Essay on Journalism

Essay on Journalism

Essay The Theme of Blindness in King Lear - 926 Words

The Theme of Blindness in King Lear In the tragedy King Lear, the term blindness has an entirely different meaning. It is not a physical flaw, but the inability of the characters to see a person for whom they truly are. They can only read what is presented to them on the surface. King Lear, Gloucester and Albany are three prime examples characters who suffered most by having this flaw. Lear was by far the blindest of the three. Because Lear was the King, one would expect him to have superb reasoning skills, but his lack of insight kept him from making wise choices. This is the flaw that led to his downfall. Lears first big mistake was letting himself be fooled by Regan and Goneril, and giving them his throne. For they did not†¦show more content†¦As the play progressed Lears sanity went downhill, but his vision became clearer. When Goneril and Regan would not provide him with shelter during a furious storm, Lear realized that they were the daughters who did not love him. He also began to understand the words of Cordelia from the beginning of the play, he realized that she loved him too much to put into words. When Lear and Cordelia finally reunited near the end of the play, Lear expressed his sorrow for what he had done. You must bear with me, I pray you now, forget and forgive:/ I am old an foolish. ( 4, 7. 82 ) But it was too late, Lears rashness and inability to see clearly had already cost him, and Cordelia their lives. Lear was not the only character to suffer from blindness, Gloucester too, had lack of insight. He could not see the goodness of his son Edgar, and the wickedness of Edmund. A forged letter was the only evidence needed to convince Gloucester that Edgar was plotting to kill him. Immediately after reading the letter Gloucester screams in a rage; O villain, villain! His very opinion in the/ letter! Abhorred villain! Unatural, delested, brutish/ villain! Worse than brutish! Go, sirrah, seek him; Ill/ apprehend him. Abominable villain! Where is he? (1, 2. 75-78 ) He did not even stop to consider if Edgar were capable of doing such a thing. Ironically, it is not until Gloucester loses his physical sight, when his vision becomes clear. He finds out that it wasShow MoreRelatedTheme Of Blindness In King Lear1046 Words   |  5 Pages Blindness; there is a number of ways that someone could be blinded such as, blinded by love, by ambition, or by beliefs and traditions, there is also just plain old blindness, the inability to see. With these causes of blindness a great deal of chaos could be sprung up. The theme of blindness is intertwined within the theme of chaos in the play King Lear by William Shakespeare which ultimately leads people to their demise. King Lear’s own blindness and desire for flattery from his daughters leadRead More King Lear - Theme of Blindness Essay846 Words   |  4 PagesKing Lear - Theme of Blindness In Shakespearean terms, blinds means a whole different thing. Blindness can normally be defined as the inability of the eye to see, but according to Shakespeare, blindness is not a physical quality, but a mental flaw some people possess. Shakespeare’s most dominant theme in his play King Lear is that of blindness. King Lear, Gloucester, and Albany are three prime examples Shakespeare incorporates this theme into. Each of these character’s blindness was the primaryRead MoreTheme Of Blindness In King Lear1576 Words   |  7 PagesThe term blindness is defined as the state or condition of being unable to see. In Shakespeare, it is described as blindly placing trust in people and the mental flaws they possess. Blindness is quite symbolic as it is seen through the characters of Lear, Gloucester and Albany. Lear is blinded by Goneril and Regan’s treachery. Gloucester’s blindness is more literal when his eye were plucked out by Cornwall. He is unable to see the goodness in Edgar and the evil in Edmund. Albany is blinded from theRead MoreEssay on The Theme of Blindness in King Lear by William Shakespeare862 Words   |  4 PagesThe Theme of Blindness in King Lear by William Shakespeare Shakespeares King Lear tells of the tragedies of two families. At the head of each family is a father who cannot see his children for what they are. Both fathers are lacking in perceptiveness, so the stories of the two families run parallel to each other. In Lears case, two of his daughters fool him into believing their lies. Lear shuts out his third daughter because she cannot her love into words the way he wants her to. GloucesterRead MoreA Consideration of the Way Shakespeare Presents and Develops the Theme of Blindness in King Lear1563 Words   |  7 PagesDevelops the Theme of Blindness in King Lear Introduction ============ Throughout ‘King Lear’, Shakespeare uses the play’s characters to make judgements on society using blindness as a metaphor that runs through the play. He does this in a number of ways portraying characters that can be fooled by others’ flattery, or are easily manipulated or deceived, or simply have a lack of wisdom. As well as the horrific physical blinding of Gloucester, blindness is used asRead MoreSight and Blindness in King Lear1615 Words   |  7 PagesSight and Blindness in King Lear In King Lear, the recurring images of sight and blindness associated with the characters of Lear and Gloucester