The Boldness Of Courage Essays - Salem Witch Trials, The Crucible

The Boldness of Courage ?You're the Devil's man!? (118), Mary Warren cried out when she accused John Proctor of working for the devil. Courage is defined as mental or moral strength to face danger without fear. This is supported in Arthur Miller's The Crucible. Throughout the Salem witch trials in the 1600's, courage was that good people held in to, even through the toughest times. To illustrate this, an example of someone with courage is John Proctor. Proctor is a farmer with a wife, Elizabeth, and three young boys. He quietly suffers from guilt caused by an affair he had with a young woman named Abigail Williams. He is contrite and solicitous in his wife's presence, and he yearns to regain her respect. John shows his courage when he has to make a life and death decision to lie and say that he is involved in witchcraft, which will prevent his execution, or to deny being a witch and be hanged. Proctor, after being questioned by Judge Danforth about being involved in witchcraft, stated that he was. Danforth was then having Proctor sign a confession, but he argued with Danforth saying, ? I have confessed myself! Is there no good penitence but it be in public? God does not need my name nailed upon the church! God sees my name; God knows how black my sins are!? (142). When Danforth would not give up the argument with Proctor to sign the confession, he asked, ?Then explain to me, Mr. Proctor, why will you not let me have it? ? (143), Proctor answered, ? Because it is my name... Because I lie and sign myself to lies!... I have given you my soul; leave me my name!? (143). Danforth then explained to Proctor, if the confession was a lie, he would not accept it. Proctor, with his breast heaving and his eyes staring, he tore the confession and crumpled it up, while he wept in fury. Danforth then ordered for him to be hung ? high over the town ? (143). John Proctor showed courage for his friends and family and by doing it, helped put an end to the unfair courts of Salem. Another good example of with a good deal of courage is Giles Corey. Giles is a 83-year old landowner who is sturdy, mettlesome, and fiercely independent. He's unenlightened and pig-headed, but at the same time, warm-hearted and undaunted. He reveals himself to be a great man of awesome courage and will when he would not answer ?aye or nay to his indictment? (135). When Elizabeth Proctor was telling her husband, John, about it, she explained, ? great stones they lay upon his chest until he plead aye or nay. They say he give them two words. ? More weight', he says. And died. ? (135). Giles Corey's wife, Martha, and all of his friends, had already been convicted of witchcraft, so he had probably decided that he had nothing to live for. Giles humbly protested the one-sided courts by sacrificing himself as an example to his friends to stay strong and to not give up in what they believed is wrong. John Proctor could have easily used Giles Corey as an example, because Proctor learned of Giles' death before he had to make his decision of confessing or being executed. The next courageous person in The Crucible is Reverend John Hale. Reverend Hale is the church authority on demonology. He is summoned to Salem to find out if Reverend Parris' daughter Betty, who is suffering from an unexplained illness, has been hexed by witchcraft. Reverend Hale is proud of his scholarly expertise, and is glad to come to Salem to give his professional input on the situation. He displayed acts of courage when he got extremely frustrated about how unjust and ridiculous Danforth and the trials were, so he stood up and yelled, ? I denounce these proceedings, I quit this court! ? (120). Reverend Hale then comes back later to help those convicted by trying to persuade them to confess and live, rather than be hanged. By doing this, Reverend Hale shows great moral courage. He gives up everything he has worked for in his demonology career by going against the court, and trying to persuade innocent people to confess because he feels horribly responsible for bringing the hysteria to Salem. Reverend Hale is one of

