distrust amongst employees in spite of the fact that the decision is a strategic performance management decision that is expected to make the bank cut down on its increasing costs. According to Shawn 2008, the decision to outsource creates uncertainty for existing employees and it could make them to look elsewhere for employment, in cases where they do not leave, they most times do not cooperate with the new service providers to provide them with adequate information that would make the task easier to handle thereby causing also decreased efficiency in service delivery and bring in operational risk. Another major people management issue of outsourcing of this unit has to do with the customers to be attended to. In most cases, the service provider, that is the South American firm even though based on recommendation are highly professional most often than not would not be able to provide 100% banking services customers have always enjoyed because they have limited access to the bank’s customer database and hence, all they would be able to do while trying to serve the bank customers is to only take down messages and tell the customers someone would get back to them, these are customers that probably want to know their bank balance, ask questions regarding interest rates, cancel standing orders immediately etc. Only staff of the bank that has access to specific customer data base would be able to provide services to these customers. There is a very high likelihood that there would be a wide gap between management goals and eventual performance. One of the bank’s strategic capabilities and strengths is embedded in this unit that is customer service which is a major selling point for the organization; therefore it ought not be toyed or experimented with. In its quest to maintain a competitive advantage other areas should be looked at to reduce costs and expenses. HRM should seek to look at better ways to maximize the performance of this unit by determining unnecessary overheads are proposing to bank management to reduce, it could also develop more work challenges and deliverables to the managers of this unit in order to justify the increasing costs. Increasing costs accruable from this unit should provide increasing bottom lines for the entire bank, therefore performance management systems should be adopted to determine if these increasing expenses are justifiable and are actually increasing the bank’s bottom line. HRM could also propose to the service provider to hire some of the laid off bank customer service consultants and have them on their payroll on their own terms, this would ensure that these people are not so aggrieved for being laid off but also be able to still provide their services to the bank indirectly through the service provider. Lastly, if it is of great necessity that management outsource this unit then it is advised that it be done gradually and strategically in order to integrate the service providers into the system instead of a sudden transfer of this function thereby causing avoidable people management issues. SECTION 2- Organisational Solutions OB-HR Matrix Relationships The study of organizational behavior covers basically how knowledge about people, individuals, and groups are applied within an organization; and covers topics bordering on leadership behavior and power & politics, communication, group structure and process, learning & attitude development and perception, change process, conflict, negotiation and resolution, job design and motivation etc. Organizational behavior (OB) is a field of study devoted to understanding, explaining and ultimately improving the attitudes and behaviors of individual and groups in organizations. Therefore, the findings of this report are meant to be applied by managers to see how relevant they are to real world practical organizational challenges. The managers or HR professionals apply these organizational behavior theories and principles in solving problems that relate to human capital. For instance, while OB would explore the relationship between social recognition or employee motivation and job performance, human resource management would be examining the best ways to structure a perfect rewards system and performance management. In other words, the study of organizational behavior provides significant insights to human resource management when the principle and theories are effectively applied by HR professionals. Motivation and Diversity being very key and relevant organizational behavior concepts relevant to the change process being embarked upon by the organization would be the subject of analysis in this section. MOTIVATION – By making reference to the book ‘’Good to Great’’ by Jim Collins where he analyzed how Fortune 500 companies such as Wells Fargo, Walgreens etc transformed from just good companies to great companies. These companies were reported to have transformed into great companies basically by their commitment to hire the right people with emphasis on character, work ethics, intelligence, values and commitment and refusing to hire when such people were unavailable. This model was also adopted by Apple when they embarked on opening retail stores to serve their customers, they focused on hiring only very highly passionate individuals for their products i.e. highly enthusiastic about Apple products and this would only mean that, employees are first hand self motivated because they are passionate about what they are doing and so whether they are rewarded using the traditional reward systems or not, they are still happy doing what they are doing. However, Apple did not just stop at hiring passionate people, they created very unusual reward systems worthy of note is by not placing sales people on commission so as to ensure tension is completely eroded and employees maintain a very calm mien in dealing with customers. These hired sales people also go through rigorous trainings to acquaint them with the skills and knowledge to succeed in the Retail stores. Career growth opportunities for these sets of employees to grow through different opportunities are provided within the organization. Motivation in this context is therefore defined as an employee’s willingness to put in his maximum effort into his job to achieve organizational objectives while also being able to meet his personal needs and objectives. Motivation was defined by Baron, 1983 as a set of processes concerned with the force that energizes behavior and directs it towards attaining some goals. Simply put, motivation is the reasons why individuals behave the way they behave or do what they do, which implies in a workplace that an employee is said to be motivated on the job when he enjoys doing what he is doing and totally involved in it as against doing it for the sake of only remuneration to be received. A self-motivated employee implies that personal goals align with organizational goals most often than not therefore, employee satisfaction & retention, customer satisfaction & retention and accomplishment of organizational goals are guaranteed even in the long run. Human behavior is goal directed and it is motivation that drives an individual to behave in a particular way he does. Motivated employees are more self driven and autonomy-oriented than those who are less motivated ( Ryan and Deci, 2000), they also show interest in colleagues work more than less motivated employees which makes them more open to challenges and developmental opportunities. Motivation and HRM approaches for BancRoyale. Research and studies have shown and proven that motivation is positively related to employee performance and therefore HRM has a major role in this regard by implementing the concept of performance and reward management. Gungor, 2011 conducted a research on the relationship between reward management systems and employee performance with a major focus on motivation as a critical and intervening factor, he concluded that reward management systems