Develop Productive Working Relationships with Colleagues Essay Example for Free

Develop Productive Working Relationships with Colleagues Essay D1. Develop productive working relationships with colleagues 4) How to identify conflicts of interest with colleagues and the measurements that can be used to manage or remove them A conflict of interest occurs when an individual or organisation is involved in multiple interests, one of which could possibly corrupt the motivation for an act in the other. An example of this between colleagues could be the staff wants to have training to gain more knowledge, but the manager wants them delivering sales therefore being on the phones so not to loose out on any business. These are two conflicts of interest, i. e. revenue the business makes vs. new learning skills the agents gain. The way to manage this is to ensure both interest of colleagues are satisfied or a compromise is allowed. For example the compromise could be that if the agents receive the learning sessions and are off the phones, that they have a shorter break to ensure the company is still getting money. This would resolve the issue and both parties would be satisfied. Assessing both sides when there are conflicts of interest is important, as it puts into perspective what affects each individual. This should be discussed possibly in a group meeting, and a solution put together to make sure everyone is happy with the final outcome. ) How to take account of diversity issues when developing working relationships with colleagues Diversity in a business means that the company has a diverse work force this can consist of a range of different cultures, men and women, people of many generations, people from ethnically and racially diverse backgrounds. A company that supports the diversity of its workforce can also improve employee satisfaction. Diversity is beneficial to both the business and the employees an d brings potential benefits such as better decision making and improved problem solving due to the different types of staff. Greater creativity and innovation, which leads to enhanced product development, and more successful marketing to different types of customers as each employee would have something different to Diverse businesses will be successful as long as there is a sufficient amount of communication within them, this is because people from different cultures perceive messages in different ways, communication is vital to the performance of the business But if there is miscommunication within a diverse workplace this will lead to a great deal of challenges, as the employees are going to be unclear on their goals/duties. When there is diversity in the business you need to make note that different people will have varied learning styles or preferred ways of management, it is good to take this into thought and find out more about the individual employee. This will ensure training and management is effective. 6) The importance of exchanging information and resources with colleagues It is vital to keep team members informed and up to date with any changes because they need to be aware of new information that may come into the business. When giving feedback it is always good to give a balance of both strengths and areas to improve on, this way it is not a negative occasions but the staff can also feel as if they are being praised for their performance at work, also known as â€Å"the positive/negative sandwich†. When giving feedback you must give the team an area to improve on, this way they can stretch themselves to achieve new targets and overachieve from the previous months. Giving the colleagues feedback allows them to realise their hard work is being noticed; also any negative points can be addressed and put back on track for improvement.

Best Practice and High Commitment HRM

Best Practice and High Commitment HRM Introduction What is high commitment HRM? It is a set of HRÂ  practices that has the potential to contribute towards organisational performance. They are mainly to increase labour turnover, reduce absenteeism, improvise employees behavior and attitude, improve quality and customer service. This has been argued by a set of US academics that there are a set of hr practices which can increase the productivity and organisational performance, these practices are good for the workers and the companies perspective, because it improves on employment security, training and development and the from the companies end it improves on the quality and the overall organisational performance. The best practices according to Pfeffer J (1998): Employment security and internal labour markets Selective hiring Extensive training, learning and development Team working High compensation contingent on performance Performance review appraisal and career development Reduction of status differentials/ harmonisation Work life balance Employment security and internal labour markets. This practice says that the company cannot ask everything from its employees without some expectation of employment security, which as a major concern over the employees future, but the author argues that how much of employment security the company can provide, the company cannot allow its employees to stay for their rest of their life nor they can sack the employees when required. The author considers this has one of most vital principles of high commitment Selective hiring and sophisticated selection Recruiting and retaining outstanding people and capturing a stock of exceptional human talent (Boxall 1996 , p 66-67) The author says that the most of the companies want to recruit those who can show commitment, team working skills and trainability in them. The company should be careful while defining the job profile in the advert so as to reduce the number of applications. The company should use precise techniques to recruit. The company should make use psychometric tests, structured interviews and work simulator in order to select the best. This process should be conducted by professional individuals. The author