Mark Twains Influence on Realism

Mark Twains Influence on Realism Realism brought about events and characters with-in stories that could be easily imagined and related too. The main contributor during the period of realism was Mark Twain with his novel The Adventures of Huckleberry Finn. Mark Twain incorporated his own real life experiences into the novels he wrote. Twain expresses many beliefs within society of the time period. Twain accurately and vividly describes settings, places, and emotions. Twains depiction of the morals and events of the main character in the novel are the most important part of how the story incorporates realism. Realism in American Literature was most prominent between the Civil War and the turn of the century. Realism incorporates many aspects of life so the reader is easily able to relate to the characters and events. Social class is very important within this period of writing. The characters are more important than any other aspect of the story, without a well developed and accurate character the story will fall apart. Realism writing does not include any type of poetic vocabulary. The vocabulary used in realism writing is normal speech, terms that people use every day that may not be proper English but a accepted among impersonal conversations. During the time period that this style of writing thrived America was growing and changing as a nation, this provided the perfect habitat for realism writing to flourish (Realism in American Literature). The Adventures of Huckleberry Finn is about a neglected young teenage boy. His name is Huck Finn. His father is a mean drunk. The book begins in St. Peters Missouri where his father and he both live. The book tells about the Huck and Toms adventures in great detail. The novel is told using first person point of view. This viewpoint allows the reader to easily connect with the story because it is told as if the reader was right their interpreting the events himself (Twain). Twain gives the two main characters of the book, Tom and Huck, realistic character traits. Both boys live befriend each other and the longer they are friends the more their friendship grows and develops. The boys portray a nice and sincere attitude, but they use a devious and teenage attitude much more. They both tend to get into trouble like any teenager would (Twain). Twains dialogue throughout the story is common talk. This means the story does not include any poetic writings or anything of that nature. The dialogue is true spoken as if it was just a conversation between to normal people. No overly fancy words are used, just normal well known and common vocabulary. Using common vocabulary within story dialect is a crucial part in allowing the reader to relate to the characters. Mark Twain even tells the reader beforehand within the preface of the book about his dialects: In this book a number of dialects are used, to wit: the Missouri negro dialect; the extremist form of the backwoods Southwestern dialect; the ordinary Pike County dialect; and four modified varieties of this last. The shadings have not been done in a haphazard fashion, or by guesswork; but painstakingly, and with the trustworthy guidance and support of personal familiarity with these several forms of speech (Twain Explanatory). Mark Twains characters are well developed and described. The main character Huck is a thoughtful boy who is very intelligent as far as street smarts go, unfortunately he lacks much of a formal education (Lombardi). Huck is constantly forming his own conclusions about matters going on in the world during his life. An example of his conclusions about important matters in the world is the treatment of black people, Huck feels they are normal humans and should not be treated any differently then himself. This conclusion like many other of Hucks conclusions goes against the grain of society. Tom, Hucks best friend, is basically Hucks other half; whatever Huck lacks in character Tom makes up for. Tom has a wild imagination and is a great thinker. Tom is highly influenced by society, unlike Huck. These influences and the effect they have on Tom encourage Huck is his choice to ignore and disregard the common society thinking and come up with his own conclusions on controversial matters (Byrn e). Mark Twains settings were vividly described. He was able to achieve such accuracy within his description because of past experiences with in his life; most notably his experience as a steamboat pilot. He used a memory of a sunset he had once seen while out on the boat. He describes this sunset in the novel. The vivid description can be seen within just the first several lines of the 1 page description: The first thing to see, looking away over the water, was a kind of dull line that was the woods on tother side; you couldnt make nothing else out; then a pale place in the sky; then more paleness spreading around; then the river softened up away off, and warnt black any more, but gray; you could see little dark spots drifting along ever so far away-trading-scows (Twain 163) Mark Twain clearly influenced the development of realism with his novel The Adventures of Huckleberry Finn. The book was able to be related to be so many that it became very controversial. When the book first came out in the year 1884 it was not long after in 1885 that the book was banned from the Concord Public Library (Lombardi). Even through the banning of the book in some areas it still reached many people and had a huge impact. Twain paved the road for Realism writing and no other novel will have as much influence on the time period as his did. Works Cited Byrne, William F. Realism, Romanticism, and Politics in Mark Twain. 24 March 2004. 24 December 2009 . Lombardi, Esther. About.com: Classic Literature. 4 December 2009. 14 December 2009 . Realism in American Literature. 14 July 2008. 12 December 2009 . Twain, Mark. The Adventures of Huckleberry Finn. New York: Barnes Noble Books, 1885.

