Macbeth, By William Shakespeare - 1425 Words

Macbeth Just Can’t Wait To Be King Everyone has a quality that they do not like about themselves. Some people struggle to be social, others may be too controlling of people. The list goes on and on, but the point is that everybody has a particular quality that they must learn to control or else that particular quality can get out of hand. Of course, one could write a list of characters that have major flaws. There is no better example than William Shakespeare’s character, Macbeth, in The Tragedy of Macbeth. Anyone who has ever read it, could easily identify the fatal flaw that the character Macbeth possesses which is greed. Even though many readers can all agree that greed is Macbeth’s fatal flaw, the argument as to whether or not†¦show more content†¦The noblemen would continually fight for the king to maintain their high possession and to possibly reach higher honors. This system was known as feudalism which states that in noblemen would train knights and protect their king in exchange for la nd which can be proved by the following; â€Å"Feudalism is a social system of rights and duties based on land tenure and personal relationships in which land (and to a much lesser degree other sources of income) is held in fief by vassals from lords to whom they owe specific services and with whom they are bound by personal loyalty...From England, feudalism spread to Scotland†¦Ã¢â‚¬  (William Stubbs 1). Then,it is safe to say that Macbeth would take place at a time when feudalism was a way to determine social ranking. What does this have to do with Macbeth and how does this show that he is greedy? Well, the system of feudalism is how Macbeth will gain power. In act 1 scene 2, the character known as the Captain says the following: â€Å"For brave Macbeth-well he deserves that name-disdaining fortune, with his brandished steel, which smoked with bloody execution†¦Ã¢â‚¬ (Shakespeare 1.2.16-180). The captain is describing Macbeth fighting the army that Macdonwald has bro ught. In the scene, Macbeth continues to kill soldiers even when he is tired, thus showing his strength not only to the

Ethiopian And Soviet Immigration And Their Impacts On...

Ethiopian and Soviet Immigration and Their Impacts on Israeli Society Israel is a state complete with a multitude of ethnicities. As Jews began to immigrate to the newly formed state, they brought with them distinctive cultural values and traditions that shifted Israel from a more homogenized community into a definite â€Å"melting pot†. Significant waves of Jews came from Europe, the Middle East, Asia, Africa and even North America. The impact each of these groups had on Israeli society differed from group to group. Two of the most recent waves of immigrants to Israel came from Ethiopia and the former Soviet Union. Both groups changed the dynamic of Israeli society in ways previous groups had not. In Israel today there are 125,500 Ethiopian Jews. This constitutes 1.75% of the total population and makes Israel home to the largest Ethiopian Jewish community. This group lived predominantly in the North and Northwestern parts of Ethiopia and can trace its origins back to biblical times, when many Jews migrated to Ethiopia following the exile of Jews in Egypt. According to tradition, in the 4th century CE this group was pressured to convert to Christianity and refused. They became known by the term â€Å"Beta Israel†, meaning â€Å"house of Israel†. In modern times, they have lived among Christian and Muslim communities in Ethiopia. In the 20th century, Beta Israel renewed contracts with other Jewish communities. Because of the instability and violence thatShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesLandscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies in Ancient and Classical History Jack Metzgar, Striking Steel: Solidarity Remembered Janis Appier, Policing Women: The Sexual Politics of Law Enforcement and the LAPD Allen Hunter, ed., Rethinking the Cold War Eric Foner, ed., The New American

