Dinner Guest Me Poetry Analysis free essay sample

The persona in this sonnet is an African American individual. This is represented in the initial two sections of the sonnet where the speaker says that the person, being an allegory for the African American race, is the Negro Problem. The peruser realizes that he is alluding to himself since he talks in first individual. Supper Guest: Me by Langston Hughes has a wide range of tones. One of the tones of the persona is outrage. This is appeared in the initial two refrains of the sonnet, l realize I am the Negro Problem, and in the last two stanzas, Solutions to the Problem, obviously, pause. The speaker recognizes the way that himself alongside the African American race are the Negro Problem that is available among the discussion of the white individuals during supper. The outrage gets from the way that the speaker has become the Negro Problem as a result of his prosperity being an African American and the accomplishment of his African American siblings and sisters. We will compose a custom exposition test on Supper Guest: Me Poetry Analysis or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page In the last refrains the speaker shows the uneasiness towards the answer for this issue and realizes just that in time, the difficult will ideally be tackled. Another tone of the persona is not kidding. The general topic, being the requesting of opportunity, radiates a genuine tone on the grounds that the subject of bigotry and isolation in itself is a genuine themes and was a difficult that must be looked by the African Americans during the 1960s when the sonnet was composed. This topic has been and as of now is being paid attention to. The persona likewise depicts a clandestine tone. This is found in refrains four through nine of the sonnet, Answering the typical inquiries that ring a bell hich looks for shyly to test in considerate manner the why and fortitude of obscurity U. S. A. In this statement the peruser sees that in a clandestine way, the white individuals are attempting to sound well mannered and kind while scrutinizing the dark race and their prosperity when truly they are doing it because of self-importance and unacceptance. Haziness U. S. A represents the corruptness of the white people groups considerations and discussion. Single rhyme and end rhyme: Being feasted that strikes a chord To test in respectful method of obscurity U. S. An In current majority rule night Im so embarrassed about being white. The wine divine At the damask table, mine Park Avenue at eight obviously, pause. Inside Rhyme: Being lived like royalty The wine divine Alliteration: The why and fortitude Assonance: To test in pleasant way Wondering how things got his way At the damask table, mine Park road at eight Solutions to the difficult End rhyme in the initial three stanzas causes to notice the more profound importance on the sonnet. The speaker can be allegory for the A frican American populace that emains the Negro Problem in America. For a littler scope, the Negro Problem is the subject of discussion at the table brimming with white individuals. The utilization of end rhyme in this the peruser need to peruse on. Over the span of the sonnet, the utilization of rhyming is utilized uniquely in specific spots and not toward the finish of each refrain. The absence of rhyming accentuates the reality of the sonnet. A lot of rhyming plans depict an all the more light and glad tone, though a restricted sum depicts a genuine tone, which is appropriate for this sort of sonnet.

Psychological Criticism Essays - Psychology, Psychoanalysis

Mental Criticism Mental analysis truly brings the characters you're finding out about to life. At the point when an activity done by a characters is clarified mentally, that maybe they had subdued wants, or that it's because of excruciating recollections which reflected them to be who they are currently. It becomes as close to genuine as it could get. Since an individual is molded into what their identity is presently by past encounters. Sigmund Freud additionally thought something very similar. Sigmund Freud, Carl Jung and some others (The supporters of Sigmund Freud) accepted that for writing to be acceptable there are sure desires for it. Those desires were for writing to honestly reflect and show the truth we live in and life. He felt that the composed issue in writing such as dreams and activities done by characters were w impression of the creator's thinking process and curbed wants. The examination of Oedipus is an incredible model, it shows a ton of understanding about the human brain. To utilize this hypothesis you have to show how the writing piece influences the peruser's psyche, the thinking process about the essayist himself, and to have the option to apply the advanced experiences into anecdotal characters, all in your work. The young lady on the train investigation The young lady on the train is a tale about Rachel, a lady that takes the train ordinarily to and from work. As she passes by regular she sees these couple who live close to the train tracks, and she feels like they are the ideal couple. She prefers them so much that she even names them. At that point something happens that makes a huge difference, and allows her be a piece of their lives. The story truly centers around Rachel's dysfunctional behaviors and individual issues, for example, melancholy, a sleeping disorder and a drinking issue. The creator rambles about Rachel's past encounters, she accentuates the way that Rachel has gives a great deal. She likewise remembers definite sexual scenes for the story to an extreme, some of the time, much more than required. With those two focuses: Sexual scenes and drinking issues. I can't resist the urge to believe that the creator herself tends to drink too much sooner or later in her life; she additionally has smothered sexual wants that she attempts to communicate by composing. The creator additionally dives deep into every character mindset. She shows how each and everybody of them has gotten to this point in the book. How they advanced and changed even behind what we as peruser's were perusing.

9 Common Rationalizations for Smoking

9 Common Rationalizations for Smoking More in Addiction Nicotine Use After You Quit How to Quit Smoking Nicotine Withdrawal Smoking-Related Diseases The Inside of Cigarettes Alcohol Use Addictive Behaviors Drug Use Coping and Recovery When you try to quit smoking, your mind can come up with all sorts of excuses about why you can have  just one  more cigarette. These rationalizations include everything from stress relief to the fear of gaining weight. Yet, theres a logical response to each and every one of them. Realizing that is a part of successfully becoming an ex-smoker. Prepare for Junkie Thinking Thoughts of smoking can creep in and throw you off balance if youre not prepared for them. Perhaps one of the biggest reasons people break down and light up that first cigarette is due to junkie thinking. This includes self-talk like, Ill really quit tomorrow! and One cigarette wont hurt. How can you defeat those tempting thoughts of smoking? Understanding how your mind tries to negotiate while  withdrawing from nicotine addiction  is an important first step. Most, if not all, people who are trying to quit experience the urge to give in and smoke, especially during the first few months. Common Rationalizations for Smoking The strange thing about addictions is that many of us experience the same things. We may not know each other and we likely lead entirely different lives, but we share some of the same thoughts. Nicotine addiction  doesnt let go without throwing some mental chatter and bargaining our way and many of these rationalizations are all too familiar. It can be helpful to think of that mental chatter as a sign of the healing taking place within you because that is what it is. Thoughts of smoking come with the territory early on in cessation, but you can rest assured that they will fade away with time. Below are some of the most common rationalizations smokers fall prey to. Chances are youll identify with some of them. Stay ahead of the game by learning how to recognize faulty thinking and stop it in its tracks. Why Do People Smoke? Youre Under a Lot of Stress and Smoking Relaxes You Response: Your body is used to nicotine, so you naturally feel more relaxed when you give your body a substance upon which it has grown dependent. That is the addiction, not true stress relief. While early cessation can cause stress, most ex-smokers feel far less nervous just a few weeks after quitting. Smoking Makes You More Effective in Your Work Response: Trouble concentrating can be a short-term symptom of quitting, but smoking actually deprives your brain of oxygen. Youll likely think more clearly once the smokescreen of nicotine addiction is gone. Youve Already Cut Down to a Safe Level Response: Cutting down is a good first step, but its important to know that there is no such thing as a safe level of smoking. Cigarettes are literally brimming with toxins youd never go near, let alone inhale into your lungs if you were not addicted to nicotine. To date, researchers have uncovered upwards of 7000 chemical compounds in cigarette smoke, including 250 poisonous chemicals and 70 that cause cancer. Its Too Hard to Quit Response: Quitting tobacco is hard, but with education and support, you can make it a lasting reality in your life. Millions of Americans quit smoking every year. If you have previously tried to quit but failed, remember that most people have to try more than once. Keep at it. The freedom youre after is outstanding and worth every bit of work it takes to achieve. Youre Worried About Weight Gain Response: Initially, smoking cessation might cause a slight weight gain of five to 10 pounds due to metabolic changes  in your body. However, if you are eating and exercising as you were before quitting, the extra weight should fall off within a few months. Also, there are things you can do to help keep your weight stable as you move through recovery from nicotine addiction. You Dont Know What to Do With Your Hands Response: This is a common complaint among ex-smokers. We spent a lot of time with a cigarette in our hand, and this leaves a void when we first quit. Disrupting the thoughts going through your mind by  changing your activity  will help you overcome this feeling. Make a list of activities you can pick up at a moments notice when the urge to smoke hits and makes you feel fidgety. Take a look at this list of things to do instead of smoking  compiled by ex-smokers for ideas to help you get started. Sometimes You Have Irresistible Urges Response: Early on, cravings to smoke are intense. Our minds are working overtime trying to convince us to give in and have just one cigarette. We spent years learning to cope with everything from hunger to anger by lighting up, and when we quit, it can feel like triggers to smoke are hitting us nonstop. Learn to decipher the urges as they come and you will be able to respond appropriately to what your body needs. If cravings get strong and you realize youre hungry, have a snack or a meal. If the trigger is caused by fatigue, take a nap or go to bed. Angry? Deal with the issue rather than lighting up. The longer you practice this technique, the easier it will get to understand the messages behind the urge to smoke. With time, the cravings will lessen until theyre gone altogether. You Blew It and Smoked a Cigarette Response: Smoking one or a few cigarettes doesnt mean youve blown it. It does mean that you need to strengthen your resolve to quit and stay close to your support network. You have what it takes to become a successful (and comfortable) ex-smoker. Be patient and keep going. A Word From Verywell While these are the most common rationalizations smokers use when trying to quit, its likely that youll experience more beyond these. With each new thought, counteract it with logical thinking. Try writing it out in your quit journal or talk about it with your support group. You will often realize just how ridiculous it is and, with enough effort, you can enjoy life as a non-smoker.

