Entrepreneurship and Need of Achievement :: Risk-Taking, Creativity

Hazard taking is one of the central components of business enterprise. Business people are seen as more daring individuals than the supervisors and salaried representatives, to such an extent that, they are happy to put their homes on contract, jobless and can work for quite a long time with no gaining (Burns, 2011; Masters and Meier, 1988). As per (Moore and Gergen, 1985), business visionaries consistently take figure chance and consistently dissect the circumstance. Subjective Psychology bolsters that the hazard taking capacity is simply restricted to their specialized topic (Sjã ¶berg, 1978, Heath and Tversky, 1991). As per (Heath and Tversky, 1991), business visionaries face more challenge in the territory of their advantage and mastery and not in those region, they have little information about. Be that as it may, and still, at the end of the day likewise, they face more challenge than all inclusive community. Studies have discovered that there is a profound connection among Entrepreneurship and Need of Achievement. As indicated by Begley and Boyd (1987), the individuals who have established their own organizations had a more serious requirement for accomplishment than non-originators or proprietor directors. Additionally, (Stewart et al., 1998) reacted that requirement for accomplishment is higher in business people than the corporate administrator and proprietor chiefs. Requirement for Achievement is normally high in business people than everyone. It gives them inspiration to feel free to accomplish their next objective without any problem. Business visionaries demonstrating this inclination ordinarily are acceptable organizers, sets their objectives, consistently search for data and learning (Miner, 2000). They acknowledge achievement and disappointment of their work and this need of accomplishment help them to conquer disappointment, deterrents and mishaps. Another significant trademark it measures is the locus of control. It is a capacity by which an individual makes a recognition about the hidden primary driver of occasions throughout his life. In the event that individual accepts that he/she has authority over the results however their own capacities, for example, qualities, difficult work and dynamic then it is known as interior locus of control though, if there should be an occurrence of outside locus of control, individual accepts that they don’t have any impact on the results and has confidence in outer powers, for example, destiny and karma (Rotter 1966). As indicated by (Rotter 1966), person who has higher accomplishment inspiration show a greater number of attributes of inner as opposed to outside locus of control. Innovativeness is a key part in the enterprising procedure. It is the capacity to create something new or change something (Webster, 1976). As indicated by (Cromie, 2000), Creative individuals give some specific attributes. They discover issues intriguing and are not terrified of impediments; rather, they attempt to discover the arrangement of those issues. Business enterprise and Need of Achievement :: Risk-Taking, Creativity Hazard taking is one of the central elements of business. Business visionaries are seen as more daring people than the chiefs and salaried representatives, to such an extent that, they are happy to put their homes on contract, jobless and can work for quite a long time with no winning (Burns, 2011; Masters and Meier, 1988). As indicated by (Moore and Gergen, 1985), business people consistently take figure hazard and consistently break down the circumstance. Subjective Psychology bolsters that the hazard taking capacity is simply constrained to their specialized topic (Sjã ¶berg, 1978, Heath and Tversky, 1991). As indicated by (Heath and Tversky, 1991), business visionaries face more challenge in the territory of their advantage and skill and not in those region, they have little information about. Be that as it may, and still, at the end of the day additionally, they face more challenge than all inclusive community. Studies have discovered that there is a profound connection among Entrepreneurship and Need of Achievement. As indicated by Begley and Boyd (1987), the individuals who have established their own organizations had a more significant requirement for accomplishment than non-authors or proprietor directors. Likewise, (Stewart et al., 1998) reacted that requirement for accomplishment is higher in business visionaries than the corporate director and proprietor administrators. Requirement for Achievement is typically high in business people than everyone. It furnishes them with inspiration to feel free to accomplish their next objective without any problem. Business visionaries demonstrating this propensity for the most part are acceptable organizers, sets their objectives, consistently search for data and learning (Miner, 2000). They acknowledge achievement and disappointment of their work and this need of accomplishment help them to defeat disappointment, hindrances and misfortunes. Another significant trademark it measures is the locus of control. It is a capacity by which an individual makes a discernment about the basic fundamental driver of occasions throughout his life. In the event that individual accepts that he/she has power over the results however their own capacities, for example, traits, difficult work and dynamic then it is known as inward locus of control while, if there should arise an occurrence of outside locus of control, individual accepts that they don’t have any effect on the results and trusts in outer powers, for example, destiny and karma (Rotter 1966). As indicated by (Rotter 1966), person who has higher accomplishment inspiration show a larger number of qualities of inside as opposed to outer locus of control. Innovativeness is a key part in the enterprising procedure. It is the capacity to create something new or change something (Webster, 1976). As indicated by (Cromie, 2000), Creative individuals give some specific qualities. They discover issues intriguing and are not scared of deterrents; rather, they attempt to discover the arrangement of those issues.

