Lord of the Flies by William Golding and A Separate Peace...

When placed in the right situations and circumstances, all human beings are capable of revealing a darker side of them-a side that almost everyone is afraid to show. No one will admit to having a dark side in them, until nature forces them to face it. Lord of the Flies by William Golding and A Separate Peace by John Knowles are two books that emphasize man’s savagery through their characters, themes, and plots. At first, all men have hidden savagery, then something triggers the savagery within them, and they complete the transformation. The human race holds a dark side lurking within them. In most cases, humans are unaware of its existence because of the high standard expected in civilization.â€Å"Where’s the man with the megaphone?† The fair†¦show more content†¦Jack’s obsession triggers something within him that strives for power and control. â€Å"He tried to convey the compulsion to track down and kill that was swallowing him up†(Golding, Page 51). Jacks transformation from civilized bully to savage killer has begun. Rounding up the other boys, Jack pulls them into the addictive chase of killing the pigs. Even Ralph and Piggy, the two that wanted to keep order alive the most, get caught up in the hunt, proving that everyone can be provoked and only a few can resist the urge to give in to wickedness. Hunting has possessed Jack, and he will stop at nothing to kill the pigs and the beast at the expense of all else, even rescue. In A Separate Peace, Gene is triggered by his jeal ousy towards Finny. His jealousy seems harmless at first but continues to grow. â€Å"He had never been jealous of me for a second. Now I knew that there never was and never could have been any rivalry between us. I was not of the same quality as he. I couldn’t stand this† (Knowles, Page 59). The novel’s plot is the problem of Genes increasing envy of Finny. Incapable of the spiritual purity of Phineas, Gene finds himself jealous of Finnys ability to ignore Devon rules in his attempt to enjoy an unregulated friendliness with the adult world. â€Å"Gene has come to see that this enemy never comes from without, but always from within† (Ellis, Para 4). After being pulled into their own desires, the characters in Lord of theShow MoreRelatedThe Comprehensive Effects of War Essay1144 Words   |  5 Pageseffect of war and as only happening to soldiers, a simply counterfactual statement. The effects of war are seen throughout the novels A Separate Peace by Joh n Knowles and Lord of the Flies by William Golding, two books written about wars by men who were involved in war. Knowles went to school during World War II and then joined the Royal Air Force for eight months. Golding joined the Royal Navy in 1940 and fought a variety of battles for seven years. War has an impact on civilians as much it has an impactRead MoreWilliam Golding s Lord Of The Flies 1299 Words   |  6 PagesSavagery in Civilization: Symbolism in Lord of the Flies Symbolism as defined by the Merriam Webster Dictionary, is â€Å"the use of symbols to express or represent ideas or qualities in literature, art, etc.† (â€Å"Symbolism†). For this reason, symbolism is utilized in literature in order to make novels more interesting and convey notions that are usually either highly controversial or extremely philosophical. For example in the popular novel A Separate Peace, John Knowles uses Gene in order to depict the themeRead MoreWilliam Goldings Lord of the Flies and John Knowles A Separate Peace671 Words   |  3 Pagesevil. These types of counterpart characters are known as doppelgangers. A doppelganger is an alter ego of ones charisma. In William Golding’s Lord of the Flies and John Knowles’ A Separate Peace, the characters Ralph/Jack and Gene/Finny represent doppelgangers, explaining how they complement each other and maintain supremacy. One significant pair of characters who separate is Ralph and Jack. Their dual natures cause differences among themselves due to various reasons. From a physical standpointRead MoreLord Of The Flies, By William Golding And The Perks Of Being A Wallflower1087 Words   |  5 PagesFor me, coming of age novels always grab my attention contrary to other genres. Novels such as Lord of the Flies by William Golding and The Perks of Being a Wallflower by Stephen Chbosky are among some of my most beloved. In my junior year, I read A Separate Peace by John Knowles for my AP U.S. History class while I read The Catcher in the Rye by J.D. Salinger over the summer. A Separate Peace explores the rivalry that can lie at the heart of many friendships and conveys the concept of individuality

Manifest Destiny Ugly Truth Behind Pretty Lies - 887 Words

