The diary of Francis Seyton Essay Example for Free

The diary of Francis Seyton Essay One year hath passed, twelve months I have endured the backstabbing treachery of these troubled times, which are strange beyond all comprehension, and I but a humble servant am trapped inside a conflict of conscience and valour. Many things, all alien to me have I seen or heard, my mind is in turmoil should I believe what I see? Merely a week ago brave king Macbeth was pronounced unwell. When attending a banquet he was suggesting the iniquitous and muttering words dictated by Satan in a disturbing manner. Who would have thought? The king himself. When Macbeth was crowned I swore allegiance to him and his cause. Am I a servant of the devil? I fear so. My fears were accentuated when the most tragic and appalling incident transpired. For many weeks a doctor had been attending to lady Macbeth after a maid requested her attention as she was worried for the ladys well being. I was not informed of the reasoning behind the calling of the doctor but rumours were rife. With my mind a drift believing was not necessarily seeing and therefore I could not confirm any of the circulating gossip, which could so easily be false but just as easily true. I chose to postulate the rumour, actually closer to conspiracy theory of Macbeth and lady Macbeths plot to replace Duncan whether through fair play or not to become of a royal stature, influenced by satanical forces, which will eventually lead them to exasperation. I noticed lady Macbeths rather mystifying ritual of rubbing her hands together religiously as if to be washing the, scrubbing them of her sins to a degree, I passed her chamber a few days ago to hear her say: Heres the smell of blood still: all the perfumes of Arabia will not sweeten this little hand, oh, oh, oh! Foul whisperings were abroad, unnatural deeds do breed unnatural troubles; infected minds to their deaf pillows will discharge their secrets. With this and other accumulating evidence I put two and two together and came to a conclusion. Later that night I could not rest. A battle was underway in the depths of my mind, a bloody uproar against my murderous master. I could imagine only one way to rid me of the turbulent dreams distracting my sleep, to confront the demonic Queen and question her righteousness. I dressed myself in my finest robes, brilliant gold buttons and glistening silver laces, if I were to die tonight I would rather depart this ominous place presentably with self respect. I approached the chamber door, breathing erratically like the waves at sea in the most ferocious storm, crashing into my hull, untameable. The door lays ahead dare I go forth? I approach the point of no return, when I must pass through the gates of hell and conquer the foul creature Cerberus, Satans servant. The carvings on the door seem alive, the writhing serpents spitting venom, intimidating, driving me away. But I must prevail, I thrust forward grinding my teeth, clenching my fists, a raging sweat takes over my body, the adrenaline driving me toward. I fight back the serpents and place my hand on the chamber door. It is locked. I hear crying from within the room, which quietens down to a feeble murmur. I draw back and knock on the door, once, no reply, twice, silence, thrice, a blood curdling scream! Terror shoots through my veins like a galloping horse. Oh suck on my chocolate salty balls! Quickly I delve deep into my pocket and grasp my keys. Nervously I struggle to search through the brace and locate the key. Finally after what seemed like hours I set my hands on the key, and inserted it into the mortise lock. The key turned, another scream echoed through the corridor further emphasising my trepidation. I fear what lies ahead, could this be the end of my short-lived existence. I summon the curraige from the depths of my heart and continue to open the now unlocked door, the final stand lies ahead, I worry gravely but I know I must go forth. Upon opening the door I see nothing, darkness and the only thing I fear more is the light for what it may bring. Quietness now blankets the room an eerie darkness sends fear into the roots of my soul. I reach for the torch in the corner of the room, extinguished, sharing the same fate as lady Macbeth I fear. With my flint and tinderbox I strike and send a revealing light across the room. To my surprise I see the queen sat at her mirror, staring as if in a trance, vacant of reality. Preceding forward I notice makeup scattered over the floor, in a trail all the way to her seat. Looking at the mirror I see her reflection, a ruined figure with a pathetic look and makeup smudged by tears. I stop and ask myself have I the audacity to question her, I see her hurting I have reservations of whether I am insensitive enough. No, I cannot. Hoping I am unnoticed I turn, face the door and begin to walk away, regretting every stupid thought that entered my head, who am I to dispute the Queen? A mere Ill educated servant. My stupidity astounds me. I hear a sharp slicing sound from within the room, like the edge my razor, cutting the cheek as I shave in the morning, a sound that sends shivers through my spine. I turn and run towards the queen, I hear her wheezing through a self-inflicted mortal wound, leaking air, spewing blood in her throat, I hear her life escaping and quickly grasp her hand preventing her from falling from her chair. I hear her faint gargled voice trying to break through, drowning in her own blood. Tears begin to well in my eyes and a scream bursts forth from my mouth like a wolfs cry. Slowly the life in her escapes, she lies coughing, choking and I am helpless, unable to assist, I feel so worthless, where is help? For an eternity I stand with the queen dying in my arms. Blood covers the room in a viscous sheet, dark red, shining like a sheet of silk. I see the knife glinting in the dull light, blood stained on the floor, and the makeup on the queens face is ruined, ironic, what is on the outside has become what was on the inside, a broken woman. I hear footsteps, too late. As the queen draws her last breaths servants run into the room. They stand and stare at the bloody wreck of the queen and they too begin to cry, with their hands on their hearts, looking towards the floor it is obvious they are too late. Then without warning she exhales, her whole body becomes limp from head to toe, she is dead. I lift her from the chair and place her on her bed. I cannot stand to look at her pretty face stained with blood so I lift up the white sheet covering her bed and place it over her body. One of my colleagues faints and collapses on the floor, obviously overcome by the horror that fills the room. I know that eventually I must leave and give the disparaging news to my master; I fear he will not take it kindly.