J.M. Coetzee’s Disgrace: Post-Apartheid South Africa Essay -- South Afr

You carry on as though all that I do is a piece of a mind-blowing tale. You are the primary character; I am a minor character who doesn't show up until part of the way through. All things considered, as opposed to what you think, individuals are not isolated into major and minor. I am not minor. I have my very own existence, similarly as imperative to me as yours is to you, and in my life I am the person who settles on the choices (Coetzee 174) This is an impactful articulation made by Lucy Lurie to her dad David the hero and focal cognizance of Disgrace. It is her reaction to his absence of understanding her life decisions and his absence of profound respect for anybody yet himself. It is his impediment, his failure to comprehend anything outside of his self-reflections, and his demeanor is because of a degree of haughtiness and feeling of benefit, as he proceeds with his endeavors at self-rise. Lucy is fighting his failure to comprehend her life decisions and the base of his absence of any profound respect for anybody yet himself. At the point when David loses his situation at the University through his own haughtiness,- - one perusing of the â€Å"disgrace† of the title, regardless of whether he feels it in that capacity or not,- - his somewhat cognizant and halfway oblivious quest for compromise constrains him to tune in to the voices of once in the past hushed people, female, and dark spoke to in the just cited entry by his little girl. David in his portrayal twists the extent of his story toward the situation of ladies, as opposed to the â€Å"colored† in a post-politically-sanctioned racial segregation South African scene. Lucy is an advantageous portrayal for David of those truly disfavored in post-Apartheid South Africa, while David speaks to those apparently disrespected who dodge the real factors of their activities, those proud un-contrite masses that pardon ... ...t of snakes. No, Professor Lurie, you might be arrogant and have a wide range of degrees, yet on the off chance that I was you I’d be embarrassed about myself, with God as my witness. On the off chance that I’ve got hold of an inappropriate finish of the stick, presently is your opportunity to state, however I don’t think in this way, I can see it from your face.’ Lurie murmurs accordingly, ‘excuse me, I have business to take care of and leaves (Coetzee 38) David’s reaction to Melanie’s father in the entry above just further exhibits what is reverberated all through the content. His evasion, pretentiousness and failure to apologize become evident. In that scene toward the start of the novel we see David’s capacity to sidestep an unmistakable offense made by him when stood up to, and thusly gives us a brief look at the individual we will rely upon to disclose to us the story. Works Cited Coetzee, J. M. (2000) Disgrace. London: Vintage.