Understand Role Of Organisational Behaviour-Myassignmenthelp.Com

Question: Explain Understand Role Of Organisational Behaviour? Answer: Introduction The purpose of this paper is to understand the role of organisational behaviour in the workplace. Organisational behaviour is a wide aspect that ahs a vital and significant role in the organisation building. The organisations are not only the pieces of machinery or building but are indeed, individuals who have a continuous interaction for accomplishing the mutual goals and shared aims. Organisational behaviour and its related theories help the organisational managers to have a comprehend understanding of what individuals feel, think and perform in the organisational setting (Colquitt, et al., 2011). To study the aspect, theories and importance of organisational behaviour is essentially required by the management as well as the organisational managers to have an effective control over eth organization and its future sustainability. Organisational behaviour is an in-depth study which helps in analysing the impact that the organisational structure, groups and the individuals in the orga nisations have on the behaviour existing within the organisations for the aim of implementing such knowledge for having improvements in the effectiveness and efficiency of the organisations (Jones and Jones, 2010). The paper will present the various key aspects of organisational behaviour such as attitude organisational commitment and job satisfaction and their association with organisational behaviour in the workplace. Organisational behaviour in the workplace Organisational behaviour has several theories that offer extensive knowledge regarding the aspect and its role in the organisational setting. The first theory is the Scientific Management Theory developed by FW Taylor. As per this theory, it was evaluated that the organisational employees work less than their capacity which results in a big loss in the organisational productivity and efficiency. To resolve such issues in an organisation, the theory suggest that every work must be matched with the worker in respect with its ability and competence (Waring, 2016). As well as the organisations must take use of the punishment and rewards as the motivators for so that the complete capacity of the employees can be utilized. The next key theory of organisational behaviour is Bureaucratic Theory developed by Weber and its key aim is to decrease the ambiguity and diversity in the organisations. The theory helps in developing clear lines of command, control and authority in the organisations as it emphasizes on having a hierarchical and formal structure of power (Hirst, 2011). Weber also develops a view point that the organisational behaviour is a strong network of human interactions where there can be effective understanding of all kind of behaviours with the aspect of cause and effect. As per the theory, there is developed a notion that the organisations and the employees work better when there are set rules and regulations with effective control. Another vital theory of organisational behaviour that has huge importance in the organisational setting is the contingency theory. According to the theorists worked upon the the role of contingency theory has explained atht as per this theory the conflicts are amalgamable in nature rather than avoidable (Battilana and Casciaro, 2012). The organisational behaviour has a wide impact of the contingencies and the unforeseen events and thus it is essential for the organisational mangers to have a change in the organisational behavi our to manage and sustain those contingencies. Accounting, the contingency theory suggests that the organisational behaviour must be flexible so that there can be effective and fast implementation of changes in it (Robbins, 2009). (Source: edu, n.d.) There are various models of organisational behaviour too that play a recognized role in the behaviour prevailing the organisations. There are basically four models i.e. autocratic, custodial, supportive and collegial. The first is autocratic which explains that the complete focus is upon power and the managers used to behave in a strict way to make the employees work. In present time, such style or such kind of organisational behaviour does not work (edu, n.d.) The second model is custodial which explains that the managers make the employees work by influencing them with monetary benefits. The managers only decide what is good or bad for the employees and the employees are not in an authoritative position to take their individuals steps in order to improve their efficiency of work (Bakker and Schaufeli, 2008). The third model is supportive that impact the organisational setting as in such organisational behaviours the managers are highly supportive and work upon the aim of achieving increased level of employee involvement and engagement. This is one of the most preferred and adaptive way of managing organisations from the employees perspective. The last model is collegial that explains that there is a team work in the organisation. The employees are managed wt a little control and they primarily work in groups and thus there is a shared organisational behaviour aspect (Solinger, Van Olffen and Roe, 2008). Attitudes also play a major role in the organisational behaviour as attitudes are the evaluative statements that could be unfavourable or favourable depending upon the events, individuals and objects. It reflects the manner in which the individuals sense about something. Audit of an individuals towards his or her job is extremely significant as it defines that whether that individuals is contended or not with the work. There is another theory which explains the strong association between behaviour and attitudes named self-perception theory. As per the theory, individuals decide upon their respective feelings and attitudes by analysing themselves the way they behave in several situations (Miner, 2015). Attitudes are of huge importance and the managers are required to have a good understanding of the same. It is essential that which employee gets motivated with which benefit or factor. This shows their attitude towards work. Therefore, if managers will have activities that reduces the dissonance of eth employees and helps them in having a positive attitude towards work then it results in better productivity and engagement. The attitude of the managers towards their employees also plays a major role in decreasing the turnover rate of the employees as positive attitude of the managers helps in achieving a better communication with the employees and understanding their issues which results in improved organisational behaviour (Robbins and Judge, 2012). There is a direct relation of organisational behaviour with job satisfaction as well as the organisational commitment of the employees. The job satisfaction of the employees also impacts the organisational behaviour, mainly by the individuals perceptions of fairness and equity in eth organisations. If the employees have a perception that the supervisors or the organisational managers do not have fairness in the pay or their behaviour then it leads to decline of the job satisfaction of the employees (Ashkanasy and Humphrey, 2011). On the other hand, if the behaviour of the managers is found to be fair enough then it results in increased level of job satisfaction and trust and as a result they are more willing to work and accomplish the organisational goals. The employees who have a positive attitude towards their work also have upsurge level of job satisfaction which enhances their engagement with the organisation for a longer period of time. The improved level of job satisfaction has a direct relation with the employees organisational commitment as the more the satisfied workforce is there in an organisation, the better are the chances of organisational commitment as they do not ahve a sense of leaving the organisation. The successful job performance of the employees results in sense of accomplishment, enhanced pays, getting promotions and other rewards and recognitions, all such desirable outcomes leads to increased job satisfaction and upsurge organisational commitment (Naylor, Pritchard and Ilgen, 2013). (Source: Swe, n.d.) In the present scenario, there are number of issues that exist in the organisations because of the organisational behaviour aspects such as social concerns, ethical issues and cultural issues. To manage such issues and problems as well as to take care that the organisational staff is committed it is necessary that the managers must take effective and efficient steps. From the relevant research and findings, there has been analysed some of the new developments in the organisational behaviour such as in the present time the organisations develop building blocks for understanding and managing the organisational behaviour. There is a behaviour management process as per which the managers identify the various challenges and try to improve, manage and redirect the existing behaviour. Secondly they identify the various caused of the present behaviour. Next step taken by them is to suggest a strategy or solution for attaining the behavioural gaols and finally they implement the strategy or t he solution and adjust and monitor it as required by the organisation for managing the organisation in the most effective manner (Miner, 2015). Conclusion The paper concludes that there is a vital role of organisational behaviour and its related theories in the organisational setting. In the earlier times, there were effective use of bureaucratic and scientific management theories in the organizations for the supporting organisational behaviour but it leads to some critical issues which results in dissatisfaction for the employees. But in present time, there is a vital importance given to the attitudes, job satisfaction and the organisational commitment of the employees and the organisational behaviour is directed in such a way only. The managers take much use of supportive model or the supportive behaviour in managing the workforce so that the employees can feel satisfied and have a strong organisational commitment and positive attitude towards work. References Edu, n.d. Chapter 1 Organization and Organizational Behaviour. Pp.174. Accessed on: 5th September, 2017. Accessed from: https://tmv.edu.in/pdf/Distance_education/BCA%20Books/BCA%20VI%20SEM/BCA-629%20OB.pdf Naylor, J.C., Pritchard, R.D. and Ilgen, D.R., 2013.A theory of behavior in organizations. Academic Press. Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011.Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. Jones, G.R. and Jones, G.R., 2010. Organizational theory, design, and change. Robbins, S.P., 2009.Organizational Behavior, 13/E. Pearson Education India. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Robbins, S.P. and Judge, T., 2012. Essentials of organizational behavior. Ashkanasy, N.M. and Humphrey, R.H., 2011. Current emotion research in organizational behavior.Emotion Review,3(2), pp.214-224. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books. Battilana, J. and Casciaro, T., 2012. Change agents, networks, and institutions: A contingency theory of organizational change.Academy of Management Journal,55(2), pp.381-398. Hirst, G., Van Knippenberg, D., Chen, C.H. and Sacramento, C.A., 2011. How does bureaucracy impact individual creativity? A cross-level investigation of team contextual influences on goal orientationcreativity relationships.Academy of Management Journal,54(3), pp.624-641. Solinger, O.N., Van Olffen, W. and Roe, R.A., 2008. Beyond the three-component model of organizational commitment.Journal of applied psychology,93(1), p.70. Bakker, A.B. and Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations.Journal of organizational behavior,29(2), pp.147-154. Swe, n.d. Accessed on: 5th September, 2017. Accessed from: https://www.google.co.in/url?sa=trct=jq=esrc=ssource=webcd=1ved=0ahUKEwiGiKKvxY3WAhWLXLwKHZ7PBpgQFgglMAAurl=http%3A%2F%2Fhighered.mheducation.com%2Fsites%2Fdl%2Ffree%2F0073659088%2F18332%2Fswe59088_ch01web.pdfusg=AFQjCNGqVATkNNT6Lb0tvdUbLZmpd_HGmA

