Barriers to Intercultural Communication - Free Essay Example

Sample details Pages: 4 Words: 1119 Downloads: 5 Date added: 2017/09/22 Category Advertising Essay Type Argumentative essay Tags: Communication Essay Did you like this example? In today’s competitive global economy, frequent cross-border movements of employees occur, resulting in a growing diversity at the workplace. As this trend takes place between cultures, breakdown in communication is inevitable. This is known as the barriers to intercultural communication. These barriers hinder effective communication and hold back globalization of the world. Seven barriers to intercultural communications have been identified and will be further discussed. The following barriers consist of Anxiety; Assuming Similarity Instead of Difference; Ethnocentricity; Stereotypes and Prejudices; Nonverbal Misinterpretations; Language, and Modern Technology. The first barrier is the experience of high anxiety. This is especially common when one first steps into a new organisation or work environment in which he or she is totally unfamiliar with. People often feel more anxious when they are not aware of what they are expected to do and will subconsciously focus o n their feelings more than the surroundings. Thus, when people are in such situation, they may not pay attention to what others are saying or telling them. For instance, one may have experienced anxiety on the very first day in a new job. He may be too conscious of being new and out of place that causes him to focus so much of his attention on that feeling, that he makes common mistakes and appear awkward to others (Sagepub 2003). The second barrier is assuming similarity instead of difference. There are many differences between cultures thus one should not assume that everyone working in the same environment practise similar cultures. Cultural difference is a sensitive issue and making assumptions can be dangerous. It can be apparent between individuals or within an organisation. Cultural difference between individuals exists because people are being brought up differently. The types of values and principles instilled to them when they were young shape the culture they adopt today. Cultural difference between organisations exists when one firm practises differently from another. For example, employees of a Singapore firm normally knock off from work punctually while employees of a Japanese firm would often stay back and work longer hours than they are required. This is due to the different levels of attitude they possessed in their jobs. The Japanese tend to show more commitment to their jobs as compared to the locals. However, when one has no information about a new culture, it might make sense to assume that there are no differences and to behave like how he behaves in his home country. Nonetheless, each culture is different and unique to a certain extent (Sagepub 2003). Therefore, it is always better to ask than to assume. The third barrier is ethnocentrism. It can also be defined as judging another culture by one’s own culture’s standards. When a person makes ethnocentric judgements, he believes that his culture is better than th ose of others and strongly believes in the superiority of his own culture. Everything in a culture makes sense if one understands it. In contrast, the extreme can take place if individuals were to experience â€Å"culture shock† (Sagepub 2003). This means that when they are exposed to a new culture, they may go through a stage where they consider the new culture to be worse than their own culture and hence cannot agree or conform to it. Taking the same scenario as the one used for the Japanese firm, assuming that a particular employee who used to work with an employer that is people-oriented were to switch to working with a Japanese boss who is demanding and task-oriented, will this employee be likely to adapt to the new culture? He may be required to work overtime everyday and this may be unacceptable to him as he may have other commitments like spending time with his family and kids. The fourth barrier to effective intercultural communication is stereotypes and prejudice s. This is one of the most dangerous barriers nowadays and is used to judge unfair and differential treatment. In present society, stereotypes and prejudices may occur between different races, religions and beliefs. This includes stereotypes between Muslims and Christians in country like Indonesia. In the past, there are prejudices against females. Many believe that females are less capable than men in most areas especially in the area of having both a successful career and family. However, this prejudice is no longer apparent in today’s society. People’s perception has changed and the phenomenon of more females stepping into the workforce and becoming more successful than men has risen. They have proven to be as capable as men as they too can juggle between both work and family lives. Some are in fact more capable due to the higher level of education they pursued. This has in turn made them more knowledgeable and affluent. The fifth barrier is nonverbal misinter pretation. People interpret nonverbal signs and symbols through the frame of reference of their own culture. This can lead to misunderstanding when the signs or symbols are interpreted differently from the initial meaning. For instance, Asians are generally more conservative as compared to Westerners. A typical Chinese worker who has never for once been exposed to a western culture may find it outrageous for her new western boss to hug and kiss her on the cheek upon their first meeting. She will perceive that this act is too intimidating and will naturally think that her boss wants to take advantage of her thus putting her in an uncomfortable spot. The sixth barrier is language. Although, in a business context, the English language dominates, this barrier is common in many workplaces. The three main components of language are slang, dialects and accents. A Chinese nationale may not comprehend what his western boss says and vice versa. This creates language barriers as the empl oyee may only have limited literacy in English while the employer could not speak Mandarin to convey the message he wishes to bring across to her. Even within the same language, there are different usages of certain words in diverse countries. Finally, the last barrier is the introduction of modern technology, especially the Internet. This easier access and cheaper choice of communication has not only provided convenience to people worldwide but also help speed up globalisation. However, the pervasive use of Short Message Service (SMS) and emails among individuals can also bring about cultural catastrophe. This is so as the expressions of the recipients cannot be seen but only visualized through assumptions made. Therefore, the ease of communicating through these electronic tools eliminates formality and business etiquette that leads to a breakdown in communication (Sagepub 2003). In conclusion, the various barriers to intercultural communication are certainly costly to the mu ltinational enterprise in terms of workplace relations, returns and revenues, customer relationship and the firm’s competitive advantages (Sagepub 2003). Don’t waste time! Our writers will create an original "Barriers to Intercultural Communication" essay for you Create order

Out Of The Blue Six Non Medication Strategies For...

