At the beginning of the 17th century, enthusiasm...

At the beginning of the 17th century, enthusiasm individualism, skepticism, and emotionalism began to be extinguished and all the conventional things, orthodoxy, rationalism, conformity, order, refinement and eloquence, and etiquette are the new traits sought to be obtained. And a key influence of which is the rationalism of the famous Rene Descartes where he rejects all date except those supplied with observation and experience through the use of inferential learning where concluding one thing comes from experiencing it hand in hand. Another key influence why the said traits flourished in the 7th century is the church. The church in the 7th century is an equally big player together with King Louis the XIV, the Sun King. The be involved in†¦show more content†¦Regarding the genre of Tartuffe, Moliere made a clear definition of which is which, those rich people and those who serves the upper class. The interaction of both the rich men and aristocrats and the ladies and helper s is the thing that gets everyone laughing where their hired helpers tries to get into the rich men’s personal lives. And as stated earlier, Religion is also a big deal in the world of Tartuffe. Priests and other members of the Catholic Church were considered to be a part of totally different class that is respected and valued jut like the royalties and aristocrats. Moliere was also controversial because of his satirical ways of writing his plays. He is so call as the enemy of the hypocrites because he tends to show the true features of every kind of people in his plays. In Tartuffe, he made Mr. Tartuffe as a play write who was convicted and was adopted by a rich family of Orgon. There, he was hired to teach Orgon the art of acting, but for him to be able to enter the house, Tartuffe must first pretend to be a religious person, as a priest to teach their family the ways and sayings of the Catholic Church. The controversial part of play for the Catholic Church for me is the pa rt where Tartuffe, as an acting priest, tries to seduce the wife of Orgon, Elmire, when she have read the writings of Mr. Tartuffe that was rejected byShow MoreRelatedEssay about Moliere1302 Words   |  6 Pages Moliere is undoubtedly one of the most interesting and famous French writers ever. His comedic plays capture the reader with a a perfect blend of intelligent and slap stick jokes. He mastered the strange enterprise of amusing decent people(Guicharnaud, 2) with this simple philosophy: Nothing is more effective(in making people laugh) then holding up the mirror to nature.(Guicharnaud, 21) Jean-Baptiste Poquelin was born in Paris on January 15, 1662. His father and Mother whereRead MoreThemes of Hipocrisy in ‘Tartuffe’ by Moliere1195 Words   |  5 PagesHypocrisy’ as a common theme throughout literature has often been advocated by the author’s use of concealing the true characteristics or meaning of the character. ‘Tartuffe’ by Moliere is an amazing neo-classical drama, where it portrays the contradictory relationship between appearance and reality in terms of hypocrisy. In one hand, Tartuffe, the religious hypocrite, who always wears a false mask of untrue righteousness to deceive others around him, on the other hand in reality he turns out toRead MoreThe Voice of Reason in Tartuffe by Jean-Baptiste Poquelin Moliere1002 Words   |  5 PagesJean-Baptiste Poquelin Moliere wrote Tartuffe during the beginning of the Age of Enlightenment. One of the main characteristics of the Age of Enlightenment was a push towards using reason over emotions to make decisions. The leaders of the enlightenment truly b elieved that the world could be made a better place if people did this. In Tartuffe, when the characters use their emotions to make their decisions they find themselves in undesirable situations. While those who let their emotions rule themRead MoreMoliere s Tartuffe By William Moliere1574 Words   |  7 Pagesinstead of passion. Moliere’s â€Å"Tartuffe† was written to challenge the dominant political and religious views of its time. The Catholic church viewed Moliere’s â€Å"Tartuffe† as a threat to their faith and banned the play from being performed in public. Moliere became one of the great Enlightenment thinkers because of his willingness to speak out against the large corrupt institutions that many people did not have the courage to question. Marcel Gutwirth states, â€Å"Who is Tartuffe? Who is the wretch comeRead MoreEssay on Orgons Incompetence in Tartuffe641 Words   |  3 Pagesdays ago had a bad fever, and a fierce headache which refused to leave her. Orgon Ah. And Tartuffe?