An Analytical Essay on the Double-edged Sword in Hamlet :: The Tragedy of Hamlet Essays

An Analytical Essay on the Double-edged Sword in Hamlet   Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Hamlet's tale is a tragic one because it presents a man who is in the center of a moral dilemma. It is difficult enough for a man to face what is making him angry even under normal circumstances. Hamlet's circumstances are certainly not normal.   Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Hamlet's dilemma, whether or not he should kill the king, is compounded by three things. He is extremely angry and hurt over the murder of his father. He cannot express that anger to others because in his position it would be political suicide. Finally, human nature demands that he express that anger somehow. Thus Hamlet faces a double-edged sword, he must express his anger somehow and that will lead to his downfall.   Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Hamlet (correctly) blames his uncle, Claudius, for the death of his father. Further compounding the issue is the fact that Claudius is now the King of Denmark and is married to Hamlet's mother, Gertrude. Hamlet feels robbed of his both his father and his birthright. There is no doubt that Claudius is responsible for the crime, the next course of action would, of course, be to kill him.   Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   But it is not that simple.   Gertrude seems quite happy in her life with her new husband. Although Hamlet is infuriated with her as well for marrying Claudius so soon after her husband's death, he still loves her and does not wish any harm to come to her. Furthermore, if Hamlet were to kill Claudius, especially at this point, the people of Denmark would no doubt suspect the truth. This would only anger Hamlet even more since he feels that he would get caught for his 'justifiable homicide' and Claudius did not get caught for his crime. All Hamlet can do is keep quiet, and that only makes him even more frustrated.   Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   However, Hamlet cannot continue to hold his strong feelings inside for very long. Like shaking a bottle of soda, the pressure builds and builds until, eventually, the bottle will explode. Hamlet begins exploding with his passive-aggressive behavior towards the king and queen. He puts on a play that almost exactly displays the crime of which Claudius is guilty right before his eyes. However, even knowing beyond any doubt now that Claudius is guilty, Hamlet still cannot bring himself to kill him. The bottle does not explode completely until the duel at the climax of the play.

The Two Different Cases Regarding Capital Punishment :: essays research papers

The Two Different Cases Regarding Capital Punishment Thesis : In principle a case can be made on moral grounds both supporting and opposing capital punishment. Two different cases can be made. One is based on justice and the nature of a moral community. This leads to a defense of capital punishment. The second is based on love and the nature of an ideal spiritual community. This leads to a rejection of capital punishment. JUSTICE AND THE NATURE OF MORAL COMMUNITY A central principal of a just society is that every person has an equal right to "life, liberity, and happiness." Within that, an arguement for capital punishment forms along the following lines: some acts are so evil and so destructive of a community that they void the right of the perpetrator to life. A community founded on moral principals has specific requirements. The right to belong to a community is not unconditional. The privilege of living and pursuing the good life in society is not certain. The essential reason on which community is built requires each citizen to honor the rightful claims of others. The precious live in a moral community must be so highly honored that those who do not honor the life of others void their own right to membership. Those who violate the personhood of others, especially if this is done persistently as a habit must pay the ultimate price. This must be done for the sake of the community which was violated. We can debate whether some non-lethal alternative is a suitable substitute for the death penalty. But the standard of judgment is whether the punishment fits the crime and if it honors the nature of the moral community. LOVE AND AN IDEAL SPIRITUAL COMMUNITY Christian live, is unconditional. It does not depend on the worthiness or value of those to whom it is directed. It is persistent in seeking the good of others regardless of whether they return the favor or even deserve to be treated well on the basis of their own wrongdoing. An ideal community would be made up pf free and equal citizens devoted to a balance between individual needs and the advancement of common good. Communal life would be based on mutual love in which equality of giving and receiving was the social practise. Everyone would contribute to the best of ability. What would a community based on this kind of love do with those who committed brutal acts of terror, violence, and murder? Put negatively, it would not live by the philosophy of "an eye for an eye,a tooth for a tooth, and a life for a

