Women from Venus Essay Example For Students

Women from Venus Essay In his essay Men from Mars and Women from Venus, John Gray explored the intrinsic differences between men and women in a way that has helped millions of people to understand why relationships between the two sexes could be so frustrating. Gray was correct when he talked about women cherishing love, communication, beauty, and relationships. However, he oversimplified the gender differences between the two sexes. Though women appreciate the beauty in life and want to live with tranquility, they also corrupt by their desire for power, love for competition, and want for achievements. The premises of John Grays essay were set many years ago when all men lived on Mars and all women lived on Venus. Once they got together, they respected and enjoyed their differencesuntil one day when everybody woke up, completely forgetting that they had once came from different planets. Ever since, men mistakenly expected women to think, communicate, and react the way men do. Gray also believes that Venusians are more concerned with living together harmonically, communicably, and loving cooperation. Instead of building highways and tall buildings, they prefer building a Utopia. We will write a custom essay on Women from Venus specifically for you for only $16.38 $13.9/page Order now Relationships are more important than work and technology says Gray 523. Rather than developing new technology, they build up their relationships with others. On the other hand, Martians get their sense of self from achievement, usually focus on a goal, and tend to be very competitive and self-reliant. The two sexes, according to John Gray, were unlike in their way of life because they came from different worldswomen from Venus while men from Mars. Gray also had some correct points when he stated that women value love, peace, communication, beauty, and relationships. Because of this, women believe romance to be very important; and also value and believe it is critical to sharing ideas, views and life. That is one of the reason they think art, music, and culture are beautiful, as they romanticized life. For example, Queen Elizabeth I proved these characteristics of women. During Queen Elizabeths reign, there was peace in England even from all the chaos caused by conflicts between Protestants and Catholics. Not only did she value peace, she was also a great patron of the arts. Her reign, known in English history as the Elizabethan period, was an era of great accomplishment in Englanda heroic age of exploration and a grand time for art development. During the Age of Exploration, Francis Drake sailed around the world, Martin Frobisher voyaged to the Arctic regions, and Walter Raleigh helped colonize America. Poets and dramatists like William Shakespeare and Edmund Spenser helped create the Golden Age of English literature. However, it was Elizabeth herself who vastly changed Englands standing among European nations. Not only was she a respected peacemaker for her country, but she was also proved to be more. John Gray showed that women are only peaceful beingsa point of view which was true to some extentbut they were also corrupted in other ways. Besides valuing the beauty of the earth and harmony, women are not tranquil as shown is Grays essay; they also love the sense of power, the rush of competition, and the fulfilling feeling of achievements. Again, an example of the same Queen Elizabeth can be used to prove Gray wrong. Elizabeth, was one of the daughters of a legendary King Henry VIII, initially did not want to face the heated conflict between Catholics and Protestants in England, but being the heir to the throne, she was forced to. After many years of disagreements, Elizabeth gave her country peace by dictating her royal degree; women are not as delicate as stated in Grays essay. She ruled with respected authoritarianism, showing her capabilities of being a powerful queen. Instead of living in peace, she led a score of soldiers against the Spanish Armada in July 1588, instilling in her soldiers the will to battle and win; she would continue to fight the Spanish forcefully for 15 years. Despite the dark events of war and religious murders, Elizabeths reign is best remembered for extraordinary achievements. .ub182566312450b94523c90a75afcccd4 , .ub182566312450b94523c90a75afcccd4 .postImageUrl , .ub182566312450b94523c90a75afcccd4 .centered-text-area { min-height: 80px; position: relative; } .ub182566312450b94523c90a75afcccd4 , .ub182566312450b94523c90a75afcccd4:hover , .ub182566312450b94523c90a75afcccd4:visited , .ub182566312450b94523c90a75afcccd4:active { border:0!important; } .ub182566312450b94523c90a75afcccd4 .clearfix:after { content: ""; display: table; clear: both; } .ub182566312450b94523c90a75afcccd4 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub182566312450b94523c90a75afcccd4:active , .ub182566312450b94523c90a75afcccd4:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub182566312450b94523c90a75afcccd4 .centered-text-area { width: 100%; position: relative ; } .ub182566312450b94523c90a75afcccd4 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub182566312450b94523c90a75afcccd4 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub182566312450b94523c90a75afcccd4 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub182566312450b94523c90a75afcccd4:hover .ctaButton { background-color: #34495E!important; } .ub182566312450b94523c90a75afcccd4 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub182566312450b94523c90a75afcccd4 .ub182566312450b94523c90a75afcccd4-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub182566312450b94523c90a75afcccd4:after { content: ""; display: block; clear: both; } READ: Tennessee Williams And The Southern Belle EssayShe believed it was her divine mission to lead England, and under her direction, the country became strong and unified. Therefore, commerce and industry prospered. Elizabeth I gave her country peace; however, she also gave it prestige and power. Women do not always fit under the stereotypical views of being tranquil; they also love competing to show their power and achiever their goals. Women do in fact cherish relationships and art, as stated in John Grays essay, but they also love power. John Grays essay is true in some areas, but false in others as shown by the life of Englands, Queen Elizabeth I. Queen Elizabeth, known as the most successful monarch ever sits on the English throne, gave her country peace from the hostilities between the different religious sectors and the Spanish attacks. This showed how women wanted serenity across the land. However, while she did reign with peace, she went through great lengths to achieve this goal. Queen Elizabeth dictated her royal decree on numerous times and proved herself a cynical opponent to the Spanish. Though John Gray was right in writing that women seek harmonic beauty in life, but he was wrong because women also tried to get power, compete, and accomplish their goals.

