Literary Criticism A Rose for Emily Essay Example For Students

Abstract Criticism A Rose for Emily Essay In William Faulkners A Rose for Emily, Emily turns into a minor legend during her lifetime. After her passing, when her mystery is uncovered, hers turns into a story that nobody can overlook. A Rose for Emily is the account of the old house keeper who began to look all starry eyed at a northerner, yet opposed being abandoned once time and again. Furthermore, simply after her passing, When the inquisitive towns individuals had the option to go into her home finally, did they find that she had kept her dead sweetheart in the bed where she had slaughtered him after their last grasp. (Kazin 162) . In her room, Emily and the dead Homer have stayed together just as not even passing could isolate them.(Kazin 162) . Despite the fact that her darling had been dead for a long time, she discovered her own specific manner for them to stay together. While being disconnected in her home, she turns out to be to some degree a little legend in the town, after she passes on, and her mystery is uncovered, it turns out to be shocking to the point that nobody can overlook. (Kazin 162) . It is the giant of this view which makes the last environment of loathsomeness, and the scene is escalated by the depiction of the unaltered items which have encircled Homer throughout everyday life. (Lewis 157).Miss Emily Grierson stays in intentional separation away from the clamor and residue and daylight of the human universe of typical undertakings, and what at long last is found in the upstairs room gives maybe a feeling of infiltrating and frightful horror.(Brooks and Warren 158) . As repulsive as it may be, Emily decides to isolate her self from every day life and live in that house for a considerable length of time with the dead body of her sweetheart, Homer. This story likewise recounts to an account of a lady stuck in a rut, for instance; when townspeople go to her entryway consistently to gather her expense, and she answers that she doesn't owe the city any cash. A Rose for Emily would appear to state that man must grapple with the past and the present. (Lewis 157) . Stories that show very plainly how airily Faulkner can recreate the control of the perusers feelings is the genuine point of the business short story. (Kazin 162) . The all out story says what has been said in so much fruitful writing. (Lewis 157) . Keeps an eye on predicament is sad, however that there is courage trying to transcend it. (Lewis 157) . Emily Grierson for a considerable length of time has dozed next to the physical survives from her dead darling and is tragically a casualty of a dad who ruled her for quite a long time, and drove away admirers. She is deceived likewise by a darling who might leave her, and by an energy, which would kill as opposed to release him. The forbidden picture of the dad and little girl that recommends the degenerate idea of the new south, is a Faulknerian concern.(Pierce 1362) . At the point when love is gone, and the sweetheart is murdered, Miss Emily sticks to the hallucination of affection. For a long time Emily Grierson has dozed close to the physical survives from her dead darling. In her room, Emily and the dead Homer have stayed together as if not even demise could isolate them.(Kazin 162) .She is additionally a survivor of her sweetheart who might leave her, yet she is driven by her enthusiasm which would murder him rather then let him leave.(Pierce 1362) .When his affection is gone, and she has slaughtered him, she clutches her dream of their adoration. ( Pierce 1362) . In any case, even in the story, the expected gothic dash of loathsomeness checks less with Faulkner than the human show of the southern lady incapable to see how much the world has changed around her.(Kazin 162) . A few people who review when Miss Emily was youthful, remember,When she was youthful and part of the world with which she was contemporary, she was, we were told, a slim figure in white, and furthermore appeared differently in relation to her dad, who is portrayed as a spraddled silhouette.(West 149) . Emily is likewise portrayed as Not tremendous, but instead resembled a young lady with an ambiguous similarity to those holy messengers in hued church windows-kind of .

Ethical Perspectives Free Essays

In the working environment, individuals at all degrees of the association are probably going to experience moral difficulties. A moral difficulty is where choices must be made that might be in strife with one’s profoundly held convictions. We will compose a custom article test on Moral Perspectives or on the other hand any comparable point just for you Request Now Regularly acting to the greatest advantage of the organization requires thinking about the necessities of others, not simply one’s individual emotions. Understanding that individual convictions can't administer all working environment dynamic, and in talking about potential moral issues, a great many people will state vehemently that they will survey every circumstance completely and possibly act when all the information has been accumulated and an exhaustive examination has been performed. In any case, actually individuals settle on brisk choices that don't generally consider every single influenced party, alluded to as partners. Devices have been created to assist individuals with getting ready for genuine working environment predicaments. One such device is the virtual EthicsGame Dilemmas. The recreation comprises of two dangerous working environment circumstances. The Case of the Mysterious Roses spun around a lady, Gayle Dornier, accepting unknown roses at work and how it affected her as if she was being followed, which thus caused her to feel perilous in the workplace (University of Phoenix, 2013). The other situation, the Case of the Cold Feet, included a specialist, Dr. Waters, who needed his boss to help him in introducing the most ideal information for a clinical diary article (University of Phoenix, 2013). This would conventionally appear to be a real solicitation; in any case, the chief was conscious of data which showed the outcomes from the exploration were not as great as the article portrayed. The motivation behind the games are to assist individuals with figuring out who are the partners and the potential results utilizing alternate points of view, or focal point, for example, the rights/obligations focal point, results focal point, relationship focal point, and notoriety focal point. The Process In the two circumstances, the means utilized included being mindful, which is when the issue is characterized. In the Mysterious Roses case, the issue was guaranteeing that Gayle would have the option to talk about what occurred with her director, while the chief looked after his/her obligation to treat all workers reasonably during the examination. Exposed Feet case, the issue was deciding how to discover the harmony between managing the bogus information and safeguarding the notoriety of the association. The subsequent advances includes being canny, which is where the partners are recognized. Settling on choices without first understanding which gatherings will be influenced by the result would be flighty. There are two arrangements of partners, essential and optional. The essential partners are anyone straightforwardly associated with the circumstance and the optional partners are the individuals who are likely not to be influenced legitimately, yet on the off chance that they are, it will be a blip in their life, though the essential partners may endure lost notoriety, business, or speculation. The third step includes applying reason and utilizing one of the focal point methods to figure out which sort of activity will yield the best outcome. In the Mysterious Roses, the focal point that worked best was the Rights/Responsibilities Lens, which is to disclose to Gayle that her issue can be kept private, however that it might need to be accounted for in the event that it is a business related issue. She ought to likewise be urged to survey the Company Handbook before meeting with her supervisor to examine the issue. This is a decent choice from a hazard to the organization viewpoint as it positions zero on a size of zero to five. With the Cold Feet case, the best focal point was the Reputation Lens, which was for the director to educate the analyst, Dr. Waters, of his/her interests in regards to the information without making him aware of the way that the data in regards to the information had originated from the lesser scientist. This will give Dr. Waters time to concede what he did and conceivably clarify why. On the off chance that he doesn't tell the truth, the chief should then make the general direction mindful of Dr. Waters’ activities. This methodology is fairly hazardous as this could be raised to a lawful issue which would need to be imparted to the general population; along these lines, it has a hazard estimation of one on a size of zero to five. These moral points of view were directly in accordance with my perspectives. As I was experiencing the reproduction, there was an occasion where my position waivered, be that as it may, it was just when I was approached to settle on the choice that had the best great forâ the most noteworthy measure of individuals. At the point when I returned to my actual emotions on the issues, my choices were consistently in accordance with what was viewed as the best alternative. Applying these Concepts to the Workplace Since my actual emotions in regards to these circumstances were in accordance with what the reenactment offered as the most ideal arrangements, I feel firmly that I will have the option to viably apply these ideas in my working environment. Effectively managing moral difficulties includes keeping a level head, deciding the genuine issue, and afterward applying motivation to recognize partners and work through the examination procedure. These are aptitudes I have as of now and which will just improve after some time with each moral problem experienced. Step by step instructions to refer to Ethical Perspectives, Papers

The relationship between the length and the period of motion of a pendu

Presentation: I decided to explore this subject out of unadulterated interest to perceive how the length of a pendulum influences its time of movement. A pendulum is a suspended purpose of mass, swung from a fixed point on an inextensible line. At the point when it is pulled and discharged from one side of its balance, at xâ °, the pendulum swings to and fro on a vertical plane affected by gravity (La Nã © Powers, 2006). The movement is intermittent and oscillatory; I am deciding the wavering or also called the time of movement (Resnick and Malliday, 1977, pp. 310-311). The time of movement is the measure of time taken to swing to and fro once, estimated in a flash and represented by T (Kurtus, 2010). Galileo found pendulums and he found that the time of movement is relative to the square base of the length - T∠Ã¢Ë†Å¡l (Morgan, 1995). Because of the exploration did, I have found that the right technique for estimating the autonomous variable (length of the string) is from the fixed point it is swung from (support) to the focal point of the mass (Cory, 2004)(Encyclopedia Britannica, 2011). The equation F=-mg sin⠁ ¡Ã® ¸ shows that when a pendulum is dislodged from its balance, it is taken back to the inside by reestablishing power (Pendulum, 2008). Newton’s second law, F=Ma=(d^2 (Lî ¸))/(dt^2 ) , shows that the curve which the pendulum swings through is really a section of a hover †with the span being the length of the pendulum. The blend of these formulae exhibits that the mass of a pendulum is autonomous to its time of movement (Encyclopedia Britannica, 2011). I finished up from this that a particular load for my pendulum isn't important, despite the fact that it must stay steady. As found in the above condition, this reestablishing power is... ...of movement (T), estimated in a flash and milliseconds. Time is recorded for five periods and arrived at the midpoint of (T=t/5). Rehashed multiple times for every length and found the middle value of. Steady factors: the natural conditions (encased indoor territory), the heaviness of the pendulum, rehashed a similar measure of times for every length, discharged from 10â °, and the pendulum is discharged with a similar pressure in the string each time Hardware: 160cm of 8 strand interlaced nylon bricklayer’s line 17.07grams worth of 5/16† zinc plated curved guard washers Logical scales perusing from 100-0.01grams A stopwatch estimating to the milliseconds Spring clip with a gap in the handle Blu-Tack 180â ° protractor A fit partner Stool (if necessary) Methodology: Clip the spring cinch to an article over 160cm high without checks underneath and with the opening confronting downwards.