3 Proven Strategies to Motivate Your Team - Focus

3 Proven Strategies to Motivate Your Team - Focus Its a fresh battle every day to find the motivation to get through my to do list. But motivating your team is an entirely different challenge. Its not always as simple as cracking the whip or offering a cash bonus, either. Understanding how people respond to different types of motivation can help us be better leaders and increase the productivity of our teams. It can just take a little science to figure out what works best and which strategies to use to motivate your team. 1. Show Appreciation This first approach sounds simple, but it can make a big difference. In a survey of 2,000 working Americans, 81 percent said theyd work harder for an appreciative boss. 70 percent also said theyd feel better about themselves and their work if their boss showed appreciation more often. For a simple thanks, thats quite a good returnâ€"even if it only leads to a small increase in productivity, its worth the effort. According to Wharton professor Adam Grant, A sense of appreciation is the single most sustainable motivator at work. Grant says appreciation differs from motivators like cash bonuses or promotions, which we quickly adjust to, because the sense that other people appreciate what you do sticks with you. A review of over fifty studies from the London School of Economics in 2011 backs up the benefits of showing appreciation for your team. The review found people put in more effort at work when they feel appreciated. Another example of this effect at work comes from behavioral economist Dan Ariely, who conducted an experiment on motivation at an Intel factory in Israel. The study split employees into groups and told each group theyd receive a different reward for completing all their work each day. One group would receive a small cash bonus, another would receive a voucher for free pizza, and a third would receive a compliment from the boss. On the first day, the pizza group was most productive, with the compliment group a close second. The cash bonus group had a small bump in productivity compared to the control group (who received no bonus reward) but was far behind the pizza and compliment conditions. And on the second day of the study, the cash bonus group actually performed worse than those employees not receiving any reward. As the week finished up, productivity leveled out across all three conditions, but compliments ended up as the best option for boosting the workers performance. This study points out how little money can motivate us, and how, in fact, it can even harm our motivation. But another study showed that when we dont feel our work is appreciated, we tend to expect more money as compensation for the same work. So take some time to say thank you to your team members today. That quick act could save you money and increase productivity. Discover team productivity Try MeisterTask Its free! Try MeisterTask 2. Show Your Team the Fruits of Their Labor Research shows we like to see the outcome of our efforts. An example comes from a study that asked participants to build Lego models, paying a small sum per model that decreased for each one the participants completed. For some participants, the models were immediately disassembled by the researchers. For the rest, their models were kept under the table to be disassembled at the end of the experiment. The team whose work was kept until they were done completed an average of eleven Lego models before quitting, while those whose models were immediately disassembled only managed seven. Even though both groups of participants knew their work would ultimately be destroyed, seeing the fruits of their labor was enough to encourage participants to keep working for longer. A less tangible example comes from a study of a fundraising call center at the University of Michigan. Call center workers were visited by students who had benefited from the centers efforts, for a ten-minute chat. A month later researchers found that those workers whod been spoken to by students were spending 142 percent longer on the phone, and overall the centers income had increased by 171 percent. Even if your team isnt creating something tangible like Lego models, there are ways you can show them the outcomes theyre contributing to. Seeing how their efforts lead to a meaningful result could motivate your team to work harder. 