also points out the best key point about best practice selection is that the process of selection should be integrated and systematic, the company should make use of the techniques which are appropriate for the position and the organization. Extensive training, learning and development (kersley et al, 2005, p.84) says extensive training is to those companies who emphasis more on quality and customer service, where it is perceived to be crucial for organisational success. This practice says that the company having selected the best, the company should ensure they train their employees to be forefront in their field of work, the author also states, their has been a growing importance of individual and organisational learning to gain competitive advantage. (wright and gardner 2003, p312)says the word learning is very crucial as it demonstrates employer willingness to encourage and facilitate employee development rather than providing training to cover short term crisis. Employee involvement and participation and workers voice (Marchington and Wilkinson, 2005) say that there are numbers why EIP is an essential component of the high commitment. Firstly there should be communication about the company financial performance, strategy and operational matters. The message should be conveyed that they are to be trusted and treated in a positive manner. Secondly team working will provide a platform for workers to offer their suggestions and contribute towards organisational performance. Thirdly the management will consider the participation of workers to put across their ideas before decisions are ultimately made. EIP appears in prescription foe best practice or high commitment HRM, this may include downward communications, upward problem solving groups, all of which are designed to increase the involvement of individual employees in their workplace. The author also argues that it is difficult to compare results across studies and arrive at any firm conclusions about the importance of EIP to high commitment HRM. E IP is often little more than a cascade of information from management. The objective of such schemes such as team briefing is to reinforce the supervisor as an information disseminator. Self-managed teams/Team working (Marchington, 1999) says, team working as been identified by many employers as a fundamental component of organization success. Pfeffer, 1998, p76) says, team working is seen as a platform to make a better decision-making and the achievement of more creative solutions. The author also states that there is evidence that the employees who work in teams, generally report higher levels of satisfaction than their counter parts who work under the traditional regime. High compensation contingent on performance (Pfeffer 1998) says, that there are two elements to this practice, higher than average compensation and performance related reward, both these elements say that the employees are to be awarded for their superior contributions. The author says the pays should be competitive, to retain and to attract high quality labour. It should reflect different levels of workers contribution like being paid as regular bonus or through profit sharing schemes. (Huselid 1995) says two measures for this factor. One being the proportion of the workforce who have access to company incentive schemes, and the proportion, whose compensation is determined by performance appraisals. Performance review, appraisal and career development Performance review, appraisal and career development as key element in high commitment HRM, they help in defining performance expectations and in providing employees with their targets to aim for. There should be regular team meetings between the staff and the managers to review and feedback to the staff through performance appraisals. Performance review is concerned, that the current levels of performance are acceptable, and instigating action if they fall below expectations, it is also important in helping the workers to plan their future in the organization and in determining any further learning and training needs. Employers should be able to communicate clearly through the appraisal process, so as to link between the organisational performance and hr practices. Reduction of status differences /harmonisation This practice states that the companies which employ manual workers, should convey message to these workers and the lower level staff that they are also valuable assets and deserve to be treated in a similar way to their senior colleagues. This practice allows the employees to offer ideas within an open management culture. This practice can be achieved by having staff uniforms, shared canteens and car parking facilities. This helps to break down artificial barriers between different groups of staff, which will in turn encourage and support team working and flexibility. The company should extend share ownership to the workforce and by doing this status difference can be reduced. Work life balance Most of the companies are emphasizing on work life balance. Mainly women employees because they have to work and take care of the family too. many of the companies are changing their policies to attract and retain those women employees who have responsibility.