Foundation Degree in Accounting and Finance Essay

Introduction There is a radical change after the privatisation of Atlantic Water. The change not only affects the organisation’s objectives and strategic planning, but also its structure and culture. B Burnes (1996: 115) cited writers such as Handy (1986), Allaire and Firsirotu (1984) argued the issue as follow: ‘†¦to operate effectively and efficiently, an organisation’s culture need to match or be appropriate to its structure. Given that an organisation’s environment can change rapidly, as can its structure, situations will arise in the environment, structure and practices of the organisation.’ Observing organisational behaviour is not enough, we need to understand the meaning of the behaviour, and therefore, it is important to identify the culture and structure of an organisation, to enable management to react quickly for any external or internal change. 1. Defining Culture It is difficult to define culture, usually it is defined as ‘how things are done around here’ or ‘this is how we are’. Culture within an organisation is influence by the personality of an individual, pattern of communication, work performance, behaviour of management and subordinate as a role. Schein (1983) defines organisational culture as: ‘†¦ the pattern of basic assumptions that a given group has invented, discovered or developed in learning to cope with its problems of external adaption and internal integration and that have work well enough to be considered valid, and, therefore , to be taught to new member as the correct way to perceive, think and feel in relation to those problems.’ Schein views culture as not being over behaviour or values, but the assumptions that underlie them. Here are the views based on three level of culture: * Level 1: The visible artefacts and creations, which are easy to observe, but do not explain why a group behaves the way it does. * Level 2: The values which can be inferred from interview, but which manifest the espoused reason for behaviour, not the underlying unconscious reason. * Level 3: The underlying assumptions which are typically unconscious, but which actually determine hoe people perceive, think and feel. The meaning of Organisational Culture was also defined in Oxford Dictionary of Business (2003) as follow: ‘Organizational Culture: The values, customs, rituals, and norms shared by all the members of an organization, which have to be learnt and accepted by new members of the organization.’ Culture impacts most aspect of organisational life, such as how decision are made, who makes them, how rewards are distributed, who is promoted, how people are treated, how the organisation responds to its environment etc. This particular set of values, beliefs, customs and systems are unique to the organisation. 1.1 Organisation culture R Harrison suggested that there are four main types of organisation culture. They are the following: Power Culture is where the authority and control within the organisation are centralised. The control is passing from the central to key individuals. The power of members is based on control over resources and personal influence with the centre. Role Culture is where work within and between departments is controlled by procedures, role descriptions and authority definitions. Job position is central to this, not necessarily the job holder as a person. People are appointed to a role based on their ability to carry out the functions and to satisfy performance of the role. R Harrison (1972: 119-128) cited Role Culture as follow: ‘Role culture often referred to as a bureaucracy, it works by logic and rationality.’ Task Culture is job or project oriented and the main purpose is to complete the task or project. This might involve getting the right people to work as a team, giving them decision making power to complete the task. Person Culture is when the individual is focus on. This includes their personality and personal feeling etc. For example if a group of people decided to do their own thing and other members of staff help, this is a person culture. It only existed for the people concerned. Many organisations have a mixture of the above culture, it is important to understand the concept of each of the above culture and to establish an appropriate structure. 1.2 Culture of the old Water Authority The old Water Authority had a complex grading framework, narrow spans of control and more level of authority, this resulted in a high hierarchical structure, and this indicated that the organisation had a strong power culture. It was mentioned in the case study that the old Water Authority called their managers ‘officers’ and administered the organisation and ran almost along a military line, where the authority and control were centralised. The employees were job oriented where they can only carry out the job they were originally employed for, there was no need to re-organise their position, where they just followed the day to day procedures. Management saw their jobs as minimising external interference rather then seeking for some change to improve the performance of the employees. Employees in the old Water Authority had a certain level of job security where they could work extra hours where needed, which would give them an extra income. Due to the high hierarchical structure of the organisation, there would be a difficulty for employees’ career progression, this affected those who are seeking for career improvement and lower their motivation and morale within the organisation. Management did not offer new training skills nor did subordinates look for self improvement. From these evidents the old Water Authority had a mixture of the all the culture which R Harrison suggested. 1.3 Culture of new Atlantic Water Plc In the new Atlantic Water Plc, they re-structured their grading framework, the spans of control reduced the level of hierarchical structure and the result of this, employees had more opportunities to progress within the organisation. The organisation also decided to empower their managers to take more responsibility, the decentralization enabled decisions to be made closer to the operation level of work. In the result of job cuts after privatisation, Atlantic Water offers their employees a chance to gain qualifications and ensured they are cross-skilled. Not only the employees offered to gain new skill, managers are also sent on a training course, where they will have a clearer focus on the organisation’s objective and to create a new relationship within the organisation. Since Atlantic Water had a large number of jobs cuts, employees suffered from the job insecurity after the privatisation. Although the organisation encouraged them to gain new skills, the main reason will probably be for them to keep their job rather than looking for self improvement. On the other hand, the organisation introduced a new salary structure leaving many employees worse off financially. Since the employees are not gaining any benefits financially and suffering from job insecurity, this impacts the employees’ morale and their commitment to the organisation. 