The Pianist Directed By Roman Polanski - 1563 Words

Film: The Pianist Director, Roman Polanski Scene(s) Hosenfeld scene In the Film The Pianist directed by Roman Polanski. We witness a scene where Szpilman is injured, filthy and starving he rummages around looking for anything to sustain himself. He finds a can of gherkins which he struggles to open he finds some fire stoking equipment and begins opening the can however due to the state of Szpilman he drops the can and the contents falls and drains at the soldier s feet. In the Hosenfeld scene Points which will be covered are the visual aspects, the aural elements, the mise en scene aspects and post production elements and how all these elements relate to the â€Å"big Idea† of having something or someone to hold onto can make you stay focussed and not give up. An important aspect of polanski is the use of aural elements such as diegetic and nondiegetic sound of the piano playing which is a motif throughout the visual text as we see the same piece of music being played either by Szpilman himself or as background music the song is played in the beginning and also in the scene parallel to the scene where he encounters the german soldier. In the encounter with housefield the lack of verbalization where the music is the factor which determines Szpilman’s fate. Because Szpilman had such a passion for music that he would hold onto his whole life and this was the thing he would hold close to himself even when all his family was gone and when Szpilman begins playing the piano weShow MoreRelated Schindler’s List, directed by Steven Spielberg and The Pianist, Directed by Roman Polanski1003 Words   |  5 PagesSchindler’s List, directed by Steven Spielberg and The Pianist, Directed by Roman Polanski The holocaust is seen as a time of horror, filled with brutal, inhuman actions carried out by the Nazi party. Schindler’s List, directed by Steven Spielberg, is one of the most realistic movies to show the gruesome shock of the concentration camps and torture of Jews. Spielberg captured the true essences of what pain was during World War Two. In 2002, Roman Polanski came out with The Pianist, a movie thatRead MoreThe Pianist : An Astounding Movie Directed By Roman Polanski2229 Words   |  9 Pagesâ€Å"The Pianist† is an astounding movie directed by Roman Polanski about a Jewish man’s life Wladyslaw Szpilman in Poland when Germany invaded during World War II, portrayed beautifully by Adrien Brody who won an academy award for this remarkable role. This film shows man’s desire to survive, regardless of the odds. It also shows how evil we can be towards each other. Not many movies are able to paint such a vivid picture of life in the ghetto in Warsaw, Polan d in the 1930’s during World War II. ItRead MoreStoicism In The Pianist, By Roman Polanski1140 Words   |  5 Pages Constructed from Wladyslaw Szpilman’s memoirs, and directed by Oscar winning director, Roman Polanski. The Pianist, is a movie about a Polish Jewish radio station pianist Wladyslaw Szpilman and his family during the second world war. Szpilman is forced into the Warsaw Ghetto, and is later separated from his family. Stoicism the ability to endure an unpleasant or difficult process or situation without giving in. In The Pianist, Polanski used cinematography with a touch of sound to depict StoicismRead MoreEssay on The Pianist1175 Words   |  5 PagesMarch 2013 Scene Analysis Paper Musical Dependency The 2002 film, The Pianist directed by Roman Polanski focuses on the hardships of a well-known, local concert pianist, Wladyslaw Szpilman. Wladyslaw Szpilman is played by actor Adrien Brody, who does an excellent job portraying both the warmhearted side of Szpliman and the desperate struggling side we see later on in the film. The film is based on Szpilman’s book, The Pianist where he discusses true events he underwent during the German takeoverRead MoreA Review of The Pianist Essay585 Words   |  3 PagesThe Pianist, directed and produced by Roman Polanski, depicts a pianists struggle for survival in a Warsaw Ghetto during World War II. The film really contains only two vital roles: the first one being Wladyslaw Szpilman played by Adrian Brody. The second role, Captain Wilm Hosenfeld, is played by Thomas Kretschmann. I watched the film on Sunday, the7th of September, at my place of residence. The movie is based on Szpilman’s autobiography The Pianist. The Pianist beginsRead More Summary of The Pianist Essays582 Words   |  3 PagesThe Pianist Summary From 1939 to 1945, the world merely watched while six million Jews were viciously executed by the Nazis. Never in the history of the world had man kind experienced such evil against one class of people. The Pianist, a movie directed by Roman Polanski, is a touching, yet brutally honest film about a man living under the unforgiving conditions of the Holocaust. Adrien Brody demonstrates spectacular acting skills while playing this man, Wladyslaw Szpilman. The story startsRead MoreAnalyse the Cinematography and Camera Movements in the Film The Pianist1092 Words   |  5 PagesThe film I have chosen to explore the micro features on is The Pianist (2002) which is directed by Roman Polanski. Polanski assures that the audience gets a sense of belonging to that period of history and gets to explore the theme of discrimination through the characters life risking challenges that they face throughout the film. This micro essay will explore the following features, framing and camera movement in a 5 minute sequence. The soldier and Szpilman are seen to be quite near to each otherRead MoreCoping Mechanism: The Pianist1732 Words   |  7 PagesThe Pianist, directed by Roman Polanski, recounts the story of Wladyslaw Szpilman, a Jewish pianist, who miraculously survived the Holocaust. Throughout the movie, Szpilman’s musicality plays a key role in his survival: not only as a means of getting sympathy from others but also in enabling him to cope with the traumatic experiences he encounters. However, music did not always function successfully for Szpilman as a coping mechanism. In The Pianist, the emotional healing powers of music do not lieRead MoreThe Diary of Anne Frank1641 Words   |  7 Pagesgive them away. There is an obvious struggle shown in Anne’s personality, between her childish side and her adult side. The pianist Individual physical journeys can not only be forced but also be out of the control of that individual, with uncertain thoughts about the future. ‘The Pianist’ directed by Roman Polanski is an example of this type of journey. A pianist named Wladyslaw Szpilman, a polish Jew, had experienced and witnessed the restrictions the Nazis had placed on the Jews in WarsawRead MoreLiterature : The 21st Century6619 Words   |  27 Pagesconnections have been linked throughout the late 1930’s time period based texts show how important they are into understanding what is still happening in the 21st century. The texts that I have chosen to study are â€Å"The Book Thief†, â€Å"Pan’s Labyrinth†, â€Å"The Pianist† and â€Å"Defiance†. The reason I have chosen to study these are to shed light onto why 21st century literature quite often seem to take ideas from the past to help make sense for the future as â€Å"you have to know the past to understand the present.†

Buddhism And Its Effect On Society - 842 Words

Buddhism originates from Hinduism, and thus it advocates samsaric cycle driven by karma (intentional action). Yet, it is distinct from Hinduism because it denies the existence of unchanging, eternal essence of human personality based on the doctrine of the impermanence of all compounded phenomena (197, 201). In Buddhism, there is nothing to be permanent and unaffected (203). Even if someone perceives his/her self as an unchanging core, such a feeling/perception is nothing but a result of an interaction between various metal and physical factors (203). That is, it is an illusion not a truth. In Buddhism, a human being consists of five aggregates: matter, feelings, perceptions, karmic formation or mental habit patterns, and consciousness (205). Among these five things, fourth aggregate is the most important in that karma is the driving force of the cycle of birth, death, and rebirth (205). Although Buddhism approves that after death, the stream of consciousness is not destroyed but propelled through the subtle energy of the person’s past karmic patterns into a new birth, it does not mean that consciousness is not eternal (208). Just the flow of consciousness is transferred to the new birth according the guidance of karma. Buddhism was founded by Siddhartha while there is no founder in Hinduism. After realizing the universal and inescapable nature of suffering, Siddhartha finally attained the stage of the liberation (nirvana) through the path of meditation (199-200). So, theShow MoreRelatedHinduism And Taoism802 Words   |  4 PagesCompare and Contrast: Buddhism, Taoism, and Hinduism. Both Buddhism, Taoism, and Hinduism in religious context compare through origin, philosophy, and their social structures including their outlook on women. These three religious show south east Asian roots, cultural beliefs, and social conflicts and solutions. The origin and expansion of Buddhism, Taoism, and Hinduism are similar in that all of them were created in south east region of Asia and that they each expanded through the silk road inRead MoreBuddhism in Ancient Korea: The Impact1586 Words   |  6 Pageschanges in development in many cultures for many centuries. As religions grow within a society, inventions and social communication changes but these religions can take over the political power holding the society. The main religions introduced during Korea’s past are Shamanism, Daoism, and Confucianism, and Buddhism. Buddhism is the religion that changed the society of Korea the most in the ancient times. As Buddhism spread in Korea, great inventions were made, the power hold of Korea started leaningRead MoreHow Did Buddhism Spread Throught China? Essay829 Words   |  4 PagesThere are multiple reasons why and how Buddhism spread in China. I feel that factors like, religion, politics, and social, played a major part in s preading Buddhism throughout China. The factors mentioned are usually a contributor in global changes and has definitely played its part in China’s adapting a new belief. Of course there were other reasons, like economic, that caused the people of China to gravitate to the Buddhist ways. People reconsidering their faith, due to many of life downfalls orRead MoreThe Four Noble Truths Of Buddhism1635 Words   |  7 PagesIn the history of Buddhism, suffering has always remained a key concept as it is the main reason for using Buddhist principles and practices to relieve ourselves from it. The Four Noble Truths of Buddhism inform us of the following principles: suffering exists in life, there is a cause to our suffering, there is an end to our suffering, and following the eightfold path can relieve our suffering. Traditional forms of Buddhism suggest that we can overcome suffering by attaining Nirvana, or the stateRead More Siddhartha the Life of a Prophet Essay1376 Words   |   6 PagesBuddhism was brought to light about 500 BC by Siddhartha Gautama. Buddhism has not been described as a religion as such but rather as philosophy. The story of Siddhartha Gautama and how he brought Buddhism to limelight is quite moving. In this essay the thoughts of Siddhartha Gautama are explained and how the society reacted to his arguments. Generally this essay will briefly describe the achievements of Siddhartha Gautama in his quest to attain enlightenment and how that impacted the society ofRead MoreThe Goals of Hinduism and Buddhism Essay1368 Words   |  6 Pages2. Hinduism and Buddhism are traditions that originated from the Vedic sacrifice practice, and they share a common foundation in their view of existence. What are the similarities, and very importantly, the differences in their respective focuses and goals? Also included in this topic: For a time, Buddhism became a dominant tradition in much of India, but then Hinduism rose to become the dominant tradition. There are relatively few Buddhists in India today, especially in comparison to the numberRead MoreBuddhism: Past and Present Essay665 Words   |  3 Pagesthat has had the most influential effect of all, religion. Throughout time there has been an abundance of different religions and practices formed over the years, from Christianity to Judaism, each of them having their own impacts on culture and society, one of the major religions that formed was Buddhism. Today we will discuss how Buddhism was founded, the practices of it, and how it has changed as it has entered a new area and interacted with a new people. Buddhism was founded by or Siddhartha GautamaRead MoreJapanese Scholars View of the Shinto Religion1110 Words   |  4 Pagesreligions, primarily Buddhism. While it may have been dependent on Buddhism in the past, during the Meiji Restoration Shinto was clearly separated out from any other religions and put on a pedestal. I will first describe how Shinto was largely believed to be an extension of Buddhism before the Meiji period, and then I will outline the many possible causes as to how Shinto began to solidify during the Meiji Reformation. The clearest description of the relationship between Buddhism and Shinto, pre-MeijiRead MoreBuddhism : A New Way Of Life Without Materialistic Needs Essay1547 Words   |  7 Pagesis a planet earth, and in this planet earth lives 7 billion people. We are all the same, but divided by key things; oceans and mountains, culture and society, but most important religions and beliefs. Out of the hundreds of practices and beliefs that make part of planet earth one of the most interesting form of religious practice is Buddhism. Buddhism is the practice of finding peace within one s self by developing inner peace, wisdom and kindness. This practice dates back 2,500 years, and the founderRead MoreEssay about Women and Buddhism618 Words   |  3 PagesWomen and Buddhism As a religion, Buddhism has a great impact on women, especially Asian women. Theravadan Buddhism, which is the early stage of Buddhism, depreciates women by a theory called â€Å"Five Blocks†. However, Buddhism started to affect women in a positive way when Buddha raised several doctrines and explained the theory in a more proper way. The â€Å"Five Blocks† theory can be summarized as women can’t achieve enlightenment because women are weak, jealous, annoying, desiring and having more

