Book Analysis Frankenstein Essay Example

Book Analysis: Frankenstein Paper The creature ruined Victors life by taking his love, Elizabethan life. Just as in Fire and Ice represents desire hatred. Humans desired are different from what they need and desires will turn Into Jealously, making destruction come out of that. But humans hatred of others can cause destruction because hating another can ruin friendships with others, having leading to destruction. Having this resulting In Victors act of creation. The events of Mary Shelley, Fraternities, Robert Frost poem, Fire and Ice lead to destruction of everyone dearest to him In Fraternities. Just when Victor Frankincenses life was perfect with love, happiness, and Intelligence. One day his life completely changed and reality struck before his eyes when Victor created this vicious creature. In this poem Its describing hatred love. From what Vive tasted of desire I hold with those who favor fire (Frost, With those passionate words Frost Is showing the difference from the desire that true passion ascribing how he holds those who want fire against him. We will write a custom essay sample on Book Analysis: Frankenstein specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Book Analysis: Frankenstein specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Book Analysis: Frankenstein specifically for you FOR ONLY $16.38 $13.9/page Hire Writer As Victor had so many things perfect with his life, the creature came along causing the hatred towards everything in Victors eyes. Their icy and glittering peaks shone in the sunlight All 1 over the clouds. My heart, which was before sorrowful, now swelled with something like joy (pig 80) (Fraternities). In like manner to Fire Ice Shelley persuaded her way into showing how much change occurred from the first part of the book, to the end. Showing The sunlight over the clouds, was a way of referring to the love and ate on a relationship. Having that little sunlight of happiness shinning over Victor was a way of reassuring him he wasnt alone in this. Still till this day people wonder if the world will end in fire or ice. According to Shelley and Frost, the world ending can have many different typed of meanings. They all add up to the sacrifices and obstacles life puts you threw. When the last days come, no one will have your back the way the ones you love do. All in all the little things in life not only influence your life but also include the people around you in life. The punishment of destruction that victor had to face wasnt Just all on him to survive with. Many others were influenced by the creature, and those many others will never forgive the one and only creature. Book Analysis: Fraternities By Hinkle 1 turn into Jealously, making destruction come out of that. But humans hatred of others, having leading to destruction. Having this resulting in Victors act of creation. The events of Mary Shelley, Fraternities, Robert Frost poem, Fire and Ice lead to destruction of everyone dearest to him in Fraternities. Diligence. One day his life completely changed and reality struck before his eyes when Victor created this vicious creature. In this poem its describing hatred love. From what Vive tasted of desire I hold with those who favor fire (Frost, R. ). With those passionate words Frost is showing the difference from the desire that true passion everything in Victors eyes. Their icy and glittering peaks shone in the sunlight All 1 like JOY (pig 80) (Fraternities). In like manner to Fire Ice Shelley persuaded her

Free Essays on Indo European Language

). Cantonese and Mandarin are another two languages that are similar to each other, but they are very different from either English or German. A type of scientist called a "Historical Linguist" looks at similar languages and tries to reconstruct the language that was the ancestor of both the modern languages. Sometimes, if he's very lucky, he will find writing in the ancestral language, which lets him check his work. For example, French and Spanish are very similar because they both came from Latin, and we have lots of written Latin to prove it! More often, historical linguists are not that lucky. The beginning of Historical Linguistics was probably a paper read by Sir William Jones in 1786 that discusse... Free Essays on Indo European Language Free Essays on Indo European Language There are two ways to study the way that language has changed over time. The first is to start at the beginning of language and trace changes forward through time. The other is to start with language as we know it now and trace its changes backward as far as we can go. Let's try both. About seven million years ago, a type of ape lived in Africa. Some of its descendants are called "gorillas," some are called "chimpanzees," and some of them are us. Two out those three descendant species don't speak, so we are fairly sure that this ancestral ape didn't speak, either. Our own ancestors, and only our own ancestors, started to speak at some time between then and now. We don't know when language started. We don't know why it started. This is not very good progress! Perhaps we can learn more by looking at our current languages and working backwards. Some languages are very similar to each other in vocabulary and grammar. For example, the German word "Mann" and the English "man," the German word "jahre" (pronounced "yar") and the English "year" are very similar. Grammatical similarities between English and German include the use of male, female and neuter genders for every noun. ("He," "she," and "it" are the English words). Cantonese and Mandarin are another two languages that are similar to each other, but they are very different from either English or German. A type of scientist called a "Historical Linguist" looks at similar languages and tries to reconstruct the language that was the ancestor of both the modern languages. Sometimes, if he's very lucky, he will find writing in the ancestral language, which lets him check his work. For example, French and Spanish are very similar because they both came from Latin, and we have lots of written Latin to prove it! More often, historical linguists are not that lucky. The beginning of Historical Linguistics was probably a paper read by Sir William Jones in 1786 that discusse...

