Response Paper Essay Example | Topics and Well Written Essays - 500 words - 3

Reaction Paper - Essay Example The contentions introduced by the guard about the killer are insignificant reasons. On the off chance that the contention is to remain constant for this man, what might be the clarification for a similar circumstance if an inside and out supported individual is included? There are people who are raised by adoring guardians, furnished with anything they want, accomplished, and in great vocations who despite everything participate in comparable or more awful wrongdoings. If the contention is viewed as practical, at that point people who are raised in positive situations ought to never perpetrate violations. In any case, this isn't the situation. Individuals who take part in wrongdoing show a wide range of foundations; great and awful. In such manner, this man is substantially less of a natural item. Floundering and self centeredness best depicts the character and character of this man. The man has completely acknowledged that the state he is in is as well as can be expected offer. He, in this manner, sees each other thing that happened to his life in the past as a supplementing component to the circumstance. The general public can't be blamed for disregard when the litigant has not been said to have attempted to get some assistance from beneficent organizations. The circumstance is to a greater degree a decision than a consequence of the unfurling occasions. Subsequently, this man is completely answerable for his activities. While the way that the man has had a troublesome past can't be contested, there are other elective decisions accessible to him than taking his past as a reason in the circumstance. It is straightforwardly obvious that all people that have been recently accused of the wrongdoings sketched out in the circumstance didn't really have similar encounters with this man. For example, drugs are costly, and even the rich and affluent take part in medicate use and end up dependent on these medications. There are other people who have understood their riches from burglarizing and related activities. As such, the encounters of this man

Northwest Airlines

Presentation Workable business techniques are important for effective running of any business Company. The sort of methodology utilized and executed decides the degree of progress inside the Company. Methodologies are typically assembled dependent on different conditions which may incorporate; the present status of the Company, the Company’s arrangements and capacity to concentrate ahead dependent on serious moves and business approaches.Advertising We will compose a custom article test on Northwest Airlines explicitly for you for just $16.05 $11/page Learn More The company’s the board ought to have activity plan which empowers them have upper hand over other related organizations inside the business. This contextual analysis centers around the systems Northwest Airline Company took for the motivations behind expanding the Company’s piece of the pie and balancing out its budgetary base. The impacts and ramifications of the picked methodologies are investigated de pendent on business and showcasing standards (QuickMBA). Examination One of the key qualities of Northwest Airlines is its capacity to serve huge market division the country over. Being one of the local carriers, this has been made conceivable through its merger with other suburbanite aircrafts. They give simple association channels to stream benefits inside the nation by shipping travelers to their bigger partners inside bigger urban communities. Arrangement of between carrier mergers prompted support of specialized and operational administrations through foundation of normal activity and upkeep focuses. This procedure empowered the aircraft rival significant carriers due to their up-evaluated and refreshed administrations. The other quality exists in the promoting office whereby the aircraft has chosen to coordinate its flights and tasks. The associations between Airlink bearers and Northwest have been appeared with clearness as online as opposed to interline moves, whereby less t ime and lower cost on charges are included to encourage associations. The methodology has position the organization in a superior upper hand subsequently telling great piece of the customer base (QuickMBA). The prime job of NWA is helping clients in getting refreshed administrations that are sheltered and productive to the organization. The tasks could be strengthened through establishment of current modernized framework inside other Airlink carriers’ frameworks, since it bolsters vital working framework furnishing clients with productive client care administrations. The different client needs could be met through establishment of automated innovation framework which furnishes clients with assortment of decisions on the sort of administrations and items they require. This could likewise enhance the accessibility of airplane henceforth helping the organization lessen on working expenses and interline moves. The new innovation bundle, alluded to as Air+ contains administrations , for example, Flight hour administrations which could help in giving significantly quicker access to planned flights. The innovation simultaneously makes it simple for clients to connection to the administrations of NWA accomplices and pick administrations which meet their private concern destinations (QuickMBA).Advertising Looking for paper on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Management wrangles among people among NWA and other Airlink transporters inside the organization influences the essential changes inside general activity components. Various segments inside the organization experience impacts of administration battles through the idea of approaches actualized and the sort of initiative set up. Different subunits inside the organization including the showcasing areas met with forces of settling on choices have incredible impact on the overarching idea of progress experienced. As indicated b y key possibility hypothesis the procedure of common determination guarantees that the individuals who are generally equipped for explicit obligations inside the association appreciates most impact in dynamic procedure, henceforth contributing much towards fruitful adjustment. Misconception emerges between the staff inferable from their capabilities and experience. Regulation decides the way where political strategies are applied by influential people who oversee power inside associations; this could be distinguished in the route through which NWA keeps pointing denouncing fingers towards their partners in the event of any issue owing predominance complex. The methodology applied by NWA in moving travelers and baggage between transporters appear to take longer than expected. This might be credited to bungle between the doors of various transporters which prompts utilization of much time while making moves. Then again little has been accomplished for the motivations behind conveying phenomenal administrations online regardless of consistent vows to purchasers. This outcomes into bunches of challenges with regards to interfacing travelers with their baggage. The other frail point is air terminal administrations offered via Airlink accomplices which are not generally state-of-the-art contrasted with NWA administration gauges. The new innovation embraced NWA has not honey bee applied by its accomplices making troubles in regards to systems and data stream concurred to clients. There is poor coordination among the representatives of the individual accomplices inside the merger. This could be portrayed by the nearness of substantial unionized laborers working under heaps of limitations, this is in opposition to other suburbanite lines which are augmented by unpracticed non-unionized representatives acquiring less compensations. This has prompted nearness of contentions and habitual pettiness with prevalence concurred over NWA, pointing fingers at the lesser workers for most errors. There is disarray inside the administration board concerning better methods of the executives; this could be ascribed to poor correspondence channels among workers and furthermore between separate carriers inside the merger. Northwest Airline offers higher work cost charges than its partners inside the business, this has made development forms troublesome since the organization doesn't be able to buy other littler carriers inside the merger.Advertising We will compose a custom exposition test on Northwest Airlines explicitly for you for just $16.05 $11/page Learn More The other issue incorporates dangers ascending from upkeep and voyaging costs inside the business. There is additionally the issue of how to grow new culture inside the business that could suit each performing part from other Airlink bearers. There’s likewise danger from other incredible airplane manufacturers developing amazing plan machines driven by over the top expensive modernized innovatio n (QuickMBA). Proposals North West Airline should plan to use site to enhance their administrations. They should assemble online administrations for simple direction to clients on tips and thoughts through which they could work without voyaging significant distances. This would enhance their e-ticket deals to clients which will eventually offer clients less expensive methods since they won't have to head out significant distances to acquire air tickets or reserve inn spot. Low estimated administrations would assist them with countering the flood of different contenders who despite everything esteem high evaluating of administrations inside the market. The low costs would help pulling in many clients particularly during troublesome budgetary occasions. So as to improve its presentation, NWA ought to try to set up great brand name perceived inside the worldwide market, this aides in keeping up more grounded development required inferable from solid market personality among customers. Making of solid brand name ought to be used through the low passages charged by the organization. Representatives inside other Airlink don't normally appreciate work and this call for close management for ideal work to be finished. Accordingly, administrators at different limits ought to create process breakdown that involves various assignments performed. Different representatives ought to be prepared through proper preparing strategies and types of gear that empower them to play out their obligations viably, this activity ought to be taken by the corporate organization for the motivations behind elevating working gauges of different workers from other little transporters. Installment ought to be made dependent fair and square of execution and time taken to finish an errand. This could be utilized as methods for propelling laborers towards expansion of on their latent capacity prompting high profitability at lower costs (QuickMBA).Advertising Searching for paper on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Find out More The organization ought to consider turning to cutting back whereby administration ought to be concentrated and simultaneously the vast majority of the obligations agreed to representatives diminished. The methodology centers around introducing edified administration while staying with the at its serious level. Such a move has extraordinary effect on the human asset the board since it helps in diminishing weight experienced on expenses and edges. The avionics business is one of the enterprises with amazingly high beginning up costs which ensures low pace of new contestants. NWA Company ought to simultaneously unequivocally use their mechanical expertise and the encounters of staff individuals. The organization has fundamentally put together their deals with respect to stable brand name dependent on suitable innovation which has made it hard for the new contestants to infiltrate the business. So as to maintain a strategic distance from wrangles among representatives, NWA and partner ai rcrafts should concentrate on preparing and propelling staff laborers for the reasons for working more astute. This requires redesign of the present administration framework supplanting it with new and educated staff. The way toward introducing work station inside the manager’s office was planned for enhancing the reliability level of the flights. The organization ought to at a similar t

The Virtue of Humility

