Beowulf compare and contrast essay Essay

Any cinematic rendition of a popular book, epic, or legend would, undoubtedly, bring about various inconsistencies and differences from the original. In fact, the main point of using two different kinds of media such as writing and cinematography would make it difficult for the messages, the metaphor, and even the style to be delivered as compared from the original into the rendition. In fact, considering that the work that is being considered down his Beowulf — the original Anglo-Saxon epic and the 2007 film rendition — where in it is not even a direct prose literary style but rather constructed with the structure of poetry, and an epic one at that, would provide a force various difficulties. One significant difference between the two works is that the original Beowulf, being an Anglo-Saxon poetic legend, relies heavily on form and meter in order to deliver not only its message but it’s overall effect of legend. Traditionally, epic poems were used as a literary device in order to deliver a message while at the same time making it easy for the memorizing oral tradition as compared to a straight written prose which would be difficult to memorize for its listeners (Puhvel, 1979). Therefore, in Beowulf, the original epic, many monsters and other mythological characters were identified in order for the work to be easily associated to memory. However, in the movie producing 2007, only a few monsters – including Grendel, the Demones, and the Dragon were identified explicitly. However, a specific similarity that could be found between the two works in which the modern rendition and movie had respected from the original epic Beowulf is that it followed the three battle structure that was originally intended into oral and written traditions of the area the first battle was between Beowulf and Grendel — effect of the captured in the movie in the scene of the battle in the tavern. However, the second battle, between Grendel’s mother and Beowulf was not essentially highlighted in the movie but rather focused on internal rather than an external battle from the protagonist and hero of the film. The third battle, on the other hand, was highly specified and indicated in the film together with several animated special effects that were important to highlight the gravity and height of the final battle in judging the characters overall character and in uncovering the most important aspect of the legend — which is to inspire awe and wonder. However, yet another difference that the film failed to indicate is that Beowulf actually comes into specific kinds of classification. The first is between the three battles that were encountered by the protagonists which we have already discussed above. However, in actual Beowulf epic — may be from the written or oral tradition — there is also another structure which is highlighted by the funeral rites with each character’s funeral highlighting an essential aspect and metaphor for the story (Robinson, 1985). However, perhaps the movie would have been too complicated both with respect to metaphor and the lack of action sequence if this structure was used. Definitely, there were similarities and differences between the film and the actual epic, although it would only be expected because the two mediums are significantly different from each other and more importantly, were created and popularized in two extremely different timelines and targeted towards different audiences. References: Puhvel, M. (1979). Beowulf and Celtic tradition. Wilfrid Laurier University Press. Robinson, F. C. (1985). Beowulf and the appositive style. University of Tennessee Press Knoxville.

