Things Fall Apart by Chinua Achebe Essay Example for Free

Things Fall Apart by Chinua Achebe Essay Summary: Things Fall Apart written by Chinua Achebe explores the coming of the white man and its effects on the culture of the people of Umuofia. The coming of the white man brought about culture conflict which affects the people of Umuofias religion, their agriculture, their judicial system and their social life. The coming of the white man affects the people of Umuofias religion and cause culture conflict. The people of umuofia have many gods. Agbala- the oracle of the Hills and Caves. People come from far and near to consult it . People consult it when they have dispute with their neighbors and also, they can discover what their future held for them from this god. Chi is also a personal god which judge people by the work of their hands. They also believed that if they say yes that their chi also says yes. The people of Umuofia are very obedient to their gods. They dont go to war without consulting their gods. When a daughter of Umuofia was killed in Mbaino, they didnt just decide to go for war or do things on their own; they consulted their gods and they were asked to demand s lad and a virgin from the people of Mbaino. However, if the people of Umuofia had not obeyed their gods, and had gone to war that they were told not to go, they would be defeated. Even when Okonkwo broke the week of peace by beating his youngest wife, he made the necessary sacrifice as was also demanded by their god. Okonkwo also shot Ezeudus son accidentally, he had to go on an exile for seven years which was a crime against the earth goddess. If they had disobeyed the law by allowing Okonkwo to stay in the village, the people believe that all the clan will be punished and their leaders said if one finger brought oil it soiled the others . More so, the people of Umuofia dont desecrate their gods. Their egwugwu who gives justice is feared by the women and their children. Whenever the egwugwu is approaching, the women and children always shout and run away . They also dont unmask the masquerade. The masquerades identity is not known by anyone who doesnt belong to the clans secret cult. The religion of the people of Umuofia is totally different from the white mans religion. This situation caused a culture conflict between the white man and the people of Umuofia. The white man wants to impose his religion on the people of Umuofia. The white man believes in one God which he believes to have made heaven and earth. Also said his God made the entire  world and the Umuofias gods. He wanted the people of Umuofia to abandon their gods and follow his own religion. The white men belittle the people of Umuofias gods by saying different things about their gods. The white man says that the people of Umuofias god are gods of deceit who tell them to kill their fellow and destroy innocent children. The white man says that their gods are not alive and cannot do them harm and that they are made of piece of wood and stone. Hearing and seeing all these from the white man, the people of Umuofia were not happy with the white mans religion which was a reason for a culture conflict. The economy of the people of Umuofia was out in conflict with the white mans economy. Agriculture is the source of living in Umuofia. Peoples riches are based on the number of barns they have. Peolple really work hard on their farm to make harvest. Both children and wives help on the farm to plant yams. The people of Umuofia have a very good scene of agriculture. For instance, during the planting season, Okonkwo planted his yam from the smouldering earth by making rings of thick sisal leaves around them. This yam is so precious to them that they celebrate a Fest of the New Year which was held every year before the harvest began to honor the earth goddess and the ancestral spirits of the clan. On the other hand, the white man was more interested in making money. They made the farming worthless because their convert can use money to buy the yams. Children no longer farm, they goes to school which was built by the white man. The white man has also brought a government and a system of running it . They also brought their own trade. These causes a culture conflict because the Umuofias economic value was disvalued. The white man set his own economy above their cash crop; thereby reducing them to poverty. Rich people were reduced to poor, everything they work very hard for will be bought with money. The coming of the white man also affects the form of justice in Umuofia. In Umuofia, everybody knows the law. The egwugwu is the highest and final court in Umuofia. They dont have lawyers and they dont tell liars when reporting their cases before the egwugwu. There judgment is based on the true evidence. This can be seen when Uzowulu and Mgbafo came before the egwugwu to settle their dispute. Each of them stands at different direction to state their cases. The egwugwu went to consult together in their house . The egwugwu settle their dispute and they were all satified with it. Although Uzowulu knows the law about beating his wife, he will not  listen to any other decision except from the egwugwu. However, the white mans form of justice is different, only the interpreters and the whites knows the rules. They alos had built a court where the District Commissioner judge cases in ignorance. The white man had court messengers