How can Marketing mix model help Manchester United build its global brand? Essay

The main purpose of this report is to introduce the definition of franchise and to analysis the advantages of it. The report comprises several advantages of franchise in almost every aspect, which have been proved to be essential and reliable. By this mean, the conclusion could be drawn that it is the best way to run an international business by franchise. 2. 0Introduction Franchise, is an authorization granted by a government or company to an individual or group enabling them to carry out specified commercial activities. For example, McDonald’s is one of the most famous brand franchising. As the franchisor, McDonald’s gives the right to the franchisee, as well as sell McDonald’s related products to someone who is willing to set up his own business. The license agreement demands McDonald’s to persist in manufacturing or operating ways and the quality of the good. This is a settlement that can suit both parties pretty well. Under a McDonald’s franchise, McDonald’s owns or rents the position and the building of restaurant. The franchisee buys the parts, the equipment and the right to manage the franchise in next twenty years. To confirm coherence throughout the world, all franchisees must use standardized McDonald’s menus, branding, administration systems and design layouts. 3. 0Main Section 3. 1 Justify of the reference Bernd Helmig is Full Professor, Chair and Head of Department for Business Administration, Public & Nonprofit Management at the University of Mannheim (Germany). Besides he acts as Academic Director for Executive Education of Mannheim Business School. He was Visiting Faculty Guest at Harvard Business School (Boston, Cambridge/Mass. ), and Visiting Scholar at the University of Edinburgh (UK). His research interests cover fields such as Nonprofit Marketing, Fundraising, Social Marketing, Failure of NPOs, and Corporate Social Responsibility (including Corporate Giving and Corporate Volunteering). Tansev Geylani graduated from University of Pittsburgh. He has such degrees as PhD in Industrial Administration (Marketing), Carnegie Mellon University, 2004,MS in Industrial Administration (Marketing), Carnegie Mellon University, 2002 MBA, Koc University and 1999 BS in Mechanical Engineering, M. E. T. U. , 1997. Tansev Geylani joined the Katz faculty in 2004. His research interests include distribution channels, retailing, product line strategies, information sharing, marketing & antitrust, media competition, and user-generated content. He was named Marketing Science Institute Young Scholar in 2009. Other awards he received include Management Science’s Distinguished Service (2009 ; 2011) and Meritorious Service awards (2012), the Katz Excellence in Research Award (2009), and the Katz Excellence in Teaching Award (2008). Alanson Minkler work as an Associate Professor, Economics for University of Connecticut at Storrs Mansfield. His subject areas include: Economic Rights, Alternative Economic Decision-Making. He also has degree like Ph. D. University of California-Davis, 1988 and B. A. University of California-Berkeley, 1981. His initial interests centered on worker contributions and motivations in firms, with particular focus on labor-managed and franchised firms 3. 2 Advantages of Franchise Being your own boss The franchisor regularly checks the standards of service, quality, value and cleanliness of the franchisee (Minkler, A. , 1990). The franchisee who gets all the training and support from franchisor is operating his or her own business so has much to lose as well as gain, which motivates them a lot to determine to succeed. Lower failure rate Once you use a franchise, you are buying a developed concept that has been successful. Figures show that franchisees stand a much better opportunity of success than people who start independent businesses; independent businesses count a 70 to 80 percent chance of NOT surviving the first few critical years while franchisees have an 80 percent chance of surviving (Michael M. Coltman, Franchising in Canada: Pros and Cons, Self-Counsel Press). Intensive initial training The franchisor has the duty to offer full-time training program which includes three stages to franchisee (Tansev G, 2004). Firstly, it starts with working in a restaurant, wearing the staff uniform, preparing for food and cooking. Secondly, it focuses on areas such as team building, business management, handling customer enquiries and leadership skills. Lastly, the trainee learns about stock control and ordering, legal side of hiring and  employing staff and profit and loss accounts. These training methods are proved to be absolutely essential. Marketing help Franchisee could benefit from the parent company’s marketing programs, according to Entrepreneur. com. The marketing and advertising advertisements created by the franchisor leave franchisee with more time to focus on the daily operating of business. This is a win-win for both parties. It helps increase sales by means of franchise, which, on the other hand, allows the parent company to collect more fees. (Bernd H. 2008) Continuous support It recognizes that the success and profitability of many international chain brands are inextricably linked to the success of the franchises (Minkler, A. , 1990). A highly qualified group of professional advisers offer continuous support on everything from human resources to computers and accounting. The field adviser can become a valuable business partner and a sounding board for ideas. Guaranteed Territory In most cases, a franchise parent company would guarantee franchisee a predetermined territory and assist it in succeeding in that field (Tansev G, 2004). Territories vary depending on the company which is worked with, but not having to compete with another franchise location from the same company in territory can help to generate revenue. 3. 3 Shortages of Franchise One major problem for a new business is predicting how much business it might enjoy, running the risk of either cashflow problems or the difficulties associated with overtrading. The turnover and profit from any outlet will vary, depending on a wide range of internal and external variables. Each franchisee is expected to take a positive approach to building up sales, although an average rate of return of over 20 percent is generally expected over the lifetime of the franchise. When it comes to starting a business, many people think of buying a franchise as a shortcut to success (Bernd H. 2008). While there is some truth to this, not all franchises are created equal, and not everyone is cut out to be a franchisee. 4Conclusion By specific descriptions of many advantages of franchise and comparison them with its drawbacks, we can make the conclusion that franchise is the best way of international business.