application is significantly and positively related to motivation and employee performance which implies that financial rewards have great impact on employee performance and motivation (be it intrinsic and extrinsic). HRM has the duty to identify employee needs and goals through employee audit and other means that target employees’ individuality. The implementation of performance management systems by BancRoyale would make it benefit greatly from all its positive outcomes such as customer and employee satisfaction and retention and other additional benefits. Individuals have different needs as analyzed by Abraham Maslow in his ‘Hierarchy of Needs’ and theory of motivation where he stated that individual needs are arranged in a hierarchy of importance, he also added that all these needs are insatiable, however as one level of need is satisfied it no longer motivates behavior and therefore the next level is activated. HRM must be able to determine the level on which each employee is on to be able to strategically position the organization to meet such needs. It is important that HRM understands that unmet needs and expectations of employees over time leads to certain behavioral patterns that manifest in absenteeism, frustration, work stress and conflicts with its attendant effect on performance. DIVERSITY – Meanings According to the US Department of Interior, diversity refers to many demographic variables including but not limited to race, religion, color, gender, national origin, disability, sexual orientation, age, education, geographic origin and skill characteristics. The Law Society of Scotland says that diversity is about recognizing that everyone is different in a variety of visible and non visible ways; and about creating a culture that respects and value uniqueness and difference in people in order to harness their potential in creating a more productive working environment. Diversity encompasses acceptance and respect of individual uniqueness and differences, exploration of these differences in a safe, positive and nurturing work environment, moving beyond mere tolerance to embracing and celebrating the rich dimensions of diversity within each individual (University of Oregon, www.gladstone.uoregon.edu/) Diversity and HRM approaches for BancRoyale HRM is saddled with the responsibility of managing diversity, ensuring the organization conforms to the legal requirements related to equal opportunity. This process is managed with HR functions ranging from recruitment, selection,evaluation, job design, training, people management to workforce management in terms of placing the right people in the right location and position. Due to seeming economic and business realities in addition to demographic changes taking place within the organization, diversity management is an all-new challenge for HR and the entire bank. If HR performs its functions related in this context, it would save the organization from avoidable litigation, reduced employee costs and better bottomlines. In order to make diversity a strong point of the bank, the following HR processes should be considered: Recruitment and selection: HR must look to assembling teams of diverse backgrounds that would stimulate creativity and innovation with skill sets that complement each other. Technology: diverse workforce often includes virtual teams therefore the need for technological support. HR policy: need to take into cognizance cultural and ethical aspects in addressing equality standards prevalent in each location they are present. Training: Managers and employees need to be trained on leadership and teamwork as it applies in a diverse workplace. KEY HRM ISSUES WITH GREAT IMPACT ON THE TRANSITION FROM IN-HOUSE ONLINE CUSTOMER SERVICE TO 3RD PARTY SERVICE MANAGEMENT IN BANCROYALE Diversity Management Diversity Management – â€Å"Diversity management is the ability of an organization to maximize the advantages of organizational employee diversity and minimize the inherent problems. I.e maximize the benefits and minimize the costs of implementing diversity policy in the workplace† Benefits to Banc Royale Creating a competitive advantage (the business case for diversity) Better understanding of diverse customers. Increased productivity on complex tasks. Better problem solving as a result of inputs of diverse members. Increased innovation Potential issues that may arise in diversity management (Knouse 2008) Diversity members may show loyalty to background groups rather than the team. Potential for increased conflicts amongst employees with diverse background. Potential for exclusion of people different and more cohesion amongst similar groups within networks. Potential for non-cooperation when group members have different values. High potential for miscommunication among diverse organizations Proposed solutions HRM practices must be fair and equitable and take responsibility for the effective delivery of the policy Work groups and teams must be allowed to grow and develop in stages and be given time to fully develop Diversity plan must be well thought out and communicated to be effectively implemented. Change focus from social cohesion to task cohesion Reinforce a culture of diversity through continued management commitment Institute mentoring systems with bias for the diversity cause. Employing the right people to deliver best quality service based on equality of opportunity. Ensuring employees are able to contribute a diverse range of skills and experience. Ensuring Banc Royale harnesses and realises full potentials and performance of employees. Building and encouraging a culture of intolerance to discrimination. Eliminating barriers leading to discrimination and prejudice. Building a culture that fosters cooperation and respect amongst employees. Board of Directors is overall lead. All directors and line managers are responsible for full implementation of the policy. Employees are responsible for adhering and complying with the policies. Trainings, sensitization seminars and workshops are conducted and organized by HRM for employees to learn about the policy. Emergence of virtual teams Virtual teams came to the fore as evolving organizations saw the increasing need to go global and this was characterized by technological advancement. Organizations whose goals are to maintain a competitive advantage believe that creating effective virtual teams are necessary to achieve this goal. Global brands such as Coca cola, Microsoft, Citigroup, Ford, Toyota and even non-profit organizations have been able to lead the pack of their various industries as they have seen ahead that they require to be present across all parts of the world using people as their major resource. Symons et al (2007) have this to say about virtual teams being teams where its members are geographically dispersed and unified by one project. Which invariably means that there are 2 teams: physical teams and virtual teams unified by one organizational goal. While the physical team adopt face to face communication, the virtual team communicate using technology such as telephones, emails, conference calls, or other computer-mediated communication. The foregoing pre-supposes that in building or creating virtual/global teams, there would be a large involvement of a diverse workforce scattered all over the globe which comes with its attendant challenges and even more benefits if systematically harnessed. MIT Sloan School conducted a study in 2009 and concluded that virtual teams could outperform physical teams and provided a justification for their creation which amongst others include: Productivity day in day out due to time zone differences, Sharing of best practices, Reducing costs, Innovation and increased creativity as a result of highly diversed workforce. Bergiel et al (2008) said that such teams as virtual teams allow organizations to attract and retain top talents because workplace flexibility is seen as a crucial aspect of job satisfaction for