Analysis of the Extract from Angel Pavement by J.Priestly.

John Boynton Priestley, OM (13 September 1894 – 14 August 1984), known as J.B. Priestley, was an English novelist, playwright and broadcaster. He published 27 novels. Angel Pavement is his novel, published in 1930, it established him as a successful novelist. It is a social panorama of the city of London, seen largely through the eyes of the employees of the firm Twigg Dersingham, on the first floor of No. 8, Angel Pavement. One of the problems raised in the novel is the problem of upbringing. The plot of the extract revolves around Mr. Smeeth and his speculations about his own family. The central idea of the extract is misunderstanding between two generations. The author’s message is that many parents could not understand either†¦show more content†¦Her being at home is characterized by such epithets as â€Å"languid and complaining, shrill and resentful, or sullen and tearful† thus making us understand that she was, as the author said in â€Å"a very silly, awkward age†. But the situation changed abruptly when she receives a call from her friends, by the simile â€Å"This contrast, as sharp as a sword† the author states that her behavior at home and among her friends was very different. She was not interested in the life of her family, instead, being with her friends she â€Å"sprang into a vivid personal life of her own, became eager and vivacious†. These numerous epithets reflect her young and hoity-toity nature. The next paragraph is devoted to the son of Mr. Smeeth – George, who is older than Edna, she is 17 and he is 20. The age gives us a hint that he is probably set his life priorities and somehow more confident in his point of view to his own life. But that is only partially so, according to the author: â€Å"He had no desire to stick to anything, to serve somebody faithfully, to work himself steadily up to a good safe position†. So George just tried one thing after another, selling wir eless sets, helping some pal in a garage, but his father believed that even working hard he could not get any positive promotion or results. â€Å"The point was, that to George, there was nothing wrong, and his father was well aware of the fact that he could not make him see there was anything wrong. That was the trouble with

A Speech On Universal Studio Horror Films At The Library

Last month I attended Professor Farrell’s speech on Universal Studio horror films at the library in Mauldin. The purpose of this speech was to entertain his audience by using visual aids to speak on Universal Studio horror movies from 1931 to 1945. The speech included many versions of films such as Dracula, Frankenstein, The Wolf Man, The Mummy, and The Invincible Man. Professor Farrell did an incredible job entertaining the audience and speaking on the differences between each version of films. I’m going to take the seven steps of the Shannon –Waver Model to critique his speech. The Shannon-Weaver model was designed to improve communication and includes specific concepts such as sender, message, channel, Receiver, feedback, noise and context. The sender can communicate their message any way they want. The Sender can break their message into three categories such as ethos, pathos and logos. Ethos is an appeal to ethics, it is used to convince an audience of the author’s credibility. Pathos is to persuade an audience by appealing to their emotions. Logos means to convince an audience by use of logic or reason. All these are persuasive appeals and Professor Farrell did not use any of these categories because he was not trying to persuade his audience about anything he was simply just trying to entertain his audience. Your stance and posture while giving a speech is critical, Farrell did an amazing job with his posture, he did not move around that much, he mostly stayed behindShow MoreRelatedAmerican Civil Rights Movement Essay15820 Words   |  64 PagesSilent Films Era One of the most popular producers of silent cinema was David York Griffith. shot 61 short films. most promising american producers. =Shakespeare of Screen. a genius producer, a founder of new cinema language. innovator in the sphere of actor art. G. specialized in melodramas, he shot comedies, historical films, thrillers, westerns, filmings of Bible and different works of literature. 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Human Resource Management Specific Initiatives

Question: Discuss about the Human Resource Management for Specific Initiatives. Answer: Introduction This report mainly discusses the human resource management role in the large enterprises that are evolved through both the practical as well as efficient practices of human resource (McCord, 2014). The firm which will be discussed in this report will be Netflix Inc. (McCord, 2014). the report mainly view the discussion about how the company is revamped as well as restructured within the market through undertaking specific initiatives for the functions of human resource (Bushey, 2014). The report mainly analyses the talent acquisition invention at Netflix Inc., in which the firm will necessarily launch the entire innovative structure for the functions of human resource (Bushey, 2014). The report will also include about the philosophy of talent management (Timothy, 2014). As offered by the recommended information, the firm will try to develop the strategy, in which A category players will be included (Bushey, 2014). The