Leading and Developing a Work Team Free Essays

string(26) " that its work gets done\." UNIT 9 LEADING AND DEVELOPING A WORK TEAM Distinguish between management and leadership and assess the implications of each on effective team performance. Managers depend on their people. They cannot do without their wholehearted commitment and support. We will write a custom essay sample on Leading and Developing a Work Team or any similar topic only for you Order Now But gaining that support, motivating and engaging them and ensuring that they know what they are expected to do and how to do it is down to managers and it is a difficult task. This book How to Manage People of Michael Armstrong 2008 is designed to make it easier by going into the main actions that managers have to carry out to get things done through people, namely: managing effectively overall, leading, motivating, team building, delegating, interviewing, managing performance, developing and rewarding people, managing change and handling people problems. As a manager you are there to get things done through people. You are engaged in a purposeful activity involving others. But you are concerned with defining ends as well as gaining them. You decide what to do and then ensure that it gets done with the help of the members of your team. You deal with programs, processes, events and eventualities. All this is done through the exercise of leadership. People are the most important resource available to you as a manager. It is through this resource that other resources are managed. However, you are ultimately accountable for the management of all resources, including your own. When dealing with immediate issues, anticipating problems, responding to demands or even a crisis, and developing new ways of doing things, you are personally involved. You manage yourself as well as other people. You cannot delegate everything. You frequently have to rely on your own resources to get things done. These resources include skill, know-how, competencies, time, and reserves of resilience and determination. You will get support, advice and assistance from your own staff and specialists, including human resources, but in the last analysis you are on your own. It is important to examine particular aspects of managing people, such as leadership, organizing and motivation including teamwork. There is a need to exercise your people management responsibilities effectively. It starts with an overall look at the criteria for managerial effectiveness. This is followed by a review of the attributes of effective managers. The rest of the chapter deals with a number of the key aspects of management. As a manager and a leader you will be judged not only on the results you have achieved but the level of competence you have attained and applied in getting those results. Competence is about knowledge and skills – what people need to know and be able to do to carry out their work well. You will also be judged on how you do your work – how you behave in using your knowledge and skills. These are often described as ‘behavioral competencies’ and can be defined as those aspects of behavior that lead to effective performance. They refer to the personal characteristics that people bring to their work roles in such areas as leadership, team working, flexibility and communication. As a manager of people your role is to ensure that the members of your team give of their best to achieve a desired result. In other words you are a leader – you set the direction and ensure that people follow you. It is necessary to distinguish between management and leadership: Management is concerned with achieving results by obtaining, deploying, using and controlling all the resources required, namely people, money, facilities, plant and equipment, information and knowledge. Leadership focuses on the most important resource, people. It is the process of developing and communicating a vision for the future, motivating people and gaining their engagement. The distinction is important. Management is mainly about the provision, utilization and control of resources. But where people are involved it is impossible to deliver results without providing effective leadership. Describe the processes of team formation, and evaluate strategies for encouraging team formation and development One of your most important roles as a manager is to act as a team builder – developing and making the best use of the capacity of your team so that its members jointly deliver superior levels of performance. Team building takes place when you clarify the team’s purpose and goals, ensure that its members work well together, strengthen the team’s collective skills, enhance commitment and confidence, remove externally imposed obstacles and create opportunities for team members to develop their skills and competencies. A team is a group of people with complementary skills who work together to achieve a common purpose. Their team leader sets the direction, provides guidance and support, coordinates the team’s activities, ensures that each team member plays his or her part, promotes the learning and development of team members, consults with the team on issues affecting its work and, in conjunction with team members, monitors and reviews team performance. However, some organizations have developed the concept of self-managing teams which are largely autonomous, responsible to a considerable degree for planning and scheduling work, problem solving, developing their own key performance indicators and setting and monitoring team performance and quality standards. The role of their team leaders is primarily to act as coordinators and facilitators; their style is expected to be more supportive and facilitative than directive. An effective team is likely to be one in which its purpose is clear and its members feel the task is important, both to them and to the organization. The structure, leadership and methods of operation are relevant to the requirements of the task. Team members will be highly engaged in the work they do together and committed to the whole group task. They will have been grouped together in a way that means they are related to one another through the requirements of task performance and task interdependence. The team will use discretionary effort – going the extra mile – to ensure that its work gets done. You read "Leading and Developing a Work Team" in category "Papers" The main features of well-functioning teams as described by Douglas McGregor (1960) are that the atmosphere tends to be informal, comfortable and relaxed; team members listen to each other; most decisions are reached by consensus; when action is taken, clear assignments are made and accepted, and team leaders do not dominate their teams – the issue is not who controls but how to get the work done. The performance of teams should be assessed in terms of their output and results and the quality of team processes that have contributed to those results. Output criteria include the achievement of team goals, customer satisfaction and the quantity and quality of work. Process measures comprise participation, collaboration and collective effort, conflict resolution, joint decision making, planning and goal setting, interpersonal relations, interdependence and adaptability and flexibility. How you and your team apply these criteria will be related to the following factors that affect team performance: the clarity of the team’s goals in terms of expectations and priorities; how work is allocated to the team; how the team is working its processes in terms of cohesion, ability to handle internal conflict and pressure, relationships with other teams; the extent to which the team is capable of managing itself – setting goals and priorities, monitoring performance; the quality of leadership – even self-managed teams need a sense of direction which they cannot necessarily generate by themselves; the level and range of skills possessed by individual team members; the extent to which team members work flexibly, taking advantage of the multi-skilling capabilities of its members; the systems and resources support available to the team. Good support to your team-building efforts will be provided if you conduct regular team performance review meetings to assess feedback and control information on their joint achievements against objectives and to discuss any issues concerning team work. The agenda for such meetings could be as follows: general feedback review of the progress of the team as a whole and problems encountered by the team which have caused difficulties or hampered progress, and helps and hindrances to the operation of the team. Work reviews of how well the team has functioned. The group problem solving, including an analysis of reasons for any shortfalls or other problems and agreement of what needs to be done to solve them and prevent their re-occurrence. Update objectives – review of new requirements, opportunities or threats and the amendment of objectives as required. Evaluate the stages of development of their work group as a team and select and employ strategies to improve and develop team working. One of your most important, if not the most important, responsibilities as a manager is to ensure that the members of your team achieve high levels of performance. You have to ensure that they understand what you expect from them, that you and they work together to review performance against those expectations and that you jointly agree what needs to be done to develop knowledge and skills and, here necessary, improve performance. Your organization may well have a performance management system which provides guidance on how this should be done but ultimately it is up to the manager. You are the person on the spot. Performance management systems only work if managers want them to work and are capable of making them work. You have to believe that your time is well spent in the process of managing performance as described in the first part of this chapter. You need to know about performance planning (agreeing what has to be done), managing performance throughout the year and conducting formal performance reviews as covered in the next three parts. You should have no problems in appreciating the importance of the first two activities. It is the third activity – performance reviews – managers often find hard to accept as necessary and even more difficult to do well. The process of managing performance is based on two simple propositions. First, people are most likely to perform well when they know and understand what is expected of them and have taken part in defining these expectations. In other words, if you know where you are going you are more likely to get there. Second, the ability to meet these expectations depends on the levels of knowledge, skill, competency and motivation of individuals and the leadership and support they receive from their managers. As a manager or team leader you need skilled, knowledgeable and competent people in your department or team. You may appoint able people from within and outside the organization but most of them will still have a lot to learn about their jobs. And to improve your team members’ performance you must not only ensure that they learn the basic skills they need but also that they develop those skills to enable them to perform even better when faced with new demands and challenges. Most learning happens at the place of work, although it can be supplemented by such activities as e-learning (the delivery of learning opportunities and support via computer, networked and web-based technology) and formal ‘off-the-job’ training courses. It is your job to ensure that favorable conditions for learning ‘on the job’ exist generally in your area as well as taking steps to help individuals develop. To do this job well you need to know about: the conditions that enable effective learning to take place; the importance of ‘self-managed learning’, i. e. individuals taking control of their own learning; the contribution of formal learning; the advantages and disadvantages of informal learning and development approaches; how you can contribute to promoting learning and development in your department or team; the use of such learning and development aids as coaching, mentoring, learning contracts and personal development plans; how to instruct people in specific tasks should the need arise. Set standards and targets and review performance. Managing performance is about getting people into action so that they achieve planned and agreed results. It focuses on what has to be done, how it should be done and what is to be achieved. But it is equally concerned with developing people – helping them to learn – and providing them with the support they need to do well, now and in the future. The framework for performance management is provided by the performance agreement, which is the outcome of performance planning. The agreement provides the basis for managing performance throughout the year and for guiding improvement and development activities. It is used as a reference point when reviewing performance and the achievement of improvement and development plans. You should treat your responsibility for managing performance as an integral part of the continuing process of management. This is based on a philosophy which emphasizes: the achievement of sustained improvements in performance; the continuous development of skills and capabilities; that the organization is a ‘learning organization’ in the sense that it is constantly developing and applying the learning gained from experience and the analysis of the factors that have produced high levels of performance. You should therefore be ready, willing and able to monitor performance and define and meet development and improvement needs as they arise. As far as practicable, learning and work should be integrated. This means that encouragement should be given to your team members to learn from the successes, challenges and problems inherent in their day-to-day work. You should carry out the process of monitoring performance by reference to agreed objectives and to work, development and improvement plans. You have to decide how tightly you monitor on the basis of your understanding of the capacity of individuals to do the work. Identify own leadership style and skills, and assess own effectiveness in leading and developing the team and its performance. Self-managed learning style involves encouraging individuals to take responsibility for their own learning needs. The aim is to encourage ‘discretionary learning’, which happens when individuals actively seek to acquire the knowledge and skills required to perform well. It is based on processes of recording achievement and action planning, which involves individuals reviewing what they have learned, what they have achieved, what their goals are, how they are going to achieve those goals and what new learning they need to acquire. The learning program can be ‘self-paced’ in the sense that learners can decide for themselves, up to a point, the rate at which they work and are encouraged to measure their own progress and adjust the program accordingly. Self-directed learning is based on the principle that people learn and retain more if they find things out for themselves. But they still need to be given guidance on what to look for and help in finding it. Learners have to be encouraged to define, with whatever help they may require, what they need to know to perform their job effectively. They need to be provided with guidance on where they can get the material or information that will help them to learn and how to make good use of it. Personal development plans as described later in this chapter can provide a framework for this process. People also need support from their manager and the organization, with the provision of coaching, mentoring and learning facilities, including e-learning. The leadership style I would apply is the combination of a Transformational and Transactional Leader. As a leader I can be both arouse emotions of my followers which motivates them to act beyond the framework of what may be described as exchange relations at the same time be aware of the link between the effort and reward. I can be proactive and form new expectation and be responsive from the basic orientation in dealing with present issues. Transformational leaders are distinguished by their capacity to inspire and provide individualized consideration, intellectual stimulation and idealized influence to their followers while transactional leaders rely on standard forms of inducement, reward, punishment and sanction to control followers. Leaders create learning opportunities for their followers and stimulate followers to solve problems at the same time they can motivate followers by setting goals and promising rewards for desired performance. A trait that a leader should possess good visioning, rhetorical and management skills, to develop strong emotional bonds with followers and depends on the leader’s power to reinforce subordinates for their successful completion of the bargain. Lastly, leaders motivate followers to work for goals that go beyond self-interest. REFERENCES: http://www. ehow. com/how_5485211_evaluate-team- performance. html#ixzz1sqUbPZyH accessed on July 18, 2012 How to Manage People. Michael Armstrong 2008 accessed on July 24, 2012 How to Evaluate Team Performance | eHow. com accessed on August 3, 2012 http://www. ehow. com/how_5485211_evaluate-team-performance. html#ixzz1sqUbPZyH accessed on August 10, 2012 How to cite Leading and Developing a Work Team, Papers