IKEA Company Case

IKEA Company Case Background IKEA, a leading Swedish home furnishing retailer, was founded in 1943 by Ingvar Kompred with a vision to service young and price-conscious consumers with a wide range of its knock down furniture sold at competitive prices.Advertising We will write a custom case study sample on IKEA Company Case specifically for you for only $16.05 $11/page Learn More Traditionally, IKEA has been known to maintain low-cost operations by contracting and maintaining dedicated independent furniture supplier networks, developing innovative modular designs whose components could be mass produced, maintaining relatively few sales clerks, using a classic cash-and-carry approach to trim costs at a minimum, selling the same type of furniture all around the world to benefit from the economies of scale, using a flat management strategy to enhance fast decision-making processes, abolishing internal budgets to check on expenditure, and utilising inexpensive advertising strategi es such as word-of-mouth and limited advertising to promote sales revenue. Recently, IKEA has been involved in expanding into international markets to reach out more customers and hence leverage its competitive advantage and profits. For instance, the company succeeded in setting store locations in Switzerland in Germany and even proceeded to become the furniture provider of choice for young and price-conscious customers despite facing supply difficulties as well as cultural and regulatory obstacles in these countries. Although the company faced minimal entry barriers in many European countries due to its European history and origin, it did receive unique challenges when gaining entry into the American market due to a host of problems as discussed below. Statement of Problems IKEA faced a host of entry barriers while attempting to gain access to the American market not only due to a diversified population and great cultural diversity demonstrated by potential customers, but also due to strong local competition and imitations. Indeed, the company had not faced such entry barriers before while attempting to gain access to European markets, hence the need for their further exploration. The underlying problems for IKEA’s entry into the American furniture market include: Creation of stable supply networks – IKEA’s operation costs drastically rose upon entry to the American market because it used to source its products from suppliers in Europe. There were unique logistical problems involved in transporting these products to U.S. markets that guaranteed an attractive consumer base.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More IKEA had to move with speed to recruit local suppliers to reduce the dependency of imports and hence cut down on costs. The U.S. suppliers also needed to be trained on more efficient methods to use in the productio n of furniture so that quality was not compromised in attempts to cut down on costs. Product adaptation issues – Upon entry into the American market, IKEA soon realized that some of its products were not reconfigured to the expectations and desires of U.S. customers. For instance, its European-style beds were somewhat narrower and longer than the standard American beds and hence customers could not buy them despite their high quality and low cost as their existing mattresses and beddings could not fit the beds. Again, IKEA’s management was called to attention to solve the adaptation issues with the view to increasing sales purchases and therefore achieve profitability and competitiveness. Unique advertising and promotion challenges – IKEA had traditionally relied on word-of-mouth, limited advertising and the use of catalogues delivered free of charge to customers residing in areas where the furniture retailer had set up business. However, upon gaining entry into the American market, IKEA’s management soon realized that the traditional advertising strategies could not bring positive outcomes in the American market due to a competitive retail market and diversity of the consumers, which made the traditional word-of-mouth advertising less powerful that it had been in ethnically homogenous European countries. Additionally, many American consumers did not identify with the traditional Moose symbol used in other European countries to advertise IKEA products as it was considered strange, provincial and, in some quarters, projecting the wrong image. These unique promotion and advertising challenges necessitated IKEA’s management to go back to the drawing board and devise advertising strategies that could fit well into the American market. Floor layout issue – Traditionally, IKEA utilised a floor layout approach that necessitated consumers to obtain an inventory tag number upon deciding what they wanted to purchase and then pro ceeding to find the kit on the rack in the expansive stores without much assistance from the sales clerks. However, this layout plan proved to be a major problem in the American market owing to customers’ buying behaviour, leading to long queues and declining sales as customers left empty-handed.Advertising We will write a custom case study sample on IKEA Company Case specifically for you for only $16.05 $11/page Learn More Again, this was an issue that IKEA’s management needed to solve to make any headway in the American furniture market. American consumers are averse to long waiting times, hence IKEA’s management was once again tasked with a responsibility of developing and implementing strategies that would reduce the long queues and enhance customer service experience while maintaining operational costs at a minimum. Non-available stock – this problem was related to the difficulties experienced in the supply chain networks as IKEA attempted to import products from European-based suppliers and furniture makers to stock local stores in diverse locations across the United States. To remain competitive, IKEA had to move fast in the recruitment and training of local suppliers to ensure that listed products were available for the customers when needed.

Changing Caption Numbering in Microsoft Word

Changing Caption Numbering in Microsoft Word Changing Caption Numbering in Microsoft Word We’ve previously explained how to add captions to charts, tables and figures in Microsoft Word. But what should you do if the default caption style or numbering doesn’t suit your needs? Maybe, for example, your college style guide recommends a different formatting for captions than the standard style in Word. Or maybe you want to use an alternative numbering system. Luckily, this is all easy to achieve via the â€Å"Style† options in Word. Editing Caption Style If you want to use a different font for captions, you could go through them all changing this manually. However, it’s much quicker to change the caption style instead (instructions apply for Word 2007 and later): Go to the â€Å"Styles† section of the â€Å"Home† tab and find â€Å"Caption† Right click â€Å"Caption† and select â€Å"Modify† to open a new window The Styles menu. Pick the font and formatting options required Click â€Å"OK† to apply the new style Modifying the Caption style. If the â€Å"Caption† style isn’t showing in the â€Å"Home† tab, you may have to click the little arrow in the bottom corner to open the â€Å"Styles† sidebar. If it still isn’t showing, click â€Å"Options† here and make sure that â€Å"All styles† is selected in the â€Å"Select styles to show† menu. Style pane options. Creating a New Caption Style For even greater customization, you can even create a brand new caption style. To do this: Open the â€Å"Styles† sidebar and click the â€Å"New Style† button Creating a new style. In the new window, select â€Å"Caption† in the â€Å"Style based on† menu Select the font and formatting options required Type a name for your new style in the â€Å"Name† box (e.g., â€Å"Caption 2† or â€Å"Custom Caption†) Click â€Å"OK† to create your style To ensure that the font changes back to the paragraph style once you’ve written a caption and hit â€Å"Enter,† you may also want to select â€Å"Normal† from the â€Å"Style for following paragraph† menu. You can also create a new style via the style menu on the main ribbon by selecting Create a Style and clicking Modify to bring up the full set of style options. Creating a style via the main ribbon. Writing Custom Captions When you add captions using â€Å"Insert Caption,† Microsoft Word numbers them automatically according to the label assigned (e.g., â€Å"Figure 1,† Figure 2,† â€Å"Figure 3,† and so on). However, if you don’t want to use this numbering system (e.g., if you want captions in your dissertation to include the chapter number, so the figures in the first chapter are labelled â€Å"Figure 1a,† â€Å"Figure 1b,† â€Å"Figure 1c,† etc.) you’ll need to add captions manually. You can do this by selecting the relevant â€Å"Caption† style from the style menu, placing the cursor where you want the caption to appear in your document, and simply typing the caption desired. You can even use different caption styles for tables, charts and figures if you create a style for each! If you do, though, don’t forget that when adding a list of tables, charts or figures, you’ll need to select the relevant style when creating the list. To do this: Click â€Å"Insert Table of Figures† to open the menu Inserting a table of charts/figures. Click â€Å"Options† to open a new window Under the â€Å"Style† menu, pick the relevant caption style and click â€Å"OK† Custom caption options. Click â€Å"OK† in the main â€Å"Insert Table of Figures† menu to create your list You can then list each of the different caption types separately, which is useful if you have large numbers of illustrations, charts and tables that you want to keep distinct from one another.

The Cultural Challenges of Doing Business Overseas Essay

The Cultural Challenges of Doing Business Overseas - Essay Example The main differences between the US and Czech culture are found in food preferences and style of life. In contrast to American consumers, Czech families prefer to eat at home which helps them to save time and money. Fast food and snack bars are not so popular in Czech Republic. The main target audience of Chicago Style Pizza would include young people and students, middle income families and busy professionals. Cultural differences cover the state of intellectual development of the people and the state of commercial development of the nation. The major risks are underdeveloped fast food culture and strong cultural eating and food patterns. Steve can reduce these risks locating its snack bars in big cities and high populated areas, in business and students centres (Bartlett and Ghoshal 1999). Country-of-origin image can be positively perceived by Czech consumers. In theory, "country of origin based stereotyping may be universal in nature; however, the degree to which it is applied and the prominence given in the evaluation of the product varies" (Bartlett and Ghoshal 1999, 51). ... Customer reactions to price and the judgments that customers make will be conditioned by their perceptions and attitudes toward the country of origin of Chicago Style Pizza. On the one hand, consumers will be influenced by an American origin of the new venture and image of Italian cuisine (Bartlett and Ghoshal 1999). The comparative advantage is underdeveloped fast food market segment which proposes great opportunities for a new entry. Unique image of pizza and unique perception and attitude towards Italian food could have a positive impact on consumers' behavior. Taking into account fast food experience it is possible to say that it creates and develops its global image using American origin supported by the decision to extend and adapt new features influenced by the socio-cultural, economic, and political environments of the other countries. For Chicago Style Pizza, the key to meeting market share or unit sales objectives is making product design changes in response to local market conditions. However, the benefits of achieving such objectives are weighed against the cost of changing a product's design and testing it in the market (Czech Culture Overview 2005). Attention to language skills in recruitment and opportunities for employees to learn another language are commonplace solutions which need no discussion. The understanding of social behavior and good manners in each country is also a very important sphere of IHRM practices. While cultural differences may be regarded as a barrier to the achievement of a truly harmonised single market, they do not act as a barrier to doing business abroad. By adapting to local cultural conditions firms can operate successfully across the nations (Bartlett and Ghoshal 1999). Indeed, it is possible to argue that the