Out of the Blue: Six Non-medication Strategies for Relieving Depression In the 2016 video, â€Å"Out of the Blue: Six Non-medication Strategies for Relieving Depression† Bill O’Hanlon said that in his research he discovered that since 1997 depression the rates of depression have radically increased 300%. As counselors, depressed individual make up a large portion of the clients we typically see and depending on the client depression can be challenging to treat. Medications can often help some client, but not all. Therefore, it is our jobs as counselors to find more productive ways to help our clients deal and manage with their different levels of depression. This presentation cover six nontraditional approaches that can be very beneficial for clients struggling with depression. The first technique is called marbling; Bill defined it as helping people have a more complete view of their experience rather than their one-sided viewpoint. A large part of counseling is discussing the client s problems, but Bill suggest that the client discusses the depression and what it’s like when the aren’t depresses. Sometimes the more you discuss depression the worse you actually get. Bill believes that if you integrate the positive and negative the clients would be able to work through their depression better and see more positive results and in a faster time frame. Challenging the depression while building optimism is a great way for clients to have an insight to their life post-depression.Show MoreRelatedThe Effects Of Stress On Family Relationships Among Parents, Children, And Parents1947 Words   |  8 Pagespersonal way of coping. The relationships an individual forms with the family they are surrounded by can be the cause of unconditional love, but at the same time bring excessive pain by external factors. This often leads individuals to develop a strategy in order to cope with the pain. Humans turn to the simplest fix that will ease the pain even if it’s only temporary such as alcohol, prescription and recreational drugs. The results of pain caused by an individuals stress level can sometimes leadRead MoreCommunity Acquired Pneumonia18251 Words   |  74 Pagespresent. Crackles or wheezes are heard upon auscultation. (Ignatavicius, 2006) Some people have an underlying problem which increases their risk of getting an infection. Chronic lung disease, compromised immune system, corticosteroids or other medications that suppress the immune system, swallowing disorders, smoke and environmental pollutants, and drug and alcohol abuse are all risk factors for having CAP. (Schmitt, 2011) Several tests can be performed to identify the cause of an individual sRead MoreMarketing Mistakes and Successes175322 Words   |  702 PagesBoston Beer, Kmart/Sears, Harley-Davidson, Borden, MetLife, HewlettPackard, Southwest Air, Google, Starbucks Price Continental, Southwest, Vanguard, Starbucks, Boston Beer, Dell, Euro Disney, Newell Rubbermaid, Boeing/Airbus, McDonald’s Non-product Google, United Way, Disney, Southwest, Continental International Euro Disney, Boeing/Airbus, Harley-Davidson, Maytag, DaimlerChrysler, Firestone/Ford, Dell, Hewlett-Packard, Nike, Coke/Pepsi, Starbucks, McDonald’s Customer Relations Read MoreEssay on Fall of Asclepius95354 Words   |  382 PagesFall of Asclepius By Harm 1 and Icrick Prologue Where should I begin? The apocalypse happened so fast. In less than a month, monsters infested every part of this world. People panicked, people died. They clawed at each other just to get out of all the infested areas around the world. There was problem about fleeing from infested areas. Everywhere was infested. There was no where anyone could go without encountering the walking plague. You know that phrase War is Hell? Well... its deadRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesmymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Read More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesin education at NYU. ROXY PECK is Associate Dean of the College of Science and Mathematics and Professor of Statistics at California Polytechnic State University, San Luis Obispo. Roxy has been on the faculty at Cal Poly since 1979, serving for six years as Chair of the Statistics Department before becoming Associate Dean. She received an M.S. in Mathematics and a Ph.D. in Applied Statistics from the University of California, Riverside. Roxy is nationally known in the area of statistics education

Conflicts Establishment Maintenance Culture-Myassignmenthelp.Com