The Virtue of Humility “Humility is nothing but truth, and pride is nothing but lying.” â€" St. Vincent de PaulHumility is one of the virtues often mentioned in relation to leadership. But what is humility and is it a virtue? © Shutterstock | GolubovyIn this guide, we’ll examine the basis of the virtue, the false assumptions people often make regarding humility and how it is an important quality for leaders to have. We’ll also provide you three tips on how to exercise your humility in every day life.WHAT IS HUMILITY?The dictionary definition of humility says:  â€œThe quality or condition of being humble; modest opinion or estimate of one’s own importance, rank, etc.”Humility is considered a state of being, highlighted by your behavior and approach to things. It’s also considered one of the virtues of the human condition, along with kindness, patience, diligence, charity, temperance and chastity.Humility is often thought to occur in the absence of pride. To C.S. Lewis, pride was about competition and therefore not a virtue. Pride manifests in people thinking they are “cleverer” or “richer”, for instance.On the other hand, in the absence of pride, you find humility, which sees no need for competition. In humility, you are nothing more and nothing less than the other people around you.In essence, humility is not about hiding away or about becoming a ‘wallflower’, but it is about the realization your abilities and actions are not better or less. Humility doesn’t require the ranking of things, but it calls for the understanding of the true value or worth of things.One important point about humility is how it can’t be faked. But this doesn’t mean humility is difficult; in fact, it’s one of the simplest things in the world. But the more you start thinking about how to be more humble, the harder you make it for yourself to actually be humble.Instead of focusing on the humility within you, you should pay more attention to celebrating the achievements of others. It is by acknowledging others and understanding the universal values we all share that you start becoming more humble. In a way, understanding the vastness of the world around us can make us realize our own value and the humility we should feel.Follow the beautiful advice by the Dalai Lama:“I find hope in the darkest of days, and focus in the brightest. I do not judge the universe.”[slideshare id=14851627doc=humility-121023102248-phpapp02w=640h=330]THE FALSE DEFINITIONS OF HUMILITY“The proud man can learn humility, but he will be proud of it.” â€" Mignon McLaughlinIt can be helpful to understand the virtue of humility by examining what it isn’t. Perhaps the most common mistake is to associate humility with false modesty.It’s easy to start lessening your achievements in the face of compliments, thinking this is the humble thing to do. If your manager tells you did a great job, you shouldn’t reply with “no, it wasn’t really me” and “I didn’t really do anything there”. Instead, a humble thing to do would be to take in the praise, thank the manager for it and perhaps acknowledge the other team members that helped you along the way. For instance, you could stat e, “Thank you, it feels nice to have accomplished the project and meet the objectives. Of course, I’m happy for the effort by Tina and Sam. I couldn’t have done it without them.”The peculiarity of humility is further highlighted by the ease of which it turns to the exact opposite of itself. By highlighting your humility, you are in essence acknowledging a valuable quality in yourself and your humility changes to something else. This is perhaps best highlighted in the lyrics of a hit song from the 1980. The song says, “Oh Lord, it’s hard to be humble when you’re perfect in every way”.If you go around telling everyone how humble you are, you most likely are exactly the opposite. Humility isn’t something that requires acknowledgement or recognition. You shouldn’t become humble because you think it’s the right thing to do â€" humility comes from within and from the acknowledgement, you aren’t any better or any less than other people.Finally, it can be a mistake t o think humility is the opposite of self-confidence. But being humble doesn’t mean you can’t be confident. In fact, by being humble, you can be more confident because you are aware of the value of your actions without thinking they matter more or less. HUMILITY IN A HISTORICAL CONTEXT“I have three precious things which I hold fast and prize. The first is gentleness; the second is frugality; the third is humility, which keeps me from putting myself before others. Be gentle and you can be bold; be frugal and you can be liberal; avoid putting yourself before others and you can become a leader among men.” â€" Lao TzuAs the above quote by the Chinese philosopher Lao Tzu shows, humility has been part of the human discussion for a long time. The human condition was often a topic discussed in China, as well as the ancient Greece and it has since been at the center of most religious tradition.The perception of humility is slightly different depending on the school of thought and trad ition. For the ancient Greeks, humility was discussed in the context of pride (hubris) and one of the main stories involving humility was Homer’s The Iliad.The story examines the behavior of Achilles, an invincible solder who found himself unhappy because King Agamemnon took away his slave woman. While his countrymen are fighting the Trojan, Achilles refuses to fight and eventually starts making his way out of the battlefield.Meanwhile, a Trojan fighter, Hector, kills Achilles’ friend, which eventually gets Achilles to act in revenge. He kills Hector, ties his body to a chariot and drags it around for nine days.It’s easy to think today that Achilles is the hero of the story, but actually, the ancient Greeks felt the actions were a consequence of pride. Instead of being arrogant and considering only your own fate, you should instead show humility. To the Greeks, an excess pride will only lead to vengeance from gods and thus humility must be exercised.On the other hand, religion s have added their own distinct interpretations of what being humble means. While many religious traditions continued to favor humility as a way of avoiding a punishment from god, they approached it not through pride like the Greeks, but by rejection egotism. The idea in Judaism and Christianity was more focused on recognizing the limitations of humans, compared to god.For Christians, Jesus Christ, who decided to endure the earthly humiliation and punishment, just to allow greater redemption to take place, often personifies humility.HUMILITY AND LEADERSHIP“To possess self-confidence and humility at the same time is called maturity.” â€" Jack WelchWhile the religious tradition still holds true in modern society, humility is not only viewed through the religious lens. Humility has become a central theme in discussions about leadership as well.The popular notion has long been that you have to step up and be a bit boastful in order to get ahead. Big sporting stars like Cristiano Ron aldo and Cam Newton talk about their own abilities with pride and arrogance. There are also leaders, such as Donald Trump, who focus on their greatness. These types of leaders highlight what they’ve done and achieved, bosting about their past and future accomplishments. But is humility a bad quality on leaders? If we examine it through science, the evidence is starting to be evident: humility makes you a better leader.In a study by the University of Maine, researchers found that “humility was the most strongly linked (personality trait) with helpfulness”. Furthermore, the study found humility didn’t just make people more helpfulness, but also ensured they enjoyed better work ethic, generosity and reliable relationships.According to evolutionary scientists, the trait, which requires a person to put others’ needs first, has survived because humans have always required co-operation to survive. While the need for co-operation has changed from surviving the savannahs to staying alive in the corporate world, the benefits of humility, empathy and helpfulness remain a key for success.This ability to put your ego on hold and to empathize with other people has been further linked with good leaders. In 2014, scientist studied 1,500 leaders and their employees. The big headline finding of the study concluded, “humble leaders get more commitment”.The study found that a leader’s ability to demonstrate strong self-insight and humility provides them with a proactive approach. Furthermore, when employees experience this type of leadership, they are more committed to work.The researchers recommended leadership development programmes should start paying more attention in self-reflection. Karoline Hofslett Kopperud, researcher at BI Norwegian Business School, said, “[training in self-reflection] will give the leader a better understanding of how his or her behavior is perceived and interpreted by the employees.”The ability to put yourself in other people’s s hoes and to appreciate the deed, instead of the position, can help in gaining more trust. Trust, in turn, is essential for the creation of good teams. In essence, a good leader should understand that a bigger paycheck or a fancy title doesn’t necessarily mean you are more valuable to the organization than the other employees.Greater humility in leaders can help you open up to other opinions and viewpoints, which will help you lead better. The creative boost from humility means you:Don’t assume you know it better or that you have nothing to input.Are interested in what others have to say and offer because you understand everyone can add something to the project.You also understand how to measure the value of an idea or a practice. You don’t assume certain things are automatically better than others, but you test and evaluate to find the underlying cause of real value.A Catalyst study into six different countries and their employees found an interesting link between altruistic b ehavior and innovation. Innovation went up in these teams, the more humility the management showed, creating a welcoming environment for people. The image shows how creative behavior went up, if managers showed humility.HOW TO PRACTICE HUMILITYConsidering how humility can be a helpful trait to possess, it’s useful to train your ability to be humble. In the era of social media, which feeds your ego, regular exercise in humility is worth trying.Learn the value the deed itselfAs we’ve explained, humility doesn’t mean you need to shy away from responsibilities or stop doing things that might provide you the recognition amongst colleagues or friends. But instead, you must start understanding the value of the action itself.Don’t think good actions as vehicles for receiving more fame or recognition. On the other hand, don’t hide away from good deeds just to avoid the spotlight. But consider the action and what value it would provide others.For example, if your manager says thereâ €™s a big project that needs to be done, you shouldn’t start evaluating whether to take the lead in terms of what is means to you. You need to valuate the deed for what it does to the company or your colleagues. Don’t shy away just because you know you’ll be noticed or that you should take the role because you know it’ll bring you rewards. A humble person would take it and understand the value for the company and the happiness for your manager for getting it done.Furthermore, when you do tasks, remember no success story happens with a single person. As the great innovator Henry Ford said:“Coming together is a beginning. Keeping together is progress. Working together is success.”Do the expected without boasting about itFollow the wisdom of Winston S. Churchill, who said:“Sometimes doing your best is not good enough. Sometimes you must do what is required.”Related to the other point is the exercise of doing your tasks without making a big number out of it. The action m atters and is valuable by itself, not you doing it.A great example of humility in doing what is expected of you comes from the World War II generation. Soldiers have repeatedly said they simply did what was expected of them and that’s that. The sacrifice wasn’t for fame and glory, as the stakes were too high for it â€" young men risked their lives for the greater good.Tom Brokaw writes in his book The Greatest Generation about the idea of fulfilling one’s duty. Brokaw states, “The Word War II generation did what was expected of them. But they never talked about it.” Indeed, if you listen to the interviews of veterans, it’s never about what they did. It is about the collective responsibility and duty.Listening to the stories of these heroic people in these tragic circumstances is something that can teach each of us humility. Stop competing over achievementsFinally, you can exercise humility by letting go of competition. Not all competition, but specifically the competitio n over achievements. Competing over achievements is linked to the excessive pride discussed in the first section â€" the “I’m richer, better, cleverer, etc.”If you are in a conversation with people and someone tells a story of a thing they’ve done, don’t “one-up” it with your own story. For instance, if the person says they recently travelled to Italy and spent time in a lovely four-star hotel, you shouldn’t start boasting about a better experience you had in a five-star hotel.Instead, learn to appreciate other people and their experiences. In fact, listen to people’s stories with an open mind and always find something you can learn from them. It doesn’t need to be a tangible skill, but it can be about their approach to life and relaxation, for instance.Be happy for other people and enjoy their experiences just as much as you enjoy your own. Don’t expect your experiences to be any more worthy than others. In fact, understand everyone’s affairs are valuable, n othing more or nothing less.If you notice someone else is doing the ‘one-upping’ to you, don’t be mad or join in the competition. Allow them to take the moment in the sun and be the virtuous person who avoids useless competition. Keep in mind the advice from Nido Quebein, who said:“Winners compare their achievements with their goals, while losers compare their achievements with other people.”IN CONCLUSION“Humility is not thinking less of yourself, it’s thinking of yourself less.” â€" C.S. LewisHumility is a characteristic often talked about when great leaders are mentioned. Philosophers have praised it since the early dawn of humanity and religions around the world are eager to teach the value of it. Yet, it is a tricky virtue; one that can quickly take a different shape if you aren’t careful with its application. Humility can be exercised every day through simple actions: by focusing on other people, by examining your inner strengths and weaknesses, and by being a ware of the common value we all have no matter what our role or position.Humility is not the absence of desire or confidence. You don’t need to shy away from responsibilities or even the limelight in order to be humble. But you do need to acknowledge you aren’t any better or any less than the people around you, and it is the group contribution that often helps us achieve things, whether or not we did most of the work ourselves.