(Houston 2005, CIPD 2006) After briefly explaining the best practices of high commitment HRM, I can understand that each of these practices is important in improvising on the organization growth. Most of the authors say that these practices cannot be implemented in isolation, but they should implemented in a package (Mac duffie 1995) most of the literature says that these practices support and mutually reinforce each other, for example workers are more positive if there is employment security and status free, workers show more interest in team working if their efforts are rewarded with performance related pay, work life balance, access to training opportunities and share ownership. We can understand if there was a formal way of a selection and induction employees are more likely to adopt flexible practices and to training opportunities. All these practices will pay of only if there is strong organisational culture. This is argued that these practices form a synergetic bundle which helps the organization to en joy success. A research was conducted by john Purcell, this study was basically to check the link between hr practices and people management and how hr practices impact on performance. This research was carried on 12 organizations in different sectors of the industry. The research was done by interviewing front line employees and line managers, at the initial stage most of the companies had a big idea which the company is trying to achieve. Most of the companies which had an big idea, it was not just a mission statement but it was the values which was spread throughout the organization so that they are embedded in their policies and practices, so these organization had strong practices to improve on the organizational performance. The research also said its important to have good front line managers who can implement the practices, its not enough to have good hr policies but there should be someone that makes sure that these policies are followed. It is important that these practices are followed , so that the employees feel good and take that extra mile at work. We can say that if a company as good line managers who can implement these practices in a right way so to bring the best in the workers, so that they can help on improvising on the overall perspective of the organization. On the contradictory these practices will show good results only if they are followed together, Various authors have found out the drawbacks of these practices, (wood and de menezes 1998:487) note that most of the studies indicate the lack of consistency, reporting fragmentation, a pick and mix approach of human resource they even found out short termism packages of HRM, rather than deploying integrated, consistent and long term packages of HRM. (Truss et al) say that they hardly found out evidence of any deliberate or realized coherence Between hr practices, in their research one of the Hr officer said the company would recruit one employee and sack another from another department, then where is the practice called employment security. (pfeffer) says that most of the smart companies often do dumb things, failing to learn from examples. They say that there is support for the notion that HR practices do operate more effectively when combined together. They also say that the precise number and mix of these is more open to debate, for example extensive training is an essential requirement for self managed teams to run effectively, higher than average rewards are more to impact on the numbers of applications for the job and to the consistency of selective hiring practices. The provision of financial and performance information to all employee is likely to be part of a wider harmonisation package. Any employer is willing to show more employment security if there is effective selective process; self managed teams are more extensive though the organization and compensation is based on performance. (Huselid1995, Dyer and reeves1995) say that marginal changes on practices have little or no effect on productivity. Employers may make employee security a guarantee, condition only on an agreement that pay can be substantially adjusted in order to maintain employment in lean times. Few employees are offered security but with a price that they have to flexible, to move jobs and locations to maintain employment, they should be flexible to undertake retraining and to adjust in working hours. (Pfeffer) also said eliminating layers of management by instituting teams saves money. He says that self managed staff can also take on tasks, which was done by specialized personal, by doing this company can reduce the numbers of levels in the hierarchy and thus making senior managers more visible and more accessible. Some of the key methodological issues faced by the researchers was that there was inconsistencies between the studies, where one research ignored one factor and including the other, practice like employment security by pfeffer was not included in the list of Delaney and Huselid 1996, Youndt 1996, Patterson et al 1997, wood and de Menezes 1998. Some authors include some measure of employee voice rather than achieved by employee involvement. Pfeffer says, he is uncertain why researchers have included or excluded certain HR practices. He says the list can be developed on the basis of the other researchers have used or by constructing groups of practices on the basis of factor analysis. (Huselid 1995 645-647) identified two groups of practices namely employee skills and organisational structures they include job design, enhanced selectivity, formal training, various forms of participation and profit sharing. (Patterson et al, 1997) also emerged with two groups of practices job design and acquisition and development of employee skills. Guest says that there must be strong empirical base and a clear theoretical specification of hr practices that have to be included. Pfeffer says that the closer the organization gets towards the best practices the better, the better the performance. Guest points out that there may be room for variations between organization and practices which they follow in specific to external and internal circumstances. Conclusion The main focus of this study was check that can organization performance can be improved by following a set of Hr practices. The study led to suggestions that there is one way in which HRM should be delivered , moreover that these practices have an positive impact on the organization. This remains an idea that a bundle if hr practices and policies is capable of making major contribution towards organization success in all work places. On the contradictory side, weather this set of practices will suitable or which make a difference to lower line performance organizations.

Employees training and development of hrm will influence the performance of an organization.