Question: Discuss About The Conflicts Establishment Maintenance Culture? Answer: Introducation The workplace is the most culturally diverse environment as it consists of individuals from different cultural and religious background along with distinct personality and working preferences. In terms of the hospitality industry, diversity is in terms of both employees and customers. As a result, conflicts and tensions are frequently encountered while maintaining and establishing a corporate culture. Due to this, the working environment, the service quality, and the relationships are hampered. This essay critically analyses the tensions and conflicts encountered while maintaining and establishing the corporate culture for Four Seasons Hotels. Evaluating the tensions and issues faced by the hotel will help in understanding the scenario and emphasize in improving the issues. Four Seasons Hotels is an international chain of hotels headquartered in Toronto, Ontario. The hotel chain has more than 100 hotels worldwide with eminent owners such as Bill Gates and Prince of Saudi Arabia. The Four Seasons Hotel was found in 1960 and since then has expanded globally and marked their presence. It is a luxurious chain of hotels with more than 40,000 employees working for the company (Fourseasons.com, 2017). However, recently the hotel has encountered some tensions and conflicts while maintaining and establishing the corporate culture. This has resulted in the quality of service provided by the hotel thereby, hampering their image and business. Member identity helps the employees to relate to the entire organization rather than only with their job roles and specifications. As commented by Goetsch and Davis (2014), emphasizing more on the individual job type and professional expertise helps in increasing the overall productivity of the organizations. However, as argued by Powell and DiMaggio (2012), failure in establishing member identity leads to lack of relation and connection of the employees with the organization and the working culture. Four Seasons Hotels are facing troubles in establishing member identity thereby, resulting in lack of effective relationship and dedication towards the working culture. The employees of the chain of hotels are focusing more on their job type along with their field of expertise rather than associated with the entire working culture of the organization. As a result, the Four Seasons Hotels are failing to engage their employees thereby, hampering the working environment of the company. The employees come, work and leave the company at the end of the day without associating and communicating with the organizational culture (Eccles, Ioannou and Serafeim 2012). Establishment of the positive working environment is critical in building the corporate culture. S commented by Alvesson (2012), limited relationship with the fellow employees results in more productivity and increased service level. However, as criticized by Franks et al. (2014), lack of effective relationship results in an unhealthy and competent workplace that hampers the working environment and the culture. The Four Seasons chains of Hotels are facing issues in establishing a positive working environment for their employees. Moreover, the relationship between the managers and the employees are extremely formal that is eventually hampering the relationship along with affecting the relationship. The company is failing in building a healthy and friendly working environment thereby, failure in maintaining an effective corporate culture. As mentioned by Lavie, Haunschild and Khanna (2012), if employees of the company are more self-centered it makes them negligent in considering the ne eds and necessities of the entire organization. However, as argued by Kinicki and Kreitner (2012), it is the fault of the organization that results in negligent employees. In the case of the Four Seasons chain of hotels, the company is failing in engaging the employees with the organization, its requirement, and needs. The company is emphasizing more on increasing productivity and business rather than focusing on engaging with the employees. As a result, the employees have become self-centered and only focus on completing their task before leaving. According to Rast III, Hogg and Giessner (2013), autocratic leadership helps the employees to learn and enhance their professional skills. However, as criticized by De Hoogh, Greer and Den Hartog (2015), autocratic leadership styles results in building a gap between the higher authorities and the employees of a company. In the case of the Four Seasons Hotels, the company is failing in engaging their employees with the organization. This i s hampering the overall corporate culture of the hotel, as the employees are working as manual robots. Due to lack of effective leadership style, the employees are feeling demotivated to work. Lack of dedication, urge and engagement are noticed among the employees of the Four Seasons chain of hotels. Due to this, the company is failing in maintaining effective corporate culture. As mentioned by Alvesson and Sveningsson (2015), strictly professional relationship helps in maintaining the positive corporate culture. However, as argued by Thornton, Ocasio and Lounsbury (2015), friendliness and bonding between the employees are necessary for enhancing the quality of service. The major tension encountered by the Four Seasons Chain of Hotels is that they are failing in establishing an effective communication among the employees and between the employees and the managers or the higher authorities. As a result, conflicts between the employees are frequently noticed. The employees are more concerned in achieving their goals and fulfilling their task. The autocratic leadership style has resulted in building an extremely competent working environment for the Four Seasons Hotels. Due to the leadership style, the employees are more threatened