Literature Review Of Definitions Of Performance - Free Essay Example

In a simple way performance means à ¢Ã¢â€š ¬Ã…“doing something successfullyà ¢Ã¢â€š ¬? mainly by using the available resources. Performance can be elusive concept. It deals with the outcomes, results, and accomplishments achieved by a person, group or Organisation. (William J. Rothwel, Carolyn K.Hohne Stephen B. King: 2007).In many cases people do define performance based on financial aspects of the business. Focusing only on financial matters does not tell us what should we do and how to do in order to be successful. à ¢Ã¢â€š ¬Ã…“Performance is the definition and progressive achievement of tangible, specific, measurable, worthwhile and personally meaningful goals.à ¢Ã¢â€š ¬? (Darryl D. Enos 2007).We get a clear point in this definition that organisation should have well defined, specific and measurable goals. This serves as the first requisite in assessing the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance. Having vague and general goals without proper measurement, pose a problem in evaluating corporate performance and proposing techniques for improving the performance. Michael Milgate 2004 said that,à ¢Ã¢â€š ¬?by monitoring performance for each measure and taking appropriate remedial action, improve revenues, business growth, reduced expen ses and compliance with sector regulations have resulted.à ¢Ã¢â€š ¬? 2.1 PERFORMANCE IMPROVEMENT There is a clear relationship between performance improvement and change management (discussed in Section 2.5 of this chapter).Many studies concluded that most organisations either fail or achieve very limited success in their efforts to improve performance. à ¢Ã¢â€š ¬Ã…“Success or failure in performance improvement efforts begins with the reasons why organisational decision makers decide to get involved in the first place.à ¢Ã¢â€š ¬? Darryl D.Enos 2007).Personally, I feel that there should be a motivation factor to stir up the process of improving performance. In addition to this Darryl Enos 2007 added that commitment and involvement of leadership is the most critical element for the performance efforts to be successful. Rephrasing Enos unless a leader is motivated by authentic interest and be committed in the process then efforts of performance improvement have little chance to work. Every organisation has problems. A good start is to admit the problem and find what is to be accomplished to solve the problem. à ¢Ã¢â€š ¬Ã…“Sometimes performance improvement starts with a targeted program for dealing with a problem that is limiting achievement of a worthwhile goal.à ¢Ã¢â€š ¬?(Darryl Enos 2007).As a suggestion, before approaching any technique to boost performance or implementing the efforts, management should identify areas which need improvements. The problem of poor performance or constant/stagnant performance may be caused by the top management itself.( Refer Enronà ¢Ã¢â€š ¬Ã¢â€ž ¢s Scandal 2001).Thus, the areas for performance improvement must be clearly identified and evaluated to avoid investing efforts in areas which are not critical to performance improvement. In trying to adopt efforts and strategies to achieve corporate performance, Organisations face challenges and end up failing. In one of their research Kaplan and Norton found that 9 out of 10 companies fail to implement their strategies. (Bob Paladino 2007). Paladino explains four barriers that contribute to Organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s failure to achieve expected results from their efforts and strategies put in process. There barriers are: Vision barrier (where research shows that only 5 % of companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees fully understand their companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s strategy); Management barrier (where 85 % of executive teams spend far less time discussing strategies and strategic issues than traditional operating results); Resource barrier (where most companies do not link their budgets to strategy): and the fourth barrier being People barrier (where research shows that only 25 % of managers have incentives linked to strategy). 2.2 PERFORMANCE MANAGEMENT SYSTEM (PMS1) Performance management system (PMS1) is not an end by itself, but its improvement enables an Organisation to perform better. Improving its efficiency ensures the data generated will tell where the Organisation is, how it is performing and where it is going. à ¢Ã¢â€š ¬Ã…“Effective management depends on the effective measurement of performance and resultsà ¢Ã¢â€š ¬? (Gobal. K. Kanji, 2002). Mohan Nair (2004) argued that Corporations sometimes measure too much of something and too little of others. Contributing to this it is even possible that Organisations unknowingly does not measure some of the business aspects. Moreover many organisations fail to link what they measure with corporate strategy. Nair added that many of these measurements are un-integrated and serve the wrong goals. à ¢Ã¢â€š ¬Ã…“Many corporations lack an overarching model for monitoring, measuring and managing the business. Balanced Scorecard offers a broad and overarching skin to the structural architecture of the business.à ¢Ã¢â€š ¬? (Nair 2004) Gobal K. Kanji (2002) explains the role of PMS1 and how an organisation may achieve business excellence by identifying areas to improve and how it can use its limited resources to reflect the improvement of the system. The design and implementation of a new PMS1 may in one way or another bring questions and tensions to employees. Kanji (2002) stated that, à ¢Ã¢â€š ¬Ã…“It is important to build a measurement system where measures are used as a management and motivational toolà ¢Ã¢â€š ¬?. I personally back this idea as will help in gaining management and employees support during designing and implementing the new system. In this regard, the PMS1 should be clear to employees explaining how each will contribute to the overall strategy. The efficient PMS1 also serves as the communication and rewarding tool. Furthermore, Kanji (2002) explains the past and present performance measurements and their implication on todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s business era. à ¢Ã¢â€š ¬Ã…“Traditionally, performance measurement focuses on financial measures .. that do not match entirely with competencies skills companies require to face todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s business environment.à ¢Ã¢â€š ¬? In insisting that financial measures of performance are under criticism in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s world, Paul Niven (2003) said that à ¢Ã¢â€š ¬Ã…“they lack predictive power, reinforce functional silos, may sacrifices long term thinking and are not relevant to many levels of the Organisation.à ¢Ã¢â€š ¬?. Kanji then supports the significant contribution by Kaplan Norton (1992) to overcome the shortcomings of traditional PMS1 that employs only financial measures. 2.3 THE BALANCED SCORECARD (BSC) Robert S. Kaplan and David P. Norton (2005) invented BSC in 1992 due to the fact that traditional accounting measures like Return on Investment and Earning per Share give misleading picture while in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s business environment continuous improvement and innovation is very important. The authors realised that many managers do not depend on single set of measures in isolation of the other. This implied the need of balanced presentation of both financial and non financial measure. Kaplan Norton complemented financial measures by operational measures calling it Balanced Scorecard (BSC). Kaplan and Norton define BSC as, à ¢Ã¢â€š ¬Ã…“a set of measures that gives top management a fast but comprehensive view of the business. The BSC includes financial measures that tell the results of actions already taken. And it complements the financial measures on customer satisfaction, internal processes, and Organisation innovation and improvement.à ¢Ã¢â€š ¬? These (including financial measures) are the four perspectives of BSC as mentioned by the authors. They suggested that for each of the perspective, managers should translate their visions and missions to strategic goals and objectives and these goals should be translated into specific measures. The word à ¢Ã¢â€š ¬Ã‹Å"Balanceà ¢Ã¢â€š ¬Ã¢â€ž ¢ in the Balanced Scorecard represents the balance between financial and non financial performance indicators; internal and external elements stakeholders of the Organisation; and lag lead indicators (Paul Niven 2003). Michael Milgate (2004) defines scorecard as a à ¢Ã¢â€š ¬Ã…“balanced management system in which shared vision and strategy are reference points for the management process; achieving this balance enables synergy and a practical fit with other frameworksà ¢Ã¢â€š ¬?. BSC serves as a powerful tool as it focuses on achieving breakthrough performance considering all measures without isolating non financial performance measures (Kanji 2002).Since its creation in 1992 by Drs. Norton Kaplan of Harvard Business School the Balanced Scorecard has been implemented by different business units in the Public as well as in the Private sectors-worldwide.( Michael E. Nagel- Vice President, BSC Collaborative) Henri .JF (2006) applied the BSC framework in his survey on how top management in a manufacturing company could use PMS to improve the strategic management and Organisational performance. à ¢Ã¢â€š ¬Ã…“Given its depth as a strategic management system, the BSC principle will continue to be widely adopted and further refined in user Organisation as experiences in its implementation emergeà ¢Ã¢â€š ¬? ( Michael A.Milgate 2004). This shows how widely BSC is used to improve the PMS if the Organisation chooses to adopt and implement it. Henri .JF (2006) poses a question that top managers should ask themselves; à ¢Ã¢â€š ¬Ã‹Å"How can we improve our system?à ¢Ã¢â€š ¬Ã¢â€ž ¢ .However, the author suggested that the improvement of the PMS is a continuous process that involves changing measures to reflect the new ideas and insights brought to the Organisation through creativity and other development activities. BSC can be successfully implemented in any organisation where the management is committed and devote time to formulate strategy and ready to accept changes. BSC has been implemented many organisations including services business , military units, schools, government institutions and also for profit organisations ( Wikipedia). An important point to note here is that an organisation should design its own BSC as management is knowledgeable of its responsibilities organisations operations rather than adapting another Organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s BSC. David P. Tarantino (2003) complements the work of Kaplan and Norton. He defined BSC, à ¢Ã¢â€š ¬Ã…“as a performance management tool that is used to provide an integrate perspective of an organisation.à ¢Ã¢â€š ¬?He also pointed out the four perspectives of the BSc as, external (how customers views the Organisation; Internal (Look at where the organisation must succeed and improve); Growth learning (examine how organisation grows and learns) and Financial (study financial performance of the organisation).These perspectives depend and influence one another. Tarantino (2003) said, à ¢Ã¢â€š ¬Ã…“To concentrate on only one, such as financial performance fails to recognise the contribution and balance of the other three perspectives.à ¢Ã¢â€š ¬? Of interest from the author is the explanation on how to develop the BSC. The first step he suggested is for the organisation to decide which goals are to be measured that should be included in the four perspectives. Then the organisation shou ld figure out the measures for each of the four BSC perspectives and determine the weight of each for ultimate evaluation of overall performance. Harvard Management-Update (2000), à ¢Ã¢â€š ¬Ã…“No need to wait for a companywide initiative-the key principles of this strategic-management system can be put to work in your unit right away.à ¢Ã¢â€š ¬?The author of the article tries to convince management to apply BSC reporting system. He is of the views that even if companies take years and spend millions to implement the scorecard across their operations the effects can be dramatic when the system takes root. He said that managers today donà ¢Ã¢â€š ¬Ã¢â€ž ¢t have to wait for a scorecard- inspired corporate transformation before learning- and implementing some of the methods centred ideas. He explained the four lessons from BSC that can be applied right away in virtually any business unit or department. Watch a variety of metrics Connect your metrics to strategy Develop a strategic budget Get everyone involved in tracking metrics The author still insists that BSC is a method that helps managers to develop a well à ¢Ã¢â€š ¬Ã¢â‚¬Å"rounded strategy and then get everyone in the company involved in implementing it. Mohan Nair 2004, arguing in favour of BSC, the changes in the character of business assets has exaggerated the challenges faced by business. à ¢Ã¢â€š ¬Ã…“In the past company assets would be reflected in the balance Sheet but now 85% of the assets are intangibles.à ¢Ã¢â€š ¬?Having the same arguments as previous authors about the inefficiencies of the financial measures, Nair also added that those financial measures are applied only to tangibles, when the intangibles are what fuels the future. According to an online source, www.balancescorecard.org/BSCresources the benefits of BSC are: improve organisation alignment, improve communication, more emphasis on strategy and organisational results, linked strategy and operations, and integrated strategic planning and management. 2.3.1 BSC development Kaplan and Norton explained four steps which many organisations have used to develop their balanced scorecard. The process includes: Define the measurement architecture à ¢Ã¢â€š ¬Ã¢â‚¬Å" To a beginner, it is recommended to start with a business unit applying the metrics as designed in the BSC rather than to the corporate level. Specify strategic objectives à ¢Ã¢â€š ¬Ã¢â‚¬Å" This step includes deriving strategic objectives for each of the four perspective from corporate goals. Choose strategic measures à ¢Ã¢â€š ¬Ã¢â‚¬Å" The third step is to choose related measures for the strategic goals to evaluate the performance so as to achieve the strategic objectives. Develop the implementation plan à ¢Ã¢â€š ¬Ã¢â‚¬Å" After selecting measures for each of the perspective, remains implementation process.