Ways to Do Conditioning for Basketball Essay - 851 Words

Basketball is a widely populated sport in today’s society since it was created in the late 1800s by Dr. James Naismith. Many fans enjoy playing basketball but most of them don’t thoroughly understand the process to get in shape to play. Basketball conditioning requires a lot of dedication and is very time consuming. It is a highly competitive and contact sport so being faster and stronger than the other guy can give you more advantages. Many ways to condition are by running, weight training in the gym, maintaining a healthy diet and working on your basketball skills. Following these steps will help you prepare for the basketball season and develop into a great ball player. Running is the first step in becoming conditioned for the†¦show more content†¦At the beginning of the off-season, you can construct a routine that includes training every following day. However, it is important to rest in between workouts because you need time to recover from the soreness of the muscles. Exercising the same muscles everyday can be harmful and can actually increase your risk of injury. You should start off small and gradually increase the weight as the season goes on. Start out with push-up and sit-up muscles at first, then move on to light weights such as dumbbells and weighted ankle/wrist straps. Eventually, you will be ready to do heavy-duty exercises ranging from bench pressing to strengthen your upper body, squatting to strengthen your lower body and pull-ups to give the whole body a workout. You should include many types of exercises to work different muscles of the body. However, in basketball, the stronger you are, the more effective you are as a pla yer. Not only does lifting weights help you become physical fit to compete against stronger players but it also helps you become strong enough to continue to play day in and day out throughout the season without becoming fatigue. Weight training will help you to become physically stronger in order to prepare you for the season. Maintaining a healthy diet is the third and most important step in becoming conditioned for basketball. This is theShow MoreRelatedMarketing Industry : Target Customer, And Competitor Analysis835 Words   |  4 Pagesbelieve it or online personal training are all growing trends. Different Segments of Industry Athletes, such as basketball players, hire personal trainers to help get in shape for the sport. They must keep their body in specific condition to maintain physical capability in their sport. These types of physical trainers are experienced in sports competition training and know many ways to maximize the body for ideal performance in whatever sport. The trainers focus on the muscle groups that the athleteRead MoreHow Do People Learn (Language)?829 Words   |  4 PagesHow do people learn (language)? How we teach language should be based on how people learn language.  Ã‚   Do we learn language the way we learn everything?   Or is there some special way our brains learn language?   Today we will talk about some of the hypotheses which have been suggested for how people learn (in general) and learn language (in particular).      This child has learned sign-language from his parents – but how?   NATURE vs. NURTURE    People who argue for language learning by NATURERead MoreMy Capstone Experience At Fort Gibson Essay1626 Words   |  7 PagesHilldale, Oktaha, Vian, and Muskogee. The sports available were: basketball, football, baseball, wrestling, and healthy day-to-day living. There were multiple trainers and they used multiple different facilities. Since Fort Gibson is somewhat small and limited on their workout resources they used: local churches, a gym located downtown, outdoor fields at the Fort, the high school track, and sometimes even do home calls. In basketball the ages of the day were eleven to fourteen. The athletes startedRead MoreImportance Of Healthy Diet Essay1419 Words   |  6 Pages The importance of sleep, diet, and strength and conditioning. Introduction To keep the body in good health is a duty, otherwise we shall not be able to keep our mind strong and clear.† –Buddha Being a student athlete for the majority of my life, i have learned how to balance my studies and my sport. Basketball and high school are both very demanding, but when you put them both together you make for a very difficult schedule. Though the lifestyle i live is somewhat grueling, i have adapted andRead MoreIvan Pavlov s The First Development Of The Experimental Model Of Learning827 Words   |  4 Pageswith the help of his assistants, he was able to condition the dogs to the sound of a tick. After the progression of his work, he established the basis for the field of classical conditioning. In the early Twentieth Century Ivan Pavlov won the Nobel Prize with his work on digestion. Pavlov discovered Classical Conditioning accidentally while working on this experiment. Pavlov restrained dogs by a harness and presented them with meat. While the meat was presented to the dogs, Pavlov measured the salivaryRead MoreMy Experience At The University Of Oklahoma1363 Words   |  6 Pagesrecess, came to a screeching halt in the sixth grade. Starting with seventh grade, school just became a daily task that I had to force myself to get through. However, I began receiving high school credit that year and so I told myself that I had to do well in order to make it to the next level, college. When high school came around, I had to pay attention to every class because it had the ability to permanently stain my transcript. I knew my transcript was an important part of the college enrollmentRead MoreThe Skinner s Theory Of Behaviorism And Controls Behavior Essay1020 Words   |  5 Pages Burrhus Frederic Skinner, also known as B.F Skinner was born on 1904 in Pennsylvania. He was an American ancient psychologist who known for his work on development of behavior and the theory of reinforcements, also known as operant conditioning. Along with being the most influential psychologist he was also a professor of psychology at Harvard University. During his course of study at Harvard, he conducted a study of behavior which led him to develop the prototype of the famous Skinner Box. His encounterRead MoreUsing Different Methods Of Different Techniques Than A 30 Year Veteran With Proven Success And A Tradition Built With1437 Words   |  6 Pagesplayer responds differently to motivation tactics. It all depends on what makes them tick. One player might be motivated by playing time, and another player might just want to feel part of something. Some players respond to challenges; some don t. Do not treat all of your players the same because they are not the same. We re not goin g to fool you by trying to force a few tactics down your throat. What works for one coach might not work for another. That s why we have compiled a huge list of techniquesRead MoreThe Theory Of Operant Conditioning989 Words   |  4 PagesOperant Conditioning: Procrastination The principals of operant conditioning, teaches how having certain coping techniques can reward certain undesirable behaviors. Conditioning human behavior has been studied for many years, Psychologists Edward Thorndike and B.F. Skinner, have dedicated majority of their lives to the study. Thorndike’s theory Law of effect. Thorndike suggest that certain stimuli and response become connected or dissociated from each other. His experiment worked by placing a catRead MoreBehaviorism or Social Cognitive Learning Theory1429 Words   |  6 Pagesthe teacher needs to find out why and how this behavior can be conditioned which is when the teacher is teaching Bob an appropriate response (behavior) to a particular event (stimuli) into a positive outcome. Using behaviorism methods the teacher can do this. The instructor must look into Bob’s back ground first. (He is a 10 year old boy that was raised in a foster home of all different ages of boys. It has been reported that phys ical violence was present in this foster home). â€Å"Learning involves

How to Hydrate and Lubricate Your Dry Eyes

In order to keep your eyes hydrated, they need to stay lubricated. If you lose the lubrication, your eyes will get irritated very quickly. That can lead to eye strain and other problems. Follow these tips to help alleviate eye dryness and irritation. Keep Your Body Hydrated   If your body does not have enough water in it, your eyes will not have the moisture they need to stay sufficiently hydrated. Unblock Your Tear Ducts Your tear ducts can get stopped up. Try unblocking them to get your eyes natural lubrication system working again. Blink This may sound silly, but its an important reminder. If you are focused on something for a long time, such as a computer monitor, its likely that youre not blinking as much as you normally would—or as much as you need to sufficiently disperse your tears. Take a short break to rest your eyes. Use Artificial Tears Artificial tears are a good way to lubricate your eyes if you dont produce enough tears naturally. Make sure you use artificial tear drops, not red-eye reducers or other types of eye drops. These can dry your eyes out. Speak to your eye doctor about what artificial tears option might be best for you. Take Out Your Contacts   If you wear contact lenses, take them out for a while. Contacts dry out easily and require lubrication. Look into changing your contacts to a more breathable type of lens, and avoid sleeping in your lenses—even if you wear a type that allows you to do so. Sleep with Lubrication   If your eyes are dry while you are asleep, that irritation can carry through the day. Use of an eye mineral oil lubricant before you go to sleep can help. Talk to your eye doctor about the best type for your problem.