File Your Canadian Income Taxes Online with NETFILE

File Your Canadian Income Taxes Online with NETFILE NETFILE is an electronic tax-filing service that allows you to send your individual income tax and benefit return directly to the Canada Revenue Agency (CRA) using the Internet  and a NETFILE-certified software product. To file your Canadian income taxes online, you first have to prepare your tax return using a commercial tax preparation desktop software package, a Web application or a product for an Apple or Android mobile device. These products must be certified for NETFILE. When you file your taxes online, youll get an immediate confirmation that your return has been received. If youve made arrangements for direct deposit and the Canada Revenue Agency owes you a refund on your income taxes, you should get a faster refund than if you file on paper, possibly within two weeks. However, its not quite as simple as hitting the send button on your email program, so leave some time to get prepared and to get comfortable with the system. Eligibility to File Taxes Online Although most income tax returns can be filed online, there are some restrictions. For example, you cannot use NETFILE to file a return for a year before 2013, if you are a non-resident of Canada, if your Social Insurance Number or individual tax number begins with 09  or if you went bankrupt during the preceding two years. There are quite a few other specific restrictions, so be sure to check the full restrictions list before you begin. Software to File Taxes Online To file your tax return online, you must prepare your income tax form using software or a Web application certified by the CRA for the current tax year. The CRA tests and certifies software between December and March, so it is usually at least late January before a commercial tax software package or Web application is put on the approved list of certified software. Be sure the software you plan to use is certified for the current tax year. If you purchase or download your income tax software before it is certified by the CRA for use with NETFILE, you may have to download a patch from the software vendor. Some software certified for use with NETFILE is free for individuals. Check the list of certified software and the vendors site for specific details. Identification for NETFILE Your current address must be on file with the CRA before you send your income tax return by NETFILE. Heres how to change your address with the CRA. You wont be able to do it through NETFILE. You will need to provide your Social Insurance Number and date of birth when you file. You need to provide the location of your .tax file containing your tax return that you prepared using NETFILE-certified tax preparation software or Web application. If you have concerns about the security of your personal and financial information when using NETFILE, you should check the ​NETFILE Security page from the CRA. NETFILE Confirmation Number As soon as you send your income tax return online, the CRA does a very quick preliminary check of your return (usually in minutes) and sends you a confirmation number telling you that your return has been received and accepted. Keep the confirmation number. Tax Information Slips, Receipts, and Documents Keep all the tax information slips, receipts and documents you use to prepare your income tax return. You do not need to send them to the CRA unless the agency asks to see them. Be sure to include your telephone number on your income tax return so the CRA can contact you quickly. Your notice of assessment and tax refund may be delayed if the CRA has to contact you. Getting Help With NETFILE For help using NETFILE, consult the CRAs Online Help. The Frequently Asked Questions may also be useful. Remember, if you run into problems, you can still file the old-fashioned way- by getting a paper income tax package, filling in the paper form, attaching the schedules and receipts, and getting it to the post office in time to be postmarked by the deadline.

Windows Server 2008 and Windows 7 Essay Example | Topics and Well Written Essays - 250 words

Windows Server 2008 and Windows 7 - Essay Example It is also configured to support Hyper-V virtual machines. Windows 7 has an expanded security. It has a BitLocker-to-Go that brings the BitLocker encryption power to storage devices that are portable as external storage devices and USB drives (Krebs, 2009). It has an App-Blocker that allows the Information Technology administrators to control applications used by individuals. It has remote access methods such as direct access that allows mobile users to access remotely resources with no need of using a VPN. This operating system has been designed in powering the next generation of web services, networks and applications. It is 45 times faster than Windows Server 2003 and comes with security enhancements, virtualization technologies, management utilities and web tools that assist in reducing costs and saving time (Rubens, 2007). This operating system has the capability of reducing attack surfaces by running least installations, and specific features such as the NAP and BitLocker. This operating system has Address Space Load Randomization that does not enable attackers to conduct buffer overflow attacks on the system by altering the location of different system services every time the system is running. The new virtualization feature found in this operating system enables users to create development environments easily and test them without using various resources, therefore, reducing costs (Rubens, 2007). Rubens, P. (2007, December 12). 10 Coolest Features in Windows Server 2008. Server Watch. Retrieved April 15, 2014, from