Letters in Jane Austens Pride and Prejudice Essay -- Jane Austen Prid

Letters play a very important role in ‘Pride and Prejudice’. They can tie the story together because letters provide information which we would not have found out from the dialogue between the characters. We can also find out extra background information which can help with the reader’s understanding of characters, the plot and the novel in general. Letters can reveal character’s personalities and how they feel about the other characters in the novel, for example Miss Bingley’s feelings about Jane. Letters are used as a dramatic device in ‘Pride and Prejudice’ to further the plot, link the story and to inform the readers of the character’s personalities. Letters are also an extremely important part of ‘Pride and Prejudice’ because at the time when the novel was written, letters were the only way of communicating other than through word of mouth. Letters can be used to deliver good and bad news at any time. They did not have telephones so a letter would be the most appropriate way of keeping touch with friends and family. Jane and Elizabeth are two of the main characters in the novel and they write to each other frequently during their visits away from each other. The sisters share some parts of their personalities. Both are caring, loving and considerate towards other people, but Jane is extremely loving and she does not want to judge any of the other characters in the novel before she has heard the entire story. This is because she does not want to think badly of anyone. We know this from Jane’s letter to Elizabeth regarding the actions of Miss Bingley and Miss Hurst in London. ‘If I were not afraid of judging harshly, I should be almost tempted to say, that there is a strong appearance of duplicity in all thi... ...Cited Austen, Jane. Pride and Prejudice. Norwalk: The Easton Press, 2008. Internet Sources Consulted "Psychological Growth in Pride and Prejudice | MSS Research." MSS Research. MSS Research, n.d. Web. 02 May 2015. Marcus, Mordecai. â€Å"A Major Thematic Pattern in Pride and Prejudice.† Nineteenth-Century Fiction 16.2 (Dec. 1961): 274-279. JSTOR. Web. 02 May 2015. Stovel, Bruce. ‘A Contrariety of Emotion’: Jane Austen’s Ambivalent Lovers in Pride and Prejudice.† The International Fiction Review 14.1 (Winter 1987): 27-33. Literature Resource Center. Web. 02 May 2015. Weinsheimer, Joel. â€Å"Change and the Hierarchy of Marriages in Pride and Prejudice.† ELH 39.3 (Sept. 1972): 404-419. JSTOR. Web. 02 May 2015. Wiesenfarth, Joseph. â€Å"The Case of Pride and Prejudice.† Studies in the Novel 16.3 (Fall 1984): 261–73. Literature Resource Center. Web. 02 May 2015.