Environmental Regulation and Business Strategy in UK and Scotland Essay

Environmental Regulation and Business Strategy in UK and Scotland - Essay Example The plan also espouses the maximization of the remaining waste by utilizing its energy through waste-to-energy incineration plants. Electrical/and or heat energy can be produced by burning or incineration of wastes (Scottish Environment Protection Agency, 2011). This is an aspect of concern because the burning of solid and liquid material will produce mixtures of solid and gaseous emission like heavy metals, dioxins, particulates, ash residues, and acidic gases. An incineration plant refers to the technical unit and equipment that are dedicated for the purpose of burning or thermal treatment of waste material and in so doing, produce combustion heat (Council Directive 2008/1/EC of the European Parliament and of the European Council ). The definition for the incineration plant includes the site, incineration lines, waste reception, waste storage, fuel and air supplies, post-treatment areas for exhaust gases, waste and wastewater, and all other facilities and devices for control and mo nitoring the operations in incineration. Incineration of waste is achieved by oxidation, pyrolysis, and gasification. Strictly speaking, the energy produced by the incineration of waste materials cannot be considered renewable energy, but it can replace and supplement the energy that is sourced from fossil fuels like oil and coil, natural gas, and other renewable sources. As stated by the Scottish Planning Policy 6 on renewable energy, the energy derived from waste can help Scotland meet its targets for increasing electricity derived from renewable energy sources (Scottish Development Executive Department, 1997). Energy from waste is therefore considered a part of the response to climate change towards sustainable development. The Renewables Obligation gives incentives to suppliers of electricity to obtain electrical energy from renewable sources (Renewables Obligation, 2007). In Scotland, the Renewables Obligation, and the Renewables Obligation Order were enforced on April 2002. Th e schemes were introduced by the Scottish Executive and the Department of Enterprise and Trade, and are administered by the Gas and Electricity Markets Authority. The Renewable Orders set the amount of electricity from renewable sources to 5.5% and 6.7% in 2005-2006, and 2006-2007 respectively. In 2009, the Scottish government published the Renewables Action Plan, which committed the country to achieving 20% energy coming from renewable sources by 2020, which also meant that there must be a large increase in the energy derived from the heat (11% increase) and transport sectors (10% increase) (The Scottish Government, 2009). In the Renewables Obligation (Scotland) Amendment Order of 2011 which was enforced in April 2011, waste materials were already included as renewable energy sources. According to SEPA, incineration can be considered compatible with high recycling rates, which is also highly dependent on the segregation of wastes. Energy can be recovered from residual waste that ca nnot be recycled due to economic and technical reasons. Despite the economic crisis, the practice of waste incineration has risen worldwide (ecoprog/Fraunhofer UMSICHT, 2010). In the last decade, the annual global capacity of the incineration plants increased from 180 to 350 million tonnes. This can further rise by 20% in the next five years. It is further expected that with landfill sites decreasing, new plants will be