Shale Oil - 994 Words

Shale Oil A new player -at least in the United States- is entering in the game with a lot of enthusiasm among some of the audience, and a lot of skepticism by some others, that this unconventional player will overtake the conventional ones any time soon. Although, Big hops are held on the new player in the future. This new player is oil shale. The number estimated of oil shale in place in the US is around 4.28 trillion Barrel. An immense amount that’s even hard to imagine. Unfortunately, this amount is not 100% recoverable and the actual recoverable amount is unknown due to the lack of economic methods of recovery. The extraction of economic quantities of oil shale will be true in the near future due to†¦show more content†¦Electricity generators or simply heaters can be placed on surface or in the well bore. Surface heaters are better for maintenance issues. The heated shale oil is then extracted by separate dedicated production wells. After pyrolysis and electrofracking, comes rubbulization the third approach to the economic recovery of shale oil. This approach was taken by Chevron Oil Company. Rubbulization is breaking a zone of reservoir into separate chunks of rock .In other words, generating fractures in the three dimensions. while heated carbon dioxide is used for the decomposition Kerogen in oil shale. The process involves drilling vertical wells into the oil shale formation and applying horizontal fractures induced by injecting carbon dioxide through drilled wells and then pressured through the formation for circulation through the fractured intervals to rubbulize the production zone. Rubbulization propellants and explosives may be used. The used carbon dioxide then is routed to the gas generator to be reheated and recycled. The remaining organic matter in previously heated and depleted zones is combusted in-situ to generate the heated gases required to process successive intervals of treated wells. These g ases would then be pressured from the depleted zone into the newly fractured portion of the formation and the process would be repeated. After that, the hydrocarbon fluids are brought up in conventional vertical oil wells as any other conventionalShow MoreRelatedOil And Natural Gas : Why Black Shales Can Be Hosts Of A Significant Amount Of Uranium1074 Words   |  5 Pages6. URANIUM IN MUDROCKS - BLACK SHALES It has been broadly recognized that black shales can be hosts of a significant amount of Uranium when compared to other sedimentary rocks (Swanson, 1961). The black shales are very attractive because these typically contain good quantities of organic matter, and therefore, are potential stratigraphic intervals for source of hydrocarbons (Peters and Cassa, 1994). The generated hydrocarbons (oil and natural gas) from these shales are derived directly from the thermalRead MoreFracking Technology On Extraction Of Shale Gas And Oil Essay1041 Words   |  5 Pagestechnology on extraction of shale gas and oil? Unconventional gas and oil extraction process known as hydraulic fracturing, hydrofracking or fracking is a technique used to extract shale gas and oil, on which high pressure fluid is injected, mainly water, containing sand, chemicals or other granular materials which are pumped with a fluid medium under pressure into rock, so that fractures formed in this process are held open when the pressure is released, allowing oil or gas to flow more freelyRead MoreFracking Is Not The Cleanest Alternative For Oil Reclamation Of Shale Gas From Subterranean Rock Formations1726 Words   |  7 Pageseffects. The massive oil deposits recovered by modern hydraulic fracturing can be considered as the oil boom of the twenty-first century and with new methods, safety procedures, and technology, potential hazards can be reduced or even eliminated. Due to the many possible hazards of the fracking process, it has initiated much political discussion at the state and federal levels of government, while i nciting concern of local citizens. Fracking is not the cleanest alternative to oil reclamation, but hasRead MoreThe Control of Public Land and the Consequences of Global Climate811 Words   |  3 Pagesbecome â€Å"energy independent.† As demand for energy rises, the need to extract more and dirtier fossil fuels will rise as well. Tar sands oil and oil shale are dirtier cousins to conventional oil. Despite its name, oil shale is not oil at all, but a rock that contains a waxy substance known as kerogen. Kerogen has only one tenth the energy potential of crude oil. When kerogen is heated to high temperatures, it liquefies and can been turned into a synthetic petroleum product. There are two methodsRead MoreThe Energy Information Administration ( 2016 )1250 Words   |  5 Pagesaverage of 9.4 million barrels of crude oil a day, a rate of production not seen in over 45 years (EIA, 2015). In 2008 production averaged 5 million barrels a day. This drastic increase in production can be attributable, in part, to advances in hydraulic fracturing. According to the Energy Information Administration (2016) this controversial drilling technology has been in use for over 6 decades, but has otherwise contributed relatively little to total crude oil output. In 2000 23,000 hydraulic fracturedRead MoreShale Gas : An Explor ation Depth Analysis2690 Words   |  11 PagesShale Gas: An In Depth Analysis TEJERA, STEPHANIE EVR3010 2077687 Top to bottom: One of the many plants in existence extracting shale oil, and the other of the shale reserves in the United States presented in a map, and are from www.metallirari.com and www.fracfocus.org. Index of Contents Title page†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.1 Index of Contents†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...2 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦3 Synopsis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..4 Causes ofRead MoreStatement of Interest in Pursuing a PhD Degree in Hydraulic Fracturing679 Words   |  3 Pagesthe impact of such work in enhancing optimal development and hydrocarbon recovery. 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The Sarir â€Å"C† field is a higly prolific hydrocarbon producing field in North Africa (figure1) with an estimated ultimate recovery of about 6.5bbl of oil in place (Carmalt et. al; 1986) It was discovered in Southern CyrenaicaRead MoreThe Depositional Environment, Petrology, Mineralogy, Structure, Exploration and Processing of Oil in the Greater Green River Basin3236 Words   |  13 Pagesapplications and economics of oil in the Greater Green River Basin. This paper will mainly focus on the oil shale within the basin but will also touch on some of the more conventional oil and gas plays as well. According to Crawford and Killen (2010), Oil Shale is defined as being â€Å"a sedimentary rock embedded with organic material called kerogen†¦ and has not been under the necessary heat, pressure, and/or depth for the right length of time to form crude oil†. 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The And Its Effect On Human Life - 921 Words

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Workplace Violence in the Workplace Sector A Literature Review Free Essays

string(33) " violence should be apprehended\." Workplace violence is an emerging phenomenon that should be investigated. The nature of such violence and how it is affecting the workplace. The nature of workplace violence, the different methods being used to do it and how it affects the workers and their relationship with each other should be looked into. We will write a custom essay sample on Workplace Violence in the Workplace Sector: A Literature Review or any similar topic only for you Order Now Historical Context of Workplace Violence V. Bowie provides an overview of workplace violence by looking at the history of corporations and companies in the past thirty years. The material he produced gives the researcher important insights on the development of trends, controversies and issues that occur during the past thirty years. These trends were connected with social as well as technological developments in the society. In addition to this, he also uses research data and findings on various disciplines to provide an explanatory background for these emerging trends. Bowie’s work provides an important historical context of workplace arrangements and the instances that give rise to workplace violence. Furthermore, Bowie provided a typology of workplace violence which is composed of (1) intrusive, (2) consumer, (3) relationship, and (4) organizational. His typology can be the basis of further research in the field and will give interesting insights . Probably the most important contribution of Bowie to the study under consideration is his identification of key issues in workplace violence and how it affects the whole organization and the individuals who experience such violence. Of the trends that he identified, an important component that should be investigated at this time is cyber-violence. Given the widespread use of e-mail, blogging, instant messaging and other internet platforms, workplace violence is also being perpetuated and workers are being degraded, harassed, manipulated and humiliated. Another important aspect of workplace violence that could expand on Bowie’s work is by studying the way that older employees are being treated. Given the large number of young professionals waiting to work, these older employees are being harassed so they would resign and give way to younger workers . Bowie’s work helps situate this research study being undertaken in regards to the developments in the emerging trends and issues in workplace violence. With the framework of this study, some recommendations shall be made on how to deal with these emerging trends and issues. The work of Johnson and Indvik further provides an important historical backdrop on the emergence of workplace violence as a field of study and interest in corporate culture and human relations within organizations. The nineties is of particular interest to Johnson and Indvik. They noted the rise in both intensity and number of incidences of workplace violence. The two researchers analyzed the causes of this violence, the perceived costs of workplace violence and its impact on the organization as a whole. Among the causes that they noted, emotional problems are the first on their list. These emotional problems may stem from deep-seated issues in their personalities and developmental stage or it may be related to issues of change in their lifestyles. Abuse, is most often experienced first in the family and this is then transferred to other persons in the workplace or in the family. Another important cause of violence is the perceived difficulties in the economy, the laying off of workers and the inability of workers to deal with such changes in their lives. Johnson and Indvik’s approach to dealing with their study is that they conducted first a study on the possible causes of violence in an individual worker. From that, they also describe the workplace situation and how it contributes to the development of a workplace conducive for violence. After going through this, the authors also studied the role of management and human resources officers of the organization in the emergence of workplace violence. One of the important concepts the authors put forward is that there must have been negligent hiring because persons that are emotionally and mentally disturbed. Another area of negligence would be on the supervision of employees. If there is effective supervision and regular consultation with the managers and the employees, workplace violence would be mitigated. The authors also outlined several prevention strategies by dealing with all the areas of the causes of violence that they identified. The historical context in the article of Johnson and Indvik as well as their analysis of individual workers, the