à ¢Ã¢â€š ¬Ã…“Target values are assigned to the measuresà ¢Ã¢â€š ¬?. A link is then established from various metrics from the top to bottom of the BSC. The established scorecard is then incorporated in the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s management system.. The online source www.balancescorecard.org/BSCresources also recommended nine steps to success develop and deploy BSC framework- In a sequential order these are; Organisation assessment, strategy development, strategic objectives, strategic mapping, performance measures and targets, strategic initiatives, automation, cascading the BSC throughout the organisation and last evaluation. Overall the BSC involves the following steps: Clarify the vision Communicate to middle manager and develop business unit scorecards Eliminate Non-strategic investments and launch corporate change programs Review business unit scorecard Refine the vision Communicate the BSC to the entire company and establish individual performance objectives Update long-range plan and budget Conduct monthly and quarterly reviews Conduct annual strategy review Link everyone à ¢Ã¢â€š ¬Ã‹Å"s performance to the BSC 2.3.2 BSC criticisms The use of the balanced scorecard system may not result to what managers expect. Some professionals spoke some problems that make the BSC under criticisms. It has been noted by professionals that the BSC concept does not guide how the approach can be deployed within an organisation. It is just been viewed as an approach that attracts managers to install and implement without a real sense on how it works, and what should be expected. (Stephen Smith 2006).From his article à ¢Ã¢â€š ¬Ã‹Å"problem with a balanced scorecardà ¢Ã¢â€š ¬Ã¢â€ž ¢, Smith pointed out some of the key issues that can cause BSC initiatives to fail. These are: Poorly defined metrics-These should be relevant ,clear and easily understood Lack of efficient data collection and reporting-Smith is concerned with the investments made in collecting metrics data, whether consuming too much time and energy. He then suggests the importance of prioritising key performance indicators to get most relevant information. Lack of formal review structure- This is necessary to accommodate any change in metric value. Reviewing is a cross functional activity. No press improvement methodology- Many organisation lack basic and standard toolkits and approaches for tracking problems. It therefore consumes a lot of time an efforts to address a problem that is caused by the performance gap. Too much internal focus- Smith ranks this as one of the major criticism of BSC. He suggests that Organisation should always start with an external focus through analysing organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s markets, shareholders, competitors, employees and other stakeholders. However Smith assured that all is well with the introduction and the concept of balanced scorecard. This means that the BSC approach is a useful tool and can bring desired results if management knows how to structure it and take the above points in considerations to avoid its initiatives from failing. It has also been learnt that BSC is being criticised by academic society on its practical nature, applicability and functionality. (Wikipedia).They also noted that some of the criticisms focus on technical flaws in the method and design of the original BSC proposed by Kaplan Norton. Supporting the main problem as seen by Smith 2006 other academicians have focused on the lack of citation support. à ¢Ã¢â€š ¬Ã…“Another criticism is that the BSC does not provide a bottom line score or a unified view with clear recommendations; it is simply a list of metrics.à ¢Ã¢â€š ¬? (Wikipedia).Regardless of these criticisms the studies done so far indicated that BSC is a useful tool in strategic performance management in an Organisation. An online source www.netmba.com added to the BSC pitfalls that during implementation managers should avoid the use of generic measures, which are being adopted by successful firms. Management should not take BSC as a guarantee of success in companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s operations. It should think clearly the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s strategy and implement the scorecard for improving performance in operational level that derives improved financial performance. Kaplan and Norton said, à ¢Ã¢â€š ¬Ã…“Even an excellent set of BSC measures does not guarantee a winning strategy. The BSC can only translate a company strategy into specific measurable objectives.à ¢Ã¢â€š ¬? They also advised that by combining the four perspectives, the BSC helps managers understand implicitly many interrelationships. The four perspectives relate to each other and the effect on either of the perspective will impact the other. à ¢Ã¢â€š ¬Ã…“A well designed BSC should describe your strategy through objectives and measures you have chosen. These measures should link together in a chain of cause and effect relationshipsà ¢Ã¢â€š ¬? (Paul Niven 2003). Thus, it is suggested that all have equal importance and neither should be taken in isolation of others. 2.4 COMPARISON BSC AND OTHER PERFORMANCE IMPROVEMENT TECHNIQUES When we talk of performance improvement in an organisation apart from BSC, Six sigma and Total Quality Management (TQM) come under discussion. Both tools when applied properly work to achieve what management really expects. These tools are contrasted with BSC in the subsequent sections. 2.4.1 Balanced Scorecard (BSC) Vs Six Sigma It has been learnt that BSC and Six Sigma work independently from each other. BSC translates corporate strategy into actions that help to achieve the strategy. Six Sigma aims to solve the problem of poor performance by closely looking at the root cause of performance problem. In this case Six Sigma tries to minimise the errors and reduce other causes of defects in business processes. However, à ¢Ã¢â€š ¬Ã…“these frameworks are complementary and if used together they offer huge potential value.à ¢Ã¢â€š ¬? (Michael E. Nagel). BSC and Six Sigma when used together can deliver great and unexpected business performance (Alastair Horn 2006) . Nagel justifies his idea by clarifying that à ¢Ã¢â€š ¬Ã…“BSC and Six Sigma are complementary because the former provides the strategic context for targeted improvement initiatives and the latter is a business improvement approach that solve a myriad of performance issues.à ¢Ã¢â€š ¬? To make the difference more clearly, Nagel stated that, unlike Six Sigma, BSC is not a solution for closing specific strategic performance shortfalls. He then concluded that BSC describes the strategy for creating value and aligns resources to ensure the strategy is successfully executed. Six Sigma executes the strategy by using data and process improvement tools. It has been learnt that both BSC and Six Sigma strive for good performance through fixing up the performance gaps. In a clear manner a corporation may choose to implement any of the frameworks but the use of both the approaches would result to high performance according to the way each of them works. Rephrasing Horn, Six Sigma focuses on the best processes that organisation may adopt to improve its performance of products and processes on a continuous basis. while BSC focuses on performance management that translates strategy into executions. In explaining how both BSC and Six Sigma can work together, Henry Killackey (2008) speaks his idea that it is a very common practice to label organisation performance matrix in the BSC with red ( poor performance), yellow ( mixed results),and green ( excellent). If the organisation implements Six Sigma approach then the red ratings alert Six Sigma practitioners the areas which need immediate attention so that they can figure out ways of reversing the poor situation. In simple words, we may say that BSC serves as a communication tool for Six Sigma professionals. It has been learnt that BSC prompts weak and bad performing areas for Six Sigma professionals to act upon. As previously explained, the ultimate aim of both BSC and Six Sigma is to improve the performance of the organisation. In this regard the organisation can simultaneously implement both the approaches. They both rely on accurate data from customers and external stakeholders. Moreover the output indicators in Six Sigma may be used as measures in the BSC framework where by both the BSC and Six Sigma professionals will concentrate on the same goals. (Henry Killackey 2008) However Paul Grizzell (2004) in his article admitted that many authors see Six Sigma as the most effective performance management control system ever. But he cautioned readers that it is important to first consider the assumptions that were used to generate the opinions. Grizzell put forward his opinion that all performance management tools (in his case, Six Sigma, lean, BSC, Baldrige) when used as an integrated approach to maximise performance will lead to breakthrough and not just incremental improvement. 2.4.2 Balanced Scorecard (BSC) Vs. Total Quality Management (TQM) It is argued that the best approach for an organisation between BSC and TQM depends on the organisation itself. When developing a business strategy an organisation must consider multiple factors including leadership, customers ,business processes, financial goals and the structure, culture and the size of the corporation.( Schwartz Jay 2005). Jay continues that TQM and BSC share a common theme of improving communication in an organisation. He also added another shared goal of the BSC and TQM as the reduction of costs and improvement of services of an organisation. Moreover both TQM and BSC need management support to ensure that all employees support the new initiatives. However BSC and TQM differ in other aspects. à ¢Ã¢â€š ¬Ã…“The difference between TQM and BSC is in the number of people involved in the process; TQM requires full participation, compared with limited involvement for the BSCà ¢Ã¢â€š ¬?(Schwartz Jay 2005).With my little knowledge on the BSC, I think it also requires full participation. This is very important to prevent any possible resistance. Another difference named it à ¢Ã¢â€š ¬Ã…“major differenceà ¢Ã¢â€š ¬? by Schwartz is that BSC places more emphasis on finance i.e. using traditional financial objects; TQM while not diminishing the importance of financial solvency, it focuses more on the systems of the organisation, the concept of empowering people and employees involvement. I also raise my concern to Schwartzà ¢Ã¢â€š ¬Ã¢â€ž ¢s views on where the focus is in BSC .i.e. finance!!.Looking at the four perspectives of the BSC ( financial, customer, internal process and learning growth) it is clear that BSC involves both finan cial and non financial aspects. BSC was established to compliment the financial measures, so it does not put much emphasis on financial matters only but includes also non financial measures. The BNET business dictionary defines BSC as à ¢Ã¢â€š ¬Ã…“ a system that measures and manages an organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s progress towards strategic objectives. Introduced by Kaplan Norton (1992) ,the BSC incorporates not only financial indicators but also other perspectivesà ¢Ã¢â€š ¬? . To conclude this Schwartz (2005) suggests that before managers decide whether TQM or BSC which fits the organisation they must ask themselves the following questions: What is the organisation structure?, What is the corporate structure? What is the size of the organisation?. He then recommends that for a large and bureaucratic organisation BSC fits best and TQM fits best with small service related organisation. However Schwartz didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t make it clear how to define a à ¢Ã¢â€š ¬Ã…“large organisationà ¢Ã¢â€š ¬? either in terms of capital, employees ,etc. I would rather say that whether using BSC or TQM the most important aspect to consider is whether the organisation is real committed and has a leader to initiate the change including involving all the employees. I would personally recommends the use of BSC as its structure is clear and helps the organisation to put the strategy into measurable goals. 2.5 MANAGEMENT CHANGE Management change involves the process of reducing the chances for resistance done by top management personnel and executives. In many organisations the tendency of management to resist changes, especially in adopting a new system keeps on growing day by day. Thus for the organisation to manage the changes there should be a systematic process, planned properly and which involves the shareholders and other key stakeholders. In this respect a change may be defined as any addition to an existing or modification to an old system or any deletion of an aspect of an old system. Some of the reasons for making changes could be solving problems, growth motives/purposes, improving performance, accommodating technology change, etc. In any organisation for a change to be successful, management should commit itself to make the change operational within a reasonable time. In many organisations this has not been the case as it has been relative difficult to implement changes especially adding a new thing to an existing system. It may be said that the systematic approach to implement changes reduces the negative impact of changes and the possible failure. The researcher will evaluate the performance of the Local Authorities Pensions Fund ( LAPF) using the metrics as structured in the proposed Balances Scorecard (Table 1) which is relevant to the Fundà ¢Ã¢â€š ¬Ã¢â€ž ¢s operations. Some metrics may be in use while others may not. In this case LAPF may wish to fully adopt the performance metrics as shown in the proposed BSC. Thus all issues relating to change management should be considered before trying to implement BSC approach to measure and improve the overall performance. This is the essence of analysing how change process may be done, possible challenges and change failure together with suggesting how to maximise chances for successful change process. Improving the performance is a continuous process, that necessitates new measures and approaches to be adopted. This also justifies why changes cannot be avoided by an organisation if it wants to occupy large market share, beat competition and improve the overall performance.( Henry J.F, 2006). à ¢Ã¢â€š ¬Ã…“Change management means to plan, initiate, realise, control and finally stabilise change process on both corporate and personnel level. In some situation change brings problems for instance disturbing system , staff programs and other development programs that are in progress. ( Oliver Recklies 2001).The author shows much concerns on those management and staff who have negative thoughts and perception on what is change and why change.. Management always fears to be questionable for failure while employees have fears of losing their jobs. Majority of employees tend to put forward resistance to change without considering that change facilitates improvements (Oliver Recklies 2001). The effects of change may be unclear to employees and thus fear something bad may happen that affects their tasks, responsibilities and worse enough even their lives. Management should consider possible aspects that may have negative impact on the change initiative so as to achieve the desired results. The success of change projects depends on the Organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s ability to make all their employees participate in the change process in one way or the other.