The Horrifying World Forster Creates in The Machine Stops...

The Horrifying World Forster Creates in The Machine Stops In The Machine Stops Forster creates a world set in the future, where machines rule. In fact, machines run life so much so that human beings, by this time, have adapted accordingly to life and the lifestyle it brings. In the arm-chair there sits a swaddled lump of flesh - a woman, about five feet high, with a face as white as a fungus, Forster writes. This is a pretty horrific description because it shows us that in the world Forster has created, people get no exercise whatsoever. There is in fact no need to get any exercise with the life the humans lead under the control of The Machine. Infants [are] examined at birth, and all who†¦show more content†¦Life then cannot go on! It is often perceived that life is better and easier with machines - but it is eerie to think of what will happen without them, as they are the ones that actually truly have the control. Again, it is often thought that with the machines man is able to control everything, but what if in truth The Mach ine is actually reactionary to society and civilization? Life then becomes less secure than we care to believe. So changes in lifestyle indeed have occurred, and the main one being that people basically need not ever to leave the comfort of their own home! Video telephone calls are available, so it is possible to call people and see them visually during the conversation - but therefore, in this world Forster has created, no one really ever sees anyone face to face, up close and personal. This seems negligible though, but it actually leads onto much greater consequences. People in this world are now haunted by the terrors of direct experience and direct experiences are things that are simply bound to happen sometime in life! However, now people have grown unaccustomed to it, so even a simple handshake is considered as shockingly barbaric. People never touched one another, Forster writes. Human beings are no longer used to seeing expressions on peoples faces, as they simply do not require to go out of their homes and make acquaintances. TheyShow MoreRelatedOne Significant Change That Has Occu rred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesLinda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape

Kurt Vonnegut s Slaughterhouse Five - 1901 Words

Kurt Vonnegut developed his view of America through a history of personal loss and trauma that was largely endured at the same time by his characters. As a child, Kurt Vonnegut lived in Indianapolis, Indiana, which he would use in many of his later novels. His father was a prominent architect, while his mother came from the family of a wealthy brewer. After the depression hit, his father lost his business and gave up, his mother became addicted to alcohol and prescription drugs. In his teen years, Vonnegut wrote for his high school newspaper and continued this interest when he went to Cornell. Vonnegut entered the army and was immediately captured by the Germans and sent as a POW to Dresden. While in Dresden, he was protected from the†¦show more content†¦Vonnegut died in April of 2007 after head injuries he sustained from a fall at his home a few weeks earlier. Vonnegut moved through life with contentious remarks on how he saw the human experience always relying on traumati c moments in his life as a backbone to how he should address the issues of the time. Kurt Vonnegut displays his view of America through his works, from major novels to lesser known short stories. Slaughterhouse Five, Vonnegut’s most well renowned novel, focuses on Billy Pilgrim, a decidedly unremarkable man with a remarkable story. Pilgrim suffered through the turmoil of World War II as a an American POW in Germany, spent time in a veteran’s hospital for mental illness, and had his view of the world destroyed after a supposed months long alien abduction. In his abduction, Billy is told that time is not linear, it all occurs at the same time, only to be experienced by people a sliver at a time, refuting the concept of free will, a concept held dear to Vonnegut. The bombing of Dresden and Billy’s time there during World War II are the center of focus as Pilgrim is thrown around his timeline around the time of his encounter with the Tralfamadorians, the aliens who abducted him. Cat’s Cradle focuses on the journey of Jonah, a writer attempting to research a fictional scientist who worked on the atomic bomb for his book. Jonah is put on a writing assignment in San Lorenzo, a fictional island nation that’s ruled by a dictator

Dumb Jobs Free Essays

Dumb Jobs Many of us will work numerous dumb jobs in our lives before we finally get settled into a permanent  position. Dumb jobs such as working as an usher like the narrator in the essay: â€Å"Stupid Jobs Are Good to Relax With†. A couple of other examples would be jobs in a fast food restaurant or a retail store. We will write a custom essay sample on Dumb Jobs or any similar topic only for you Order Now In the essay, the narrator mentions that for the past couple of years he has relied on these â€Å"stupid jobs† in order to make enough of a living to get through life, while still studying at school. I think  what the author is saying here is very true because many students in university or college  are still in the middle of studying for that future full time career, but are still  being forced to work these jobs, part time, in order to pay their tuition and other expenses that come with university life these days. Expenses such as: residence, meals, phone bills and many others. As the title says, stupid jobs are good to relax with. Throughout the essay, the author is constantly trying to communicate with the audience that in these jobs you are allowed to be lazy and that just showing up and being there for your shift is good enough. This is when I begin to disagree with him because I believe that these temporary jobs should still be taken seriously in order to not only keep the job, but to also take away as many life lessons and common job skills as possible. This will surely help you have a better future in other jobs and careers. In general, I don’t think that these jobs are completely pointless like the author is making them seem at different moments in the essay. Finally, in my opinion these â€Å"dumb† jobs play a huge role in our society. They help develop important job skills and give teens and young adults some extra money that they can then go spends and help out the economy. They also give teens something to keep them busy and to take their minds off school or family life for a bit. Therefore, overall these jobs can be very useful in many different ways and should not be overlooked as pointless. How to cite Dumb Jobs, Essay examples