illustrate the theme of self-knowledge and consciousness that exist in the play. These classic tropes are inverted in King Lear, producing a situation in which those with healthy eyes are ignorant of what is going on around them, and those without vision appear to see the clearest. While Lears blindness is one which is metaphorical, the blindness of GloucesterRead MoreBlindness Of King Lear By William Shakespeare1077 Words   |  5 PagesENG4U March-9- 2015 How is the theme of blindness explored in King Lear? The play King Lear, written by William Shakespeare, the theme of blindness is clearly illustrated in the characters of King Lear and Gloucester. Both characters are blind to the truth because of their unwariness and poor judgment of character. These two characters refused to see the truth about the ones that are loyal to them. This type of blindness in this play is mental. Mental blindness can also be described refusingRead More Sight and Blindness in Shakespeares King Lear - Lack of Vision1477 Words   |  6 PagesSight and Blindness in King Lear      Ã‚  Ã‚   In King Lear, the recurring images of sight and blindness associated with the characters of Lear and Gloucester illustrate the theme of self-knowledge and consciousness that exist in the play.    These classic tropes are inverted in King Lear, producing a situation in which those with healthy eyes are ignorant of what is going on around them, and those without vision appear to see the clearest. While Lears blindness is one which is metaphoricalRead MoreKing Lear by William Shakespeare803 Words   |  3 PagesBlindness is a theme that we see throughout King Lear in many characters including King Lear, Gloucester and Albany. Although blindness is a theme it is also a psychological metaphor and can be defined as not having sight.2 Shakespeare forces us to see that being blind is a mental flaw just as much as it is a physical flaw. Lear is not only metaphorically blind but is also blind toward nastiness and loyalty . We see Gloucester’s blindness in more literal terms as he is literally blind but he canRead More Blindness and Sight - Lack of Insight in King Lear Essays1082 Words   |  5 PagesBlindness as Lack of Insight in King Lear   Ã‚  Ã‚   Blindness can normally be defined as the inability of the eye to see, but according to Shakespeare, blindness is not only a physical impairment, but also a mental flaw some people possess.   Shakespeares most dominant theme in his play King Lear is that of blindness.   King Lear, Gloucester, and Albany are three characters through which Shakespeare portrays his theme of mental blindness, that blindness which was the primary cause of their poor

Managing Human Resources for Business Process Outsourcing Industry

Question: Discuss about the Managing Human Resources in BPO. Answer: Introduction The recruitment procedure of a corporation includes different parts such as attracting talented applicants, selecting the right candidate and appointing them according to their qualification.The achievement of a recruitment process depends upon the turnover of employees. In various industries, corporations face different recruitment challenges. Modern organisations face challenges regarding diversity, age gap, employees attitude, high expenses, retention and demand of labour. These problems affect the recruitment procedure of a company which adversely influence its development. This report will focus on Business Process Outsourcing (BPO) industry, and the challenges faced by BPO organisations. Further, the report will provide various human resource management strategies to address these issues. The report will also include various theories given by different experts. Business Process Outsourcing Industry Business process outsourcing is a corporate strategy implemented by various organisations; it includes contracting or outsourcing the non-primary corporate actions to third-party corporations. According to Kuruvilla Ranganathan (2010), the non-primary activities include various secondary tasks such as human resource management, IT department, customer support, payrolls or call center facilities. International organisations outsource their business to countries such as India, Thailand, China or Philippines. There are various reasons for which a corporation outsources their business such as it reduces the cost of operations, professional workforce, better productivity and low-cost employees. As per Caniglia, Ramachandran Khanna (2005), the BPO industry faces various challenges such as a change in government regulations, the attitude of employees, security breaches, underestimating the expenses or bad reputation. Challenges in Recruitment Procedure The companies which provide BPO services face various problems while recruiting new employees. Following are few of the aspects which affect the hiring process of a corporation. High Demand Low Supply In BPO industry, the rate of development is significantly high, which require firms to hire talented employees. As per Liu Nagurney (2013), due to the globalisation, the demand for talented employees has raised considerably in past few decades. Every human resource department prefers to hire only the talented employee, but the number of talented employees is low in BPO industry. Most of the BPO organisations are situated in developing countries such as India, Malaysia or Thailand. The corporations