3. Motivate Your Team by Putting Something at Stake We like to get new things, but we hate losing things even more. This principle is called loss aversion. Were so averse to loss that well go a long way to avoid it. Vassilis Dalakas, professor of marketing at California State University San Marcos tested how loss aversion could be used to increase his students motivation to study. He taught the same consumer behavior class twice, with the same material, and introduced optional pop quizzes throughout the class in both cases. The quizzes were worth one point if they were passed, and any student with five points at the end of the class could skip the final exam. The only difference between the two classes was the rule around the final exam. In the first class the exam was required, but students could earn the right to opt out by gaining five points from the quizzes. In the second class the exam was optional from the start but students could lose the right to opt out by not gaining five points. Guess which class passed more quizzes? In class one 43 percent of students earned five points by the end of the class. In class two it was 82 percentâ€"almost double. The reason is simply loss aversion. We hate to lose things that we feel belong to us. Its so upsetting that well work harder to maintain our ownership over those things rather than suffer the loss. The students in the second class believed they owned the right to skip the exam and didnt want to have it taken away, so they were more likely to study hard and pass the quizzes. The good news is even small losses work better as motivators than rewards. As we saw in the study above, it’s simply a matter of framing that changes how much we’re motivated to work hard. So you might offer your team the chance to earn an afternoon off by hitting their weekly goals. Or you could promise them an afternoon off every week unless they don’t hit their weekly goals. The outcome is the same, but the framing is different. It seems we care more about not losing something that’s already been promised to us than we do about earning something new. You can combine the various suggestions I’ve explored here to motivate your team. Show your team the fruits of their labor and remember to offer your appreciation for their work, but also try putting something at stake now and then. Each of these approaches has been shown to increase motivation, but together theyre sure to work even better. Teamwork made simple Discover MeisterTask Its free! Discover MeisterTask 3 Proven Strategies to Motivate Your Team - Focus Its a fresh battle every day to find the motivation to get through my to do list. But motivating your team is an entirely different challenge. Its not always as simple as cracking the whip or offering a cash bonus, either. Understanding how people respond to different types of motivation can help us be better leaders and increase the productivity of our teams. It can just take a little science to figure out what works best and which strategies to use to motivate your team. 1. Show Appreciation This first approach sounds simple, but it can make a big difference. In a survey of 2,000 working Americans, 81 percent said theyd work harder for an appreciative boss. 70 percent also said theyd feel better about themselves and their work if their boss showed appreciation more often. For a simple thanks, thats quite a good returnâ€"even if it only leads to a small increase in productivity, its worth the effort. According to Wharton professor Adam Grant, A sense of appreciation is the single most sustainable motivator at work. Grant says appreciation differs from motivators like cash bonuses or promotions, which we quickly adjust to, because the sense that other people appreciate what you do sticks with you. A review of over fifty studies from the London School of Economics in 2011 backs up the benefits of showing appreciation for your team. The review found people put in more effort at work when they feel appreciated. Another example of this effect at work comes from behavioral economist Dan Ariely, who conducted an experiment on motivation at an Intel factory in Israel. The study split employees into groups and told each group theyd receive a different reward for completing all their work each day. One group would receive a small cash bonus, another would receive a voucher for free pizza, and a third would receive a compliment from the boss. On the first day, the pizza group was most productive, with the compliment group a close second. The cash bonus group had a small bump in productivity compared to the control group (who received no bonus reward) but was far behind the pizza and compliment conditions. And on the second day of the study, the cash bonus group actually performed worse than those employees not receiving any reward. As the week finished up, productivity leveled out across all three conditions, but compliments ended up as the best option for boosting the workers performance. This study points out how little money can motivate us, and how, in fact, it can even harm our motivation. But another study showed that when we dont feel our work is appreciated, we tend to expect more money as compensation for the same work. So take some time to say thank you to your team members today. That quick act could save you money and increase productivity. Discover team productivity Try MeisterTask Its free! Try MeisterTask 2. Show Your Team the Fruits of Their Labor Research shows we like to see the outcome of our efforts. An example comes from a study that asked participants to build Lego models, paying a small sum per model that decreased for each one the participants completed. For some participants, the models were immediately disassembled by the researchers. For the rest, their models were kept under the table to be disassembled at the end of the experiment. The team whose work was kept until they were