An Analysis of the Citizens United vs Federal Election Commission Essay

An Analysis of the Citizens United vs Federal Election Commission Ruling in the Context of Equal Right - Essay Example By way of brief background, the case takes root in 2008 when a non-profit corporation, Citizens United, released a documentary entitled â€Å"Hillary† that was made to target the former Senator who was at the time vying for the nomination of the Democrats. The Supreme Court ruled that electioneering communications fell under the protective ambit of the First Amendment. It therefore overruled the case of Austin v. Michigan Chamber of Commerce, which banned the use of treasury money by corporations to campaign for or against particular candidates, and the case of McConnell v. Federal Election Commission, which upheld the restrictions on electioneering communications imposed on corporate expenditures. Many had called it an affirmation of the First Amendment as guaranteed by the Constitution, but many more felt that the Court was privileging corporate interests and was hijacking the integrity of the elections. There has also been an unfortunate tendency to label those who support Citizens United as conservatives and those who oppose it as more progressive. In this paper, I argue that the decision was in fact an affirmation of free speech and was in fact a celebration of civil liberties. I also argue that the opposite outcome would in the long run have more deleterious effects on the First Amendment. ... h comes from a corporation.† It also states that â€Å"Because speech is an essential mechanism of democracy—it is the means to hold officials accountable to the people—political speech must prevail against laws that would suppress it by design or inadvertence.† It then proceeded to say that corporations and human beings both have a right to free speech that the government is dutybound to protect. Said Justice Kennedy, â€Å"Distinguishing wealthy individuals from corporations based on the latter’s special advantages of,  e.g.,  limited liability, does not suffice to allow laws prohibiting speech.† Another point that was made by the decision was that deciding against Citizens United would render other institutions vulnerable censorship. The majority opinion reminds us that newspapers are corporations as well, and thus they may well be gagged from political communication if the Citizens case was decided in the opposite way. This does not bo de well for the future of media and journalism. Indeed, their freedom must be zealously guarded as it constitutes a bedrock of our democracy. Opponents of the decision, however, are sceptical that the protection of free speech is indeed the agenda of the decision – noting that historically, corporate interests have often trumped public interest, and wondering if this is yet another example of the unfortunate pattern. â€Å"If the ban is struck down†, says Cohen (2009) corporations may soon be writing large checks to the same elected officials whom they are asking to give them bailouts or to remove health-and-safety regulations from their factories or to insert customized loopholes into the tax code.† Fears have been raised that the decision will see an emergence of corporate lobbying in even grander scale than present:

Research Essay Example for Free

Research Essay 1. Dadaism- was an art movement of the European avant-garde in the early 20th century. Many claim Dada began in Zurich, Switzerland in 1916, spreading to Berlin shortly thereafter but the height of New York Dada was the year before in 1915. To quote Dona Budds The Language of Art Knowledge. Dada was born out of negative reaction to the horrors of World War I. This international movement was begun by a group of artist and poets associated with the Cabaret Voltaire in Zurich. Dada rejected reason and logic, prizing nonsense, irrationality and intuition. The origin of the name Dada is unclear; some believe that it is a nonsensical word. Others maintain that it originates from the Romanian artists Tristan Tzaras and Marcel Jancos frequent use of the words da, da, meaning yes, yes in the Romanian language. Another theory says that the name Dada came during a meeting of the group when a paper knife stuck into a French-German dictionary happened to point to dada, a French word for hobbyhorse. 2. Cubism- is an early-20th-century avant-garde art movement pioneered by Georges Braque and Pablo Picasso, joined by Jean Metzinger, Albert Gleizes, Robert Delaunay, Henri Le Fauconnier, Fernand LÃ ©ger and Juan Gris that revolutionized European painting and sculpture, and inspired related movements in music, literature and architecture. Cubism has been considered the most influential art movement of the 20th century. The term is broadly used in association with a wide variety of art produced in Paris (Montmartre, Montparnasse and Puteaux) during the 1910s and extending through the 1920s. Variants such as Futurism and Constructivism developed in other countries. A primary influence that led to Cubism was the representation of three-dimensional form in the late works of Paul CÃ ©zanne, which were displayed in a retrospective at the 1907 Salon dAutomne. In Cubist artwork, objects are analyzed, broken up and reassembled in an abstracted form—instead of depicting objects from one viewpoint, the artist depicts the subject from a multitude of viewpoints to represent the subject in a greater context. 3. Impressionism- is a 19th-century art movement that originated with a group of Paris-based artists. Their independent exhibitions brought them to prominence during the 1870s and 1880s, in spite of harsh opposition from the conventional art community in France. The name of the style derives from the title of a Claude Monet work, Impression, soleil levant(Impression, Sunrise), which provoked the critic Louis Leroy to coin the term in a satirical review published in the Parisian newspaper Le Charivari. Impressionist painting characteristics include relatively small, thin, yet visible brush strokes, open composition, emphasis on accurate depiction of light in its changing qualities (often accentuating the effects of the passage of time), ordinary subject matter, inclusion of movement as a crucial element of human perception and experience, and unusual visual angles. The development of Impressionism in the visual arts was soon followed by analogous styles in other media that became know n as impressionist music and impressionist literature. 4. Expressionism- was a modernist movement, initially in poetry and painting, originating in Germany at the beginning of the 20th century. Its typical trait is to present the world solely from a subjective perspective, distorting it radically for emotional effect in order to evoke moods or ideas. Expressionist artists sought to express meaning or emotional experience rather than physical reality. Expressionism was developed as an avant-garde style before the First World War. It remained popular during the Weimar Republic, particularly in Berlin. The style extended to a wide range of the arts, including painting, literature, theatre, dance, film, architecture and music.