The Term Emotional Intelligence by Daniel Goleman

The origin of the term emotional intelligence is from a book by Daniel Goleman in 1995 and this book has made it one of the hottest subjects to be discussed in corporate America. This led to an article in the Harvard Business Review two years ago, and that attracted more readers than all articles published in the magazine during the last 40 years. This had such an effect on the CEO of Johnson & Johnson that he sent out the article to all 400 executives in the company. (Emotional Intelligence: What it is and why it Matters) In the book, Goleman had divided the subject as consisting of five emotional competencies and these were to identify and name the emotional states of the person and to understand its link to emotions thought and action; to manage one's emotional states and thus to control emotions or to change unwanted emotional states into ones that could tackle the situation better; to get into emotional situations which were more likely to be connected with the drive to achieve and be successful; to read, be sensitive and thus influence emotions of other people; and finally to be able to start and maintain satisfactory interpersonal relationships. In the theory of Goleman, these emotional competencies are built in a hierarchy, and one has to be able to find them out so that they can be managed. One of the important aspects is to be able to achieve drive to achieve emotional states. These abilities lead the person to the situation where he can achieve the objective of reading and influencing the emotions of other people in a positive manner. It is not that emotions do not exist and there are always feelings in our minds. This is not appreciated by organizations who value being rational, but not having emotional management. Emotional intelligence: Wikipedia, the free Encyclopedia) It is not enough to have the old fashioned cognitive intelligence to be successful at work, but it also needs the capacity in the person to stop negative emotions like anger and non-belief in one self. Instead the person should be capable of concentrating on congeniality and confidence. This is the belief of a new group of psychologists. This concept was first highlighted by Daniel Goleman in his book â€Å"Emotional Intelligence why it can matter more than IQ†. He is still continuing on his work and the new book is â€Å"Working with Emotional Intelligence†. In the book his concentration is on the use that emotional intelligence can be put at work and that is supposed to be managed more by intelligence than feelings. It has been seen that all types of people need emotional intelligence, and even the bosses who have to deal with a lot of people also need it a lot. (Does 'emotional intelligence' matter in the workplace? ) This is also not like IQ which does not change much for the person, but this factor can be learnt, and probably some types of failures help build it up. As an example, one can take the case of J. K. Rowling who is the author of Harry Potter. She has certainly learnt a lot through experience as she was first divorced and then had to live separately with her children in Edinburgh. On top of that the first book that she had written, out of the ten books now, was rejected by the publishers. (Succeeding with Emotional Intelligence) Her experience certainly gave her a lot of emotional stress bearing capacity, and permitted her to wait enough to be able to finally bring out her best. So far as we are concerned, let us now take the case of a person who has just been appointed as a trainee manager and is very hot headed. This is most often an emotional intelligence problem. Let us find out how he can be guided to be a better manager. At the outset, one has to understand that emotional intelligence is a very difficult quality for evaluation. In school we have girls who are smart, well organized and industrious. She is also caring about other students in the class, but she is not liked by her classmates and her name is left out of all invitations. She gets to hear of the lunch plans, but is not invited. This trend continues even when she is working. Boys may have a similar situation and be so smart that they are liked by all the moms and dads in the area. He may be even smart enough to merit special schools, but is not able to continue. Finally he is compelled to take up menial jobs for survival. These examples tell us clearly not to depend on our emotions, as we are taught to believe that emotions are not â€Å"life† and give us a distorted view of life. When any question of emotions come up, it is viewed as being childish and the individual is thought of being a baby. When another child runs to help the afflicted child, we call the other child as being a baby. One can say clearly that our lives are determined by our intellectual capacity in our minds, but that is often not true in real life. We pride our capacity to memorize and solve problems, spell words and calculate mathematically. These capacities are reflected in the report card and decide the grades that we get. (Emotional Intelligence Training) When an individual is not able to perform well in these measures, he is considered to be â€Å"brainless†, but that does not mean that all of them have no success in life later. This is not true for companies which today test the emotional intelligence of their employees, and many companies are already doing it. It is also true that different types of jobs require different types of emotional intelligence. A sales man requires the capacity to be able to judge the moods of the potential customers, and based on that, he has to decide when to try and sell and when to just keep quiet. On the other hand when a person is trying to become a painter or a professional tennis player, they have to gather up the capacity for a lot of self discipline and motivation. It is also seen that women have different capacities from men on certain emotional traits, and this information is based on large scale assessments of EQ. (Does 'emotional intelligence' matter in the workplace? ) It is seen that, in general women have better measures of empathy and social responsibility but a lot less on self