Comprehensive Continuous Evaluation Free Essays

Over the years it is the opinion of every educationist, teacher and general public that board or annual school examinations based on tests in two or three hours duration provide limited information on various elements of curriculum and range of learning in any subjects. In view of the above short comings in the existing system of evaluation it is desirable that evaluation of students should be not only continuous but comprehensive also. The term Continuous and Comprehensive Evaluation (CCE) is used for school based evaluation of pupils in which their assessment is done on a continuous basis throughout the year and which is also comprehensive in nature, in the sense that it is not confined to assessment in scholastic subjects but also covers co-scholastic areas such as performance in games/sports, Physical education, Creative Education, Art, Music, Dance, Drama, other cultural activities and Personal Social qualities. We will write a custom essay sample on Comprehensive Continuous Evaluation or any similar topic only for you Order Now The main aim of CCE is to evaluate every aspect of the child during their presence at the school. This is believed to help reduce the pressure on the child during/before examinations as the student will have to sit for multiple tests throughout the year, of which no test or the syllabus covered will be repeated at the end of the year, whatsoever. As a part of this new system, student’s marks will be replaced by grades which will be evaluated through a series of curricular and extra-curricular evaluations along with academics. The aim is to reduce the workload on students and to improve the overall skill and ability of the student by means of evaluation of other activities. Grades are awarded to students based on work experience skills, dexterity, innovation, steadiness, teamwork, public speaking, behavior, etc. to evaluate and present an overall measure of the student’s ability. This helps the students who are not good in academics to show their talent in other fields . The National Policy on Education (1986) and the Programme of Action (1992) followed by the National Curriculum Framework of School Education (1986 and 2000) reiterated the need for developing the personal and social qualities in learners. They stressed the point that the evaluation should be comprehensive in nature, wherein all learning experiences pertaining to scholastic, co-scholastic and personal and social qualities are assessed. To make this happen the MHRD announced Continuous and Comprehensive Evaluation system which is to be implemented in every school . How to cite Comprehensive Continuous Evaluation, Papers Comprehensive Continuous Evaluation Free Essays Over the years it is the opinion of every educationist, teacher and general public that board or annual school examinations based on tests in two or three hours duration provide limited Information on various elements of curriculum and range of learning in any subjects. ln view of the above short comings in the existing system of evaluation it is desirable that evaluation of students should be not only continuous but comprehensive also. The term Continuous and Comprehensive Evaluation (CCE) is used for school based evaluation of pupils in which their assessment is done on a ontinuous basis throughout the year and which Is also comprehensive in nature, in the sense that It Is not confined to assessment In scholastic subjects but also covers co-scholastlc areas such as performance In games/sports, Physical education, Creative Education, Art, Music, Dance, Drama, other cultural activities and Personal Social qualities. We will write a custom essay sample on Comprehensive Continuous Evaluation or any similar topic only for you Order Now The main aim of CCE is to evaluate every aspect of the child during their presence at the school. This is believed to help reduce the pressure on the child during/before examinations as the student will have to sit for multiple tests hroughout the year, of which no test or the syllabus covered will be repeated at the end of the year, whatsoever. As a part of this new system, student’s marks will be replaced by grades which will be evaluated through a series of curricular and extra- curricular evaluations along with academics. The aim is to reduce the workload on students and to improve the overall skill and ability of the student by means of evaluation of other activities. Grades are awarded to students based on work experience skills, dexterity, innovation, steadiness, teamwork, public speaking, ehavior, etc. to evaluate and present an overall measure of the student’s ability. This helps the students who are not good In academics to show their talent in other fields . The National Policy on Education (1986) and the Programme of Action (1992) followed by the National Curriculum Framework of School Education (1986 and 2000) reiterated the need for developing the personal and social qualities In learners. They stressed the point that the evaluation should be comprehensive In nature, wherein all learning experiences pertalnlng to scholastic, co-scholasuc and personal and ocial qualities are assessed. To make this happen the MHRD announced Continuous and Comprehensive Evaluation system which is to be implemented in every school . The CCE method is claimed to bring enormous changes from the traditional chalk and talk method of teaching, provided It Is Implemented accurately. Comprehensive Continuous Evaluation By suvadip_sain provide limited information on various elements of curriculum and range of learning continuous basis throughout the year and which is also comprehensive in nature, in he sense that it is not confined to assessment in scholastic subjects but also covers co-scholastic areas such as performance in games/sports, Physical education, This helps the students who are not good in academics to show their talent in other reiterated the need for developing the personal and social qualities in learners. They stressed the point that the evaluation should be comprehensive in nature, wherein all learning experiences pertaining to scholastic, co-scholastic and personal and and talk method of teaching, provided it is implemented accurately. How to cite Comprehensive Continuous Evaluation, Papers

Woodrow Wilsons War Address To Congress A Rhetorical Analysis Essays

Woodrow Wilson's War Address To Congress: A Rhetorical Analysis A Rhetorical Analysis Of Woodrow Wilson's War Address to Congress With the status of the country's belligerency heavily in question, an apprehensive President Woodrow Wilson prepared to request from an unmotivated and unprepared country a declaration of war against Germany. After exerting every attempt possible to retain the peace and honor of the United States, the President was finally forced to choose between the two, in which he opted for the latter (Seymour 26). As he sat down to compose his congressional address proposing war, the uncertainty of his decision overwhelmed him. He confided to a member of his cabinet, Frank Cobb, that he had never been as unsure about anything in his life as the judgment he was making for the nation (Baker 506). Through a rhetorical analysis of Wilson's points of argumentation and his style in the presentation to the war congress, we can gain a better understanding of the president's purpose to not only convince the Congress that American belligerency in the final stages of the war would indefinitely shorten it and provide him with the opportunity to organize the peace for Europe as well as the rest of the world (Ferrell 2), but to sway the American people's opinion to one of non-isolationism, to warn Germany's government that ?America would ultimately wield a powerful sword to deny them victory? (Parsons 2), to compel German citizens to relinquish the submarine attacks and negotiate peace and his terms (Parsons 2), and to calm his own uncertainty about his decision. The need for Wilson's speech and the current mindset of the American public were a direct result of a succession of antagonistic events in Europe that were rapidly effecting the United States. As the task of remaining neutral became increasingly unfeasible due to numerous insults by the British and German governments, Wilson was forced to shift his foreign policy into a more internationalist scope, a path which the majority of Americans failed to follow (Boyer 791). The same man who was reelected in 1916 on the platform ?he kept us out of war?, who delivered the ?peace without victory? speech, who urged his country to remain neutral ?in action? as well as ?in thought? was now asking Congress to approve American entry into the war. As President Wilson confronted the nation on the evening of April 2, 1917, he presented a case of past offenses coupled with present circumstances in hopes of providing a more effective case for leading America into war (Blakey, 2). He employed antecedent-consequence throughout the beginning of his address to warrant his call for belligerency. By recapitulating the events of German abomination as seen most profoundly in the sinking of United States vessels, Wilson let the record speak for itself. He appealed to the sense of compassion in his audience with the mention of ?hospital ships as ships carrying aid to the stricken people of Belgium....have been sunk with the same reckless lack of concern or principle? (Baker 510) It was these ?hard-hitting charges of outrage and insult by Germany? that stirred Wilson's listeners (Baker 514). He continued to relate events of the past to his present standpoint by admitting that he was at first ?unable to believe that such things could be done by any government? (Safire 110), but as American lives were unjustly taken he realized that the German government had disregarded all respect for international law and had declared war against mankind (Baker 510). This war ?against mankind? Wilson defined as the intent of German submarines to take the lives of innocent, uninvolved citizens, whose activities, being supplying aid to bereaved nations or exporting goods on merchant ships, have always been deemed as inoffensive and legitimate pursuits, by no means worthy of assault (Safire 111). Wilson contrasted the British's interference with neutral trade as slight compared to the immediate and intense conflict with Germany over submarine warfare, illustrated by the comment ?Property can be paid for; the lives of peaceful and innocent people cannot be? (Safire 111). The President went on to offer another definition in hopes of justifying his call to war. He labeled the conflict as ?a war against all nations? exemplifying the distress that other countries have experienced due to the unbiased and relentless bombing of their own neutral ships (Safire 111). By associating the United States with other friendly countries who are also at odds with Germany, Wilson's cry for war seemed more convincing. He went on to assert that the choice made by the U.S must be befitting to the singular characteristics of the country

Free Essays on Womens Realities

Women’s Realities Ch 4 Personality is an individual's characteristic pattern of thinking, feeling, and acting. In the 1950's, sociologist Talcott Parsons concluded that in the middle-class suburban family the masculine personality tends to be goal-oriented interests, needs and functions, presumably in whatever social system both sexes are involved, while the feminine personality tends more to the primacy of expressive interests, needs and functions. African American women have been characterized as strong, dominant, and nurturing; Latina women as emotional, nurturing, and passionate; Jewish women as aggressive, dominant, and intellectual; and so forth. The one area of gender differences in behavior in which hormonal differences have been strongly implicated is males' greater physical aggression than females'. According to psychodynamic theories, females and males develop different personality structures as a result of early-childhood experiences with their caretakers and identification with the same-sex parent. Freud’s theory of personality development is called "psychosexual development." The theory discusses the oral, anal, and phallic stage. Girls get penis envy and boys get a castration complex. Helene Deutsch proposed that the triad of passivity, masochism, and narcissism is a natural concomitant of female biology. She suggests that because girls do not possess an "active" sexual organ, their "active" impulses must be inhibited and transformed into passive aims. Women are naturally suited to be "acted upon" rather than to take action, and the reward for passivity is love. Karen Horney concluded that Masochism represents an attempt to achieve personal safety and satisfaction by appearing inconspicuous and dependent. Thus, Horney's explanation of "feminine psychology" suggests that social change might be able to remedy traits deemed undesirable. Rather than attributing the adolescent female's renunciation of th... Free Essays on Women's Realities Free Essays on Women's Realities Women’s Realities Ch 4 Personality is an individual's characteristic pattern of thinking, feeling, and acting. In the 1950's, sociologist Talcott Parsons concluded that in the middle-class suburban family the masculine personality tends to be goal-oriented interests, needs and functions, presumably in whatever social system both sexes are involved, while the feminine personality tends more to the primacy of expressive interests, needs and functions. African American women have been characterized as strong, dominant, and nurturing; Latina women as emotional, nurturing, and passionate; Jewish women as aggressive, dominant, and intellectual; and so forth. The one area of gender differences in behavior in which hormonal differences have been strongly implicated is males' greater physical aggression than females'. According to psychodynamic theories, females and males develop different personality structures as a result of early-childhood experiences with their caretakers and identification with the same-sex parent. Freud’s theory of personality development is called "psychosexual development." The theory discusses the oral, anal, and phallic stage. Girls get penis envy and boys get a castration complex. Helene Deutsch proposed that the triad of passivity, masochism, and narcissism is a natural concomitant of female biology. She suggests that because girls do not possess an "active" sexual organ, their "active" impulses must be inhibited and transformed into passive aims. Women are naturally suited to be "acted upon" rather than to take action, and the reward for passivity is love. Karen Horney concluded that Masochism represents an attempt to achieve personal safety and satisfaction by appearing inconspicuous and dependent. Thus, Horney's explanation of "feminine psychology" suggests that social change might be able to remedy traits deemed undesirable. Rather than attributing the adolescent female's renunciation of th...