( Moliere (24). He didnt not care that his wife was sick but only worried about the holy Tartuffe and his well being. There was one character who wasnt even a main part of the play, but the Prince being A prince who sees into our inmost hearts, and cant be fooled by any tricksters arts (Moliere 66), persevered and came through for Orgons mistakes and granted his property back to him and let himRead MoreEssay On Hypocrisy In Tartuffe823 Words   |  4 PagesMoliere during his creation of Tartuffe wanted to bring to attention the underlying issues which were occurring in society as people began to accept the change in social order and the way of doing things. This was when the people who were lowly ranked by the aristocrats began to get the att ention they deserved because of the changes and the impact they were making in the society. Moliere in Tartuffe also wanted to show the hypocrisy which was evident in Im institutions like aristocracy, church andRead MoreTartuffe, a Comedy by Molier1060 Words   |  5 PagesTartuffe is one of the most famous comedies written by the French playwright Molià ¨re. The play tells the story of a wealthy Frenchman named Orgon who takes in Tartuffe, a man who presents himself to be religious and passionate but actually turns out to be a hypocrite. Despite his family’s warnings, Orgon completely turns his back on his family in order to protect Tartuffe, who betrays him. During that time the play was first written and performed, many people, along with King Louis XIV himself, enjoyedRead MoreEssay on Molieres Tartuffe889 Words   |  4 Pagessatire, he was very direct as to the function and objectives of one are. The function is to correct men’s vices, using satire to ridicul e them and expose them to public laughter (Moliere, p.14). Although this satire is making fun of many things in the church and organized religion, which is not the only objective Moliere had in mind. Tartuffe has many themes that reoccur through out the play. The time period, in which this play was written, was known as the Age of Reason. One of the main ideas andRead More Feminism During the Enlightenment in Molià ¨res Tartuffe Essay1297 Words   |  6 Pagesstarted to win an equal place in society in the Western world. However, the fight for equality has not been a short one. The seeds of the liberation movement were planted hundreds of years ago, by free-thinking people such as Jean-Baptiste Poquelin Molià ¨re. Writing during the Enlightenment, his plays satirized a great many aspects of society, from hypochondriacs to hypocrites (Lawall 11). Although the Enlightenment was primarily a male-driven era, women began to strive for a greater place in the worldRead MoreTartuffe Hypo crisy Analysis1184 Words   |  5 Pagespious and holy man whose every action is based to please God and follow religion tirelessly. â€Å"There has been no loftier soul since time began† claimed Orgon (Molià ¨re, 2016). We then realize this man does quite the opposite and â€Å"[Tartuffe] has proved his warm and grateful feelings toward [Orgon], it’s with horns he would reward [Orgon]† (Molià ¨re, 2016). He uses the mask of being religious to weasel his way into gullible people’s lives such as Orgon, then take full advantage of them and call it holy

Ocd Speech - 991 Words

Obsessive Compulsive Disorder I. Introduction a. Attention Getter: According to the National Institute of Mental Health, over â€Å"2.2 million American adults† suffer from Obsessive Compulsive Disorder in a given year. In a world of 6 billion people, 2.2 million doesn’t seem like much, but to put it into perspective, 2.2 million is about the population of Houston, Texas. b. Motivation: This disorder is a part of everyday life and affects all Americans, regardless of race or class. Just like thousands of other medical problems that affect us today, it’s important for the public to be informed about the disorder in order to better understand those that suffer from it. c. Credibility: Though I do not personally suffer†¦show more content†¦1. Some of these obsessions are fear of germs, fear of causing harm to another, fear of being embarrassed, fear of thinking evil or sinful thoughts, need for order, symmetry, and excessive doubt, and the need for constant reassurance. 2. The compulsions are repeatedly washing hands, refusing to shake hands or touch doorknobs, repeatedly checking things, constant counting while performing routine tasks, constantly arranging things in a certain way, being stuck on words, images, or thoughts, and repeating specific words, phrases, or prayers. [VISUAL AID] [Transition] Although the symptoms of OCD are recognizable, one aspect of the disorder that is still unclear is the cause of it. f. Main Idea #2: Causes ii. I will look at the biological and environmental factors that have been studied by scientists in order to understand the origins of the disorder. 3. Biological factors are the genetic and physical makeup of a person. One theory, which is the most common, is that people can inherit a genetic predisposition to OCD from their parents. Another theory is the idea that the brain doesn’t have enough serotonin, a type of neurotransmitter in the body that is part of the communication process. 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A Job Description