choose these countries because they have a high number of employees who work at lower rates than compared to developed countries. But, most of those employees do not have proper knowledge of working in a BPO industry, due to lack of literacy rates, under development in technology and low economy. To fulfill the demand for skilled employees the supply is not sufficient, therefore, companies are required to pay high salaries to attract talented employees. While recruiting the employees, human resource department faces difficulty in the situation (Whitaker, Mithas Krishnan 2010). Organisational Image of BPO Companies The reputation of BPO corporations is low in countries such as India because the working hours are high and the pay grade is low. To attract potential talented candidates for recruitment, the companies are requiring maintaining a positive image in between public. Most of the people who are working in BPO industry did not prefer to work in them. Therefore, the number of employee turnover is significantly high in BPO sector (Ghodeswar Vaidyanathan 2008). Diversity and Age Gap Problems While recruiting new employees, human resource department faces issues regarding diversity and age of candidates. Farndale, Scullion, Sparrow (2010) provided that the BPO organisation did not prefer to hire elder employees because they did not have the technical knowledge and their productivity is also low. The maximum number of employees in BPO sector is young or adults which reduces the options for HR department because people do not prefer to work for a BPO. In case of gender, the discrimination between male and females is considerably high in BPO sector. There is just 35 percent of women workers in BPO industry and companies. Most of the company did not hire female employees because they have a problem regarding night shift and other family issues. Unqualified Workers Most of the BPO companies are present in Asian countries such as India, China, and Malaysia. According to Mehta, Armenakis, Mehta Irani (2006), these countries are facing issues relating to illiteracy and poor quality of education. A worker who works in BPO companies does not possess basic skills such as operating a computer or speaking English. The degrees provided by candidates are usually not authentic, their skills do not match with their qualifications, and they failed to understand most of the tactics and strategies made by top level management. Unskilled labour creates various kinds of problems for an organisation and their human resource department. Human resource department has to put more efforts in hiring an appropriate candidate; they have to make a lengthy selection prices in order to hire a correct candidate. Competition for Other Companies BPO industry has seen remarkable in past few decades and growth opportunity for an employee is significantly high in this sector. Lacity, Solomon, Yan Willcocks (2011) provided that growth opportunity for an employee is considerably high therefore employees prefer to switch to other companies for better benefits. Manu domestic firms are incorporating every day in countries like India. They have the capability to poach employees from successful enterprises that create continuous challenges for human resource department of an enterprise. Retention of Employees In BPO industry, there is the significantly high rate of employees turnover. As per Schweyer (2010), most of the organisations failed to retain their employees due to several reasons and every month BPO corporations faces absenteeism of workers around 10 percent. The employees usually change their companies to get better incentives or salaries, most of the talented employees get high salary offers from competitive companies. Organisations are required to provide better benefits and salary packages to their employees for retaining them in the company. The success of recruitment procedure depends upon the retention of employees which is difficult to achieve by the human resource department (Nadkarni Hermann 2010). Recommendations There are various human resource management policies that can implement by the BPO corporations to address the challenges faced by their human resource department in recruitment procedure. Following are few of such strategies which assist the organisations in improving their recruitment procedure. Training the Employees To address the issues regarding fulfillment of talented employees demands, corporations can implement organisational training strategy. As per Halvey Melby (2007), training in the organisational environment is a business strategy that is adopted by companies to face the challenge of lack of talented employees. BPO companies have the option of providing on the job or off job training to their employees. Training strategy can also assist in filling up the age gab in BPO sector. By providing proper training, BPO corporations can hire employees of old age as well. Williamson (2008) provided that before providing training to their employees, the company should prepare a contract between the employee and the corporation which forces an employee to work for a certain time in the organisation after receiving the training. This strategy will assist corporations in reducing their employees turnover rates. The BPO enterprises can improve their organisational image in public by providing training facility to their