who brought men to him for trial. The court messengers guard the prison, which was full of men who had offended against the white mans laws . The court messengers beat the prisoners and made them to work every morning clearing the government compound and fetching wood for the white commissioner and the court messengers. Aneto and Oduche were fighting a land, when Aneto killed Oduche, the white man judge this case by hanging Aneto to death and putting his family in the prison. One may think that the people of Umuofias social life were not affected but it was due to the culture conflict which was caused by the white man. The people of Umuofia form the in an hierarchy standard, that is, the father is at the top, followed by their wives, and children. Children fear their parents. Also, their warriors were also feared and respected. For instance, Okonkwo defeated a wrestler at the age of eighteen and was placed at a higher level. Although, he was still young, everyone respected him. At an early age, Okonkwo had achieved fame as the greatest wrestler in all the land. The outcasts or osu are the people they dedicate to a god, they will not marry nor be married by the free-born. They live in a special area of the village, close to the Great Shrine. They are the bottom of ladder children, and they were not to mix with the free-born in any way. On the other hand, the social life of the white man is totally different from that of the people of Umuofia which also lead to a culture conflict. The outcast or osu which are at the lower level in the village are now very important people. They made the rich poor and the poor rich. The clans were very rich but after the coming of the white man, they were poor and the outcast that was nobody was now rich. The white man allowed them to mix with free-born. Mr Kiaga told the church member that wanted to chase the outcast from the church that they are all children of God and they must receive these their brother . He also shaved the osus long and tangled hair before they were fully member of the church. White man also destroy the hierarchy of the people of Umuofia, Umoye who feared his father before the coming of the white man, disrespected his father after joining the white mans religion. He no longer talk or visit his father . He told Mr. Kiaga  that he had decided to go to Umuofia, where the white missionary had set up a school to teach young Christians to read and write. Their interpreters who the people of Umuofia know as weak people and not very strong, come from the village were they fear the warriors of Umuofia. Those are the people that are now interpreting words to them. The white spoke through an interpreter who was an Ibo man though his dialect was different and harsh to the ears of Mbanta . The white man humiliated the leaders of Umuodia. When they put them in prison, their hair was shaved and their hands were handcuffed. At night the messenger came in to taunt them and to knock their shaved heads together . The coming of the white man cause culture conflict in the people of Umuofias religion, their agriculture, their system of justice and their social life. The white man is ethnocentric and there was also language and non-understanding of culture barrier.

How Human Centric Computing Affects the Economy :: Essays Papers

How Human Centric Computing Affects the Economy Our economy was taken by storm when the world of computers was introduced to large companies and businesses. It was like an unstoppable trend that everyone had to follow. If a company chose not to bring in mass computers for all employees, they lagged behind and were forgotten. The economy is about to experience a new wave of change. Human centric computing is on the verge of breaking out into the light. As of right now human centric computing lurks in the shadows, just waiting to be introduced to businesses, to governments, to our silicone valley, and tons of other related things. Human centric computing will allow people to interact with their computers more than use them. Instead of having to read instructions and other time wasting tasks, human centric computing will allow you to talk to your computer. All of your questions will be answered by talking to your computer and having it talk back to you. Instead of sorting through your computer searching for a file, wouldn’t it be nice if you just asked your computer to find it, and it was found? Human centric computing is also about having computers skip steps for you. Instead of having to deal with B and C, it is essentially going from A to D. When using a computer these days, it can become frustrating and stressful when computers regularly crash on you. This new improvement to computers supposedly will end the horrid of most the crashes people experience. Whenever you go to the bank to make a transaction, you make sure its during open hours, you fill out a form pertaining to your objective, and wait in a long line. Human centric computing, in the future, should eliminate all this clutter and save a priceless amount of time. After planning a trip to a distant land, you first need to buy plane tickets, reserve a hotel room, and maybe research the area. If you are a businessperson working the heart of New York, you have absolutely no time to do all this. But if you asked your computer, I need the first available plane ticket to Taiwan on November 23, the time, a hotel, ECT.

