Of Social Conformity In Ernest Hemingways The Sun Also...

Dalia Makhlouf Gregory Beirich History 173 11 December 2017 Social Conformity: The Sun Also Rises and Babbitt Conformity can be understood as the adjusting self as per accepted standards while social conformity, in particular, refers to that adjustment made by a person to fit in the prevailing nature of a particular group. In this understanding, social compliance can be the changing of one’s behavior and other actions to reflect those of a social group, family, friends or community in general. In the two books, The Sun Also Rises and Babbitt, social conformity takes places at different levels and in various ways. Characters sometimes go against personal desires to live in ways that others will approve, and there are also those characters†¦show more content†¦On her physical self, she is portrayed as outrageous and daring with a cropped hairstyle which was not common or accepted for girls to have. Her character, and actions also go against the widely accepted social norms. She is so open sexually up to the extent that she tells Cohn that she is not willing to give up his desir es for an active sex life, thus opting to relate with another man while still attached to Cohn (Hemingway, 26). Cohn on the other hand also suffers from an internal conflict, perhaps as a result of a dilemma between conforming to life as a spouse of a nagging Frances Clyne, and deciding to be happy by travelling. Jake sums up his conformity struggle by noting that â€Å"You can’t get away from yourself by moving from one place to another.† (Hemingway, 29) Brett’s mannerism and language also defy the social norms that have come to be identified as proper for females. Referring to herself, she flippantly uses the word ‘Chap’, which is normally a reserve for males and masculine language (Hemingway, 32). This tells a lot about how she is challenging traditional masculine and feminine roles and character. Brett is challenging the social code where males are judged less harshly by society for having multiple partners as opposed to females. This sense of independence appears to be liberating to her as she has the choice to be with different men as loves without suppressing

Wolfgang Amadeus Mozart An Influential Composer

Wolfgang Amadeus Mozart Johannes Chrysostomus Wolfgangus Theophilus Mozart, or Wolfgang Amadeus Mozart as he was more commonly known, is one of the most influential composers to ever live. His incredible success during the Classical Period has brought him lots of attention from everyone from classical music listeners to classical music scholars and performers. Childhood and Early Career Mozart was born on January 27, 1756, in Salzburg, Austria to Leopold Mozart and Anna Maria Pertyl. His father was a violinist and a composer and was the man whom introduced him to music at a very young age, and from then on he grew to be one of the most talented musical prodigies in history. Mozart started learning about music at a very young age. It was at age three that he began to play the keyboard, and within the next few years, he could play many different instruments. His sister, Maria Anna, was also very talented in music, and excelled at learning instruments as well. By the time he was eight years old, Wolfgang Amadeus Mozart had written his first three symphonies, and was learning music and an incredibly quick rate. Because of Mozart’s talent and interest in music, his father took him to Italy when he was thirteen to further his career, leaving his sister behind.. . His father left mother at his home with his older sister because Maria Anna was reaching the age where she needed to find a husband and settle down. On top of that, there were certain laws against woman musicians inShow MoreRelatedWolfgang Amadeus Mozart : A Influential Composer Of The Classical Era1003 Words   |  5 Pages Wolfgang Amadeus Mozart was brought into the world on January 27, 1756 in Salzburg, Austria.. Mozart was a prolific and influential composer of the Classical Era. His parents were Leopold and Maria Pertl Mozart. Mozart showed musical talent at a very young age. At the age of 5 mozart was composing minuets. At the age of 6 he played before the Bavarian Elector and the Austrian Empress. His father taught him, which teaching Mozart wasn’t hard because he knew a lot already, his father was his largestRead MoreThe History And Transitions Of Music933 Words   |  4 Pagestransitions of music has had many talented persons that have influenced music but none are so well known as Franz Joseph Haydn, Wolfgang Amadeus Mozart and Ludwig van Beethoven. All three of these great composers performed during the Classic period and it would act as the base of classic music for the next one hundred and fifty, to two hundred years. The names of Haydn, Mozart and Beethoven are so well known that people who have little to no knowledge of music will recognize their names. The urban communitiesRead MoreEssay about Wolfgang Amadeus Mozart799 Words   |  4 PagesWolfgang Amadeus Mozart baptized as Johannes Chrysostomus Wolfgangus Theophilus Mozart lived from January 27, 1756 to December 5, 1791. Mozart was a very influential and prolific composer of more than 600 works, including symphonies, concertante, chamber, piano, opera, and choral music. Regarded as a child prodigy, Mozart composed and performed in the European courts from the age of five, and was engaged at the Salzburg court at 17. Mozart’s musical style can be classified as Classical, althoughRead MoreThe Aesthetic Qualities Of A Musical Selection From Space Odyssey1568 Words   |  7 Pagesunderstand what composers were trying to accomplish with their music. I will discuss an