employees. Positive Culture and Diversity Policy Diversity issues and negative culture is one of the main reasons for bad recruitment procedure of a BPO company. As per Handley Benton (2009), the corporations should implement strict regulations regarding a cooperative work culture which makes diversity an integral part of the business. The top-level management should promote a diverse culture in the organisation by establishing various policies regarding employees behaviour. The company should provide cab facility, accommodations, and security services to female workers to increase the number of female employees in BPO sector. The corporations should establish different programs to appoint older employees in the company. The organisational environment should be positive which will attract talented employees in the enterprise. After recruiting similarly qualified employees, both employees should receive similar growth opportunities. The management should punish workers for discriminating the employees based on their caste, religion, age or gender. After implementing such strategies, human resource management can leverage them to attract talented employees (Mani, Barua Whinston 2006). Incentive Schemes BPO sector mostly consists of low or medium level employees which can be attracted by efficient incentive schemes. Bhatnager (2007) provided that the pay grade in BPO industry is considerably low which causes problems for human resource management in recruitment procedure. Most people do not prefer to work for BPO sector due to its low pay grade and minimum incentive. For attracting talented and skilled employees, the companies should provide better benefit packages their employees. The corporations should also provide better growth opportunities to candidates who will motivate them in joining the corporations. High salary packages and better incentive schemes can improve the retention rate of employees in the organisation (Budhwar, Luthar, Bhatnagar 2006). Conclusion In conclusion, there are various factors in BPO industry which adversely affects the recruitment procedure of an organisation. The human resource department faces challenges such as the low supply of talented employees, negative image of BPO sector, diversity challenges, completion between companies and unqualified workers. A poor recruitment process can adversely influence the development of a corporation. To address such changes, businesses can implement various human resource managers policies. The organisation can provide training to their employees who will improve their skill and productivity. The diversity issues can be addressed by establishing strict regulations regarding discrimination against female workers. By proving better salary packages and incentives, a corporation can improve their retention rates. BPO enterprises should implement these strategies to improve their recruitment process and sustain their future growth. References Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention.Employee relations,29(6), 640-663. Budhwar, P. S., Luthar, H. K., Bhatnagar, J. (2006). The dynamics of HRM systems in Indian BPO firms.Journal of Labor Research,27(3), 339. Caniglia, J., Ramachandran, K., Khanna, V. (2005).U.S. Patent Application No. 11/159,819. Farndale, E., Scullion, H., Sparrow, P. (2010). The role of the corporate HR function in global talent management.Journal of world business,45(2), 161-168. Ghodeswar, B., Vaidyanathan, J. (2008). Business process outsourcing: an approach to gain access to world-class capabilities.Business process management journal,14(1), 23-38. Halvey, J. K., Melby, B. M. (2007).Business process outsourcing: Process, strategies, and contracts. John Wiley Sons. Handley, S. M., Benton, W. C. (2009). Unlocking the business outsourcing process model.Journal of operations management,27(5), 344-361. Kuruvilla, S., Ranganathan, A. (2010). Globalisation and outsourcing: confronting new human resource challenges in India's business process outsourcing industry.Industrial Relations Journal,41(2), 136-153. Lacity, M. C., Solomon, S., Yan, A., Willcocks, L. P. (2011). Business process outsourcing studies: a critical review and research directions.Journal of information technology,26(4), 221-258. Liu, Z., Nagurney, A. (2013). Supply chain networks with global outsourcing and quick-response production under demand and cost uncertainty.Annals of Operations Research,208(1), 251-289. Mani, D., Barua, A., Whinston, A. B. (2006). Successfully governing business process outsourcing relationships.MIS Quarterly Executive,5(1). Mehta, A., Armenakis, A., Mehta, N., Irani, F. (2006). Challenges and opportunities of business process outsourcing in India.Journal of Labor Research,27(3), 323-338. Nadkarni, S., Herrmann, P. O. L. (2010). CEO personality, strategic flexibility, and firm performance: The case of the Indian business process outsourcing industry.Academy of Management Journal,53(5), 1050-1073. Schweyer, A. (2010).Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. John Wiley Sons. Whitaker, J., Mithas, S., Krishnan, M. S. (2010). Organizational learning and capabilities for onshore and offshore business process outsourcing.Journal of Management Information Systems,27(3), 11-42. Williamson, O. E. (2008). Outsourcing: Transaction cost economics and supply chain management.Journal of supply chain management,44(2), 5-16.