à ¢Ã¢â€š ¬? ( Oliver Recklies 2001). Lawler (1986), viewed from Rob Paton James Mc Calman (2008),said that overall change is not impossible but it is often difficult. à ¢Ã¢â€š ¬Ã…“The difficult is that most organisations view the concept of change as a highly programmed process which takes as its starting point the problem that needs to be rectified, breaks it down to constituent parts, analyses possible alternatives, select the preferred solution and applies this relentlessly- problem recognition, diagnosis and resolutionà ¢Ã¢â€š ¬? Recklies (2001) made a significant contribution on how to minimise the negative effects of change to arrive at successful change process. He therefore divided the change process into seven stages it is relative better for management to understand in which stage they should expect what kind of problems. The stages are : shock and surprise, denial and refusal, rational understanding, emotional acceptance, exercising and learning, realisation and last being integration.( diagrammatically presented in figure 2.1) Shock surprise- This involves confrontation with unexpected situations Denial refusal-No need for change, i.e. Change is not necessary Rational understanding- people realised the need for change but unwilling to change own pattern of behaviour Emotional acceptance-This is the most important stage characterised by slow pace. Management should succeed in creating willingness for change for the organisation to exploit its real potentials that lie in different aspects. Exercising learning-This is the learning stage that will be influenced by peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s willingness. It is a trial for a new system and process. The stage is characterised by failure and success. This leads to the increased perceiveness of people own competence. Realisation-This stage highly depends on stage 5 above, as people get more information through learning and allows mind to receive new challenges and experiences, The stage is characterised by flexibility and thus perceived competency increased. Integration-At this stage people have acquired new skills and patterns of thinking The introduced change becomes familiar and a routing process. Figure 2.1 .Change process ( adapted from Oliver Recklies 2001) The seven stages simplify the implementation of the new process or change. Those who are responsible to accommodate the changes into the business should understand these stages so as to apply them systematically. John P. Kotter (1996) in his book à ¢Ã¢â€š ¬Ã‹Å"Leading changeà ¢Ã¢â€š ¬Ã¢â€ž ¢ explained clearly the most common mistakes done by organisations when adopting change and also he came up with their solutions. As Recklies 2001 (above) Kotter 1996 also explained eight stages for change process. Letà ¢Ã¢â€š ¬Ã¢â€ž ¢s now examine the change mistakes done by management ( by Kotter ) and later we will explain the change stages and contrast them with Reckliesà ¢Ã¢â€š ¬Ã¢â€ž ¢ change stages. Allowing too much complacency-This is one of the biggest mistake as ranked by Kotter. The over confidence attitude of an executive wishing to process change may cause change failure. Having been successful in the past drives the executive to proceed with change plan without establishing and understanding the urgency of change as perceived by management and employees. Kotter said, à ¢Ã¢â€š ¬Ã…“If complacency were low in most organisations today, this problem would have limited importance.à ¢Ã¢â€š ¬? To successful accommodate changes people need to devote their time and efforts to make it done. Failing to create a sufficiently powerful guiding coalition- Organisations need to have powerful guiding coalition. An active Chief executive is not sufficient to process the change. The head need a committed team that is expected to be powerful ,experienced, competent and leadership talented. In other words the head of the organisation should not undervalue the need for such a team. As said before the team should have leadership traits so as to overcome possible sources of resistances. Underestimating the power of vision- Power of vision complements the urgency and strong team. We have seen many plans fail because they lack clear vision. There should be a clear and appropriate vision to reduce chances for confusion so that the whole project goes into the right direction. Under-communicating the vision- Communication serves a lot in letting people/employees understand the vision ( change idea). Employees need to know how the change will affect their working either in a positive or negative side. They will not be willing to make sacrifices and give support to change unless they believe that the changes are the betterment for their welfare and the organisation as well. All these should be facilitated by proper communication. Permitting obstacles to block the new vision-In implementing changes, an organisation may face several obstacles. These may be within the organisation itself or from an external sources. In many cases people do think in their minds of the obstacles and other roadblocks. Kotter poses a challenge on convincing them that no external barrier exist. V. Nilakant S.Ramnarayan (2006) said that à ¢Ã¢â€š ¬Ã…“ Change can be brought about most effectively by weakening an organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s forces of stability.à ¢Ã¢â€š ¬? They argued that to weaken these forces of stability, the organisation needs to first understand the dynamics of these forces of stability. These forces of stability are counted as obstacles that block the way to changes. Having the same idea with Kotter ( 1996) ; Nilakant Ramnarayan (2006 ) believe that the forces of stability are within the organisation and the solutions to pave way for changes are also within the organisation, cannot be found outside the or ganisation. Failing to create short term wins- Referring to this mistake, organisation should divide the long term vision into short term goals ( say 6 to 18 months) whose results may be seen and encourage management and employees to be more productive. Kotter then said, à ¢Ã¢â€š ¬Ã…“ without short term wins ,too many employees give up or actively join the resistanceà ¢Ã¢â€š ¬?. Management declaring victory too soon. It is very risk to declare and celebrate victory too soon. Kotter suggested that the new approach adopted is still subjected to regression and possible failures unless the changes are takes as part of the organisation culture which may take 3 to 10 years. A interesting example he cited in his book is of a company which completed a first major part of change and declared victory, paying expensive consultants, with much à ¢Ã¢â€š ¬Ã‹Å"thank youà ¢Ã¢â€š ¬Ã¢â€ž ¢ without considering whether employees accepted the changes or the evidence that the original goals were accomplished. By doing this within few years all the changes introduced slowly disappeared and the subsequent it became even hard to trace any change element. Neglect to anchor changes firmly in the corporate culture- I personally understand it as accepting what has been changed taking it as part of your life and stick to it, i.e. make it a culture that you are used to. The author is of the view that changes can only stick when it is taken and embrassed as the way of doing things in that operating environment. In anchoring change ,Kotter suggested that there should be a conscious attempt to show that the new approach have helped improve performance; and should not be left to employees as there exist a danger that they may create an inaccurate links-that show no improvement after the change. Any of the above explained errors/mistakes may cause serious problems. It is not necessary that all errors be committed for a change or transformation to fail. These errors may also associate with budgets reduction, laying off employees, and eventually put great pressure those who remain in the organisation. Most of organisations want to change mainly to improve performance and to grab opportunities so as to increase their competitive advantage. Moreover technological change, globalisation and international integration necessitate changes and major transformation in the organisation. à ¢Ã¢â€š ¬Ã…“ Managers face three challenges, One being increased competition for an organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s resources, organisations competing in a world that is constantly changing, globalisation, technological change à ¢Ã¢â€š ¬?( Nilakant Ramnarayan,2006). The occurrence of these events ,to managers signals the need for change. Through assessing the internal context of change, they get more clear clues whether it is worth to introduce the change. Government legislation and changes in society value system are added as the causes of change ( Rephrased- Robert Paton James Mc Calman 2008) It is not unusual to hear a CEO addressing that they want to increase productivity by 20 to 30 percent or improving the quality by 30 to 50 percent. These pose challenges to managers who start thinking how successful they can change or introduce a new approach that can help to realise the targets. Letà ¢Ã¢â€š ¬Ã¢â€ž ¢s now look at the stages for change process as explained by Kotter (1996). Kotter (1996) came up with eight stages for changing process. Unlike Recklies (2001) whose change process is associated with what situation and problems managers should expect in the process ,Kotterà ¢Ã¢â€š ¬Ã¢â€ž ¢s change process is associated with the previously explained mistakes. These stages serve as the solutions for the mistakes advocated by Kotter. The following are the process of creating major change (quoted from page 21 à ¢Ã¢â€š ¬Ã¢â‚¬Å"à ¢Ã¢â€š ¬Ã‹Å"Leading Changeà ¢Ã¢â€š ¬Ã¢â€ž ¢). Stage 1: Establishing a sense of urgency. Stage 2: Creating the guiding coalition Stage 3: Developing a vision and strategy Stage 4: Communicating the change vision. Stage 5: Empowering broad-based action Stage 6: Generating short time wins. Stage 7: Consolidating gains and producing more changes. Stage 8: Anchoring new approaches in the culture. Kotter (1996) stresses the sequential use of the stages in the change process without skipping any stage to avoid problems. He said, à ¢Ã¢â€š ¬Ã…“ Although one normally operates in multiple phases at once, skipping even a single step or getting too far ahead without a solid base almost always creates problems.à ¢Ã¢â€š ¬? Organisations should also remember the effect of culture and managers who lack leadership traits to change process. à ¢Ã¢â€š ¬Ã…“ The combination of cultures that resist changes is lethal errors described are almost inevitable under these conditions.à ¢Ã¢â€š ¬?. It should be noted that to take change process, leadership skills are very important as compared with managerial skills. We need a manager who can lead people to change. For the transformation process to be successful management should be competent. In many organisations leading change posses a big challenge It is therefore important for managers to have appropriate leadership skills. To get the best results and change process be successful Oliver Recklies stages are also very important. A manager knows in advance what resistance is expected, so preparing to tackle the problem. Both Recklieà ¢Ã¢â€š ¬Ã¢â€ž ¢s and Kotterà ¢Ã¢â€š ¬Ã¢â€ž ¢s stages may be linked together for a successful change process. 2.6 ANSWERS TO THEORETICAL QUESTIONS What is performance measurement?:It is a process which an organisation defines criteria for determining how effectively and efficiently its operations are. The aim of measuring performance is to determine whether the organisation meets its pre-defined objectives. Performance measurement can also be applied to individuals or particular business unit/department. ( Section 2.1) How can it be improved?: Performance measurement can be improved by establishing and maintaining an effective performance measurement system ( PMS1).This system should link the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s operations to corporate strategy. The PMS1 identifies areas to be improved, figures out different ways of improving those areas and assign resources for the process. ( Section 2.2) What is Balanced Scorecard ( BSC)?: Balanced Scorecard is a performance measuring and reporting system that translates the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s strategy and vision into specific measurable and actionable goals.BSC provides a link between organisation long term strategy with short term actions whereby different relevant metrics are applied to measure the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance. The measurement includes both financial and non financial measures. BSC serves as the effective means of improving both external and internal communication. ( Section 2.3) How widely is BSC used?:BSC can be used in business, industry, government and non profit organisation regardless of the size. According to Bain Company survey 62% of the 708 surveyed companies had adopted the BSC. Most of those adopted have reported a high level of satisfaction of 3.86 against a maximum of 4. (Section 2.3) What are the benefits of using the BSC?: The benefits depend on how the BSC is implemented. A well defined ,developed and applied BSC brings benefits to the company user.BSC provides a more effective way of monitoring the organisation performance and stir up its improvement initiatives. Moreover BSC serves as a management report whereby it provides operational performance across the perspectives. One of the main strategic benefit of the BSC is the process of articulating the pre-set objectives aligned to the corporate vision ( Section 2.3) What are the problems or challenges in implementing the BSC?: Implementing a BSC is a long term process. Developing and sustaining the BSC needs management commitment. One of the biggest challenge is having a leader who can lead the BSC development throughout its implementation. Another challenge relates to defining the measurable goals with their metrics which link with the corporate strategy and vision. Other challenges are: -Underestimating time for BSC implementation Maintaining momentum -Leader not involving all organisation staff; Poor communication may result to resistance.( Section 2.3.2) How to reduce chances for BSC failure?: All in all management should be ready and committed to change. Communication serves as an effective tool to gain support and reduce resistance that in most cases cause failure. Managers should feel an ownership for BSC. The organisation should also have a strong team working together; this determines peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s behaviour and conducts. The objectives and expectations should be clearly and concise communicated to all within the organisation. Another approach is to link the performance of the objectives contained in the BSC to rewards. Management should also align the existing processes within the organisation with the BSC goals. What are the metrics for measuring performance? :Every organisation has metrics which are relevant to its operating environment. Management should not just adopt the metrics established and implemented in another organisation as may be irrelevant to what they intend to measure. Depending on the corporate vision, strategy, objectives and goals, management has to establish own measures of performance.( Section 2.3.3) Are there any other tools for improving performance measurement besides the BSC?:Apart from Kaplan and Norton, other professional have also developed some measures which are used to improve performance measuring. Some of these are six Sigma, Total Quality Management ( TQM ), Baldrige, APIC etc. Six Sigma and TQM are explained in sections 2.4.1 and 2.4.2 of this chapter.