Organizational Behavior Concepts: General Electric Essay

Introduction Every business has a set of key characteristics or values that make up an organizational culture which is unique to its business. Organizational behavior examines â€Å"the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organization’s effectiveness† (Robbins, 2005). The purpose of this research paper is to identify and evaluate General Electric’s (GE) organizational culture, organizational behavior, and customer service standards. We will also uncover how successful GE has been in implementing organizational behavior concepts in the following three categories: (1) motivation, (2) group behavior, (3) organizational culture. General Electric has their organizational values posted right on their website. By doing so, they have provided written expectations to their employees regarding ethical behavior and integrity in the work environment. These values reflect the energy, spirit, and solid foundation of the  company, articulating a common code of organizational behavior. Also, GE’s bold set of management strategies is aimed at increasing innovation and improving productivity to make the company more competitive. GE’s organizational culture is considered one of high ethical standard in the corporate world. According to The Age of Ethics (KPMG, 2007) â€Å"GE now has one of the best ethics compliance programs in existence_†_, says Larry Ponemon, national director of Business Ethics Services at KPMG†. General Electric Since Thomas Edison started General Electric in 1876, the company has steadily grown into a tremendously successful organization and one of the largest companies in the world. Several management and organizational strategies have been used through out the years in order to attain the current status of the firm. When looking at an organization’s cultural appeal, one must first decide what they are looking for; what appeals to me may or may not appeal to someone else. There are a few categories within GE’s organizational culture that appeals to me personally. These categories include but are not limited to: Leadership: It is important for a company to allow leaders to have the freedom and flexibility to contribute their knowledge and expertise in both their daily job and at company levels. â€Å"At the top, we don’t run GE like a big company. We run it like a big partnership, where every leader can make a contribution not just to their job, but to the entire Company† (Immelt, J., 2005). Work Environment: A company should provide a pleasant and vitalizing work environment that is easy to balance with my personal life. â€Å"GE is an invigorating place to work. Ours is a high-performance culture that emphasizes high-integrity business practices as well as work/life balance† (Our Culture, 2008). Training and Education Programs: Successful companies provide additional training and educational benefits that will enhance employee leadership  capabilities. â€Å"We invest nearly $1 billion a year in career development for our employees at every level of professional growth.† (Leadership Programs, 2008). Part of the culture and behavior of GE is the use of sigma six. â€Å"Six Sigma is a highly disciplined process that helps us focus on developing and delivering near-perfect products and services† (Six Sigma, 2008). Sigma is a statistical term that measures how far a given process deviates from perfection. The central idea behind Six Sigma is that if you can measure how many â€Å"defects† you have in a process, you can systematically figure out how to eliminate them and get as close to â€Å"zero defects† as possible. Six Sigma has changed the makeup of GE-it is now the way we work – in everything we do and in every product we design† (Six Sigma, 2008). Within GE, an employee can be certified in Six Sigma, either as a black belt or a master black belt. These titles hold prestige for the employees and add to employee motivation and employment satisfaction. When discussing the organizational culture within a company such as GE, we can break management concepts down into three categories. According to Argenti (2002), organizational behavior in organizations is usually broken down into three main areas: Individual level elements: managing individuals Group level elements: managing teams Elements of organizational structure: managing the organization Not only can the application of organizational behavior principles improve an organization’s effectiveness, organizational behavior provides a manager the information and knowledge needed to manage an effective workforce (Argenti, 2002). With the advent of organizational perspectives, the analysis of why people instill their presence in an organization is not only because of self-aimed goals of growth and enhancements, but also to locate themselves in a social place in accordance to the area of their perceived belonging  (Stroh, Northcraft and Neale, 2002). Motivation Motivation is central to understanding behavior in organizations and a key managerial factor. Two aspects of motivation are structuring tasks to satisfy worker and organizational needs and providing the proper direction for worker actions (Stroh, Northcraft and Neale, 2002). There are a number of factors when it comes to the difference in worker performance. One of these factors is related to different levels of ability among employees. Differences in ability arise from the simple fact that there are significant individual differences that affect work performance. The effort expended by the employees toward the realization of organizational goals greatly depends upon the status of