The Indian History Essay Paper

OB Notes Paper Pattern: 100 Marks: Q1. Compulsory. Based on â€Å"Ek ruka hua faisla† (Answer any 4 out of 7 options). Example question: Personality & Leadership Traits of Character No. 7 in the movie†¦ Q2 – Q7. Answer any 4 (20 marks each) Q2. would be Short Notes Q3. – Q7. – Each question would be of two parts (A&B). Part A – Theory & Part B – Caselets in DPA format Tip: Please answer in Bullet points only. Topics: 1. Basic of Behaviour 2. Organisation – context of opp and Interdependence 3. Personality 4. Beliefs & Paradigms 5. Groups & Teams – Composition, Advantages, Disadvantages, formal, informal, How best teams come into existence. . Core Values & Adaptive Values 7. Five levels of change 8. Adaptation & Leadership Theory 9. Learning 10. Conflict 11. Basic of Motivation – stress management & Time management, Traits from 6 Personality Traits for Transformational & Transactional, Motivation & Morale Theories: 1. Blate & Motoun Managerail Grid. 2. Ringlemen Effect 3. Bruce & Tactman Model of Team formation 4. Malow’s Pyramid 5. The Medici Effect – franz Johamsson 6. The fifith Discipline – Peter Senge 7. Classic Conditional Theory of Learning 8. Stimulus Response Learning 9. REBT – Rational Emotive Behaviour Theory 10. The Ice berg model 1. The Big 5 model 12. Cattell’s 16 Personality Factor 13. Thomas Profiling 14. FIROB 15. MBTI 16. Johari Windows 17. Transactional Analysis 18. DISC # Genesis of OB: -Psycology -Sociology -Social Psycology -Anthropology -Political Science †¢Behaviour is an Action †¢Communication leads to behaviour †¢We communicate at all times †¢Types of Communication -Verbal -Non-Verbal -Written # Unsound Behaviour & Sound Behaviour # Sound Behaviour is Type B Behaviour -Communication is Basic -You communicate all the time -â€Å"B† is a form of communication, it is external. -Value at bottom â€Å"B† is adapted value Core values are common to all of us # Value: (Ringleman Effect) – Core Values & Adapted Values: Sound Behaviour is outcome of sound values – Value is a 3 leg Tool: Comfort Zone, Meaningfullness, Identity #Structural Conflicts of Values: Value Level Person APerson B HighHonesty Money ————– ————– – ————- LowMoneyHonesty -Nature of Human is â€Å"Dynamic†, not static -Self Deception # How to resolve conflict in such situation? Approach – Diagnosis, Prescription & Action 1. Individual Discussion (with person A & person B separately) 2. Value check of each individual 3. Identify individual goals . Common Goal (Creation of super ordinate goals so that values of both the person are not diluted) Topic 2: Team & Group #Team: -Team is like entity -It does not form by itself. It is created outside -Taken as human being, it has its own value -Team i s considered as organic body & has emotion & cohesiveness -Team has to be flexible to achieve the super-ordinate goals (common goal/combined goal of different persons) -Team is only when it is comprised of experts -Every member of team has to be an expert in a particular field -Success or failure of the team is because of the leader †¢Stages in Formal to Informal: 1.Forming: Introduction, bringing team together, bringing about unification 2. Storming: Conflict management & leadership, ego clashing, most important parts are resolved, it is always never ending. 3. Norming: Settle down. 4. Performing †¢Steps a Leader has to take: 1. Cohesiveness 2. Team building (strengthening the team together towards an activity) 3. Differences have to be brought down to convergence of difference 4. develop dependence between team members to have convergence of difference # Group: -It is collection of resources (money, men, material, machine) – denominated by man power -Can be formed externally or internallyFormal GroupsInformal Groups 1. Goal forms outside1. Stated bonding 2. It is governed by certain rules2. Discipline is lacking 3. Restricted3. Impenetrable 4. Goal oriented4. They make or break the organisation 5. Communication & bonding not very strong5. Communication and bonding is very strong 6. Conditional behaviour towards goal achievement 7. Values may or may not exist6. Values do exist 8. Motivation driven by goal # Merits of Formal Groups: -Structured -Rule oriented -Disciplined -Goal oriented -Goal focused -KRAs, Duties are very clear -Stakes are very high, hence behaviour based on stakes # Demerits of Formal Groups: Restricted Behaviour -No transparency, not genuine -No natural bonding -No values & conflicts are always hidden # Informal Groups: -Within every formal structures group, we always have informal groups -In an organization each one is at a level & has got: i. Power ii. Authority iii. Accountability iv. Responsibilities -Energy of informal groups should be used towards productivity -They can make or break an organization -They would not allow or permit a member from another informal group with value or value system different from his group as the values and the comfort zones & identities are different. 2 Laws of Communication: 1. Law of Entertainment: When 2 bodies are in proximate they eventually entertain – get affected by each other. 2. Law of Synchronicity: When 2 bodies entertain over a period of time they eventually synchronize – characteristics of one tends to rub of into the other & viz (emotional exchange). â€Å"Reprimand in private and praise in public† # 4 Zones in Life: 1. Internal Zone: Where you operate from your home. It is suppose to have nurturing, advice, criticism, corrections. 