Employees training and development of hrm will influence the performance of an organization. 1. Introduction Noe(2005) states that â€Å"Training and development is including activities that help cultivate employees skills, knowledge, and abilities. Trained employees have competencies to meet the current and future needs of organization. Through the training and intervention measures, the human resources departments help organizations to establish a high-performing, active and engaged workforce†. In the business world, training and development refers to support internal human resource efficiency of extra studies education and improve the process in an organization. Due to the training and development inseparable, these two words are generally used to define employee with each other in continuously improve to achieve a series of organizational goals. If without training and development programs, organization may not be able to realize their full potential. In most organizations, training and development task is to deal with human resource management personnel. This relationship depends on everybodys communication, cooperation and clear set of job skills as defined by job descriptions among all levels of the organization. When an organizations values can make employees eager to achieve their goals, then employee development plan can be implemented to make this kind of circumstance happening (Neo, 2005). The purpose of this assignment is talking about how employees training and development of HRM will influence the performance of an organization. I am going to find out some evidences, provide literature reviews and through analysis to introduce how training and development influence organizational performance. 2. Research Question This assignment topic describes that how the employees training and development of HRM will influence the performance of an organization.Training and development are important components of human resource. This is a process in which the potential talents and skills of employees are honed and polished. The employees are trained on both the technical aspects of their jobs and on interpersonal skills. This topic let people know the employees training and development of importance in the human resource management and what relationship between training development and performance of organization is. 3. Importance of Study Training and development is structure to help employees to develop their personal and organizational skills, knowledge and the abilities. For all aspects of human resource development, especially, the most superior workforce is the development, so that their organizations and individual employees can do the work goals for customer service. All employees want to be valuable at any times in the competitive labor market. This is only way can be achieved through staff training and development. All employees want to be valuable at any times in the competitive labor market. This is only way can be achieved through staff training and development. Employees always want to for improving career-enhancing skills, which will always lead to the enthusiasm and retention of the employees. there is no   doubt that a good training and development employees will be a valuable asset to the organization and Thus increasing opportunities of efficiency in performing his duties (Tobby,2011). Training can be primarily of two types in an organization: Internal and external training course. When training is the internal training, it is including that organizations internal hr department or training department is using a senior staff or any outstanding staff in specific sectors as a resource person. On the other hand external training normally conducted outside the company, mainly is organized training institutions or consultant. No matter which training, it is crucial for all staff and helps in building career positioning and preparation of staff for greater challenges (Tobby,2011). The employer should enable staff to pursue work training and development in a direction that they choose and are interested in, not just in assigned specific direction. The organizations should support the learning, in general, and not just in support of the current knowledge workers needed for the job or next expected. It should be noted that the key factor is to ensure employees engaged in the interest of, attending, and motivated and retained (Adiele, 2009). For every employee to perform well especially managers or supervisors, there is need for continued training and development. The right staff training, development and education offer big profit for the employer to the increased productivity, knowledge, loyalty, and contribution to common growth of the organization. In most cases, external training for the participants of the example provides a new way to meet people in the same field and network. The meeting will give them a chance to compare problems, find out what is to obtain the other side environment. It definitely will introduce positive changes where necessary (Adiele, 2009). 4. Literature Review 4.1 background information Noe(2005) states that â€Å"Traditionally, training and development was not considered as an activity that could help organizations to create â€Å"value† and deal with competitive challenges successfully. Nowadays, that view changed. Organizations use innovative training and development programs is likely to report better financial performance than their rivals that not do. Training and development also helps a company to meet competitive challenges. For instance, as organizations tried to put new products to market and adjust services just-in-time, employees need training and knowledge required as soon as possible delivery.† At present, training and development plays an important role in helping organizations meet some challenges. Therefore, organizations need to train employees to work with persons from different cultures both in domestic and foreign people. If the training such as Web and multimedia, these new technologies will reduce the costs associated with bringing employees to a central location for training. In homology, these training methods include the necessary conditions (feedback, practice, etc) for learning to occur. Due to the development of the internet, e-commerce has exploded on the business scene. Organizations have already recognized that training and development activities can adapt to the Internet, reducing costs and increasing their effectiveness, resulting in the development of electronic learning (Neo, 2005). Training effect has expanded beyond training program design. Effective instructional training is still important, but more and more training managers, human resource experts and training staff have been asked to create systems to motivate employees to learn, share that knowledge with other employees in the organization. Training has moved from an emphasis on a one-time event to the creation of conditions for learning that can occur through collaboration, online learning, traditional classroom training, or a combination of methods. There is increased recognition that learning occurs without a formal training course (Neo, 2005). 