Hosting a Book Launch Party on Facebook

Hosting a Book Launch Party on Facebook Whether or not you’re a Facebook fan, hosting an online launch party for your just-published book can gather readers and sell books.   Real-world book launches are useful for getting the word out about your print book via press releases to newspapers, but sometimes the response in terms of actual attendees leaves something to be desired. For a Facebook launch party, attendance is only limited Before you sign on to Facebook to create the event, you’ll need to design a header for the event page, the same size as your Facebook header (or get a design friend to put it together).   As in all design, colorful and eye-catching will draw the most interest.   Make sure the header gives all necessary info about the event in one glance (i.e., include the words â€Å"Book Launch†). Next, log on to your Facebook page and click on â€Å"Create an Event† on the right side of the page.   Upload your cover photo, choose the date, and fill in the rest of the fields.   One to two hours is a good amount of time- it takes a while for people to read and comment, and you don’t want to tire your fingers too much (once it DOES get going, you may be typing constantly).   When you’re done, click â€Å"Publish.† Post an opening comment to explain the event, and click on â€Å"Share† to invite your friends.   You can also add the event to your news feed.   You’re ready to go!   If there will be some time passing between the setup and the event, check the page regularly for questions (â€Å"How does this work?† comes fairly frequently). Now for an important tip:   Before the party starts, gather some snippets of information- short excerpts, a bit about why you wrote the book, the cover graphic, table of contents, a short

Managerial accounting Essay Example | Topics and Well Written Essays - 2750 words

Managerial accounting - Essay Example It  states  that, in measuring net income  for an  accounting period, the  costs  incurred in that  period  should be matched against the revenue generated in the same period† (Business Dictionary.com). Decision relevance on the other hand focuses on those cost and revenues aspects that the conventional accounting principle of matching may ignore. The main difference between the fundamental accounting principle and the decision relevance theory is that the former tends to focus on the amount actually paid for any expense incurred whilst ignoring any other incremental costs that may be incurred in the future if any company wishes to undertake any given project. Besides such issues, the conventional accounting principle also ignores the impact of opportunity costs. Decision relevance on the other hand tries to focus on all such costs which might be incurred due to the incidence of any given project. Opportunity costs are also given a high regard in decision releva nce and they are considered as an important aspect in any given decision. According to the conventional accounting principle, Option A seems to be more appropriate as it reduces the loss which is to be endured by the company. Under this principle, the company bears a loss of ?31.9 million (?31,966,666.66) and if the company follows Option B it faces a loss of around ?33.2 million (33,200,000). There is an evident saving of ?1.2 million (?1,233,334) if Option A is selected under the Conventional accounting principle. Option A leads the company to close all its operations and tend to receive the Revenue from the existing catapults produced. Under Option A the existing catapults produced by the company would generate ?15 million and the costs incurred in this regard would be approximately ?49.6 million (?49,666,666). On the other hand the revenue generated under Option B would be ?35 million (?35,000,000) which would be much higher than the revenue generated from Option A, this increas ed revenue would be generated because of the increased sales of the existing 500 units of catapults and the extra 500 units to be produced by the company. The costs to be endured under Option B are ?68.2 million (?68,200,000). The increased revenue generated by selling 1000 units at a higher rate are over shadowed by the increased costs tolerated by the company. Such increased costs have put up extra burden on the incremental revenue generated from Option B. As a result of these inflated costs, the loss generated through Option B would be References Business Dictionary.com, â€Å"

Language and Literacy Development and Exploring Games Assignment

Language and Literacy Development and Exploring Games - Assignment Example Additionally, the children’s sitting is at the center of the room besides having ample space where some kids out of their preference can sit on the ground and work or play with their prints. Primarily, the setting concentrates on having diverse harmonious bright colors that will liven up children’s moods. The books include It is a picture book about Pinkalicious girl, who really loves pink color where regardless of numerous warnings by her parents not to eat too many pink cakes declines and eventually turns pink. The book mainly authored for new kindergarteners who have joined preschool. This is a battery-operated board having slots that contain fish in them and normally opening their mouths at interval but not at the same time. The board spins in a moderate speed to allow the kid(s) to fish and remove them once they have bit one’s plastic bate, mainly hooked on the fishing line. The entire board’s body may be circular or made in the shape of a fish and produces water sounds similar to that of a running river. This is a circular, moderate revolving board comprising of diverse colored sectors (probably 8) where at their edges it has slots. The player normally has a small hand cue, where one tries to pin the sector having the color of choice. The game normally aids in enabling the preschool child’s mental capacity to master and increase their concentration while trying to keep up with the moderate revolving speed. Supplementary activities meant for classroom to enhance their concentration and mental include matching games (letter, pictures or color matching). Primarily, this game entails using a propelling pipe like gadget to through small plastic balls into the three plates, probably placed about 1 to 2 meters way. The child normally erects the propelling pipe like a canon and then tries to throw the balls into the plates, which are 3 to 4 in number and act as target. It comprises of