Thanks my old friend Essay Example | Topics and Well Written Essays - 1000 words

Thanks my old friend - Essay Example But I later learnt that patience is one of the best things required in attaining great things in life especially friendship. It was not until I had a chance to perform to my new friends in high school that I realized that I had a wonderful lesson. My high school friends were very supportive when they realized my great talent in playing piano. They applauded my great coordination skills that i meticulously used any time I played the piano. They said that I had a great skill that could take me to great places especially my outstanding ability of matching up my fingers, brain and the music. Certainly all these were due to my grand relationship with the piano. I believe piano contributed to my extraordinary performance in academic work. The piano training was the hardest lesson I ever had thus making other academic lessons easy to learn to comprehend. Music lessons have contributed to my larger vocabulary command because of the languages that most artists use in their performance. My abi lity to remember things has always increased perhaps because of the many songs I memorize. Additionally, piano lessons have made me gain wonderful discipline in the way i deal with any issue in life. Because of the challenging piano lessons I underwent, I have attained great discipline skills and patience which I have constantly applied in my academics as well as tackling daily life issues. I have been able to clearly listen to different kinds of sounds because of the constant use of different tones in music and I believe this has led to improvement of my hearing skills. I have great opportunities of performing in various functions such as birthday parties, high school and even... Piano lessons have made me gain wonderful discipline in the way I deal with any issue in life. Because of the challenging piano lessons I underwent, I have attained great discipline skills and patience which I have constantly applied in my academics as well as tackling daily life issues. I have been able to clearly listen to different kinds of sounds because of the constant use of different tones in music and I believe this has led to the improvement of my hearing skills. I have great opportunities of performing in various functions such as birthday parties, high school and even in the church. This has actually elevated my social status and made me feel great. Indeed my piano has introduced me to many things such as having new friends. I have been able to travel to many places in the name of performance and it has really been encouraging. I have enjoyed my relationship with the computer. It has been splendid and special. The piano and music have been there for me anytime I needed the m and our affiliation will certainly go far. Since nature gives us the chance to choose our friends, I think I made the best choice because I have never regretted. The piano has never stopped revealing to me some secrets of music anytime I perform and it has always remained loyal to me even when I almost lose hope in life. The piano has wonderfully cheered me up especially when I am upset thus making me feel special and improving my life. It has genuinely made me feel happy by supporting and entertaining me every time my spirit is down.

Nikola Tesla Research Paper Example | Topics and Well Written Essays - 1500 words

Nikola Tesla - Research Paper Example history. I will also focus on the question of why many people would say Tesla was a mad scientist later in his life. Nikola Tesla: Biography in Brief Nikola Tesla was born 10 July 1856 in a Serbian family. The place of his birth was the village of Smiljan situated near Gospic – a town in Croatia that was a part of Austria-Hungary at that time. Tesla’s father was known to be a clergyman, and his mother is described as â€Å"exceptionally bright and an inventor of household and farm implements† despite being illiterate (Klooster 302). Tesla might have got his knack for prolific inventing from his ingenious mother. Tesla, who is believed to be America’s most prominent electric engineer, studied engineering at the famous University of Graz (Austria) (Spencer 301). He is thought to have started his inventing career there. In 1882, Tesla came to Paris and was hired by Continental Edison Company. Two years later Tesla immigrated to the U.S. and got his citizenshi p in 1891 at the age of 35 (Klooster 302). Picture 1. Nikola Tesla at the age of 37. Photo taken in 1893. Author: Sarony of New York It was in 1882 that Tesla conceived of the famous induction motor that has a rotating magnetic field. From that time on, Tesla invented various devices that utilize the rotating magnetic field. In 1888, Tesla received patents for his inventions. Here it is worth mentioning that the outstanding engineer and physicist was able to completely visualize his next invention before he started working on it. All in all, Tesla is believed to have patented over 700 inventions during his lifetime (World of Invention, â€Å"Nikola Tesla†). Tesla’s Theoretical Work and Patents Tesla's numerous patents and his groundbreaking theoretical work are believed to have created the basis of modern AC systems, which includes the polyphase power distribution systems, as well as the AC motor. Let us explore Tesla’s contribution to modern electrical engineer ing in detail. It was not until Tesla could establish his own company named Tesla Electric Company (1887) that the outstanding inventor had been able to create what he actually wanted. Specifically, working for Tesla Electric Company he invented the first successful polyphase motor (Notable Scientists from 1900 to the Present,â€Å"Nikola Tesla†). Tesla achieved this by creating a motor that had a few wire-taped blocks surrounding the rotor. At the moment alternating current is being supplied to the incorporated wires, a rotating magnetic field is produced, and besides current to every block was a bit out of phase with the rest. The rotor’s movement is achieved as the revolving field is being followed (Klooster 305). Practically, the significance of Tesla’s invention was that it enabled transmitting strong electrical currents over long distances. Theoretically, Tesla’s work undermined the view of Edison that there was no practical benefit from alternating current. It proved to leave behind the invention by Edison – direct current – that was restricted by local use and needed lots of electrical relay stations in order to have the current distributed throughout a large area, a city for example (Notable Scientists from 1900 to the Present,â€Å"Nikola Tesla†). Reportedly, not long before his death Edison admitted to making the biggest mistake in his lifetime