The Language in The Red Room by H G Wells and The...

The Language in The Red Room by H G Wells and The Signalman by Charles Dickens Throughout, The Signalman has suspense and the tension is gripping, as the author, Dickens, has used exceedingly good description in the language and the setting is just perfect. Dickens had an advantage when writing this story as there were similarities between himself and some of the characters; since he had been involved in a train accident himself. He creates mystery in this book very well. He uses repetition in the book, as the phrase, Halloa! Below there! was repeated at least three times in the story. The language used in this story sets the setting perfectly, here is an example, a dripping wet wall of†¦show more content†¦The mirror distorts him so that he looks ill-formed like the three strange characters in the story. Another well written extract is this, One man with a withered arm, the woman swaying from side to side, and the other man with a single bent crutchà ¢Ã¢â€š ¬Ã‚ ¦ à ¢Ã¢â€š ¬Ã‚ ¦he had wrinkled eyes covered by the shade, and he constantly coughed and spluttered. This sets the scene that the place is weird and unique as they are grotesque and distorted old people, weird, with the feel of decay and death about them. They make you feel uncomfortable. Finally, another extract, which I think sets the setting of the story completely, the ornaments and the conveniences of the room were ghostly, the thought of a vanished room compared against todays modern world. It gives the sense of the pale, half-vanished men in white suits standing next to the ornaments. Similarities between The Signalman and The Red Room are they are both written in Gothic Literature. An example of this is an extract from The Red Room, Eight-and-Twenty years, said I, I have lived, and never a ghost have I seen as yet. In The Red Room and The Signalman, both use the characters and the setting to create tension and suspense . Both stories use intensive amounts ofShow MoreRelated The Red Room by H.G Wells and The Signalman by Charles Dickens2518 Words   |  11 PagesThe Red Room by H.G Wells and The Signalman by Charles Dickens `The Red Room by H.G Wells and The Signalman by Charles Dickens are two short stories set in the later 19th century (The Red Room 1896, The Signalman 1860s). The Red Room is a Gothic horror story while The Signalman is a story containing many elements of Gothic horror from the earlier 19th century. They both mention the supernatural although The Signalman is questioning it and The Red Room is a story made toRead MoreExamination of the Settings in The Signalman, The Man With The Twisted Lip and The Red Room1788 Words   |  8 Pagesin The Signalman, The Man With The Twisted Lip and The Red Room These stories are mysteries and they try to keep the reader gripped until the ending, for example in The Red Room, the reader reads on to see what happens to the man and whether the room is really haunted. The Man With The Twisted Lip also keeps the reader in suspense, as the reader would want to know how the man was missing or whether he was dead and also want to know what happened. In the Signalman, also draws

Essay on Articles of Confederation Remedied by The...

The year of 1776 was a time of revolution, independence, and patriotism. American colonists had severed their umbilical cord to the Mother Country and declared themselves â€Å"Free and Independent States†.1 The chains of monarchy had been thrown off and a new government was formed. Shying away from a totalitarian government, the Second Continental Congress drafted a document called the Articles of Confederation which established a loose union of the states. It was an attempt at self-government that ended in failure. The Articles of Confederation had many defects which included a weak central government that lacked the power to tax, regulate trade, required equal representation and a unanimous vote to amend the Articles, and had only a†¦show more content†¦The Articles of Confederation ensured that â€Å"Each state retains its sovereignty, freedom, and independence, and every power, jurisdiction, and right, which is not by this Confederation expressly delegated to the United States, in Congress assembled.† Because of the sovereignty granted to them, states were able to erect protectionist trade barriers between other states. In other words, a state could heavily tax a commodity that was coming from outside the state while it would not tax that same commodity produced within the state. This made it difficult for outside states to compete with local producers. Alexander Hamilton noted that â€Å"The interfering and unneighborly regulations of some States... [were] contrary to the true spirit of the union.†4 Another problem was that the national government could not place a tariff on imported goods. This made it hard for Americans to compete with the prices of foreign traders. The Constitution fixed this by saying â€Å"The Congress shall have Power to Regulate Commerce with foreign Nations, and among the several States...†5 States, regardless of population, had equal representation in Congress under the Articles of Confederation. They each received one vote.6 This was done in part because smaller states like Delaware hoped to protect their states rights.7 They feared that large states likeShow MoreRelatedThe Articles of Confederation Essay973 Words   |  4 PagesFor over two-hundred years the United States has thrived under the Constitution. It has been the backbone of this country while growing from an infant into an adult. 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Impact of technology on communication free essay sample

Explain how technology has affected communication in Kenya today. Communication refers to the activity of conveying information through the exchange of thoughts, messages or information as by the use of speech, signals and other visual aids, writing or behavior. The communication process involves a sender or communication source, the subject matter of communication, expressions used for communicating (encoding), the medium of communication, receiver(s) of the communication and the interpretation thereof (decoding) and feedback. Technology can be defined as the application of scientific knowledge and principles for practical purposes. In relation to communication, technology can be used to refer to the process of constructing and maintaining communication systems. Communication is the backbone of human interaction and it is, therefore, imperative to have effective communication. The development of communication can be traced back to prehistoric times to a period when communication was basically done by use of symbols mainly painted onto the walls of caves and other early shelters of the prehistoric man. The invention of the telephone by Alexander Graham Bell in the year 1875 was the first technological invention that impacted communication to a massive extent. This was then followed by several inventions, for example, the introduction of the first automatic analog cellular phone in the 1960’s. The combining of technology and communication brings immediacy, integration, access and collaboration to several aspects of life. Technological progress has introduced modern means of communication, for example, 1. Telephones. This is the transmission of speech over a distance either by electrical signals propagated along conductors or by radio signals. Telephone communication permits communication to be carried on between people separated by almost any distance. 2. SMS (Short Message Service). This is a component of phone, web or mobile communication systems that allows the ‘texter’ to type and send a brief electronic message between two or more mobile phones or fixed or portable devices over a phone network. 3. Electronic mail (e-mail). This is the transmission of electronic information between two or more  individuals by means of a worldwide system of interconnected electronic equipment (internet). It enables one to communicate to anyone in any part of the world provided that the second party has access to the internet. Communication through e-mail may involve short messages, images and even videos. 4. Video conferencing. This is a live connection between people in separate locations for the purpose of communication usually involving audio, text and video. It provides transmission of static images and text and the transmission of full-motion video images and high-quality audio between two or multiple locations. 5. Social networking sites. It is the collective of online communications channels dedicated to community-based input, interaction, content-sharing and collaboration. Examples of prominent social networking sites include Facebook, Twitter, and LinkedIn. Technology has impacted communication in various ways both positively and negatively. Positively, technology has affected communication in the following ways: a) Reduced communication barriers. Technology has transformed the once big world into a tiny global village thus increasing the ease with which people from every corner of the earth communicate to each other. Various modes of language translation have also been introduced to enable all people to communicate with and understand each other. In addition to that, several innovations in communication take into account the individual capabilities of the user. For example, there has been the development of Braille technology e.g. the Braille keyboard to allow the blind or visually impaired people to access various communication services. b) Strengthened relations. From the conveniences of accessing e-mail on the go to the ease of using telephones and the use of social platforms, keeping in contact with friends and family has never been easier. Constant communication between different parties fosters a strong bond between them as they are able to share each other experiences despite the distance. Long distance relationships have  also gained from the various innovations taking place in communication due to technology. It is no longer a surprise for people to find life-long partners on the internet or through the social sites. c) Enhanced business practices. The same technological advances that have simplified and improved personal communication have also had the same beneficial effects on business. Communication between colleagues is near-instantaneous whether they are a few rooms or a few countries apart. Video conferencing allows companies to have workers scattered around the globe but still hold efficient meetings and discussions. Business networking has also been made easier by social media and online networks designed specifically for that purpose, such as LinkedIn. Companies have also been able to expand beyond their local market and gain a wider customer base simply by maintaining an active online presence. d) Increased audience for information. As people’s ability to communicate improves, the reach of their messages widens. This can be especially important in politics and activism. e) Increased exposure to education.  Quality education plays an important role in promoting development. The application of technology for educational improvement; either in the form of e-learning, m-learning, learning by correspondence or increased teacher-student or student-student communication; has considerably increased the levels of education in the world. This has in turn exposed people to more knowledge with which they are able to make advances in their lives hence increased national development. f) Diversification of culture. With the world becoming a global village as a result of increased communication, there has been transfer of culture from one people to another. This has led to the diversification of practices that were initially constrained to a particular people and increased global unity and co-operation. g) Faster feedback. The increased advances in technology have made communication almost instantaneous as the methods of message transmission are quick. On the other  hand, there are some negative effects of the technological progress of communication. These include: a) Impact on interpersonal communication. The effect of modern communication technology on man’s ability to interact with others is visible throughout all areas of society. There has been a shift in the way we communicate; rather than face-to-face interaction, we are tending to prefer mediated communication. That said, our interactions tend to form weak ties, that is, we do not feel as personally connected to the person on the other end of the communication as we do when we are face to face. So while the technological progress of communication increases communication, we may not necessarily be building strong relationships. b) Effect on non-verbal communication. The non-verbal component of communication includes gestures, posture, speed and tone of voice, personal space and eye contact. These physical actions can be used to show something to the listener beyond what is merely being said with words. They, therefore, may contradict or affirm a message. One major disadvantage with technology and non-verbal communication is not being able to convey tone or physical mannerisms. As a result, the listener may not be able to pick up on the physical cues of the speaker and, therefore, may not understand the meaning and intentions of the speaker. c) Reduced social interaction. Technology has made it possible to keep in touch with people all around the world through use of the internet, cell phones and computers. Such technology has led to a decrease in face-to-face interactions. Communicating with someone face-to-face allows you to watch their non-verbal cues, such as a smile; a provision that is not catered for while using technological means of communication. Studies done on the impact of technology on communication have shown that some people feel more isolated than connected with the improved communication. This is likely caused by the lack of personal touch while communicating. d) Unreliable information. The quality of information transmitted through technological means of communication may sometimes be questionable. Messages are susceptible to  hacking and thus can be corrupted. This leads to the spread of incorrect information. This is especially common on social platforms where most users just post messages without bothering to confirm the correctness of the information. e) Poor quality of communication. It is common to witness someone multitasking while communicating to someone else, for example, a person could be talking on the phone while surfing the internet. Although the person may think that they are saving time by engaging in this sort of multitasking, the net effect is that the quality of communication suffers if they cannot give their undivided attention to the person they are communicating with. f) Addictions. There has been growing concern over excessive use of internet (especially social sites) by individuals. This problem threatens to interfere with people’s everyday normal functioning in personal relations and social activities. g) Malicious motives. Many people abuse the social networking sites using them to perpetuate fraud and other forms of cyber crime. The issue of declined privacy on these sites is of major concern and has made many easy targets for people with bad intentions. Even with the introduction of privacy policies in these sites, a person with ill intentions can still pose as harmless and befriend an unsuspecting user. In conclusion, technology can be said to have both negative and positive effects on communication in the society. What makes the difference is how it is used. It is, therefore, encouraged that the society strives to use and not abuse modern communication technology in order to achieve an all-rounded development of themselves and the world. REFERENCES.