workplace and the role of management in workplace violence make it a very valuable resource in understanding the aggressors, the nature and characteristics of workplace violence, and planning strategies that could significantly reduce the incidence and occurrence of workplace violence. Is there a Need for Violence? Is there a need for violence? John Keane seems to answer yes to this important question. History is replete with violence. There are wars, killing fields, concentration camps, assassinations and other forms of violence. It seems that violence is hard-wired into the consciousness of every human being. Keane therefore embarks on a journey to reflect on the meanings of such violence and their ethical and political significance. Although his work is not totally related to workplace violence, Keane’s ideas and reflections on the paradoxes of violence can have important implications on the workplace. He has a very interesting insight that might apply on the reaction of people who are always perceived as victims of workplace violence. Most of the time, keeping quiet and resignation is the usual reaction to violence in the workplace. Keane says that this kind of passive reaction to violence should be reconsidered. Naive pacifism for Keane is an anachronism and will only create a condition a cycle of violence. When no one resists senseless violence, then it will become part of the culture. It will also drive away the people who are continuously subjected to violence. He calls for a rethinking on the approach of today’s society to violence. While it may be true that peace and lack of conflict is highly desirable, those who inflict violence should be apprehended. You read "Workplace Violence in the Workplace Sector: A Literature Review" in category "Literature" That can only be done if the victims of violence who want to preserve civility will become courageous enough to stand up for their own rights and stand up against the perpetrators of violence. Although not directly related to workplace violence, Keane’s reflections have much to do in stopping violence in the workplace and helping victims speak out for themselves and even take active means to counter violence. By doing so, the organization will empower its employees so that they can stop workplace violence if they see it anywhere in the organization. Workplace violence may be looked at as an act between two people. There are instances, however, that more people may be involved. Workplace violence is essentially an interpersonal incident. The root cause of such violence needs to be identified in order for the proper intervention strategies to be devised. Cavell and Malcolm identified anger and aggression in the workplace as the leading causes of violence in the workplace. Through the collection of articles that they collected, they explore the sources of anger in the workplace and, more importantly, in the personal lives of those who go to work at their offices. In a rather interesting twist in their argument, they said that anger and aggression are but normal in the lives of people. What matters is how to manage these emotions. With good management, these emotions could also be put to good use. If left unchecked, however, they can wreak havoc at the workplace, leaving people hurting and in danger. The authors looked at psychological explanations of anger and aggression and how different people express these emotions. More than that, however, they also explored the different means of controlling anger effectively such as asking the help of anger management professionals and counselors. In the book that they authored, they also developed a helpful model in treating anger and aggression. As the contemporary workplace becomes more complex and difficult, so shall the safety and security concerns be foremost at the minds of managers and the people who enforce laws related to security. With this in mind, the volume contributed by Cavell Malcolm is a big help for professionals who are seeking to neutralize the negative effects of anger and aggression in the workplace and work towards the channeling of these emotions to creativity that in the long run will contribute to the growth of the organization. The book also offered solid guidelines on how to help employees who are suffering from bouts of anger, aggression and even depression so that they can make the best out of their situation and contribute to the improvement of organizational practices and development. Types of Workplace Violence. Physical violence is no the only criteria in determining workplace violence. The National Institute for Occupational Safety and Health (NIOSH) came up with four different types of workplace violence, which could also be helpful to this study in coming up with such typology of workplace violence. The first one is criminal intent which may be rooted in unresolved conflicts and deep-seated frustrations and emotional and mental disturbance. Additionally, criminal intent may be inflicted by people outside the workplace who do have criminal intent such as robbery, homicide or murder and rape among others Secondly, workplace violence may also emanate from customer-client relationships and vice versa. There are overbearing customers who heap abuses on the workers on duty. These customers are usually very impatient and they are passing on some violent remarks and actions onto the workers of the organization. The third type is violence that takes place within the organization through the relationships of the workers. This type of violence is inflicted by one employee to another employee. Such type of workplace violence may occur because of professional rivalry, underperformance or lackluster service, and even due to circumstances fostered by the workplace itself. The last type of workplace violence comes from personal relationships. This type of violence comes from dysfunctional relationships in and out of the office. Most of the time, however, relationship problems such as domestic problems, and frustrations problems come from outside of the organization. The NIOSH publication also identified several research needs for workplace violence. These research areas are very important to this study so that the researcher would know what gaps in the workplace violence research will it fill in and which of these research needs it fulfills. (1) The first research need is the establishment of a national agenda and strategy for workplace violence. This would help more researchers and practitioners learn about the theories and the progresses made in understanding the issue. (2) There should also be an evaluation research. This would also facilitate a better understanding on the part of organizations the intervention needs in regards to workplace violence. 3) The definitions of workplace violence should be consistent. This would enable organizations and practitioners to gather consensus on what workplace violence truly means and what its effects are. (4) Help ensure reporting at all levels. One of the more important challenges of workplace violence is reporting. When people start talking, then its occurrence would come to the fore and it would be dealt with more easily. (5) Lastly, economics research should also be conducted to determine the actual costs of workplace violence and the benefits of investing on this area of the organization. These items in the research agenda helps the researcher in looking at workplace violence comprehensively. Indeed, there are a number of research points that should be undertaken by organizations and by individual researchers to deal with the problems of workplace violence. Although this set of research points and agenda are arbitrary at best and may be subject to change in the coming months and years, researchers will have known what important areas of research still lack studies. When researchers put their resources together in studying these areas, workplace violence could then be best understood and prevented. A Look into the Lethal Employee’s Mind One possible way of understanding workplace violence and preventing it is looking into the mindset of violent employees and the kind of motivations and attitudes that they have. Kelleher sought to map and create a profile of the mind of the employee with the propensity for perpetuating violence. Through the case studies that he provides in his book, he will be able to give a full picture of the motivations and the tendencies of the employee who commits violence. The author takes a look at the crimes and violence committed at the workplace. He then traces back the event that happened, the experiences of the lethal employee that led to violence or homicide. The different profiles featured in the book are very useful in identifying the mindset and the propensity for violence of employees. The characteristics described by Kelleher could be used as a benchmark for looking at possible violent offenders. By bringing in behavioral science models and research findings, he creates a profile of the possible violent employee. This then helps organizations in planning and creating strategies for dealing with and preventing workplace violence. Kelleher succeeds in helping researchers, managers and practitioners in looking at the profile of the potentially lethal employee. One of the gaps in research, however, is the recent findings in research about workplace violence. Such gap will be filled by this study by looking at recent research studies and findings of practitioners in the field. Kelleher’s framework fits into a systemic view of workplace violence. The profile of the potentially lethal employee could be related to the difficulties, issues and frustrations experienced by the employee in the workplace. Such profile will also be looked into alongside the profile of potential victims and the organizational culture. With these elements of the system, a better understanding of workplace violence could be arrived at. Trends, Issues and Strategies in Workplace Violence Kelleher’s book was essential in understanding the lethal employee’s mindset and profile. The gaps in the recent trends and issues are supplied by Bowie, Fisher and Cooper . The collection they authored presents a number of relevant statistics concerning workplace violence in the United States. Since their book was released only in 2005, they offer some of the most recent statistics and findings. More than that, the authors also looked at data from different companies and organizations all over the United States to present an overview of what is going on in most organizations. They present an important picture of what is going on. They explored individual factors that contribute to workplace violence such as domestic problems, a recurring cause in most of the workplace violence literature consulted in this study. They also identified reasons and ways in which organizations can take care of workers who are in risky situations. The psychological stress and workplace frustrations should be supplemented by support groups composed of the management and fellow workers. Such a caring environment can help reform a violence-prone organization and defuse the emotions and frustrations of workers. A rather surprising topic that Bowie, Fisher and Cooper addressed is the relation of terrorism to workplace violence. As the threat of terrorism looms in the United States, organizations should always be on the lookout for means of responding effectively to terrorist attacks and violence. The collection is one of the first books to offer an in-depth analysis of cyber-harassment, how workers and managers alike use email, instant messengers and other cyber-technologies to harass and perpetuate violence in the workplace. The bullies in the workplace are looking for ways to continue displaying their bravado and their arrogance and the internet has also become their tool for this purpose. After noting the trends and issues