behavioral motivations (Vasu, Stewart and Garson, 1998). GE has implemented theoretical frameworks in order to generate further explanations in behavioral motivation not only of the employees but the organization as well. GE uses a goal-setting theoretical framework_._ Basically, the theoretical concept implicates the application of goals as driving forces that provide the basic idea of what and when to achieve a certain target. Management by Objectives (MBO) is one example that exemplifies the application of objectives in order to achieve the final formulated outcome of the plan, goals (Robbins, 2005). Jack Welch, CEO from 1981 – 2001, set two clear and simple goals for GE and outlined several targets for reaching those formulated goals. The goals were to become the most competitive corporation in the world and to become the nation’s most valuable corporation. Jack Welch created an organization tension in 1981 aimed at motivating these changes by redefining GE’s goals and targets (Cushman, 2003). GE also uses a reinforcement theoretical framework. Reinforcement is used to enhance desirable behavior. The application of reinforcement theory is central to the design and administration of organizational reward systems. Well-designed rewards systems help motivate behavior, actions, and accomplishments, which advance the organization toward specific business  goals. Strategic rewards go beyond cash to include training and educational opportunities, stock opinions, and recognition awards. GE makes good use of the principle of employee participation wherein employees participate in the decisions that determine the methods to be used in the achievement of organizational objectives. GE provides promotions especially for those employees that obtain satisfactory performances as evaluated by the human resource department and approved by managerial committees (Cushman, 2003). Furthermore, incentives vary from salary increase to travel privileges where the main aim is to motivate the workforce. Group Behavior â€Å"A group is defined as two or more individuals, interacting and interdependent, who have come together to achieve particular objectives† (Robbins, 2005). Groups can be either formal or informal. According to Robbins (2005) these two groups are described as: Formal groups – Defined by the organization’s structure, with designated work assignments establishing tasks. In formal groups – Encompass the behaviors that one should engage in are stipulated by and directed toward organizational goals. From 1985 up to the present, General Electric started to place in service work teams in order to facilitate cooperative behavior and leadership as aimed by their high-involvement strategy (Miller, 2002). As far as team building, GE implements a Five-Stage Model for group development within the organization. According to Robbins (2005) the five stages include: forming, storming, norming, performing, and adjourning. In addition to these five stages GE has also implemented a pre-stage. According to Miller (2002) the breakdown for GE’s five stage model is as follows: Pre-stage 1: GE screens the capacity of every employee upon application and  all throughout performance in order to disseminate employees in the rightful function. Stage 1: Forming: Upon achieving the rightful components of the team through HR jurisdiction based on employee evaluation, formation of the tem is initiated. Stage 2: Storming: Work teams are in effect given new _property rights_ while being guaranteed a great deal of control over performance standards. Stage 3: Norming: Work teams are given strong guarantees of employment security to ensure that employees do not put themselves out of work by increasing production. Stage 4: Performing: Workers were generally guaranteed opportunities for training, restraining, and promotion. Stage 5: Adjourning: Fourth, compensation schemes have been changed in order to provide equity among work teams in the firm through profit-sharing plans or stock ownership plans. Organizational Culture Organizational culture is comprised of the mind-set, experiences, beliefs and values of an organization and its employees. Currently, there are seven primary characteristics of organizational culture as described by Robbins (2005): innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability. All indications are that GE successfully embodies five of the seven primary characteristics of organizational culture: Innovation and Risk Taking: GE employees focus on innovation as their basis for taking calculated risks for change in the areas of transforming health care, cleaner power generation, exploring nanotechnology, aviation technology, greenhouse gas reduction, and global research facilities  (Innovation, 2008). Attention to Detail: GE employees focus on attention to detail in such areas as customer service, quality and assembly of products, meeting performance targets, enhanced decision-making through training and education. People Orientation: GE considers their more than 300,000 employees to be their greatest asset, and they are â€Å"passionate about making life better with new ideas and technologies† (Our People, 2008). Team Orientation: A significant part of GE’s culture as a global company involves nurturing diverse and cross-cultural teams in such areas as public relations, automotives, global research, nanotechnologies, and marketing (Our Culture, 2008). Aggressiveness: Though GE provides the tools and environment necessary for employees to be aggressive and competitive, it is ultimately up to the employee themselves to demonstrate hard work. Organizational culture essentially