Connecting Gender Roles to Victor Frankensteins Novel - Free Essay Example

Sample details Pages: 3 Words: 839 Downloads: 2 Date added: 2019/04/22 Category Sociology Essay Level High school Tags: Frankenstein Essay Gender Roles Essay Did you like this example? For a literary piece to disseminate a crucial message, the author must depict cultural or historical circumstances regarding its composition. The reader must connect with the message. That aside, on Frankenstein novel, the First Chapter exhibits symbolism. Don’t waste time! Our writers will create an original "Connecting Gender Roles to Victor Frankensteins Novel" essay for you Create order The word monster as of the topic is symbolism in itself. As demonstrated by Kenneth Oppel in his book The dark endeavor, the young girl comes out of the beast. Ironically, she is beautiful. Besides, this follows a long battle between the creature and Victor Frankenstein alongside his brother. Saving the girls life is compared to protecting the whole town. Concerning gender roles, men are known for their protective function. At the same time, women are known for their traditional roles. The author further asserts that women are an emblem of the lost hope. I knew she did not have long to live (Oppel, p. 2). The society must learn to appreciate women. Gender discrimination has no place in modern society. Just like men, women symbolize hope. Now, linking this to the novel, the beautiful girl in the introductory part of the book is the monsters desired bride. Before his death, the beast asked the two brothers to share with him the bride (Oppel, p. 3). In this point of view, it is evident that women are regarded as the property of men. Elizabeth is the mother of the two identical twins, Victor Frankenstein and Konrad. However, Konrad has no respect for her mother. He is referring to her as a monster. Just like his brother, Frankenstein fails to respect his mother by ignoring her calls (Oppel. 5). Also, this projects a shocking image regarding the role of women at that time. Elizabeth as a mother symbolizes a unifying factor. And then it truly was a game, and from that moment the three of us were inseparable. (Oppel, p. 11). Caroline is another female character portraying the role of women during that time. Immediately after the demise of her father, she has no hope of living. Characters like Wilhelm Frankenstein boast of riches. By all accounts, he was a brilliant man, and a very wealthy one (Oppel, p. 22). Caroline opts to get married to Alphonse Frankenstein as a second wife. Meanwhile, Elizabeth Lavenza as an orphan demonstrates that women stand a chance in a male-dominated society. Since childhood, she is not letting her cousin, Victor Frankenstein to look down on her. Also, she is an epitome for intelligence, something that is linked to men. Thank you, Elizabeth that was a good idea (Oppel, p. 18). As a female author, Mary Shelley is supposed to act as women rights campaigner. However, from her tone, stereotyping as a vice seems to be prevailing. For instance, when describing Carolines state after the death of her father, she uses sympathetic words. She is using simile in her descriptions. It is fundamental to mention that a metaphor constitutes an integral stylistic device in a literary work. He came like a protecting spirit to the poor girl (Shelley, p. 13). As much as death brings sorrow, there is no need to cling on to the clutches of memories. Life must go on. Until today, it is evident that most fathers play a protective role, but this should be during their living moments. By such a narration, Shelley is implying that Caroline has no hope emanating from her fathers death. Moreover, from the critique above, Shelley is describing women as caring creatures. Caroline is caring for her sick father up to the point of his death. As an orphan, Shelleys description regarding Elizabeth Lavenza is insensitive. While on the trip to Milan, Elizabeth grew up with his foster parents. Shelley is mocking the whole situation, an action implying inhumane nature. Orphans should be subjected to care. Subjecting them to hard labor tend to disregard their identity. She continued with her foster parents and bloomed in their rude abode By such a sentiment, Shelley seems to be justifying the crude behavior of Elizabeths foster parents. When my dearest aunt died, everyone was too busy to notice poor Justine. Justine is a young girl who is a servant. Frankensteins aunt adored her to the extent of schooling her. However, her death is occasioned with challenges posed in Justines life. Here, Shelley is using a direct account to describe a personal experience. She is straightforward in her narrations. Against all the odds, during the illness of Frankensteins illness, Justine took the initiative to attend to her. Now that she is dead, her pillar of hope is gone. Nobody admires associating with her. It is crucial for gender equity to be embraced. Above all, members of a society should learn to love and care for one another. Efficiency in personality development is attained through the virtue love and caring. In her literary work, Shelley should have come up with concrete recommendations regarding the promotion of gender equity. Also, she should have effectively spread the message of love. Works Cited Shelley, Mary Wollstonecraft, et al. Frankenstein. Molino, 1966. Oppel, Kenneth. This dark endeavor: the apprenticeship of Victor Frankenstein. Simon and Schuster, 2012