in workplace violence statistics and research, the authors provided a synthesis and a prospectus of what will happen in the next few years and how organizations can best counter workplace violence. There are a number of technological tools available at the disposal of managers and workers. Yet, the importance of training and creating an organizational culture that does not tolerate is still one of the most important activities that organizations should undertake. A researcher and observer who has an understanding of workplace violence in the past thirty years or so will be delighted with this as they get a glimpse of recent developments in this area of research and how the next few years might yield new trends, issues and strategies in dealing with violence in the workplace. Declining Violent Crime in the Workplace The work of Duhart through the Bureau of Justice Statistics Special Report supplements the historical context provided by Bowie. Duhart’s work deals with the statistics on violent crime on the workplace in the past decade, particularly from 1993 to 1999. According to her study the number of violent crimes committed against people on work duty declined by 44% during the period covered by the study. Nonetheless, workplace violence still accounted for 18% of the total violent crimes committed during this period. This is still a rather large number of incidences. Such crimes include sexual harassment and even rape, robbery and simple and grave assault. At first glance, the work of Duhart may seem to refute the claims of Johnson and Indvik but a closer look would reveal that Duhart’s statistics concern only the violent crimes directed towards workers and employees while that of Johnson and Indvik recognize workplace violence as encompassing all forms of verbal and physical abuse directed to workers and employees alike. The statistics of Duhart provide important demographic information about the victims of workplace violence. Women, as much as men, are the subject of such violence. Among the variables she explored are the type of crime and gender, the occupations where such violence occur, the role of race on violence, and the kind of workplace where the violence occurred. In addition to providing a profile of the victims, the report also takes a look into the characteristics of the offenders, their motivation for committing violence, and in worst cases, homicide. The profiles of the victims and the offenders are of particular interest for this study. Although such profile may be incomplete, it serves as a guide in understanding the situations of victims, offenders and other factors in the workplace that contribute to violence. A contemporary study on the topic of workplace violence may build upon these description and statistics to further analyze the trends and issues that are emerging in this phenomenon. Neuman and Baron agree that the number of violent crimes directed against workers and employees have declined in the past few years. In fact, the occurrence of extremely violent acts of aggression is a rare event in the workplace. This means that physical aggression is not really the criteria for workplace violence as echoed by other writers and researchers in this field. Although extreme violent aggression is rare in the workplace, other forms of violence and abuse are present in the workplace. In this case, such violence has very important impact on the organization and the individuals working within it. Neuman and Baron presented a study on the frequency of violence in the workplace and the impact of this violence on the culture of the organization. More importantly, for this study, the authors presented a framework of analysis in understanding workplace violence. Their framework is built on contemporary theories of violence and the motivation for aggression of individuals. By doing so, they are able to update existing theories and understanding on human aggression. This makes their work relevant to the organizational culture of the twenty-first century. Through the framework that they developed, they explain different reasons and context where violence may arise in the workplace. They were concerned primarily with the motivations of individuals in committing violence, that is why they did not focus much in looking at the workplace that may give rise to violence. Nonetheless, they still looked at the impact of the workplace on the individuals and how that can affect their performance and propensity for aggression. Based on this understanding, Neuman and Baron also provided various principles and strategies in dealing with workplace violence. Perhaps the only limitation in their analysis is the way that they focused too much on the individual and did not look at the workplace as a system that can also give rise to incidences of violence. Aggression at Work and in Schools Braverman, Galasso and Marsh edited together a collection of articles dealing with the issue of violence in the workplace and in the schools. The articles in their collection probes deeply in the phenomenon of workplace violence, the nuances of its definition, the instances when and where it happens and takes a look at recent research, methodologies, frameworks and studies that are related to the topic at hand. Braverman uses the Systems Model in analyzing violence in the workplace and in the schools. This is an important idea as the systems model is a multi-disciplinary approach and looks at the relationships of different elements in the system. By developing this model, Braverman is helping researchers and human resources practitioners in understanding violence and analyzing the corporate or school system. In doing so, they can readily identify some of the factors that contribute to workplace violence. This systems-based model in looking at workplace violence can be used by this study in understanding different factors affecting such kind of violence. The individual articles in the collection also help identify the personality of victims and of aggressors. The workplace full of emotional abuse is also described as well as the different attitudes and behaviors that point to aggressive behavior. These elements of the system are then tied up together neatly into the systems-based model. Clearly, the systems-based model has very important explanatory utility, which this research project could use. Such an approach helps in the development of a framework of study that is not fragmentary and isolated. Rather, it helps look at the issue from a holistic perspective and looks at the whole organization and how it can breed violence in the workplace. Indeed, if the organization is filled always with stress, frustration and increasing pressure, then it might become a breeding ground for workplace violence. This idea of an organization that can become a breeding ground for violence is further explored by Denenberg and Braverman. By focusing on the workplace, they looked at different factors and elements that could lead people to become stressed out and commit violence. The authors point out that unresolved conflicts and frustrations due to employees who fail all contribute to stress and the potential for violence. If this is the case, then there would be a dysfunctional workplace. This concept of dysfunctional workplace is important in taking a deeper probe into the organizational culture and relationships of people within the organization. Although there may be dysfunctional employees, it is best to focus on the dysfunctional workplace that cannot deal with difficult employees. To illustrate their point, the authors used qualitative strategies by providing 14 case studies and stories of workplace violence that actually occurred. Interestingly, these 14 stories are rich source of qualitative data for the analysis of workplace violence. Through these stories, the authors identified several factors that contribute to violence in the workplace such as racial tensions, changes in the corporate culture, being laid off the worker’s pool, and other personal stress such as domestic problems. Braverman and Denenberg then analyzed these sources of violence and outlined several strategies on how to best deal with such violence. They cited the need to make changes to the organizational culture, the importance of correct and timely information dissemination and the creation of a violence prevention plan. The government regulations and guidelines can also be found in the volume, making it a comprehensive guide to understanding and preventing workplace violence. This study could benefit from the book of Braverman and Denenberg by looking at the dysfunctional workplace instead of just looking at individual workers who commit violence. Their analysis can complement the analysis of victims and offenders and will give a comprehensive view of the occurrence of workplace violence. When this comprehensive view is taken, the trouble spots and areas of concern will slowly emerge and prevention becomes more easily done. The Seriousness of Workplace Violence Workplace violence is really an important concern in organizations and companies all over the world. Yet, a proper understanding of what it is all about should be arrived at. In this regard, Vandenbos and Bulatao explore the definitions of workplace violence as well as its scope. They explored several definitions of workplace violence from those who claim that only physical assault may be considered as violence to those who are more comprehensive in their view. By taking a look at the violence directed against workers, they were drawn to look at the definition of a workplace and what characterizes it. The focus of Vandenbos and Bulatao, however, is workplace homicide. The occurrence of this extreme form of workplace violence is indeed alarming and should be addressed immediately. Even though that is the case, the work of Bulatao and Vandenbos provide an important insight into the nature and definition of violence and a description of the workplace. The definitions of workplace violence that they provided help keep the debates in the research topic alive. Each definition has its own strengths and weaknesses. As they proceeded to synthesize the definitions, an understanding of the workplace becomes clearer. It is the venue where people with different backgrounds, emotional makeup and stress levels interact together. There are certain factors and elements that contribute to the eruption of conflicts and violence. They resonated the idea of Braverman and Denenberg that the workplace could become dysfunctional and will create a situation favorable for violence. The rest of the collection that the Bulatao and Vandenbos edited also deals with various details of workplace violence. The various risk factors and attitude problems in the workplace are explored in the articles found in the collection. They also enumerated several high-risk occupations that tend to create a situation of violence. These occupations such as nursing, the police, social workers in depressed areas and slums, in federal agencies, construction industries and even in jail, are good places to start looking for further research and developments in workplace violence. The stories found in these occupations are also good sources of first-hand examples of workplace violence. These stories could then serve to bolster arguments and plans concerning the prevention of workplace violence, which should be the aim of any well-meaning organization. The nature of workplace violence is further explored by Raymond B. Flannery Jr. in Workplace Violence . His book is an introductory course on workplace violence. He discusses the nature of workplace violence and the different sources where it might originate. He starts with a description of the victim and the ordeal that he or she goes through. Violence is always an uncomfortable affair for the victim and responding to it is difficult. He then provides a