many employees; for many companies, the use of virtual teams reduces costs and time of employee travel. However, inspite of all the benefits accruable from virtual teams, without proper structures and strategic planning, these benefits may not be harnessed. Trust is a crucial component required in building a cohesive and effective team and it even becomes more complicated when this trust needs to be built where distance is a barrier. In building trust, it is important for team members to have face to face interactions, this allows them to develop rapport, build friendship and relationships and also have a better understanding of the team goals. Frequent communication electronically between members also has a way of fostering relationships. Team training from time to time on technology that has to do with team interaction would also go a long way to promoting the understanding of team goals and objectives Virtual teams are very much likely to fail when organizations do not make appropriate investment in technology and training of team members. Team leaders must be taught how to provide leadership and direction with giving feedbacks effectively through unconventional methods while members should be trained and given guidelines on how to communicate with other team members to encourage team building. At the helm of all of these is the support and trust of company CEO and other management staff in promoting and deepening the activities of the virtual team without which it is bound to fail. The decision to create virtual teams is usually the idea of management and therefore they must be seen to support it by building the appropriate structures that would ensure goals are achieved. Symons et al (2008) concluded and postulated some key points that should be followed by virtual managers which is hereby recommended to the Customer Service Departmental Head in alliance with the South American company that is in charge of it and they are as follows: Communication is a critical component of virtual teams enhanced by the support and the introduction of technology, therefore virtual teams succeed when value are placed on the people than the technology. It implies that the manager must create a definite purpose in cooperation with his team members and effectively communicate it to them. Leadership style advised for virtual teams is democratic in order to get the best out people and promote creativity and innovation. This is the benefit obtainable from having a diverse workforce and it must be adequately harnessed by the leadership approach used. In this kind of work environment, each team member is able to voice his opinion irrespective of his background, language, status etc. The virtual manager is able to create a very high level of trust when conscious efforts are made from the outset to address trust issues and conflicts that might arise as a result of diversity. He therefore should employ essentially face to face interactions in conflict resolutions and better still create an environment of friendship where conflicts are minimal. In addition to these key points, virtual teams are disadvantaged by problems or challenges characterized by difficulties in communication caused by the absence of face to face interactions, lack of employee engagement to get the best out of team members, major trust and integrity issues etc all caused by inability to go through physical interactions. This is responsible for the slow pace of trust building in virtual teams however all of these disadvantages and more can be mitigated to have our dream ideal virtual team or better put, the ideal Customer Service Department by employing tested strategies. The Banc Royale virtual manager is hereby advised to adopt the following strategies in building a cohesive and effective team: Communication All team members must be kept closely via communication. Effective communication is essential from top to bottom and bottom to top ensuring free flow of information. Communication must also be frequent and the manager’s responsiveness to communication or information is also key to effective communication. Communication does not start or end with passing information, listening and being very attentive is also critical. He must be able to create awareness from time to time so that the team can achieve expected outcomes and results. His ability to make use of the technology resource provided also enhance communication and also train team members on how to optimize the benefits available in the resource. The team leader must seek to understand his members through and through including their cultures and background, this would help him in deepening his relationship and develop trust. Collaboration The virtual manager must be able to create a collaborative mindset in the entire team which harmonises the best of competition and fostering trust and respect amongst team members. Collaboration can only be achieved when divergent views are welcome are analysed to take decisions that would allow for goals to be achieved and eventually create a win-win situation. Defined team objectives The virtual manager must be able to make his team members know the reason for their existence. This reason must be well clarified and communicated, team members must understand the role and contribution of their team to the entire bank, what is expected from each team member, results that are expected from the team etc. This clarity of purpose ensures that employees are properly engaged. Success celebration Milestones and successes must be celebrated to motivate star performers and encourage other team members to do better. Finally, the Customer Service department head could also adopt an account/customer classification approach to structuring the new online customer service just outsourced. The Team lead is advised to divide his team across the types of clients that patronize the unit such as new customers, existing customers broken down into retail, commercial, borrowing and non-borrowing customers. It is also necessary to ensure multi-lingual Customer Service Consultants are hired to avoid complaints as a result of language barriers. Influence of Power and Politics Power is the capacity or ability to influence another and it is drawn from various sources such as formal authority, control of scarce resources, control of decision processes, control of knowledge and information etc Politics is the tactical use of power or practical exercise of power to retain or obtain control of real or symbolic resources† according to Bacharach et al (1980 p. 1). Politics in the workplace or organization is usually driven by personal interests and therefore tantamount to the achievement of organizational goals and objectives. This determines productivity within the organization. The influence of power and politics on Banc Royale Amsterdam as a result of the changes being made can be both positive and negative. Scholars such as Eisendhart et al (1988) believes that politics is linked with poor organizational performance creating inflexibilities, communication barrier, restricting information flow etc. while some scholars are of the opinion that politics is necessary for innovation, creativity and organizational change that are brought about by disagreements and conflicts. This decision as taken by the management has some political undertones to it due to the fact that this unit is a very key unit in the organization, it can be noted that other units also exist within the organization that could also have been outsourced to cut down on expenses. This decision definitely would have caused collective distrust amongst employees not affected by this decision and could lead them to seek for employment in other organizations. According to Shawn 2008, the decision to outsource creates uncertainty for existing employees and it could make them to look elsewhere for employment, in cases where they do not leave, they most times do not cooperate with the new service