Causes of High Labour Turnover

Causes of High Labour Turnover Abstract â€Å"Employee turnover† is the term which is a big concern for many organisations in the UK and worldwide. Although there has been a lot of research and studies which were conducted on this topic, most of these studies and research focused on the causes of the labour turnover and little or no focus has been made on examining the effects and advising different strategies which can be used by the managers within their organisation to make sure that they dont loose their employee. The purpose of this research is to explore the possible reasons for the high level of labour turnover in the company X and to explore the perceptions of the managers of the company X on the strategic management of labour turnover within their organisation and also to suggest few recommendations to the managers and the organisation on how to handle this situation. Most of the theories and procedures discussed in this report will someway or the other suggests us on how to approach this situation of high labour turnover in the company X. Introduction Organisations need labour to function and these days organisations are quickly realizing that employees are their major source of competitive advantage to succeed in this highly competitive world. This notion applies equally to almost any organisation in the world. For an organisation to succeed it has to manage it resources effectively. When an employee leaves the organisation it not only has an impact on the organisation but also on the employee and wider society (Mobley, 1982). These impacts can be both positive and negative (Mobley, 1982; Hom and Griffeth, 1995), and a greater knowledge of the evolution of labour turnover can improve the extent to which organisations and employees within organisations can control these effects (Dalton et al., 1981). These days organisations invest a lot on their employees in terms of training and development, maintaining, and retaining them within their organisation. So, there is a need for the managers to lessen the employee turnover rates within their organisations. This research will look in to the company X, which is a part of the large retail outlet group. For the reasons of ethics the name of the company will not be revealed at any part of this report and will be referred throughout as company X. Company X is a part of large retail outlet with stores which are spread throughout the UK and worldwide. The business sector in which the company X is operating has a high level of competition and the company X is constantly thriving to maintain their competitive advantage in their sector and gain a huge amount of market share. The company X operates in a highly competitive environment, it has to continuously deal with the demands and expectations of the customers which is in turn very stressful for the employees in the company X. This high competition, high demands and high expectation creates a hard environment in the company X and which in turn will affect the employees. The North-East branches of the company X are being focused on this study. The company X has 6 branches in the North-East, each of the branches has a manager, 8 to 10 customer service employees (depending on the location of the branch), and 1 director. The director of the company was consulted regarding the research study and was asked whether there were any areas of concerns within the company which he wanted researching. As the director was working there for a quite long time, he was in a very good position to answer to this question. The director was aware of the reasons why his staff was leaving, but he wanted to know whether the present staff still had the same concerns. The director also wanted to know the possible ways in which these concerns could be resolved in order to retain his current staff. The director was fully aware that the turnover levels of the company had a negative impact on his present staff. The times of employee turnover resulted in longer hours for some staff members which affected the present staff both physically and psychologically because they have to now work for long hours. This was followed during the time when there was training for the new staff. The existing staff had to increase their workload during the times of training the new staff and this in turn affected the level of customer service provided by them. The director noticed that during this period some of their staff was demoralized and were asking for time offs which would further have more impact on the other staff. The hiring and training of new staff seem to have settled this problem. However there is some extent of discontent among the staff of company X regarding the company. Aims of the Study The main aim of this research is to assess the reasons for high labour turnover in UK and particularly in the organisation which I have chosen. Research Objectives: What are the reasons for high labour turnover in company X? How is this issue managed and addressed by the management of the company X? What does the staff and managers think about this problem of high labour turnover in their organisation? Try to suggest solutions in order to reduce the labour turn over in the company X. Literature Review Labour turnover According to Adams (1993) labour turnover is the rate at which staffs leave an organisation and are replaced by new employees. Too high a labour turnover rate may mean that there is something unsatisfactory about working for the organisation and that action therefore would need to be taken†. There are different kinds of methods in which we can measure the labour turnover. The term â€Å"turnover† is defined by Prince (1997) as: the ratio of number of organisational members who have left during the period being considered divided by the average number of people in that organisation during that period. The labour turnover index is the traditional method to measure the labour turnover. This method is a most common method because of the simplicity of usage and to understand. Causes of labour turnover There was a lot of research carried out by academics in the past to answer the question of what makes the employees to leave organisations (for ex, Beck, 2001; Kramer et al., 1995; Saks, 1996). There has been a lot of inconsistency in the findings of the academics which may be because of the variety of employed incorporated by the academics. There is no single or universal reason for why people leave the organisation. The reasons may be different from one organisation to other and from one person to another (Ongori, 2007), people may quit organisation because they might not be getting what they were expecting from the organisation or they might leave the organisation because of personal reasons such as family responsibilities or problems in personal relationships, nevertheless, all these factors have an impact on the employee and the organisation in which he is working. According to Firth et al., (2004), the strain associated with job, a variety of aspects that advance to job associated strain, absence of dedication with in the organisations; and job related frustrations make employee to quit the organisations. This apparently marks that these are particular decisions which makes an individual to leave the organisation. These days there are few jobs which are very stressful such as customer service jobs or a sales job which involves the employees to work both physically and mentally and this will have an adverse impact on the employee which might lead to turnover. Manu et al., (2004) argues that economic factors may be one of the reasons why employees leave organisations. They further argued that economic model can be used to predict the labour turnover in the market. One other reason for the labour turnover might be expectation of promotion or advancement of wages within the employee (Ongori, 2004). Employees working within an organisation might expect a promotion and might be demoralized if he couldnt manage to get a promotion and might lead to turnover, in the same way an employee working for a long time within an organisation might expect a pay rise and will be demoralized and downsized if he couldnt manage to get a pay rise and this might in turn lead to turnover. According to Feaster et al., (1990), to guarantee organisational commitment well-built organisations can provide employees with enhanced option of progression and higher wages. It is evident that huge organisations have many operations, job roles and are spread throughout the country, so there is high possibility that an employee might think about the chances of getting promoted and getting high pay. According to Tor et al., (1997), inadequate data on how to perform a specified job, obscure anticipation of managers, supervisors and peers, uncertainty of performance evaluation procedures, massive job related burdens, and absence of agreement on job duties may cause staff to feel less involved and less satisfied with their jobs, less committed to their organisation, and ultimately exhibit a tendency to quit the organisation. If the employees are not sure of their job role and responsibilities, and if these roles and responsibilities are not clearly mentioned by the management of the organisation, this in turn would lead to the high level of labour turnover within the organisation. Sometimes there arise some factors which are, in part, outside the jurisdiction of the management. These factors may include demise or inability of the employee (Ongori, 2004). Employees are normal human beings and they do grow, mature, and die. So, it is inevitable to control these natural factors. Sometimes due to some internal or external factors highly skilled employees do loose their ability and interest to work, these kind of factors are inevitable and out of control organisations. These factors fall under Voluntary turnover. Other factors have been classified as involuntary turnover factors by Ongori (2004) such as necessity to provide attention to offspring or elderly relatives. Employees do have family and children and often they tend to get deviated from work responsibilities because they are more concerned with their family and children. The employees might even have elderly parent and relatives whom they want to take care of and this might lead to shift of concentration from work and might lead to turnover. On the other hand Simon et al., (2007) argue that these days such factors should not be considered as involuntary turnover because both the regulations of the government and policies of the companies create the opportunities for such staff to return back to their work, or to continue their current work through flexible working or work at home concept. Many organisations these days do provide rehabilitation centers and counseling centers for their employees to take care of their employees. These counseling centers are responsible for handling the psychological aspects of the employee and make sure that they are in good state to work. These days many organisations in UK are providing return to work training for employees who went out for long leaves (for ex such as maternity leave or higher education). This training does help the employee to cope up with the current changes in the organisation and make them ready for work. Zuber (2001) argues that the level of instability of the organisations has an impact on the degree of high turnover. There is a high amount of probability that employees stay within an organisation when there is a foreseeable work environment and vice versa. In companies where there exists a high level of inefficiency there was also high level of labour turnover (Alexander et al., 1994). It is obvious as a human being when an employee suspects that his organisation is not stable anymore or if he suspects that there is going to redundancy within the organisation he might leave the job due to the feeling of insecurity on the other hand when the employee feels like that the organisation is stable he would not bother about quitting his present job. Therefore, in the cases of unstable organisations, employees are more likely to leave the organisation and try to join the more stable organisation, because people normally think that more stable organisations will provide them with more opportunity to advance in their career. According to Labov (1997), organisations with a good communication system have lower or less labour turnover because employees have a strong need to be informed. The employees are always eager to know whats going on within their organisation and a good communication system will keep them informed continuously so that they know whats going on in the organisation, so when an employee is not sure about whats going on within his organisation he might be in a panic state and might lead to turnover. Magner et al., (1996) observed that employees feel at ease to stay longer, in positions where they are involved in some level of decision making process that is employees should fully understand about the issues that affect their working atmosphere. When there is no level of empowerment involved in the organisation for an employee, if the employee has always nee to follow the written rules and never has given an opportunity to think beyond his job he might be demoralized and might lead to turnover. Costly et al. (1987) argues that a heavy labour turnover may mean down-and-out personnel policies, bad recruitment policies, unfavorable supervisory practices, fruitless grievance procedures, or lack of motivation. All these factors tend to heavy labour turnover in the sense that there is no acceptable management practices and policies on personnel matters hence employees are not recruited scientifically, promotions of employees are not based on spelled out policies, no grievance procedures in place and thus employees decides to quit. Griffeth et al. (2000) noted that pay and pay-related aspects have a decent effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are not handled and rewarded properly, they quit. If jobs provide sufficient financial incentives then employees are more likely to remain within the organisation and vice versa. There are also other factors which make employees to quit from organisations and these are poor hiring practices, managerial style, lack of recognition, lack of competitive compensation system in the organisation and toxic workplace environment (Abassi et al. 2000). When a person with less or no competencies is hired for a job which require a higher level of competency, knowledge and skill it is more likely that this person would quit or would be sacked from his job because of the inability and inefficiency, this is a result of poor recruitment strategy or poor hiring practices. In the same way people always compare what they get with other people of the same position and if they sense that they are not being paid well or under paid they might leave their current job for a better paid job, this is the result of lack of competitive compensation system within the organisation. The management style plays a crucial role in turnover; if the employee is not handled properly or not managed properly the employee may not give his best and in turn will be demoralized and might quit his job. According to CIPD (2007) the main reason why people leave their present job is that they look for high paying job or for a chance of promotion. The survey conducted by CIPD states that this was the reason for 68% of the employees leaving organisations. The survey also stated that 38% of employees quit their job for a change of career and other reasons included family commitments, health problems, amount of work load, timings, and difficulties with their colleagues at work place. It is evident from the survey findings that people continuously look for better opportunities, better pay and better position, so if an organisation fails to provide them then they might be attracted to the competition and lead to turnover. It is evident that a lot of people leave because of unsatisfactory pay levels, even though with the introduction of the minimum wage rule employees are still not satisfied with their wages because this minimum wage rule is only applicable for those jobs which are to paid hourly and not for the jobs which are paid annually. Taylor (2000) tried to explore whether there is a relationship between pension scheme and turnover. He states that the relationship between turnover and pension scheme is not high, however, he also stated that While pension schemes are frequently perceived to play a role both in the attraction of staff to an organisation and in reducing employee turnover, it is on the later that most attention has been focused in public research. Now-a-days people are not expecting a job for life unlike olden days. These days it is evident that people are mostly looking for transferable skills that they can apply in other jobs. However, some people prefer to stick to one job and one company many people try to move from one company to other in search of better jobs and opportunities. Labour turnover in UK The big issue the organisations within UK are facing these days is labour turnover. According to CIPD (2007) survey labour turnover rates and