Questions: 1. Analyze your own job and draw up a job description. How would you use this job description? How does it differ from your formal job specification?2. Examine a situation where someone you know was dismissed from their job-e.g. a colleague or friend? What were the grounds for dismissal? What procedures were followed? Evaluate the fairness and transparency of the process.3. Critically evaluate the process of performance appraisal in your organization. How effective is the process in achieving its aims? What actions are taken as a result of the appraisals?4. Consider two or three recent changes in your own workplace. What caused them? How did they occur-were they planned or evolutionary? What was the reaction of the people affected? How could they have been better managed?5. Analyze your own workforce. What different cultural backgrounds are represented? Are you aware of the cultural norms which apply? Do you interact differently with those employees from different culture from your o wn? Why/why not? Answers: A Job Description The job description of an operational manager in a restaurant comprises the following: Working with the workers the main role of an operational manager is to manage the overall operation in the restaurant and be a part of every decision that is made which in turn affects the workers working in the restaurant. The operation managers are more likely to work directly with the kitchen team as well as the dishwashing team and the host staff. This in turn involves food preparation, seating, serving at the side of the team whenever it is essential. The operation managers are thus able to work as a role model so that the workers can behave properly throughout the restaurant. The operation managers are also responsible for giving training to the new workers. The training can involve the on-going training that in turn requires the managers to recognize the prospects whenever it is required (Hill and Hill 2012). Workings with the consumers the operation manager are also responsible for working directly with the consumers on a day-day basis. The responsibilities include the handling of the complaints made by the guests. They are responsible for ensuring that the guests have had a pleasant experience in the restaurant. The operation managers also work in the floor during the food hours so that they interrelate with the guests. They also take suggestion from the guests so that they can meet up to the demand as well as the preferences of the guests (Sundtoft Hald and Mouritsen 2013). Management of the business procedures an operation manager is eligible to work in a small single size restaurant as well as more than a few restaurants throughout the globe. Irrespective of the size of the restaurant, the operation manager is responsible for the management of the overall procedures of the business so that the restaurant can keep on running properly. These include a lot of job that includes ordering as well the financial planning and the maintenance of the public areas and the kitchen. They are also responsible for managing the role of the HR that is the human resources which also includes hiring and the managing of the payroll (Sennewald and Baillie 2015). The operation manager will use the job description to supervise and manage the employees and to manage the daily operations. The operation manager also maintains the sanitation and the service standards in a restaurant. He will also ensure and maintain the level of productivity of the workers (Fitzsimmons and Fitzsimmons 2013). The analysis of the job that is different his job specification: The operation manager has the responsibility to identify the educational needs of the workers. This is although a part of the Human resources but the operation manager can also play such role. He has the responsibility to provide supervision to the subordinates that includes the setting of the performance standards. He is also responsible for ensuring that the workers are treated fairly and equally. He also makes sure that recognition is taking place in the areas of responsibility. The job he performs that is almost different from his job specification also includes the fact that he provides information to the co-workers as well as the managers through telephone or in a written form as well as in email. He also supervises that operation of the daily shift when the Assistant Restaurant manager is not present in the office (Spirin et al. 2013). The grounds for dismissal of an employee or the colleague are as follows: Conduct the employer can dismiss an employee because of conduct that is the employee had broken one or more terms of employment. The terms that are broken by the employee might include lack of discipline, the use of drug or alcohol as well as dishonesty (Weinstein 2013). Ability to do the job the employer can be dismissed by the employer if he is not able to do the job appropriately that is the employer is not performing as per the necessary standard. The necessary can include the adaptation to the technological changes as well as getting on well with the colleagues (Harcourt et al. 2013). Poor health if the employer is falling sick randomly in that case the employer will think of an alternative before dismissing the employee. This might also include the fact that the employer is not able to handle the pressure of the job and that is the reason he is falling sick. Redundancy redundancy is the most common factor that takes place in a workforce. This mainly takes place when innovative technologies are invented that is new a system has made the job of the employer unnecessary. It can also include the fact that the job