providers to provide them with adequate information that would make the task easier to handle thereby causing also decreased efficiency in service delivery and bring in operational risk. It would also bring about a situation whereby other existing employees of the entire department would lose confidence in the Manager of the department for allowing such a decision to be taken. They would lose confidence in his ability to provide leadership and therefore bring about a decline the department’s productivity and his ability to be in control. If an individual is perceived by others to have influence then such person holds power and such is arrogated to him. When his employees believe in his ability to control the distribution of rewards valued by others such as promotion, money or even his ability to influence management to retain the â€Å"online customer service unit†, then they believe he has power and influence and would respect his leadership. Power requires one person’s perception of dependence on another person and in this situation, existing employees of this department are beginning to think otherwise. In order to minimize power and politics which is not bad entirely except it is engendering an unethical culture within the organization, it is of necessity that HRM takes a very strong stand to tackle it and I would recommend that they look at HR processes that include Recruitment and Performance Management. In whatever HR process we want to look at, the sole aim is to ensure that negative power and politics is downplayed and HR plays a major role in ensuring that. It is important that structures are built that do align with the objectives of the organization based solely on Corporate Governance policies in order to have management buy in. Section 3: Conclusion ‘Human capital represents one of the last and the best sources of competitive advantage’ (Kaufman, 2010: 292). The strategic objective of Banc Royale is to provide â€Å"helpful banking† to its numerous customers who are mostly retail customers, therefore cannot afford to get customer service wrong so that customers would not lose confidence in the brand. Quick steps need be taken immediately to first address the language barrier issues that are existent between both customers-service providers-bank employees. It is recommended and advised that management should change the focus of this exercise from cost reduction alone to enhanced and improved productivity with greater emphasis on collaboration between the bank officials and the service providers to ensure seamless integration. We all know change is difficult, however, if we consider what we stand to gain as an organization we would be glad to embrace change. Globalization, the need to maintain competitive advantage and churn out good bottom lines at minimal expenses, economic downturn are amongst other justifications for the creation of virtual teams and the need to outsource certain units of an organization. Banc Royale intends to be at the forefront of this, therefore all employees are enjoined to understand the workings and the concept of virtual teams in order to give support as required. Virtual managers have the responsibility to acquaint themselves with the roles required of them which include and are not limited to: Providing strategic direction in alignment with corporate goals Motivating and empowering team members to achieve team goals Identifying and providing required resources to achieve team goals Developing and communicating a clear vision to team members Giving effective employee feedbacks etc. Performance management as it affects human resources is to ensure organizational goals are met by training, motivating and rewarding employees by adopting best practices to achieve competitive advantage. As it applies to Banc Royale at this point in time, there is a need for management to have meetings and round table discussions with existing employees that the organization require to retain and get them to understand the reasons for the decision taken and make them see reason, in addition to this, appraisal could be done for the existing employees so that promotion exercise can be undertaken or probably an increase in compensation so as to win their hearts. The human resource management department of any organization is charged with the responsibility of managing employees, employee welfare and employee performance in alignment to the organizational goals and objectives, it is however in the purview of HRM to direct and guide employees and management to behave in such a manner that would ensure both personal and organizational goals are aligned and delivered. This describes the link between organizational behavior and human resource approaches and concept all described in this report. Human resource management can be used as a tool by management for shaping organizational behavior. The relationship between organizational behavior and human resource management stems from the fact that human resource management can be used as a tool for shaping organizational behavior. The practice of performance management also helps in the integration of other HR practices such as talent management, training and development, reward system management that have been discussed in this report to ensure they are all interrelated and be able to complement each other to achieving overall organizational health goals and objectives. Performance management systems aid the integration and enmeshment of HR policies with overall business organizational goals. REFERENCES Aguinis, H. (2009),†Performance Management (2nd ed.)† Upper Saddle River, NJ: Pearson Prentice Hall. Aguinis H. & Pierce Charles A (2007), â€Å"Enhancing the relevance of organizational behavior by embracing performance management research†, Journal of Organisational Behavior Bacharach, S. B. & Lawler, E. J. (1980),†Power and politics in organizations†, San Francisco: JosseyBass. Baron, R.A. (1983), â€Å" Behaviour in Organizations†,. New York: Allyn & Bacon, Inc. Bergiel B. J., Bergiel, E. B., & Balsmeier, P. W. (2008),†Nature of virtual teams: A summary of their advantages and disadvantages†, Management Research News, 31(2), 99-110. Centre for Strategy & Evaluation Services (October 2003) – INDICATORS TO MEASURE THE COSTS EFFECTIVENESS OF DIVERSITY POLICIES IN ENTREPRISES- FINAL REPORT Dawson Mark J. & Mark L. Jones(n.d), â€Å"Herding Cats- Human Change Management† Eisenhardt, K. M. And L. J. Bourgeois (1988), â€Å"Politics of strategic decision making in high-velocity environments: Towards a midrange theory†,Academy of Management Journal, Eidson C., (2009) ,†The benefits and liabilities of virtual teams†, Available from ( http://expertaccess.cincom.com) Accessed on 31st July 2013 Equality and Diversity – Policy and Procedures http://www.grundon.com/PDFs/dutyOfCare/Equality%20Diversity%20Policy%20Procedure%20-%20Jun09.pdf (Accessed 1st July 2013) Gandz J. 2001, â€Å"A Business Case For Diversity† Copyright Queen’s Printer of Ontario Gà ¼ngà ¶r P. (2011),†The Relationship between Reward Management System and Employee Performance with the Mediating Role of Motivation: A Quantitative Study on Global Banks’’, 7th International Strategic Management Conference Greenberg J.(2005), â€Å"Diversity in the workplace† http://diversity.sdce.edu/content/diversity-workplace-benefits-challenges-and-solutions (Accessed 2nd July 2013) Heller R, A. Laurito, Kurt J., M.Martin, Fitzpatrick R. & K. Sundin(2010), â€Å"Global Teams: Trends, Challenges and Solutions†, Cornell Center for Advanced Human Resource Studies, New York. Kaufman, B. (2010), ‘‘SHRM Theory in the Post-Huselid Era: Why It is Fundamentally Mis-Specified’, Industrial Relations, 49 (2): 292. Knouse Stephen B. (2008),†Issues in Diversity Management†, DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE DIRECTORATE OF RESEARCH, Internal Report No 05-08, pp 10-13 Maslow, A (1954). Motivation and personality. New York, NY:

The Atlantic Slave Trade Was Motivated By Race Or...