and scared of the managers and are not enjoying their job. The reason for developing an extremely competitive environment is due to lack of communication and healthy relationship between the employees. Due to the conflict between the employees, they do not have each others back. According to Vaara et al. (2012), the hospitality industry is more about teamwork as this allows them to enhance the quality of the service. However, in the case of the Four Seasons chain of hotels, due to frequent conflicts between the employees, teamwork is not facilitated. This has given rise to an extremely competitive working environment for the company in which the employees are not ready to help and support each other while providing service. Moreover, the employees are impatient towards each other and ready to take advantage of the mistake on the fellow employees. Due to this nature and behavior within the employees, they are unable to learn and enhance them professionally. Additionally, lack of support and togetherness among the employees are hampering the quality of service provided by the Four Seasons Hotels. Another major tension faced by the Four Seasons Hotels is the conflict between the employees while performing as a team. According to Epstein and Buhovac (2014), professional relationship allows the employees to remain focused in terms of their goals and objectives. However, as criticized by Helms Mills and Mills (2017), lack of communication and friendliness among the employees hampers the team performance. Lack of friendliness and communication among the employees is a major tension encountered by the Four Seasons chain of Hotels. While working for a team, the employees lack the support of the fellow team members. As a result, the company is failing to achieve the goals and objectives and the quality of service is also hampered. Due to lack of understanding and friendliness among the employees of the team, conflicts are frequently noticed. For example, the employees are impatient in listening to all the team members that are eventually hampering in service and retaining the organiz ation in achieving the goals. Additionally, the employees within a team are lacking support for the fellow employees. This is mitigating the scope of mutual learning and sharing for the employees while working as a team. Due to this conflict, it is difficult for the Four Seasons chain of Hotels in maintaining corporate culture. According to Robbins and Judge (2012), rewards and recognitions impose additional financial expenses for the organizations. However, as argued by Odle-Dusseau, Britt and Greene-Shortridge (2012), rewards and recognition help in motivating the employees for giving their best towards their work. Therefore, rewards and recognition help in maintaining an effective corporate culture within an organization. The Four Seasons Chain of Hotels is lacking in appreciating the contribution and hard work of the employees. Rewards and recognitions can be both in terms of monetary benefits and additional facilities. The management of the Four Seasons Hotels is failing in maintaining the effective corporate culture, as they are failing in recognizing the contribution and hard work of the employees enhancing their business. As the company is not recognizing the contribution and the hard work of the employees, the employees are lacking dedication and enthusiasm towards the work. The employees are only emphasizing on fulfilling their responsibility (Hu et al. 2012). Due to lack of appreciation, the employees of the Four Seasons chain of Hotels are not taking any initiatives in their job responsibility. The employees are not going an extra mile for fulfilling the needs and demands of the organizations and the customers. As a result, the customers availing the service of the Four Seasons chain of Hotels are lacking warmth and comfortableness. The employees of the company are lacking enthusiasm and dedication towards their roles and responsibilities, as the management is failing to appreciate the efforts, contributions and hard work of the employees. The Four Seasons Chain of Hotels is also facing issues in terms of maintaining cultural differences within the organizations. As mentioned by Armstrong and Taylor (2014), the workplace is the most diversified environment, as this consists of employees from different cultural background, working preferences, and individual characteristics. This is due to lack of bonding and positive relationship among the employees. Moreover, due to lack of bonding and friendliness among the employees, lack of respect is also noticed. Lack of respect within the team is resulting in major conflicts within the team members. For example, another directly disapproves the idea suggested by one team member. This hampers the work progress of the team along with the organizational performance. While working as a team, the team members prioritize their personal agenda before considering the goals and objectives that need to be achieved (Von Krogh, Nonaka and Rechsteiner 2012). Moreover, the company is also fai ling in resolving conflicts among the employees efficiently. In order to maintain the corporate culture effectively, the Four Seasons Chain of