Policy Brief Addressing The Issue Of Offender Recidivism Essay

Policy Brief Addressing The Issue Of Offender Recidivism - Essay Example It has been noted that there is a widespread inequality in the treatment of people in various institutions including the courts. There are allegations and reports that the minorities are being treated more strictly by court officials than the whites. They tend to receive harsher treatment for their crimes, are believed to be more predisposed to crimes and are likely to re-offend, especially the youths. Bridges and Steen (1998) explain that the perceptions of court officials towards the various categories of youths based on racial backgrounds influence their assessment of these youths. This impairs their ability to correctly assess the dangerousness of these youths.Although there is high rate of recidivism among the racial minorities especially the blacks, it should also be noted that it has turned into a stereotype. This can foster unequal treatment of white and minority offenders in dealing with criminal and juvenile cases and the administration of justice. Consequently, it can trig ger high offense and re-offense rates among the blacks as a reaction to the unfair perception given to them and the racial unfairness they witness in courts. It also opens a loop for recidivism by white offenders since they are not likely to receive a harsh treatment for their crimes. Drug offense is the main cause of rise in prison population in the United States. The percentage of people imprisoned for drug offenses has also risen dramatically and a high population of re-offenders is drug offenders. Spohn and Holleran (2002) state that people will keep way from crimes if they are sure to receive a severe penalty and immediately they commit the crime. People also commit crimes if the benefits obtained from them are higher than the costs. The state therefore needs prescribe tough disciplinary measures for drug offenders such as long prison sentences to deter the present and prospective drug offenders. This will make the cost of offending to be higher than the benefits received from the crime. The state should also remove fines levied on drug offenders because they could pay the fine from proceeds from the same crimes Administration of tough legal measures in based on severity of crime and past criminal record If people who find their way back to the prison for a second time receive a harsher punishment than first time offenders of the same crime, more offenders will be discouraged from reoffending. When administering the harsher punishment, considerations should not be

Philosophy of BSSL Essay Example | Topics and Well Written Essays - 750 words

Philosophy of BSSL - Essay Example This study is an effort to identify such challenging circumstances, when Blue Star Logistics, a company providing express door to door delivery services to a host of clientele, had to go by the ethical principles rather than sticking to the rule book. 1. One such situation arose when one fine winter morning, a big consignment was due to be packed off to the neighboring city with the instructions from our client that the consignment has to reach there by 12 noon next morning. The customer had paid a handsome amount for the urgency tag, but with specific request that, if the consignment is delayed even by half an hour than it is of no use. That effectively implied that if the consignment is delayed, the company will have to compensate the client. The journey period was 2 hours. The preliminary work of packing was done in the evening itself. Since it was already 9.30 PM in the evening, it was decided by the line manager that the people will be back at work at 9 am next morning, so they were briefed accordingly and all of us went home. Next morning preparations were started by the staff to dispatch the consignment, and they started waiting for the paper work to be done by the documentation manager. When it was 9.30 am, everybody star ted worrying and efforts were started to contact him on phone, but his mobile was out of reach. Gradually the tension started gripping the faces of those present in the office as it was 10 am by now. Thereafter permission was taken from the top to make alternate arrangements and the consignment was somehow dispatched after 10.30 am, the net result it reached the destination after 1 pm. This in turn resulted in a heavy penalty for the company. There were instructions from top to take immediate action against the person concerned, because of whom it happened. By later afternoon, the company came to know that the documentation manager met with an accident and felt