2. Spiritual Zone: Individual Commitment with spirit 3. Work Zone: 4.Social: Outside the work place & home. All the people you meet outside the work & home. # Organisation Structure # HR Audit # Upward Spiral # Learning Curve # Attitude: -Congruent (Behaviour in line with thoughts) -Dissonant (difference in behaviour and thoughts) # Stagnation Stage # Learning: Knowledge + Actions (repeated actions) = Skills â€Å"A learning is a learning when certain body of knowledge is effectively transferred into actionable skills† -Skill development: Intensifying existing & enhancing new skills -Phase of Learning of an employee in an organization: 1st Phase: Technical Skills nd Phase: Behavorial Skills 3rd Phase: Conceptual Skills -Two types of Learning: a)Active: Self-driven desire to learn. When an individual experiences the need to change, the learning becomes active. b)Passive: Forced by situations & circumstances -It is upto the individual driven by his values & perceptions to choose to actively learn or reject the learning till it reaches its higher stake -When an individual a change about to happen in future & that to with meaningfulness, he/she is on critical path of learning - Awareness of change normally initiates active learning Learning is the courage of acquiring knowledge & putting into action -Learning has ethical & moral needs # Why do we learn? -Need to Change -Situations -High Stakes # Learning Block -Unawareness -Attitude (Is the knowledge really required by me?†¦. ) # Change # Types of Change: -Percieved & Non- Percieved -Fast Change & Slow Change †¢Those changes which are perceivable by our sensory experiences are perceivable changes, whereas those which do not fall under perceivable changes are termed as non-percievable changes. # 5 Levels of Change: 1. Cosmic Change (Changes in Galaxy) 2. Environmental (Global Warming) . Social Changes (Society) 4. Organic Changes (Body) 5. Cellular †¢The whole universe is in the process of eternal change. Change is required for evolution. †¢The purpose of change is to adapt & evolve †¢Adaption mean acceptance of change by addressing values & perception & thereby behaviour †¢Adj ustment is painful, adaption is powerful †¢Adaption occurs when an individual develops self awareness of change, continuously learns & develop lateral skill # 4 Stages of Learning: 1. Unaware of incompetency (Ignorance) 2. Aware of the incompetancy (Knowledge) – Stage where you stay or quit 3.Aware of competency (Skills) 4. Unaware of competency (Competance) †¢Competancy is a process centric and not content centric # Learning Theories: 1. Classical Conditional Theory of Learning/Stimulus Response Learning 2. Response Stimulus Learning 3. Cognitive Learning 4. Social Learning 1. Classical Conditional Theory of Learning/Stimulus Response Learning: Russian Psychologist Evan Paulov conducted an experiment: Dog-Meat & Bell Meat called as the unconditional stimulus, unconditional stimulus creates unconditional response along with the meat he rings the bell. The bell called as neutral stimulus. . Response Stimulus Learning: – Trial & Error Learning – ABC Lear ning: A-Antecedent, B-Behaviour, C-Consequence – For every behaviour ‘B’, there is an antecedent ‘A’ to consequence ‘C’ any trial & error is accidental. 3. Cognitive Learning: – Meaningful mental map, which we create of a reality, which varies from person to person – Recognise repeated cognize 4. Social Learning: – Learning from society (e. g. peers, friends) – This is the highest form of learning followed by cognitive learning and then Stimulus response and there on †¢Dominant vs. Back-up style of learning †¢Trusteeship & ownership Leadership †¢Learning Style -Ignorance -Knowledge -Skills -Competency # Emotional Intelligence: -Empathetic Listening -Focus to the issue and not on person -Empowerment -Who is learning & what type -EI is experiential learning # Leadership: -Leadership is a â€Å"Style† -A good leader has a good ET – Emotional Intelligence # Steps to be a Good Leader: 1 . To be an empathetic listener 2. Tries to focus on the issues & solution path & not on the person 3. He empowers the followers 4. Brings in confidence building 5. To understand the learnig curve of the follower 6. He recognizes his own skills as well as others . He develops trusteeship (detachment) and not ownership (attachment) 8. He is known by his absence and not by his presence 9. He is a risk taker as he has a focus on locus of control 10. Leader is not a position, it is a process # Types of Leadership: 1. Autocratic 2. Democratic 3. Laissez Faire 4. Situational Leadership â€Å"Personality + People + Effectiveness = Leadership† â€Å"Situational Leaders has two styles – Dominant (own skill) & Back-up (learned skill)† -During critical situations, dominant style comes in place #Categories of Leadership: 1. Trasactional Leadership: Creates followers 2.Transformational Leadership: -24Ãâ€"7 approach, creates leaders, creates vision -Communicate it very clearl y to everybody -They act on the vision himself first. This develops inspiration among others and creates followers -People on their own join the leader -He creates future leaders -To develop EQ : – He has to take risk (emotional) which comes only through experience – He needs to be aggressive, go getter, pushes others & himself in achieveing goals †¢Emotional Intelligence is the separator between Manager & Leader # 6 Personality Traits: 1. Locus of Control: strong internals, control over situations 2.Machawallism: -High Mach (highly manipulative) -Low Mach (Less Mach) 3. Type ‘A’ & Type ‘B’: -A = Aggressive, go getter -B = Laid Back 4. Self Motivating: pause —? Listen –? Reflect –? Respond. -It starts with self-awareness of one’s thoughts, words & action. It converts a reaction to a response. A good leader will have a moderate level of self-monitoring 5. Risk Taking 6. Self-Esteem # Blate & Motoum Managerial Gr id (Training model) (1, 1) – Impoverished leader – least concern for result & people (9, 1) – High concern for results & least for people – Autocratic (1, 9) – Termed as ‘Country Club Manager’.High concern for people but less for result (9, 9) – Ideal, Proactive Manager – The leader. Equal concern for both. It’s not a destination but a journey which a leader constantly tries to achieve. He is a situational leader. He uses the people’s competencies toward’s achieving goals. He is always ‘Ethical’. Requires tremendous self-discipline. Role Personality is a connectivity between the Role & the Goal. They have personal sense of humility (5, 5) – ‘Middle of the Road Manager’. It is a process. Tries to rise from the strategic level to visionary level. # Personality: 1.Definition 2. Traits 3. MBTI/Thomas Profiling 4. 