Employee Resistance to Change: Dissertation

Employee Resistance to Change: Dissertation Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify th e areas that need transformation. To maintain its competitive advantages,ÂÂ  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected factors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and they the one who possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employees support and involvement. Employee acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employees prospective. The aim of this research is to review the factor and find out the correlates among the factors. By better understanding these which a shift in perception could occur, the paper hope to develop a framework to change initiators of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employees resistance to changes. To evaluate the effect of these factors on organizations future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employees perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on doing things better through a process of continuous tinkering, adaptation and modification or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital interests of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to ones existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money , ego, and power for those who resist it. Employees resist change because they have learned to associate it negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at Change negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employees resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingers publication and enhance these categories with further researches, according to Prosci- A business process reengin eering directory and resource companys study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the flavor the month , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employees resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of employees interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of comm itment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employees resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employees resistance. 2.2 Factors affect employees resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employees work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employees willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employees perception towards organizational change. Fail to understand the intrinsic factors govern employees values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982-1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employees adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. OConnell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of deal, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by OConell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womens relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading others feelings than men averagely in his book pub lished in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that Women focus on relational aspect of how to do things, while men tend to be expected to think what to do. It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womens secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individuals differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employees likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the personality is a determinate of individ ual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred as determinism to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employees educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employees personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employees openness to change. However the limitation of his research was lack of variation in respondents education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit organization change with more positive thinking of why the change is needed, hence the resea rch intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employees more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employees resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employee personal factors. The factors focus on the employees adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondents bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. In contrary with literatures presented earlier on demonstrating age have negative relationship with organizational change where people are more emotional stable and adaptable to organizational change as they age. Instead, the result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. Figure 4.1.2- Age group vs Resist to change score The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express their willingness to take challenges. Although there is no strong evidence to show that women are more resistance to change, most of women strongly agreed with the statement that when things are not going as plan, they tend to feel stress and if there is significant change regarding the way things are done, they would probably feel stressed. At this point, the research result suggested that women tend to be trapped in stress situation more easily than men. Hellriegel, D. Slocom, J. W., and Woodman, R.W.(2001) has pointed out that organizational change can be viewed as greatest source of stress on job and perhaps employees life. Stress cause low morale, high desertion rate and consequently reduce in job satisfaction and organizational commitment. The women research samples in this study reflect lower ability to regulate stre ss in working and life that affect their job performance. When organizational changes go against their interest, plan or principles, family life, it easily get women feel stress emotionally and potentially raise their resistance level which can be described as unconscious covert resistance (Marc Maltz, 2008) whereby employees are unaware of their resistance to change. Such symptom as mentioned in Chapter 2 is difficult to recognize and manage. The result urges the management to recognize gender-related problems in the organizational process. The implication of the result underlines the importance of evaluating and managing performance between women and men employees in implementing change. 4.3 Locus of Control Figure 4.3.1 shows the relationship between Locus of Control versus Resist to Change scale. The extent of Locus of Control are divided into 5 category based on the score respondents received on answering 10 specially designed question (Q7-Q16) catered to identify the individual level of locus of Control. For each correct answer that suggested Internal Locus of Control, the participant are give 1 point, the end results are totaled up with a formula (N/10)x100. The result are categ