Hotels need to improve their leadership style. The organization need to follow democratic leadership style, as this will allow effective relationship between the higher authorities and the employees and among the employees. Changing the leadership style will provide an opportunity for the company to involve the employees in decision-making process thereby, making them feel valued towards the organization. Additionally, the company needs to help in building effective relationship among the employees. The employees will be able to improve them professionally, if mutual learning and sharing is practiced among them (Armstrong and Taylor 2014). In this essay, it can be concluded that the Four Seasons chain of Hotels is facing real issues and conflicts in maintaining corporate culture. This is because the organization is failing in establishing effective and positive working environment. The Four Seasons Chain of Hotels is failing in engaging the employees with the organization and its culture. Due to the failure in engaging the employees with the organization, the employees have become more self-centered. This has resulted in the extremely competent working environment along with negative workplace. The extremely competent working environment has resulted in lack of bonding, friendliness, and communication among the employees. Due to the nature of lack of mutual learning and sharing among the employees, working, as a team within the Four Seasons Chain of Hotels has become a real concern. Moreover, the management is unsuccessful in recognizing the efforts and contribution of the employees thereby, making them less enthusiast ic and deducted towards their work. The aforementioned conflicts have negatively affected the Four Seasons Chain of Hotels in maintaining effective corporate culture. Therefore, the chain of hotels needs to improve their leadership style, implement appropriate rewards and recognition system along with establishing effective communication among the employees. This will help in resolving the conflicts and maintaining corporate culture by the Four Seasons Chain of Hotels thereby, enhancing their service quality and business. References Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M., 2012. Understanding organizational culture. Sage. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. De Hoogh, A.H., Greer, L.L. and Den Hartog, D.N., 2015. Diabolical dictators or capable commanders? An investigation of the differential effects of autocratic leadership on team performance. The Leadership Quarterly, 26(5), pp.687-701. Eccles, R.G., Ioannou, I. and Serafeim, G., 2012. The impact of a corporate culture of sustainability on corporate behavior and performance (No. W17950). Cambridge, MA, USA: National Bureau of Economic Research. Epstein, M.J. and Buhovac, A.R., 2014. Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers. Fourseasons.com. (2017). Four Seasons History. [online] Available at: https://www.fourseasons.com/about_four_seasons/four-seasons-history/ [Accessed 14 Sep. 2017]. Franks, D.M., Davis, R., Bebbington, A.J., Ali, S.H., Kemp, D. and Scurrah, M., 2014. Conflict translates environmental and social risk into business costs. Proceedings of the National Academy of Sciences, 111(21), pp.7576-7581. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Helms Mills, J.C. and Mills, A.J., 2017. Rules, Sensemaking, Formative Contexts, and Discourse in the Gendering of Organizational Culture?. In Insights and Research on the Study of Gender and Intersectionality in International Airline Cultures (pp. 49-69). Emerald Publishing Limited. Hu, Q., Dinev, T., Hart, P. and Cooke, D., 2012. Managing employee compliance with information security policies: The critical role of top management and organizational culture. Decision Sciences, 43(4), pp.615-660. Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills best practices. McGraw-Hill Irwin. Lavie, D., Haunschild, P.R. and Khanna, P., 2012. Organizational differences, relational mechanisms, and alliance performance. Strategic Management Journal, 33(13), pp.1453-1479. Odle-Dusseau, H.N., Britt, T.W. and Greene-Shortridge, T.M., 2012. Organizational workfamily resources as predictors of job performance and attitudes: The process of workfamily conflict and enrichment. Journal of occupational health psychology, 17(1), p.28. Powell, W.W. and DiMaggio, P.J. eds., 2012. The new institutionalism in organizational analysis. University of Chicago Press. Rast III, D.E., Hogg, M.A. and Giessner, S.R., 2013. Self-uncertainty and support for autocratic leadership. Self and Identity, 12(6), pp.635-649. Robbins, S.P. and Judge, T., 2012. Essentials of organizational behavior. Thornton, P.H., Ocasio, W. and Lounsbury, M., 2015. The institutional logics perspective. John Wiley Sons, Inc.. Vaara, E., Sarala, R., Stahl, G.K. and Bjrkman, I., 2012. The impact of organizational and national cultural differences on social conflict and knowledge transfer in international acquisitions. Journal of Management Studies, 49(1), pp.1-27. Von Krogh, G., Nonaka, I. and Rechsteiner, L., 2012. Leadership in organizational knowledge creation: A review and framework. Journal of Management Studies, 49(1), pp.240-277.