U.s. Passport And Visa Database - 1691 Words

Introduction In July 24, 2014, one crazy thing happened, especially affected all U.S. travelling people. The U.S. passport and visa database crashed! The database is used to record, approve and print visas and other related documents for global people who plan to go U.S. for travelling. All international students in U.S. should apply and receive the visa before they come to U.S. More than 50,000 applicants had to delay their travelling (Press, 2014). Today ‘Big data’ is more popular than before, the performance of a database is becoming extremely important, including family life, school studying, office work and all business. Providing reliable and faster database services is the goal of organizations including any business, schools, and†¦show more content†¦Hardware To improve and better system performance, high quality hardware is extremely important. In a database system, hardware includes many parts, such as CPU processing power, available primary memory (RAM), hard disk, and network about high-speed connection (Coronel and Morris, 2015). For CPU basic requirement, normally it should have dual-core CPU or higher to increase the database performance as fast as possible. The larger RAM is, the computer will run faster. Hard disk is essential to the fast speed for a database environment. Finally, without a high speed network connection, high database performance cannot be guaranteed. Today, switches are much faster than hubs. Using switches instead of hubs can improve the network effectivity and efficiency. A reliable and high speed network can improve the database performance and reduce response time. However, in a real world, unlimited hardware support is impossible. Company normally purchase the maximized possible based on the budget cost. Software The other important element is software for a database performance. Software includes operating system, network for best throughput and application software (Coronel and Morris, 2015). . Today, 64-bit OS is a better choice for operation system selection. It normally can perform a better system performance than 32-bit OS system; also it has a better server application performance than others. For