confidence and tolerance of stress. This requires women in many organizations to learn self confidence through the use of meditation, yoga and jogging. On the other side, the men have to learn listening to other workers and the customers, and thus understand their moods and gain their trust. These are also very important qualities of being a leader, being able to work in a team and maintain good relations with other workers. (Does 'emotional intelligence' matter in the workplace? It is thus clear that the disability of our trainee manager is due to his being a â€Å"smart† boy and thus not learning enough of emotional qualities for being a successful manager. We can also see that this is not unusual among male managers. At the same time, it requires a lot of cognitive ability for any person to get admitted into a course of science. The high ability is required for just an admission into a course for any renowned school like Berkeley, but the question here is that once the admission process is over, then it becomes a question of keeping up with the other students in the course. That does not require a high IQ but requires more of a suitable social and emotional build up in the individual. This can be viewed in another way and that is a scientist probably requires an IQ of 120 or thereabouts to get a doctorate and then a job. At the same time, the individual should have the capacity to be able to get along with the colleagues and juniors, and that is probably as good as having another 10 or 15 points higher of IQ. (Emotional Intelligence: What it is and why it Matters) A somewhat similar situation exists for managers. It is not that they require a high intellectual capacity, but they have to have the capacity to get along well with others, and a manager without that capacity is likely to fail as a manager. To solve this problem in the trainee that we are talking about, an actor was put among the group of managers being trained. As a part of their training, the managers were given the task of jointly deciding on the bonus to be given to the subordinates for a particular period. The actor was the person among the group who spoke first and gave the future managers the initial ideas of solving the problem. Within the group with the problematic trainee, the actor projected a lot of cheer and enthusiasm, along with warmth about the employees. This brought about the transmission of a similar feeling to the group, including the trainee. This led good emotions among the group, and improved the cooperation, spirit of fairness and better group performance. This attitude among the managers led to a fairer distribution of money among the people and thus was of use to the organization. This activity also continued for some time, in other similar activities, and similar results were seen. In terms of emotional intelligence the required quality can be called empathy, and this has been known by the psychologists to contribute a lot to the success of individuals. (Emotional Intelligence: What it is and why it Matters) Let us look at the case of Aaron Feuerstein, and his Malden Mills Polartec factory, which was totally destroyed by fir in 1995. He personally paid the salaries of the workers for three months while the factory was rebuilt. (Succeeding with Emotional Intelligence) The importance of this quality was found out more than twenty years ago at Harvard by Rosenthal and others. They said that people who were good at identifying emotions of other people were more successful in work as also in the social aspects. This aspect was also found important among apparel sales representatives as their quality of empathy was given value by the retail sales buyers. It was reported in a survey that the buyers wanted representatives who could listen to them with patience and comprehend their difficulties and requirements. (Emotional Intelligence: What it is and why it Matters) It is important to understand that emotional competence refers to personal and social skills and those qualities lead to a better level of work. The capacity to understand the feelings of another person enables the first to develop a certain amount of influence on the second person. At the same time, people who are able to control or regulate their own emotions ultimately find it easier to develop qualities like Initiative or achievement drive. The entire concept of emotional intelligence has been developed over a long period of time. The development was through research and theoretical discussions on personality and social reactions, as well as psychology. This view was also accepted by Goleman. He has said clearly that that the abilities linked with emotional intelligence have been a part of the psychologists for a long period of time. (Emotional Intelligence: What it is and why it Matters) The manager's and the supervisors' behavior as also their treatment of their sub-ordinates ultimately determine whether they stay or they leave. They have to look after the individual needs, wants and expectations of these people every day. That in turn affects the attitudes, performances and satisfaction of the employees. It involves great stress in leading so many people and meeting their needs and expectations all the time, while at the same time performing up to the requirements of the top management. It is said that two-fifths of the departures of people from an organization are due to an effective relationship among the employees and their immediate bosses. If there is no trust between them, then the performance is naturally inferior. All employees want support and care from the supervisor and manager, who at the same time has their best interests in mind. It is with this view that team leaders and project managers are viewed as being responsible for the environment at work where different types of people come to work, to achieve success on diverse jobs in a short period. The continuation of working in the political environment of organizations can lead to a lot of difficulties for the individual – frustration, anxiety, suspicion, resentment. This lets production fall behind schedule, and ultimately people leave the organization. (Who Needs Emotional Intelligence Skills)