the cost of labour turnover are at an all time high. The surveys states that the labour turnover rate in 2006 was 18.3% and in 2007 was 18.1% which is almost the same, i.e., turnover is not under control and is affecting the organisations at the same pace, it is interesting to compare the findings of 2005 and 2007, where in 2005 the labour turnover rate was 15.7 and in 2007 it was 18.1%, so we can observe that there is a rapid growth in the labour turnover rates which is alarming to the UK organisations. The survey also reported that the private sector had a highest rate of labour turnover which was around 22.6%. The CIPD (2007) survey shows that change of career was deemed to be the most common reason for voluntary turnover. Around 52% of turnover was due to change of career. Other reasons included promotion outside the organisations (47%), level of pay (39%) and lack of career development opportunities (39%). These survey findings strongly support the views of the academics like Zuber (2001), Alexander et al (2004), Simon et al (2007), and Labov (1997) who continuously argued these reasons for the turnover of employees. So it is evident that the empirical studies and the views of academics do match when it comes to the reasons for why employees leave organisations. The survey conducted by CIPD in 2000 stated that the wholesale and retail trade has the highest turnover in the UK – at 56% the wholesale and retail trade lead the turnover table. The following is a graph which shows the turnover figures in the retail industry in UK during the year 1998-2000, which is broken down by the occupational class. Looking at the graph clearly states that there has been an increase in labour turnover of the administrative jobs during the year 2000. Even though the findings of sales jobs are encouraging it is observed that turnover rate of managers is the same during the year 1998 and 2000. This is alarming because it is hard and costly to find and replace a managerial position (IPD, 1997). The findings of routine, operative and sales jobs are very encouraging as it shows that the turnover rates are gradually decreasing year by year from 1998 to 2000. This is may be due to the reason that employees working in these positions are getting used to their work environment and are less likely to leave their present job, because these kinds of job roles have less or few opportunities to change careers and get promoted outside the organisation. However it is noticeable that replacing these types of jobs would be easy when compared to that of managerial position and administrative jobs, but it would cause some sort of disruptions and would also cost for the organisations to replace them. Costs for organisations The Charted institute of personnel management (CIPD) stated that it would cost around 3500 pounds per employee every time someone leaves the organisation; this was in the year 2004. In 2006 the costs of labour turnover was around 7,750 pounds per job leaver. The figure is almost doubled and it is alarming to the organisations. Organisations with high labour turnover rates not only suffer financially but also psychologically, because of the staff leaving the organisation there will a loss of customer service and this results in hiring new employees and training them who are having less experience. And during this period the organisation has to compromise on a lot of aspects of it functions. There might be also an increase in the level of risk of accidents in organisations where work is involved in risky areas. ACAS states that if labour turnover is excessive it can indicate management problems. These management problems have actually been identified as one of the reasons why employees were leaving the company X. The survey done by IPD (Institute of Personnel Development) in 1997 estimated that it takes an average of 10 weeks for an organisation to fill up a sales vacancy, and it costs around 3,640 pounds for the organisation to find and replace each sales person who left the organisation. The survey also mentioned that though people at managerial positions are less likely to quit an organisation, they cost much more to replace. The survey states that it would take around 13 weeks for an organisation to find and replace a managerial position and would cost around 5,008 pounds per person. However, ACAS does agree that high labour turnover can be expensive, and the actual costs are very difficult to estimate. They further stated that the costs also add up the expenses of advertising, recruiting and training, together with the cost of associated management and supervisory time. It also states that higher costs can be incurred through unnecessarily high staffing level and overtime payment, lost or delayed production, interruptions to flow of work, increased production costs, scrap levels and risk of accidents to inexperienced workers, long-term worker becoming unsettled and leaving, low morale resulting low productivity, damage to the organisations local reputation. However, some research findings oppose the statement that labour turnover has a negative impact for organisations. Some academics (for ex Jovanovic, 1979) states that employees who are less suitable for a particular job quit the job earlier and hence there is a notion that labour turnover does improve organisation performance as employees of poor worker job matches leaves and that vacancy can be filled by a employee with good worker job matches and this will in turn increase the organisations performance. This statement can further be supported by the survey which is done by CIPD in 2000 which states that around 55.5% of organisations experienced minor negative effects of labour turnover, around 26.9% of organisations experienced no effect at all and around 4.8% of organisations have experienced a positive effect due to the labour turnover. Different strategies and approaches to control and minimize turnover There is no one strategy or approach which when used by an organisation can reduce or control the turnover rate. This is because the reasons vary from person to person and organisation to organisation (Ongori, 2004). So it is evident that in order to reduce the turnover the organisations first need to understand turnover. Dalton et al., (1987) (Cited in Abelson, 1987) stated that for an organisation to completely understand the reasons for turnover it needs to differentiate avoidable and unavoidable turnover. Avoidable reasons might include employees leaving their current job to find a better job with better pay and working conditions else where. Unavoidable reasons are not under organisations control. These might include an employee moving from current location to another location, or leaving to fulfill family responsibilities. So it is evident that organisations need to identify voluntary turnover within their organisations and take necessary actions to manage turnover. Research does suggest that it is crucial for an organisation to look and analyze both the quantitative and qualitative information relating to turnover within their organisation (IDS, 2004). Quantitative information is required because it will help the organisation to record, measure and compare its turnover levels. Qualitative information is also important because with this the organisations can understand the reasons why the employees left the organisations and take measures to overcome them. According to CIPD (2004), it crucial that organisations have an understanding of their turnover rates and how it would affect its performance and effectiveness. Armstrong (2001) states that in order for organisations to improve their retention rates they need to analyze the number of employees who are leaving and the reasons why they leave. So it is crucial for an organisation to have established methods to investigate why people are leaving. The following is a graph which shows the various methods used by the organisations to investigate why people are leaving. It is evident from the graph that most of the organisations (90%) use exit interviews to investigate why people are leaving, but it is questionable whether these data collected is used to their full potential. Ongori (2004) suggest that in order to reduce turnover organisations need to provide empowerment to employees. This approach would motivate employee and the employee feels as a part of the organisation and would not quit his job because of the responsibilities. But on the other hand this approach is not applicable to all types of jobs. This approach might work in managerial and administrative jobs but may not hold good for routine and sales jobs. Causes of High Labour Turnover Causes of High Labour Turnover Abstract â€Å"Employee turnover† is the term which is a big concern for many organisations in the UK and worldwide. Although there has been a lot of research and studies which were conducted on this topic, most of these studies and research focused on the causes of the labour turnover and little or no focus has been made on examining the effects and advising different strategies which can be used by the managers within their organisation to make sure that they dont loose their employee. The purpose of this research is to explore the possible reasons for the high level of labour turnover in the company X and to explore the perceptions of the managers of the company X on the strategic management of labour turnover within their organisation and also to suggest few recommendations to the managers and the organisation on how to handle this situation. Most of the theories and procedures discussed in this report will someway or the other suggests us on how to approach this situation of high labour turnover in the company X. Introduction Organisations need labour to function and these days organisations are quickly realizing that employees are their major source of competitive advantage to succeed in this highly competitive world. This notion applies equally to almost any organisation in the world. For an organisation to succeed it has to manage it resources effectively. When an employee leaves the organisation it not only has an impact on the organisation but also on the employee and wider society (Mobley, 1982). These impacts can be both positive and negative (Mobley, 1982; Hom and Griffeth, 1995), and a greater knowledge of the evolution of labour turnover can improve the extent to which organisations and employees within organisations can control these effects (Dalton et al., 1981). These days organisations invest a lot on their employees in terms of training and development, maintaining, and retaining them within their organisation. So, there is a need for the managers to lessen the employee turnover rates within their organisations. This research will look in to the company X, which is a part of the large retail outlet group. For the reasons of ethics the name of the company will not be revealed at any part of this report and will be referred throughout as company X. Company X is a part of large retail outlet with stores which are spread throughout the UK and worldwide. The business sector in which the company X is operating has a high level of competition and the company X is constantly thriving to maintain their competitive advantage in their sector and gain a huge amount of market share. The company X operates in a highly competitive environment, it has to continuously deal with the demands and expectations of the customers which is in turn very stressful for the employees in the company X. This high competition, high demands and high expectation creates a hard environment in the company X and which in turn will affect the employees. The North-East branches of the company X are being focused on this study. The company X has 6 branches in the North-East, each of the branches has a manager, 8 to 10 customer service employees (depending on the location of the branch), and 1 director. The director of the company was consulted regarding the research study and was asked whether there were any areas of concerns within the company which he wanted researching. As the director was working there for a quite long time, he was in a very good position to answer to this question. The director was aware of the reasons why his staff was leaving, but he wanted to know whether the present staff still had the same concerns. The director also wanted to know the possible ways in which these concerns could be resolved in order to retain his current staff. The director was fully aware that the turnover levels of the company had a negative impact on his present staff. The times of employee turnover resulted in longer hours for some staff members which affected the present staff both physically and psychologically because they have to now work for long hours. This was followed during the time when there was training for the new staff. The existing staff had to increase their workload during the times of training the new staff and this in turn affected the level of customer service provided by them. The director noticed that during this period some of their staff was demoralized and were asking for time offs which would further have more impact on the other staff. The hiring and training of new staff seem to have settled this problem. However there is some extent of discontent among the staff of company X regarding the company. Aims of the Study The main aim of this research is to assess the reasons for high labour turnover in UK and particularly in the organisation which I have chosen. Research Objectives: What are the reasons for high labour turnover in company X? How is this issue managed and addressed by the management of the company X? What does the staff and managers think about this problem of high labour turnover in their organisation? Try to suggest solutions in order to reduce the labour turn over in the company X. Literature Review Labour turnover According to Adams (1993) labour turnover is the rate at which staffs leave an organisation and are replaced by new employees. Too high a labour turnover rate may mean that there is something unsatisfactory about working for the organisation and that action therefore would need to be taken†. There are different kinds of methods in which we can measure the labour turnover. The term â€Å"turnover† is defined by Prince (1997) as: the ratio of number of organisational members who have left during the period being considered divided by the average number of people in that organisation during that period. The labour turnover index is the traditional method to measure the labour turnover. This method is a most common method because of the simplicity of usage and to understand. Causes of labour turnover There was a lot of research carried out by academics in the past to answer the question of what makes the employees to leave organisations (for ex, Beck, 2001; Kramer et al., 1995; Saks, 1996). There has been a lot of inconsistency in the findings of the academics which may be because of the variety of employed incorporated by the academics. There is no single or universal reason for why people leave the organisation. The reasons may be different from one organisation to other and from one person to another (Ongori, 2007), people may quit organisation because they might not be getting what they were expecting from the organisation or they might leave the organisation because of personal reasons such as family responsibilities or problems in personal relationships, nevertheless, all these factors have an impact on the employee and the organisation in which he is working. According to Firth et al., (2004), the strain associated with job, a variety of aspects that advance to job associated strain, absence of dedication with in the organisations; and job related frustrations make employee to quit the organisations. This apparently marks that these are particular decisions which makes an individual to leave the organisation. These days there are few jobs which are very stressful such as customer service jobs or a sales job which involves the employees to work both physically and mentally and this will have an adverse impact on the employee which might lead to turnover. Manu et al., (2004) argues that economic factors may be one of the reasons why employees leave organisations. They further argued that economic model can be used to predict the labour turnover in the market. One other reason for the labour turnover might be expectation of promotion or advancement of wages within the employee (Ongori, 2004). Employees working within an organisation might expect a promotion and might be demoralized if he couldnt manage to get a promotion and might lead to turnover, in the same way an employee working for a long time within an organisation might expect a pay rise and will be demoralized and downsized if he couldnt manage to get a pay rise and this might in turn lead to turnover. According to Feaster et al., (1990), to guarantee organisational commitment well-built organisations can provide employees with enhanced option of progression and higher wages. It is evident that huge organisations have many operations, job roles and are spread throughout the country, so there is high possibility that an employee might think about the chances of getting