Epic of Beowulf Essay - Alliteration in Beowulf -- Epic Beowulf essays

Alliteration in Beowulf  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚  Ã‚   The diction of the Old English poem Beowulf is distinguished primarily by its heavy use of   allliteration, or the repetition of the initial sounds of words.    In the original manuscript version of the poem, alliteration is employed in almost every line (or two half-lines); in modern translations of the poem this is not so. Beowulf uses alliteration [my italics] and accent to achieve the poetic effect which Modern English poetry achieves through the use of poetic feet, each having the same number of syllables and the same pattern of accent (Wilkie 1271). In lines 4 and 5 of the poem we find:    Oft Scyld Scefing   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   sceapena preatum monegum maegpum  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   meodo-setla ofteah    The repetition of the â€Å"s† sound in line 4 and of the â€Å"m† sound in line 5 illustrate alliteration, and this occurs throughout the poem, providing to the listener an aesthetic sense of   rightness or pleasure. In 1958 two language scholars, Lehmann nd Tabusa, produced an alphabetized list of every alliterated word in Beowulf. One translator, Kevin Crossley-Holland, in his rendition of the poem in Literature of the Western World, actually includes considerable alliteration, but less than the original version of the poem (Wilkie 1271). The Old English poet would â€Å"tie† the two half-lines together by their stressed alliteration (Chickering 4).    The first half-line is called the on-verse, which is followed by the off-verse. Each line of poetry ideally contains four principal stresses, two on each side of a strong medial caesura, or pause, and a variable number of less-heavily stressed or unstressed ones. â€Å"At least one of the two stresse... ...lishing, 2000.    Magoun, Frances P. â€Å"Oral-Formulaic Character of Anglo-Saxon Narrative Poetry.†Ã‚   In TheBeowulf Poet, edited by Donald K. Fry. Englewood Cliffs, NJ: Prentice-Hall, Inc., 1968.    Renoir, Alain. â€Å"Point of View and Design for Terror in Beowulf.† In TheBeowulf Poet, edited by Donald K. Fry. Englewood Cliffs, NJ: Prentice-Hall, Inc., 1968.    Stockwell, Robert. P. and Donka Minkova. â€Å"Prosody† In A Beowulf Handbook, edited by Robert Bjork and John D. Niles. Lincoln, Nebraska: Uiversity of Nebraska Press, 1997.    Tharaud, Barry. â€Å"Anglo-Saxon Language and Traditions in Beowulf.† In Readings on Beowulf, edited by Stephen P. Thompson. San Diego: Greenhaven Press,1998.    Wilkie, Brian. â€Å"Beowulf.† Literature of the Western World, edited by Brian Wilkie and James Hurt. New York: Macmillan Publishing Co., 1984.         