philosophy relies on separating the staff that is not required in the team and the one that tries to overcome the discomfort that provides the wealthy severance package (Bushey, 2014). The report will also include about the five tenets that will be accepted by Netflix Inc. Key concepts relating to two HR practices discussed in the Netflix case study Reward, hire as well as tolerate the adults- the case mentions that the firm Netflix tries to yearly introduce the employees (Bushey, 2014). Every staff member of the company will be given with the vacations of 10 days along with few sick leaves and holidays (McCord, 2014). The motivate behind this is that the employees will be able to perform as well as deliver the better outcomes as the staff will be permitted to take off and when they require it (Bushey, 2014). Moreover, the firm will also view the staff to make their own decisions (McCord, 2014). For example, when the employee if gone on the official trip, then, in that case, they need to ask to buy the ticket on their own that permits the staff to save specific amount (Bushey, 2014). All these things will primarily contribute towards the effective HR strategy invention (Bushey, 2014). Tell the performance truth- other key initiatives that need to be taken by Netflix is considering the components of being honest with the staff about the performance, but currently they need to come up with the policy, in which employees performance is highlighted according to the statistics (Bunker, 2012). Managers had the job related to forming the teams- once the human resource, as well as management of Netflix Inc, are encouraged, then in that case employees can adopt the idea for developing the particular team accordingly (Bunker, 2012). For example, the managers need to take their decisions and support their specific aims for attaining the help and team assistance (Bunker, 2012). It is viewed as a standard component in the Netflix success, in which the decisions are undertaken through the lead of particular team (McCord, 2014). The staff of the firm is highly paid that is as per the norms and standards of the industry (Bunker, 2012). It can be considered as the supports system for the staff members, as primarily monetary gains will be a key attribute, which could highly encourage the staff for providing the particular outcomes and the desired one too (Bunker, 2012). Key concepts in the Netflix case connect the ideas with the information that you have been given Leaders take the job of creating the culture in the company- the firm Netflix is introduced with the purpose of formulating the staff for having made the decision on their own (Grant, 2004). Along with this, the firm also look towards encouraging the staff to support and then decide about the routine and the manner they undertaken the work forward towards principles of decision making (Grant, 2004). Therefore, this encouraging component for the staff and the Netflix management connects with it (Grant, 2004). Effectiveness of the way Netflix conducts the two HR practices, looking at its business goals, and the way that it meets employee needs Undertaking the right things and simultaneously treating the people such as adults are considered as Netflix heart as they, had brought the policies of HR (Hamel, 2014). It is believed by Hamel (2014) that most of the firm come under the trap of 97% of their staff members while doing the right work and they dont require human resource management to guide them; where else, 31% of the staff also absorb the time, energy and money of HR (Hamel, 2014). The approach of Netflix is that they only hire such people (Hamel, 2014). While the workers working on hourly basis hold the structured system, in that case salaried staff are actually guided through the HR over how they should actually take their time off (Hamel, 2014). For instance, accounts are not out in starting, as its quite a busy time. If the staff had to move away for around 1 month, then they need to discuss with the HR (Hamel, 2014). And the senior employees are highly encouraged to go on holidays as they failed in meeting the role models (Hamel, 2014). Netflix tries to implement the system in case of formal travel as well as policies of expenses. In this instance, staff is highly encouraged to act in the best interest of Netflix (Hamel, 2014). It implies, they should not eat in expensive restaurants, as it might impact the sales (Hamel, 2014). Perhaps the highly radical approach is compensation (Hamel, 2014). Netflix never distributes the bonus based on performance; rather they focus towards market-based pay (Hamel, 2014). Do you think the HR practices will support the way Netflix might need to respond to strategic challenges that it will face in the next two years One face the following issues at Netflix is quite a dramatic manner when one tries to shift from the DVDs through the help of mail, which is a streaming service (Hamel, 2014). One requires saving the huge files in the figure and cloud how the various people can easily access it (Hamel, 2014). Through measuring the third of the high residential traffic in the America that comes from the streaming Netflix movies for the customers (Merrit, 2014). So one requires to explore the people experience by the help of cloud services that work in the company and operate it at large scales, such as companies like, Facebook, Google, Amazon, and eBay thats not the comfortable place for recruiting