Apples Management Strategies

Apples Management Strategies In a highly competitive environment such as the computer and technology industry, the structure of an organization needs to balance the benefits of a free and creative workforce all the while employing rigid guidelines to ensure cost control and efficiency. Apple Computer tried to accomplish this grey area of management when they restructured the organization in 1992. While some of the techniques they implemented looked promising, others appeared as if they were not going to solve their current problems. To facilitate creativity in generating new and unique products, Scully will articulate a far-sighted vision very broadly, at a 50,000 foot level and leave the lower level managers and workers to fill in the blanks. While it is important for Scully to allow the engineers freedom in generating ideas for new products, he may be allowing them too much freedom. Without providing the lower level workers certain specifications and milestones, they will surely overshoot their budget and miss deadlines. To ensure that these milestones are met, Scully should provide them with a semi-rigid guideline for the development, yet still allowing wiggle room for creativity that will distinguish their products in the market. The freedom that is allowed for creativity at Apple also has the potential for abuse. The current structure is lacking boundary controls that define what behaviors will be tolerated and which behaviors are prohibited. These controls should be carefully chosen by upper management and designed to facilitate creativity and boost employee morale, yet keep the workers behavior professional and goal oriented. Recently, upper management has received negative feedback in surveys from the companys employees. We feel that the upper management at Apple is too inexperienced and that it should be comprised of workers promoted from within the company. The average senior manager has only been with the company for 5.5 years, when many of the lower level employees have been with the company for double that amount of time. This may be leading to the decrease in employee morale, thus resulting in them losing the drive they need to keep Apple innovative and profitable. Apples employees are adequately educated and know the products as well, if not better, than most of management, and may potentially lead to the subordinates undermining any recommendations made by their seniors. Compensation and bonuses are a main incentive for exceptional performance and motivation at Apple. While the goals and measures that the bonuses are based upon are aligned with Apples long term goals, we feel that lower level employees bonuses are based on goals that they are not responsible for attaining. For instance, a line worker certainly does not have great control over the companys market share, just as a marketer has no influence over any product flaws that engineering may have missed. Each division should have their own independent measures to determine bonuses. These measures should only consist of goals that they have direct control over. If an employees bonus is dependent on a goal that their job affects, it gives them incentive to excel at their respective duties in the organization. Senior managements compensation on the other hand, should be based on all of ACPIs, as they are responsible for the success of the organization as a whole. Apples new strategy calls for an increase in productivity, which often can mean an increase in speed. Though it was said that Apple remained a very pleasant place to work: its offices were bright, modern, high-tech buildings. The atmosphere was still casual, reflecting the California lifestyle of many of the employees. And the companys historically strong, individualistic culture was reinforced by Apples own technology. It seemed that even though people still enjoyed the environment, they did not necessarily still love the work. One manager said people were being pushed to the limits; long hours and limited resources were leading to burnouts.' The issue here is that to increase productivity the correct way means an increase in efficiency. Most people agreed that the new system had not fundamentally reengineered anything; they were simply having employees work harder with fewer resources. Apple was used to an informal style and not used to employees feeling overworked. Apples people management seemed to be letting its people down. A 1992 Survey suggested that the vast majority of employees perceived that the company did not invest in its workforce and that executive management was not concerned about their future. It also suggested that most employees believed that Apples best people had been passed over for a promotion. Apple was supposed to be a place that people longed to work for. Now it has become a place where employees are unhappy and with the rapid growth new employees were often promoted with little time to develop appropriate management skills. John Sculley often emphasized the importance of leadership. Shortly after he announced his long term view of the organization in a companywide meeting, he released his public view of management: Capable leadership is essential to Apples immediate and long-term success. Thoughtful planning and execution of executive capabilities will be a strategic edge for Apple as we move forward. With all the new management positions due to the rapid growth, this capable leadership began to be questioned. We have learned that there are many ways in which managers can positively affect organizational culture. The way that employees were currently being hired did not seem to use these techniques. Part of the reason that the managers were lacking the proper skills could be because they were not hired based on their value or belief in the new strategy. If the practices are going to be consistent throughout an organization it must promote people whose values are consistent with the companys culture. In order to fix this problem and ensure the successful management of Apple, the manager in charge of getting managers ready for their job sat down with each general manager and created a list of core competencies needed for that division. These would align with the new strategy for the most part; however there was a new focus. The new focus was one that had never been used before, customer focus. It is interesting that in the middle of implementing this new strategy that seemed to be centered on higher productivity, lower