Hospital Marketing in North Shore University Hospital

Being one of the foundations of the system of health care, New York’s North Shore University Hospital (NSUH) is identified for its 2,700 health specialists, approximately 730 beds facilitated by 10,500 nurses—the biggest in Long Island.   With a yearly operating budget amounting to roughly $4 billion, NSUH is the country’s third-largest, secular and non-profit hospital. With an interview with Theresa Howard, assistant for the hospital’s marketing department, she discussed how North Shore University Hospital came to be a competitive health care provider. Bautista: What was inside NSUH before in terms of marketing? Howard: NSUH functioned similar to an in-house provider, satisfied with satisfying interior requirements and conversing with the staffs, doctors and patients.   They didn’t put forth enough attempt to endorse their hospital, certain with idea of being unwavering.   They didn’t even have marketing memorandum that plays when clients or callers calls and when they are put into hold. Bautista: When did NSUH realized that they have to advertise? Howard: That’s when contenders become present and they discovered that the patients were not opening the doors like in previous years and realized that the revenues started to decline.   They never realized this till they understood the consequences.   Time changes and man chooses all the best for him.   They choose the best hospital that would offer the best services they could. Bautista: What were the primary steps they did upon seeing the problem? Howard: They automatically hired me and my partner Christine Malcolm to think strategies that will get back the sympathy of their clients and will boost the image of the hospital.   We didn’t do anything new; it’s just that it was new for NSUH.   We built a strong strategic program and development through financial models, convincing NSUH that they need to exert effort because NSUH was not doing well in terms of revenues.   NSUH has to cut its budget and risk for marketing. Then after convincing them, we hired Storandt Pann Margolis advertising agency and began to work with marketing planning, doing interviews, and developing the budget for the year 2003.   We made advertising campaigns including commercials wit televisions and radios, website and different kinds of strategies to catch attentions.   We even proposed to change the name of NSUH.   We also conducted our first mass-marketing campaign.   .   We also redesigned the website for guide consultations for physicians and also for additional ad campaigns.   We even include call centers and advertising agents. Bautista: After such effort you’ve done, what were the results? Howard: Finally, campaign was launched in October 2003, using the different kind of media.   They didn’t used actors in the ads, but instead, put up the actual interview with the doctors, staffs, nurses, researchers with regards to what they does to improve and deliver their quality service.   The result after several weeks, there’s an increase of volume in the referral line in the redesigned website.   From the fourth  top-mind surveys, NSUH went up to 3rd.   The have been also an increased of admission to 2-3 percent from the last year’s record.   This campaign had also returned profit which they have loss for the last years.   They got a profit of $6.5 M, which was truly a big improvement.   Revenues increased to 9 percent as a result of an effective marketing. This has shown the relevance of having marketing plans.   With the highly competitive time, we need to create strategic plans in order to establish a stable business.   Furthermore, having marketing plan doesn’t just strengthen the stability of a certain company, but instead, also benefits the consumers with regards to good the opportunities they’ll receive upon choosing one. References: Michele Howard, vice president for marketing department of NSUH University Medical Center. http://www.strategichealthcare.com/pubs/shcm/f2_MarketShare_print.php: August  11, 2007

Praying area Essays

Praying area Essays Praying area Essay Praying area Essay Almost every other country in the world has a minority that follows Islam. As a relatively high percentage of Muslims regularly practice their religious duties, including prayers, there are always needs to design, build, and maintain mosques in various parts of the world. (Mozart, 2003, p. 2). Mozart (2003, p. 2) claimed that most of mosque design references, however, focus solely on the design of the praying space of the mosque. They typically ignore the supporting spaces for the mosque. These supporting spaces can be required, such as the toilets and ablution spaces or optional such as a room for body washing for the dead, a library, or a classroom. Within the category of required spaces, toilet design is very much standard and the requirements are well- known to most designers. On the other hand, the ablution spaces are much more challenging in their design because they are needed for a function that many designers may not be familiar with. As an expected result of such a design environment, there are some well-designed ablution spaces, but there are many more badly designed ones. The bad designs not only cause discomfort in using the space, but can also constitute a safety hazard (Hilliards et al. , 1999). Before defining the possible relationships between the praying area and the ablution area, it is important in designing the circulation and access to mosques and praying areas to define what is design-wise known as the clean zone. This definition aims at keeping the praying space free of organic traces, bad smells, and other things that either render the praying space unsuitable for the function or annoy those who are praying or sitting in the praying space. It is important in the design to visually define a line after which people should not be putting on their shoes as these shoes might carry traces of road dirt. (Mozart, 2003, p. 5). Users who are not in ablution state can still go inside the clean zone. No religious rule prevents that. As users who perform ablution need as well to take off their shoes so they can wash their feet, the relationship between the defined clean zone and ablution area is important for designers to consider. (Mozart, 2003, p. ) The relationship between the access to the ablution space and the access to the praying space is very important in defining the comfort and safety level for ablution space users. Conceptually, the access to the ablution space can be either from outside or from inside the clean zone. The access from inside the clean zone can be either directly from the praying area or through a corridor or other types of links. (Mozart, 2003, p. 7). 1. 1. 1 Defining Wood or ablution According to Outwar d ( 2009, p. 1) wood or ablution is the action and wood is the water used for it. It is also a verbal noun, and both may also refer to the used. Wood in the Syria or Islamic law is the use of clean and cleansing water upon certain body parts.