Manifest Destiny: Ugly Truth Behind Pretty Lies? The point of view upon Manifest Destiny that I found most convincing and close to my own interpretation was â€Å"Manifest Destiny as an expression of white superiority is but one explanation for what became a clear rise of anti-Mexican sentiments in the 1850s†. This perspective to me seemed to be the only one that did not skirt around what seemed to be the logical truth and explanations for why Manifest Destiny took place: for the prospects they were able to gain from western lands; for the pursuit of Native American lands; and for the rise anti-Mexican sentiments. While a lot of other perspectives saw Manifest Destiny in the light of goodness and or because of religious reasons, I believe there was a bitter and more realistic truth; selfishness. My first interpretation of Manifest Destiny was that it was most obviously and logically a cover for many of people’s greed for the future prospects they were able to gain from those western lands. I don’t believe that Manifest Destiny was a part of God’s plan and that they needed to spread their culture across the land. If it was true that people truly wanted to expand in the name of religion then it should have been done with the indians in the southeastern states. Instead of enforcing the Indian Removal Act upon Natives. The real answer I believe is because they were rapacious for the prime bountiful land. With the acquisition of the west, they were able to gain valuable resourcesShow MoreRelatedA Picatrix Miscellany52019 Words   |  209 Pagessecond part apparently consists of quotations from that half of the work which has not come down to us. Some of the theories presented are extremely difficult to understand and interpret, as the author himself admits. The main source of the difficulty lies in the fact that the discussion concerns the aether and the sphere of the fixed stars and their bearing on motions and effects (pp. 94-99). There follows a passage on the relative effects of different planets in conjunction with one another, whichRead MoreOrganisational Theory230255 Words   |  922 Pagesexplaining and understanding the diverse nature of organization theory Mapping some aspects of organization theory’s diversity Positivist protagonists: the truth is out there, and we can objectively know it Philosophical disputes around the role of the subjective in science Epistemological and ontolological disputes: how can we ever know the ‘truth’ and is there an ‘out there’? 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Draft of Edition II Fà ¢ sà ¬Ã¯â‚¬ ¬là ¬Ã¯â‚¬ ¬ à  sá »â€¹ (They told lies) á » ¤zà ²Ã¯â‚¬ ¤ là ¬là ¬ ji (á » ¤zá »  ate yam) Fa à  sá »â€¹go Ä sá »â€¹ (They have told lies) á » ¤zà ²Ã¯â‚¬ ¤ à ¨ligo jÄ « (á » ¤zá »  has eaten yam) 6.2.8.2 The Simple Aspects: Progressive versus Non-Progressive The simple progressive aspect denotes a situation which is either continuous or habitual, while the simple non-progressiveRead MoreProject Mgmt296381 Words   |  1186 PagesSegan, 2009 COMPANY: WARNER BROTHERS Project: Harry Potter and the Deathly Hallows Part I and Part II The Harry Potter film franchise is the second highest grossing film franchise of all time, with the five films released to date only slightly behind the 22 James Bond films. The adaption of the final novel in the series, Harry Potter and the Deathly Hallows, will be split into two films, with Part I scheduled to be released in 2010 and Part II in 2011. 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Business leaders need to understand that the current marketplace is characterized by the following business truths: ââ€"  ââ€"  ââ€"  ââ€"  The quick and most flexible devour the ponderous and most rigid. Networking and diffusion work better than bureaucracy does. An emphasis on creativity is essential. The people closest to what is happening are those who can lead and improve

Speech Stop Bullying in the U.S. Free Essays

Six months ago I read about a cheerful, vivacious, ten-year-old girl, Ashlynn Connor, an honor roll student and a cheerleader, who dreamed of becoming a veterinarian. However, one year ago, Ashlynn’s dreams came to an abrupt end. One year ago, Ashlynn’s sister found her dead, hanging from a scarf in her bedroom closet. We will write a custom essay sample on Speech: Stop Bullying in the U.S. or any similar topic only for you Order Now One year ago, Ashlynn Conner committed suicide. This ten-year-old girl felt so desperate, so alone, so hopeless, that she took her own life. Ashlynn Conner killed herself because she was bullied. Her classmates called her ‘whore’, ‘slut’, and ‘fat ass’ every day. Every day she was rejected, humiliated, and harassed by her classmates. And sadly, no one stopped it. Her friends didn’t stop it, her teacher didn’t stop it, no one stopped it, so Ashlynn stopped it the only way she knew how. This is just one instance of a pervasive problem. Every year, ten million students in the United States are bullied; 2 million are cyber bullied, 3. 5 million are physically bullied, and 4. 5 million are verbally bullied. Beyond the immediate effects of sadness and hurt, many victims hurt themselves, drop out of school, act violently, get involved with drugs, commit suicide, and develop depression. And this doesn’t just affect a few of us; it affects all of us. All of us have friends, or cousins, or nephews, or nieces, or brothers, or sisters, or kids who will one day attend, or who currently attend school. With the prevalence of bullying, there is a very high chance that someone you care about will encounter a bully, that someone you care about will be bullied, and that someone you care about will get hurt. Take a moment to imagine what it would be like. Imagine what it would be like for someone you loved to be laughed at, pushed around, to have her head shoved into a locker, to be ignored by her peers, to find a note in her desk with the word ‘loser’ written on it. Imagine how upset you would be. It is our responsibility, as students and as