prices and product development they would stress the importance of customer focus to all their general managers. This, though not exactly a poor decision, is inconsistent with the other ways that the company went about executing this new strategy. Until this point it had been about increasing productivity with longer hours, rapid growth and successful promotions. After the 1992 survey that showed no improvement in the previous year, it is easy to see that a change was needed. Customer focus seemed to be that change. The reason this inconsistent change was needed was because Apple managers did not believe they had the time to allow the original plan to work. A quality manager was quoted saying We cant wait three to ten years to get results. We wont be alive if we wait that long. As a group, our consulting firm has provided you with several solutions to these ongoing problems at Apple. Our solutions relate to four problem areas at the firm; compensation, promotion, communication, and creativity. Make compensation and bonuses in line with attainable goals. A line workers bonus needs to be attributed to the job he is performing and the goals which go along with that job. The Senior V.P. Secretary is getting his bonus because the RD team has spent 80 hours a week all year cranking out new ideas and products. It doesnt seem fair that the rewards are not in line with the work done to achieve them. Operational level divisions bonuses based on performance, length of time with the company, end of year evaluations done by management. Upper managements bonuses should be based on ACPIs as a cohesive whole since they are responsible for the marketing and final decision making. The company should not cut salary and switch to a commission based pay method. If the Apple wants to improve their gross margin, they need to find other ways to cut costs rather than screw over their employees. If employees feel like they are so far stretched beyond their means and burnt out, they will lose their motivation and drive to do the job they love. This can essentially push employees to stop caring about the end product and companys goals because they are so burnt out from trying to reach these unattainable goals. If you allow them to be creative and just give them simple structure and guidelines as well as some direction, they will still be able to think freely and meet overall goals. Promote from within Management has handed out promotions to employees who may have been unqualified, or may never have worked for the company before. We believe internally advertised job openings would be a better way to make promotions, this way anyone who felt qualified for a position could apply. Other people can make recommendations for co-workers who they feel would also be suitable and qualified to take on that new position. A requirement for the management position will be the Apple University Manager training potential new managers with the Executive readiness program. Rather than simply have this be a review process, they can turn this into a training session. This would help management pass down the organizational vision, image, and voice of the company. The managers will all be trained in a standardized format so everyone works on the same page. The way that Apple had previously promoted employees had significantly decreased their employees morale and made it difficult for them to respect their managers. With a system that allows for more promotion within the company with seniority taken into consideration there will more than likely maintain their culture and dedication to the company. When a large company makes quick management modification and changes, culture can easily be the largest factor affected. Therefore, it is imperative that Apple does whatever they can to maintain a strong culture. A strong part of the group (consensus) feeling gives way to a strong culture, as well as assist in increasing employee morale. Communication Top-Down and Bottom-Up Meeting in San Jose would have been easier to communicate the strategy if they hadnt waited until there were already problems. They would have better off communicating in this style every quarter. This way, employees can give recommendations and ideas to upper management. Managers also need to be qualified and ready to manage. Without management skills there can be a lack of effective communication and implementation. With the proper training and qualifications, managers will have the ability to communicate company ideas and direction in the best way possible to their employees. Promotion from within allows the manager to have pre-existing relationships with co-workers and other employees. They will feel more comfortable talking to them, as well as realize the importance and necessity of communication in the organization. Quarterly meetings with all employees to communicate vision to the entire organization rather than only having the top managers know exactly what is going on and the specific directions theyre headed. Creativity Due to the company wanting to crank out new technology at a faster than ever speed, this has completely stifled employees ability to come up with new products at their own pace and expertise. By forcing the new structure, incentives, performance and commission-based pay, people are not given the same freedom to be creative. There was a sudden change in the company through establishing rules, lowering autonomy, concentration on improving the profits, and constantly having new managers who are not qualified nor trained for the position. This places a large shock value on employees who are used to working so freely and creatively. We think a more productive and efficient method of finding new ideas and technology would be a similar concept to the process IDEO uses. Group think brainstorming sessions for the RD department to boost creativity and piggy-back launch even more creative ideas. We want to instill the idea that it is ok for RD ideas to fail, but the important part is for the employees to take risks and generate as many ideas as possible to throw on the table for discussion. Apples new strategy was good in theory, but it was riddled with implementation problems. Promotion, communication, creativity, and compensation methods all appeared as if they were overlooked when Apple developed their new strategy. Our solutions to these problems should provide a smoother transition for the company, all the while boosting employee morale and productivity.