Does Richard the third deserve his reputation Essay Example For Students

Does Richard the third deserve his reputation? Essay The question of Richard llls reputation is a puzzle as he was thought of in many alternative ways by the different characters or at contrasting times in the play. His reputation deteriorates towards the end of the play. His brothers Clarence (George) and Edward are fond of him and believe he is an honest, trustworthy man and this is why they do not realise his evil plan. This plan starts when the king has been given advice to imprison anyone close to him whose name begins with the letter G. As the kings brother the duke of Clarence is named George he is sent to the tower. On the way he passes Richard and he assures Clarence he will get him out of the tower, that he shall deliver him and that his imprisonment shall not be long. We will write a custom essay on Does Richard the third deserve his reputation? specifically for you for only $16.38 $13.9/page Order now This is play on words and a form used numerously throughout the play, because Clarence is not in prison long, two murderers employed by Richard to deliver him to a better place. It is thought that if Clarence had lived longer and especially after the murderers had been in as there was a long scene in which one of the murderers backed out of murdering him and Richardss name was undisclosed to Clarence. Anne who later becomes Richards begrudging wife refers to him as foul devil and fouler toad, not traditional words of endearment! Overall Richards reputation is not good and even his mother thinks ill of him. Richard the third was a real king and he occupied the throne in the short reign of two years. This is why it is thought to be a real story as opposed to a folk myth. All of Shakespeares plays were based on real people or they were adapted from already written books. I think Richard lll is fairly accurate to his real reign and the means of getting to the throne. However, it may be a little biased in a way it only shows his brutality in getting to the throne and before that he was a loyal and loving brother. It then leaves out the 2 years before his death when he was a fair and powerful leader. I also think Shakespeare has artistic licence in that he dramatised some of the events. A main event in the play is the princes in the tower, as this is the final step up to taking the throne. It has not yet been proved who was actually responsible for their murder although Richard is the main suspect, in writing this in his play Shakespeare has confirmed suspicions as he has put it in writing and anyone who reads it believes it was him. In history Richard the third reigned from 1483-1485. He had two brothers, King Edward 4 and the duke of Clarence, George. He was also the uncle of his predecessor Edward 5. He was in the house of York and was the first duke of Gloucester, and then he became the lord protector for a short time before he himself seized the throne. He is accused of many murders but none have ever been proved. Although he was not graceful in getting to the throne, when he did he was a fair and just leader.  King Richard the third was the last king to be killed in battle at Bosworth Field. He was then followed by henry 7. Richard became the last Plantagenet dynasty who had ruled England since 1154. Richard is portrayed in the play as an evil and malignant man who is heartless in his fight for kingship. He is also, especially in the first scene, described as an unthinkably ugly man that people dont want to look at and he cant bear to look at in a mirror. It was thought that in history he had a slight hunchback and that one of his arms was withered but not as dramatically as it is stated in the play. It was thought that his outer appearance conveniently mirrored the darkness of his soul. In the very first scene we are introduced to Richard in a soliloquy. The first line, Now is the winter of our discontent shows his bitterness and self-consciousness he has about his appearance. .u79d2e77995ceaa682013d925d315764d , .u79d2e77995ceaa682013d925d315764d .postImageUrl , .u79d2e77995ceaa682013d925d315764d .centered-text-area { min-height: 80px; position: relative; } .u79d2e77995ceaa682013d925d315764d , .u79d2e77995ceaa682013d925d315764d:hover , .u79d2e77995ceaa682013d925d315764d:visited , .u79d2e77995ceaa682013d925d315764d:active { border:0!important; } .u79d2e77995ceaa682013d925d315764d .clearfix:after { content: ""; display: table; clear: both; } .u79d2e77995ceaa682013d925d315764d { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u79d2e77995ceaa682013d925d315764d:active , .u79d2e77995ceaa682013d925d315764d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u79d2e77995ceaa682013d925d315764d .centered-text-area { width: 100%; position: relative ; } .u79d2e77995ceaa682013d925d315764d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u79d2e77995ceaa682013d925d315764d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u79d2e77995ceaa682013d925d315764d .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u79d2e77995ceaa682013d925d315764d:hover .ctaButton { background-color: #34495E!important; } .u79d2e77995ceaa682013d925d315764d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u79d2e77995ceaa682013d925d315764d .u79d2e77995ceaa682013d925d315764d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u79d2e77995ceaa682013d925d315764d:after { content: ""; display: block; clear: both; } READ: Arthur Miller In the Crucible EssayHe uses winter as imagery for unhappy and lonely times. I think this may be an explanation for his actions in the rest of the play. The soliloquy carries on to show that he is jealous of his older brother the handsome king, he refers to his life as summer to show the comparison between the two. Richard says he is cheated of feature by dissembling nature. And that he is deformed, unfinished, sent before my time. I think this is the reason for wanting revenge on his brothers and for wanting to prove himself by getting to the throne by any means! Also in regards to his reputation it may be that he was already thought of badly because of his hunchback and so people assumed he was a bad person. I think Richard does deserve his reputation because he was evil and malicious. He killed many people and he manipulated people into gaining what he wanted. Also he was ruthless in his fight for the crown and would even do wrong to his family.  I think Richard chose the reputation he was given. He must have been very self-conscious about the way people look on him because of his deformities and he would have wanted people to look at him differently and with respect. He could not compete with his brothers as they were properly formed and the only way of gaining the respect he wants is to become King. He says at the very start that, since I cannot prove a loverI am determined to prove a villain this shows that his evil plan has been thought of long before the play begins and it has been made fool proof. The first bit of the plan is in motion and the aim was to set my brother Clarence and the king in deadly hate the one against the other. A man willing to cause a rift between brothers deserves everything he gets.  Later on when Richard hears of the kings illness he says privately, he cannot live, I hope; and must not die till George be packd with post-horse up to heaven.