for which the employee is hired might no longer exist. The reason under redundancy also includes the fact that the business, which the employer had joined, had closed down. The end of the first-term contract this is also one of the most vital reasons for the dismissal. Sometimes the individual is hired on a contract basis and when the contract ends, they are dismissed. Procedures The procedures are as follows: The first step requires the employer to write a letter to employee about the reason regarding the dismissal or the action that is to be taken against the employee. This letter needs to be given to the employee and he should be invited to a meeting in order to discuss the reason for dismissal. The second step includes the meeting that needs to be conducted before any action is taken against the employer. It is only after the meeting that the employer will conclude and tell the decision to the employee. The third step occurs where the employee recommends the employer that they desire to plea. The manager must give an invitation to the employee to a different meeting that the employee must take all sensible steps to be present at the meeting. The plea meeting need not occur before the dismissal or action results. After the plea, the employer must notify the employee of the concluding decision. The process is transparent in the sense that the there are several steps involved before finally dismissing the employee who is found guilty. The employee is given a notice and he is given the full chance to give a clarification about the charge put against him. A personal meeting is also conducted so that the employee can feel free to give his clarification without any hesitation. The procedure is very transparent so that the employee do not lose his job without his fault. Identify the steps you would take to investigate this workplace accident An accident in the workplace that is harm to the worker in the workplace can be a nightmare for the workplace. A frighteningly common event takes place when the accident occurs. The steps are as follows: The immediate response to the accident in the case of accident the first step involves the immediate care that needs to be provided to the injured. It also includes the internal investigation of the implicated equipment. After the initial investigation has taken place, the company will now determine whether it is necessary to bring in an expert in order to investigate the cause. The need for the expert will take place if the actual reason for the accident is not clear. It is required to eradicate the instantaneous hazards in order to ensure that no one else is injured (Chapman and Thompson 2016). Gathering of the information the second step would include the gathering of the information. This needs to be done by keeping a notebook throughout the investigation process so that the information can be kept together and prepared without any problem. The notes in which the details are kept should be neat and concise. A concise note will help to recollect the facts that are useful to investigate the information. In this step, it is also important to conduct an interview with the injured worker as well as the witnesses who were present at the incident (Chapman and Thompson 2016). While conducting the interview it is very important to make sure that the person should be put at ease. The cause of the interview should also be properly explained to the individuals so that they do not get afraid and hesitate. The cause for the investigation should be mainly emphasized on the finding of the fact and not the fault. It should also be kept in mind that when the individual is speaking, he should not be interrupted. The individuals should also be thanked after taking the interview session (Roed-Larsen and Stoop 2012). The questions that can take place during the interview might include what was the individual doing at the time of the accident, what did the individual see and what did he hear. Analyze the information there many reasons that contribute to the cause of the accident. The analysis can be divided into four broad parts that will include the people, materials, environment and equipment. The following will be the areas on which the investigation can be made (Ericson 2015). People that includes both the visitors and the employees Analysis of the job site Workload Knowledge and understanding Documentation of hazards Inspection of the workplace Equipment Practice and procedure of safe work Equipment Ergonomics Design Documentation Analysis of the job safety Precautionary preservation PPE that is personal protective equipment Materials Analysis of the job safety Precautionary preservation Ergonomics Documentation Specification of the manufacturer use Environment Noise Lighting Quality of the air Housekeeping practices Condition of the weather The cause for the accident can be a direct cause that involves the situations that immediately lead the accident. The direct causes are mainly the warning sign of the basic cause. The direct causes are the related to the unrestrained hazards that arises from the imperfect situations or the inferior actions. The basic causes are the underlying factor that leads to