My Ideal Friend - Low free essay sample

My ideal friend is Frank. I’m sure Frank is my ideal friend because we have been friends for many years already. Since we were kids, Frank has always been there when I fell down from my bicycle, when I was scolded by my parents, and helped me chase away dogs that were chasing me whenever we walked to school. One day, when I was walking to school together with Frank, we were attacked by 2 stray dogs. Frank took a stick and hit one of the dogs on the nose and the other dog on its leg. I was afraid of dogs but Frank was brave. He was afraid too but he wanted to make sure that his friend was protected. I am not as brave as Frank and thanks to him, I learned that we have to be brave even though we are afraid of something. When I was in school, I was always being bullied by others because I was small. We will write a custom essay sample on My Ideal Friend Low or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There was a boy called Rino that will always take my money and I did not tell anyone about this. Rino was much bigger than me and I was afraid he would beat me if I told anyone that he took my money. After 2 years, Frank saw Rino taking my money behind an empty class during recess and he pushed him away from me. He told him that if he saw him doing it again, he would tell the Principal about this. Since then, Rino never bullied me and my life in school became better. Now that we’re already seniors in this school, both Frank and I are involved in many activities and study groups. I managed to have many friends because of him and he has taught me many things about our subjects and school activities. I have become a better leader because of him and I have learned many skills from entering sports activities like hockey and rugby. Together, we managed to be selected for the state team and represented Sabah for hockey and played together in Kuala Lumpur. This is how Frank has improved me as an individual. All in all, Frank has never left my side and is still my best friend today. His character and attitude has made him an ideal friend to me. I will never have another friend like Frank and I admire his morals and how he always stands up for his friends even when he is scared. He is helpful and encourages others to be better and has made me his ideal friend too. (427 words)

Exploring Human Nature in Macbeth

Exploring Human Nature in Macbeth Free Online Research Papers William Shakespeare’s Macbeth explores human nature, in particular the ambition of his main character Macbeth. Macbeth makes ill-fated decisions based upon ambitions to become King and retain that position. So throughout the play, Macbeth’s ambition clouds his judgment, which leads to eventual death. Although his fate is inexorable, Macbeth uses his ambition to fuel his evil intentions. This undertaking is the drive that seals Macbeth’s fate. At the beginning of 1. 3. , Macbeth’s ambition leads him to hear his fate given to him by the three witches: Stay, you imperfect speakers, tell me more. By Sinel’s death I know I am Thane of Galmis, But how of Cawdor? The Thane of Cawdor lives, A prosperous gentleman, and to be King Stands not within the prospect of belief, No more than to be Cawdor. Say from whence You owe this strange intelligence? Or why Upon this blasted heath you stop our way With such prophetic greeting? Speak, I charge you. (1. 3. 70-78) Immediately one can see that Macbeth wanted to hear the witches’ prophecies and not that he was forced to hear them. According to Harold Bloom in his book Shakespeare: The Invention of the Human â€Å"The witchcraft in Macbeth, though persuasive, cannot alter material events, yet hallucination can and does† (516). Macbeth is shrouded by his own ambitions of becoming King. Macbeth is intrigued that he will become King and astonished that he has another title of a man that he believes is still alive and loyal to King Duncan. Also one can see some foreshadowing in this excerpt because the Thane of Cawdor was a traitorous individual, and by Macbeth gaining that title it only strengthens his misguided ambitions. At the end of 1. 3. , Macbeth already attempts to go against human nature when he questions his own character: If good, why do I yield to that suggestion Whose horrid image doth unfix my hair And make my seated heart knock against my ribs, Against the use of nature? †¦(1. 3. 134-137) Here, Macbeth questions his very being by asking if he should against nature, by killing the King of Scotland instead of waiting out the prophecy given to him by the three witches. Human nature is questioned in this excerpt as well because the act of killing, or murder goes against human nature. Also Macbeth would be going against nature, or the natural course of things by forcing fate if he murdered King Duncan to become King. In the very beginning of Act 2, Banquo addresses Macbeth about the witches’ prophecies saying, â€Å"I dreamed last night of the weird sisters. / To you they have shown some truth† (2. 1. 