Assessment of the Interactive Behavior Style

According to the DISC Platinum Rule Assessment, the â€Å"Interactive† behavior style defines people who are highly focused on other people. They love being around groups and they are fond of being involved in groups. They are generally extroverts and they do not like to be alone. They love working with other people. And they are very sociable. According to the assessment, people who are â€Å"interactive† get their motivation from being around other people. Their ultimate goal is to get other people’s recognition. They want to earn applause, acceptance, and complements.If recognition from other people is not present, they will ultimately lose their interest in whatever they are doing. Their drive to strive for their goals comes from other people. Most of the time, their ultimate goal is to earn to be appreciated. As for their decision making and their lifestyles, people categorized under the â€Å"interactive† behavior are very fast paced. They do not lik e routines. They are very spontaneous. Because of their liveliness, they usually want to do a lot of things all at the same time. Even if they are still involved with one activity, they jump to another task. That is why they often end up so disorganized.Aside from disliking everyday habitual activities, interactive people also don’t like facts. They do not like details. Instead, they generalize information. They base their conclusions on â€Å"guesstimates† than on highly objective and empirical data. That is why they often exaggerate. Interactive people also work well with others. Because they are sociable, they usually tend to attract the attention of others. They also have the ability to motivate others in order to work towards a common goal that they also pursue. They are perfect for those professions and careers that require excellent rapport with other people.They should be in the field of sales, entertainment, public relations, social welfare, and the like. Appl ication of Strengths and Weaknesses Just like what the assessment states, I am optimistic. I see life as an opportunity to do various activities. I am positive and cheerful. Everyday, my greatest accomplishment seems to stem from fulfilling one or two lively activities. Even if there is really nothing to do outside, I make it a point to go out and to look for something that I can occupy myself with. I love being around other people and that is probably why I value my friends so much.I also like going to parties and other social activities. I make it a point to form new friends despite the fact that I already have many acquaintances. Whenever I go to social gatherings, I make it a point to meet a new friend. I am one of those few people that you cannot alienate even if you expose me to groups of people that I do not know. I am also persuasive and very motivating. I can easily talk my friends into doing something I believe is terrific. In addition to that, I am very enthusiastic. I th ink it is a total waste of time to be lying around and doing nothing.I love engaging in various activities, even those which I am not very familiar with. I am passionate about living life to the fullest. However, because I do love engaging in many activities, I often become careless primarily because I am often preoccupied with so many things all at the same time. This is also probably the reason why I often end up being disorganized. My initially planned schedule for the day often gets tangled with the other activities that I usually want to slip in it. Analysis of the behavior assessment The analysis seems to be quite accurate in describing the prime motivators, strengths, and weaknesses of a person.The data yielded is very useful primarily because it was very thorough in describing the assessed person. It includes the possible conflicts associated with his set of strengths and weaknesses, as well as the possible steps that can be taken to solve such conflicts. The data provided i n the assessment can largely contribute to overall self-improvement. Understanding your tendencies and gaining insight on your personality can improve rapport and communication with other people. It can predict job performance and potential leadership skills (Kierstead, 1998). It can also be used in understanding the personalities of other people.In a personal case, it can help one concentrate on his strengths while altering his weaknesses. However, it should be noted that people should not confine their identities to the discussed test results (Carey,2004). Also, I have noticed that some characteristics of a particular behavior type often overlap some of the traits of the other types. Though the delineation between the types is often very obvious in the initial description, the question of exclusivity between the characteristics can be observed in the specific details of the subtypes of the behavior assessment.Also, although the results of the assessments are quite accurate, it sho uld be noted that people should not confine their self concept with the descriptions provided by behavioral evaluation, no matter how elaborate they are. Regardless of how complete and concise the assessment results are, people should realize that the results were based on a personality evaluation taken during a certain period of time at a certain moment in a person’s life. In simple terms, it is relatively an accurate assessment of someone’s here and now.It should be noted that people are rapidly evolving beings that can radically alter their behavior and personality over time, based on the set of experiences and challenges that come their way. A person with an interactive behavior type can transform into one who has a cautious or dominant behavior after having one of those life changing experiences or major life turn points. Basically, a technical generalization of the personalities of men should not be regarded as the sole indicator of how a person should be interpr eted.It should not be sued as a basis of what kind of people should one get along with. Confining your analysis of people into four types or sixteen subtypes can greatly promote stereotyping. As such, these should not be used as the sole basis of interaction with other people. In order to ascertain the adaptability and the efficiency of this behavior evaluation, such forms of assessments should be taken regularly in order to form comprehensive and accurate concepts of one’s self.