East Meets West

This paper describes intriguing accounts of various encounters of people between the ninth and 17th century. Ibn Fadlan, an Arab Chronicler, gives an account of his encounter with the Rus (One of the Swedish tribes) in the ninth century. Fadlan experienced a different culture from his Arabic. He described it as an alien and backward culture. Referring to the Rus, he says, â€Å"They are the filthiest of God’s creatures†.[1]Advertising We will write a custom essay sample on East Meets West specifically for you for only $16.05 $11/page Learn More Xavier, a Jesuit missionary, gave a historic account of his first encounter with the Japanese people in the 15th century. He described the Japanese as the best people known among the heathens.[2] â€Å"Portuguese Views of Chinese†[3] is an account of the first impression the Portuguese had upon encountering the Chinese. Canton described the Chinese as foolish people without knowledge of war. H e also described, He also described the Portuguese plan to invade and conquer China through a military warfare[4]. â€Å"Commentary on Foreigners from Ming official† is a description of the opinions of the Chinese about foreigners. According to the commentary, the foreigners invaded China at first without much effect. They were friendly in their engagements. However, their settlement and participation in Chinese trade had become intolerable because of their infiltration of Chinese culture with their foreign cultures. The Ming official described a plan of evicting foreigners from the Kingdom of Ming in the commentary[5]. In general, East Meets West is a description of various encounters of people between ninth and 17th century. Each of the four encounters had a different reception by the involved parties. The Eastern and Western encounters formed a prelude to major trends in world history. Briefly, the four perspectives of encounters of different people in the past had similar reactions. St. Francis Xavier, a Jesuit missionary of the 15th century, landed in Japan in 1552 on a missionary journey to spread Christianity. The warm reception he was given by the Japanese made him describe them as â€Å"courteous people†.[6] He described the Japanese as the best and most friendly people in the heathen world[7]. He described them as slow to anger and violence, despite their high regard for arms. Xavier also described the Japanese as people who had high regard for their arms and intolerance of contemptuous words and insults. He envisioned an easy missionary work of converting Japanese people to Christianity because of their high literacy and willingness to listen to foreign ideas. Besides many praises, Xavier also described the Japanese people as sinners because of their tolerance of some social evils such as the generational class system.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF L earn More Fadlan described the Rus as a backward people with primitive cultural practices. He described the fondness and love of Rus men for women. He noted in his encounter that each man had several slave girls for his sexual gratification. This cultural orientation made Fadlan describe the Rus as filthy people with barbaric cultural practices. Backward funerary rituals and human sacrifice are among the cultural practices of the Rus people that Fadlan regarded as barbaric. These cultural practices are different from the Islamic practices known to Fadlan. He saw several men line up to have sex with one slave girl in a funeral ceremony[8]. Fadlan found this an awkward and filthy practice. Fadlan encountered the Rus on an emissary journey to the King of Bulgars of Middle Voga in 921 A.D. He was in service of the Caliph of Baghdad. The encounter can be described as positive because of the warm reception he was given by his horsts in their territory and guidance to understand their cu lture. The Portuguese people encountered the Chinese in the 13th century as trading partners. Although, their first voyages were navigational and missionary ventures for exploring new lands and spreading Christianity, the Portuguese also explored mineral resources that interested their country. The Portuguese exchanged silver with Chinese ceramics, silk, and cotton[9]. The Chinese people accorded the Portuguese visitors a warm reception and accommodation without resistance. The Portuguese took courtesy of their horsts for foolishness and cowardice. In a letter written by Canton in 1517, the writer described the Chinese as foolish and cowardly people who had never fought in a war. Canton also described them as people with high regard for themselves. He said that the Chinese people referred to foreigners as savages and their country as the kingdom of God[10]. Despite the warm reception towards the Portuguese, Canton described in the letter the ill motives of Portugal to attack and con quer this new foreign land. The Portuguese wanted to control Chinese trade and gain profit from the immense resources of China. They successfully besieged and took control of all trade routes in the Indian Ocean in the 15th and 16th centuries. They introduced the pass system, otherwise called the Cartaz, which required all merchants in the trade network to pay a fee to them. The commentary on foreigners from a Ming official was a negative reaction the Chinese people developed against foreigners. The Portuguese and Spaniards entered China as trade partners. However, their settlement in the Asian country caused inconveniences to the Chinese. The Portuguese infiltrated Chinese culture with western lifestyle, which the Chinese people considered backward. In this commentary, the Chinese people wished for the quick exit of all foreigners from their land[11]. This perspective differs from the first view the Portuguese had about the Chinese. The Portuguese viewed Chinese foolish and cowardl y people in a rich territory for them to conquer. In the second perspective, the Chinese people discovered the ill motives of their visitors and wanted to terminate their relationship with them.Advertising We will write a custom essay sample on East Meets West specifically for you for only $16.05 $11/page Learn More In conclusion, the above description of the four perspectives showed that various people in the past reacted differently to encounters with others. Fadlan’s encounter with the Rus people was intriguing. He encountered a sharp clash of cultures and religious practices. Fadlan encountered funerary rituals that were unheard off in Baghdad. Xavier’s encounter with the Japanese people was awe striking. Xavier described the Japanese as the best people among the heathens. The Portuguese encounter with the Chinese people was very positive during the first time. However, with time, the Chinese developed hatred for foreigners because of the clash between western culture and local Chinese culture. Bibliography Montgomery, James E. â€Å"Ibn Fadlan and the Rusiyyah†.† Journal of Arabic and IslamicStudies 3, (2000):n.p. Print Tignor, Robert. â€Å"Contact Comerce, and Colonization. 1450s-1600.† In Worlds Together, Worlds Apart: A History of the Modern World from the Mongol Empire to the Present, by Robert Tignor, 511-550. New York : Norton Company, 2011. Print. Xavier, St. Francis. â€Å"A Jesuit Missionary Gives His First Impression of Japan.† (1549): .10-13. Print. Footnotes Montgomery, James. â€Å"Ibn Fadlan and the Rusiyyah†. Journal of Arabic and IslamicStudies vol. 3, 2000, par 8 Xavier, Francis. â€Å"A Jesuit Missionary Gives His First Impression of Japan.† (1549):10-13. Tignor, Robert. â€Å"Contact Comerce, and Colonization. 1450s-1600.† In Worlds Together, Worlds Apart: A History of the Modern World from the Mongol Empire to the Present, by Tignor Robert, 51 1-520. (New York,Norton Company, 2011), 545 Ibid., 519. Ibid., p.546 Xavier, p. 10, par 2 Ibid., 9, par 2 Montgomery, par 7 Tignor, p.519 Tignor, p. 520. Ibid., 546 This essay on East Meets West was written and submitted by user Mad Thinker to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Taoist paintings essays

Taoist paintings essays The chosen painting is from the Sung Dynasty (960-1279) and is by one of the periods foremost painters, Ma Yan (1190 1225). The Sung period is believed to have been one of the greatest periods in terms of chinese painting. A Royal art academy was set up enabling the Emperors of the time to patronise the artists. Although there were many different styles in this period, the Sung Dynasty is best known for its landscape paintings. During the first period of this dynasty, the Northern Sung Dynasty, landscape painting tended towards the grandiose painting of tall cliff precipices with violent waterfalls and a tiny group of people. However this was a troubled time and the court was forced to flee towards the south and thus began the Southern Sung Period. During this time the emperors' painting academy produced a style of landscape known as the Ma-Hsia school. The name is derived from its two greatest artists, Ma Yuan and Hsia Kuei. Drawing on the expansiveness found in the Northern Sung tradition, they created views with less brushwork, mists became an important device to suggest landmass and to give the painting a light, ethereal quality. . Ma Yuan was often called "one-corner Ma," as he would restrict much of his painting to a single corner of the work, leaving the rest blank. This technique enhanced the sensation of open space and suggested infinity, qualities much prized in the Ma-Hsia tradition. Indigenous to China, Taoism is the oldest and most influencial of Chinas religions. It spread to all areas of thought and life such as, political theory, medicine, painting, calligraphy. Tao means the road the way.In the Tao TÃ ªh Ching it is described as, something formless yet complete that existed before heaven and earth, without sound, without substance, dependant on nothing, unchanging, all-pervading, unfailing. One may think of it as the mother of all things under heaven. Its ...