human beings, to help these kids. When Ashlynn was bullied, nobody stood up for her. She went to her teachers for help; they told her to stop tattling. She went to her friends for help; they told her they were too scared to help. This is very common. Teachers often overlook bullying, ignore bullying, or respond to bullying ineffectively, while students, on the other hand, allow bullying to continue because they are afraid of becoming targets themselves, or because they think someone else will intervene, or because they don’t know any better. Teachers and students rarely intervene when it comes to bullying. According to national anti-bullying organizations, only 15 % of bullying incidents are intervened in. 5%. In school, 15% is an F, a failure. And that’s what this is; this is a failure. Teachers and fellow students are failing to stand up for the bullied. Our society is failing to stand up for the bullied. Ten million kids are bullied every year, and nobody is standing up for them. It is evident that we cannot leave things as they are. Millions of kids are being bullied, and nobody is stopping it. We must encourage te achers and students to step in and speak up. We must educate them about the costs of bullying, and teach them how to stop it. We must take action. Fortunately, two organizations, Champions Against Bullying and Pacer’s National Bullying Prevention Center are taking action. Each organization has a unique approach. Champions Against Bullying offers in person workshops for students and schoolteachers where they learn what bullying is, what its costs are, how to prevent it, and how to stop it when it does occur. Pacer’s takes a different approach. It provides online resources such as toolkits, action plans, and learning games that teachers use to educate their students. YOU can increase the influence of each of these organizations. You can tell your friends, tell your family, and tell your local schoolteachers. You can donate or volunteer by going to championsagainstbullying. com or www. pacer. org/bullying. If we do this, we will strengthen the anti-bullying movement. If we do this, we can look forward to a future where people do not tolerate any form of bullying, and kids are accepted for who they are. Once it was acceptable to use the word homo, to use the word fag, to use the word retard, to use the word Jap, to have segregated schools, segregated housing, to smoke at work, to not wear seat belts. These things are no longer acceptable because people, people like us, decided they are unacceptable. And if we work hard enough, we can make bullying unacceptable too. Ashlynn dreamed of becoming a veterinarian. I think Ashlynn’s had another dream, a dream of a future in which she wasn’t bullied, a dream of a time when bullying was no longer tolerated. We can help Ashlynn’s other dream come true. We can make bullying unacceptable. I look forward to a future where  EVERYONE will be treated graciously. I look forward to a future where  kids like Ashlynn will not have to die in order to stop being bullied. I look forward to a future where  people will stand up for those put down. I want a future in which my children are not at risk of being bullied, a future in which your children are not at risk of being bullied. We can make Ashlynn’s other dream come true. (pause) If we want to. How to cite Speech: Stop Bullying in the U.S., Essay examples

Bureaucratic Procedures and Cultural Control-Samples for Students

Question: Identify two of the four forms of control (Knights and Willmott, 2012) which have been used in Unit 2 as a framework. You should therefore choose TWO from the following: Direct supervision. Bureaucratic procedures. Cultural control. Output and self-regulation. Use these two frameworks for organising ideas, concepts and theories that relate to the different techniques associated with getting employees to do what the organisation wants them to do. Answer: Bureaucratic procedures: Bureaucracy within an organization refers to the system and its procedures which contribute in maintaining the authority and a sense of uniformity within the organization. This form of control within the organization is mostly common for the large organizations where the administrator has a specific rule of controlling the internal behavior. It is basically a structure of the organization which defines the rules and regulations of the organization. According to Grove and Hinton (2013), bureaucracy is the superior to any other organizational form and within any large organization, the bureaucratic procedures are indispensable. However, this practice becomes omnipresent in the formulation and implementation of any policy within the organization. The implementation of any policy in the organization also strengthens the bureaucratic procedures and its operational spheres (Stamatovic, Maksimovic and Tornjanski 2016). The theories of motivation and control such as Herzbergs Two-Factor Theo ry of Motivation and Vroom's expectancy theory indicate the form of direct control over the employees. Within the bureaucratic procedures, there are three frameworks which indicate the reflection of the comparative performance of these forms along with the shifts in the cultural issues with the organizational performances. The frameworks are discussed below: Functional Performance The formal organizations are