XML: Extensible Markup Language Essay -- Essays Papers

XML: Extensible Markup Language The World Wide Web is in the process of undergoing a radical change that allows new services and opportunities to businesses and individuals. HTML - the HyperText Markup Language - is a language that is predominately used to generate most of the web sites available today. Now, however, Extensible Markup Language is in the process of replacing HyperText Markup Language as the most favored format. Extensible Markup Language will allow the use and functionality of the web to continue to expand. Extensible Markup Language is based on Standard Generalized Markup Language. First, what is Standard Generalized Markup Language? Both HTML (HyperText Markup Language) and XML (Extensible Markup Language) are based on SGML - Standard Generalized Markup Language. Standard Generalized Markup Language has been an international standard since 1986 (ISO 8879). It is a meta-language, which simply means that it can be used to create other languages. Standard Generalized Markup Language is a descendent from earlier markup languages first developed at IBM as early as 1969. The oldest direct ancestor is GML, which both stands for General Markup Language and contains the initials of the IBM researchers who created it: Charles F. Goldfarb, Edward Mosher, and Raymond Lorie. Standard Generalized Markup Language is a far more extensive markup language than Extensible Markup Language or HyperText Markup Language, and to this day remains as the ultimate language in the field. The ultimate goal and success of Standard Generalized Markup Language is that it conquered the computer-age old problem of being able to communicate across different computer platforms. It allows computers to share and communicate data regardless of the computer’s hardware, operating system, or software applications being used. Applications such as AdobeïÆ'’ FramemakerïÆ'’ use it for desktop publishing. But, in general, Standard Generalized Markup Language is considered much too complex for widespread e-business and other similar applications. A need for a new language to handle the new demands of the e-business world became clear. The designers of Extensible Markup Language were looking to generate a markup language that would allow the functionality of Standard Generaliz ed Markup Language without the complexity. By strategically omitting large chunks of St... ...p Language. The difference in quality will be enormous. It is also estimated that beyond the web, Extensible Markup Language will be felt along the lines of standardization of data interchange formats. In other words, in the effort to standardize data names in like areas of business, the same standardization could be used worldwide for applications outside of Extensible Markup Language’s spectrum. Extensible Markup Language could improve efficiency in all respects of data exchange. With companies like Microsoft, IBM, Dow Chemical Co., DuPont, BASF, and a plethora of others working together to develop standards, the future of Extensible Markup Language and data interchange is bright! Bibliography Goldfarb, Charles F. â€Å"XML in an Instant: A Non-geeky Introduction.† Oasis. October 1999. Gonsalves, Antone. â€Å"XML Translation Wares Are On The Way.† eWEEK. January 2000. Halfhill, Tom. â€Å"XML: The Next Big Thing.† IBM Research Magazine. October 2000. Rohan, Rebecca. â€Å"New Wild Life In The XML Menagerie.† Sm@rt Partner. February 2000. Schindler, Esther. â€Å"Exposing XML Myths.† Sm@rt Partner. May 2000. Walsh, Jeff. â€Å"XML: Not Just for the Web Anymore.† InfoWorld. June 1998.