Many historians have argued that the Atlantic slave trade was motivated either by race or economics. Personally, I find this to be true. With new European colonies being started around the world, there became a need for a labor force that could help economically and financially in the cheapest way possible. When the people figured out that they could go on voyages to Africa and come back with 200+ sets of hands for manual labor, they exploited this. Slaves would be bought and owned by citizens to help do everyday tasks and a tremendous amount of manual labor. However even though a great portion of slavery was for financial reasons, it soon became a thing due to racism as well. These Africans that were brought over were thought of as â€Å"not human† and used this as a reason to participate in the treacherous act that is slavery. Many elements that denominated from economics and racism were the causes for the Atlantic Slave trade. Per CBS news’s timeline for the slave tr ade, 1502 was the first year that African slaves were reported in the new world. The reasons for this was a need of a labor force that would be very economically substantial but very effective and Africans who, at the time, were thought of as less-than people, not smart, but strong enough to help work for their captors, were the perfect fit for the roll. This wasn’t just in the British colonies and north America. The Atlantic slave trade had massive amounts of Human labor being shipped all over the Americas. TheShow MoreRelatedAfrican People s Fight For Independence And Racial Equality Essay1240 Words   |  5 Pageseach race possess characteristics or abilities specific to that race, especially to distinguish it as inferior or superior to another race or races. Nelson Mandela an iconic figure for the black movement once said â€Å"No one is born hating another person because of the color of his skin, or his background, or his religion. 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Printable Hundred Chart and Blank Hundred Chart

The hundred chart is a valuable learning resource to help young children with counting to 100, counting by 2s, 5s, 10s, multiplication, and seeing counting patterns. You can play counting games with students based on the hundred  chart worksheets, which the student either fills in on their own, or you can print out a hundred chart that is prefilled with all the numbers. Regular use of the hundred chart from kindergarten to the 3rd grade supports many counting concepts. Help With Seeing Patterns Use this prefilled hundred chart (in pdf format) or ask your students to fill their own in this blank form. As a student fills in the chart, the child will begin to see patterns emerge. You can ask the question, Circle in red the numbers on the chart that end in 2. Or, similarly, put a blue box around all numbers ending in 5.  Ask what they notice and why they think it is happening. Repeat the process with numbers ending in 0. Talk about the patterns they notice. You can help students practice their multiplication tables in the chart by counting by 3s, 4s, or whichever multiplier and coloring in those numbers. Counting Games   To save on paper,  you can provide students with a laminated copy of a  hundred chart  for quicker access and an erasable marker. There are many games that can be played on a hundred chart that help children learn about counting to 100, placement, and  order of number. Simple word problems you can try include addition functions, such as, What number is 10 more than 15? Or, you can practice subtraction, like, What number is  3 less than 10. Skip counting games can be a fun way to teach a fundamental concept using a marker or coins to cover all the 5s or 0s. Have children name the numbers underneath without peeking. Similar to the game Candy Land, you can have two children play together on one chart with a small marker for each player and a dice. Have each student start at the first square and move in numerical order through the chart and have a race to the end square. If you want to practice addition, start from the first square. If you want to practice subtraction, start from the last square and work backward. Make Math a Puzzle You can teach place value by cutting up the columns (lengthwise) into strips. You can have the students work together to reorder the strips into a complete hundred chart. Alternatively, you can cut up the hundred chart into big chunks, like a puzzle. Ask the student to piece it back together. Make Math a Mystery You can play a game called Too Big, Too Small, with a large group of children and a hundred chart. You can base it on the entire hundred chart. You can preselect a number (mark it somewhere, then conceal it). Tell the group that you have a number one through 100 and they must guess it. Each person gets a turn to guess. They can each say one number. The only clue you will give is, too big, if the number exceeds the preselected number, or too small, if  the number is less than the preselected number. Have the children mark off on their hundred chart the numbers that are canceled out by your clues of too big, and too small.