Focus On Voluntary Turnover Business Essay - Free Essay Example

Sample details Pages: 6 Words: 1889 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Shortest definition of organizational politics could be termed as unsanctioned influence attempts that seek to promote self-interest at the expense of objectives, goals and growth of an organization. Cropanzano and Grandey, in press; Drory and Romm, 1990; Ferris, Frink, Beehr and Gilmore, 1995; Ferris and Kacmar, 1992; Ferris and Judge, 1991; Ferris, Russ and Fandt, 1989; Kacmar and Ferris, 1993). Organizational politics is a subjective experience and state of mind which cannot be measured exclusively on objective state (Gandz and Murray, 1980). Don’t waste time! Our writers will create an original "Focus On Voluntary Turnover Business Essay" essay for you Create order According to Gerald R, Farris (1992) mentioned that perception of organizational politics influenced by organizational, environmental and personal factors in turn influences organizational outcomes such as job involvement, job anxiety, job satisfaction and physical and psychological withdrawal from the current working organization. Organizational politics perception also could be due to variability on job, age, sex education as well as the hierarchal level in an organization resulting impacts in job satisfaction, anxiety, employee promotions. In the same way other causes could be job environment influences (Graen, Novak and Sommerkamp, 1982), wok group cohesion (Price and Muller, 1986), span of control (Ferris, 1990), Feedback and advancement opportunities (Ferris, Frink, Galang, et al, 1996). Every organization have human resource with a different age, income, education, gender and hierarchal level, and they all respond or participate differently in the organization politics, so we can say that status level, economic conditions and personalities are effects the organizational decisions (Vigoda, 2000). Employees with a low hierarchal level think that organizational policies are the main source of unjustified decisions and employees frustration and these unfair decisions and frustration simulates negative and unhealthy attitude (Vigoda, 2000). For the top level of organizational human resource, organizational politics works as centrifugal force which pushes them to physical withdrawal and they find a new job place which they think or perceive less political. So we can clearly understand that organizational politics strongly correlated with the organization commitment. Bozeman (1996) and also depicts that this relation cab be a negative relationship. Every organization provides some rules and policies for employees who are engage in political behavior for guidance. In the organizations where these rules are not available to prescribe how to act, there are m ore chances of the occurrence of political activity. In the circumstances where rules and policies are not defined and available for the guidance of employees then circumstances allow individuals to define a situation and fit their own wants and needs. This redesign of situation is often called political behavior. (Kacmar, 1995). Ferris et al (1989) and Fandt, and Ferris (1990)found that, political behaviors are found more in the organization where uncertain conditions and ambiguity exist in work place. According to Ferris (1992) job autonomy, job variety, and feedback can be a helpful tool to reduce uncertain condition from the work place, low uncertain environment leads to reduce political activities in the organization and provide healthy space to achieve organizational goals. According to Daft, 1989. Job autonomy and low variety of tasks could be helpful factors to reduce political situation and environment. Ferris et al 1989 identified that age, gender, tenure, race play very vital role in perception of organizational politics, human resource with a different demographics sound differently in the way to organizational politics. Mintzberg (1983, 1985) identify another important factor of organization politics which is Formulization, organizations who are highly formalized, they have very less rate of organizational political activities. It is also an outcome from the research of Mintzberg (1979) which tell us political activities are lowest in highly formulized organization. According to Mintzberg (1979) he indicates that professional organizations have more political environment then other organizations. Ferris also highlighted the same points and fact in his researches that opportunities (Smith et al, 1962) also reduce the political situation or political behavior from the organization and organizational opportunities have negative relation with organizational politics and peoples involved more in politics when they see they have lesser opportun ities of growth and betterment. According to (Madison et al, 1980; Ferris and Buckley, 1990) employees performance is linked with the employees promotion and if the organizational decisions regarding promotion are fair and transparent the ratio of politics in organization at very lower level. Employees promotions is also a most essential and basic ingredient of organizational politics. Every employee in the organization have a different personality so personality traits also an important factor of organizational politics Machiavellianism. According to Cropanzano in 1997 he found that there are so many other factors of organizational politics which could be countless. In the organization where politics exists, there employees think that they are working hard and their hard work will not be rewarded properly, timely and consistently. Since Employees think that power is a key to success and more powerful employees and groups and affiliation with these groups provide more benefits to the employees. In these situations employees have options to quit or withdrawal, (Mobley, 1977) stated in his study, withdrawal process means, the process in which employee want to quit from the organization if a person dissatisfied from the organization he will be start thinking about the switching of job and think about leaving the organization. (Mobley, 1977) these withdrawals could be physical and psychological. In physical withdrawal peoples quit the organization and another one or physically withdraw their self from organization and in the case of psychological withdrawal is quit different with the physical withdrawal, in psychological withdrawal process employees mentally unable to present their self on the work place and do add any value in his or her job responsibilities and they spend lot of time in day dreaming and detracted others and also involved in non productive works. So we can infer that Psychological withdrawal positively correlated with the organizations politic es. (Ferris et al, 1993; Randall et al, 1994). Similarly as Ferris et al, 1993 also depicts that organizational politics have a positive relationship with the employees turnover intentions. This situation could be happen where employees become more isolated and do save themselves from political situations then they take a step towards turnover.