description of the workplace and cites factors that contribute to the development of violence in the workplace. A description of aggressors then follows and how the inflict violence on their co-workers. Such descriptions follow the description of other authors dealing with workplace violence. Most of the time, stress, personality disorders, and the level of frustration are some of the causes of violence and aggression. The work of Flannery is neatly divided into two parts. The first one deals with the workplace, the victim, the aggressors and the different conditions that affect violence in the workplace. The second one deals with strategies and mechanisms towards the prevention of violence in the workplace. This book is an important introductory work on the importance of dealing with workplace violence. As a reference book for this study, however, it would be best used in conjunction with other introductory work on the subject so that the researcher would get a deeper understanding of workplace violence and its occurrence. Violence in the Workplace: Telling and Reporting Violence in the workplace is a sensitive matter. That is why a lot of people choose not to confess and tell anyone about their experiences at work. This poses a serious threat in the organization because violence continues with or without reporting. If no action is done to correct this matter, then eventually such workplace violence will become a part of the corporate culture and the overall situation of the organization will worsen. On the part of employees who experience violence, the tendency for them is to resign, especially if the perpetrator of violence belongs to the management. Bryant and Cox conducted a study in Australia concerning the occurrence of violence. They found out that in times of organizational change, some violence may be committed to the employees. Such violence may come from fellow workers or from the management. The researchers found a link between violence and resignation and say that resignation is usually seen as a way to get away from the discomfort and difficulties brought about by the violence. The researchers used a qualitative approach in dealing with their subject matter and sought to understand the thought processes and the decisions that employees who experience violence go through. Resignation is clearly a choice for most of them yet they are forced into it because of the experience of violence in the workplace. If violence became a means of forcing an employee to resign, then there is something totally wrong with the culture of the organization. The stories that Bryant and Cox portrayed in their study are a rich source of anecdotal evidence concerning violence in the workplace and how employees and workers deal with the difficulties it brings. An important component of their study is the recommendation that organizational change should make provisions with the management of conflict and of violence in the workplace. Management of Workplace Violence After understanding the nature of workplace violence, the factors affecting it and the conditions in the workplace and the society that contribute to its proliferation, it would be necessary for supervisors and members of the senior management to work towards the effective management and prevention of violence in the workplace. Without such knowledge and awareness, the workplace might just degenerate into the playground of workplace bullies and aggressors. Managers, by training, are concerned with productivity, efficiency and effectiveness at work. Most of them are not truly trained to be counselors. Most of the time, they do not know how to deal with aggression and causes of trauma in the workplace. This makes workplace violence more difficult. Although workplace violence is not the only cause of trauma in the workplace, managers and supervisors should be equipped with the basic knowledge and skills in handling traumatic stress in the workplace. After all, the most valuable resource of the organization is its people. If their well-being is compromised, then the production and service process will be compromised, too. The United States Office of Personnel Management came up with a Manager’s Handbook on handling trauma in the workplace. The handbook makes use of recent researchers in the field and the proven best practices on dealing with traumatic stress in the workplace. The guide is very practical. It provides a brief introduction of traumatic situations whether they are caused by natural disasters, accidents, crime or aggression in the workplace. Although counseling is not really part of the job description of a manager, listening to hurting officemate is very important because such hurts and frustrations may affect the morale of the workplace and the overall productivity of the organization. In addition to this, the guidebook also addresses suicidal concerns and those employees who are victims of workplace assault. The tips offered in the document are very practical and can be easily implemented by managers across different industries. Although the guide book does not dwell too much on workplace violence, what it provides is the human side of dealing with trauma in the workplace. Dealing with workplace aggression is difficult enough. With the support of the manager and colleagues, at least, individuals can more easily deal with their trauma. Management is indeed becoming a big part in ensuring that the workplace is safe and free from violence. This is why Chenier argued that the workplace is becoming a battleground for violence in the society. This is the reason why the author believes that employers should implement effective means of protecting their employees against violence on the job. Such strategy for preventing and protecting from violence includes the establishment of clear guidelines and policies, a crisis management team and the Employee Assistance Programs where people can report any incident without fear. It would also be necessary to modify hiring practices to ensure the emotional and mental health of prospective employees. Chenier also argues for the identification of possible sources of violence in the workplace such as firings, downsizing of the company, stress, longer hours of work and even domestic violence. He also enumerated occupations with high incidence of violence. This is why managers and workers alike should be involved together in preventing the occurrence of violence in the workplace. Even if managers have the major responsibility in ensuring safety and prevention of violence, employees should be involved so as to more effectively recognize sources of violence at their level. Chenier’s approach however seems to resemble the more reactive response in the spectrum because he argues for heightened security in the workplace, better background checking and assessment of prospective applicants. This is an important move to ensure that offenders are kept at bay. Yet, a more important strategy would be the cultivation of a corporate culture that does not tolerate workplace violence. When the employees have an excellent grasp of the importance of maintaining safety in the workplace, then the need for intense security might not arise. Resonating the idea of Chenier, Rew and Ferns, tested the government-sponsored NHS Zero Tolerance Zone Campaign, which mandates employers to provide safety measures to employees so that risks related to work can be mitigated. Health care practitioners tend to be affected by workplace violence yet they are not alone. As such, both employers and workers and even customers have roles to play in promoting safety and preventing violence in the workplace. Although the measures to prevent violence are important, Rew and Ferns highlighted the importance of training employees on how to deal with workplace violence. Such training should include conflict management and how to deal with stress. They also pointed out the importance of self-esteem and confidence in dealing with conflict and violence. The two researchers say that long before a conflict escalates into a potential violent confrontation, there should be intervention from management so that the conflict could be properly resolved. Without such conflict-resolution strategy, the safety of the workplace will be compromised and violence may become common occurrence. The Center for Mental Health Services prepared a report on the prevention of workplace violation, putting emphasis on several ways of prevention and the role of the government in prevention. The report identified several areas of concern where prevention efforts should be centered. The first one is the workplace culture and the overall way that they conduct operations and relate with each other. Another area is training and how the organization develops consciousness about safety and workplace violence prevention. Established rules and performance reviews are also important areas in preventing workplace violence. With established rules, people would know where they stand and how they should perform within the organization. In addition to rules, clear policy on layoff and terminating employees would also help defuse negative emotions and frustrations. Prohibiting drugs and alcohol for the employees is of course part of the safety measures of any organization. When there are indications that an employee is a potential dangerous worker, then the help of mental health specialists and counselors should be involved. Since racial and ethnic issues also tend to be a source of violence and conflict, then diversity is another important matter in ensuring safety and cultivating a culture of safety. In all cases, there should always be security measures because of uncertainty in the workplace. The government is also deeply involved in ensuring workplace safety and private organizations should engage their assistance in their efforts to curb workplace violence. The government helps organizations with opportunities and resources in creating policies and training in violence. Furthermore, government agencies are always working on studies and descriptions on what constitute a safe and secure workplace. The government can also release legislations and other policies governing the security of the workplace. As such, organizations should comply with these requirements. With effective government intervention, organizations can help their employees and the overall situation of their workplace in order for workplace violence to be prevented. More than just prevention, there should also be a move to establish a culture of tolerance and communication within the organization. Workplace violence could not be dealt with only by an effective strategy created by the management in consultation with the workers who are the first ones to feel the brunt of workplace violence. With the assistance of the government, they will be able to effectively combat workplace violence. Prevention is Still Better than Cure Averting violence in the workplace is definitely better than waiting for it to happen. Prevention is still the best solution in dealing with workplace violence. Managing the occurrence of violence is complicated and might lead to a number of inconveniences for both management and the workers. Prevention therefore is still the best policy. With this mind, Braverman authored a book on Preventing Workplace Violence that would provide guidance to employers and practitioners in the field. His guidebook is similar to the one released by the United States Office of Personnel Management but it has a more in-depth analysis of workplace violence and what the different elements of this violence are. Although prevention is the main concern of Braverman, he still provides a basic understanding of what workplace violence is, what its causes are, and how to spot possible violent employees. He also asks managers and practitioners to be cautious in labeling people because it might