Ten Key Qualities of Law Enforcement Leaders Essay

Ten Key Qualities of Law Enforcement Leaders - Essay Example Most people who call themselves leaders act as bosses rather than being leaders. A boss will give orders while a true leader gives instructions to a task and shows the way to do it. Effective leadership ought to be coupled with good planning and participation. A good leader should not only direct the task but should go further to participating in the activity. Leaders should understand that leadership is not all about instilling fear to the subjects but rather good leadership should instill enthusiasm. Indeed, effective Leadership must produce motivation to the subjects. Gonzalez indicates that leaders are gifted to make enthusiasm and real pride in accomplishing a purpose. In adding up to inspiration, some make regular references to the care and wellbeing of subordinates. Actually, excellent leaders watch over their workers. Effective leaders learn to set an example; they own an indisputable sympathy for others; are not afraid to admit accountability; and mind about the people they lead. True leaders readily take responsibility for all their actions and never fear owning up their deeds. Responsibility also means taking risks of everything that they do. Fundamentally, effective leaders are quick to accept the mistakes that they make in their course of actions. Leaders should embrace the idea of accountability and accept penalties whenever they fail and are held answerable. Additionally, a sense of certainty pervades the thoughts of effective leaders. This enables them to get things through and to shun from fear of making mistakes. One fact that effe ctive leaders accept is that mistakes are a component of the job they do. In effect, leaders usually prevail against the odds, regardless of having numerous impediments (Gonzalez 2). Good leaders have a high self worth and self esteem. These help them to motivate the people they lead because they (subjects) always look upon their leader.

American Society and Culture in Film Essay Example | Topics and Well Written Essays - 1750 words

American Society and Culture in Film - Essay Example It would not be a mistake to suggest that the course heavily relies on several concepts that are used to design a framework for a detailed analysis of the cinema. Thus, the concept of historical as well as industrial contexts is engaged in order to show the diachronic value of films. Ideology is a notion which is used to translate the messages that are being sent. A genre is an important term which defines the place of a movie in a general perspective. Cinematic codes shed light on the way actual scenes, the building units of movies, are created. Visual politics explain the content of messages that are conveyed by the movies. The first concept that will be analyzed in great detail is historical context of a movie. It is quite obvious that cinema should be regarded as one of the forms of art, in spite of the fact that it is rather young if compared to others. Nevertheless, the popularity of it is big and resulted in the fact that movies became â€Å"an alternative to such established pastimes as the music hall, vaudeville, professional sports, and the saloon† (Jarvie, 1997, 249). As one can easily see, out of the pastimes which were named in the quote above, only professional sports survived. This means that movies should not be regarded as some kind of senseless entertainment, but rather an important act of aesthetic interaction between various parts of society – the function which the above-mentioned pastimes used to fulfill. One would make no mistake suggesting that watching a movie may be regarded as a modern equivalent of listening to folklore stories since both engage a person in an aes thetic dialogue and teach a certain lesion. The only difference is the extent to which image is used. In addition to that, movies often were used as a means to convey important messages, for example, in the movie The Great Dictator the directors designed aesthetics in a way to reflect the contemporary situation in Nazi Germany. What is more important is that at the present moment there is a clear distinction between watching a movie and going to a cinema.

The Legal and Ethical Considerations of Marketing in America Essay

The Legal and Ethical Considerations of Marketing in America - Essay Example The American Marketing Association (AMA) is committed to promoting the highest ethical standards among its members. They are guided by the ethical norms that state that they should not harm; they should foster trust in the marketing system; and they should embrace ethical values (American Marketing Association, 2011). These ethical values include honesty, responsibility, fairness, respect, transparency and citizenship. It is unfortunate though that not all companies honor these guidelines set by AMA; thus, the existence of numerous marketing strategies which are illegal and unethical. Unfair and illegal marketing practices of corporations are those where it withholds pertinent information or misrepresents information. Example, a bank marketing officer was able to convince a client to apply for a loan because of the low interest rates but later on the client realizes that if he prepays the loan, he will have to pay a prepayment penalty. The information on prepayment penalty was deliberately withheld just to close the transaction. This could be considered an unfair marketing practice by the bank. One popular legal issue that most manufacturing companies are faced today comes in the light of America’s concern for the environment. The words â€Å"biodegradable† or â€Å"environmentally friendly† are often seen in the packaging of products nowadays. The Federal Trade Commission and the National Advertising Division (NAD), and the Council of Better Business Bureaus have come up with guidelines regarding the use of the word â€Å"biodegradable† as many companies are loosely using the term to promote a better image for their products and to convince the consumers to buy them because they are â€Å"environmentally-friendly† (Gekas, Harrold, & Dixon, 2010). The legal issues in the packaging, specifically the labeling of products is one aspect in the marketing strategy which must be considered by organizations.