Free Essays on Social Change

Abstract When treating psychological patients, there are many factors which need to be considered. In fact, depending on the problem, the context under which the evaluation takes place may influence the outcome of the evaluation. Looking for solutions to psychological problems, there are times when known relationships can be leveraged to make a difference. In this paper, the relationship between education and poverty, in light of psychological inquiry, will be considered, compared and contrasted within multiple contexts. Social Change in Context: Poverty and Education Introduction During treatment, it is important to establish an open, honest relationship with the psychologist; however, often times a client may be embarrassed, or ashamed to be completely honest. For example, when an individual has not achieved even a minimal degree of education, say past grade school, or when an individual’s financial situation places him/her below the poverty line. As clinicians, the way patients are treated, the advice they are given and ultimately the path chosen to move past illness may have a profound impact on the individual’s life. As a result, many persons who are poverty stricken, or who have not gone through basic education training may choose not to reveal these facts for fear of being ridiculed. That is to say, persons who struggle financially, people who have not achieved in the world of academia may have a difficult time in treatment. Is difficulty cause by clinician bias? What about client bias? â€Å"Will the Psychologist understand the plight of someone in my situation†? â€Å"Will the psychologist treat me differently†? Surely the daily struggles of an individual who has concerns about paying for the next meal, or the daily grind of an individual who cannot read will impact the possibility for the individual to build and maintain a relationship, especially a relationship clinical in nature. Is it possible, howeve... Free Essays on Social Change Free Essays on Social Change Abstract When treating psychological patients, there are many factors which need to be considered. In fact, depending on the problem, the context under which the evaluation takes place may influence the outcome of the evaluation. Looking for solutions to psychological problems, there are times when known relationships can be leveraged to make a difference. In this paper, the relationship between education and poverty, in light of psychological inquiry, will be considered, compared and contrasted within multiple contexts. Social Change in Context: Poverty and Education Introduction During treatment, it is important to establish an open, honest relationship with the psychologist; however, often times a client may be embarrassed, or ashamed to be completely honest. For example, when an individual has not achieved even a minimal degree of education, say past grade school, or when an individual’s financial situation places him/her below the poverty line. As clinicians, the way patients are treated, the advice they are given and ultimately the path chosen to move past illness may have a profound impact on the individual’s life. As a result, many persons who are poverty stricken, or who have not gone through basic education training may choose not to reveal these facts for fear of being ridiculed. That is to say, persons who struggle financially, people who have not achieved in the world of academia may have a difficult time in treatment. Is difficulty cause by clinician bias? What about client bias? â€Å"Will the Psychologist understand the plight of someone in my situation†? â€Å"Will the psychologist treat me differently†? Surely the daily struggles of an individual who has concerns about paying for the next meal, or the daily grind of an individual who cannot read will impact the possibility for the individual to build and maintain a relationship, especially a relationship clinical in nature. Is it possible, howeve...