turn into a self-fulfilling prophecy. The strength of Braverman’s book is that he relies less on theory and more on practical experiences and case studies of violence in the workplace. In doing so, he succeeds in presenting the seriousness of the matter and that managers should move towards preventing it to save time, resources and emotional trauma in the workplace. Braverman also dealt with the dilemma of most managers who have to confront workplace violence. Most of them feel afraid and unable to deal with the situation. That is why he offers good, solid advice to them on how to deal with it. The situations he cited such as a person with domestic violence who comes to work, as well as frustrated persons with lots of emotional baggage. As he asks manager to prevent workplace violence, he also highlights the legal duties of managers to their employees in ensuring safety and security. Surprisingly, Braverman did not subscribe to the importance of the profile of a potentially violent worker. He argues that such profiling might just degenerate to witch hunts within the organization, which would be counter-productive and would only destroy the organizational culture further. Although there are instances that management and the workers do not agree with each other especially in benefits and workplace practices, workplace violence transcends these issues and collaboration and participation between management and workers are essential to dealing with it. What the management and the workers need to understand is that they are all affected by workplace violence and they could not afford to be antagonistic to each other when the safety and security of everyone is at stake. He concludes his book by outlining seven practical steps in preventing workplace violence. These steps are rooted on partnership between management and workers, on a good understanding of workplace violence and its implications on the organization, on a sense of community in the workplace; on the systems in place within the organization; and a sensitivity on the welfare of people—both the victim, the perpetrator and everyone else in the workplace. His book is very useful in constructing a comprehensive plan and strategy in dealing with workplace violence. Another author who dealt with the prevention of workplace violence is Marianne Minor . She dwelt briefly with a basic understanding of what workplace violence is but she did not present a sweeping overview. Such sweeping overview of what workplace violence is may be provided by the other books on this literature review. Of great significance are the practical tips that she offers for the management of organizations. She outlined several elements of violence prevention in the workplace. It is important for the management to assemble a team task to handle and manage crisis situations in the workplace. Moreover, the management should have a steady stream of professional advisors. This helps the advisors and the management team to create a crisis management plan, anticipate different situations where violence may arise. A violence protection policy is also essential so as to protect the workers and the organization. The management should also keep a ready reference of the applicable laws and rules that can help the organization in preventing violence. She also wrote about the importance of ensuring that the employment and hiring practices of the organization encourage the selection of the best candidates on the job. In preventing violence in the workplace, she gave pointers on recognizing the early signs of violence so that they can be solved. In these cases, counseling and coaching may be provided. But if such intervention practices do not work, then disciplinary action may be implemented, provided that this is within the policy of the organization on workplace violence. Minor’s set of strategies in preventing and dealing with workplace violence is solid and very practical. She does not dwell so much on theory but on practice. This can then help organizations and management to establish concrete strategies. The only danger, however, is that management may see this as a one-size-fits-all policy, which may become more detrimental to the organization. Nonetheless, the strategies are a good starting point for any organization intent on protecting the safety and the security of their workplace. The organization should look, however, for the right fit of policies and strategies in coping with workplace violence. A Summary of the Major Points of the Literature Review Workplace violence is indeed a growing problem in the United States and elsewhere in the world. Through the literature reviewed in this study, the various elements of workplace violence were investigated, the importance of profiling the perpetrators was undertaken, and the workplace as a system where violence may arise were looked into. The following elements were identified as the main participants in understanding and preventing workplace violence. Management Needless to say, the management is the first on the list to truly understand the nature of workplace violence, what are the different matters that make it complicated. Who are the workers with the potential to inflict violence on the workplace? What kinds of plans should be in place to prevent violence? Ironically, managers can also serve as the source of violence against workers. Management therefore should be strong enough and flexible enough to deal with workplace violence whenever it occurs. Management takes the lead in creating an organizational culture that does not tolerate workplace violence. If violence emanates from the management, then for sure, a culture of fear, anxiety and less productivity would be the order of the day. If the management works with the government, the employees, and other stakeholders, it can create a comprehensive plan and strategy in dealing with workplace violence. Although some researchers report a decline of violent crimes in the workplace, most of the time, the workers have to deal with subtle expressions of harassment and violence. This is an area of concern that management should not neglect. After all, a safe and happy workforce will help the organization achieve its goals. The Violent Worker There are a number of causes for a worker to lash out and unleash violence in the workplace. It could be because of mental and emotional disturbance, frustrations with their personal and professional lives, as well as specific events in the office that could â€Å"tip them over the edge† and give way to their violent impulses. Some authors have attempted to provide a profile of the potentially violent worker. However, there are also those who believe that this obsession with profile is an exercise in futility and would be inimical to the interests of the organizations. It might even precipitate a paranoia-filled workplace if the external characteristics of a person fit the mold of the profile. The management and the workers, too can help the potentially violent colleague by establishing support groups and coaching sessions in the workplace. Although this may not be part of the overall strategy and business model of the organization, yet the overall well-being of the workers would eventually contribute to productivity and efficiency. Through these human resources practices, the organization can also develop an organizational culture of excellence and zero tolerance of workplace violence. In the long run, such policy will not only help prevent workplace violence but it can also enhance the organization as a whole. The Workers and the Victims The victims of workplace violence can be any worker or employee. The perpetrator may be from the management, a customer or client, or a co-worker. It is therefore in their best interests if they knew what workplace violence is and how they are affected by this menace. Most of the time, the response of victims is to keep quiet and allow the violence to be unreported. This is a cause of concern for everyone in the organization because this is inimical to the organizational culture and productivity. There should be training and resources available to the workers so that they can readily deal with instances of violence in the workplace. Management is particularly The Workplace One important lesson that the literature review yielded is the way that the workplace can also contribute to the emergence of violence. The concept of organizational culture has been put forward as an explanatory variable of what makes workers become violent and inflict it on others in the organization. The workplace is a melting pot of personalities, ideas and different authority levels. When violence becomes a regular fare in the workplace, then it becomes a way of life in the workplace and the workers will be in fear and anxiety over the events in the workplace. Government The government has a number of resources that could help organizations deal with workplace violence. There are online resources and guides on dealing with trauma in the workplace. In addition to this, the government is also actively pursuing partnerships with the private sector in order to stop workplace violence. This way, organizations and companies can seek the help of government agencies and officials in preventing workplace violence. In extreme cases of violence, the government will also intervene with its resources so as to mediate and mitigate the damages of the violence. A Systems-Based approach to Workplace Violence Although it would be good to look individually at these elements of workplace violence, a better approach would be to analyze it as a system. In such a system, all of the elements interact with each other, helps each other, or give rise to the occurrence of violence. The workplace as the melting pot of workers and managers and even government has strong analytical potentials and will help researchers understand better the phenomenon of workplace violence. A worker without a natural potential for violence may become violent due to stress in his personal life confounded by the rude treatment of a manager. Transitions due to economic conditions may also create stress and frustrations that may become the source of violence. The workplace as a system may also help a researcher look at workplace violence more comprehensively. While some authors favor profiling the victims, the potentially violent worker, and the workplace individually, taking them together and analyzing how they work together and how violence arises would be a better goal for theories and research undertakings in the field. Such a holistic perspective would yield better information and practical guidance on how to deal with the issue of workplace violence. With the advent of information technology and the emergence of internet and new communication tools, these channels of communication may also become significant in the study of workplace violence. With the changes in technology and in the modes of working, so shall the analysis of workplace violence change. As part of the emerging trends and issues in dealing with workplace violence, the interaction between the workplace, the workers, other social forces and violence would yield more interesting insights. In dealing with workplace violence, prevention is still better than cure. This is why organizations should work towards a business model and human resources strategy that could prevent workplace violence and keep the marketplace a busy venue for work yet safe, secure and even satisfying for everyone involved. How to cite Workplace Violence in the Workplace Sector: A Literature Review, Essays

William Shakespeare creates a lot of tension for the audience in Romeo and Juliet Essay Example For Students