Personal Selling and Sales Management Essay Example

Personal Selling and Sales Management Essay Global Perspective INTERNATIONAL ASSIGNMENTS ARE GLAMOROUS, RIGHT? Some challenges associated with an international assignment include job security, readjustment upon return to the U. S. and adjustment to other cultures. Given these kinds of problems, is that international sales position being offered to we as attractive as it looks? Will it really help wer career? Particularly in relationship cultures such as China, relationship marketing, built on effective communications between the seller and buyer, focuses on building long-term alliances rather than treating each sale as a one-time event. Designing the Sales Force Based on analyses of current and potential customers, the selling environment, competition, and the firms resources and capabilities, decisions must be made regarding the numbers, characteristics, and assignments of sales personnel. Distribution strategies will often vary from country to country. Some markets may require a direct sales force, whereas others may not. How customers are approached can differ as well. Once decisions have been made about how many expatriates, local nationals, or third=country nationals a particular market requires, then more intricate aspects of design can be undertaken, such as territory allocation and customer call plans. Recruiting Marketing and Sales Personnel †¢Expatriates †¢Virtual Expatriates †¢Local Nationals †¢Third Country Nationals †¢Host Country Restrictions Expatriates The largest personnel requirement abroad for most companies is the sales force. The number of companies relying on expatriate personnel is declining as the volume of world trade increases and as more companies use locals to fill marketing positions. We will write a custom essay sample on Personal Selling and Sales Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Personal Selling and Sales Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Personal Selling and Sales Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer However, when products are highly technical, or when selling requires an extensive background of information and applications, an expatriate sales force remains the best choice. The chief disadvantages of an expatriate sales force are the high cost, cultural and legal barriers, and the limited number of high-caliber personnel willing to live abroad for extended periods. Virtual Expatriates The Internet and other advances in communications technologies, along with the growing reluctance of executives to move abroad, are creating a new breed of expatriate, the virtual one. Virtual expatriates manage operations in other countries but dont move there. Local Nationals The historical preference for expatriate managers and salespeople from the home country is giving way to a preference for local nationals. At the sales level, the picture is clearly biased in favor of the locals because they transcend both cultural and legal barriers. They are also familiar with distribution systems and referral networks. The main disadvantage of hiring local nationals is the tendency of headquarters personnel to ignore their advice. Another key disadvantage can be their lack of availability. In many countries, sales positions are viewed negatively. Third Country Nationals Third-country nationals (TCNs), are expatriates from their own countries working for a foreign company in a third country. Host Country Restrictions The host governments attitudes toward foreign workers often complicate selecting expatriate U. S. nationals over locals. Concerns about foreign corporate domination, local unemployment, and other issues cause some countries to restrict the number of non-nationals allowed to work within the ountry. Selecting Sales and Marketing Personnel To select personnel for international marketing positions effectively, management must define precisely what is expected of its people. Effective executives and salespeople, regardless of what foreign country they are operating in, share certain personal characteristics, skills, and orientations such as maturity, emotional stability, breadth of knowledge, positive o utlook, flexibility, cultural empathy, energetic, and enjoy travel. Selection mistakes are costly. When an expatriate assignment does not work out, hundreds of thousands of dollars are wasted in expenses and lost time. Mew evidence indicates that a managers culture affects personnel decisions. Training for International Marketing The nature of a training program depends largely on both the home culture of the sales person and the culture of the business system in the foreign market. Continual training may be more important in foreign markets than in domestic ones because of the lack of routine contact with the parent company and its marketing personnel. One aspect of training is frequently overlooked: Home-office personnel dealing with international marketing operations need training designed to make them responsive to the needs of the foreign operations. The Internet now makes some kinds of sales training much more efficient. Motivating Sales Personnel Motivation is especially complicated because the firm is dealing with different cultures, different sources, and different philosophies. Because cultural differences affect the motivational patterns of a sales force, a manager must be extremely sensitive to the personal behavior patterns of employees. Individual incentives that work effectively in the United States can fail completely in other cultures. Communications are also important in maintaining high levels of motivation; foreign managers need to know that the home office is interested in their operations. Because promotion and the opportunity to improve status are important motivators, a company needs to make clear the opportunities for growth within the firm. In one study, sales representatives in comparable Japanese and American sales organizations were asked to allocate 100 points across an array of potential rewards from work. As shown in Exhibit 17. 4, the results were surprisingly similar. The Sales People Were Asked to: ‘Distribute 100 Points among the Rewards in Terms of their Importance to You. ’ SOURCE: R. Bruce Money and John L. Graham, â€Å"Salesperson Performance,Pay, and Job Satisfaction: Tests of a Model Using Data Collected in the U. S. and Japan,† Journal of International Business Studies, 1999. Designing Compensation Systems For Expatriates Developing an equitable and functional compensation plan that combines balance, consistent motivation, and flexibility is extremely challenging in international operations. Fringe benefits play a major role in many countries. Pay can be a significant factor in making it difficult for a person to be repatriated. Often those returning home realize they have been making considerably more money with a lower cost of living in the overseas market; returning to the home country means a cut in pay and a cut in standard of living. In general, short-term assignments involve payments of overseas premiums (sometimes called separation allowances if the family does not go along), all excess expenses, and allowances for tax differentials. Besides rewarding an individuals contribution to the firm, a compensation program can be used effectively to recruit, develop, motivate, or retain personnel. For a Global Sales Force – The Do’s Compensation plans of American companies vary substantially around the globe, reflecting the economic and cultural differences in the diverse markets served. Some experts feel compensation plans in Japan and Southern Europe are most different from the standard U. S. approach. Those same experts believe that generally compensation schemes around the world are becoming more similar to the U. S. systems with its emphasis on commissions based on individual performance. Global Similarity to U. S. Compensations Plans SOURCE: David G. Schick and David J. Cichelli, â€Å"Developing Incentive Compensation Strategies in a Global Sales Environment,† ACA Journal, Autumn 1996. The Dos for designing compensation systems for a global sales force: †¢Do involve representatives from key countries. †¢Do allow local managers to decide the mix between base and incentive pay. †¢Do use consistent performance measures (results paid for) and emphasis on each measure. Do allow local countries flexibility in implementations. †¢Do use consistent communication and training themes worldwide. The Donts for designing compensation systems for a global sales force: †¢Dont design the plan centrally and dictate to local offices. †¢Dont create a similar framework for jobs with different responsibilities. †¢Dont require consistency on every performance measure with in the incentive plan. †¢Dont assume cultural differences can be managed through the incentive plan. †¢Dont proceed without the support of senior sales executives worldwide. A compensation Blueprint: How IBM Pays 140,000 Sales Executives Worldwide Beginning in the late 1990s IBM rolled out what is perhaps the most global approach to compensating a worldwide sales force. The main features of that plan, which applies to 140,000 sales executives in 165 countries, are presented in Exhibit 17. 6. SOURCE: Michele Marchetti and Antonio Langemi, â€Å"Gamble,† Sales and Marketing Management, July 1996, p. 65-69. Evaluating and Controlling Sales Representatives In the U. S. , emphasis is placed on individual performance, which can easily be measured by sales revenues generated. In many countries evaluation is more complex where teamwork is favored over individual effort. The primary control tool used by American sales managers is the incentive system. In other countries, corporate control and frequent interactions with peers and supervisors are the means of motivation and control. Preparing U. S. Personnel for Foreign Assignments Foreign assignments typically cost from 150-400 percent of the annual base salary. This cost increases if the expatriate returns home before completing the scheduled assignment. The planning process must begin prior to the selection of those going abroad and extend to their specific assignments after returning home. Overcoming Reluctance to Accept a Foreign Assignment Concerns for career and family are the most frequently mentioned reasons for a manager to refuse a foreign assignment. The most important career-related reservation is the fear that a two- or three-year absence will adversely affect opportunities for advancement. Concern for family may interfere with many accepting an assignment abroad. Initially, most potential candidates are worried about uprooting a family and settling into a strange environment. Questions about the education of the children, isolation from family and friends, proper health care, and, in some countries, the potential for violence reflect the misgivings a family faces when relocating to a foreign country. Reducing the Rate of Early Returns Once the employee and family accept the assignment abroad, the next problem is keeping them there for the assigned time. One researcher estimated that 75 percent of families sent to a foreign post experience adjustment problems with children or have marital discord. Before going abroad, cross-cultural training should be provided for families as well as the employee. Once the family is abroad, some companies even provide a local ombudsman (someone experienced in the country) to whom members can take their problems and get immediate assistance. Successful Expartiate Preparation Returnees should know where they are going and what they will be doing next month and several years ahead. A report on what MNCs are doing to improve the reentry process suggests five steps: 1. Commit to reassigning expatriates to meaningful positions. 2. Create a mentor program. Mentors are typically senior executives who monitor company activities, keep the expatriate informed on company activities, and act as liaison between the expatriate and various headquarters departments. 3. Offer a written job guarantee stating what the company is obligated to do for the expatriate on return. 4. Keep the expatriate in touch with headquarters through periodic briefings and headquarters visits. 5. Prepare the expatriate and family for repatriation once a return date is set. Developing Cultural Awareness Most expatriate failures are cause by lack of an understanding of cultural differences and their effect on management skills. Good cultural skills can be learned and developed. Cultural skills provide the individual with the ability to relate to a different culture even when the individual is unfamiliar with the details of that particular culture. The Changing Profile of the Global Manager Fewer companies today limit their search for senior-level executive talent to their home countries. Some companies believe that it is important to have international assignments early in a persons career, and international training is an integral part of their entry-level development programs. Many companies are active in making the foreign experience an integrated part of a successful corporate career. Foreign Language Skills Many believe that learning a language improves cultural understanding and business relationships. Many believe that to be taken seriously in the business community, the expatriate must be at least conversational in the host language. Many companies are making stronger efforts to recruit people who are bilingual or multilingual. Summary †¢The companys sales force is on the front line of a marketing organization. The role of marketers in both domestic and foreign markets along with the composition of international managerial and sales forces is rapidly changing. †¢The recent emphasis on using local personnel operating in their own lands has highlighted the importance of adapting U. S. managerial techniques to local needs. †¢The development of an effective marketing organization calls for careful recruiting, selecting, training, motivatin g, and compensating of expatriate personnel and their families. The most practical method of maintaining an efficient international sales and marketing force is careful, concerted planning at all stages of career development. An effective international sales force constitutes one of the international marketers greatest concerns. The companys sales force represents the major alternative method of organizing a company for foreign distribution and, as such, is on the front line of a marketing organization. The role of marketers in both domestic and foreign markets is rapidly changing, along with the composition of international managerial and sales forces. Such forces have many unique requirements that are being filled by expatriates, locals, third-country nationals, or a combination of the three. In recent years, the pattern of development has been to place more emphasis on local personnel operating in their own lands. This, in turn, has highlighted the importance of adapting U. S. managerial techniques to local needs. The development of an effective marketing organization calls for careful recruiting, selecting, training, motivating, and compensating of expatriate personnel and their families to ensure maximization of a companys return on its personnel expenditures. The most practical method of maintaining an efficient international sales and marketing force is careful, concerted planning at all stages of career development. Bibliography: International Marketing, Cateora P. R. , Graham J. L. , 12th ed, pp 500-525. Michele Marchetti and Antonio Langemi, â€Å"Gamble,† Sales and Marketing Management, July 1996, p. 65-69. David G. Schick and David J. Cichelli, â€Å"Developing Incentive Compensation Strategies in a Global Sales Environment,† ACA Journal, Autumn 1996.