someone away from it (Hamel, 2014). Philosophy of compensation supported the company (Merrit, 2014). Most of the principles are mainly steam through the ideas that are explained earlier, such as honest and treat people well (Hamel, 2014). For example, during the Netflix tenure, it doesnt pay the bonus or the performance, and therefore, the company believes that they are unrequired if the right people are recruited (Hamel, 2014). If the staff members include entirely adults, that place the firm at first place, then the yearly bonus cannot make them work harder (Merrit, 2014). If one believe in the pay based on market and inform staff members, then it could be smart to interview with the competitors, when they hold the chance for the purpose of getting the right sense of the market talent (Hamel, 2014). There are many HR people, who dislike when the staff communicates with the recruiters, but Netflix always informs their employees to take the call and take the right and valuable information (Hamel, 2014). The next problem is related to making sure that the staff analyse the levels, which tries to drive the business (Hamel, 2014). Netflix case mentions that someone visited the start-up of Texas, in which staff was mainly engineers, it was bet that half of the team had never read the PL and the same was informed to CEO (Merrit, 2014). In this case, CEO replied that it is entirely correct that they are not financially savvy, and its the biggest issue on who want to perform well, and one require to communicate how the organization makes money and their behaviour, which tries to drive towards the success (Hamel, 2014). For example, at Netflix, staff used to emphasize over subscriber increase, without being aware of the expenses (Merrit, 2014). The company is also spending massive money on purchasing the DVD, by establishing the distribution centres, and through giving the programming, by gathering the cent through the new subscribers (Hamel, 2014). The staff of the company also require lea rning that by a revenue increase, expense management can matter a lot (Hamel, 2014). Ethical dilemmas, if any, do you see in the way that Netflix conducts, or seems to perform, the two HR practices To support the deal by the support of various ethical dilemmas, it is quite critical for the human resource professionals to go honest, objective as well as consistent with process of recruitment (Hartung, 2013)0. The advertisement of jobs ads towards the position, which gets differ through what is advertised and it should be placed. Employers need to emphasize over the ability of candidates towards performing the work and not towards the external factors (Kelleher, 2012). While taking the interview, it is significant that the job should not be misrepresented towards the candidates (Kelleher, 2012). This need to cover up conditions of working along with present or the projected state of the company, mainly, if it could importantly impact the future employment prospect of the candidate in the group (Kelleher, 2012). When recruiting the staff members from the customers, suppliers as well as competitors, officials should try to conduct themselves towards the fashion that is transparent, by ensuring that the candidates analyse the risk included through the help of legal contract, which also prohibits them from working for the rival company (Kleinman, 2013). While working for the competitors, it is important that the candidates should analyze the expected risks relate to the damaging relationships among the employers in the industry (Kriete, 2013). In various ways, all these ethical issues hold the high potential to damage legal matters (Kriete, 2013). Conclusion In the present situation, the firm is attaining success, and it has eventually tried to transform into the benchmark company. Netflix is also viewed by various staff members as the enterprise that gives high value to human resource of the enterprise. However, through moving in the upcoming time, the organization require to emphasize over the exploring the new initiatives in human resource. For example, for now, the company holds the philosophy to believe that the compensation cannot be considered as the motivation for the performance that is extraordinary. It is also believed by management that the staff should be talented, hardworking as well as well-equipped and they should try to deliver more than what is expected. References Bunker, A. (2012). "How Netflix works: The adaptive magic behind movie streaming from the cloud." Retrieved September 22, 2016 from https://www.electricpig.co.uk/2012/03/02/how-netflix-works-the- adaptive-magic-behind-movie-streaming-from-the-cloud/. Bushey, R. (2014). How The $400 Million Loan Netflix Just Took Out Will Help It Undercut Hollywood. Retrieved September 22, 2016 from https://www.businessinsider.com/why-netflix- makes-its-own-shows-2014-2 Grant, T. (2004). International Directory of Company Histories. St. James Press: Detroit. Greenberg, A. (2009). The Netflix RD Game. Retrieved September 22, 2016 from https://www.forbes.com/2009/09/21/netflix-research-prize-technology-million-dollars.html Hamel, M. (2014). Netflix bets on international expansion to keep growing. Retrieved September 22, 2016 from https://www.cnbc.com/id/101487231# Hartung, A. (2013). Netflix - The Turnaround Story of 2012. Retrieved September 22, 2016 from https://www.forbes.com/sites/adamhartung/2013/01/29/netflix-the-turnaround-story-of-2012/ Kelleher, K. (2012). Netflix must ponder its endgame strategy. Retrieved September 22, 2016 from https://pando.com/2012/10/24/netflix-must-ponder-its-endgame-strategy/ Kleinman, A. (2013). How Netflix Gets Its Movie Suggestions So Right. Retrieved September 22, 2016 from https://www.huffingtonpost.com/2013/08/07/netflix-movie-suggestions_n_3720218.html Kriete, L. (2013). 