influential composer and his musical time period, along with events that helped shape his career. I will also cover a musical period t hat I believe to be most important to music history. I would also like to discuss how this course has influenced the way I listen and hear music. Lastly, I will analyze the aesthetic qualities of a musical selection from Space Odyssey: 2001. Wolfgang Amadeus Mozart A prolific artistRead MoreWolfgang Mozart was born January 27 1756. He died in December 5th 1791. he was born in Salzburg700 Words   |  3 PagesWolfgang Mozart was born January 27 1756. He died in December 5th 1791. he was born in Salzburg Austria and he died in Vienna Austria. Mozart was a musician capable of playing multiple instruments who started playing in public at the age of 6. Over the years Mozart aligned himself with wide options of European venus and different things composing hundreds of works that included symphonies and operas marked by very difficult feelings.Wolfgang Amadeus Mozart was one of the most influential composersRead MoreBiography of Wolfgang Amadeus Mozart1426 Words   |  6 Pagesï » ¿Background- Wolfgang Amadeus Mozart (1756-1791) was one of the Classical Eras most prolific and influential composers. Born in Austria, he composed over 600 musical works symphonies, operas, concerti, chamber music and choral pieces. His father, Leopold was a minor composer but experienced teacher and deputy Kapellmeister to the Archbishop of Salzburg. Wolfgang was brilliant from early childhood, and began to compose for the piano by the age of 5, causing his father to give up composition whenRead More Mozart Essay examples2056 Words   |  9 Pagesmusic, a wealth of serious and comic operas as well as vocal religious music also appeared during this ti me†(Ferris, 231). One of the best composer of this time was Wolfgang Amadeus Mozart. In this paper I will go through his childhood, his friends and family, and of course his music. Enjoy!!! Child of the Enlightenment The world that Wolfgang Amadeus Mozart entered ceremoniously in 1756 was brimming in change. Historians refer to this era as the Age of Enlightenment, one of unparalleled scientificRead MoreMozart s Mozart, One Of Europe s Leading Musical Teachers849 Words   |  4 PagesMozart was born in Salzburg in modern-day Austria, but at the time was the capital of a small independent Archbishopric within the Holy Roman Empire. He was baptized on the day after his birth at St. Rupert s Cathedral as Johannes Chrysostomus Wolfgangus Theophilus Mozart. Mozart s name changed considerably during his lifetime. Mozart s musical ability started to become apparent when he was a toddler. Mozart was a musician that was skilled of playing several instruments who started playing inRead MoreThe Works Of Haydn And Mozart940 Words   |  4 PagesHaydn and Mozart are often recognised as the two composers who were responsible for bringing Viennese Classicism to its greatest height. In the public eye, these two great composers could not be more different, whether it is in terms of their characters or values. This essay sets out to explore the similarities and differences in the early lives of these two gifted individuals, Wolfgang Amadeus Mozart and (Franz) Joseph Haydn, through their backgrounds and music education. Mozart, who was bornRead MoreWolfgang Amadeus Mozart ( 1756-1791 )1433 Words   |  6 PagesWolfgang Amadeus Mozart (1756-1791) is without a doubt one of the most influential composers to have ever lived. From his piano works to his symphonies, Mozart never ceased to amaze people with his music. He had a very exciting career that began in his childhood that involved traveling to different cities and performing and writing music for a number of large and well-respected audiences. Along with Mozart’s obviously notable works, his sacred music was also exceptionally popular at the time, as

The Business Process Outsourcing Industry Free Essays

The current study aims to contribute to the dearth of literature on the motivational factors that influence the motivation of Indian business process outsourcing professionals who are deployed to the UK. The study further acknowledges the need to address the peculiar motivational needs of different professions operating amongst distinct industries. Because the business process outsourcing industry is a sunshine industry that holds much promise of progress, key players within this realm must be able to address all the concerns of consultants which they deploy offshore to ensure greater probability of success of offshore projects. We will write a custom essay sample on The Business Process Outsourcing Industry or any similar topic only for you Order Now The results of a survey with 60 BPO professionals in the UK suggest that the highest ratings for motivational factors are clarity of instructions with tasks; presence of clearly-defined and performance-based indicators; and presence of clear, well-defined goals. Notably, all factors are under the rule enforcement cluster of Katz Kahn’s model of motivation. The respondents also expressed that the lowest motivational factors are competitive pay; having loyalty as a basis for rewards; and having seniority as a criterion for reward. All these items belong to the cluster of external rewards. Logically, the highest rated motivation cluster is rule enforcement, while the lowest rated is external rewards. Based on the stepwise regression results, the positive, significant predictors of overall motivation include skills development, having realistic job expectations, lessened absenteeism as a result of motivation, seniority as a criterion for reward, and requiring less instruction or independence. All