Organizattional Commitment and Communication free essay sample

This paper will focus on the American Red Cross as it relates to organizational commitment and communication. Leadership styles will affect communication in this organization. There are many different sources of power that affects group and organizational communication within the American Red Cross. Many motivational theories can be useful and definitely helpful within the culture of this organization. Communication is one of the key components of these theories. There is a high level of commitment that is necessary in the workforce of the organization, as well as dependence of communication in the organization. All these factors play a key role in the overall influence of group and organizational communication. Organizational Commitment and Communication at American Red Cross According to www. redcross. org, the American Red Cross responds to nearly 70,000 disasters a year. This organization definitely shows a level of organizational commitment. Employees are excited in knowing that the services that the organization delivers are assisting and making lives better each day. The American Red Cross is dedicated in bringing together a distinct group of employees as well as volunteers that reflect the society that is helped, and those who offer their loving support. Organizational commitment and communication in the American Red Cross are determined by many key factors such as: leadership styles, sources of power, organizational culture, motivational theories, and commitment of the workforce. Leadership Styles Leadership involves the process of determining others behavior in order to accomplish a specific goal. Leadership styles may differ based on organizational structure, people, environment, and responsibility (Regan Ghobadian, 2004). The leadership styles that the organization uses tend to be based on the attitudes of the individual about workers, competence, and how to get the task done. There are three main styles of leadership: authoritarian, democratic, and laissez-faire leadership. First, authoritarian leadership involves orders being given to workers informing them of how a job is to be done. Communication is a one way process from leaders to workers. Workers are not involved in decision-making. There seems to be a high level of productivity as long as the leader is present, but fails when the leader is not around (Kuhn Poole, 2006). Second, democratic leadership occurs when the leader discusses things over with the group before any decisions are made. Team input is encouraged. Plans are shared and multiple options are made. In this type of leadership, communication is a two-way process. The productivity is high and does not drop when the leader is absent (Kuhn Poole, 2006). Third, laissez-faire leadership occurs when leaders do not do much in the group. Leaders assist by request. There tends to be a lack of support by the leader toward the group members. A very poor level of communication takes place in this type of leadership. An extremely low level of productivity is present out of all leadership styles (Kuhn Poole, 2006). Power and Sources of Power Power is the qualities that an individual may use to get others to do what must be done or what an individual wants. One reality of power in American Red Cross is that individuals have a need for it. The disputes of power are based on degree and intention; whether an individual has a high or low need of power, and whether the need is more personal or organizational (Alanazi Rodrigues, 2003). The overall reality of power should be wisely accepted because of the importance it plays in enabling an individual to contribute effectively to the organization. The five bases of power are: coercive, legitimate, reward, referent, and expert. First, coercive power lies in the tendency of a manager to force an employee to agree with a request by threat of punishment. This leads to a lack of commitment and general employee withdrawal. Therefore, there is a decrease in the productivity and creativity of the organization (French Raven, 2000). Second, legitimate power lies in confidence among employees that managers have the power to give orders due to his or her position. For example, at the scene of a crime, people tend to agree with orders of police based on confidence of the rights that police have to give orders. At American Red Cross, employees may agree based on legitimate power; however, they may not show a sense of commitment and cooperation. Third, reward power lies on the manager giving an incentive to employees. These incentives can range from money to improved work schedules. One problem associated with incentives for power is the chance that incentives will distract employee’s attention away from their jobs and concentrate their attention on the incentives held before them (Alanazi Rodrigues, 2003). Fourth, referent power lies on employees respect for a manager and their desire to connect with him or her. The manager tends to lead by example. This type of power depends strongly on trust. One common mistake in using this power in cross cultural situations; however, is misunderstanding the way in which employees identify their superiors. Fifth, expert power lies on the belief that employees have a great amount of knowledge and skills. For example, an equipment repair person comes into CEO office to