Analysis Of The Bluest Eye Surprises Us - 854 Words

As is the case for any work that is derivative of another, stage adaptations of novels are often burdened by their prominent and celebrated origins. The process of bending literature to fit the contours of theater often results in a product that is diluted and far less poignant than the original. However, once in a while, a play like The Bluest Eye surprises us by masterfully redefining the function of the central characters, modifying the nature of the work without unduly sacrificing the vibrancy of the story that it seeks to tell, and rearranging essential elements in juxtaposition to illustrate and emphasize important ideas. Diamond’s script indeed accomplishes her aim of presenting the story â€Å"as a tale of the damaging trickle-down†¦show more content†¦In Diamond’s work, on the other hand, the characters introduce themselves and the setting of the story, even narrating their feelings later on. By having the characters address the audience directly and describe the setting of the story at the beginning, Diamond successfully redefines the characters and their arguments and proclamations as communicative devices that convey the message of the play to the audience. This reframing of characters externalizes their sentiments and leaves little room for audience interpretation. For example, while a â€Å"familiar violence rose† (Morrison 108) in Claudia in the novel, she expresses to the audience an â€Å"urge to squash† the little girl and â€Å"perform the same ritual† she â€Å"performed on† her â€Å"white dolls† (Diamond 56) in the play. In so reframing her characters, Diamond leaves little room for interpretation while creating an appropriate emotional distance between the audience and the characters, as the sentiments and messages of the characters are explicitly communicated to the audience are audience members are prevented from completely identifying with the characters, preserving the status of Diamond’s work as more social commentary than true story-telling. I was surprised, however, that Diamond so proficiently adapts the characters into narrative devices without excessively

Animal Farm Essay Conclusion Example For Students

Animal Farm Essay Conclusion Animal FarmI. Animal Farm is a story of the struggle for freedom and power. It takes place on a farm in England called Manor Farm. There are many different kinds of animals on the farm; these animals include horses, geese, dogs, cats, sheep, and pigs, which are the most intelligent of all the animals. The story starts out when old Major, an old, wise pig, calls a meeting in the barn. He tells the animals about a dream he has. The dream was about how the animals should rebel against the leader of the farm, Mr. Jones. He tells them that in the dream he remembered a song called Beasts of England. The song is about how the animals should rebel against the humans. He teaches the animals the song and tells them that he is going to die soon. A few weeks later old Major dies. The animals hold secret meetings about the rebellion a couple times a week. None of the animals really expected the rebellion to happen any time soon, but it happened before anyone expected. Mr. Jones started to neglect the animals, and one day the animals decided that they had enough. A cow broke into the building where the food was kept, and all of the animals decided to get some food. Mr. Jones and some of his helpers came out with whips as started lashing the animals, but were caught by surprise when the animals started to fight back. The men fled in panic, and before anyone realized it, the rebellion had begun. The animals were on an emotional high for the next few days. They set up rules, including the seven commandments, and decided to make Snowball and Napoleon (pigs) the leaders. The animals had meetings every Sunday to discuss and vote on what should happen, and the work schedule for the following week. Every single time an idea was brought up Snowball and Napoleon would disagree. This went on for a year. Finally, at one of the meetings Napoleon and 9 dogs jumped Snowball, and chased him off of the farm. From then on the farm became a dictatorship, not a republic as the animals had dreamed of before t he rebellion. Napoleon lied to the animals a lot, but none of them were smart enough to realize it. He planted false memories in the animals heads, and manipulated them. He stole food from them and blamed it on Snowball. Then he started to go against the seven commandments, but none of the animals could remember the seven commandments. He moved into the farm house and started to take up human activities, but none of the other animals had enough courage to stand up to him. At the end of the story Napoleon and the other pigs were sitting around a table, playing poker, and getting drunk with the humans. It was then that the animals realized that their dream hadn?t really come true. II. Old Major was an old pig who installed the idea of a rebellion into the animals head. He was thought of very highly by the other animals before his death. Napoleon was one of the two pigs who helped develop the rebellion. He ended up taking over the farm and turning it from a republic into a dictatorship. Snowball was the other pig who helped in the leading of the rebellion. He was eventually chased away by Napoleon. Boxer was the strong horse who had two mottoes; ?I will work harder?, and ?Napoleon is always right?. The animals were inspired by his hard work and how he never gave up. .u05d037946bae6528a575935c5ac6e819 , .u05d037946bae6528a575935c5ac6e819 .postImageUrl , .u05d037946bae6528a575935c5ac6e819 .centered-text-area { min-height: 80px; position: relative; } .u05d037946bae6528a575935c5ac6e819 , .u05d037946bae6528a575935c5ac6e819:hover , .u05d037946bae6528a575935c5ac6e819:visited , .u05d037946bae6528a575935c5ac6e819:active { border:0!important; } .u05d037946bae6528a575935c5ac6e819 .clearfix:after { content: ""; display: table; clear: both; } .u05d037946bae6528a575935c5ac6e819 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u05d037946bae6528a575935c5ac6e819:active , .u05d037946bae6528a575935c5ac6e819:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u05d037946bae6528a575935c5ac6e819 .centered-text-area { width: 100%; position: relative ; } .u05d037946bae6528a575935c5ac6e819 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u05d037946bae6528a575935c5ac6e819 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u05d037946bae6528a575935c5ac6e819 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u05d037946bae6528a575935c5ac6e819:hover .ctaButton { background-color: #34495E!important; } .u05d037946bae6528a575935c5ac6e819 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u05d037946bae6528a575935c5ac6e819 .u05d037946bae6528a575935c5ac6e819-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u05d037946bae6528a575935c5ac6e819:after { content: ""; display: block; clear: both; } READ: Christianity And Politics EssayClover was another horse who was very quiet. She wasn?t as hard of a worker as Boxer was, but she was smarter. Benjamin was the donkey. He didn?t talk very much, but he was wise and smart. Squealer was one of Napoleons servants. He told all of the animals about Napoleons decisions. He was a very persuasive talker. III.George Orwell uses many different literary techniques . His diction is very simple. He writes like he is one of the animals; using simple words, and describing things the way the animals perceive them. His writing style is not very realistic. The idea of animals talking and ruling over a