factors are positively correlated with overall motivation, except for having realistic job expectations, which has a negative correlation with the dependent variable. This means that as job expectations become more realistic, there is a tendency for overall motivation to decrease correspondingly. Motivational Factors of Indian Offshore Consultants in the UK: An Empirical Study Introduction Numerous empirical researches have focused on the study of motivation and job satisfaction of employees in western contexts, but few have focused on Indian BPO employees. Parikh Ghosh (2006) have emphasized that reward perceptions of collectivist culture employees are strongly determined by the nature of their cultural heritage and that they put greater premium on the good of the many rather than on their personal interests. The effects of culture are further discussed by Thomas Philip (1994) in his study of management in India, investigated the applicability of Western motivational theories in the context of India. These researches, among others, point out to the diverse array of factors that influence reward perceptions, and ultimately affect employee productivity. The current study aims to contribute to the dearth of literature on the motivational factors that influence the motivation of Indian business process outsourcing professionals who are deployed to the UK. The study further acknowledges the need to address the peculiar motivational needs of different professions operating amongst distinct industries. Because the business process outsourcing industry is a sunshine industry that holds much promise of progress, key players within this realm must be able to address all the concerns of consultants which they deploy offshore to ensure greater probability of success of offshore projects. Justification of the Study Culture and cognition exert a strong impact on the psychological work expectations and ensuing attitudes of employees. There are various variables that influence the job satisfaction of employees and these have been empirically investigated across countries (Earley, 1993). Despite the voluminous literature on job satisfaction, there is a dearth of studies that focus on the reward systems accorded to employees from collectivist cultures such as India (Graf et al, 1990), much more in the more specific context of BPO industry, investigating the applicability of Western reward systems in their context. Past empirical studies have focused on a comparison between Western and Eastern employees’ reward perceptions (Dubinsky, 1994). These studies have found that such perceptions are significantly affected by their respective cultures, and the norms that come with it. Values, in turn, will affect the appeal that certain rewards have on the members of the sales force. It is critical for organisations to be aware of the most appropriate rewards strategies because this have a direct effect on the sales person’s performance and productivity (Dubinsky, 1994). There has been no study to date that has focused specifically on the perception of rewards of BPO offshore consultants deployed to the United Kingdom. This study will permit timely and appropriate considerations in drafting the most optimal reward system for this group. This is the rationale for carrying out the current study. Review of Related Literature Revisiting the Process Theories of Motivation Process theories present viable explanations for the factors that have an impact on a person’s motivation, particularly on why he selects one course of action over another. These are categorized into cognitive and non-cognitive groups. Cognitive theories assert that behaviour engages mental processes while non-cognitive theories propose that these are caused more by situational factors. The primary cognitive theories include equity, goal setting, and expectancy theories which all emphasize the perceptions of results that are an effect of a specific course of action (Adams, 1965). The first cognitive theory, equity theory suggests that motivation is a type of exchange in which persons use internal equilibrium in choosing a course of behaviour. It projects that employees will select the option which they evaluate as most fair. The parts of the theory include inputs, outcomes, comparisons, and results. By definition are the traits that a person brings to the situations and the tasks that are necessary. On the other hand, outcomes are what the person benefits from the situation. The third component, comparisons is what transpires when the person weighs their inputs to some benchmark standard. Results or outcomes consist of the attitudes and behaviours that stem from their comparison, with the latter being perceived as equitable for equilibrium within the individual to exist (Adams, 1965). The next type of cognitive theory, goal setting theory, presents that individuals target goals and those enterprises may exert impact on their course of action by influencing these targets. The primary parts of such theory include intentions, performance standards, goal acceptance, and the effort expended. The aggregate effect of these components determine motivation. The engagement of an individual in goal setting is expected to enhance his sense of engagement and dedication to the company. Group setting is perceived to be less effective than individual goal setting because it lessens accountability for goal accomplishment. The objective or the goal is the most critical component of this theory; and such are deemed more effective when set with reasonable difficulty. While engagement in the setting of objectives enhances the likelihood of satisfaction, it does not necessarily result in more optimal