Traffic Problems free essay sample

Do you know that many people died because of traffic jams? Many people don’t think of this issue and this is a problem also, because that let this issue continues. Traffic problems are one of the most problems in the big cities . There are many reasons that traffic become an issue, one of them that is many trucks drives in the same small cars’ lanes another one that is most people have their own cars, and the last important point that I want to talk about is in downtown many people walk in the crosswalk, and there are many others. Many outlaw trucks’ drivers contribute the traffic problems continue in many countries. Most of them don’t care about the driving law. They drives in the lane that should be for the small cars and that let this lane crowd. Also those drivers make an accident because of this behavior. We will write a custom essay sample on Traffic Problems or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In China, in 2010, more than 65,200 people died in road accidents around 178 fatalities a day. Studies say that in United States every year around 5000 people died from traffic jams and truck accidents it means 12 percent of all truck accidents end up killing at least one person, if not more. They say many of this number of death they died because they had an emergency situation and the traffic jams let this situation stop. Outlaw trucks’ drivers contribute to let these died lists get more and more people. Having an own car in the crowded cities can be one of the worst problems that traffic has. Why anyone has a well money buys a car? In the big cities, a lot of transportation is available there. Anyone can get any place with trains or buses in a shorter time than cars driving. In fact, a hundred years ago it took about one hour to travel from Parramatta to the center of Sydney (Australia) by horse and cart. However, today it takes longer by car. Studies say there are 439 cars here for every thousand Americans it means a little more than two people for every car! It is kind of haste to having an own car in the crowded cities. Cross walking shares the problems of traffic, because it is the place that many people walk on. In rush-hours downtown gets much crowding and many accidents. One of the most reasons of this event is people who walk in crosswalk. Traffic system tells that if there are many people want to cross the crosswalk the red light in the traffic signal will be longer because those people are much more than cars. Most of downtown’s walking people exist there because of their job, collage, or school. People who want to cross the crosswalk in the big cities downtowns are one of many problems that traffic has. The outlaw trucks’ drivers, having an own car in crowded cities, and people who walk in cross walking are the most reasons for let traffic get a problems. When outlaw trucks’ drivers are doing outlaw things in the road they will kill many innocent people. If people will not waive their cars in crowded cities these cities will be more crowding. Downtown’s walking people and people who walk in the cross walking have not anything wrong about walking there, it is officials fault, because they had not build a wider streets.  In fact, 70 percent from the accidents and traffic jams were made by people’s problems it means that we have to make an awareness campaign about traffic problems. People and officials have to read more and more about these issues.