methods of governing the performance and the administrative behaviors along with the fact that the organizational forms only increase while they are capable of providing solutions. Cultural Prescriptions This framework suggests that the formal organizations have infused the value across the technical requirements of the organization. As stated by Stamatovic, Maksimovic and Tornjanski (2016) every organization carries a particular cultural value and its expectations but the organization only flourishes when it matches both the organizational expectations and the expectations of the employees. Power Distributions This framework suggests a conflict over the standard of performances. With a large organization, there is always a power struggle amongst the administrative figures (Grove and Hinton 2013). If the bureaucratic organization declines, it shows a regular shift in the power relations which brings several new kinds of problems. In the bureaucratic organizations, there are mostly full time employees with the employment contract of life-long, organized salaries, careers and pension plans, promotion after a certain gap of time on the basis of their merit, education and their tenure, legal protection and several other amenities. These exercises are tied to the public resources and the authorities as well. Within such organizations with bureaucratic practices, they are expected to follow the orders the rules on a voluntarily basis as they have been given legitimate and rational orders (Dan-Cohen 2016). However, the organizations are also expected to follow the basic rules and provide its employees their primary requirement in order to motivate them towards the shared goal. Herzbergs Two-Factor Theory of Motivation identifies that there are two kinds of motivational factors that the organization can provide its employees. The first one being the hygiene factors and the later one is the motivational factors (Dan-C ohen 2016). The hygiene factors are the essential job factors which contribute to the motivations of the employees within the organization. Even if these factors do not contribute to provide a satisfaction right away, but if these hygiene factors are not present within the organization, it may lead to the dissatisfaction of the employees. These factors include pay structure of the employees, administrative policy of the company, fringe benefits, employee status, working conditions and interpersonal relations (Lukwago, Basheka and ODUBUKER 2014). In the bureaucratic organizations, the pay structure and the employee benefits are fixed, the organization should make sure that the employees are receiving their individual benefits on a regular basis. The entire structure of the administration should be transparent so that it ensures that the employees are receiving their benefits and their pay structure is justified according to the industry structure. Other than these factors, there are also motivational factors such as recognition, promotional opportunities, sense of achievements, meaningful work and several others. Even though within the bureaucratic procedures the promotional opportunities are fixed, the authority should ensure that they are being recognized for their job performance and they are considering themselves to be responsible for their own mistakes. These factors will contribute to the motivational level of the employees and will emphasize on the enrichment of the jobs of the employees. Another theory, Expectancy Theory put emphasis on the fact that if the effort increases, it will also contribute to the increased performances of the employees. This effort can be influenced by several factors such as skills of the employees, resources and the necessary support (Vroom, Yetton and Jago 2015). Within the bureaucratic organizations, the employees are hired on the basis of their skills and education, but the authority requires ensuring that the employees are receiving enough resources and necessary support from the management. This will increase the level of their performance as well. Cultural Control Every organization needs to go through a series of definite systems that help them to gain a sustainable future in the industry. In order to do so, it is extremely effective to have control over the staffs of the organizations v The management of the organizations should look to establish that control. The organizations should maintain certain ethics and control over the employees so that they can behave themselves. It is not just fine to tell them to do certain things in the organization. Their actions should be changed and they should be motivated properly to behave in a certain way (Chen 2012). There can be four types of control that can be effective within the organization. These are the direct control or behavior, control through rules and procedures, control through maintain a good organizational culture and controlling the employees through performance. In this segment, the control through culture has to be described because organizational culture is an extremely important factor in every organization (Chen 2012). Control through culture In every organization, certain patterns of behavior, rules, rituals have to be maintained so that so that the professional environment can become more competitive and well-behaved. There are certain individuals within every organization who