done completed an average of eleven Lego models before quitting, while those whose models were immediately disassembled only managed seven. Even though both groups of participants knew their work would ultimately be destroyed, seeing the fruits of their labor was enough to encourage participants to keep working for longer. A less tangible example comes from a study of a fundraising call center at the University of Michigan. Call center workers were visited by students who had benefited from the centers efforts, for a ten-minute chat. A month later researchers found that those workers whod been spoken to by students were spending 142 percent longer on the phone, and overall the centers income had increased by 171 percent. Even if your team isnt creating something tangible like Lego models, there are ways you can show them the outcomes theyre contributing to. Seeing how their efforts lead to a meaningful result could motivate your team to work harder. 3. Motivate Your Team by Putting Something at Stake We like to get new things, but we hate losing things even more. This principle is called loss aversion. Were so averse to loss that well go a long way to avoid it. Vassilis Dalakas, professor of marketing at California State University San Marcos tested how loss aversion could be used to increase his students motivation to study. He taught the same consumer behavior class twice, with the same material, and introduced optional pop quizzes throughout the class in both cases. The quizzes were worth one point if they were passed, and any student with five points at the end of the class could skip the final exam. The only difference between the two classes was the rule around the final exam. In the first class the exam was required, but students could earn the right to opt out by gaining five points from the quizzes. In the second class the exam was optional from the start but students could lose the right to opt out by not gaining five points. Guess which class passed more quizzes? In class one 43 percent of students earned five points by the end of the class. In class two it was 82 percentâ€"almost double. The reason is simply loss aversion. We hate to lose things that we feel belong to us. Its so upsetting that well work harder to maintain our ownership over those things rather than suffer the loss. The students in the second class believed they owned the right to skip the exam and didnt want to have it taken away, so they were more likely to study hard and pass the quizzes. The good news is even small losses work better as motivators than rewards. As we saw in the study above, it’s simply a matter of framing that changes how much we’re motivated to work hard. So you might offer your team the chance to earn an afternoon off by hitting their weekly goals. Or you could promise them an afternoon off every week unless they don’t hit their weekly goals. The outcome is the same, but the framing is different. It seems we care more about not losing something that’s already been promised to us than we do about earning something new. You can combine the various suggestions I’ve explored here to motivate your team. Show your team the fruits of their labor and remember to offer your appreciation for their work, but also try putting something at stake now and then. Each of these approaches has been shown to increase motivation, but together theyre sure to work even better. Teamwork made simple Discover MeisterTask Its free! Discover MeisterTask

How to Conjugate Protéger (to Protect) in French

You will use the French verb  protà ©ger  when you want to say to protect. The verb conjugation is required if you want to use it for the past tense protected or the future tense will protect. This word has a couple of tricks to it, but a lesson in its simplest conjugations will explain everything you need to know. The Basic Conjugations of  Protà ©ger Protà ©ger is both a stem-changing  and  spelling change verb. While that may seem scary at first, both issues have a purpose and are relatively easy to handle. The stem change occurs with the accented  Ãƒ ©Ã‚  in  protà ©ger. You will notice that in some forms—the present tense, in particular—the accent changes to an  Ãƒ ¨.  You will also notice that the future tense gives you the option between the stem changes.  Pay attention to this while studying so you can spell it correctly when needed.   The stem change pops up in the regular -er  conjugations where the ending begins with an  a  or  o.  