50 Blogs for Mastering the Art, Craft, and Business of Writing - Freewrite Store

50 Blogs for Mastering the Art, Craft, and Business of Writing - Freewrite Store Writing is one of the most written-about topics in the world. For centuries now, or maybe even longer, writers have been giving each other advice about writing- solicited and unsolicited. If you’re a writer, you know the sheer number of books, textbooks, memoirs, and websites on writing at your disposal. It’s easy to get lost in the maze of literature and often conflicting advice, and to get caught up in searching for the one book with the secret to becoming an overnight bestseller. Spoiler alert: Turns out the holy grail of writing advice is entirely mythical. There is no one book, no one website that will help you win the Man Booker prize, and writing- good writing- is mostly about practice, experimentation, and a whole lot of study. There are books, people, and websites who know what they’re talking about and who can help you understand the art of writing and hone it as a craft; who can tell you the ins and outs of the publishing world and the business of writing. It just gets incredibly frustrating and time-consuming, sifting through the hundreds of lists that offer no new insight into writing. And so, curated for the aspiring novelist on their umpteenth draft, for the author struggling with promotion, for the novice only beginning their journey into the wide world of plot, structure, and character development, the top 50 blogs for writers. For Improving Your Craft For Staying Motivated For Finding Your Tribe For Publishing Your Book For Making a Living For Writers of YA and Kids’ Books For a Little Bit of Everything For Improving Your Craft Terribleminds.com Terribleminds.com is the blog and brain child of bestselling author, Chuck Wendig. He’s written some screenplays and over a dozen books, including a book on writing, called The Kick-Ass Writer. He regularly posts refreshingly irreverent views on the art of writing (see â€Å"How to Be a Writer in this F- -Ass Age of Rot and Resistance†) and maverick advice (see â€Å"Setting Free the Sacred Cows of Writing Advice† and â€Å"The Opposite of Kill Your Darlings†), all to remind the reader/writer that writing isn’t â€Å"one size fits all,† it’s â€Å"whatever fits, I guess!† Writershelpingwriters.net Writershelpingwriters.net is a great resource blog for writers looking to really get into the specifics of writing. Here the writer-craftsman will find notes and writing lessons on dialogue, character arcs, plot, pacing†¦ even thesauruses (or thesauri, if you prefer) on positive and negative character traits, words describing emotions, occupations†¦ Check writershelpingwriters.net if you’re looking for a nudge in the right direction. eadeverell.com Eva Deverell’s blog, eadeverell.com, is a great resource for writers who really, really like lists. She’s got dozens of clever worksheets on world building, novel outlining, character building- even productivity pages for bullet journal enthusiasts. All worksheets and printables are available for free. This site is excellent for beginners and for intermediate writers who need a fresh eye for plotting and outlining. Bang2Write.com Bang2Write.com, a blog by novelist, script editor, and blogger Lucy V. Hay. The tagline says, â€Å"Writing craft tips for screenwriters and novelists,† and the tips are pretty spot-on for novelists and screenwriters who a.) want to improve their craft and b.) market themselves on social media and to other industry players. WritingForward.com WritingForward.com’s mission is to â€Å"share helpful and inspiring creative writing tips to benefit the greater writing community and to advocate on behalf of all writers and artists.† The blog has useful articles and insights on grammar, craft, and prompts for writers who need to stretch their creative muscles. Launched in 2007 by Melissa Donovan (author of Adventures in Writing and other books), Writing Forward also has thoughtful answers for questions like â€Å"Do You Need a Creative Writing Degree to Succeed as a Writer?† LiveWriteThrive.com C.S. Lakin (novelist, copy editor, and writing coach) is the mind behind LiveWriteThrive.com. More than just lessons on craft and technique, Lakin posts articles about writer’s block- why it happens and how to â€Å"fix† it. Lakin’s blog is a great all-around resource for the beginning writer, though it shines most in novel structure. Check out â€Å"How to Hook Readers and Reel Them into Your Scenes† for an example of Lakin’s wonderfully practical tips on creative writing. Creative-writing-now.com Creative-writing-now.com is another site great for beginning writers and intermediate writers who have hit a snag and are in need of a bit of workshopping. It was created by writing teachers for writing teachers and is a great source of story and poetry prompts, how-tos, and in-depth explanations of otherwise vague and intimidating writing advice like â€Å"show, don’t tell.† Creative-writing-now.com offers advice and activities that are friendly, approachable, and accessible. AdvicetoWriters.com Jon Winokur has written a lot of books- a lot- over twenty, in fact, so you know that the guy knows a thing or two about writing. And so do the rest of the writers featured on AdvicetoWriters.com, which publishes clever, pithy quotes about writing from writers in the canon (e.g., George Orwell, Joan Didion) and from newer contemporary voices (e.g., Michael Chabon, Chimamanda Ngozi Adichie). Writing.Rocks The Writing.Rocks blog by Marcia Riefer Johnston features enthusiastic advice on tightening prose and the importance of style guides. With articles like â€Å"Do You Feel Bad or Do You Feel Badly?† and â€Å"Writers, How Much Should You Leave Unsaid?† the blog is a great guide for beginners looking to perfect the ins and outs of grammar, syntax, and tighten their prose. Writersinthestormblog.com Writersinthestormblog.com is by a group of seasoned writers (Laura Drake, Jenny Hansen, Fae Rowen, and Julie Glover) who want to help writers weather what they call â€Å"the storm within.† That is, the self-doubt and fear that comes with putting yourself and your work out there. It’s a great motivational blog for beginners and intermediate writers alike, and offers invaluable advice on character building, story arcs, conflict, and general writing advice. FromNothingtoNovel.com FromNothingtoNovel.com is run by Julie Tyler (PhD in contemporary literature and literacy studies) and Whitney E. Jones (who has a doctorate in English). They offer great tips, exercises, and other resources for writing, and they encourage writers to get out there and be in a community with other writers. They also treat us to witty opinions about writing and craft, such as â€Å"No, my characters don’t talk to me, and yours don’t talk to you either. Here’s why† and â€Å"Oh, writing kids’ books is easy? How about you and me take this outside†¦Ã¢â‚¬  KathySteinemann.com Kathy Steinemann of KathySteinemann.com, or â€Å"Grandma Birdie† to her grandkids, is an editor, cartoonist, and writer. She regularly posts wonderful tips for description and increasing productivity, and has lists of 400+ or 500+ or 600+ ways to, for example, describe necks, lips, ears, words for animals†¦ almost everything you can think of wanting to describe. Kathysteinemann.com is a great resource for when it’s hard to find just the right word for something. Prowritingaid.com Prowritingaid.com is good for the writer in search of the right tools in their writing. The blog includes useful tips on editing and rewriting, blogging, grammar rules, and specialized apps for writers. The site also includes some useful services and software for writers in need of a bit of extra coaching and support to really get cracking. HelpingWritersBecomeAuthors.com HelpingWritersBecomeAuthors.com is the blog of K. M. Weiland, author of several books, including Outlining Your Novel and Creating Character Arcs. She has great advice for beginning writers, and tips about plot, character, and structure. She also has a few amusing articles about common writing mistakes. Check it out. You might find some of yours! JerryJenkins.com Jerry B. Jenkins is a 21-Time New York Times bestselling novelist (The Left Behind series) and biographer (Hank Aaron, Walter Payton, Billy Graham, and many others) with sales of over 70 million copies. He shares his little-known writing secrets with aspiring authors at JerryJenkins.com through in-depth guides like how to publish a book. WritersWrite.co.za Our motto at Writers Write is ‘Write to communicate’. Our mission is to teach you how to write. Writers Write is a one-stop resource for writers with more than 1 200 articles for creative writers, bloggers, and business writers on the site. We offer practical, inspiring courses in blogging, business writing, and creative writing. For Staying Motivated PositiveWriter.com The writer in need of motivation and inspiration should give blogs like PositiveWriter.com a look. PositiveWriter.com by Bryan Hutchinson was created, Bryan said, for â€Å"fellow writers who were stuck like I was, stuck in doubt, uncertain of their abilities.† It’s a very positive place for encouragement and community, for some inspiration, and for understanding that writer’s doubt is all in the mind. LaurenSapala.com Lauren Sapala of LaurenSapala.com is another motivational writing coach who started her blog to â€Å"nourish, heal, spark, and empower your creative flame. She’s the INFJ who wrote The INFJ Writer and started the WriteCity writing group, and now teaches introverted writers how to fearlessly write, publish, and market their books- not by masking their introversion but by honoring and embracing it in full. BaneofYourResistance.com Rosanne Bane calls writer’s block, perfectionism, distractions, and busy work â€Å"writer’s resistance.† BaneofYourResistance.com offers psychological tools to help you establish a writing routine and to break through the mental barriers that cause writer’s block. Great for writers in need of new coping mechanisms for self doubt, stress, and perfectionism (basically any writer ever). TheProcrastiWriter.com Shannan of TheProcrastiWriter.com has a problem. Like 90% of writers, Shannan is a chronic procrastinator. By her own admission, she spends more time feeling guilty about not writing than actually writing. She started TheProcrastiWriter.com to help fellow procrastinators, and now the site is host to some wonderfully motivational tips for conquering your inner critic, handling vacation guilt, and what to do when your plot changes halfway through writing it. Read â€Å"An Open Letter to Lazy Writers† for a great kick in the rear. ProductiveWriters.com John Soares has been a freelance writer since 1994. He shares the wisdom of at least two decades of experience on his site, ProductiveWriters.com. He regularly posts articles about productivity and finding motivation, as well as valuable tips on finding clients, a niche market, and other tips for content writing and freelancing. There are even a few tips for designing and maintaining your own website. WriteNowCoach.com/blog WriteNowCoach.com/blog is â€Å"where someday becomes write now.† Rochelle Melander, author, book coach, and teacher, regularly interviews successful writers and posts articles to help motivate and inspire aspiring authors. She offers writers really valuable tips on overcoming procrastination and how to write through doubt. She also has a series of interviews with other writers, entitled Writers@Work, as varied as Liam Callanan (The Cloud Atlas), and marketing expert Mike Farley. For Finding Your Tribe WritingCooperative.com Writing is inherently a solitary act, but writing does not exist in a vacuum and writers need communities to grow in. That’s why writers in need of a community should visit sites like WritingCooperative.com, which is a community of writers â€Å"helping each other write better.† They have writing challenges and have a group on Slack. TheWritersAlleyBlog.com TheWritersAlleyBlog.com. The Writer’s Alley, made up of eleven writers who have made it their mission â€Å"to glorify God through [their] writing.† They’re a friendly, inspiring group of writers who post #TipfulTuesdays, helpful writing tips for beginners, and articles with topics ranging from how to overcome self-doubt as a writer to tips about choosing the headshot for your dust jacket. WritersandEditors.com WritersandEditors.com by Pat McNees, a writer and editor with decades of experience under her belt, is a wonderfully supportive community of writers and editors who talk about the A to Z’s of writing, editing, and publishing. You’ll receive straightforward, no-nonsense career advice (such as: â€Å"Q: Can I make a living as a writer? A: As a poet, generally, no). You get notes on etiquette in the publishing industry, plus thoughtful articles on ethics, style guides, rights and contracting, and all sorts of news and issues present in the publishing industry today. WittyTitleHere.com WittyTitleHere.com is â€Å"for female writers who give a damn.