21-22). Now that Macbeth has be granted the title of Thane of Cawdor, Banquo realizes that all that is left for Macbeth is to become King. This assertion also indicates that Banquo is also interested in the prophecies because of Macbeth’s prophecies are starting to be fulfilled, than so will his. Banquo’s prophecy was that his issues or bloodline would become King, so although he himself will not take the throne, he can be assured that his feature generations will. Now that Macbeth has claimed the throne threw unlawful deeds, he begins to wonder about the heirs to his throne. He is unable to conceive a male heir with his wife Lady Macbeth and begins to ponder about Banquo’s issue saying, â€Å"To make them kings-the seed of Banquo kings! / Rather than so, come, Fate, into the list, / And champion me to utterance! †¦Ã¢â‚¬  (3. 1. 70-72). Here, Macbeth formally states that he will go against fate, which as stated is inexorable or unchangeable. At this very moment, Macbeth has just sealed his fate, by trying to defy anothers. Shortly after, Macbeth claims the throne through the murder of King Duncan. Clouded in his own personal goals, Macbeth attempts to go against the prophecy given to Banquo: †¦ And with him- To leave no rubs nor botches in the work- Fleance his son, that keeps him company, Whose absence is no less material to me Than is his father’s must embrace the fate Of that dark hour. †¦ (3. 1. 133-138) At this point, Macbeth plots the murders of Banquo and his son Fleance, in order to stop Banquo’s issue from becoming heirs to Macbeth’s throne as prophesized by the three witches. He states he will leave no remnants of Banquo’s bloodline in order to stop that prophecy from becoming true. Macbeth’s ambition to remain King and do what he sees fit only further affirms his very own demise. Macbeth is becoming more ruthless as the play progresses. In 4. 1. , Macbeth is approached by three apparitions, all of which tell him more of his prophecy. Macbeth is told Macduff is the only man Macbeth has to fear despite the fact that another apparition tells him that no man born from a woman can harm him. Macbeth’s ambition leads him to make further irrational decisions concerning these prophecies: Then live, Macduff. What need I fear of thee? But yet I’ll make assurance double sure, And take a bond of fate. Thou shalt not live, That I may tell pale-hearted fear it lies, And sleep in spite of thunder. (4. 1. 82-86) Macbeth’s ambitious nature clouds his better judgment, which leads him to want to stop this prophecy from happening as well. He failed at killing both Banquo and Fleance but that does not alter his plot of killing Macduff. Macbeth gets some assurance from the witches however when they claim no man can harm Macbeth. For this reason Macbeth damns himself further by believing he is invincible. It is only a matter of time before Macbeth will fall by the hand of Macduff. When Macduff confront Macbeth, Macbeth is fearless because he was told he could not be harmed by anyone of being born from a woman. However, Macduff is an exception to this rule and tells Macbeth â€Å"Tell thee Macduff was from his mother’s womb / Untimely ripped† (5. 8. 15-17). Now Macbeth realizes that his judgment was incorrect, there nothing he can do that will save him from the ultimate mistake which ends his life. Not long after being confronted by Macduff, Macbeth comes to the realization that he is doomed saying, â€Å"Accursed be that tongue that tells me so, / For it hath cowed me better part of man!† (5. 8. 17-18). At this point Macbeth knows he cannot defeat Macduff because Macduff is the one exception to the witches’ prophecy. He can no longer cower away in his castle, nor make any more extremely misguided decisions. Perhaps if his ambition to be the best and the King of Scotland has not overtaken his better decision-making abilities, he would not have been damned to hell for murder, but he wouldn’t be slain for treason as well. Finally in his last action Macbeth makes one last charge toward Macduff despite the fact that all signs are pointing to his death and demise: Though Birnam Wood be come to Dunsinance, And thou opposed, being of no woman born, Yet I will try the last. Before my body I throw my warlike shield. Lay on, Macduff, And damned be him that first cries ‘Hold, enough!’ (5. 8. 30-34) Macbeth knows there is no coming back from his mistakes and decides to go out in a valiant clash of metal swords. Macbeth is slain, and Macduff is the hero. It is impossible to assume that Macbeth would have done anything different had he known Macduff would kill him because it is part of Macbeth’s human nature. In closing, Wendy Greenhill, in her book Shakespeare: Man of the Theater concludes that, â€Å"As the play unfolds the audience and with the Macbeths, become painfully aware that destiny and choice are two edges of the same sword† (18). In one aspect of human nature, ambition was able to take a once noble hero, and transform him into a ruthless King that sealed his own fate by following clouded judgment. Bloom, Harold. Shakespeare: The Invention of the Human. New York: Riverhead, 1998. Greenhill, Wendy. Shaespeare: Man of the Theater. Chicago: Heinemann Library, 2000. Shakespeare, William. Macbeth. Adventures in English Literature. Ed. Holt, Rinehart, and Winston. New York: Harcourt School, 1996.179-249. Research Papers on Exploring Human Nature in MacbethComparison: Letter from Birmingham and CritoHarry Potter and the Deathly Hallows EssayHonest Iagos Truth through DeceptionCapital PunishmentBringing Democracy to AfricaCanaanite Influence on the Early Israelite ReligionThe Spring and AutumnTrailblazing by Eric AndersonWhere Wild and West MeetEffects of Television Violence on Children