For these, the  e  is retained to ensure the  g  has a soft pronunciation as it does in gel. Without the  e, the vowels would make it a hard sound as in gold. The indicative mood and the basic present, future, and imperfect past tenses are covered in this first chart. These should be your top priority to memorize because youll use them most often. All you need to do is pair the subject pronoun with the corresponding tense to learn which endings to use. For example, je protà ©ge means I am protecting and nous protà ©gions means we protected. Present Future Imperfect je protà ¨ge protà ©geraiprotà ¨gerai protà ©geais tu protà ¨ges protà ©gerasprotà ¨geras protà ©geais il protà ¨ge protà ©geraprotà ¨gera protà ©geait nous protà ©geons protà ©geronsprotà ¨gerons protà ©gions vous protà ©gez protà ©gerezprotà ¨gerez protà ©giez ils protà ¨gent protà ©gerontprotà ¨geront protà ©geaient The Present Participle of  Protà ©ger The spelling change is also required in the  present participle  of  protà ©ger because of the -ant  ending. The result is the word  protà ©geant. Protà ©ger  in the Compound Past Tense Another way to express the past tense in French is with the  passà © composà ©. This requires both the  past participle  protà ©gà ©Ã‚  and the present tense conjugate of the auxiliary verb  avoir. For example, I protected is  jai protà ©ge  and we protected is  nous avons protà ©gà ©. More Simple Conjugations of  Protà ©ger Once again, youll find some spelling and stem changes in the following conjugations. Also, the conditional—used for if...then situations—offers the option between the accented es. However, if you pay careful attention to those things, these forms of  protà ©ger  can be quite useful. The subjunctive, for instance, allows you to call the act of protecting into question. When reading or writing French, youll likely encounter  the passà © simple  or  the imperfect subjunctive  because these are literary tenses. Subjunctive Conditional Passà © Simple Imperfect Subjunctive je protà ¨ge protà ©geraisprotà ¨gerais protà ©geai protà ©geasse tu protà ¨ges protà ©geraisprotà ¨gerais protà ©geas protà ©geasses il protà ¨ge protà ©geraitprotà ¨gerait protà ©gea protà ©geà ¢t nous protà ©gions protà ©gerionsprotà ¨gerions protà ©geà ¢mes protà ©geassions vous protà ©giez protà ©geriezprotà ¨geriez protà ©geà ¢tes protà ©geassiez ils protà ¨gent protà ©geraientprotà ¨geraient protà ©gà ¨rent protà ©geassent The French imperative  may be useful for a verb like  protà ©ger. Its used for short and assertive statements, and when you use it, theres no need to include the subject pronoun.   Imperative (tu) protà ¨ge (nous) protà ©geons (vous) protà ©gez

The Yellow Wallpaper By Charlotte Perkins Gilman - 1982 Words

Inside of â€Å"The Yellow Wallpaper† Charlotte Perkins Gilman short story â€Å"The Yellow Wallpaper† was written in the early nineteenth century, which was during a time of great change. During this time â€Å"domestic Ideology† was placed American women as spiritual and moral leaders of their home. Basically society prescribed a women’s role in life but, Gilman disagreed this totally. Gilman shows us this in her short story â€Å"The Yellow Wallpaper† She creates a fictional story based upon her own experiences. â€Å"The Yellow Wallpaper†, depicted a depressed woman who slowly descends into madness in her room, while her well-meaning husband is often away due to his work at the hospital. Gilman successfully illustrates how society suppresses women and how dangerous it can be to a women’s mental health. American writer, and lecturer, an early theorist of the feminist movement, Charlotte Perkins Gilman refused to call herself a †Å"feminist†. Gilman would be referred to as a â€Å"humanist.† Gilman fought for equality amongst all people. Amazingly, Gilman wrote over two hundred short stories and ten novels. Her main goal was the cause of women’s suffrage. Gilman attempted to reach a wide variety of people, especially women, in an attempt to awaken them to her revolutionary ideas. She wanted absolute equality for women and rejected all special privileges (Daniel 52). With her social commentaries she advocated her life to inspire womanShow MoreRelatedThe Yellow Wallpaper By Charlotte Perkins Gilman885 Words   |  4 Pagesbeen a stigma around mental illness and feminism. â€Å"The Yellow Wallpaper† was written by Charlotte Perkins Gilman in the 1900’s. â€Å"The Yellow Wallpaper† has many hidden truths within the story. The story was an embellished version her own struggle with what was most likely post-partum depression. As the story progresses, one can see that she i s not receiving proper treatment for her depression and thus it is getting worse. Gilman uses the wallpaper and what she sees in it to symbolize her desire to escapeRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman846 Words   |  4 PagesHumans are flawed individuals. Although flaws can be bad, people learn and grow from the mistakes made. Charlotte Perkins Gilman’s short story, â€Å"The Yellow Wallpaper†, gives one a true look at using flaws to help one grow. Gilman gives her reader’s a glimpse into what her life would have consisted of for a period of time in her life. Women were of little importance other than to clean the house and to reproduce. This story intertwines the reality of what the lives of woman who were considered toRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman1362 Words   |  6 Pagesas freaks. In the short story â€Å"The Yellow Wallpaper† by Charlotte Perkins Gilman, both of these elements are present. Gilman di d a wonderful job portraying how women are not taken seriously and how lightly mental illnesses are taken. Gilman had, too, had firsthand experience with the physician in the story. Charlotte Perkins Gilman s believes that there really was no difference