The Sanity Of Hamlet Essay Example For Students

The Sanity Of Hamlet Essay Method in the Madness: Hamlets Sanity Supported Through His Relation to Ophelia and Edgars Relation to LearIn both Hamlet and King Lear, Shakespeare incorporates a theme of madness with two characters: one truly mad, and one only acting mad to serve a motive. The madness of Hamlet is frequently disputed. This paper argues that the contrapuntal character in each play, namely Ophelia in Hamlet and Edgar in King Lear, acts as a balancing argument to the other characters madness or sanity. King Lears more decisive distinction between Lears frailty of mind and Edgars contrived madness works to better define the relationship between Ophelias breakdown and Hamlets north-north-west brand of insanity. Both plays offer a character on each side of sanity, but in Hamlet the distinction is not as clear as it is in King Lear. Using the more explicit relationship in King Lear, one finds a better understanding of the relationship in Hamlet. We will write a custom essay on The Sanity Of Hamlet specifically for you for only $16.38 $13.9/page Order now While Shakespeare does not directly pit Ophelias insanity (or breakdown) against Hamlets madness, there is instead a clear definitiveness in Ophelias condition and a clear uncertainty in Hamlets madness. Obviously, Hamlets character offers more evidence, while Ophelias breakdown is quick, but more conclusive in its precision. Shakespeare offers clear evidence pointing to Hamlets sanity beginning with the first scene of the play. Hamlet begins with guards whose main importance in the play is to give credibility to the ghost. If Hamlet were to see his fathers ghost in private, the argument for his madness would greatly improve. Yet, not one, but three men together witness the ghost before even thinking to notify Hamlet. As Horatio says, being the only of the guards to play a significant role in the rest of the play, Before my God, I might not this believe / Without the sensible and true avouch / Of mine own eyes. (I.i.56-8) Horatio, who appears frequently throughout the play, acts as an unquestionably sane alibi to Hamlet again when framing the King with his reaction to the play. That Hamlet speaks to the ghost alone detracts somewhat from its credibility, but all the men are witness to the ghost demanding they speak alone. Horatio offers an insightful warning:What if it tempts you toward the flood, my lord, Or to the dreadful summit of the cliff That beetles oer his base into the sea, And there assume some other horrible form Which might deprive your sovereignty of reason, And draw you into madness? Think of it. (I.iv.69-74)Horatios comment may be where Hamlet gets the idea to use a plea of insanity to work out his plan. The important fact is that the ghost does not change form, but rather remains as the King and speaks to Hamlet rationally. There is also good reason for the ghost not to want the guards to know what he tells Hamlet, as the play could not proceed as it does if the guards were to hear what Hamlet did. It is the ghost of Hamlets father who tells him, but howsomever thou pursues this act, / Taint not thy mind. (I.v.84-5) Later, when Hamlet sees the ghost again in his mothers room, her amazement at his madness is quite convincing. Yet one must take into consideration the careful planning of the ghosts credibility earlier in the play. After his first meeting with the ghost, Hamlet greets his friends cheerfully and acts as if the news is good rather than the devastation it really is. Horatio: What news, my lord?Hamlet: O, wonderful!Horatio: Good my lord, tell it. Hamlet: No, you will reveal it. (I.v.118-21)This is the first glimpse of Hamlets ability and inclination to manipulate his behavior to achieve effect. Clearly Hamlet is not feeling cheerful at this moment, but if he lets the guards know the severity of the news, they might suspect its nature. Another instance of Hamlets behavior manipulation is his meeting with Ophelia while his uncle and Polonius are hiding behind a curtain. Hamlets affection for Ophelia has already been established in I.iii., and his complete rejection of her and what has transpired between them is clearly a hoax. Hamlet somehow suspects the eavesdroppers, just as he guesses that Guildenstern and Rosencrantz are sent by the King and Queen to question him and investigate the cause of his supposed madness in II.ii. .u39a1355cdcef56e347f13f24c952a4aa , .u39a1355cdcef56e347f13f24c952a4aa .postImageUrl , .u39a1355cdcef56e347f13f24c952a4aa .centered-text-area { min-height: 80px; position: relative; } .u39a1355cdcef56e347f13f24c952a4aa , .u39a1355cdcef56e347f13f24c952a4aa:hover , .u39a1355cdcef56e347f13f24c952a4aa:visited , .u39a1355cdcef56e347f13f24c952a4aa:active { border:0!important; } .u39a1355cdcef56e347f13f24c952a4aa .clearfix:after { content: ""; display: table; clear: both; } .u39a1355cdcef56e347f13f24c952a4aa { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u39a1355cdcef56e347f13f24c952a4aa:active , .u39a1355cdcef56e347f13f24c952a4aa:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u39a1355cdcef56e347f13f24c952a4aa .centered-text-area { width: 100%; position: relative ; } .u39a1355cdcef56e347f13f24c952a4aa .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u39a1355cdcef56e347f13f24c952a4aa .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u39a1355cdcef56e347f13f24c952a4aa .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u39a1355cdcef56e347f13f24c952a4aa:hover .ctaButton { background-color: #34495E!important; } .u39a1355cdcef56e347f13f24c952a4aa .