16 PF/FIROB/DISC 1. Definition: â€Å"It is a sum total of inner & outer attributes†, where – Inner Factors: Values, attitudes, perception, belief, paradigms Outer Factors: Physical disposition, mannerism, habits, behaviour. All the factors put together comprises of personality -Role Clarity is subjective whereas Goal Clarity is objective -Inner factor drives the outer factor -When meaningfulness of the goal is aligned with values, perception of role, the individual develops the role personality in line with the goal. In most cases he is effective in achieving goal. For e. g. : Student has a goal of learning a subject: i. He must have a clarity what he is learning ii. Learning, as we know is absorption of knowledge into doable action called skills. iii. This is of the purpose of acquiring knowledge is to transform an adopted behaviour then the learning is effective iv. The individual needs to focus this aspect of learning & align these aspects with consistently, he tends to play the Role Personality effectively v. Although all goals are measurable, the measurable may not indicate his learning (at times he may get higher %age, at times lower) vi.All in all his focus should be to absorb knowledge & change his behaviour. So long as this focus is maintained, we can see him maintain Role Personality quite effectively. This is seen through his behaviour of active participation in all situation to acquire and assimilate indulging & convert them into skill & behaviour changes †¢Scenario: A, B, C, D are team members in a certain vertical. – ‘A’ is hardworking but, stickler to time – he works strictly 9. 00am – 5. 00pm. His output is remarkable – ‘B’ – Intelligent, genius, erratic, maverick – available only when a crisis occurs.Arrogant & individualistic – ‘C’ – Quiet, laid-back, seemingly unintelligent, very obedient, slow worker, everyone likes him – ‘D’ – Into mood swings, creates goals, disappear for days & returns & works for long hours to complete his tasks, rarely talks, very helpful though, does not like to be asked questions The above 4 team members are assigned a project for SMG (self-managed groups) The time frame is 1 month. All 4 team members need to be optimally used. Design a goal & perform a DPA by mapping characteristics, personality Create roles & goals to attain effectiveness Strengths & weakness of each team member:Team Member ‘A’: S: Time management, hardworking, goal oriented, focused, commitment, disciplined, organized W: Rigid Team Member ‘B’: S: Crisis management, confident, go-getter attitude, individualistic W: Arrogant, selfish, individualistic (low people skills) Team Member ‘C’: S: Strong values, obedient, strong interpersonal skills, approachable, quiet, laid-back, good follower W: laid-back, slow coach, quiet Team Member ‘D’: S: Goal setter, Innovator, compassionate, helpful W: Disappe aring act, moody, does not like to be asked questions # Need Drive theory of Motivation: -All needs are basic requirements for organization When a need arises, it indicates a deficit -This deficit leads to a disturbance in comfort zone -There arises instantly within the organism, a type of drive that propels the organism to fulfill this deficit, thereby restoring comfort zone -When this fulfillment is complete, the organism is set to achieve total satisfaction -This drive is called motivation -This drive is automatic, instant, since it has its origins on survival of species, inshort it is instinct driven -Hence motivation is a term given to instinct driven that almost instantaneously develops the need deficit into need fulfillment -This is the animal side of the humanIn day-to-day scenarios, we need to identify the diference between needs & wants. Needs are basic, wants are desired NEED(instinct) + DESIRE = Want (Rational) Need when fulfilled gives 100% satisfaction (does not leave any memory). A need is always an instant gratification # Frustration Model: It is derived from need-drive theory of motivation. If a need deficit arises in an individual, it creates a drive almost instantly to fulfill this need. While in process of fulfilling the need, if there arises an obstruction or barrier, the organism will anyway be fulfilling it through alternate means.This altered behaviour is always unsound behaviour This behaviour is a repetitive behaviour. â€Å"Without action there is no motivation† # Fundamental Theories of Motivation: 1. Reinforcement Theory of Motivation 2. Goal Path Theory of Motivation The individual’s motivation is a result of 2 influences – Internal & external # What motivates you? -Content theories of Motivation: i. Maslow’s Theory of needs ii. Fedrick Hersberg’s – Two factor theory of needs iii. ERG Theory of Needs – albert iv. David Mc Cleeland’s Theory of Needs # Why and how are people mo tivated? – Process Theories of Motivation i. Stacey Adam’s Equity Theory i. Victor Vroom’s Theory of Expectancy iii. Poter Roller’s Theory of Intrinsic rewards 1. Reinforcement Theory of Motivation: It has 2 parts: a. Positive Reinforcement b. Negative Reinforcement Encouraging behaviour that are desired by an organization constitutes the frameqork of +ve reinforcement. The employees are encouraged to regret & certain behaviour that are desirable for the end customer of goal This is usually done by rewards, hence also termed as motivation by Rewards On the other hand there are certain behaviours which are not in line with organizational needs. These behaviours need to be discouraged.Instead of allowing these behaviours to repeat, organization resort to collapsing these behaviours. This is brought about through the process of punishment termed as motivation by punishment or –ve reinforcement. Historically such reinforcement is resorted to at the fun ctional level of organization, where rewards & punishment form the value criteria of employees’s behaviour As 1st time learners, all of us resort to stimulus response learning, our behaviour are also stimulus response based. Hence, it is natural for us to respond to the reinforcement method of motivation 2. Goal – Path theory of motivation:

Sustainable Business Development Essay Example | Topics and Well Written Essays - 500 words

Sustainable Business Development - Essay Example Oil industry is usually denoted as the most profitable business segment. Refined products in this production procedure is formed after undertaking series of steps such as partial refining, transport, refining, storage and transport, and delivery of final products. The crude oil production is linked with environmental impacts caused at different levels such as water, soil, air and living beings. Pollution is closely knitted with oil production in the form of wastewaters, solid waste, aerosols and gas emissions discharged while refining, transportation, drilling and production procedure. Water contamination mainly results during oil production due to oil spills or cooling water discharges. Refining or production operations results into certain harmful emissions like sulfur, ammonia, nitrogen oxide, fluorine, acid mist, etc. There is even occasional release of alkaline materials and solvents in oil production stage. Solid waste generated though production tends to contaminate surface wa ter and soil (EPA, 2013). Noise pollution is a major issue in such mechanism. Oil production is likely to cause accidents in terms of explosion or fire. In overall context increasing demand for crude oil as a major energy source is enhancing its production rate but as a natural resource it is depleting at a faster rate. As per the statistics given in figure3, the rate of oil consumption has increased over the years. This product do not possessed a long lifecycle and has to be replaced at a rapid rate. Oil drilling results into depletion of natural resource. At the consumption stage huge amount of harmful chemicals and gas is discharged into atmosphere causing air pollution. This even results into global warming along with intensified noise pollution. Living beings are affected to a great extent through discharge of such harmful pollutants. In this study environmental impact caused by crude oil production and consumption is appropriately outlined. There have