4.2 Key point 1 Better performance of the employees Training is a process of learning as well as the application of acquired knowledge aiming at better performance of the employees,while development involves not only in relation to the process, but also related to help employees in establishing their personality, at the same time as, improve their progress to realize their full potentials. Training and development programs bring a huge change in terms of knowledge, attitudes and behavior of employees. Because of these programs, the employees are not only familiar with what is expected of them and how they need to enhance their skills and abilities, but also it is a way to complete the entire organization development, effectiveness and efficiency in a desired manner. The major advantages of Training and development programs are the employees who are not trained need more supervision than those who are trained.An employee will gains new knowledge, skills and attitudes and applies them in their work situations.Training is a kind of method to build up confidence among the employees, so that they dont have any obstruction to operate their tasks. The purpose of this program is to save money, because the organization is likely to bear heavy expenditure on hiring new employees.This is also one of the best ways to expand the span of management. 4.3 Key point 2 Benefits for both the organization and employees The benefits of Training are intangible and it is good for both sides that the organization and employees for long-term investment in training. Training enhances the employees level of skills. It provides sense of satisfaction; this is a kind of inner motivation. The training also provides a variety of sills employees. Training increases the employees commitment to their job and their organization. It is better understanding of jobs reduces accidents (Ansar, 2009). The one of the most important benefits of an organizational training is that it provides skills within the organization to reduce comprehensive cost of the organizational operations. Quality is one of the key factors needed for survival of an organization in long term interests. Total Quality Management (TQM) and other quality management techniques require employees training as an important requisite for its successful implementation (Ansar, 2009). 4.4 Key point 3 Competitive lead To achieve competitive advantage from the organizational training and development, training and development department help remove insufficient or performance deficiencies in employee. It   is particularly true when (1) the deficiency is caused by a lack of ability rather than a lack of motivation to perform, (2) the individual(s) involved have the aptitude and motivation need to learn how to do the job better, and (3) supervisors and peers are supportive of the desired behaviors (Kumar, 2011). An organizational training and development pays dividends to the employee and the organization. Although there are no single training program benefits, the organization committed to improve its training and development to enhance its human resource capabilities and strengthens its competitive advantages. Meanwhile, the employees personal and career goals are furthered, generally adding to his abilities and value to the employer. Ultimately, the objectives of the human resource department are also furthered (Kumar, 2011). 4.5 Summary of Literature Review Training and development is a very perfect way to improve the competitiveness of an organization. It also enhances the employees skills, abilities and many other aspects. Actually, both of employees and organization obtain the benefits. Training and development program is one of the best ways to expand the span of management. It is also to save money for organization. 5. Analysis 5.1 Analysis for point1 Well-trained, skilled employees are far better than those without training, and they have better careers prospects. They will become competent and perform their assigned task independently. For example, once an untrained employee asked his friend who was trained, â€Å"I dont think training program is of any value. After all what you learn by it? † He replied, â€Å"We are trained even how to ask questions and the art of effective communication which you seem to be lacking.†In fact, its interesting example, but it reveals the fact as training is covered all necessary skills of the employees required in the workplace while motivating them to work in a desired and capable way (zeromillion.com, 2011). Internal training provides the accurate positioning and demand with satisfaction of those needs then interwoven into current processes and workflow. When a new problem or aspect of work is identified, training and development provides prompt development of the employee skills needed to master this process. Besides that, the training and development gives instructional staff opportunity for immediate correction of employee with mistakes in the workplace, immediate review, and more trainings identification. When training and development results have better effect, employees tend to display a greater sense of ownership and pride in their work. This can help organization to increasing productivity and efficiency, at same time, job satisfaction also increases.   Employees who are satisfied in their work are more likely to redouble their efforts and be more valuable to the company, which will in turn, put the organization in a stronger position (zeromillion.com, 2011). 5.2 Analysis for point 2 Customer satisfaction increases repeat business,this is a key to success.Training will promote good customer relations and according to training, organization will increase customer satisfaction and quality of service.