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u39a1355cdcef56e347f13f24c952a4aa .u39a1355cdcef56e347f13f24c952a4aa-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u39a1355cdcef56e347f13f24c952a4aa:after { content: ""; display: block; clear: both; } READ: The Plastic Industry EssayHamlets actions in the play after meeting the ghost lead everyone except Horatio to believe he is crazy, yet that madness is continuously checked by an ever-present consciousness of action which never lets him lose control. For example, Hamlet questions his conduct in his soliloquy at the end of II.ii, but after careful consideration decides to go with his instinct and prove to himself without a doubt the Kings guilt before proceeding rashly. Even after the Kings guilt is proven with Horatio as witness, Hamlet again reflects and uses his better judgement in the soliloquy at the end of III.ii. before seeing his mother. He recognizes his passionate feelings, but tells himself to speak daggers to her, but use none, as his fathers ghost instructed. Again, when in the Kings chamber, Hamlet could perform the murder, but decides not to in his better judgement to ensure that he doesnt go to heaven by dying while praying. As Hamlet tells Guildenstern in II.ii., I am but mad north-north-west: when the wind is southerly I know a hawk from a handsaw. This statement reveals out-right Hamlets intent to fool people with his odd behavior. This is after Polonius enlightened comment earlier in the same scene, though this be madness, yet there is method int.Compare the copious evidence against Hamlets madness with the complete lack of evidence for Ophelias sanity after her fathers murder. Her unquestionable insanity puts Hamlets very questionable madness in a more favorable light. In IV.v. she is quite obviously mad, and unlike Hamlet there seems to be no method to her madness. All Ophelia can do after learning of her fathers death is sing. In deed, Hamlets utter rejection of her combined with this is too much for her, and she doesnt sing a mourning song at the beginning of IV.v, but rather a happy love song. Later, when she meets with Leartes, she says to him:Theres rosemary, thats for remembrance; pray you, love, remember. And there is pansies, thats for thoughts. Leartes: A document in madness, thoughts and remembrance fitted. Thought and afflictions, passion, hell itself, She turns to favor and to prettiness. (IV.v.179-89)While the Queen tells Leartes that an envious sliver broke and flung Ophelia into the river wearing a headdress of wild-flowers (compare the mad Lears crown of weeds), the clowns in V.i. confirm the readers suspicion that she did not die so accidentally:Is she to be buried in Christian burial when she willfully seeks her own salvation? (V.i.1-2)Here lies the water; good. Here stands the man; good. If the man go to this water and drown himself, it is, will he, nill he, he goes, mark you that. But if the water come to him and drown him, he drowns not himself; argal, he that is not guilty of his own death shortens not his own life. (15-20)Ophelias breakdown into madness and inability to deal with her fathers death and Hamlets rejection is dealt with neatly and punctually. There is little evidence against her madness, compared to Hamlets intelligent plotting and use of witnesses to his actio ns. Thus, by defining true madness in Ophelia, Shakespeare subtracts from the plausibility of Hamlets supposed insanity. Comparing the juxtaposition of insanity and questioned sanity in King Lear reveals another use of this device by Shakespeare. In King Lear the lines are drawn more distinctly between sanity and insanity, allowing a sharper contrast between the plays two versions of madness. Edgars soliloquy in II.iii. communicates his intent to act and dress as a mad beggar: Whiles I may scapeI will preserve myself, and am bethought To take the basest and most poorest shape That ever penury, in contempt of man, Brought near to beast. My face Ill grime with filth, Blanket my loins, elf all my hairs in knots, And with presented nakedness outface The winds and persecutions of the sky. (II.iii.5-12)There is no question of Edgars intent here, and when they see this ?Bedlam beggar in action, the audience is aware that it is Edgar and that he is not really insane. As in Hamlet, the contrived madness is more spectacular than the true madness. Edgar changes his voice, tears his clothes, and babbles on like a genuine lunatic seeming in contrivance more genuine than Lear, the genuine maniac. .u80f14600c727fc6074b1c42ad57462ff , .u80f14600c727fc6074b1c42ad57462ff .postImageUrl , .u80f14600c727fc6074b1c42ad57462ff .centered-text-area { min-height: 80px; position: relative; } .u80f14600c727fc6074b1c42ad57462ff , .u80f14600c727fc6074b1c42ad57462ff:hover , .u80f14600c727fc6074b1c42ad57462ff:visited , .u80f14600c727fc6074b1c42ad57462ff:active { border:0!important; } .u80f14600c727fc6074b1c42ad57462ff .clearfix:after { content: ""; display: table; clear: both; } .u80f14600c727fc6074b1c42ad57462ff { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u80f14600c727fc6074b1c42ad57462ff:active , .u80f14600c727fc6074b1c42ad57462ff:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u80f14600c727fc6074b1c42ad57462ff .centered-text-area { width: 100%; position: relative ; } .u80f14600c727fc6074b1c42ad57462ff .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u80f14600c727fc6074b1c42ad57462ff .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u80f14600c727fc6074b1c42ad57462ff .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u80f14600c727fc6074b1c42ad57462ff:hover .ctaButton { background-color: #34495E!important; } .u80f14600c727fc6074b1c42ad57462ff .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u80f14600c727fc6074b1c42ad57462ff .u80f14600c727fc6074b1c42ad57462ff-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u80f14600c727fc6074b1c42ad57462ff:after { content: ""; display: block; clear: both; } READ: Affirmitive Action EssayJust as Ophelias breakdown is believable because of her fathers death and her rejection from Hamlet, Lears old age accounts for his frailty of mind and rash, foolish decisions. The reader is given no motive for Lear to tear his clothes off like a raving maniac or wear a crown of weeds and babble like a fool other than his old age and incapability to deal with his inability to act rationally. He realizes after being told for most of the play that he is being a fool that perhaps his advisors are right. Only at this point, it has long been clear to the reader that his madness is due to senility. In these two plays, Shakespeare uses the dimmer light of reality to expose the brighter light of contrivance. Hamlet and Edgar are dynamic, animated, and absurd in their madness, making Lears and Ophelias true madness seem realistic rather than absurd. Hamlet and Edgar both explicitly state the contrivance of their madness, while Lear and Ophelia do not. Further, Hamlet and Edgar both have motive behind leading others to believe they are insane. Although both are under severe pressure and emotional strain due to their respective situations in each play, they both show a remarkable amount of intelligent, conscious, and rational decision-making in efforts to resolve their situations. In this way, they are sharply contrasted with the mad Lear and Ophelia, whose insanity is not questioned by themselves or other characters in either play. Neither after displaying madness make any rational decisions that would lead the reader to believe in their sanity. Thus, the argument that Hamlet is tr uly mad refutes his ability to act rationally and discounts the dramatic device of Ophelia (as Lear is to Edgar) as a contrapuntal example of true insanity.