William Shakespeare creates a lot of tension for the audience in Romeo and Juliet Essay William Shakespeare creates a lot of tension for the audience in Romeo and Juliet during act one scene five, where we see Romeo and Juliet fall deeply in love. The audience know that they are both from feuding families- the Capulets and Montagues before Romeo and Juliet themselves discover it, which creates tension. Shakespeare also creates tension by showing contrasts in the moods and emotions of the characters, particularly Tybalt and Capulet. He also uses different styles of language, acting and dramatic irony to produce more tension within this scene. The atmosphere at the beginning of the scene is very bright, entertaining and effective. This is because Capulet is welcoming his guests in a humorous and cheerful manner. Welcome gentlemen. Ladies that have their toes unplagued with corns will walk about with you. Ah ha my mistresses, which of you all will now deny to dance? This quote is extracted from the Capulets welcoming speech, clearly in a good mood. This shows the merry mood he intends for the party to have and his humour and jolliness rubs off on the rest of the guests, as the party eventually breaks into song and dance. We will write a custom essay on William Shakespeare creates a lot of tension for the audience in Romeo and Juliet specifically for you for only $16.38 $13.9/page Order now We can also see from his speech these intentions when he says A hall a hall, give room and foot it girls. This also shows his encouragement and eagerness to get the festivities started. When Romeo first speaks of Juliet Oh she doth teach the torches to burn brightà ¢Ã¢â€š ¬Ã‚ ¦ it injects a lot of romance into the scene. Firstly Romeo uses a number of metaphors and similes to emphasise his view of Juliets beauty, So shows a snowy dove trooping with crows. This shows that Romeo compares her to being the most beautiful in the room and standing out from the rest of the women, as the dove symbolises Juliet and her beauty amongst the dark crows. It seems she hangs upon the cheek of the nightà ¢Ã¢â€š ¬Ã‚ ¦ This quote is Romeo descriptively stating his overwhelming his praising view of her and her radiance, which again effectively shows the romance and passion. This part of the scene is a sonnet, which is very poetic compared to the other sections of this scene, making it a unique style from the rest of the language within the scene. When Tybalt realises a Montague is present at his familys party, he becomes very outraged and rather hotheaded that they had dared to trespass the party. This by voice should be a Montague, fetch me a rapier boy. This quote shows his sheer outrage and hatred towards the Montague family marking the beginning of conflict in order to get revenge for what they have done. So much does he feel angered that he is willing to disrupt the peaceful and merry mood of the party in order to do so. However surprisingly Capulet disagrees with this and a strong conversation develops between the two family members. Why, uncle tis a shameà ¢Ã¢â€š ¬Ã‚ ¦ Go to go to. This quote shows that Capulet is intolerant of Tybalts intentions to retaliate and the conversation becomes further heated, whilst seeing a different side to Capulet for the first time. You are a saucy boy. Ist so indeed? This quote from Capulet shows an insult thrown at Tybalt being so insolent, noting that at the time of writing these words were considered to be rather strong, even though not seeming much now. In terms of how this part between the two men should be played, the actors should portray these lines by Capulet showing a strong contrast between his jolliness at the start of the scene to his anger at the present time. Both actors should show strong expressions whilst arguing to strongly emphasise the disagreements between the two hotheaded men to the audience. .u1d1c2c1fbd4189b6e6f7589a4d17b09e , .u1d1c2c1fbd4189b6e6f7589a4d17b09e .postImageUrl , .u1d1c2c1fbd4189b6e6f7589a4d17b09e .centered-text-area { min-height: 80px; position: relative; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e , .u1d1c2c1fbd4189b6e6f7589a4d17b09e:hover , .u1d1c2c1fbd4189b6e6f7589a4d17b09e:visited , .u1d1c2c1fbd4189b6e6f7589a4d17b09e:active { border:0!important; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .clearfix:after { content: ""; display: table; clear: both; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e:active , .u1d1c2c1fbd4189b6e6f7589a4d17b09e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .centered-text-area { width: 100%; position: relative ; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e:hover .ctaButton { background-color: #34495E!important; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e .u1d1c2c1fbd4189b6e6f7589a4d17b09e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1d1c2c1fbd4189b6e6f7589a4d17b09e:after { content: ""; display: block; clear: both; } READ: In what way does act 1 scene 5 of Twelfth Night prepare the audience for events that happen in the rest of the play EssayBody language is also important too. Whilst facing the audience, gestures should be used to again exaggerate the situation and the mood of the characters. Particularly in lines 90/91, Tybalt gives a number of warnings and further implications between the families for the future. Although at the end of the argument with Capulet he agrees to calm, he clearly shows this is only for the short term and he may use this as a reason to seek revenge and conflict with the opposing family. Tybalt is clearly going to be the first to make a move with the fights and r evenge as shown in lines 88-91. Patience perforce with wilful choler makes my flesh tremble in their different greeting. I will withdraw, but this intrusion shall, now seeming sweet, convert to bitterest gall. Tension is increased for the audience, as they know who Romeo and Juliet are in terms of family ties, and the tension is also built up in this scene in many other ways. Firstly the tension is increased when Romeo and Juliet begin to talk on a one to one basis. My lips two blushing pilgrims ready to stand to smooth that rough touch with a tender kiss. This quote gives evidence of Romeo being desperate to kiss Juliet- his object of affection, and compares her to being like a shrine to him. The tension builds because instead of an immediate embrace between them both, they talk romantically to each other for a while. This leaves the audience in suspense as to whether they kiss each other or not, and begin a romance. There is also hesitance between Romeo and Juliet questioning each other as to whether to kiss and if they have fallen in love with each other. Have not saints lips, and holy palmers too? Ay pilgrims lips that that they must use in prayer. These quotations give evidence of the couples constant questioning of their possible love for one another. As the conversation intensifies and Romeo and Juliet are about to embrace tension therefore increases because the audience know that if they do, they shall both be eventually heartbroken when they discover their family identities, which are known to the audience already. This is an example in this scene of dramatic irony. In the final section of the scene, Romeo and Juliet discover separately who they both are. The tension increases by the fact that Romeo only discovers Juliets identity by knowing who her mother is and catching on then to her Capulet household name. What is her mother? Her mother is lady of the houseà ¢Ã¢â€š ¬Ã‚ ¦ Is she a Capulet? Oh dear account my life is my foes debt. This conversation between he and the nurse shows how he learns about Juliet and of the realisation that he is getting involved with a member of the opposing family- the Capulets. Note that Romeo asks indirectly about Juliet, which again causes tension because he is afraid that the nurse will discover his romantic intentions and that she as a result would ruin it. His name is Romeo, and a Montagueà ¢Ã¢â€š ¬Ã‚ ¦ This is spoken by the nurse to Juliet informing her of her worst fears like Romeo of their backgrounds. From these quotes therefore tension occurs when both realise from the nurse individually who they truly are, and the dismay that they both feel when they know that their true love for one another could be destroyed due to their name. My grave is like to be my wedding bed. This quote from Juliet, states that she will either die unmarried or she will die if she cannot marry Romeo under all these circumstances. This is an omen for the future because she ironically dies later on as a result of all her love for Romeo. My life is my foes debt. Romeo quotes this also when discovering about Juliet, means that his life is dependant on his enemy. This is aga in an omen for the future because he also dies as a result of his household enemy but Juliet in the end. .u0f7b0d23821867d448d0cd55cefa52e3 , .u0f7b0d23821867d448d0cd55cefa52e3 .postImageUrl , .u0f7b0d23821867d448d0cd55cefa52e3 .centered-text-area { min-height: 80px; position: relative; } .u0f7b0d23821867d448d0cd55cefa52e3 , .u0f7b0d23821867d448d0cd55cefa52e3:hover , .u0f7b0d23821867d448d0cd55cefa52e3:visited , .u0f7b0d23821867d448d0cd55cefa52e3:active { border:0!important; } .u0f7b0d23821867d448d0cd55cefa52e3 .clearfix:after { content: ""; display: table; clear: both; } .u0f7b0d23821867d448d0cd55cefa52e3 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0f7b0d23821867d448d0cd55cefa52e3:active , .u0f7b0d23821867d448d0cd55cefa52e3:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0f7b0d23821867d448d0cd55cefa52e3 .centered-text-area { width: 100%; position: relative ; } .u0f7b0d23821867d448d0cd55cefa52e3 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0f7b0d23821867d448d0cd55cefa52e3 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0f7b0d23821867d448d0cd55cefa52e3 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0f7b0d23821867d448d0cd55cefa52e3:hover .ctaButton { background-color: #34495E!important; } .u0f7b0d23821867d448d0cd55cefa52e3 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0f7b0d23821867d448d0cd55cefa52e3 .u0f7b0d23821867d448d0cd55cefa52e3-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0f7b0d23821867d448d0cd55cefa52e3:after { content: ""; display: block; clear: both; } READ: Shakespeare uses various techniques to create different moods and atmospheres and to reveal the characters EssayThis again is an example of dramatic irony whereby we see them speaking omens for the future, and then because of their romance becoming real. In conclusion Shakespeare has used many elements in order to create tension for the audience in this scene. He has used dramatic irony along with a build up in dialogue during Romeo and Juliets conversation to create tension for the audience. This proves to be very effective upon analysing it. Also Shakespeare has developed an alternative style and use of language when Romeo describes the beauty and his love for Juliet. He uses a sonnet and poetic, romantic styles along with uses of similes and metaphors to emphasise his love for her. This was effective because it is a turning point when the audience views Romeo falling in love with the enemy, and from the style the tension increases for the audience as the irony again comes into effect. Shakespeare also adds lines into the lines of Romeo and Juliet when they discover their identities that imply hints for future events. These are also constructive because he mixes present and future occurrences in small hints and statements like the omens. The actors portraying all the characters in this scene would firstly show a contrast in Capulets mood, from his jolly mood at the beginning of the scene to his heated conversation with Tybalt. It is important to use as much vocal facial and bodily expressions as possible in this scene. This is because there are so many feelings, and emotions to portray strongly to the audience. The scenes involving Romeo and Juliet should be acted passionately with lots of vocal expression. This is because the scenes are romantic and very dramatic in order to show to the audience the extent of their love.