provides a company with a concrete anchoring point, even if the meaning it carries is vague and only imperfectly transmitted. An organizational culture also involves the expression of emotion, and by this venting of emotions organizational culture can assist employees in dealing with stress. As GE continues to grow and evolve, the company’s organizational culture will be subject to periodic changes and updates. Conclusion From everything that I have found, it is apparent that GE’s organizational culture is both ethical and customer-responsive. All indications are that GE has obtained its current status through the successful applications of organizational behavior concepts; specifically through motivations guided by specific goals and reinforcement plans. GE has successfully implemented theoretical frameworks through goal-setting, reinforcement, involving  employees in the decision processes and offering incentives such as: salary increases, travel privileges, stock options, and bonus plans. GE has successfully implemented group behavior tactics using the Five-Stage Model, with the addition of the pre-stage described in _Managerial Dilemmas: the Political Economy of Hierarchy_, for group development within the organization. Finally, GE successfully embodies five of the seven primary characteristics of organizational culture. Under CEO Jack Welsh, and current CEO Jeff Immelt, GE was able to communicate their vision of Six Sigma and training and development programs at GE. They were also able to become successful because of a belief in the employees and their talent. One of the most important traits a leader can have besides communication skills is the ability to see the potential of an individual and make that individual not only see it too but also live up to that potential. Based on the above findings, my evaluation of GE’s organizational culture is that they do provide a strong framework for positive attitudes, experiences, beliefs and values that would be appealing to almost anyone looking for job satisfaction and advancement within an organization. Reference: Argenti, P. A. (2002). _The Fast Forward MBA Pocket Reference_. John Wiley and Sons. Cushman, D. P. (2003). Communication Best Practices at Dell, General Electric, Microsoft, and Monsanto. SUNY Press. Immelt, J. (2005). _GE Imagination at work_. Retrieved May 17, 2008, from http://www.ge.com/company/leadership/index.html Innovation (2008). _GE Imagination at work_. Retrieved May 28, 2008, from http://www.ge.com/innovation/index.html KPMG, (2007). The age of ethics. Retrieved May 28, 2008, from KPMG Web site: http://www- old.itcilo.org/actrav/actrav-english/telearn/global/ilo/code/ageof.htm Leadership Programs (2008). _GE Imagination at work_. Retrieved May 18, 2008, from http://www.gecareers.com/GECAREERS/html/us/ourPeople/leadership.html Miller, G. J. (2002). Managerial Dilemmas: The Political Economy of Hierarchy. Cambridge University Press. Our Culture (2008). _GE Imagination at work_. Retrieved May 18, 2008, from http://www.ge.com/company/culture/index.html Our People (2008). _GE Imagination at work_. Retrieved May 18, 2008, from http://www.ge.com/company/culture/people.html Parhizgar, K. D. (2002). Multicultural Behavior and Global Business Environments. Haworth Press. Robbins, S. P. (2005). _Organizational behavior_ (11 ed.). Upper Saddle River, NJ: Pearson Education. Six Sigma, 2008 Retrieved May 31, 2008, from GE Web site: http://www.ge.com/railservices/about/sixsigma.html Stroh, L. K., Northcraft, G. B., & Neale, M. (2002). _Organizational Behavior: A Management_ _Challenge_. New York, U.S: Lawrence Erlbaum Associates. Vasu, M., Stewart, D., & Garson, D. (1998). _Organizational Behavior and Public Management_. CRC Press.

Essay on Adultery Explored in The Scarlet Letter - 1108 Words

That Nathaniel Hawthorne to chose such a controversial topic as adultery for The Scarlet Letter, his nineteenth century novel of seventeenth century sexual repression and hypocrisy (Zabarenko PG), demonstrates a delicate yet changing climate with regard to infidelity. Historically, carrying on an adulterous affair back in such an era of Puritanism and traditional values was not taken lightly; in fact, by todays standards, such horrific treatment for what is now considered an everyday occurrence was more harsh than murders suffer by current standards. Those who acted out of the vows of matrimony centuries ago, as Hester Prynne did in The Scarlet Letter, paid a high price for their momentary pleasures of the flesh. In those days, the†¦show more content†¦In truth, they had little patience for much display of immorality at all, which ultimately became misinterpreted as a complete and total abhorrence to sexuality of any kind. This was not true, however, yet their strict moral code did not bode well with outsiders, making them appear ultra conservative. What is clear within the context of historical consideration is the emphasis placed upon judgement. To determine what is right for one yet not for another; to cast ones opinion over the entire populace as a painter might broadly stroke a blank canvass; to conclude that a person is wrong by the very act he commits behind closed doors, is to be harshly and unfairly judgmental. Small town mentality is wracked with judgement. There is no escaping its suffocating presence. Historically, communities were one entity where the private business of everyone was worn much like the Scarlet Letter itself: out in the open for everyone to know. There was no sense of privacy within a world of snoops and busy-bodies. 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