2013 Netflix Strategic Report Retrieved September 22, 2016 from https://lpelin.expressions.syr.edu/trf483/2013/05/02/2013-netflix-strategic-report/ McCord, P. (2014). How Netflix Reinvented HR. Retrieved September 22, 2016 from https://hbr.org/2014/01/how-netflix-reinvented-hr/ar/1 Merrit, R. (2014). How Netflix is Cashing in on Orange is the New Black. Retrieved September 22, 2016 from https://www.equities.com/editors-desk/stocks/technology/orange-is-the-new-black-buys- netflix-subscribers-respect Timothy, L. (2014) Comcasts deal with Netflix makes network neutrality obsolete. Retrieved September 22, 2016 from https://www.washingtonpost.com/blogs/the- switch/wp/2014/02/23/comcasts-deal-with-netflix-makes-network-neutrality-obsolete/

The Supreme Court System Essays - Conservatism In The United States

The Supreme Court System The Supreme Court System The justices determine which cases to take. They never explain the reason for their choices. Whether or not a case is accepted strikes me as a rather subjective decision, made up in part of intuition and in part of legal judgment, Rehnquist wrote in The Supreme Court: How It Was, How It Is, his 1987 book about the court. Important factors, he said, are whether the legal question has been decided differently by two lower courts and needs resolution by the high court, whether a lower-court decision conflicts with an existing Supreme Court ruling and whether the issue could have significance beyond the two parties in the case. For example, the justices likely accepted the sexual-harassment case brought by Paula Jones, a former Arkansas state employee, against President Clinton because it will test the important question of whether a president should have to defend himself against a lawsuit while in office. They also agreed for the term that began Monday to review a case challenging the constitutionality of a federal handgun-registration law, no doubt in part because lower courts are divided about whether the law, which requires sheriffs to check a purchaser's background, unconstitutionally burdens local officials. But the justices do not automatically take on all cases posing significant societal dilemmas. Last June, for example, they refused to hear one on the legality of college affirmative action programs. The case did not garner the four votes needed to accept a petition for review and to schedule oral arguments on it. Before those votes are cast in the closed-door session, however, a case must pass muster with several of the youngest, least experienced lawyers in America -- the 36 law clerks who serve the nine individual justices and who, in effect, are their staff for a term. These clerks, most often four to a justice, usually are recent law school graduates and typically the cream of their Ivy League schools. It is the clerks who first winnow the 7,000 or so annual petitions, settling on the select few that they believe the justices themselves should consider. There is no set number or quota for each week's conference. With the clerks' memos in hand and in the closed conference room, the justices summarily reject most of the appeals. They discuss petitions flagged by one or more of the justices. Then, according to justices' public accounts over the years, they vote aloud, one at a time by seniority but starting with the chief justice. While the chief justice leads the meeting, the most junior justice, now Stephen G. Breyer makes handwritten notes that will be passed to a clerk for public announcement of disposition of petitions. Rehnquist is known for running a brisk session. Bam! Bam! Bam! one associate justice said in describing the group's swift disposition of cases. Among the richest sources of inside information about the court are the papers of the late Justice Thurgood Marshall (1967-1991). They describe negotiations as cases moved through the process. They show, for example, that only by the bare minimum of four votes did the justices accept a case that eventually yielded an important 1990 ruling on religious freedom. As is his responsibility by tradition, Chief Justice Rehnquist laid out the facts of the case and lower court rulings on it: Two Native Americans had been fired from their jobs at a private drug rehabilitation center after ingesting peyote, a cactus that contains the hallucinogen mescaline, as part of an ancient Indian religious ceremony. The men were denied unemployment compensation by the state of Oregon because officials said they were fired for illegal conduct. State drug law prohibited use of peyote. The men were never charged with a crime, and they sued the state, contending that denial of unemployment compensation violated their right to religious freedom. The Oregon Supreme Court sided with them, ruling that the anti-drug statute should not outlaw religious use of peyote. The state appealed to the Supreme Court. When the case first arrived here in 1987, Rehnquist voted to hear it. Next in seniority and entitled to the second vote was William J. Brennan Jr., who apparently was concerned that the high court might overturn the