† Witty Title Here is a place for feminist writers and readers, and features essays on writing (â€Å"finding your why†), empowerment, and telling your story. It’s also a great resource for writing prompts, resources, and challenges. Check out #ResolveToWrite and Witty Title Here’s Writer Spotlight series for oodles of inspiration. Aliventures.com Aliventures.com is an excellent community for writers concerned with â€Å"mastering the art, craft, and business of writing.† Ali Luke defines the art of writing as â€Å"why we do what we do,† the craft as â€Å"the techniques of writing well,† and the business of writing as â€Å"non-writing stuff that supports your writing.† Join aliventures.com if you’re a freelancer looking to find time to write and master the ins and outs of promotion, getting clients, and ebook sales. For Publishing Your Book JaneFriedman.com Jane Friedman of JaneFriedman.com has been in publishing for over twenty years and counting. You’ve probably already heard of her: she co-founded The Hot Sheet, an essential publishing industry newsletter, wrote The Business of Being a Writer, and regularly posts infinitely useful resources and practical tips on becoming a published author, as well as tips on marketing, promotion, and craft. WritersRelief.com/blog WritersRelief.com/blog has helped authors reach their publishing goals since 1994. They offer advice to indie authors, as well as writers who want to break into the world of traditional publishing- advice like â€Å"How to Submit Short Stories and Poems to Literary Journals† and which writing groups to join. They also have tips on craft for writers who are just starting out. AnneRAllen.com/blog AnneRAllen.com’s blog is chock-full of practical advice on how to get over writer’s block and crippling self-doubt, and it’s also an excellent place for industry advice. Anne and Ruth offer  advice on social media etiquette (see: â€Å"Want Reviews, Guest Posts, Spotlights, Interviews? Treat Bloggers With Respect!†) and how not to turn off your readers and the rest of the publishing world by attempting to copyright the word â€Å"cocky.† BooksandSuch.com/blog BooksandSuch.com/blog has a great variety of articles from the art and craft of writing to recommended reading. But the ladies of BooksandSuch.com shine the brightest when they’re talking about the publishing industry- about how to get an agent, if you’re ready for one, and how to write a proposal to catch an editor or agent’s eye. Check out articles like â€Å"Use High Quality Proposal Ingredients† and â€Å"Rumors and How to Combat Them† for some excellent industry advice. ShaylaRaquel.com Shayla Raquel is an expert editor, seasoned writer, and author-centric marketer. She started ShaylaRaquel.com to help  new and established authors market themselves with great, practical tips on marketing from Wall Street Journal bestselling authors, email marketing tips and tricks, and even how to create the best author website for your brand. TheCreativePenn.com Joanna Penn, author, started TheCreativePenn.com to help authors write, publish, and market their books. She’s got a ton of good advice about self-publishing; how to market your book; and how to make a living from your writing. Joanna is a bestselling author who writes under the name J.F. Penn and an award-winning entrepreneur, podcaster, and YouTuber. RookieWritersSolutions.com RookieWritersSolutions.com by Robin Murphy (author, traveler, and speaker) helps indie authors keep up to date on social media trends and indie publishing news. Robin also posts writing prompts and thoughtful pieces on writing and publishing books. Check out articles like â€Å"Virtual Book/Blog Tours† and her author interviews (with, for example, authors like Jacquelyn Wiles) for an extra dash of motivation. For Making a Living Copyblogger.com Writers who want to learn how to create content that sells will benefit a lot from a visit to Copyblogger.com. It’s one of the best sites for copywriters, freelancers, and marketing managers on the internet today. They have incredible advice on content marketing, email marketing, even client acquisition and honing your skills as a content writer. They’ve also made a number of really useful ebooks available on content writing and marketing, so go give them a visit. UntamedWriting.com UntamedWriting.com’s blog by Karen Marston (blogger, novelist, freelance copywriter) is all about the ins and outs of freelance copywriting. How do you get a client? How do you start writing for the Guardian? What copywriting don’ts should you avoid under any and all circumstances? Karen Marston posts about that and more in her delightful blog. GoinsWriter.com Jeff Goins is all about destroying the myth of the starving artist. With his books The Art of Work and Real Artists Don’t Starve, and now with his blog on GoinsWriter.com, Jeff Goins teaches you how to market your brand and your work, and how to let your craft or art work for you. He talks about personal branding, marketing and promotion, and most especially, why the myth of the starving artist has to die. MakeaLivingWriting.com MakeaLivingWriting.com is for the hungry freelance copywriter. Carol Tice, award-winning freelance writer, shares her secrets of how she went from content mills to author of several non-fiction books. She offers wonderfully practical advice on marketing, copywriting, and creating a brand that works for you. Check out her site for more information and a free report on what kind of freelance writer you are. LittleZotz.com LittleZotz.com’s blog is about writing for business and practical advice for writers who want to make a living by writing. It’s a wonderful resource for freelance writers in the middle of their career and for freelance writers who are just beginning to work up the courage to quit their day jobs and jump in. LittleZots.com’s blog is illustrated with rage comics-ish illustrations by Ramiro Roman, which adds a dash of fun and irreverence to practical tips like â€Å"Six Tips to Keep You Productive When Working from Home.† For Writers of YA and Kids’ Books taralazar.com Tara Lazar is a children’s book author and a mother of two. She blogs at taralazar.com and talks about the art of writing the children’s book. She regularly publishes tips and tricks, like guides for writing fractured fairy tales and several interviews with artists and writers of picture books for children. LiteraryRambles.com Literary Rambles was founded by Casey McCormick and has been continued by MG and YA writer, Natalie Aguirre, for the last seven years. In Natalie's Agent Spotlight series, Literary Rambles interviews children's book agents so that readers can keep their finger on the pulse of children's book publishing. LiteraryRambles.com also features debut MG and YA authors who share their insights on the craft of writing and becoming published; recently Natalie interviewed up and coming MG author Cindy Baldwin (Where the Watermelons Grows Kidlit411.com Kidlit411.com is a site for kids’ writers and illustrators, and they’ve got a Facebook community as well. They feature publishing news; tips on craft, publishing, and marketing your picture book; and interviews with great authors and illustrators in the picture book business. Check out their recent author spotlight, an inspiring interview with author Saadia Faruqi. Inkygirl.com Inkygirl.com is Debbie Ridpath Ohi’s site about reading, writing, and illustrating children’s books. The site is whimsical and colorful, featuring relatable web comics for writers, helpful advice on publishing your own picture books, and reading recommendations galore. Debbie has a wonderful voice and illustrative style; you’re not going to want to miss out on posts like â€Å"SCBWI Success Story, Creative Process and Jen Betton's upcoming debut solo picture book, HEDGEHOG NEEDS A HUG (June 19, 2018)† and â€Å"Writers illustrators: Learning to handle rejection is an essential skill, before AND after publication.† For a Little Bit of Everything TheWriteLife.com TheWriteLife.com has a little bit of everything for writers at any point in their career. They have excellent advice on everything from getting published, to marketing, to freelancing, blogging, and craft, with topics ranging from establishing a writing routine to plot, pacing, dialogue tags, to finding time to write when you have kids. WritersDigest.com Another great all-around site, community, and blog for aspiring writers, intermediate writers, and even published authors is WritersDigest.com. They’ve been around for more than 90 years; they literally â€Å"wrote the book† on writing. Check out their site for invaluable advice on craft and publishing, as well as writer’s resources (podcasts, networking events, publishing and marketing tools), and many more articles sorted by genre, writer goals, and writing levels. Killzoneblog.com Killzoneblog.com is the joint blog of top suspense writers and publishing professionals (Clare Langley-Hawthorne, Sue Coletta, Kathryn Lilly, PJ Parrish, John Gilstrap, Laura Benedict, Jordan Dane, Elaine Viets, Debbie Burke, Joe Hartlaub, Mark Alpert, and James Scott Bell). They take turns every day talking about everything to do with publishing, marketing, craft, and the art of writing. WriterUnboxed.com WriterUnboxed.com is â€Å"about the craft and business of fiction† delivers advanced craft tips from a stable of 50+ contributors (including industry pros and bestselling novelists), advice on perseverance, and industry news. Comments at WU are often as valuable as the posts themselves, driven by WU's diverse community. The site is run by co-founder and editorial director Therese Walsh, who is also a published novelist. WritersTreasure.com WritersTreasure.com is a treasure trove of great tips on honing your craft, mastering clarity, plotting, and even citing sources in your writing. The blog, run by editor, writer, and proofreader Idrees Patel, also features several guest authors with invaluable information on everything from freelancing to thesis writing and so much more. WritersEdit.com WritersEdit.com is a wonderful resource for indie and DIY authors. The site offers lots of practical advice for beginning authors looking to get into Amazon publishing, dealing with criticism, and tips on productivity. They also offer classes in freelance writing, fiction writing, and keep a list of competitions and opportunities for writers of any level. WritetoDone.com WritetoDone.com says â€Å"unmissable articles on writing† right on its tagline, and it doesn’t disappoint. From the importance of beta readers to vlogging to content marketing, book promotion, and tips on writing a killer book proposal, WritetoDone.com has everything for beginning writers to seasoned publishing industry professionals, indie authors, and authors looking to break into traditional publishing. DailyWritingTips.com DailyWritingTips.com has, well, daily writing tips. But they don’t have just daily writing tips, they have tips on business writing, grammar and punctuation, style, spelling, improving your vocabulary, and mistakes you can avoid in fiction, copywriting, and otherwise. They’ve also got a lot of writing challenges and quizzes to keep you entertained the whole day. AngelaBooth.biz AngelaBooth.biz by Angela Booth- copywriter, ghostwriter, author, marketer, and writing coach- is a compendium of all the knowledge Angela has collected over her decades in the publishing industry. She offers classes for writers and edifying articles like â€Å"Fiction: 3 Quick Tips to Write a Novel in a Month† and â€Å"Professional Writing: The Essential Process You Need For Success.† Check her site out for a well-balanced look at the art of writing and how you can make a real living out of your craft. WebsiteSetup.org WebSiteSetup.org is a great blog for any writer interested in setting up their own website/blog. WebSiteSetup has many guides on everything that goes around writer platforms. It also provides easy-to-follow guides dedicated to blogging and social media. If you're interested in starting a blog, check out "How to Start a Blog" guide, it shows everything a writer need to know in order to start blogging (in step-by-step fashion). If you simply follow the blogging tutorials on WebSiteSetup, you'll get your blog up and running in less than 30-minutes.    If you think your website should be added to this list, let us know by submitting your blog for review.