â€Å"Just In Time† emphasize on waste reduction and production process of waiting time.Better training will reduce waste and machine down time. A major part of quality costs by supervision; by providing appropriate training this is reduced. Training improves productivity of employees and processes (Ansar, 2009). High staff turnover may be a serious threat to existence of an organization,training can reduce staff turnover and help an organization to retain its staff. Better training can make an organization more competitive in business market (Ansar, 2009). In a service industry organization main source of income is its employees professional knowledge and the skills, grasping professional with high skills is relatively expensive than training current employees to acquire those skills. Training is also a key requirement for new entry requirements; appropriate training helps them to understand their position, its requirements and responsibilities. Training will also increase the understanding organizational culture (Ansar, 2009). Training programs increases communication between different levels of an organization.Any shortage in processes and working were canceled and those close to production processes become involve in the management.Employees empowerment is a recent trend in management (Ansar, 2009). 5.3 Analysis for point 3Competitive lead There is greater flexibility, capacity, stability and for growth in an organization.Training provides employees at least in the stability of two aspects.Trained employees become efficient.Efficient employees contribute to the organization, especially when growth.In addition, well-trained employees tend to stay in the organization. They rarely left the organization.All generalists can be transferred to any job.Therefore flexibility is ensured.Growth indicates prosperity, which is reflected in increased profits from year to year.Who else but well-trained employees can contribute to the prosperity of an organization?According to training and development, accidents, scrap and damage to machinery and equipment can be avoided or minimized.Even complaints, absenteeism, dissatisfaction and turnover can be reduced if employees are trained well. Because of training and development programs, the future needs of employees will get satisfaction.Training serves as an effective source of recruitmen t. Training is an investment in human resources with a promise of better returns in future. Thus, organizations can get more competitive though the training and development (Kumar, 2011). 5.4 Summary of analyses They will become competent and perform their assigned task independently. Training can reduce staff turnover and help an organization to retain its staff. Better training can make an organization more competitive in business market. Trained employees become efficient.Efficient employees contribute to the organization. Finally, training and development can bring a lot of benefits to both of organization and employees. 6. Conclusion Recommendation 6.1 Conclusion In conclusion, we all know that training and development programs are important for an organization to develop the employee. When a child was born he required constant touch of parents till he stood on his own feet.An organization though flowered by creams of the society, still training is required due to rapid technological up gradation and change in working methods every day. Training aims at continued self-development of the employees. Employees are expected to develop themselves continuously in an organization. When the employees in an organization are developed from time to time with all updated knowledge, then definitely that organization will grow to a greater height. 6.2 Recommendation Both employees and companies are concerned with developing future skills and managing careers. Companies want a work force that is motivated and productive, has up-to-date skills, and can quickly learn new skills to meet changing customer needs. Employees want to develop skills that not only are useful for their current jobs but also are congruent with their personal interests and values. Employees are interested in developing skills that can help them remain employable with either their current employer or a future one. Given the increasing time demands of work, employees are also interested in maintaining balance between work and nonworking interests.

Essay on Taming of the Shrew: Deciphering Kate’s Shrewish Character

The Taming of the Shrew:   Deciphering Kate’s Shrewish Character  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Taming of the Shrew is one of Shakespeare's most popular plays. It is both a witty and complex play with characters that are appealing and believable drawn from life and based on a keen understanding of human nature. One can see this in the main character of the play, the shrew Katherine. The reasons for Kate's shrewd behavior as well as her tameness have puzzled Critics and Shakespearean scholars for ages. This essay will attempt to decipher Kate's shrewish character from the beginning with her father and sister, through the middle with her first meeting of Petruchio, to the finale where she is finally tamed.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There is a strong underlying notion that Kate's shrewish behavior is a by-product of the mistreatment of her sister and father. Firstly, Kate's father continually humiliates her in public. For example, when Baptista, Kate's father, informed Bianca's suitors, Tranio and Lucentio, in public that he will not allow either of them to marry his younger daughter until a husband is found for Katherine, he is in effect announcing he first wants to have Katherine off his hands. He then offers her to either of Bianca's suitors. Katherine's humiliation at this point is complete. Not only is she discussed on a public street like a piece of scandalous gossip; but she is also offered to her sister's suitors by her own father and profusely turned away as one turns away from a piece of rotten meat. Kate then tries to reveal her mortification to her father, "I pray you, sir, is it your will/To make a stale of me amongst these mates?"(57-58). Upon hearing this, Hortensio scolds Kate for her infamous temper to which she replies that i... .... There is now obvious affection between the two, and Petruchio says of their new harmony, "Is not this well?" (154). He calls her his sweet Kate, and she recognizes the sincerity of the epithet. Therefore, with careful love and affection stemming from Petruchio's sincerity towards Katherine, her shrewd behavior turns into sweet honey.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In conclusion, due to her father and sister's lack of affection and humiliation, Kate develops a nasty shrewish character. She then recognizes her equal when she meets Petruchio, yet she has no choice but to keep acting as a shrew. It is not until Petruchio wins Kate's affection through his kindness and love that she finally lets go of her shrewish cover and becomes the envied wife of every husband Works Consulted: Shakespeare, William. The Taming of the Shrew. Ed. Milton Glaser. New York: Signet, 1971.