performance (Mitchell, 1979). The third cognitive theory is expectancy theory, which asserts that individuals select the course of action which they perceive will yield the most optimal benefit. It further says that employees will seek different courses of action and finally select the alternative which will cause them to reap a desired outcome or reward. The theory has lent itself substantially to empirical testing and it has good predictive validity in making predictions about choice of jobs, satisfaction with work, and to a lesser degree the effort that the person will exert at work. In addition, the theory indicates that the individual’s expectations of being rewarded is as critical as his perception of the relationship between his actions and the rewards which he anticipates from the enterprise. Another implication of the theory is the uniqueness of individuals in the way rewards appeal to them; as such, companies must be prudent in being able to offer rewards which are deemed appealing by their employees (Mitchell, 1980). In connection with this, Hartog et al (1999) asserts that the perceptions of the social environment is influenced by the culture of the beholder. In effect, the ideal traits of leaders vary across cultures. Hunt, Boal and Sorenson (1990) propose that societal culture has an important impact on the development of superordinate category prototypes and implicit leadership theories. They hold that values and ideologies act as a determinant of culture specific superordinate prototypes, dependent on their strength. There is premium attached to a more profound comprehension of the manner in which leadership is manifested across different cultures. Thus, there is also a need for empirical research in this area to be able to understand the distinctions of leadership behaviour and its efficacy across cultures (House, 1995). Hartog et al (1999) asserts that there are various cultural profiles that have been culled from Hofstede’s framework of cultures and which have garnered various testable hypotheses on cross-cultural leadership. These encompass the dimensions of uncertainty avoidance, power distance, masculinity-femininity, individualism-collectivism, and future orientation. There are cultures which are distinguished by strong uncertainty avoidance, and which put high importance on leaders’ compliance to protocol, rules, and customs. This is not too applicable for low uncertainty avoidance cultures (Hartog et al. , 1999). In low uncertainty avoidance cultures, innovation is encouraged. Moreover, paternalistic cultures espouse leaders who are authoritative, as compared to maternal cultures. The latter prefer leaders who are engaging and sensitive as opposed to directive (Hartog et al. , 1999). In the study conducted by Gerstner and Day (1994), they have investigated the differences in leadership prototypes. In particular, the respondents were asked to rate 59 leadership traits. There were 35 American students and between 10-22 offshore students from seven nations; the results suggest that the strength of leader trait associations were distinct across cultures and native country. Considering the constraints of limited sample size, having to enlist students as respondents, and selecting offshore students who were then studying in the United States as representatives of other cultures, and having an unvalidated trait rating tool, there have been reliable distinctions found in their perceptions of leadership traits (Hartog et al, 1999). How to cite The Business Process Outsourcing Industry, Essays

Operations Management Essay Paper Example For Students

Operations Management Essay Paper Process Improvement PlanSeptember 24, 2003 AbstractIn examining material management and supply chain systems in the hospitalindustry, unexpected inefficiencies to monitor material usage patterns onhospital units, causes great risk to many processes that are involved inthe healthcare industry on a daily basis. The process necessary to improvesystems involves staff participation in brainstorming and analyzingcriteria for recommending solutions to fine-tune problem areas forenhancing patient care supply chain management. Process Improvement PlanFailure to maintain adequate supply levels in a healthcare process cancause delays in patients care, customer satisfaction, risk to servicingpatients and increased frustration to staff. Processes are implemented infacilities to help minimize the room for error so that individuals workingin the facility can perform task in a consistent, efficient, and optimalmanner, which could ultimately lead to improvement in both distributionefficiency and aggregate cost. Each nursing unit has to order supplies from the purchasing departmentto place on their carts in-order administer and distribute medical suppliesand pharmaceuticals to provide prescribed health care to patients. Thefollowing process is utilized for ordering supplies in a hospital setting:Supplies in which the nurses are responsible for ordering are on the AS400on the computer. The nurse takes a print out of the supply list and they inventory thestock and then the list is given to the unit secretary for placing in thecomputer. The order request sheet prints in the purchasing department andthe purchasing department fills the request and places them on the unit onthe supply cart. The purchasing department monitors some of the items that are routine,such as toothbrushes, pitchers, toothpaste and etc. when they make theirdaily rounds and perform cart checks. The problem with this orderingprocess is that there has been inadequate stocking of supplies onmedication carts by nurses during shift changes. One way to gain solutionsto this problem is through brainstorming. Brainstorming is defined as theact of defining a problem or idea and coming up with anything related tothe topicno matter how remote a suggestion may sound. All the ideas orrecorded and evaluated. Brainstorming can be an effective way to generate lots of ideas andthen determine which idea or ideas best solve the problem. When a facilityis utilizing brainstorming, this should be performed in a relaxedenvironment as if individuals feel pressured, they may not stretch theirminds to full capacity. Steps to brainstorming:1). Identify the problem. 