in means of way of thinking between men or women is strongly. â€Å"The Yellow Wallpaper† is a short story about a woman whoRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman1547 Words   |  7 PagesCharlotte Perkins Gilman s career as a leading feminists and social activist translated into her writing as did her personal life. Gilman s treatment for her severe depression and feelings of confinement in her marriage were paralleled by the narrator in her shorty story, The Yellow Wallpaper. Charlotte Perkins Gilman was born in 1860 in Hartford, Connecticut. Her parents, Mary Fitch Perkins and Fredrick Beecher Perkins, divorced in 1869. Her dad, a distinguished librarian and magazine editorRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman2032 Words   |  9 Pagesâ€Å"The Yellow Wallpaper† by Charlotte Perkins Gilman is a poem about women facing unequal marriages, and women not being able to express themselves the way they want too. Charlotte Perkins Gilman was born in 1860, and died in 1935. This poem was written in 1892. When writing this poem, women really had no rights, they were like men’s property. So writing â€Å"The Yellow Wallpaper† during this time era, was quite shocking and altered society at the time. (Charlotte Perkins Gilman and the Feminization ofRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman904 Words   |  4 Pagescom/us/definiton/americaneglish/rest-cure?q=rest+cure). Charlotte Perkins Gilman wrote The Yellow Wallpaper as a reflection of series of events that happened in her own life. Women who fought the urge to be the typical stereotype were seen as having mental instabilities and were considered disobedient. The societal need for women to conform to the standards in the 1800s were very high. They were to cook, clean and teach their daughters how to take care of the men. Gilman grew up without her father and she vowedRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman999 Words   |  4 Pages â€Å"The Yellow Wallpaper† is a story of a woman s psychological breakdown, which is shown through an imaginative conversation with the wallpaper. The relationship between the female narrator and the wallpaper reveals the inner condition of the narrator and also symbolically shows how women are oppressed in society. The story, read through a feminist lens, reflects a woman s struggle against the patriarchal power structure. In the â€Å"The Yellow Wallpaper†, Charlotte Perkins Gilman uses the wallpaperRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman Essay1208 Words   |  5 Pagesthat wallpaper as I did?† the woman behind the pattern was an image of herself. She has been the one â€Å"stooping and creeping.† The Yellow Wallpaper was written by Charlotte Perkins Gilman. In the story, three characters are introduced, Jane (the narrator), John, and Jennie. The Yellow Wallpaper is an ironic story that takes us inside the mind and emotions of a woma n suffering a slow mental breakdown. The narrator begins to think that another woman is creeping around the room behind the wallpaper, attemptingRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman846 Words   |  4 PagesThe dignified journey of the admirable story â€Å"The Yellow Wallpaper† created by Charlotte Perkins Gilman’s, gave the thought whether or not the outcome was influenced by female oppression and feminism. Female oppression and feminist encouraged a series of women to have the freedom to oppose for their equal rights. Signified events in the story â€Å"The Yellow Wallpaper† resulted of inequality justice for women. Charlotte Perkins Gilman gave the reader different literary analysis to join the unjustifiableRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman1704 Words   |  7 PagesEscaping The Yellow Wallpaper Charlotte Perkins Gilman (1860-1935) whom is most acclaimed for her short story The Yellow Wallpaper (1891) was a women’s author that was relatively revolutionary. Gilman makes an appalling picture of captivity and confinement in the short story, outlining a semi-personal photo of a young lady experiencing the rest cure treatment by her spouse, whom in addition to being her husband was also her therapist. Gilman misused the rest cure in The Yellow Wallpaper to alarm other

Bookmaster Free Essays

Bookmaster Case Case Study Questions MGMT357 Professor Janet Steinke March 10, 2013 Background The case bookmaster explains how Drew went to bookmaster to buy a book he wanted to enjoy reading. When Drew arrived at the bookstore and explained to the CRA what book he wanted. The CRA informed Drew that the book was instock and that there were actually two copies of the book on the shelf. We will write a custom essay sample on Bookmaster or any similar topic only for you Order Now However, when Drew and the CRA went to the shelf to get the book there were no copies available. Drew would have to drive to another store that was 15 miles away to get the book. The CRA then suggested to Drew to buy the ebook which was almost $20 cheaper. Drew would have to download the ebook on his computer since the Kindle and iPad’s were too costly for him at the time. Kindle an Ipad both have many restrictions on their work and try to prevent piracy to maximize profits. Case Questions 1. Each player in the above value chain makes money by creating value for the stakeholders. 