an accident (Braut and Nja 2013). Making recommendation the recommendations should be properly written as well as it should be precise. It should also target the dates for the implementation and the follow-ups. The review or the result it is essential to review the training records of the injured worker as well as those workers who perform the similar job. This will help them to identify the policies as well as the procedures of the workplace (Shappell and Wiegmann 2012). Summarize the investigation should be responsible for implementing the remedial measures within the allocated period. The investigation should also include the appraisal of the corrective measures in order to make certain that they are effectual. Sources of Power In the professional world, the source of power helps in enhancing the career of the individuals. Power is that capacity which helps to get the things done instantly. Power helps to influence the behavior of others in order to achieve the aim. It refers to the possession of the authority that has an influence over others. Being the operation manager in a restaurant the sources of power are as follows: Legitimate power it is also known as the positional power. Being an operational manager, he is responsible for reporting to the leader. To exercise the positional power it is important for the operational manager to exercise it in order to earn the power legitimately. The operational manager of the company mainly possesses legitimate power (Wellman et al. 2016). Expert power the operational manager possess the expert power in the particular area in which he is operating. The operational managers are highly valued by the restaurants for their skills that they possess for solving a problem. The individuals who possess the expert power are considered indispensible, as they are able to perform the crucial tasks (El-Sayed 2015). Referent power this power depends on the interpersonal connection that the operation manager cultivates with his colleagues in the restaurant. The operational manger will possess the referent power when his colleagues will like him and his juniors will respect him. The operation manager needs to have a compelling persona so that he can influence his colleagues to work harder (Lunenburg 2012). Coercive power it is mainly derived from the capacity of the person to influence others that can through the punishment given as well as sanctions. The operation manager possess the coercive power to a large extent as he has the power to fire an individual if that person is not able to meet the deadline of his work. This in turn will control the behavior of the workers, as they will try their best to complete their work within the deadline, they will also hold on to the rules as well as the policies of the company (Hofmann et al. 2013). Reward power the operation manger has the ability to influence a person for the allocation of incentives in the restaurant. The incentives will include the increment in the salary as well as promotions. If the operation manager uses the reward power properly, it will help to motivate the workers. However, if the reward power is misused that is only the favorites are given the rewards; in that case, it can demoralize others (Faiz 2013). Informational power this source of power comes from the knowledge that is valuable for the others. It helps in building trustworthiness as well as rational point of view. Strengths and Weaknesses as a Communicator The estimation of the communication time of the Operation Manager with others is shown in the table below: Communicating individuals Time Employees 5 hours Guests or Customers 4 hours Kitchen staffs 3 hours The strengths of the communicator are as follows: In order to reel the listeners back in, a good communicator asks questions. The main strength of a communicator is that if he can speak well then in that case the inability of the community to stay focused for a long time will be reduced. Being an operation manager in a restaurant, it is very important to be a good communicator so that the staffs listen effectively and do the work appropriately. A good communicator has the ability to ask questions that will in turn draw the attention of the workers (Distefano and Tiner-Sewell 2016). The strength of a good communicator is that he is a friend to everybody. Every individual will prefer to work under someone who can speak well and whatever he is saying is understandable. It is not possible for a speaker to meet each and everyone personally, however, if he is a good communicator that will help him to be a friend to everyone (Hackman and Johnson 2013). A communicator is luminous as well as informative. An operational manager has the potential to have the knowledge about every subject related to the restaurant. The workers will not be interested to listen to someone who does not have a good understanding about whatever he is speaking. However, the individuals will prefer to connect to someone who has the sense of power as well as knowledge (Quintanilla and Wahl 2016). The most important strength of a communicator is that a good communicator speaks with security and self-assurance. Being an operational manager, he needs