Impact Of Emotional Intelligence On Conflict Management

Impact Of Emotional Intelligence On Conflict Management Purpose This paper aims at exploring the role of emotional intelligence in affecting the conflict management styles used. Design/methodology/approach A self-administered questionnaire was used to survey 233 employees from several banks. Correlation and regression was used to analyze the results. The findings are discussed in the paper along with some recommendations for managers and researchers. Findings The results revealed a significantly positive relationship between high emotional intelligence and usage of integrating, compromising and obliging styles of handling conflict. Low emotional intelligence was found to be associated with high use of avoiding and dominating style. Research limitations/implications The study has limitations which hold suggestions for future research including self-report issue, focus on only one sector i.e. banking sector for analysis located in Islamabad/ Rawalpindi. Also, the study was one shot therefore there is need for longitudinal research to validate the findings. The need for applied research is also emphasized. Practical implications The paper provides practitioners with some advice about understanding and managing conflict through usage of emotional intelligence and the importance of its training is highlighted. Originality/value The paper is a contribution to the existing limited research on the topic. However previous researches offered an important base for the study regarding the consequences of emotions on conflict management; nevertheless, they have not addressed the particular approaches that people are more likely to use when confronted with conflict. It explores the link between the EI and all the five styles of conflict management which has not been yet researched by any academician. Keywords Emotional intelligence, Integration, Compromising, Avoiding, Competing, Obliging Paper type Research Paper INTRODUCTION The study particularly focuses on the individual emotional intelligence abilities to manage a conflict as emotions play a key role in effecting behavior in general (Weiner, 1992) and negotiation behavior in particular (Barry Oliver, 1996). Emotional intelligence shall be analyzed for its connection to the recognition of conflict formation and its influence on the selection of conflict management strategies under different situations. The concept of emotional intelligence can be traced back to Thorndikes (1920) concept of social intelligence, Wechslers (1940) proposition of non-intellective abilities as well as Gardners (1983) conceptualization of personal intelligence. However, the term of emotional intelligence (EI) was originated by Salovey and Mayer (1990). Thereafter, it was the work of Goleman (1995) which globally popularized the construct of emotional intelligence and as a result of that, both practitioners and academia have started recognizing its importance in the world of organizations. In recent years the construct of emotional intelligence has been advanced as providing greater insight into organizational behavior (Mayer, Salovey Caruso, 2000). Thus, this research focuses on analyzing the impact of individuals emotional intelligence on individuals ability to effectively manage the conflict. Therefore, it was analyzed that which of the conflict management styles are mostly used by individuals with high emotional intelligence. Findings regarding the relationship between emotional intelligence and conflict management and conflict resolution patterns have mixed results. A very little research has been done on this topic, as to analyze the impact of emotional intelligence on all the five styles of conflict management. Previous researches have offered an important base for the study regarding the consequences of emotions on conflict management; nevertheless, they have not addressed the particular approaches that people are more likely to use when confronted with conflict. Other studies have explored limited, only two to three conflict management styles. This study explores all the five styles of conflict management. Moreover, the study aims to find out that the individuals high in emotional intelligence are inclined to which of the conflict management styles i.e. relationship between EI and conflict management styles. Further, it aims to recognize the importance of emotional intelligence and constructive and d estructive conflict management styles. Exploring these relationships will prove to be a great contribution to the existing body of knowledge by revealing important findings in the study. This study will prove to be a source of understanding the benefits of using emotional intelligence in context of realizing conflict management. It will prove to be beneficial for the organizations in a way that it will induce them to recognize the importance of emotional intelligence for the healthy functioning of their organization which will result in several training programs for employees to develop emotional intelligence abilities. A foundation is laid to better explain the construct of emotional intelligence as supported by various researchers. Further, research investigates the emotional competencies of individuals within the organization that promote constructive conflict management styles. LITERATURE REVIEW Emotions Emotion in organizations as an academic field in its own right did not emerge until recently (Yeomans, 2007). Understanding the behavior in the workplace requires grasping the nature and effect of human emotion. Our behavior and feelings at work are affected when we experience emotions. This situation is particularly prevalent in the state of conflict in which emotions are experienced regularly when individuals interact with each other (Jordan Troth, 2004). Whether focus is placed on distinguishing between felt emotions and revealed emotions, recognizing distinct emotions that appear in workplaces or the temporary effects of negative mood, each of the authors see emotions an important determinant of employees response to workplace situations (Jordan, Lawrence Troth, 2006). Emotional Intelligence The concept of emotional intelligence (EI) was first proposed by Mayer and Salovey (1990) which was then popularized by Goleman in his famous book Emotional Intelligence: Why It Can Matter More Than IQ, in which he made strong claims about contribution of emotional intelligence to individual success and specifically in workplaces. He identified intellectual intelligence as a contribution of 20 % towards success in workplace and remaining 80% may be attributable to emotional intelligence (Goleman, 1995). Since then, this area has got much attention in the field of leadership, Human Resource Management and Organizational Behavior. Researchers have defined EI as a distinct psychological skill that can be consistently gauged. Interest among social scientists on emotions as a domain of intelligence has grown in recent years. Before the importance of EI was realized in organizations, IQ was supposed to be sufficient for good human performance. Workers were indeed advised to put away their emotions at their homes before coming to work. But it is unrealistic to suppose that emotions can be left home or set aside when you arrive at work. Some people may assume, for a variety of reasons, that emotional neutrality is an ideal, but it is usually not good for an organization for it can hinder people to move into management roles. As emotional intelligence is critical to high performance, a person who knows how to stay motivated under stress, motivate others, manage complex interpersonal relationships, inspire others and build teams who are recognized specialists on a product or service are likely to get better results (Goleman, 2005). Thus, the idea of EI has attained some attention from some researchers in this age of customer-focused organizations due to the perception of it as a means to survive in present era of unfriendly, competitive and volatile environment (Suliman Al-Shaikh, 2007). According to some scholars, e.g. Johnson and Indvik (1999) and McGarvey (1997), an employees emotional intelligence is likely to be higher when the organization is richer in the terms of emotions. It is easy to recognize low emotional intelligence in others. If the insensitive managers try to bulldoze their staff through steady criticism, loud voice, and veiled threats of joblessness will prompt the staff to great efforts. This attitude is emotionally unintelligent. The behavior of people to start having a dispute shouting match is also an emotionally unintelligent attitude. And once this behavior starts, it creates a downward spiral of low morale, avoidance and negative politics (Dreu, 1997). The reason for this behavior stems from emotions. Emotions provide us energy. Negative emotions create negative energy and positive emotions create positive energy. However, the emotionally intelligent are aware of this. They do not continuously think about how they feel. They do not reach the extremes of showing or hiding everything. They express what they feel when suitable, so that molehills do not grow into mountains (Bagshaw, 2000). The significance of emotions in work settings has been well-known. Emotional intelligence is a multi-dimensional concept that links emotion and cognition to improve human interactions (Jordan, Peter, Lawrence, Sandra, 2009). Salovey and Mayer (1990) defined emotional intelligence as the subset of social intelligence that involves the ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions (p. 189). This definition is comprised of three categories of abilities: evaluation and expression of emotion, regulation of emotion, and using emotions in decision making. Based on Mayer and Saloveys model of emotional intelligence, Wong and Law (2002) devised their own model of emotional intelligence which comprises of four abilities, Appraisal and Expression of Emotion (own and others), Use of Emotions and Regulation of emotions (own and others). Recognizing emotional intelligence as a set of cognitive abilities involves that a degree of individual effort is required for these abilities to be successfully utilized (Mayer, Salovey Caruso, 2000). Appraisal and expression of emotion is the ability to properly determine and express ones own emotions as well as to be sympathetic, appraise and express emotions of others (Zhou George, 2003). Management of our own emotion can help us avoid annoyance, worry and grief and guide to become dynamic in our jobs and personal lives. Thus for a content life, one should learn how to manage ones emotion. Emotions and cognitions are highly interconnected and emotional intelligence allows people with the ability to use emotions to aid the effective cognitive processing of information. Individuals vary not only in awareness, appraisal and expression of emotions but also in their ability to use emotions in collaboration with their cognitive processes to enhance effective functioning (Gross, 1998). Individuals with low emotional intelligence cannot effectively use their emotions to aid cognitive processes and may find it difficult to coordinate among how they feel and what are they doing (Zhou George, 2003). People not only understand the emotions of others but also make an effort to manage these emotions. The management of emotion enables an individual to join or not to join himself from an emotion in a given situation depending on its utility at that given time. This is apparent in the individuals ability to have control on his immediate reactions and postpone his judgment and then to communicate them in a measured and careful manner (Dodgson, 1993). Conflict Conflict is a collective dilemma in which two or more individuals, families, societies or regions disagree with each other (Dzurgba, 2006). Interpersonal conflict comprises of two or more persons in disagreement. Organizational conflict refers to a disagreement between or within groups in an organization. The groups might be of employees, workers union or management. Organizational conflict is the one mostly prevalent in the workplace due to the fact that people continuously hold opposing views on different issues, interests, beliefs, objectives and ambitions (Deutsch, 1990). Some harmful consequences of conflict can demoralize an organizations efforts. However, handling them correctly can be useful for individuals and organizations by creating effective, more flexible working relationship which would enhance innovative output and create novel solutions (Omoluabi, 2001). Conflict Resolution During previous number of decades, researchers took a keen interest in conflict and its impact on organizations. Many researchers have focused on numerous factors such as styles of handling conflict Jehn, 1997; Jehn, Northcraft Neale, 1999), resolution strategies (Van de Vliert Euwema, 1994), conflict and justice (Ohbuchi, Suzuki Hayashi, 2001), theories of managing conflict (Rahim, 2002), conflict of interest and objectives (Vilaseca, 2002) and conflict management techniques (Fillbeck Smith, 1997). Conflict resolution is an alternative approach to handling conflicts. It is a procedure in which parties in conflict, through interpersonal communication are reached to an acceptable and harmonious point of agreement (Omoluabi, 2001). Based on the conceptualizations of Follett (1940), Blake and Mouton (1964), and Thomas (1976), Rahim and Bonoma (1979) differentiated the styles of handling interpersonal conflict on two basic dimensions, concern for self and for others. The first dimens ion explains the degree (high or low) to which a person attempts to satisfy his or her own concern. The second dimension explains the degree (high or low) to which a person attempts to satisfy the concern of others. These two dimensions result in five distinct behavioral conflict management strategies: integrating, obliging, dominating, avoiding, and compromising. Integrating (high concern for self and others) style involves openness, exchange of information, and assessment of dissimilarities to reach an effective solution acceptable to both parties. It is associated with problem solving, which may lead to creative solutions. Obliging (low concern for self and high concern for others) style is associated with attempting to minimize the differences and focusing commonalities to satisfy the concern of the other party. Dominating (high concern for self and low concern for others) style has been linked with win-lose orientation or with forcing behavior to win ones position. Avoiding (low concern for self and others) style has been associated with withdrawal, or escape situations. Compromising (intermediate in concern for self and others) style involves give-and-take whereby both parties give up something to make a mutually acceptable decision (Rahim, 2002 ). Emotional Intelligence and Conflict Management The basic notion throughout this paper is the intrinsically emotional nature of conflict. According to Gayle and Preiss (1998), a small amount of research has explored the emotional understanding of conflict in the workplace. However, Jehn (1997) suggests that emotions are an important component of conflict. Others including Thomas (1992), Ashkanasy and Daus (2002), and Bodtker and Jameson (2001) advocate that workplace conflict and emotions are strongly linked. They argue that as conflict is related to stress and pressure, it escalates emotional response and negative stimulation. Pinkly (1990) found a discrete rational versus emotional dimension to conflict management frame from his study on the disputants interpretations of conflict. Individuals, in the emotional frame which includes feelings such as jealousy, hate, anger and frustration, are more likely to work less effectively because emotions infest and generalize the rational and instrumental way of thinking (Thomas, 1992). Weisinger (1998) recognized emotional management as a major ability essential to handle conflict in the workplace and improve relationships in workplaces. Subsequently, Goleman (2001a) listed conflict management as a core competency in his model of emotional intelligence, noting that effective conflict management is important for retaining business relationships. Lubit (2004) stated that emotional intelligence is a competency that increases the individuals capability to deal with toxic managers by means of enhanced conflict resolution skills. Suliman Al-Shaikh (2007) concluded in their study that employees with higher levels of emotional intelligence are expected to have more established life due to fewer conflicts and calmness which evokes creativity and innovation in employees. One needs to have good relationships with co workers and supervisors and should have an understanding of their emotions and feelings to be creative. Emotional Intelligence and Conflict Handling Styles Influence of personality characteristics, interpersonal needs, individual behaviour, organizational status, emotions, power, rewards, beliefs, basic values amongst others also have a direct impact on the styles applied (Bodtker Jameson, 2001). Jordan and Troth (2002) study discovered that individuals with higher levels of emotional intelligence were more likely to search for integrative solutions when confronted with conflict and preferred not to avoid. They asserted that, for the emotionally intelligent individual, integration in the appropriate conditions may be a sign of their ability to recognize and regulate emotions. As a result, integration serves to enhance employees relationships with their co-workers and assists to accomplish their goals during times of change. Indeed, in move ahead with their research, Jordan and Troth (2004) showed that groups having higher levels of emotional intelligence were more likely to inform using integrative conflict resolution style to settle o n a real decision-making task. Alternatively, those teams having less ability to deal with their own emotions had more chances to engage in greater use of avoidance tactics which resulted in lower performance. The study by Jordan, Ashkanasy and Ascough (2007) also found out the less use of avoidance techniques by those having high emotional intelligence. However, Foo, Elfenbein, Tan, and Aik (2004) in their study using student groups in a simulated negotiation, somewhat surprisingly found that individuals with high emotional intelligence actually landed up with low performance in the negotiation due to the reason that to reach an integrative solution, these individuals agreed to the lowest to achieve an integrative solution. However they noted that their findings needed to be approached with some caution. However, Lawrence and Lorsch (1967) indicated that integrative style dealing with intergroup conflict was considerably used to a greater extent in higher performing organizations than in low performing ones. Ogungbamila (2006) found that the forcing strategy had a direct significant relationship with work frustration while confronting, withdrawing, smoothing and compromising strategies did not. Burke (1970) suggested that the integrating style was related to the effective management of conflict, while forcing (dominating) and withdrawing (avoiding) were related to the ineffective management of conflict. Goleman (1998) suggests that emotionally intelligent employees are well able to negotiate and effectively handle their conflicts with organizational members. Silvia (2002) determined that high emotional self-awareness acts as an impediment on individuals experience of strong emotions. In other words, individuals with higher emotional self-awareness will experience lower levels of emotional response in reply to emotion generating situations, and will be better able to resolve conflict effectively with their fellow members. The management of own emotions involves an individuals ability to connect or disconnect from an emotion depending on its usefulness in any given situation (Mayer Salovey, 1997). In some conditions, emotions of other members need to be managed to ensure that working relationships are sustained. For instance, unmanageable anger in the workplace can have a negative impact on relationships, particularly if the anger is communicated to specific individuals (Davidson, MacGregor, Stuhr, Gidron, 1999; Fitness, 2000). On this basis, managing own and others emotions may be the key to avoiding these negative consequences during a conflict situation. For example, when faced with personal injustice during a conflict episode, an individuals feelings of anger may motivate or distract them for resolving the conflict. The individual with high emotional intelligence would be attentive of their anger, be able to administer their anger and regulate it to motivate their behavior beneficially. On the other hand, an individual with low emotional intelligence may not be aware of their emotions or the source of their emotions and allow anger to consume their feelings and reside on the unfairness that may have hurried their anger in the first place. Each of these emotional abilities has suggestions for how individual perform in organizations and in particular how they resolve conflict (Suliman Al-Shaikh, 2007). Extending the benefits of EI to the negotiation context, we expect that by regulating ones emotions, and by maintaining a positive negotiating environment, a negotiator high in emotional intelligence can create an environment in which both negotiating sides are satisfied with the way the negotiation was performed. Despite the possible benefit of high EI individuals to create a positive negotiating experience for both themselves and for the negotiating partners, it is uncertain whether an individual benefits by negotiating with a high EI partner. One dimension of EI is to direct their emotion abilities to improve personal performance (Law, Wong Song, 2004). Conceivably the high EI partner can extract greater value from the negotiation; for instance a high EI person can use abilities at understanding others (Wong, Law, Wong, 2004) to recognize that his or her partner is satisfied with the offer and not increase the offer further. Despite this possibility of personal performance at the expense of the partner, we expect that individuals profit by negotiating with high EI partners. Individuals high in EI can better gain the trust of others and trust encourages integrative bargaining (Naquin Paulson, 2003). Further, positive emotions lead to cognitive elasticity and innovative strategies in fashioning integrative negotiation outcomes (Kumar, 1997). In contrast, negative emotions guide negotiators to identify the situation as distributive rather than integrative. Integrative bargaining is helpful because the negotiation parties can discover each others interests and find ways to increase joint outcomes (Fisher, Ury Patton, 1991). THEORETICAL FRAMEWORK Independent Variable Dependent Variable In order to give a clear picture of the proposed research, a conceptual framework has been developed. This gives a logical sense of the relationship between the selected dependent and independent variables. According to the above literature review the variables defined are as follows: Emotional Intelligence (Independent Variable) Integrating (Dependent Variable) Compromising (Dependent Variable) Dominating (Dependent Variable) Obliging (Dependent Variable) Avoiding (Dependent Variable) As it is evident from the conceptual diagram that as the increment in one variable i.e. Emotional Intelligence, produces a positive increase in the integrating, compromising and obliging style. The relationship is said to be direct and highly positive as the increase in Emotional intelligence produces a positive effect on the three styles. Whereas, high emotional intelligence will have a negative impact on dominating and avoiding styles of conflict management. In short, high emotionally intelligent individual will be less likely to use the dominating and avoiding style to manage a conflict. HYPOTHESES H1: Individuals high in emotional intelligence are more inclined to adopt integrating style during conflict. H2: Individuals high in emotional intelligence are more inclined to adopt compromising style during conflict. H3: Individuals low in emotional intelligence are more inclined to adopt dominating style during conflict. H4: Individuals high in emotional intelligence are more inclined to adopt obliging style during conflict. H5: Individuals low in emotional intelligence are more inclined to adopt avoiding style during conflict. RESEARCH METHODOLOGY Participants The targeted population for this research was banking sector of Pakistan. As like other organizations, banks also have their own hierarchy including chain of command, span of control. This organization structure and psychological contract may often result in various conflicts within the organization. Hierarchy describes the structure of the management from top to down. Chain of command is mechanism in which power and authority is exerted and delegated from senior management to every employee at every level of the organization. Whereas, span of control, is the number of people who report to one manager in a hierarchy. Psychological contract refers to the perception of the two parties including the employee and employer where their mutual obligation may be viewed as promises and expectations towards each other. These all may have negative impact on job satisfaction, organization commitment and low trust level causing various task and relationship conflicts (Ali, 2008). Moreover, due to differences in personalities, a conflict can also occur e.g. a quality oriented person will have conflict with quantity oriented person. So to cope up with these issues, this study presents the importance of emotional intelligence in dealing with the individuals who cause conflict. The sample was selected from the private banks located in Islamabad/Rawalpindi. Total number of employees among which questionnaires were distributed was 260 employees out of which 233 employees returned the filled questionnaires. Response rate was 89 %. Each employee was working at managerial level.66 % of the respondents were male and 33% were female. Kaiser-Meyer-Olkin Measure of Sampling Adequacy was applied to check whether the sample used was adequate or not. The value of our measure was 0.584 which showed that the sample selected was adequate and the results of the factor analysis would be useful. If the value is less than .50, the results of the factor analysis probably wont be very useful. Procedures The total questionnaires distributed were 260 in number among the participants. The questionnaire was self administered as by visiting the banks, employees were individually requested to fill out the questionnaire. Before giving the questionnaires, all questions were explained to the participants so they can easily complete the questionnaire and provide the accurate and relevant information. Only one questionnaire was provided to each respondent. After the completion of the experiment, 15 participants were excluded from the study as they were found to fill the questionnaire randomly without reading the questions. In addition, 12 of the returned questionnaires were not completed correctly. Therefore, these 27 were also excluded from the study, leaving a total of 233 usable questionnaires, with an overall response rate of 89%. The chances of error in the responses were also reduced by this method. The convenient sampling technique was followed as the data collection was done from the e mployees of private banks who were conveniently available to provide information. The data collected from the 233 questionnaires were analyzed using the statistical package for the social sciences (SPSS) 13. Regression and Correlation was applied to the data to achieve the results regarding the relationship between the variables. Measures A single questionnaire (See Appendix) was distributed among employees of the bank, which was adopted from Wong and Law (2002) and Rahim (1983). The questions were carefully worded to avoid misinterpretation. The questionnaire layout was formatted in logical manner to ensure a higher response rate. Questionnaire included only closed-ended questions. Structured questionnaire was designed to measure all the independent and dependent variables on a 5-point likert scale ranging from Strongly Agree (coded as 5) to Strongly Disagree (coded as 1). The questions also sought data on demographics of respondents. Conflict Management For getting responses on conflict management styles, one of the most commonly used models, Rahim (1983) who developed an instrument known as the Rahim Organizational Conflict Inventory-II or ROCI-II (Rahim, 1983) was used. This instrument measures the five conflict management styles of dominating, avoiding, obliging, compromising and integrating. The ROCI-II comprises 28 statements, seven of which relate to the integrating style, six each to the obliging and avoiding styles, five to the dominating style and four to the compromising style. Notwithstanding the different terminology, these styles are broadly parallel to those of Blake and Mouton (1964). The items were measured on a 5 point likert scale. The instrument has been tested in numerous studies and has been found to have a high degree of validity and internal consistency (Rahim, 1992; King and Miles, 1990; Weider- Hatfield, 1988). The respondents typically require 8 minutes to complete the ROCI II (Rahim, 1983). The population appropriate for taking responses is any member of the organization. As employees at the workplace has not much time to spend on filling out the questionnaire correctly, so this questionnaire was selected keeping in mind the time factor as well as the comprehensives of the questionnaire. The questionnaire measures all the conflict management styles in a brief and concise manner. Emotional intelligence As emotional intelligence is all about keeping ones own as well as others emotions in mind, regulating them and using them to solve a conflict, so a questionnaire having all these dimensions was aimed to be used. Emotional Intelligence was assessed using Wong and Law Emotional Intelligence Scale (WLEIS) (2002), based on the model developed by Davies, Stankov and Roberts (1998) and Mayer and Salovey (1997).This scale consists of 16 items. The WLEIS was designed as a short measure of EI for use in organizational research. It comprises of 16 items, responded to on a 5-point Likert scale and measuring four dimensions: Self-Emotion Appraisal, Emotion Appraisal of Others, Use of Emotion, and Regulation of Emotion. Wong and Law (2002) report good internal consistency reliabilities for their measure. RESULTS The targeted population for this research was the employees of the banking sector of Pakistan. However, sample considered was 233 employees from several private banks in Islamabad/ Rawalpindi. All the result and analysis were based on these 233 responses. Data Analysis Technique Results were analyzed by using the statistical analysis software named Statistical Package for the Social Science (SPSS) version 13.0. The demographic data included gender, name of organization, type of work, department, and duration of job. Correlation and regression tests were applied to analyze the variables where emotional intelligence was treated as independent variable while integration, compromising, dominating, obliging and avoiding were considered a