violate all the social norms and professional ethics and disrupt the organizational culture (Alvesson 2012). This has to be looked as negative. They have to be punished properly for doing that and make sure the proper organizational culture is restored. It has been seen almost in every organization that certain social norms are maintained, whether they encourage individuality or conformity. The seniors of the organizations very often enforce these social norms on the organizations. The unethical practices within the organization must be discouraged by the management (Goetsch and Davis 2014). Almost all the companies have written mission statements that help them to secure the organizational culture. All the employees and members of the organization have to maintain these etiquettes that ensure a proper business environment. The business environment and culture has to be spontaneous and it has to be deliberate (Goetsch and Davis 2014). These mission statements help the employees to behave in a certain way that helps to keep up the good reputation and brand image of the organization. The employees have to be motivated, be able to work as a team and maintain their ethical responsibilities properly (Anitha 2014). The employees are provided with all the details on the first day of their job. They should be able to behave in a proper way after they get that and try be on the same page with other employees as teamwork is very necessary (Goetsch and Davis 2014). The company handbooks provide the employees with many important details like the nondisclosure agreements, anti-discrimination policies, expected work schedules, various codes of conduct within the office premises, maintenance of the business ethics and other general information regarding the company. The employees should follow these things properly and if in any case these rules and regulations are violated, they may be aware of the outcomes too. This could result in written oral reprimands by the senior managers and even this could lead to the termination of the employees (Anitha 2014). There is a term in the modern business organizations known as deliberate role modeling (Goetsch and Davis 2014). This is to be in line with the fact that the employees receive training in the organization when they are hired in a new job. They are made aware of the ethics and culture that the employees have to maintain in the office and what should they face if they do not maintain these things. They should be informed about their job roles and expectations from the management. They should maintain the organizational culture and values at any cost. There are certain theories in the context of cultural control of the management. The expectancy theory focuses on the fact that effort of the employees can lead to improve the performance of the employees (Renko, Kroeck and Bullough 2012). The better the employee performs, the more he will be rewarded by the organization. Bad performance of the employees will lead to bad impressions. The rewards they get will help them to achieve their personal goals. The equity theory of motivation says that the employees have to be treated as same in the organization so that there should exist no jealousy between them (Al-Zawahreh and Al-Madi, 2012). Pay rise and promotions may have de-motivating effect on others. All of them should be treated and be motivated by the leaders to achieve the organizational goals. This will create a helpful working environment and cultural competency as well. The management will have a better control over the employees by applying these organizational cultural factors . Reference List Alvesson, M., 2012.Understanding organizational culture. Sage. Al-Zawahreh, A. and Al-Madi, F., 2012. The utility of equity theory in enhancing organizational effectiveness.European journal of economics, finance and administrative sciences,46, pp.158-170. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Chen, X., 2012. Culture, peer interaction, and socioemotional development.Child Development Perspectives,6(1), pp.27-34. Dan-Cohen, M., 2016.Rights, persons, and organizations: A legal theory for bureaucratic society(Vol. 26). Quid Pro Books. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Groves, L. and Hinton, R. eds., 2013.Inclusive aid: Changing power and relationships in international development. Routledge. Lukwago, G., Basheka, B. and ODUBUKER, D.E.P., 2014. USING HERZBERGS TWO FACTOR THEORY TO DEVELOP A CONSTRUCT VALIDITY FOR MOTIVATION OF EMPLOYEES IN UGANDAS NATIONAL AGRICULTURAL RESEARCH ORGANISATION (NARO): A PRELIMINARY ANALYSIS.Global Journal of Commerce Management Perspective,3(3), pp.59-65. Renko, M., Kroeck, K.G. and Bullough, A., 2012. Expectancy theory and nascent entrepreneurship.Small Business Economics,39(3), pp.667-684. Stamatovic, M., Maksimovic, S. and Tornjanski, A., 2016. THE COMPARISON BETWEEN PUBLIC AND PRIVATE SECTOR EFFICIENCY-ARE THE BUREAUCRATIC PROCEDURES THE SOURCE OF INEFFICIENCY?.Ekonomika,62(3), p.111. Vroom, V., Yetton, P. and Jago, A., 2015. Normative decision process theory.chair in human resources at the State University of New YorkBuffalo and was faculty director of the Center for Entrepreneurial Leadership there. Previously he was Research Professor of Management at Georgia State University. He has written over fifty books and over 135 other publications., p.207.