Poem Do Not Go Gentle into That Good Night :: Dyland Thomas

In the poem "Do Not Go Gentle into That Good Night," written by Dylan Thomas, emphasizes resistance towards death as he repeats this exhortation in the last line in every stanza. Imagery is used by Thomas to create the theme of his poem and what it means. Although readers are unaware of the details behind the on coming death of Thomas father, the motives of the author for writing this poem are very obvious. Thomas intends to pursuit his father to resist against death and for him to fight for life. Through "Do Not Go Gentle into That Good Night," Thomas conveys resistance towards death with images of fury and fighting to symbolize the great anger and rage Thomas feels towards the thought of loosing his dying father, though upon first reading then seem banal. Initially, Thomas uses images of fury and fighting in the lines "do not go gentle", "good night" and "dying of the light" to emphasize the resistance towards death. With these images, Thomas conveys death as the end and where darkness prevails. He takes his stand within concrete, particular existence. He places birth and death at the poles of his vision. Excessive images of anger and rage towards death exemplify the passion Thomas feels for life. Secondly, Thomas brings into action images of "burn" and "rave at close of day" to show and emphasize the resistance towards death. Contrasting images of light and darkness in the poem create warmth of living and the coldness of death, so as to discourage people from choosing the dreary, bitter frigidity of death. In addition, Thomas uses images of " wise men" and " grave men [who] have not used their blinding sight" to tell his dying father that all men smart or ignorant, need to resistance towards death.

Philosophy Life Examination

My Life Examination First of all, my previous essay was a part of my life examination. I am glad you caught me on plagiarizing because now I really know that you read all of our essays. Unfortunately a few of my classmates and I did have doubts about it. Also, I feel like I can argue a lot for plagiarizing, but that is not what this assignment is about. Even though I agree with Sergey Trufanov’s ideas about life in general, I do not feel like I can explore them further and simply reciting them would also be considered as plagiarism.But I do have my own conclusions about life examination, disappointments, and death. I cannot say that I am a philosopher, just like I cannot say that I can speak English. In order to claim that, a person needs to be comfortable using his tools to be considered a professional, which unfortunately, I am not, but I do believe that my ideas deserve to exist and to be explored in philosophical ways. Life examination. To examine life you need to test it, challenge it. Everyone knows that you won’t know till you try, but for some reason not everyone does it.In my opinion it is better to do something and regret it than not do anything and regret not even trying. It refers even to the smallest things, like a new flavor of ice-cream. How would you know that you do not like it unless you taste it? Trying things is the only way to figure them out. I have so much of personal experience about trying new things, and it proved itself every single time. Like when I came to United States five years ago; I did not speak a word of English, I did not know how to drive, I was scared beyond belief, but trying new things got me to where I am.It is okay to be scared, but it is not okay not to challenge your fears and examine life in every way possible with everything that raises questions. Here I agree with Socrates â€Å"The unexamined life is not worth living. † Disappointments. Disappointments are worthless. They are based on our exp ectations of results. If you do not want to be disappointed, stop waiting for things and people to meet your expectations. We all are our own people. We do not live to please everyone around us. Why expect everyone around me to please me, if I am not doing it for everyone else?Why expect a sunny day and get disappointed if it rains? I am not the center of the universe, so why should it be sunny for me? We are causing things to upset us and at the same time we are blaming everyone and everything else. Of course people are selfish, it is just a human nature, but if we are selfish, why do we let things ruin our lives simply by expecting good things to happen? Everyone is trying to do whatever makes them happy and feels good. Why get disappointed if it upsets us. People are so controversial. Death.I agree with Arthur Schopenhauer on the subject of death. Crying for dead is like crying for someone who was never born. Why we are so scared of death? We all know that we are going to die, so I believe that being ready for it is more important than being scared of it. But how can we be ready? Well, examining life to its fullest would do the trick. Doing new things, answering questions, exploring the unknown, all of that makes death just one of the