The Creative Process in Film Essay -- Film

With this short but very interesting and informative class I have just scratched the surface of the what it takes to make a full fleged film. It takes much more than I had presumed to make a movie in Hollywood. The number of people that it takes to make a minute of a movie let alone the entire movie was astonishing to me. There are many things that it takes to start making a movie but without an idea of some sort there is no movie to be made. A crew includes a screenwriter, whose job it is to provide the written blueprint version of the entire film. This is basically the starting point for any movie. Next there is the producer. There are many types of producers; executive producers, co-producers, assistant producers and line producers. They all do very different things. Some are the producers are responsible for raising the funds for the movie while others are responsible for the production that goes on during the filming of the movie and still other producers are in charge of what physically goes on the set. Then it is time for the director. The director is in charge of the actors. The director works with the actors to visually bring to life what was written on the screenplay (Fortunato, Who Does What on a Film). Now the idea needs to come together. The idea of writing, â€Å"what you know† is not always true and writing, â€Å"what you come to know† is in fact a more accurate way to write. Other good ways to formulate ideas are to use existing plays, novels, short stories, life stories, new articles, or even past TV shows and film. When using existing work a person needs to make sure that one secures the copyrights before starting write. Securing the copyrights does not mean one is finished yet. Now a person needs... ...ce during the end of the movie. The whole time there is a tension that is not released until to final fight and you find out who is going to get the cube, the decepticons or the auto-bots (Valenti, 107). Works Cited Fortunato, Joe. "Development" FMP 201. Arizona State University, Tempe, AZ.. Lecture. Fortunato, Joe. "From Script to Shooting Schedule" FMP 201. Arizona State University, Tempe, AZ. . Lecture. Fortunato, Joe. "Production" FMP 201. Arizona State University, Tempe, AZ. Lecture. Fortunato, Joe. "Wrap" FMP 201. Arizona State University, Tempe, AZ. Lecture. Fortunato, Joe. "Post-Production" FMP 201. Arizona State University, Tempe, AZ. . Lecture. Fortunato, Joe. "Distribution" FMP 201. Arizona State University, Tempe, AZ. Valenti, F. Miguel., Les Brown, and Laurie Trotta. More than a Movie: Ethics in Entertainment. Boulder, 2000. Print.