to possess this quality so that he can speak well with self-assurance to his workers. This will also help him to connect well with the customers on the case if the customer has some problem regarding the food or the environment (Eunson 2012). The weaknesses of the communicator are as follows: It is most probable that there are certain strengths as well as weaknesses of a communicator. A communicator mort often finds it difficult to communicate properly in a meeting. This takes place when the communicator fails to understand the requirements of the people present in the meeting. The weakness also include the fact that while praising an employee for his good work, the operation manager will not be able to give the proper details of the achievement as he will be in a rush to say whatever he has gone through (Chatterjee and Subramanian 2013). The operational manager who has the habit of speaking in jargon will tend to lose the interest of the customers as well as the workers who will be unable to understand those terms. The operation manager also has the potentiality to sound boring, as he will not have the capacity to draw the attention of the individuals working there. In that case, the operation manager needs to lead an interesting life so that he can sound interesting (Cornelissen 2014). References Agile Vietnam. (2013). Six sources of power. [online] Available at: https://agilevietnam.com/2013/01/03/six-sources-of-power/ [Accessed 12 Jun. 2016]. Braut, G.S. and Nj, O., 2013. Components of a tool to address learning from accident investigation.International Journal of Disaster Risk Reduction,6, pp.40-49. Chapman, M. and Thompson, K., 2016. Preventing and investigating horse-related human injury and fatality in work and non-work equestrian environments: a consideration of the workplace health and safety framework.Animals,6(5), p.33. Chapman, M. and Thompson, K., 2016. Preventing and investigating horse-related human injury and fatality in work and non-work equestrian environments: a consideration of the workplace health and safety framework.Animals,6(5), p.33. Chatterjee, R.B. and Subramanian, K. eds., 2013.Excellence in business communication. Pearson. Cornelissen, J., 2014.Corporate communication: A guide to theory and practice. Sage. Distefano, A.M. and Tiner-Sewell, K., 2016. Supporting Social Justice through the Curriculum.Ed. D. Programs as Incubators for Social Justice Leadership, pp.103-115. El-Sayed, M.I., 2015. Studding the Load Frequency Behavior in Power Systems via Using Expert Techniques.Artificial Intelligent Systems and Machine Learning,7(9), pp.266-271. Enkivillage.com. (2016). List of Strengths and Weaknesses in Job Interview Question - EnkiVillage. [online] Available at: https://www.enkivillage.com/list-of-strengths-and-weakness.html [Accessed 12 Jun. 2016]. Ericson, C.A., 2015.Hazard analysis techniques for system safety. John Wiley Sons. Eunson, B., 2012.Communication in the Workplace. John Wiley Sons. Faiz, N., 2013. Impact of Managers Reward Power and Coercive Power on Employees Job Satisfaction: A Comparative Study of Public and Private Sector.International Journal of Management and Business Research,3(4), pp.383-392. Fitzsimmons, J. and Fitzsimmons, M., 2013.Service management: Operations, strategy, information technology. McGraw-Hill Higher Education. Hackman, M.Z. and Johnson, C.E., 2013.Leadership: A communication perspective. Waveland Press. Harcourt, M., Hannay, M. and Lam, H., 2013. Distributive justice, employment-at-will and just-cause dismissal.Journal of business ethics,115(2), pp.311-325. Hill, A. and Hill, T., 2012.Operations management. Palgrave Macmillan. Hofmann, E.B., Gangl, K., Kirchler, E. and Stark, J., 2013. Enhancing Tax Compliance Through Coercive and Legitimate Power of Authorities.WU International Taxation Research Paper Series, (2013-01). Lunenburg, F.C., 2012. Power and leadership: an influence process.International journal of management, business, and administration,15(1), pp.1-9. Quintanilla, K.M. and Wahl, S.T., 2016.Business and professional communication: keys for workplace excellence. Sage Publications. Roed-Larsen, S. and Stoop, J., 2012. Modern accident investigationfour major challenges.Safety science,50(6), pp.1392-1397. Sennewald, C.A. and Baillie, C., 2015.Effective security management. Butterworth-Heinemann. Shappell, S.A. and Wiegmann, D.A., 2012.A human error approach to aviation accident analysis: The human factors analysis and classification system. Ashgate Publishing, Ltd.. Spirin, G. and McGregor, J., Dash Software, LLC, 2013.Bar or restaurant check-in and payment systems and methods of their operation. U.S. Patent 8,498,900. Sundtoft Hald, K. and Mouritsen, J., 2013. Enterprise resource planning, operations and management: Enabling and constraining ERP and the role of the production and operations manager.International Journal of Operations Production Management,33(8), pp.1075-1104. Weinstein, D., 2013.Bureaucratic opposition: Challenging abuses at the workplace. Elsevier. Wellman, N., Mayer, D.M., Ong, M. and DeRue, D.S., 2016. When are do-gooders treated badly? Legitimate power, role expectations, and reactions to moral objection in organizations.