A Case Study On Developing Corporate Culture At Argos

1 Task One: Culture and Objectives Question - explain two organisational models which would help achieve the organisational goals in the context of the case study? 1.1 Organizational Objectives and Models of Organizational Culture Different models of culture that are proposed by various researchers helps in the identification of various subsystems and elements in an organization and their interdependency on each other. They have direct impact on the behavior of employees with in a given environment. A few examples can be organizational goals, technology used in the organization, and structure management. The style of interaction that takes place between employees at various levels are primary determinants of behavior in a given culture (Martins and Martins, 2002). In other words organizational culture models can be referred to as qualitative measurement tools that will help the managers to identify where cultural aspects should be improved within an organization to make sure that the company as a whole is ready for achieving organizational objectives (Salleh et.al, 2011). Two models that can be adopted by Argos to ensure realization of their missions are focusing on Task Culture as proposed by Charles Hardy and Work Hard/Play Hard cultural model as proposed by Deal and Kennedy (Ghinea Bratianu, 2012). The reasons are that in Task Culture, stress is on getting the tasks done by bringing together appropriate resources to improve performance. There will be an increase in the efficiency of the group as the companys goals takes precedency over individuals requirements. In the case of Work Hard/Play Hard culture, there will be high levels of energy activity and is optimal for a sales oriented organization. Question - explain the difference between national and organisational culture as well as two theories of national culture and two theories of organisational culture. In each case, the explanation needs to relate to the case study as much as possible? 1.2 National Culture and Organizational Culture National culture can be considered as the highest level of culture that imbibes values and beliefs in people during their childhood and are deep seated in every individuals life. These norms, behaviors and customs tends to be the same with in population of the same country. The relation between both cultures become increasing valid when one considers transferring various management techniques and theories to different places in the world (Nazarian Atkinson, 2012). When it comes to organizational culture, it can be referred to as the collection of norms, values, behavior, beliefs, attitudes that are shared and communicated by management to its employees and then to the stakeholders by imparting a feel of the organization. The national culture theory of Hofstede, describes the national culture in the light of different dimensions including power distance, masculinity vs. femininity, uncertainty avoidance, individualism vs. collectivism, indulgence vs. restraint, and long term orientation vs. short term orientation (Nazarian Atkinson, 2012). Trompenars try and define national culture using seven different dimensions that are universalism/particularism, individualism/collectivism, achievement/ascription, neutral/affective, specific/diffuse, internal/external and time orientation (Nazarian Atkinson, 2012). According to the organizational culture model suggested by Schein, there are three levels in which culture exists including the artifacts, espoused values and basic underlying assumptions (Dauber, 2012). There is a distinction between four different domains in organizational culture that includes organizational strategy, organizational culture and identity, organizational design, structure and process and organizational behavior and performance (Hatch Cunliffe, 2006). Question - the analysis of the corporate cultural profile needs to contain a minimum of five key features and must be in the context of the organization in the case study or any organization of the learners choice? 1.3 Corporate Cultural Profile Argos Argos is UKs leading home and general merchandise retailers and operates as two business that are Homebase and Argos. They look forward to shaping the future of shopping through means of retail leadership digitally, multi-channel capability and developing services and product ranges. Argos, is UKs general merchandise retailers and offers value unrivalled, choice and convenience to its customers. These are some of their core cultural values Compelling customer offering: Argos is company that stresses on the convenience of the customers. Hence they focus on ensuring availability of their wide product range and services to customers, by being physically present in places and also through digital leadership and accelerating multi-channels. Cultural values: The basic values are that they believe in winning and makes use of the new opportunities. They believe that change is inevitable and stresses on team work and gives a high amount of stress on the completion of the job. Workplace culture: Employing thousands of people, Argos ensures safe and fair working environment through policies and management on several topics including data protection, emergency and recovery procedures, equal opportunities, safety, training opportunities to develop ones career on the basis of their previous performances. They are motivated through employee benefits and competitive reward packages (Homeretail group, 2015). Corporate governance: Argos adheres to the norms and code of conduct as proposed by government and board of directors, ensuring conformity to the highest standards when it comes to corporate governance. Corporate responsibility: There is a reduction in operation costs by reducing fuel and energy consumption when it comes to operational processes. Argos is trying to create a balance between mutual social and commercial benefits. Question - learners need to show an understanding in their discussion that culture should consistently reinforce what the organization is about, shown through the organisational objectives? 