Real Estate Essay Example | Topics and Well Written Essays - 500 words - 1

Real Estate - Essay Example This exercise has two aims. One is to see whether my house will fetch a goof price in the market so that it can be bought by any of the young people searching for homes. If a good price is offered, then the proceeds of the sale can be used to buy a better house. My house is a two bed-room one and its floor area is approximately 1700 square feet. The above mentioned aim does not seem to be feasible since land prices across the country have fallen due to the recession that has hit the country. I had contacted a builder on the premise of wanting a new home. He said that the Charlotte market like most places in the country has become a buyer’s market and the prices had crashed since the start of the depression. He also directed me to a website to verify what he had said. It appears that the situation was far from satisfactory to a seller and very satisfactory to buyers. According to the website, the current square foot price as of March 1st, 2009 was only $95 for homes in Charlotte. This had fallen to the current level from a high of nearly $185 in July 2008. (Real Time Market Profile for Charlotte). According to the above figures the value of my home would be as follows In such a scenario, it will be worthwhile to compare prices if one wants to buy a ready made house or construct one instead. A search with an agent also shows that prices are low. It shows that three bed room houses are available in the market for at only slightly higher price than what was seen in my valuation. Prices of two and three bed room independent houses with similar or higher square feet are available at prices ranging from $165,000 to $169,000. One particularly attractive house with 1,800 square foot and having three bedrooms and two baths was available for 168,000 dollars. This means that the square foot price of the home was about 93 dollars per square foot. This comes to less than the market price as on March 1st

Human Resource Planning and Recruitment strategies Essay

Human Resource Planning and Recruitment strategies - Essay Example The present global financial meltdown has created real and urgent human resource issues for organizations throughout the world. Everything seems to be shrouded in uncertainty. Employers are unsure of how events will play out in the near future, while employees sit tight, holding fast to the job on hand, not because they don't want better opportunities but because everything is in a stand still. KPMG is a global network of professional services firms providing Audit, Tax and Advisory services. The firm has a total of 137,000 outstanding professionals working together to deliver value in 144 countries worldwide. The realities created by the present global financial crisis are poles apart from what used to obtain when the global economic climate was good. Being a firm that recruits high flyers and top graduates, there was always a high turnover in manpower before the crisis began. People were leaving and coming in at a fast rate. This implied that HR was always on its feet and on the move. Consulting jobs from clients streamed in whether employees went out on marketing or not. The reputation of the company attracted new clients every day. Sometimes the firm had no option other than to reject jobs that are not value adding According to Vetter (1967, p15), Human Resources Planning is "the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefits". Writing in the American Psychologist, Jackson and Schuler (1990, pg 227) state that "traditionally human resource planning occurs within the context of the overall organizational plan and its strategic focus. It generally involves predicting, in the light of prevailing circumstances and past performance, the organization's future human resource needs and planning for those needs to be met". It includes establishing objectives and then developing and implementing programs (staffing, appraising, compensating, and training) to ensure that people are available with the appropriate characteristics and skills when and where the organization needs them. The biting economic climate has affected planning in several organizations. Now more than ever, there is uncertainty about the future and how things will

Critically assess the mV and digital policyain elements of the EU Essay

Critically assess the mV and digital policyain elements of the EU policy on HDT - Essay Example Through television, a lot of telecommunication companies has been put up which provides work for millions of people. It is where product commercials are aired. It is also where public concerns and responsibilities were discussed. While each and every national government has set up its own rules with regards to telecommunication, the European Union has also set its guidelines and policies to maintain and level the playing fields of the telecommunication competition. In this era where digital technologies were making its way to communication highways and prospectively play a much bigger role in the future, the European Union has identified the needs of introducing digital technologies harmoniously into the market. By means of a consensus process involving all the relevant economic agents, this aim can be easily achieved. There are 6 different areas of audiovisual activities which are covered by the commission. According to the Principles and guidelines for the Communitys audiovisual policy in the digital age (2005), On the basis of these principles, the Commission intends to take action in the following fields: the new "Media plus" programme, considered to be of crucial importance for the future of the European audiovisual industry. In all areas of action (training, development, distribution, promotion) this new programme will take account of the new digital environment. The external dimension of Community audiovisual policy will necessarily hinge around two central elements: the enlargement of the European Union and the new round of multilateral trade negotiations in the framework of the World Trade Organisation. This Directive which was adopted in 1989 and revised in 1997, based from Television broadcasting activities: "Television without Frontiers" (TVWF) Directive(2006) is the cornerstone of the European Unions audiovisual policy. Its two basic principles