2. 3. The ebook has many advantages and disadvantages. the first advantage is the development, marketing, and decreasing costs for eReaders. The second advantage is its easy accessible and can be read on any device if it’s an apple because they are linked together. The third advantage is that marketing the product is easier on line than in a book store. The first disadvantage is that the sale price is lower so the profit margin is relatively the same. The second disadvantage is that piracy is more common and the content is easier to duplicate. The third disadvantage is that competition is very high in the digital industry. The hard copy book also has many advantages. The first is that hardcopy books are easier to stay focused on because the web-surfing variable is eliminated. The second advantage is that you can jot down your thoughts while reading. The third advantage is hardcopy books are not subject to the failure of technology. Some disadvantages to hard copy books are as follows; The cost to make the books are high. Books are harder to carry around if you have more than a few with you. The third disadvantage is the costs of books are high. 4. The role of operations in the hardcopy value chain is to print books. The role of operations in ebooks is to produce digital content and to store the content. 5. The other issues that are important on critiquing both of these is the future. Where are books headed in the future? It is important to try and forecast whether ebooks or hardcopy books will be a thing of the past. How to cite Bookmaster, Essay examples

Mumbaki Essay Example

Mumbaki Paper Every individual has its own culture, belief and different practices but we should respect each everyone about this matter even though sometimes it is very difficult to understand their practices. The word Mumbaki has its own meaning. It is about an Ifugao religious specialist meaning sayer of prayers in the Christian world they called them Intercessors. Almost every adult in the region is a Mumbaki who practices the tenets of the religion which they are associated with. These Mumbakis offers prayers during wedding, thanksgiving, funeral and other occasions. They have memorized almost every oral traditions, stories and lineages which are passed on from generation to generations which they perform as rituals. The story is about the son of an Ifugao Chieftain named Joseph who returns to his tribe after the death of his father (an Ifugao Chieftain who was killed in a tribal dispute with the Alimit tribe. He was about to live the Philippine to US with his fiancee, however was obliged to return to the Lidum tribe where he was chosen to lead the battle againts the Alimit tribe. Joseph is a young doctor who return to bury his father. While there, he discovers his rich heritage and acquire pride in his being an Ifugao. He is unable to resist the urge to help his village, which has resisted modern medicine and is in the midst of pneumonia epedemic and civil war. It covers the adaptation new way of curing illness of people but it will disobey their beliefs where they believe that their Baki or Gods may perish them in any curse. We will write a custom essay sample on Mumbaki specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mumbaki specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mumbaki specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The story begins with the conflict between the unsettled marriage. And also they argued about the boundaries of their territories, where who should own the old tree between the two tribe. Each them ask explanation that ends up the leader of Lidum tribes death and those start of the beginning of war for revenge and justice. The Lidum tribe believes that once they cannot have the justice of death of the leader they will suffer like experiencing different illness and wars that may cause to death of other people too. And all the tribe in Ifugao does not believe the medicine that given to them by their doctor. They believe that only their Mumbaki can help and save them with help of their Baki because he is the one sent by Baki to save them. But the epedemic disease become worst which lead to death of many people. Nowadays, scientist, doctors, engineers, etc†¦ discover many things that could help our society to become more progressive to cure many diseases and illness and in terms of communication and transportation we are now more advance. But sometimes because of our culture, all belief and practices hinder our minds to accept those things and also the tradition of different people there are instances because of hatred it will only caused a never ending war but we have one country, one government to maintain the peace and settled every problems we have through peace talk and court trials, we should respect the value of life of every individual. When youre trying to use new changes it doesn’t mean you betrayed your traditions. You are only open minded that could help for a certain circumstances.