(Price, 1977) Turnover means the ratio of the number of employees quit from the organization during the period and divided these employees by average number of employee in the organization during the period (Price, 1977). This research focus on voluntary turnover means turnover from the side of employees. Turnover intentions are the inclination or the attitude of the mind. If the organization noticed that the employee are having attitude of turnover the organization must find out the problem, because these problems making a mind of employees towards quitting. (Wanous, 1979). Organizational commitments, turnover intention and job satisfactio n are interlinked with each others, but according to study, organizational commitments had strong relationship with turnover intention, though the employees satisfaction are directly related with the turnover intention, unsatisfied employee always searching new and better opportunities.(Peters, Bhagat, OConnor 1981) and all kind of organizations are focusing on these problems and take it seriously to reduce the turnover ratio from their organizations (Lucas, Parasuraman, Davis Enis, 1987). Another point of view which was presented by Pfeffer (1981) about organizational politics is organizational politics can be use for the improvement of an organizations processes. Pfeffer (1981) also argued that organizational politics also helps organization in betterment of processes, execution of plan, implementation of new strategies and for running of business. Employees who are skillful in doing politics they can get maximum rewards in his professional career and get maximum benefits fro m his or her organization.(Wayne Farris, 1990). According to Pfeffer (1989) he further suggest that political focus is very much important perspective in sympathetic of career growth. He also found that lower levels of employees are highly involved in job rotation or turnover. 2.1.1.1 Impacts of Organizational Politics on Employees Physical and Psychological Health. Here it is very much important to understand the impact of perception of organization politics on the employees physical and psychological health because organizational politics creates number of problems for the organizations human resource. In this regards many researchers explore relationship between organizational politics and employees health physical or psychological. Organizations where higher level of political environment exist, it will increase or generates the level of stress in employees (Valle Perrewe, 2000) and it will also increase level of tension for the organizational human resource and this will creates anxiety anxiety (Ferris, Frink, Galang, Zhou, Kacmar, Howard 1996) job and somatic tension and level of employees energy is low in these circumstances (Cropanzano, 1997). Political environment effect overall productivity of an employee and political situations are also creates conflicts between employees and organization. Similarly tiredness and burnouts creates number of problems which are known as physical problems like headaches, backaches, lingering colds, gastrointestinal, etc (Maslach and Jackson, 1981). The basic out come of organizational politics is work stress. Work stress is subjective feeling of an employees which can be take place when employees feels that he or she do not have sufficient capabilities to perform and complete the organizational work and task and he feels he unable to achieve his or her goals and objectives. (Folkman Lazarus, 1991; Edwards, 1992). Work stress drops negative impact on the employees performance as well as organization and economy performance because these all things are inter linked with each other. Due to work stress organizations face number of costs like wastage of time, reduction in production processes, physical accidents and in the shape of lost (Ganster and Schaubroeck, 1991; Holley and Frye, 1989; Joure, Leon, Simpson, Holley and Frye, 1989; Minter, 1991; Murphy, 1988) and these all mo tives also indicates work stress and organizational politics. If employees feel or perceived, organization have political environment or politics involved in every matter of organization and also involved in decision making process of an organization then employees reports low resistant power, work tension, general health problem and negative attitude (Cropanzano, 1997). Cropanzano mentions in latest book that, organizational politics badly effects on the organizational formal decisions and politics involved in organizational formal decisions then the decisions are tend not be transparent and this non transparency pushes the employees towards turnover intention and mental withdrawal. Non transparency of decision also increase stress level of employees because employees are unable to execute their decisions as they thought and plan. Political environment and stress will also creates uncertain conditions and situations and politics and stress also involved how peoples understand un certain situations and where necessary actions can be taken for the removal of politics and come out from stress (Cropanzano, R., Li, A. in press). Some researchers describe stress, it is internal resistance power of peoples in which they under estimate their self against demands and they think these demands are exceeded from their capacities, some others researcher depicts that Politics as Stress (Dipboye Foster, 2002). Kahn and Byosiere (1992) categories the responses which will be the creation of stress, according to him there are three kind of responses or outcome of stress, physiological, psychological, and behavioral. Stress damages peoples physically in reduce their physical strength, physical outcome of stress involve, high blood pressure, high heart rates, and high cholesterol level (Fried, Rowland, Ferris, 1984) here the researcher mentioned very limited outcomes but these should be more then these. Psychological outcomes of stress involved anxiety, burnout, confusio n, depression, job dissatisfaction, health problems, and fatigue (Beehr, Walsh, Taber, 1976; Cooper Roden, 1985; Davidson Cooper, 1986; Fisher, 1985; Kobasa, 1982). At the last but not the least final outcome of stress is behavioral damages like absence at work, late arrivals, negative attitude, early going, low motivation level, low work productivity counterproductive behavior, job performance, turnover, and drug use on the job9192 (Blau, 1981; Mangione Quinn, 1975).