1.4 Organizations corporate culture and achievement of objectives Corporate culture of an organization gives a shared understanding about the mission of a firm including the mission, the strategies undertaken by them, principles and goals, staff beliefs, and explains why organization is the way it is. They are the rules that guides decision making at various levels in any chosen firm. For example, the policies, public statements and activities undertaken by an organization reflects the priorities in a company including safety, integrity, security, learning, improvement etc. it also influences how employees and shareholders associate themselves to the firm and also how day to day business is conducted by the organization. Hence corporate culture of an organization has a direct impact on the effectiveness of an organization (Desson Clouthier, 2010). Employees when relate directly to the culture of the company and adapt to it, performs in a better way towards the fulfillment of these objectives. 2 Task Two:Improving corporate Climate Question - learners need to evaluate the existing corporate climate of an organisation. The evaluation needs to be in the context of what the organisation wants to achieve in terms of its culture. Learners need to demonstrate that they understand that a climate that is right for one organisation may not be right for another, or that a climate may be appropriate for the present but not the future? 2.1 Existing organizational climate Argos Organizational Climate can be explained evaluated with the help of dimensions of climate Structure- works on consensus and not authority Responsibility- Argos tries to be a responsible retailer by reverting positively to the general expectations of the stake holders. This is done by taking inputs from various processes, people and community. Rewards-individual and the company performance leads to rewards and also an opportunity to buy shares of the company. Warmth-A stress is given to the health, safety and wellbeing to the staff of the company and the organization has created a fun loving friendly atmosphere for both its employees and customer. Support- Argos support the customer requirements by giving them an impressive product range. The vision of the company is to have an overriding vision that will create an open and friendly culture, where there will be high performance through team work. Organization identity and loyalty- the policies and code of conduct of the company ensures equal rights to the employees. The company keeps its loyalty to workplace policies and management. Risk- there is always a fair review on the risk and the performance, be in security of human resources or finance by the company regularly taking necessary decisions to avert risks if possible. 2.2 Improving Corporate Climate Organizational climate is shaped by five factors including motivation, change, teamwork, execution and trust. When it comes to motivation, a task should be aligned to the employees that is clearly understood by them followed by a reward structure to keep them motivated. There should be a boost in the morale of the employees and management by ensuring equal rights to all the employees and evaluation based on performance. Imparting certain levels of autonomy will ensure improvement on terms of entrepreneurial spirit and innovation. Change will be required when it comes to de-cluttering of the workspace and so the employees should be prepared for embracing change in the given organization. Stressing on respect and trust for colleagues will help in creation of a sense of purpose and thus leading to the enhancement of organizations climate. Provision of technology is essential for collaborating ideas and making it successful. In certain cases it should be supported by training and develop ment. Review of performance and constructive criticism will improve the performance of employees. Adherence to policies of management will also ensure ethical conduct thereby improving corporate climate with in a given organization. Question - learners need to have a clear rationale in their proposal for a framework for the values that are linked to organisational objectives? 2.3 Framework for organizational values Values can be incorporated in to the organization through a step by step framework ensuring inclusion of all necessary elements that will work towards fulfilling the strategies. The various steps are planning and analyzing, designing, building, delivering and operating as shown below Special strategies have been formulated in Argos for growth in the future. They are attaining digital leadership and becoming a market leader through multi-channel retailing. To concentrate on the portfolio of stores that also acts as pick up points for different multichannel offerings and leading to continued evolution of stores. To attain leadership in products and to provide exclusive brands, make compelling customers offering and to support growth of the organization making good investments (Home Retail Group, 2013). Implementation of this framework prepares the management to manage and analyze the employees talent along with managing both internal as well as external stake holders, after rising up to their expectations. Communications and feedback ensures that the organization is working as a single unit towards realization of strategies checking on major mile stones. Allocation of tasks eliminates clutter and confusion and training and development prepares the employees to hand le the technological as well as managerial challenges successfully. 3 Task Three:Stakeholder Management Question - learners need to identify stakeholders of an organisation before tailoring their communication strategy to satisfy the needs and expectations of the stakeholders? 