Impacts of Motivation in Employee Performance Essay

1. INTRODUCTION 1.1 Back Ground of the Study The study was attempted to investigate analytically the major causes of employees’ motivation in Commercial Bank of Ethiopia. To accomplish this, the research was considered to take appropriate data that relevant to the problem. Since, Commercial Bank of Ethiopia is the major sector that supports the current development of Ethiopia economy and the five years of transformation plan, so it should be better to take study to identify the major causes that affects of employees’ motivation toward their work and to propose necessary tools of solution to mitigate the problem. This will be at least a solution currently and in the future for the organization. The major initiatives to conduct this study are also one of the researchers is working in Commercial Bank of Ethiopia that observe most of employees are not satisfied or motivated to work. This forced the rest researchers to examine the basic problems of human resource management unable to conduct how frequently motivate emp loyees’ in the existing work place using financial and non financial tools. If this problems not solved, it may affects the image of the organization, belongingness workers etc†¦gradually. Considering this, it should be necessary to conduct study to identify the major causes of employees’ dissatisfaction in their work place that affects motivation, and the drawback of motivation packages relative to the image of the organization and its strategic plan which is to be â€Å"Classic Bank In The World†. To do an extensive study, the researcher performed methodological ways of gathering data pursuant to the problems and objective of the study paper. The employees are one of the vital resources or ingredient that will help organization to achieve its objectives. Employees supply their talents, knowledge, skill and experience towards to the achievement of organizational objectives. To get maximum performance from employees, the organization must have the necessary motivational scheme that encourages employees for better performance. Optimizing performance of employees by motivational factors is challenging and sensitive due to uniqueness of working force which came to organization from different socio-economical background. Performances of motivated employees create high productivity, innovativeness and good attitudes towards the organizations. There is a relationship between motivational factors and some facts of the employees behavior such as performance, turnover, absenteeism, poor attendance, willingness to do more, creativity, flexibility, and commitment to the organization. So motivation has important implications because it affects the individual quality of work, life, and performance. Therefore, managers are expected to have necessary skill on how to motivate employees. Commercial Bank of Ethiopia as a service rendering organization thereby maximizing its profit, its quality of service is highly determined by devotion of its employees. Therefore, the bank has to give importance to the recruitment of educated employees, to staff training and the improvement of workers’ benefit packages. Besides, it has to revise its benefit package with a view to motivating its staff towards greater efficiency and competence. In general, the study was focused on to investigate the real causes of employees’ dissatisfaction at their work place in the Bank and its impacts toward the image, rest of employees’ belongingness. 1.2 Back Ground of the Organization Currently, the Commercial Bank Ethiopia (CBE) has 15 district offices and above 300 branches throughout the country serving as market outlets. As the largest bank and development partner of the Ethiopian Government, the CBE has transferred Birr 1.23 Billion in 2008 1 to the coffers/treasure of the state. In 2005/2006, the market share of the Bank was 24% and 76% for credit extension and deposit mobilization, in that order. The Commercial Bank of Ethiopia (CBE) is the leading Bank in the country. It has over 8,600 employees and close to 2 million accounts holders throughout the country, and total asset of Birr 73.7billion, total deposit and other liabilities of Birr 56.1 billion and outstanding loans of Birr 22.9 billion, and close to 70 years of solid accumulated banking experience. The CBE is in the forefront of the banking industry in meeting the financial needs of the various sectors, sub-sectors and ongoing varied investment projects in the economy. It has diversified credit portfolio with loan facilities extended ranging from farmers’ cooperatives to commercial farmers and large manufacturing and construction project. Commercial Bank of Ethiopia currently has given services for customers such as Deposit, Loan service, foreign currency service etc†¦ The CBE has a vision to be world a worldwide class commercial bank by 2025.It has also set a strategy of exceeding customers and stake holder’s expectation through service excellence and business growth supporting the development efforts in the country. Commercial Bank of Ethiopia currently played a great role for the development of the economy to achieve the million goal of the country. (CBE Public Relations Documentation, 2011). 1.3 Statement of the Problem It is obvious that currently Commercial Bank of Ethiopia is a major blood for the current economic growth of Ethiopia. In order to fulfill this, the company mobilized big amount of foreign and domestic currency to facilitate and support high investment process in the economy. To perform effectively this, the firm should have well developed human resource management tools to enhance the work forces motivation toward their work which help to create loyal and belonging employees in the work area. This has a direct relationship with the service quality level to satisfy the existing and prospect customers. Moreover to introduce new and modern type of working system throughout the organization, there should be also a sound strategy of workers motivation program, which helps to increase workers retention in the bank. Organizations that only focus on its goal, without considering the factors of employees motivation toward their works has become a cause of fragility of the business in the long run. In this essence, employees that are not satisfied in their organization could not be initiated to exert more efforts effectively in the organization, instead they will look for other opportunities externally and vote with their feet by moving their allegiance to competitors, and this will affect the firms in the long run. The outcomes of the research will help the organization to take the necessary corrective measurements in the future and to revise its motivation strategy of employees. Because of the above major problems, the existing employees’ lack confidence on the bank. Moreover, the bank faces problem of employees’ turnover due to lack of effective motivation, this also results in high cost of getting experienced employees and recruiting of new one. Therefore; regarding the above problem, the study attempted to respond the following basic research questions. 1.What is the feeling and attitudes of employees towards to motivational factors used in Commercial Bank of Ethiopia? 2.What are the consequences of job dis-satisfaction in Commercial Bank of Ethiopia? 3.What are the consequences of lack of motivated employees’ performance? 4.What is the effect of motivation on employees’ loyalty to the organization? 5.What kind of action should be taken by the bank to increase employees’ motivation toward work areas? 6.What are the basic factors for employees’ motivation in the work area? Is it financial or non financial benefits? 1.4 Objective of the study Due to lack of effective motivation, most employees are dissatisfied to their work place; this creates desperate work forces that perform their work till to get other opportunities of work in order to get the root of the problem the study set the following objectives. General objective The general objective of the study was to identify the causes and impacts of lack of employees’ motivation and to identify the basic causes of dissatisfaction of employees to ward their work, which aggravated lack of employees’ motivation. Specific Objective †¢To indicate which is the basic factors for lack of employees motivation currently in the bank †¢To show the relation between lack of employees’ motivation impacts and employees’ turnover. †¢To assess the potential consequences of lack of employees’ motivation in the Bank. †¢ To set appropriate recommendation for the problem based on the findings. 1.5 Significance of the study The study identified the major causes of employees’ dissatisfaction, which is a major factor that affects motivation of employees at the work area. The outcomes of the research help to increase employees’ satisfaction at their works that support to increase the service level of customers’ satisfaction. Moreover, increase of work force motivation has also a direct relationship to minimize turnover in the bank. The other advantages of increase of motivation of employees at the work area are enables employees to enhance their loyalty for the organization and at the same time employees’ belongingness increase. This also helps for the reputation of the image of the bank. Employees will increase their efficiency to serve their customers with smiling face. Moreover also; the study provided a hint for other researchers as a reference, and the findings of the study will help to give valuable information for top management to establish new system to increase employe es’ motivation. 1.6 Scope of the study The study considered major causes of employees’ lack of motivation in the Bank especially focusing in the area of Addis Ababa core operation. It scopes limited to study employees’ lack of motivation in Addis Ababa area only, by taking as a population and sample of the existing employees. 1.7 Limitation of the Study The major limitation of the study is constraints of time and collecting appropriate data from respondents since there was few samples unwillingness to return the questionnaires properly. 1.8 Research Methodology 1.8.1 Research Design The study applied the following types of research method to investigate the problems. The research is designed by using both Primary & Secondary data. 1.8.2 Source of Data & Methods of Data Collection The method of data collection carried out by distribution of questioners, which consist of both closed and open-end questioners. The questioners were being the main instrument of primary data collection. The secondary data gathered from different books, literature review, internet and printed materials. 1.8.3Sampling Design & Techniques A sampling technique of random sampling adopted by taking the sample from the selected four city branches and two departments of Manager and non-manager line staff employees of commercial bank of Ethiopia. The total population was taken 200. 1.8.4Methods of Data Analysis Descriptive and explanatory methods of data analysis applied. Test hypothesis for possible interdependence and effect relation ships conducted for easy understanding of trends of some patterns of distribution, table, percentage and interpretation of data conducted based on the response and theoretical concepts. 1.9 Organization of the paper The study paper included four chapters. The first chapter is about the introduction part which contains back ground, statement of problems, objective of the study, significance, methodology of research, limitation of the study and organization of the paper. In Chapter II, Theoretical concepts from internet are included. Chapter III included the important part of the study, which is data analysis and interpretation, this lead to the final Chapter IV, which described the summary of findings, conclusions and recommendation of the paper. CHAPTER TWO 2. LITERATURE REVIEW OF MOTIVATION 2.1 Motivation and Motivation Theory The term motivation is derived from the Latin word movere, meaning â€Å"to move.† Motivation can be broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence of goal-directed, voluntary effort. Motivation theory is thus concerned with the processes that explain why and how human behavior is activated. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). The broad rubric of motivation and motivation theory is one of the most frequently studied and written-about topics in the organizational sciences, and is considered one of the most important areas of study in the field of organizational behavior. Despite the magnitude of the effort that has been devoted to the study of motivation, there is no single theory of motivation that is universally accepted. The lack of a unified theory of motivation reflects both the complexity of the construct and the diverse backgrounds and aims of those who study it. To delineate these crucial points, it is illuminating to consider the development of motivation and motivation theory as the objects of scientific inquiry. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.2 Historical Development Early explanations of motivation focused on instincts. Psychologists writing in the late 19th and early twentieth century have suggested that human beings were basically programmed to behave in certain ways, depending upon the behavioral cues to which they were exposed. Sigmund Freud, for example, argued that the most powerful determinants of individual behavior were those of which the individual was not consciously aware. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). According to Motivation and Leadership at Work (Steers, Porter, and Bigley, 1996), in the early twentieth century researchers began to examine other possible explanations for differences in individual motivation. Some researchers focused on internal drives as an explanation for motivated behavior. Others studied the effect of learning and how individuals base current behavior on the consequences of past behavior. Still others examined the influence of individuals’ cognitive processes, such as the beliefs they have about future events. Over time, these major theoretical streams of research in motivation were classified into two major schools: the content theories of motivation and the process theories of motivation. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.3 Major Content Theories Content (or need) theories of motivation focus on factors internal to the individual that energize and direct behavior. In general, such theories regard motivation as the product of internal drives that compel an individual to act or move (hence, â€Å"motivate†) toward the satisfaction of individual needs. The content theories of motivation are based in large part on early theories of motivation that traced the paths of action backward to their perceived origin in internal drives. Major content theories of motivation are Maslow’s hierarchy of needs, Alderfer’s ERG theory, Herzberg’s motivator-hygiene theory, and McClelland’s learned needs or three-needs theory. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.3.1 Maslow’s Hierarchy of Needs. Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem needs, and self-actualization needs. Physiological needs are the most basic needs for food, water, and other factors necessary for survival. Security needs include needs for safety in one’s physical environment, stability, and freedom from emotional distress. Belongingness needs relate to desires for friendship, love, and acceptance within a given community of individuals. Esteem needs are those associated with obtaining the respect of one’s self and others. Finally, self-actualization needs are those corresponding to the achievement one’s own potential, the exercising and testing of one’s creative capacities, and, in general, to becoming the best person one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the physiological and security needs must be met before upper-level needs such as belongingness, esteem, and self-actualization can be motivational. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). Applications of the hierarchy of needs to management and the workplace are obvious. According to the implications of the hierarchy, individuals must have their lower level needs met by, for example, safe working conditions, adequate pay to take care of one’s self and one’s family, and job security before they will be motivated by increased job responsibilities, status, and challenging work assignments. Despite the ease of application of this theory to a work setting, this theory has received little research support and therefore is not very useful in practice. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.3.2 Alderfer’s Erg Theory. The ERG theory is an extension of Maslow’s hierarchy of needs. Alderfer suggested that needs could be classified into three categories, rather than five. These three types of needs are existence, relatedness, and growth. Existence needs are similar to Maslow’s physiological and safety need categories. Relatedness needs involve interpersonal relationships and are comparable to aspects of Maslow’s belongingness and esteem needs. Growth needs are those related to the attainment of one’s potential and are associated with Maslow’s esteem and self-actualization needs. 1.The ERG theory differs from the hierarchy of needs in that it does not suggest that lower-level needs must be completely satisfied before upper-level needs become motivational. ERG theory also suggests that if an individual is continually unable to meet upper-level needs that the person will regress and lower-level needs become the major determinants of their motivation. ERG theory’s implications for managers are similar to those for the needs hierarchy: managers should focus on meeting employees’ existence, relatedness, and growth needs, though without necessarily applying the proviso that, say, job-safety concerns necessarily take precedence over challenging and fulfilling job requirements. (http://wwww.csb.gov.hk/hkgcb/hrm/pdf). 2.3.3 Motivator-Hygiene Theory. Frederick Herzberg developed the motivator-hygiene theory. This theory is closely related to Maslow’s hierarchy of needs but relates more specifically to how individuals are motivated in the workplace. Based on his research, Herzberg argued that meeting the lower-level needs (hygiene factors) of individuals would not motivate them to exert effort, but would only prevent them from being dissatisfied. Only if higher-level needs (motivators) were met would individuals be motivated. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). The implication for managers of the motivator-hygiene theory is that meeting employees lower-level needs by improving pay, benefits, safety, and other job-contextual factors will prevent employees from becoming actively dissatisfied but will not motivate them to exert additional effort toward better performance. To motivate workers, according to the theory, managers must focus on changing the intrinsic nature and content of jobs themselves by â€Å"enriching† them to increase employees’ autonomy and their opportunities to take on additional responsibility, gain recognition, and develop their skills and careers. 2.3.4 Mcclelland’s Learned Needs Theory. McClelland’s theory suggests that individuals learn needs from their culture. Three of the primary needs in this theory are the need for affiliation (n Aff), the need for power (n Pow), and the need for achievement (n Ach). The need for affiliation is a desire to establish social relationships with others. The need for power reflects a desire to control one’s environment and influence others. The need for achievement is a desire to take responsibility, set challenging goals, and obtain performance feedback. The main point of the learned needs theory is that when one of these needs is strong in a person, it has the potential to motivate behavior that leads to its satisfaction. Thus, managers should attempt to develop an understanding of whether and to what degree their employees have one or more of these needs, and the extent to which their jobs can be structured to satisfy them. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.4 Major Process Theories Process (or cognitive) theories of motivation focus on conscious human decision processes as an explanation of motivation. The process theories are concerned with determining how individual behavior is energized, directed, and maintained in the specifically willed and self-directed human cognitive processes. Process theories of motivation are based on early cognitive theories, which posit that behavior is the result of conscious decision-making processes. The major process theories of motivation are expectancy theory, equity theory, goal-setting theory, and reinforcement theory. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.4.1 Expectancy Theory. In the early 1960s, Victor Vroom applied concepts of behavioral research conducted in the 1930s by Kurt Lewin and Edward Tolman directly to work motivation. Basically, Vroom suggested that individuals choose work behaviors that they believe lead to outcomes they value. In deciding how much effort to put into a work behavior, individuals are likely to consider: †¢Their expectancy, meaning the degree to which they believe that putting forth effort will lead to a given level of performance. †¢Their instrumentality or the degree to which they believe that a given level of performance will result in certain outcomes or rewards. †¢Their valence, which is the extent to which the expected outcomes are attractive or unattractive. All three of these factors are expected to influence motivation in a multiplicative fashion, so that for an individual to be highly motivated, all three of the components of the expectancy model must be high. And, if even one of these is zero (e.g., instrumentality and valence are high, but expectancy is completely absent), the person will have not motivation for the task. Thus, managers should attempt, to the extent possible, to ensure that their employees believe that increased effort will improve performance and that performance will lead to valued rewards. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). In the late 1960s, Porter and Lawler published an extension of the Vroom expectancy model, which is known as the Porter-Lawler expectancy model or simply the Porter-Lawler model. Although the basic premise of the Porter-Lawler model is the same as for Vroom’s model, the Porter-Lawler model is more complex in a number of ways. It suggests that increased effort does not automatically lead to improved performance because individuals may not possess the necessary abilities needed to achieve high levels of performance, or because they may have an inadequate or vague perception of how to perform necessary tasks. Without an understanding of how to direct effort effectively, individuals may exert considerable effort without a corresponding increase in performance. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.4.2 Equity Theory. Equity theory suggests that individuals engage in social comparison by comparing their efforts and rewards with those of relevant others. The perception of individuals about the fairness of their rewards relative to others influences their level of motivation. Equity exists when individuals perceive that the ratio of efforts to rewards is the same for them as it is for others to whom they compare themselves. Inequity exists when individuals perceive that the ratio of efforts to rewards is different (usually negatively so) for them than it is for others to whom they compare themselves. There are two types of inequity—under-reward and over-reward. Under-reward occurs when a person believes that she is either puts in more efforts than another, yet receives the same reward, or puts in the same effort as another for a lesser reward. For instance, if an employee works longer hours than her coworker, yet they receive the same salary, the employee would perceive inequity in the form o f under-reward. Conversely, with over-reward, a person will feel that his efforts to rewards ratio is higher than another person’s, such that he is getting more for putting in the same effort, or getting the same reward even with less effort. While research suggests that under-reward motivates individuals to resolve the inequity, research also indicates that the same is not true for over-reward. Individuals who are over-rewarded often engage in cognitive dissonance, convincing themselves that their efforts and rewards are equal to another’s. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). According to the equity theory, individuals are motivated to reduce perceived inequity. Individuals may attempt to reduce inequity in various ways. A person may change his or her level of effort; an employee who feels under-rewarded is likely to work less hard. A person may also try to change his or her rewards, such as by asking for a raise. Another option is to change the behavior of the reference person, perhaps by encouraging that person to put forth more effort. Finally, a person experiencing inequity may change the reference person and compare him or herself to a different person to assess equity. For managers, equity theory emphasizes the importance of a reward system that is perceived as fair by employees. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.4.3 Goal-Setting Theory. The goal-setting theory posits that goals are the most important factors affecting the motivation and behavior of employees. This motivation theory was developed primarily by Edwin Locke and Gary Latham. Goal-setting theory emphasizes the importance of specific and challenging goals in achieving motivated behavior. Specific goals often involve quantitative targets for improvement in a behavior of interest. Research indicates that specific performance goals are much more effective than those in which a person is told to â€Å"do your best.† Challenging goals are difficult but not impossible to attain. Empirical research supports the proposition that goals that are both specific and challenging are more motivational than vague goals or goals that are relatively easy to achieve. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). Several factors may moderate the relationship between specific and challenging goals and high levels of motivation. The first of these factors is goal commitment, which simply means that the more dedicated the individual is to achieving the goal, the more they will be motivated to exert effort toward goal accomplishment. Some research suggests that having employees participate in goal setting will increase their level of goal commitment. A second factor relevant to goal-setting theory is self-efficacy, which is the individual’s belief that he or she can successfully complete a particular task. If individuals have a high degree of self-efficacy, they are likely to respond more positively to specific and challenging goals than if they have a low degree of self-efficacy. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.4.4 Reinforcement Theory. This theory can be traced to the work of the pioneering behaviorist B.F. Skinner. It is considered a motivation theory as well as a learning theory. Reinforcement theory posits that motivated behavior occurs as a result of reinforces, which are outcomes resulting from the behavior that makes it more likely the behavior will occur again. This theory suggests that it is not necessary to study needs or cognitive processes to understand motivation, but that it is only necessary to examine the consequences of behavior. Behavior that is reinforced is likely to continue, but behavior that is not rewarded or behavior that is punished is not likely to be repeated. Reinforcement theory suggests to managers that they can improve employees’ performance by a process of behavior modification in which they reinforce desired behaviors and punish undesired behaviors. (http://www.csb.gov.hk/hkgcb/hrm/pdf.fcle/e-motivation). 2.5 People Motivation- Non – financial Notes Most business recognizes the need for non- financial methods of motivation. The main ones are described briefly below. 2.5.1 Job Enlargement Job enlargement involves adding extra, similar tasks to a job. In job enlargement, the job itself remains essentially unchanged. However, by widening the range of tasks that need to be performed, hopefully the employees will experience less repetition and monotony. With job enlargement, the employees rarely need to acquire new skills to carry out the additional task. A possible negative effect is that job enlargement can be viewed by employees as a requirement to carry out more work for the same pay. (http://tutor ). 2.5.2 Job Rotation Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation. For example, an administrative employee might spent part of the week looking after the reception area of business, dealing with customers and enquires. Some time might then be spent manning the company telephone switch board and then inputting data onto a database. Job rotation may offer the advantage of making it easier to cover for absent colleagues, but it may also reduce productivity as workers are initially unfamiliar with a new task. Job rotation also often involves the need for extra training. (http://tutor ). 2.5.3 Job enrichment Job enrichment attempts to give employees greater responsibility by increasing the range and complexity of tasks they are asked to do and giving them the necessary authority. It motivates by giving employees the opportunity to use their abilities to the fullest. Successful job enrichment almost always requires further investment in employee training. (http://tutor ). 2.5.4 Team Working and Empowerment Empowerment involves giving people greater control over their working lives. Organizing the labour force into team with degree of autonomy can achieve this. This means that employees plan their own work, take their own decision and solve their own problems. Teams are set targets to achieve and may receive and may receive rewards for doing so. Empowerment teams are an increasingly popular method of organizing employees at work. (http://tutor ).