Film review Psycho Movie Example | Topics and Well Written Essays - 500 words

Film Psycho - Movie Review Example The film has brilliance in the editing. It will take the power of the power of the viewers’ imaginations to fill in the blanks of the film. The film’s black and white photography is a perfect one for its mood and tone. The characters of the film contribute to the plot development through scene-to-scene margin. Marion Crane (Janet Leigh) steals money to help out her boyfriend Sam Loomis (John Gavin) from her employers. He flees and takes refuge at a rarely hosting motel where we meet owner Norman Bates (Anthony Perkins) who live s with his mother. It is through this that we learn of his supposed sexual interest in Marion. There are events of Norman peeping through a hole as she undresses and an anonymous figure stabbing her to death. Sam is contracted of Marion’s sister Lila (Vera Miles) of Marion’s death. It is through their investigation that we meet Arbogast. He is also slashed to death. As the events stream by, we learn of more characters such as Mrs Bate and Norman’s tricks. Forensic psychiatrist Dr Fred Richmond gets us informed of Norman’s fractured psyche. The films actions that entail the killing scenes are chilling depicted in a detached manner, not very scary and easy to predict. The film has various chilling and memorable performances. The strident, discordant music by Bernard Herrmann has been used in several other movies to denote the appearance of a â€Å"psycho†. As mentioned earlier, the film has brilliance in editing. If we go frame by frame through the film, we will note how much the film has left to the imagination. We can see a knife, blood (chocolate syrup), water, and naked woman’s body (parts strategically concealed from camera). We should notice that only a small penetration of the knife into the flesh is shown. The horror of the murder is only hinted at the on-scene. The movie not surprisingly generated a wave of shower phobia

Researched Thematic Analysis All in the Timing by David Ives Essay

Researched Thematic Analysis All in the Timing by David Ives - Essay Example too Also significant to remember is that it there are usually several themes in an artistic work, all tightly woven together and inter-related--some minor--some major. David Ives (b. 1950) attended Northwestern University where he began writing plays. He produced his first play, Canvas, in New York City with the Circle Repertory Company. He later took on a job as an editor of Foreign Affairs and eventually studied drama at Yale University's School of Drama, where he received his MFA. He is known for many successful plays including, All in the Timing, Words, Words, Words, Sure Thing, and Philip Glass Buys a Loaf of Bread. His latest play, Don Juan in Chicago, received the Outer Critic's Circle's John Gassner Playwriting Award and a Drama Desk nomination for outstanding play. Ives also received the 1994 George and Elizabeth Martin David Ives' All in the Timing is a contradictory and even absurd comedy encompassing six acts. The first selection is entitled Sure Thing. It is a chronicle of the possibilities that exist when two people try to have a cup of coffee together. It starts with the question "is that seat taken" with responses starting with "yes, I'm waiting for someone" to "no, have a seat." It takes a few moments to become comfortable with the switching of scenes but it is eerily mesmerizing to watch the scene unfold and recognize that you yourself have been in that exact position. (Samudrala ||, 2005) The second selection, Trotsky, is about Leon Trotsky. He has a mountain climber's axe smashed/buried into his skull by his communist gardener, Ramon, the day before, yet he remembers nothing. His ice pick phobia is the focus of this act, but it is the mountain climber's axe that does him in. The weird part (yes, something weirder that an ice pick fetish) is that his wife comes in the room with an encyclopedia from the 1990s (the play is set in 1940s) to inform him that the book says he is going to die today. The third selection, Philadelphia, is interesting. It takes place in a coffee shop where the various inhabitants are stuck in different "cities" or states of mind. The person in a Los Angeles is perpetually carefree and doesn't get upset that his wife left him, or that he just lost his job. The person in a Chicago feels worse than dead, and the person in a Philadelphia gets exactly the opposite of what he asks for. The person in the Los Angeles explains everything to the person in the Philadelphia so he finally learns to ask for the opposite of what he wants. Unfortunately, the person in the Los Angeles gets sucked into the other person's Philadelphia and he finally feels the pain of losing his job and wife.The fourth selection is called English Made Simple. It involves a man and a woman at a party who are demonstrating language for the labcoat-wearing-maybe-psychologist person also on stage. Sure Thing, when a variety of possible outcomes were presented. (Schmidt, 205) The fifth selection is called Words, Words, Words. It is a bizarre look into the lives of three monkeys