promoted and getting high pay. According to Tor et al., (1997), inadequate data on how to perform a specified job, obscure anticipation of managers, supervisors and peers, uncertainty of performance evaluation procedures, massive job related burdens, and absence of agreement on job duties may cause staff to feel less involved and less satisfied with their jobs, less committed to their organisation, and ultimately exhibit a tendency to quit the organisation. If the employees are not sure of their job role and responsibilities, and if these roles and responsibilities are not clearly mentioned by the management of the organisation, this in turn would lead to the high level of labour turnover within the organisation. Sometimes there arise some factors which are, in part, outside the jurisdiction of the management. These factors may include demise or inability of the employee (Ongori, 2004). Employees are normal human beings and they do grow, mature, and die. So, it is inevitable to control these natural factors. Sometimes due to some internal or external factors highly skilled employees do loose their ability and interest to work, these kind of factors are inevitable and out of control organisations. These factors fall under Voluntary turnover. Other factors have been classified as involuntary turnover factors by Ongori (2004) such as necessity to provide attention to offspring or elderly relatives. Employees do have family and children and often they tend to get deviated from work responsibilities because they are more concerned with their family and children. The employees might even have elderly parent and relatives whom they want to take care of and this might lead to shift of concentration from work and might lead to turnover. On the other hand Simon et al., (2007) argue that these days such factors should not be considered as involuntary turnover because both the regulations of the government and policies of the companies create the opportunities for such staff to return back to their work, or to continue their current work through flexible working or work at home concept. Many organisations these days do provide rehabilitation centers and counseling centers for their employees to take care of their employees. These counseling centers are responsible for handling the psychological aspects of the employee and make sure that they are in good state to work. These days many organisations in UK are providing return to work training for employees who went out for long leaves (for ex such as maternity leave or higher education). This training does help the employee to cope up with the current changes in the organisation and make them ready for work. Zuber (2001) argues that the level of instability of the organisations has an impact on the degree of high turnover. There is a high amount of probability that employees stay within an organisation when there is a foreseeable work environment and vice versa. In companies where there exists a high level of inefficiency there was also high level of labour turnover (Alexander et al., 1994). It is obvious as a human being when an employee suspects that his organisation is not stable anymore or if he suspects that there is going to redundancy within the organisation he might leave the job due to the feeling of insecurity on the other hand when the employee feels like that the organisation is stable he would not bother about quitting his present job. Therefore, in the cases of unstable organisations, employees are more likely to leave the organisation and try to join the more stable organisation, because people normally think that more stable organisations will provide them with more opportunity to advance in their career. According to Labov (1997), organisations with a good communication system have lower or less labour turnover because employees have a strong need to be informed. The employees are always eager to know whats going on within their organisation and a good communication system will keep them informed continuously so that they know whats going on in the organisation, so when an employee is not sure about whats going on within his organisation he might be in a panic state and might lead to turnover. Magner et al., (1996) observed that employees feel at ease to stay longer, in positions where they are involved in some level of decision making process that is employees should fully understand about the issues that affect their working atmosphere. When there is no level of empowerment involved in the organisation for an employee, if the employee has always nee to follow the written rules and never has given an opportunity to think beyond his job he might be demoralized and might lead to turnover. Costly et al. (1987) argues that a heavy labour turnover may mean down-and-out personnel policies, bad recruitment policies, unfavorable supervisory practices, fruitless grievance procedures, or lack of motivation. All these factors tend to heavy labour turnover in the sense that there is no acceptable management practices and policies on personnel matters hence employees are not recruited scientifically, promotions of employees are not based on spelled out policies, no grievance procedures in place and thus employees decides to quit. Griffeth et al. (2000) noted that pay and pay-related aspects have a decent effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are not handled and rewarded properly, they quit. If jobs provide sufficient financial incentives then employees are more likely to remain within the organisation and vice versa. There are also other factors which make employees to quit from organisations and these are poor hiring practices, managerial style, lack of recognition, lack of competitive compensation system in the organisation and toxic workplace environment (Abassi et al. 2000). When a person with less or no competencies is hired for a job which require a higher level of competency, knowledge and skill it is more likely that this person would quit or would be sacked from his job because of the inability and inefficiency, this is a result of poor recruitment strategy or poor hiring practices. In the same way people always compare what they get with other people of the same position and if they sense that they are not being paid well or under paid they might leave their current job for a better paid job, this is the result of lack of competitive compensation system within the organisation. The management style plays a crucial role in turnover; if the employee is not handled properly or not managed properly the employee may not give his best and in turn will be demoralized and might quit his job. According to CIPD (2007) the main reason why people leave their present job is that they look for high paying job or for a chance of promotion. The survey conducted by CIPD states that this was the reason for 68% of the employees leaving organisations. The survey also stated that 38% of employees quit their job for a change of career and other reasons included family commitments, health problems, amount of work load, timings, and difficulties with their colleagues at work place. It is evident from the survey findings that people continuously look for better opportunities, better pay and better position, so if an organisation fails to provide them then they might be attracted to the competition and lead to turnover. It is evident that a lot of people leave because of unsatisfactory pay levels, even though with the introduction of the minimum wage rule employees are still not satisfied with their wages because this minimum wage rule is only applicable for those jobs which are to paid hourly and not for the jobs which are paid annually. Taylor (2000) tried to explore whether there is a relationship between pension scheme and turnover. He states that the relationship between turnover and pension scheme is not high, however, he also stated that While pension schemes are frequently perceived to play a role both in the attraction of staff to an organisation and in reducing employee turnover, it is on the later that most attention has been focused in public research. Now-a-days people are not expecting a job for life unlike olden days. These days it is evident that people are mostly looking for transferable skills that they can apply in other jobs. However, some people prefer to stick to one job and one company many people try to move from one company to other in search of better jobs and opportunities. Labour turnover in UK The big issue the organisations within UK are facing these days is labour turnover. According to CIPD (2007) survey labour turnover rates and the cost of labour turnover are at an all time high. The surveys states that the labour turnover rate in 2006 was 18.3% and in 2007 was 18.1% which is almost the same, i.e., turnover is not under control and is affecting the organisations at the same pace, it is interesting to compare the findings of 2005 and 2007, where in 2005 the labour turnover rate was 15.7 and in 2007 it was 18.1%, so we can observe that there is a rapid growth in the labour turnover rates which is alarming to the UK organisations. The survey also reported that the private sector had a highest rate of labour turnover which was around 22.6%. The CIPD (2007) survey shows that change of career was deemed to be the most common reason for voluntary turnover. Around 52% of turnover was due to change of career. Other reasons included promotion outside the organisations (47%), level of pay (39%) and lack of career development opportunities (39%). These survey findings strongly support the views of the academics like Zuber (2001), Alexander et al (2004), Simon et al (2007), and Labov (1997) who continuously argued these reasons for the turnover of employees. So it is evident that the empirical studies and the views of academics do match when it comes to the reasons for why employees leave organisations. The survey conducted by CIPD in 2000 stated that the wholesale and retail trade has the highest turnover in the UK – at 56% the wholesale and retail trade lead the turnover table. The following is a graph which shows the turnover figures in the retail industry in UK during the year 1998-2000, which is broken down by the occupational class. Looking at the graph clearly states that there has been an increase in labour turnover of the administrative jobs during the year 2000. Even though the findings of sales jobs are encouraging it is observed that turnover rate of managers is the same during the year 1998 and 2000. This is alarming because it is hard and costly to find and replace a managerial position (IPD, 1997). The findings of routine, operative and sales jobs are very encouraging as it shows that the turnover rates are gradually decreasing year by year from 1998 to 2000. This is may be due to the reason that employees working in these positions are getting used to their work environment and are less likely to leave their present job, because these kinds of job roles have less or few opportunities to change careers and get promoted outside the organisation. However it is noticeable that replacing these types of jobs would be easy when compared to that of managerial position and administrative jobs, but it would cause some sort of disruptions and would also cost for the organisations to replace them. Costs for organisations The Charted institute of personnel management (CIPD) stated that it would cost around 3500 pounds per employee every time someone leaves the organisation; this was in the year 2004. In 2006 the costs of labour turnover was around 7,750 pounds per job leaver. The figure is almost doubled and it is alarming to the organisations. Organisations with high labour turnover rates not only suffer financially but also psychologically, because of the staff leaving the organisation there will a loss of customer service and this results in hiring new employees and training them who are having less experience. And during this period the organisation has to compromise on a lot of aspects of it functions. There might be also an increase in the level of risk of accidents in organisations where work is involved in risky areas. ACAS states that if labour turnover is excessive it can indicate management problems. These management problems have actually been identified as one of the reasons why employees were leaving the company X. The survey done by IPD (Institute of Personnel Development) in 1997 estimated that it takes an average of 10 weeks for an organisation to fill up a sales vacancy, and it costs around 3,640 pounds for the organisation to find and replace each sales person who left the organisation. The survey also mentioned that though people at managerial positions are less likely to quit an organisation, they cost much more to replace. The survey states that it would take around 13 weeks for an organisation to find and replace a managerial position and would cost around 5,008 pounds per person. However, ACAS does agree that high labour turnover can be expensive, and the actual costs are very difficult to estimate. They further stated that the costs also add up the expenses of advertising, recruiting and training, together with the cost of associated management and supervisory time. It also states that higher costs can be incurred through unnecessarily high staffing level and overtime payment, lost or delayed production, interruptions to flow of work, increased production costs, scrap levels and risk of accidents to inexperienced workers, long-term worker becoming unsettled and leaving, low morale resulting low productivity, damage to the organisations local reputation. However, some research findings oppose the statement that labour turnover has a negative impact for organisations. Some academics (for ex Jovanovic, 1979) states that employees who are less suitable for a particular job quit the job earlier and hence there is a notion that labour turnover does improve organisation performance as employees of poor worker job matches leaves and that vacancy can be filled by a employee with good worker job matches and this will in turn increase the organisations performance. This statement can further be supported by the survey which is done by CIPD in 2000 which states that around 55.5% of organisations experienced minor negative effects of labour turnover, around 26.9% of organisations experienced no effect at all and around 4.8% of organisations have experienced a positive effect due to the labour turnover. Different strategies and approaches to control and minimize turnover There is no one strategy or approach which when used by an organisation can reduce or control the turnover rate. This is because the reasons vary from person to person and organisation to organisation (Ongori, 2004). So it is evident that in order to reduce the turnover the organisations first need to understand turnover. Dalton et al., (1987) (Cited in Abelson, 1987) stated that for an organisation to completely understand the reasons for turnover it needs to differentiate avoidable and unavoidable turnover. Avoidable reasons might include employees leaving their current job to find a better job with better pay and working conditions else where. Unavoidable reasons are not under organisations control. These might include an employee moving from current location to another location, or leaving to fulfill family responsibilities. So it is evident that organisations need to identify voluntary turnover within their organisations and take necessary actions to manage turnover. Research does suggest that it is crucial for an organisation to look and analyze both the quantitative and qualitative information relating to turnover within their organisation (IDS, 2004). Quantitative information is required because it will help the organisation to record, measure and compare its turnover levels. Qualitative information is also important because with this the organisations can understand the reasons why the employees left the organisations and take measures to overcome them. According to CIPD (2004), it crucial that organisations have an understanding of their turnover rates and how it would affect its performance and effectiveness. Armstrong (2001) states that in order for organisations to improve their retention rates they need to analyze the number of employees who are leaving and the reasons why they leave. So it is crucial for an organisation to have established methods to investigate why people are leaving. The following is a graph which shows the various methods used by the organisations to investigate why people are leaving. It is evident from the graph that most of the organisations (90%) use exit interviews to investigate why people are leaving, but it is questionable whether these data collected is used to their full potential. Ongori (2004) suggest that in order to reduce turnover organisations need to provide empowerment to employees. This approach would motivate employee and the employee feels as a part of the organisation and would not quit his job because of the responsibilities. But on the other hand this approach is not applicable to all types of jobs. This approach might work in managerial and administrative jobs but may not hold good for routine and sales jobs.