Who Won the Civil War: North or South

For the south it was nearly impossible to win the war . The north had many advantageson the south, which created a large difference in the outcome of the Civil War. The North had a bigger population, better leadership, and Abraham Lincoln. Lincoln was a leader of the union, and led them to many great victories with his decision making on generals to lead the Union. The north had many plans to shut down the south, though they often took longer than what was expected of them, so many of them were stopped by generals or were figured out by the south.The south came out fighting Fort Sumpter and Bull Run. The advantages that the south had was that all of the battles were in the south and numbers of people who actually wanted to fight for the south was much higher than the soldiers of the north. The south was fighting to keep their way of life, slavery. The north wanted a new constitution and to obliterate the confederacy. Most of the time the north had better in terms of generals, but not always. The north had good generals, but they also had bad ones.The bad ones were either too scared to fight, or didn't fight fast enough. Ulysses S. Grant was the general that gave the Union the greatest victories. He fought long and hard. He would do anything he possible could to win. The South had a very slim chance to win with this man in charge. The north had more victories and advantages in the war than the south. The durastic effects the south underwent caused them to crumble. Some people say the north won, and some say the south won. The north did everything possible to win the war, and the south could never get anything out of it.

Mercutio Monologues From Romeo and Juliet

Mercutio Monologues From Romeo and Juliet Not to criticize Shakespeare, but the play Romeo and Juliet should feature a little less Friar Lawrence  and a little more Mercutio. You could argue that this funny, furious character should have gotten his very own play, but instead, he gets killed off (spoiler!) at the beginning of Act Three! Still, we can rejoice in the few excellent Mercutio moments and monologues. The Queen Mab Monologue In Mercutios best and lengthiest monologue, often called The Queen Mab Speech, the jovial supporting character chides Romeo, claiming that he has been visited by a fairy queen, one that makes men desire things best left unattained. In Romeos case, he is still pining for Rosaline. Little does he realize that he will soon fall for Juliet. When performing the following monologue, actors often begin very playfully, but as the speech continues, touching upon corruption and war, Mercutio becomes more frenzied and intense. MERCUTIO: O, then I see Queen Mab hath been with you.She is the fairies midwife, and she comesIn shape no bigger than an agate stoneOn the forefinger of an alderman,Drawn with a team of little atomiesOver mens noses as they lie asleep;Her wagon spokes made of long spinners legs,The cover, of the wings of grasshoppers;Her traces, of the smallest spider web;Her collars, of the moonshines watry beams;Her whip, of crickets bone; the lash, of film;Her wagoner, a small grey-coated gnat,Not half so big as a round little wormPricked from the lazy finger of a maid;Her chariot is an empty hazelnut,Made by the joiner squirrel or old grub,Time out o mind the fairies coachmakers.And in this state she gallops night by nightThrough lovers brains, and then they dream of love;Oer courtiers knees, that dream on curtsies straight;Oer lawyers fingers, who straight dream on fees;Oer ladies lips, who straight on kisses dream,Which oft the angry Mab with blisters plagues,Because their breaths with sweetmea ts tainted are.Sometimes she gallops oer a courtiers nose,And then dreams he of smelling out a suit;And sometimes comes she with a tithe-pigs tailTickling a parsons nose as a lies asleep,Then dreams he of another benefice.Sometimes she driveth oer a soldiers neck,And then dreams he of cutting foreign throats,Of breaches, ambuscadoes, Spanish blades,Of healths five fathom deep; and then anonDrums in his ear, at which he starts and wakes,And being thus frighted, swears a prayer or twoAnd sleeps again. This is that very MabThat plats the manes of horses in the nightAnd bakes the elflocks in foul sluttish hairs,Which once untangled much misfortune bodes.This is the hag, when maids lie on their backs,That presses them and learns them first to bear,Making them women of good carriage.This is she!(Romeo interrupts, and then the monologue concludes:) True, I talk of dreams,Which are the children of an idle brain,Begot of nothing but vain fantasy,Which is as thin of substance as the airAnd mo re inconstant than the wind, who woosEven now the frozen bosom of the north,And, being angerd, puffs away from thence,Turning his face to the dew-dropping south. Mercutio Describes Tybalt In this scene, Mercutio explains the personality and combat techniques of Tybalt, Juliets deadly cousin. By the end of the speech, Romeo walks in, and Mercutio begins to chastise the young man. MERCUTIO: More than prince of cats, I can tell you. O, he isthe courageous captain of compliments. He fights asyou sing prick-song, keeps time, distance, andproportion; rests me his minim rest, one, two, andthe third in your bosom: the very butcher of a silkbutton, a duellist, a duellist; a gentleman of thevery first house, of the first and second cause:ah, the immortal passado! the punto reverso! the hai!The pox of such antic, lisping, affectingfantasticoes; these new tuners of accents! By Jesu,a very good blade! a very tall man! a very goodwhore! Why, is not this a lamentable thing,grandsire, that we should be thus afflicted withthese strange flies, these fashion-mongers, theseperdona-mis, who stand so much on the new form,that they cannot at ease on the old bench? O, theirbones, their bones!Without his roe, like a dried herring: flesh, flesh,how art thou fishified! Now is he for the numbersthat Petrarch flowed in: Laura to his lady was but akitchen-wench; marry, she had a better l ove tobe-rhyme her; Dido a dowdy; Cleopatra a gypsy;Helen and Hero hildings and harlots; Thisbe a greyeye or so, but not to the purpose. SigniorRomeo, bon jour! theres a French salutationto your French slop. You gave us the counterfeitfairly last night. Mercutio and Benvolio In this next scene, Mercutio demonstrates his genius for mockery. Everything he complains about regarding his friend Benvolios character does not apply to the young man. Benvolio is agreeable and good-natured throughout the play. Mercutio is the one most likely to pick a quarrel for no good reason! Some might say that Mercutio is actually describing himself. MERCUTIO: Thou art like one of those fellows that when heenters the confines of a tavern claps me his swordupon the table and says God send me no need ofthee! and by the operation of the second cup drawsit on the drawer, when indeed there is no need.BENVOLIO: Am I like such a fellow?MERCUTIO: Come, come, thou art as hot a Jack in thy mood asany in Italy, and as soon moved to be moody, and assoon moody to be moved.BENVOLIO: And what to?MERCUTIO: Nay, an there were two such, we should have noneshortly, for one would kill the other. Thou! why,thou wilt quarrel with a man that hath a hair more,or a hair less, in his beard, than thou hast: thouwilt quarrel with a man for cracking nuts, having noother reason but because thou hast hazel eyes: whateye but such an eye would spy out such a quarrel?Thy head is as fun of quarrels as an egg is full ofmeat, and yet thy head hath been beaten as addle asan egg for quarrelling: thou hast quarrelled with aman for coughing in the street, because he hat hwakened thy dog that hath lain asleep in the sun:didst thou not fall out with a tailor for wearinghis new doublet before Easter? with another, fortying his new shoes with old riband? and yet thouwilt tutor me from quarrelling!