Roles of Organizational Justice Leadership Style †Free Samples

Question: Discuss about the Roles of Organizational Justice Leadership Style. Answer: Introduction: The idea of the learning culture has been developed to provide the framework that is needed in assisting the labor and the workers within a community in the development of the skills that are required in each respective industry. This can also help in the development of knowledge and practical work experiencing ideas to meet up with the respective demands. According to Dixon (2017), the ideas and theories related to the concepts of learning development and culture can help an individual employee to generate habits that are needed for to overcome challenges at respective workplace. This is mainly achieved by mentoring the employees in their path of career development. The current study will analyze the concepts and theories related to that of the learning culture and development that are needed to promote the cultural value. The existing literature about the relevant topics will be discussed. This can help to identify the purpose of the same in the context of the modern day social environment. It is important to consider the matters of human resource development that play an essential role in the development of learning styles and culture that are needed according to the needs of the organization. Hence, the HRD are responsible for the implementing all major learning culture practice and ensure the best level of performance category. There is wide range of contemporary theories in Human Resource Development practice which is mainly implemented due to its interdisciplinary nature. The elements of human resource development undergo wide range of changes, which is in accordance to the cultural diversity. According to Bolden (2016), theory and concepts related to learning culture in organizations aims to overcome the challenges related to the multiculturalism. The issues of change management are also dealt with the issues of change management. This is highly essential for effective HRD policies that are needed for the improvement of the change management. A common example of this is the regular training and learning programs provided by the company Tesco to its employees in a bid to equip them with the necessary skills which are likely to help them perform in a much better manner. This is one of major issues that are related with the hectic lifestyles that are associated with the change management program. The measurement scale in HRD can help to monitor the performance level of the workers within an organization. Sung and Choi (2014), have added that performance improvement plan is one of the major elements in the contemporary human resource development practice. This can help every employee to deal with the challenge of drivers nature work force and multidisciplinary skills. The learning styles that are implemented within an organization depend upon the skills and discipline that are needed for each case. The learning skills of the employees within the organization need to be in accordance with that of the organizational culture. This will ensure that most of the important human resource policies are in accordance with the mission and vision of the organization. Few of the essential features that are included in all general training and skill development program needs to include the element of time management program. This is considered to be the most important and essential within t he given context of dealing with the smart objectives. As per mentioned by Dhar (2015), it is essential to link up all the business objectives with that of the skill training exercises. The employees need to see themselves as an essential part of respective organization. It is a reflection of this particular feature that the employees of the company Starbucks are treated as shareholders of the company and not as individual workers or the employees of the company. Meyers and van Woerkom (2014), have added that the theories within the HRD practice have been integrated with the elements of Sociology. It is also important to consider their practical theories of economic development which also need to be aligned with HRD practices. The education management program needs to be included as a major part of organizational training. This will help to ensure that all the employees get latest information related to management changes. Tung (2016), has mentioned about performance improvement theory that priorities the level of human competence. This is required in ensuring the worthy the performance level of every individual. The competence level of the human is considered to be inversely proportional to the performance level of the organization. The deficiency in the performance level needs to be identified in order to ensure high level of accomplishment in respect to organizational performance. Sheehan (2014), has identified 6 factors that are responsible for enhancing individual performance as a part of part of the learning cultural plans. Incentives and awards are the major motivating factors, which can help every individual to take extra initiative in accomplishing organizational tasks. Proper data need to be provided to every employee. This will help to ensure that standard of performance is being maintained within the workplace. Proper resources utilization can also act environmental tool to support requirement of the employees. Individual capacity need to be measured and evaluated in order to understand the value of their potential. Motivation level needs to be set according to individual Expectations and performance capability. The knowledge enhancement is needed to improve upon the existing skills. Learning skill development practice for competitive advantage Human Resource Department of an organization plays significant role in determining the level of competitive advantage in the context of the existing market environment. According to Strom et al., (2014), overall organizational performance highly depends upon the training practices and skill development program that are incorporated. One of the additional challenges in the given context is maintaining high level of organizational motivation that can help in the process of developing the existing skills of the employees. With the help of advanced level of human resource development practice, it is possible to incorporate multi disciplinary skills that are needed in the fast changing business environment of the modern days. The leadership in the Human Resource Department plays an essential role in evaluating and nurturing the Talent that are present within an organization. With the help of proper recruitment strategies, it is possible for the human resource department to ensure that there are essential steps being followed with the selection round. With the effective recruitment strategies, it is possible to properly make use of all resources that are needed for higher levels of management planning. The quality of the recruitment strategy will decide upon the Talent that can be incorporated within the workplace of an organization. It is a reflection of this particular strategy that the company Microsoft every year recruits a large number of employees from the various colleges as well as universities of the world. According to Albrecht et al., (2015), is essential to ensure that the organizational goal needs to be synced up with the adopting policies that are implemented in the Human Resource Department that will help to make proper learning skills and developmental theories needed for human resource optimization. Proper monitoring tool needs to be implemented in order to ensure that all the employees are properly evaluated based upon their performance level. The main focus is to highlight upon the new form of challenges that can promote the organizational view point. Identifying new growth opportunity is highly essential in gaining extra competitive advantage, in the context of the modern day business environment. Higher levels of growth can be generated that is needed for effective implementation of competitive advantage policy. The practice of higher impact learning culture is essential to maintain healthy practice within the workplace and generate greater level of competence. The development of positive skills and high end learning culture are needed for implementing effective and sustainable competitive strategies (Strom et al., 2014). The talent management program can also be included as a part of the capacitive learning program. The organizational learning culture can be nurtured by quality and effective forms of leadership program. According to Albrecht et al. (2015), is essential to ensure that the organizational goal needs to be synced up with the adopting policies that are implemented in the Human Resource Department. This has to be in par with the learning objectives with the organization. Alongside the same, it is essential to implement the proper monitoring techniques that will help to ensure proper employee benefits plan that are necessary for the organizational performance. The main focus is to highlight upon the new form of challenges that can promote the organizational view point. Identifying new growth opportunity is highly essential in gaining extra competitive advantage, in the context of the modern day business environment. It is here that the process of globalization adopted by the various companies of the world like PepsiCo, Starbucks and others become significant. It is therefore essential to connect the HR practice along with competitive advantage policies. This ultimately helps to generate high end skills with the organization; alongside innovative learning skills are also generated that are required for the implementing effective competitive advantage policies. The HRD of an organization need to properly analyze the existing business environment and marketing policies and this is needed for maintaining sustainability within the existing workforce. Conclusion In the concluding note it can be said that future research work related the practice of HRD needs to focus on advanced levels of learning culture that needed for effective skills development program for the future. The policies also need to be synced up with the competitive advantage element that is highly essential in the context of the modern day business environment. The major features of the current cultural learning skill help to focus upon the time and resource management planning. Reference Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35. Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430. Dixon, N.M., 2017. The organizational learning cycle: How we can learn collectively. Routledge. Meyers, M.C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), pp.192-203. Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), pp.545-570. Shuck, B., Twyford, D., Reio, T.G. and Shuck, A., 2014. Human resource development practices and employee engagement: Examining the connection with employee turnover intentions. Human Resource Development Quarterly, 25(2), pp.239-270. Strom, D.L., Sears, K.L. and Kelly, K.M., 2014. Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership Organizational Studies, 21(1), pp.71-82. Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), pp.393-412. Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal of World Business, 51(1), pp.142-152. Wilton, N., 2016. An introduction to human resource management. Sage.