John Proctor change during the course of the play Essay

How does John Proctor change during the course of the play? How might this change be communicated on stage? In Act one we first see John Proctor. He appears to be a very sharp and nasty man. We can see this in the way he talks to his servant, Mary Warren: â€Å"Be you foolish Mary Warren? Be you deaf? I am looking for you more than I am looking for my cows!! † If I were producing this play on the stage I would have Mary warren cowering away from John Proctor. This would give the audience an impression that he is quite a nasty man. But this all changes when he meets Abigail as she realises that he is still a powerful man even though he committed adultery with her: â€Å"Gah, I’d almost forgot how powerful you were John Proctor! † In the same conversation he shows he has feelings for Abigail and that he is a deceitful person: â€Å"Oh, how you sweated like a stallion whenever I come near. † This language creates a sense of a passionate relationship. If I were producing this on stage I would have Abigail trying to hold John while he is looking away and checking no one is around. Even though he has committed lechery he is still protective over is wife as he tells Abigail that she ‘will not speak anything of Elizabeth’ to him. He also shows that he is in denial and a liar as he denies anything ever happening between him and Abigail: â€Å"Aye but we did not† The language from the conversation with Abigail creates a sense of confusion with John’s personality as he does one thing and says another. Although he is a well-respected member of the community, as the audience we don’t really know whether to trust him or not. He has a high expectation of Hale before he meets him and when he first meets him he is shocked by him: † Why, Mr. Hale! Good evening to you, sir. Come in Come in. † If I were producing this play then I would have John looking quite flabbergasted. This would show that Mr. Hale impresses him and that he respects him. He is also respectful to him: â€Å"I’ve heard you be a sensible man, Mr. Hale† This concludes how John is respectful to his fellow villagers. He is well respected in the community and this may be why. In Act 2 we see the relationship between him and his wife, Elizabeth. The relationship in their marriage seems to be quite distant as john arrives late home. This could suggest that he stayed away longer because he wanted to avoid Elizabeth due to the fact that he has a guilty conscience: â€Å"What keeps you so late its almost dark† In a production of this play I would have the room very dark with just a few candles on the table. There would be food on the table but it would not look appetising, as it would have gone cold. There would be family pictures on a dresser at the side. This indicates that john is a family man, or so Elizabeth thinks. Even though there are pictures of their family presented in the kitchen, this is due to their appearance in Salem. They are well respected so if they tell people that John has been unfaithful then the village will look down on them. As readers it seems that Elizabeth knows about John’s affair as they had an argument about ‘forgiving and forgetting’ but John is nasty to Elizabeth and shouts at her: â€Å"Oh, Elizabeth, your justice would freeze beer! † Although he is irate with her he still wants ‘to please her’ as he was unfaithful to her. He does this by complimenting her cooking even though he changed it so it would taste better. John’s temper also increases when he has arguments with Elizabeth. He constantly takes his anger out on Mary Warren even though she hasn’t actually done anything wrong: I’ll whip you if you dare leave this house again! † This language creates a sense of him being a bully. Mary Warren always seems to be the victim. Proctor shows he is bossy also when he orders Mary Warren to ‘go to bed’. This is what adults say to young children not to 18 year olds. This gives us a sense that he is treating her like a child and is disrespectful to her. Mary Warren is also more than John’s servant in the house as he tries to get her, along with himself, to overthrow the court to free Elizabeth. This also enables him to get revenge on Abigail for accusing his wife. If I were producing this play then I would have Mary trying to run away shouting that she ‘won’t do it’. This would indicate that she is scared of John and doesn’t feel safe near him. His anger also is shown in this Act as he ‘rips the deputy governors warrant’ up. This is very disrespectful and rude to Mr. Hale, Mr. Danforth and Cheever as they are the people giving out warrants, leaving Mr. Danforth to sign them. John has destroyed legal documents that have been given out by these 3 men. John also shows that he is religious and is part of the belief of Christianity as he shouts at Mr. Hale: â€Å"Pontius Pilate! God will not let you wash your hands of this! † If I were producing this play on stage I would have John with lots of anger shown on his face looking like he was going to hit Mr. Hale. Mr. Hale would turn around and start to run towards Cheever. This would indicate that John is a scary man and that getting away from him is probably the best thing to do. His emotions suddenly change when Elizabeth appears. He turns into a caring man when they are taking her away: â€Å"I will bring you home, I will bring you home soon† This language shows that John can be caring, as he has forgotten about Mr. Hale and Cheever and is now concentrating on his wife. Proctor has faith that his wife ‘never lies’. She confessed that she doesn’t believe in witches even though her religion says she should believe in them. At the end of act 2 John feels quite scared as he is trying to make Mary overthrow the court and she doesn’t want to do it: † My wife will never die for me! I will bring your guts into your mouth but that goodness will not die for me! † John character has gone from being angry to being scared in Act 2. In Act 3 John’s attitude changes, as he becomes quite a false man. This is shown when he is in the court introducing his case to Danforth: â€Å"She has signed a deposition† The language indicates that he is playing a court game as he has written a legal statement. When he is presenting himself he is very polite to Mr. Danforth, this is probably in his attempt to overthrow the court. He responds to questions very politely and doesn’t appear violent: â€Å"John Proctor, sir, Elizabeth Proctor is my wife† Even though John stays calm, Danforth constantly tries to interrogate him. This slowly increases his temper; he keeps to his words without erupting with anger, as he knows this will do him more harm than good. When John speaks Danforth is constantly interrupting him, this is frustrating for him, as he cannot finish what he is saying: â€Å"I come not to hurt the court, I only-†¦ † The technique that Danforth uses to interrogate John suggests by John’s reaction that it is annoying and could start an argument. If I were producing this play then I would have John dressed smartly so he looks professional and Danforth sat higher up than John so he looks more important. John would try to avoid looking Danforth in the eyes. This would indicate to the audience that John is a little fearful of Danforth, as he knows that he could sentence himself and his wife to death at any time. When Elizabeth Proctor was accused of witchcraft due to the poppet that was found and Abigail’s accusation this made John angry. In court John is sarcastic about this and tries to change the subject and make it funny: â€Å"There might also be a dragon with five legs in my house but no one has ever seen it! † This language also shows that John is biding time with the court. If I where producing this play then I would have John laughing, looking around the court but no one else would be laughing. This could indicate that he is scared and is trying to laugh it of or this could be so he can think of more negatives about Abigail and prove that she is lying. John is also indiscreet as he tells Danforth about how Abigail laughed during Prayer: â€Å"†¦ she were twice this year put out of this meetin’ house for laughter during prayer! † John also shows that he is nasty as he calls Abigail a ‘whore’. Consequently this proves that John Proctor wants to seek revenge on Abigail. Even though this makes Abigail sound like the victim she is not as she is the one who is making false allegations against honest, well respected members of the community. When John is presenting his own case to save his life he is like a hero and he is very brave. He tells Danforth what he actually thinks of him: â€Å"I see the boot of Lucifer, I see his dirty face, and it is my face and yours Danforth! â€Å"