Commands and Mandates

Commands and Mandates Commands and Mandates Commands and Mandates By Mark Nichol Several words pertaining to authority or obligation display their kinship with the word element mand. This post lists and defines those terms. The Latin verb mandare, meaning â€Å"order,† is perhaps most commonly represented in command, which primarily means â€Å"exercise or have authority.† Other meanings include â€Å"have dominance or influence over,† â€Å"have at one’s disposal,† or â€Å"overlook† (as in reference to a mountain or hill that commands a location of lower elevation). As a noun, command pertains to an order or signal given, to authority, control, dominance, facility, or mastery, to the act of commanding or the position of a military authority, or to the scope of such an authority, including a specific US Air Force unit. A commander (also often referred to as a commanding officer) is an officer of any rank in a military, law enforcement, or other organizational structure who has authority over a particular unit; in some countries, as in the United States, the head of state is also the commander in chief of its armed forces. Commander is also a specific military or law enforcement rank independent of its generic use, as is the rank of lieutenant commander. To commend (literally, â€Å"entrust with,† from the â€Å"entrust† sense of mandare) is to endorse, entrust, or praise, though recommend is often used for the first sense. Behavior that is praiseworthy is commendable, and statement of praise is a commendation. The idioms â€Å"commends itself to† and â€Å"have much to commend it† are formal language for â€Å"is liked and approved† and â€Å"is good in many ways,† respectively. To countermand is to reverse an order, and as a noun the word refers to such a reversal. To demand is to claim, require, or summon, or to express an expectation (as in â€Å"Courtesy demands an acknowledgment of the gesture†). The noun demand refers to something claimed or required, to the notion of a desire or want for something or the quantity of something desired or wanted (as in the expression â€Å"supply and demand†), to a need or to being needed or wanted (as in â€Å"As a speaker, she is in great demand†), or to expectations (as in â€Å"the demands of the job†). The phrase â€Å"on demand† means â€Å"when asked for† or â€Å"when needed.† To remand is to give over (as in returning a case to trial or a criminal suspect to custody) or send back; a remand is such an action. A mandate is an authorization or command, though it is often used in a political sense to suggest that an election victory or passage of a legislative act validates a certain ideology or policy. It also refers to a conquered territory granted to a particular country, or to an authorization for such a grant. To mandate is to require or to administer a mandate, and something mandatory is required (or might pertain to the granting of territory). The adjective is not to be confused with the legal term mandatary, which refers to a person given authority to transact business for another person. Another obscure legal term derived from mandare is mandamus, which refers to a document issued by a court of law that commands that an act or duty be undertaken or performed. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:What Does [sic] Mean?Confused Words #3: Lose, Loose, LossWhat is an Anagram?

Business Finance Research Paper Example | Topics and Well Written Essays - 1500 words

Business Finance - Research Paper Example The Financial Review is where business performance is quantified in dollars The Financial Review has two major parts: Discussion and Analysis, and Audited Financial Statements. A third part might include information supplemental to the Financial Statements. In the Discussion and Analysis, management explains changes in operating results from year to year. This explanation is presented mainly in a narrative format, with charts and graphs highlighting the comparisons. The Operating results are numerically captured and presented in the Financial Statements. (http://www.terry.uga.edu/akefalas/courses/mirrors.htm 2005) The balance sheet represents the financial picture as it stood on one particular day, December 31, 19X9, as though the wheels of the company were momentarily at a standstill. Typical Manufacturing's balance sheet not only includes the most recent year, but also the previous year. This lets you compare how the company fared in its most recent years. The balance sheet is divided into two sides: on the left are shown assets; on the right are shown liabilities and shareholders' equity. Both sides are always in balance. ... Current liabilities Accounts payable $60,000 $57,000 Notes payable 51,000 61,000 Accrued expenses 30,000 36,000 Income taxes payable 17,000 15,000 Other liabilities 12,000 12,000 Total current liabilities $170,000 $181,000 Long-term liabilities Deferred income taxes $16,000 $9,000 12.5% Debentures payable 2010 130,000 130,000 Other long-term debt 0 6,000 Total libilities $316,000 $326,000 Shareholders Equity Preferred staock $5.83 cumulative,$100 par value authorized, issued and outstanding60,000 shares $6,000 $6,000 Common stock $5.00 par value,authorized 20,000,000 shares,19x9 issued 15,000,000 shares,19x8 14,500,000 shares 75,000 72,500 Additional paid-in capital 20,000 13,500 Retained earnings 249,000 219,600 Foreign currency translation adjustments 1,000 (1,000) Less: Treasury stock at cost (19x9-1,000; 19x8-1,000 shares) 5,000 5,000 Total shareholders' equity $346,000 $305,600 Total liabilities and shareholders' equity $662,000 $631,600 Typical Manufacturing Company Inc. Consolidated Income Statement December 31,19X9 and 19X8 (dollars in thousands) 19X9 19X8 Net sales $765,000 $725,000 Cost of sales 535,000 517,000 Gross margin $230,000 $208,000 Operating expensesDepreciation and amortization 28,000 25,000 Selling, general and administrative expenses 96,804 109,500 Operating income $105,196 $73,500 Other income (expense) Dividends and interest income 5,250 9,500 Interest expense (16,250) (16,250) Income before income taxes and extraordinary loss $94,196 $66,750 Income taxes 41,446 26,250 Income before extraordinary loss $52,750 $40,500 Extraordinary item: Loss on early extinguishmentof debt (net of income tax benefit of $750)