3.1 Internal and External stakeholders Internal stakeholders are people who are a part of the organization and wants the organization to be successful. It is important to analyze who they are because, their satisfaction is prior because of the accountability that the organization have towards stakeholders (Hill et.al, 2015). Internal stakeholders in the case of Argos are its employees, the management, the directors and owners, the shareholders, trade unions and employee associations. External stakeholders are people who may be impacted in some way because of the decisions that are taken by the organization. In other words they are customers, creditors, government and trade unions, the community as a whole and the customers and suppliers (Hill et.al, 2015). Some of the major stakeholders in Argos includes Marie Cure Cancer care, British Retail consortium, Irish business and Employers Confederation, and International confederation Toy Industries along with their 28,138 shareholders (Home Retail group, 2013). Question - the effectiveness of an existing communication strategy needs to begin with a description recognizing strengths and weaknesses. Learners need to show understanding that some of the current strategy may be fine in the current context of the organisation, but may need to change for a new context? 3.2 Stakeholder communication The industry that Argos operates in is highly dependent on perceptions of customers, there should be a communication between the organization and the stakeholders ensuring that both of them understand each others position and Argos meets their expectations. Argos communicates through press releases, web sites, annual reports, project reports, advertisements and other reviews as imposed by corporate governance, and also informing their plans and strategies in advance (Home Retail group, 2013). These includes all three different aspects of stakeholder communication including traditional reporting, project relations that are essentially formal in nature and direct communication (Stake holder management pty, 2012). The direct communication seems to be lower with Argos. A successful stakeholder management should be a two way communication process where feedbacks from stake holders are considered in to account and are implemented (Jeffery, 2009). Argos should therefore stress on stakeholde r participation rather than one sided communication. Question - develop new communication strategies tailored to different groups of stakeholders, with a clear differentiation between the treatment of internal and external stakeholders? 3.3 New communication Strategies The communication strategies that can be adopted by Argos remains the same that are traditional reporting and project relations. Annual reports and press releases can be now used as a means to communicate their culture and corporate social responsibility. But these are more of one way communication techniques that ensures no stakeholder participation. So Argos should concentrate on direct communication which will also help to reassert stakeholders and manage them in a productive way. Following diagram represents how stakeholders can be engages meaningfully. Social media acts as a major platform for two way communication. Two way communication will also help the management to understand the expectations from the stakeholders and seek to strike a balance between what is best for organization and the stake holders (Lovejoy et.al, 2010). There are chances that cultural difference among stakeholders will lead to a situation where communicated messages by the company are perceived differently. That is the reason why differences in the beliefs, customs, values, traditions and language should be taken into account. Communication strategy cannot be isolated and should contain more than a set of actions that are inclusive in the business strategy (Barker Angelopulo, 2005). Hence communication strategies should be adapted according to the cultural requirements of the stakeholders to gain their trust. References Desson, K. Clouthier, J. (2010). Organizational Culture-Why does it matter? Presented to the Symposium on International safeguards. IAEA-CN-184/135. Shahzad, F. Luqman, R. A. (2012). Impact of organizational culture on organizational performance: An overview. Interdisciplinary Journal of Contemporary Research in Business, 3(9), p.975-985. Dauber, D. et.al. (2012). A configuration Model of organizational culture. A Configuration Model of Organizational Culture. Martins, E. Martins, N. (2002). An Organizational Culture Model to Promote Creativity and Innovation. SA Journal of Industrial Psychology, 28 (4), p.58-65. Salleh, H. (2011). A Proposed Model for Assessing Organizational Culture towards Achieving Business Objectives, Journal of Techno-social, 3(1), p. 53-59. Ghinea, V. M. Bratianu, C. (2012). Organisational Culture Modelling, Management and Marketing Challenges for the Knowledge Society, 7 (2), p.257-276. Nazarian, A. Atkinson, P. (2012). The Relationship between National Culture and Organizational Effectiveness: The case of Iranian Private sector organizations. International Journal of Management and Marketing Academy, 1(2), p.73-81. Hatch, M. J. Cunliffe, A. L. (2006). Organization Theory. Oxford UK: Oxford University Press. Home Retail Group Plc. (2013). Annual Report and Financial Statements. Shareholder information. Jeffery, D. (2009). Stake Holder Engagement: A Road Map to Meaningful Engagement. Doughty Centre: Cranfield University. Stakeholder management pty Ltd. (2012). The Three Types of Stakeholder Communication. Hill, C. W. L. et.al. (2015). Strategic Management Theory: An Integrated Approach. Stanford: Cengage Learning. p.362. Barker, R. Angelopuro, G. C. (2005). Integrated Organizational Communication, Creda Communication Lovejoy, K. et.al. (2010). Engaging Stakeholders through Twitter. Public Relations Review.