fix a piece of machinery. No doubt exists that the CEO outranks the repair person; however, the CEO is likely to listen to the orders of the repair person in order to get the machine working. Expertise often decreases in this type of power. The manager’s power is less effective over a period of time, and the organization’s effectiveness decreases. Therefore, the solution is that the manager’s power becomes less or that the manager purposefully decides not to distribute his or her knowledge of skills to other employees (French Raven, 2000). Affects of Power on Group and Organizational Communication Individuals within the American Red Cross with a chain of command desire to communicate their wants and expectations with their supervisors to show that no matter what the superior’s controlling basis of power, face-to face interaction is the desired method of communication. Ineffective communication can lead to misunderstanding, incorrect strategies, and frustration (Mohr Nevin, 1990). Organizational Culture and Motivational Theories Culture helps individuals have meaningful relationships because of the customs, roles, rituals, and laws that are created and shared. Motivation is the strength behind an individual’s decision to adhere to or not adhere to certain acts or behaviors. When employees are happy with their work environment, the improvement of an assignment, and the participation of rewards, they will have a joyful behavior. This will cause employees to be more sensitive to communication with managers, co-workers, clients, and customers. In the expectancy theory, behaviors are produced by the expectance of rewards and the understood values of the results. The five principles of this theory are: 1. people have reason for what they do, 2. whatever people choose to do, they do it to gain something they believe is good for them, 3. whatever goal people choose must be seen as attainable, 4. the conditions under which the job is done can affect its value to employees or their expectation of success, and 5. manager can increase the value of the goal, employee’s expectations of reaching it, and enhance the situation surrounding the performance (Frey Osterloh, 2000). The second theory deals with the relationship between management and leadership. In order for managers to relate well with their employees, they must be aware of their individual styles of leadership. One way managers can do this is with the managerial grid. The grid shows the relationship of a managers concern for production contrary to his or her concern for people. The concern for production focuses on the quantity and the quality of work spent on the services or product that the organization is producing. Concern for people focuses on creating positive interactions with people, increasing self-esteem of employees and making a kind and accepting environment. The third theory is employee empowerment. This gives employees better decision-making control over their work assignments. In order to accomplish empowerment, managers must look at the differences between job content and job context. Job content refers to work necessary in carrying out the job. Job context deals with reasons for doing the job and ways the job applies to the mission and goals of the organization. The final theory is the principles of supportive relationships. This theory focus on the factors that explain positive interactions and the maintenance of an individuals self worth (Frey Osterloh, 2000). Communication plays an important role in motivational theories. Communication must be a two-way process, so an enabling environment can give an individual what he or she needs. If a manager is able to communicate their ideas effectively, so that employees know what is asked of them, performing their jobs will not be a problem. The atmosphere of the organization must be encouraging so employees realize how important communication is to each staff member personally, and to the organization in general. Cozzens Monger, 1992). Commitment of Workforce The commitment of the workforce to the American Red Cross is to help save lives. When disaster strikes, a response for food, shelter, and hope is needed. When barriers of distance, language, and warfare separates loved ones, the lines of communication must be open. When families, co-workers and communit ies have to prepare for emergencies assistance in action is necessary. Some communication tools that are used in American Red Cross are: television, newspaper, radio, bulletin boards, organizational newsletters and interpersonal communication. The workforce helps to deliver messages effectively and consistently in both crisis and non-crisis situations in ways that serve the American Red Cross’s mission, vision, goals and reputation. Members will create an increase in awareness, acknowledgement and understanding of the organization. Therefore, this will allow members to serve as mediators between the organization and the public to provide and increase level of understanding and communication within the organization. Conclusion Once the organization understands how leadership styles, sources of power, motivational theories, and the commitment of the workforce affects group and organizational communication, efficiency can be accomplished. Therefore, the awareness of the American Red Cross organizational commitment and communication is necessary for growth.