Photos, Photography, and Images - The Superiority of Images Over Words :: Free Argumentative Essays

The Superiority of Images Over Words The battle for superiority and dominance between words and images is long and on-going. Both can be found everywhere, mostly in books, magazines, television, paintings, and movies. However, in more recent years, the dominance of images over words can be seen. In a world where better, faster, and easier communication is necessary, images are a far better option than words. Mitchell Stephens in â€Å"By Means of the Visible: A Picture’s Worth,† Ward Churchill in â€Å"Crimes Against Humanity,† and the director of Within These Walls, Mike Robe, concur that images such as gestures, symbols, and pictures have a widespread and profound influence. In truth, â€Å"painting is much more eloquent than speech, and often penetrates more deeply into one’s heart† (Stephens 473). Thus, images are more powerful than words because they communicate more clearly and concisely, cater for a wider and more diverse audience, and connect with people on a deepe r level. Images such as pictures dominate words because they can relay messages in a clear and succinct manner. The purpose of being able to communicate in the most effective way possible is to spread knowledge and information. However, when miscommunication becomes a factor and a problem, the quality of the knowledge being relayed becomes tainted. Stephens has found that images are a way to remedy this. He reasons that because â€Å"primates are visual animals, and think best in pictorial or geometric terms,† humans need images in order to fully explain and/or understand a concept (480). Unfortunately, the Nazis understood the power of this theory. Churchill found that while spreading anti-Semitic propaganda, the Nazis drew â€Å"grotesque caricatures of Jewish faces† (498). Immediately, messages of inferiority and hatred spread throughout Germany. Even without words, such pictures had a profound effect. It influenced â€Å"average Germans to later indulge in th e outright liquidation of Jewish ‘vermin’† (501). Even though images were used negatively, it is clear that they have a deep effect on people’s perception and understanding. Words, however, cannot have the same effect. Because abstract words and emotions such as hate require â€Å"a deep understanding,† they â€Å"can be put into images but are difficult to put into words† (Stephens 480). Therefore, images remain dominant over words because a single picture can depict complex emotions that no word or group of words can accomplish.