2). Set time limit for resolutions. 3). Peer participate through verbalizing issues and possiblesolutions to theproblem. 4). Selected the five major topic for discussion and resolution. 5.) Select five criteria for evaluate and the best process forproblem containment. 6). Rate and rank each idea and recommended solution (0-5)7). Choose the idea with the highest ranking as a possible solutionto theproblem. A record should be maintained of all the ideas, incase thefirst idea doesnot work. Another method that could assist the organization in identifying theprevalence of a unit being under stocked is by using the the Paretoprinciple, the 80/20 rule This concept can save you time and money. Inthe world of quality control, the concept is applied to defects. A smallpercentage of root causes are responsible for the majority of the defects. Data on how often problems occur can be tracked using a bar chart. This cansave an organization time and money by helping its staff to focus on whatsmost important and ignoring the distractions. Some of the main areas of inefficiencies are:Medical supply ordering processes were not timely, and follow-up actionwith the host MTF was not effective. The host MTF did not effectivelysupport the reserve unit with required logistics support. .u49b74a5a7997e1dd587797d8bb8c14c0 , .u49b74a5a7997e1dd587797d8bb8c14c0 .postImageUrl , .u49b74a5a7997e1dd587797d8bb8c14c0 .centered-text-area { min-height: 80px; position: relative; } .u49b74a5a7997e1dd587797d8bb8c14c0 , .u49b74a5a7997e1dd587797d8bb8c14c0:hover , .u49b74a5a7997e1dd587797d8bb8c14c0:visited , .u49b74a5a7997e1dd587797d8bb8c14c0:active { border:0!important; } .u49b74a5a7997e1dd587797d8bb8c14c0 .clearfix:after { content: ""; display: table; clear: both; } .u49b74a5a7997e1dd587797d8bb8c14c0 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u49b74a5a7997e1dd587797d8bb8c14c0:active , .u49b74a5a7997e1dd587797d8bb8c14c0:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u49b74a5a7997e1dd587797d8bb8c14c0 .centered-text-area { width: 100%; position: relative ; } .u49b74a5a7997e1dd587797d8bb8c14c0 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u49b74a5a7997e1dd587797d8bb8c14c0 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u49b74a5a7997e1dd587797d8bb8c14c0 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u49b74a5a7997e1dd587797d8bb8c14c0:hover .ctaButton { background-color: #34495E!important; } .u49b74a5a7997e1dd587797d8bb8c14c0 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u49b74a5a7997e1dd587797d8bb8c14c0 .u49b74a5a7997e1dd587797d8bb8c14c0-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u49b74a5a7997e1dd587797d8bb8c14c0:after { content: ""; display: block; clear: both; } READ: A Journey Towards Maturity and Identity EssayCertificates of transfer for medical equipment management officeproperty were not completed for the last 2 account transfers. Additionally, the annual equipment inventory was not completed in a timelymanner. Timely resolution of equipment discrepancies identified during annualinventories was hampered by incomplete or delayed reports of survey. Documentation indication that medical equipment inventories were completedwithin the required 12 -month period was inconsistent. MEMO inventory was not accomplished during FYs 01 and 00. Designation of the individual responsible for approving InventoryAdjustment Vouchers was not completed in accordance with Vol 5. Theprevious medical stock record account inventory was not available forreview. A systematic process to review, follow-up and resolve outstandingbackorders for materiel and equipment was not evident. Health care organizations should utilize resources to the better goodof the organization and its consumers so that processes work and not fail,by utilizing a number of approaches. Although changing practice patterns isthe most difficult aspect of any effort to restructure systems,modifications to ensure change and to make the desired practice the path ofleast resistance should be the key factor. This process will be improved to remedy the issue of restockingnursing units by using the, exchange cart system. Each cart is restockedto all required Par levels, and taken to the floor on an establishedschedule. The used cart on the floor is exchanged for the correspondingfull one, and the cycle continues. If a nursing unit manager believes thatreserves of a particular item are running low, usually due to the needs ofa particular patient, interim deliveries of a small number of items canusually be arranged. Also, this means that the individual nurse manager isable to set all Par levels, even if an approval process is required toformally alter them. In conclusion, the basics of inventory theory, such as daily userates, variances in use rates, and legitimate estimates of lead-time areall factor necessary in the medical supply chain in delivering services topatients. The two vital partners in the hospital supply chain are nursingand central supply. The need for a system, which addresses efficiency,maintenance of stock level, must have an efficiency of scale for bothsupplier and customer needs.