projects. Possibly one the last ones, but we do not know, till we try.We are scared of death because we do not know what is waiting for us after we leave this world and this life. But exploring everything here and now makes it easier and simpler to move on and accept the fact that we are done. Thinking that after we die the world will not be the same is just another example of human selfishness. How many people have died before us? How many will die after? And the universe is still here, it is still growing, it is still alive. One death is just one drop in the ocean; it will not change the world.And Schopenhauer’s quote â€Å"Matter, which now lies before you as dust and ashes now, dissolved in water, will settle as cr ystal, will shine in a metal, scatter electric sparks in a galvanic voltage show the power, that by expanding the strongest connection, turn the earth mass into metal; and not only that: by itself it will embody in plant and animal, from its mysterious womb will produce the very life, the loss of which you are so afraid of in your narrow-mindedness† shows that we never die completely, therefore being afraid of death thinking that without us the world will not be the same is very much silly.As you can see, in this essay I did not use any philosophical terms, but this is My Life Examination, in my life I do not use terms, I use simple language because like Einstein said â€Å"If you can't explain it simply, you don't understand it well enough. †

Full Text Search in Ruby

Full text search is a technique for searching a document or database stored in the computer. A full text search engine examines all the words, in every stored document, to find a match of the keyword searched by the user. Many web sites and application programs provide full-text search capabilities. There are quite a few choices when it comes to adding a full text search in a Ruby on Rails application. A choice can be made on the basis of the language the search engine is written in or the scalability options suited for the application.Acts As Indexed being a pure Ruby implementation makes for a tool that is totally portable, and suitable for almost any application requiring full text search capabilities. Search queries support many standard boolean operators, namely exclusion of a term through the use of ’-’ and the matching of phrases through the use of quotation marks. It is useful in case of a simple site and need to implement a basic search very quickly. Ferret is a full text search engine library written for ruby implemented in a rails application by the Acts As Ferret plugin.It is inspired by the Apache Lucene Java project. The first step to implementing a search is to get an index built and then the index is searched for the documents having the keyword. One of the more useful features especially in a web scenario is highlighting the matched words. This is made trivial by Index’s highlight method. It’s also possible to use Ferret as a more general purpose data store Xapian is written in C++ with bindings to allow use from Perl, Python, PHP, Java, Tcl, C# and Ruby.An important feature of Xapian is the Ranked probabilistic search – important words get more weight than unimportant words so more relevant results appear at the top. It also supports Synonyms as an automatic form of query expansion and can even suggest spelling corrections for user supplied queries. Full range of structured boolean search operators (â€Å"st ock NOT market†, etc). Sphinx, written in C++, is the most logical successor to Ultrasphinx, since both utilize Sphinx as the search server.Sphinx works by reading information out of the database to build the search index. Communication with the Sphinx server occurs by sharing C â€Å"objects† over sockets. A variety of text processing features enable fine-tuning Sphinx for application requirements, and a number of relevance functions ensures you can tweak search quality as well. Sunspot is a Ruby library for expressive, powerful interaction with the Solr search engine. Sunspot uses Solr, a Java search server built on the Lucene search library.It provides robust, flexible full-text search with no boolean queries and no string programming. Solr servers can be clustered and since they manage the index, Sunspot can automatically update the indexes when the model objects change. There’s no need to run a cron job to reindex the data or setup delta indexing like with S phinx. Thus we see that Full text search has come a long way since the early days of Ferret. The incompatibility of Ultrasphinx, once the most preferred, with Rails 3. resulted in the emergence of Sphinx and Sunspot as favourites. Solr is a compelling alternative to Sphinx, since the most scalable Web apps (Facebook, Twitter) use Java behind the UI layer. Xapian can be considered as the best option whenever ranked probabilistic search is required. Acts_As_Indexed, written entirely in Ruby, works out great and is very easy to implement with automatic indexing. (ie No cron jobs needed to keep the index up to date).