Inventor Joseph Bramah Patented a New Safety Lock

Inventor Joseph Bramah Patented a New Safety Lock Joseph Bramah was born April 13, 1748, in   Stainborough Lane Farm, Stainborough,  Barnsley  Yorkshire. He was an English  inventor  and  locksmith. He is best known for having invented the  hydraulic press. He is considered along with William George Armstrong, a father of hydraulic engineering. Early Years Bramah  was the second son in the family of  four sons and two daughters  of Joseph Bramma (different spelling), a farmer, and his wife, Mary Denton. He studied at the local school and after finishing school he completed a carpentry apprenticeship. He then moved to  London, where he began working as a cabinet-maker. In 1783 he married Mary Lawton and the couple established their home in London. They eventually had a daughter and four sons. Water Closet In  London, Bramah worked installing water closets (toilets) which were designed by Alexander Cumming in 1775. He discovered, though, that model being installed in London houses had a tendency to freeze in cold weather. Although it was technically his boss who improved the design by replacing the usual slide valve with a hinged flap that sealed the bottom of the bowl, Bramah obtained the patent for it in 1778,  and began making toilets at a workshop. The design was produced well into the 19th century. Bramahs original water closets are still working in  Osbourne House,  Queen Victorias home on the  Isle of Wight. Bramah Safety Lock After attending some lectures on technical aspects of  locks, Bramah patented the Bramah  safety lock  on August 21, 1784. His lock was considered unpickable until it was finally picked in 1851. This lock is now located in the Science Museum in London. According to lock expert Sandra Davis, In 1784, he patented his lock which for many years had the reputation of being absolutely unpickable. He offered  £200 to anyone who could pick his lock and although many tried it - it was not until 1851 that the money was won by an American, A.C. Hobbs, although it took him 16 days to do it! Joseph Bramah was deservedly  honoured  and admired as one of the earliest mechanical geniuses of his day. The same year as he received his lock patent, he  set up the Bramah Lock Company. Other Inventions Bramah went on to create a hydrostatic machine (hydraulic press), a beer pump, the four-cock, a quill sharpener, a working  planer, methods of paper-making, improved fire engines and printing machines.   In 1806, Bramah patented a machine for printing banknotes  that was used by the Bank of England. One of Bramahs last inventions was a hydrostatic press capable of uprooting trees. This was used at Holt Forest in  Hampshire. While superintending this work Bramah caught a cold, which led to pneumonia. He died at on December 9, 1814. He was buried in the churchyard of St. Marys,  Paddington . Bramah ultimately obtained 18 patents for his designs between 1778 and 1812. In 2006 a pub in  Barnsley was opened named the Joseph Bramah in his memory.

Advantages and disadvantages of franchising. Give examples and Essay

Advantages and disadvantages of franchising. Give examples and evidence to support your answer - Essay Example Hence, attracting many players who see this method being secure compared to starting a corporation from scratch. However, despite the method cited to be more secure by franchisees, they face varied disadvantages. Therefore, this study seeks to highlight diverse advantages and disadvantages, which franchisees encounter while riding on reputation they have not built. Franchising unlike other methods of establishing a guaranteed business venture, it avails numerous growth opportunities (Verma, 2012, p. 122). This is in terms of higher revenues and profits, which is not possible when an entrepreneur decides to start from the scratch. Since, in franchising an entrepreneur usually rides on an already established reputation whereby the franchisees’ role is to ensure good quality of merchandise aligning with the original maker’s products (Verma, 2012). On the part of franchisors, they enjoy significant inflow of revenues and profits besides their brand continuing to grow, hence manage to retain large pool of clientele within a given region. Therefore, they benefit from their good reputation, which they have already established with time (Verma, 2012, p. 122). This is evident with UK’s â€Å"Time For You† franchise currently boasting of high quality cleaning services thus drawing numerous and potential entrepreneurs making i nquiries to ride on its reputation. This is because of guaranteed chance of making high profits compared to other poorly managed franchises in the country. In addition, the possibility of franchise’s image loss or diffusion is not that high compared to when the main stream operates singlehandedly all branches in a given region (Verma, 2012). This is because franchisees are responsible for the thriving of their ventures while riding on the mainstream’s reputation. Therefore, any franchise its role in this case is to compel all respective branches to keep up