Forum 6 - Chapters 11, 12 Assignment Example | Topics and Well Written Essays - 250 words

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Term paper Example | Topics and Well Written Essays - 2500 words - 2

Term Paper Example ation; thus, a speaker may mean one thing and the recipient hears something else, resulting in misunderstanding, frustration, and conflict (Grindstaff, 2011). Communication is more than just exchanging information; it involves the understanding of the emotion and intention behind the information. For communication to be effective, it must function as a two-way traffic where it involves not only conveying information, but also listening to make the other person feel heard. Other than the words used, effective communication combines a set of skills, which include; nonverbal communication, managing stress in the environment, engaged listening, assertive communication as well as the ability to understand personal emotions and the emotions of the recipient. Failure to understand the intention of communication can result in a conflict. This is because a skewed understanding of what is spoken or the intention of the communication can lead to action in a manner other than the directives of the information. Thus, to intrinsically understand communication and its aspects, this paper will analyze the subject through a focus on a film, â€Å"Romeo and Juliet, 1968† with categorical inference to the manner with which the characters in the film communicate, understand information and interpreted information from other characters. The paper will equally analyze conflict portrayed in the film owing to the nature of communication employed with a focus on interpersonal conflict, social conflict, conflict management and the psychological aspect of a conflict. Additionally, analysis of the film will help in understanding of nonverbal communication as aspects of communication. Romeo and Juliet is a British-Italian romance film produced in 1968 based on the tragic play by William Shakespeare of the same title between 1591 and 1595. The academic award winning production for the best cinematography was directed and co-written by Franco Zeffirelli and Leonard Whiting. The play begins in

Knowledge Management at National Health Services Essay

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A Time To Learn by George H. Wood ph.d Essay Example | Topics and Well Written Essays - 1750 words

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The Basic Function Of Strategic Management Accounting Essay

The Basic Function Of Strategic Management Accounting - Essay Example In terms of capital investment decisions, Tesco Plc should set up more grocery outlets in other communities. Based on prior feasibility studies done on a prospective new location, Tesco will use both investor funds (retained earnings reserved for branch expansions), and long-term borrowings to finance another big Tesco grocery outlet. In terms of the evaluation of multidivisional companies, Tesco Plc should conduct classify each multi-divisional company as cost and revenue centers. Each company will generate its own financial statements. Thus, the financial statements will indicate the number of a multi-divisional company under Tesco Plc that generates profits. Likewise, the same financial statements will vividly indicate the number of multi-divisional companies generating net losses (Garrison, 2003). The strategic management accounting system of Tesco Plc focuses on ascertaining if the company’s final reports conform to international accounting standards.The strategic managem ent accountant of Tesco is a driving force to develop a global accounting system is the desire to underwrite securities in any, or all, of the world's capital markets using a single set of financial statements. Currently, the Tesco Stocks are listed in the stock exchanges. A positive incentive for a capital market to support a global accounting system is the enhancement of its volume of business by being able to participate in underwritings in other capital markets.   Reinforcing the positive incentive is the realization that a capital market, which ignores the development of a global accounting system, may find itself with a unique set of accounting standards while the rest of the world relies on a common set of accounting standards. This would lead to an irretrievable loss of business (Brigham & Houston, 2002). Heely (1993;25) emphasized â€Å"the globalization of corporate activity, coupled with

Occupational Health and Safety Management Essay - 1

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