How to Stop Worrying and Start Living

Introduction How do you deal with your worries? Do you have any ways to solve your problems? We are not taught them neither at school nor on the job. We are supposed to find and figure out them by ourselves. Today I’d like to talk about: first, how serious damages we get from worries. Second, the solution for those of you who suffer from worries, and finally, how much benefit you can get with my suggestion. Need step As you know, worries mean nothing other than harms. For example, worries cause stresses and diseases. It is said if we could remove worries, 70% of sick people would completely recover from the disease.And the most significant factor of suicides is also â€Å"worries†. Human relationships, work environments†¦, there are lots of worries. I think everybody lives with certain worries more or less. Satisfaction Step But don’t worry. I have a solution. I have a book called â€Å"How to Stop Worrying and Start Living†, by Dale Carnegie. Althoug h it was written over 30 years ago, what he said hasn’t been out of date at all. Over 80% of reviewers rate this book on 5 star on Amazon. com. Visualization Step I can assure you that you’d enjoy the feeling that your worries are gone away as you read through this book.And it is also famous as a problem solving handbook for business persons. From only one book, you can learn not only the ways to deal with your worries, but also the useful methods of problem-solving. How amazing!! This is the reason why successful business persons around the world read this book continuously. Closing Now, I’d like to ask you, would you like to live a life with worries or without worries? If you choose a worry-free life, what are you waiting for? From the moment you start reading â€Å"How to Stop Worrying and Start Living†, you can â€Å"stop worrying and start living†. Thank you.

Why We Hate HR Essay Example

Why We Hate HR Essay Example Why We Hate HR Paper Why We Hate HR Paper It is a matter of fact that question of human resources is rather contradictive area for discussion. Some realize that it is an unexhausted source of labor force, whereas others suggest that human resources aren’t provided with proper treatment and attitude. The author of the article provides relevant example about current challenges of human resources persuading readers that contemporary human resource are locked inside the room without being praised and respected. The author uses rather interesting style of witting to attract readers and make them aware of the current problem. Actually, I agree with author in many points; however some proves are too exaggerated and don’t reflect the real situation. I agree with the author suggesting that human resources (HR) are neither leaders nor strategists, because they are not allowed to show their possibilities and force in the area. They are like working instruments needed by the company in achieving the desired goals. Nevertheless, there is a question: why HR has to on a par with company’s leaders? It is apparent that HR are hated and disliked in many companies. Current surveys revealed that only 58% of employees find their job favorable, whereas others complaint they are provided with few opportunities. Actually HR can’t be considered â€Å"evil†, because usually they are smart and interested in performing their job better. The author admits that HR has to be â€Å"joined to a business strategy at the hip†. It is useful, because HR will be motivated and stimulated. It is apparent that HR isn’t willing to hire only independent thinkers, because they tend to pursue labor efficiency. An employee should realize that HR doesn’t work only for him, because it is the government that has created labor regulation. Many consider that HR’s task is to protect corporate assets, though such information is invalid. It is claimed that they pursue uniformity and standardization hated by employees. Surely Hr is hated, though they perform such important tasks as hiring, training employees. They try to ensure that employees have their place in the company. (Well, Here’s a Rocking Party 2006) References Chiavenato, Idalberto. 2001. â€Å"Advances and Challenges in Human Resource Management in the New Millennium†. Public Personnel Management, 30, 17-25. Iii, Edward E. Lawler. 2003. Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions. Stanford, CA: Stanford University Press. Kim, Pan Suk. 1999. â€Å"Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector†. Public Personnel Management, 28, 27-37. Well, Here’s a Rocking Party. (2006, August). Fast Company, 42-48.

Kaplan SAT Book - Full Review

Kaplan SAT Book - Full Review SAT / ACT Prep Online Guides and Tips Kaplan is a giant in SAT prep, but that doesn't mean its prep materials are good. In fact, they tend to be far from excellent. In this review, we'll examine Kaplan's SAT 2015 book for its strengths and weaknesses. Why trust this review? When you get advice on the internet, it's important to understand why you should believe the advice you're receiving. Because your SAT score is important, follow the wrong advice, and it might be too late to improve your score. To be transparent, here’s why you might be able to trust this review more than others: I like to think that I know what I’m talking about.I scoredtwo perfect scores on the SATand have worked personally with thousands of students prepping for the SAT. I’ve worked with students at all levels, from people at a 1200 level to people aiming for a 2300+. Other writers often don't have the expertise to differentiate between books, and they recommend books as an afterthought (and you can probably tell). I don’t get paid for these recommendations, and I don’t get paid if you buy these books.I’ve studied dozens of books for SAT prep, and I review the books that I come across. Other sites, especially about.com and reviews.com, get paid for featuring books and get a kickback when you buy a book they recommend. One disclaimer: I’m co-founder ofPrepScholar, an online SAT/ACT prep program. I believe we’ve built the best prep program available right now. Itdiagnoses your strengths and weaknessesand gives you a structured all-in-one program, combining the best aspects of the books below, so you know exactly what you need to study at every point. But I want to stress that you don’t need a program to excel at the SAT. In fact, writing this guide may lose us some customers, since you might decide that you don’t need a program at all. But if you decide that you don’t want to manage 10 books and want an integrated complete program that customizes to your learning,check PrepScholar SAT out. Kaplan SAT Prep Book Review When I consider the quality of a book, I think about a few important questions: Who's the author, and what is his or her experience with the subject matter? How effective is the book, and why? What are the book's main pros and cons? About Kaplan If you've researched SAT prep, you've most likely heard of Kaplan. One of the first SAT prep programs, Kaplan established a reputation for being able to improve student SAT scores while the College Board maintained it was impossible to prep for the SAT. Unfortunately, since its heyday in the 20th century, Kaplan has taken a huge fall. Its classes are consistently rated to be bad, and its prep books tend to receive poor ratings. In some sense, its success was its downfall. Because it's such a mainstream company, it needs to cater to a large span of students. To cut costs, instead of tailoring programs to different students, it shoots for the lowest common denominator. This means it provides a lot of students with subpar experiences, just like most Kaplan SAT books. The specific authors of this book aren't clear, but they're likely internal writers in Kaplan. It's therefore hard to judge the credentials of the authors, but you can guess that they're likely not superbly impressive. How Effective is the Book? I'll say it outright - if you're serious about SAT prep and want to improve your SAT score by over 150 points, this is not the book for you. I know there are some students who just want to put in 5 hours, get some exposure to the test, and then take the SAT and forget about it. I personally believe that for most students, improving your SAT score is, hour for hour, thebest way to improve your chances of college admission. So I would say that if you feel this way, you should re-examine your approach. But if you just want a book that does a mediocre job of a lot of things, the Kaplan book is reasonable.It’s an all-in-one book that covers the three sections and contains practice questions and practice tests. It doesn’t excel at any of what it’s doing, but it covers the important bases. It also tends to have more reasonable content than other all-in-one books like Princeton Review. What's wrong with it? The strategies aren't very helpful - the tricks it offers might help students scoring in the 400 range, but they quickly lose effectiveness once you gain familiarity with the SAT. The content isn't thorough - for example, it doesn't cover all the grammar rules you need to know. The questions also tend to not be realistic, compared to official SAT practice questions. By training on low-quality questions, you risk learning the wrong patterns of the actual SAT test. I don’t love this book. I don’t even really like it. I don’t recommend it if you at all want to improve your score seriously and are willing to put in study time. But if you just want a single source that can do an OK job and is easily digestible, this is the best one out there. Kaplan SAT Book Pros and Cons Pros: Covers all three sections and contains practice tests. It's an all-in-one book that provides an acceptable broad introduction to the tests. At $15, affordable for the breadth that it covers. Contains some basic strategies that can get you a few easy points if you get stuck answering questions, or if you're performing at a low level. Cons: Practice questions tend to be unrealistic – they often don’t phrase questions the way the SAT would, and they don’t test concepts in the right way. The questions also don’t trick you in the same ways that the SAT does. Answers and materials can have errors – not great quality control. Strategies are not helpful once you move beyond a 600 score level in the section. Overall Rating Once again, if you're not too committed to SAT prep, want to spend fewer than 10 hours, and want a brief whirlwind introduction to the SAT, this book is fine for you. If any of these isn't true for you, then other top SAT prep books will be much better for you. Overall Rating:50/100 What's next? Read our detailed guide to theBest SAT Prep Booksto put together your own study program based on the best SAT books available now. What's a good SAT score for you?Figure it out with our step by step guide based on the colleges you're applying to. Aiming for a high score? Read ourguide to scoring a perfect SAT score, written by me, a perfect SAT scorer. Check out our industry-leading online SAT program. We've designed it to cover all the advantages of books and tutors at an affordable price. Featuring in-depth strategy lessons and thousands of practice questions, we have the content from the leading books. Beyond that, the programacts like your personal tutor. It guides you step-by-step through what you should be working on at every moment to best improve your score. Itcustomizes to your strengths and weaknesses, then gives you focused practice so you learn the patterns on the SAT. Furthermore, it motivates you to study so that you put in enough time. There's a 160 point guarantee - if you don'timprove your score by 160 points, you get all your money back.