1.4 Comparison of the old Water Authority and Atlantic Water The old culture of Water Authority was inappropriate to their competitive needs. Atlantic Water changed the culture by shaping the value, beliefs and attitudes of their employees. They started by changing the recruitment, selection and redundancy policies. Managers were recruited from private sector, this effected the composition of the workforce so that promotion and employment prospects are dependent on those concerned possessing or displaying the beliefs and value the organisation wishes to promote. The introduction of the flatter hierarchical structure and decentralisation is an advantage of a private company. The managers can work closely with the working operational level and it will reduce the time it takes to make decision. This also demands a greater involvement of the staff and creates opportunities for employees developing their career. The encouragement of staff training is vitally important to the change of an organisation, this will not only benefit the organisation’s productivity, but will also improve the level of employees’ morality and to make them understand their value to the organisation. 2. Defining Structure P Drucker (1974: 52) defined structure as follow: ‘Structure is a means for attaining the objectives and goals of an organization.’ An organisation existent is to achieve its goal and objectives, the work within an organisation has to be divided among its members. It provides the framework of an organisation and makes all process and application possible. The effectiveness and efficiency of the organisation will be influenced by the structural design and the behaviour of the people who work within the structure. 2.1 Organisational Structure An organisation’s structure is designed to ensure that rules and procedures are used and followed, it contains four frameworks of relationships within an organisation: the individual’s job description, job specialisation, its lines of communication and its hierarchy. Organisational structure can be layered into three hierarchical structures: the technical level, the managerial level and the community level. It is important to have clear objectives within the organisation, good communications both horizontally and vertically can enable an organisation to perform effectively and efficiently. The correct grouping of individuals and work is also important to maintain a high level of performance. 2.2 The old Water Authority’s structure The old Water Authority was a public service organisation, its main objective was to provide a service to local communities. Job description was clarified to individuals and the working pattern was not flexible. The division of work was based on the employees’ skills, i.e. operation of clean water side and the dirty water side. It had a narrow span of control and more level of authority, this result in a ‘tall’ hierarchical structure and there are a few problems with this structure. It restricts the decision making process and information is difficult to pass on from either level to another. It is not cost effective since there are more middle managers within the organisation and there could be a conflict between management if the objective was not clarified between departments. The old Water Authority was a centralised organisation where the decision making retained in the top level of management. There are advantages of centralisation, some of which applied to the old Water Authority. The decisions are fitted to broad organisation’s objectives and it is easier to coordinate the activities within the organisation. But the problem occurred when the decisions were not made close enough with the operational level, it might not be appropriated to the lower level of hierarchical structure. ‘Line and staff management: A system of management used in large organizations in which there are two separate hierarchies; the line management side consists of line managers with responsibility for deciding the policy of and running the organization’s main activities, while the staff management, and its separate staff managers, are responsible for providing such supporting service.’ Oxford Dictionary of Business (2003: 300) This explanation suited the structure of the old Water Authority, each operational department running parallelised and having advisory department across them (See Diagram 1). The mechanistic organisation theory applied to the old Water Authority, where employees had specified roles and definitions of the authority within the hierarchical structure. Communication and interaction are vertical, the structure of the old Water Authority was appropriate as the external environment was stable. 2.3 Atlantic Water’s Structure The privatisation changed the Water Authority from a public service organisation to an economic organisation. The objective is no longer just to provide service, but to make a profit and to survive in the competitive market. Atlantic Water re-structured their grading framework, it reduced the level of management, the wider span of control resulted in a ‘flatter’ hierarchical structure. It reduced the bureaucratic costs, i.e. less middle managers, less coordination problem and reduced the chance of information distortion. Decentralisation is another result of down-sizing the hierarchical structure, this allows decisions to be made closer to the operational level and reduces information overload on upper managers. Managers have more free time to do something else, i.e. provide personal care for its subordinates. The line and staff organisational structure also changed, it became a matrix structure, where there is more than one critical orientation to the operations of the organisation, such as they introduced the pay negotiations in house and fixed-term contractors. Atlantic Water encouraged their employee to gain qualification to enable them to be cross-skilled, so they can be deployed by their manager where and when they are needed, the flexibility of the working pattern is essential. The mechanistic organisation is no longer applicable in the lower level, it combined both the mechanistic organisation at the top of the hierarchy and the organic organisation at the bottom of the level. Organic organisation has a flexible system and structure which is characterised by the adjustment and continual redefinition of tasks. Communication and authority does not necessarily coincide with positional authority. 3. Organisational Change L Mullins (2002: 798) suggested organisation development is a key to organisational change. ‘Organisation development is concerned with the diagnosis of organisational health and performance, and the ability of the organisation to adapt to change.’ In order to change the organisation effectively, organisation development is essential to have the correct strategies: survey research and feedback, T-group and team building. Survey and feedback involves using questionnaires to help identifying the attitudes of individuals within the organisation. Top management can analysis the feedback and discuss the problems, and the action to be taken to help to improve performance. T-group is also known as sensitivity training, it involve informal groupings to discuss the individuals’ feeling toward the organisation and to understand their abilities in themselves. Team building is identifying the task procedures and the pattern of interaction within the work group. The aim of this function is to improve overall performance of the organisation through the effectiveness of the team. Organisational development is not only about improving the organisation effectiveness and efficiency, but also improve the morality and commitment of individuals. 3.1 Strategies for Change and Innovation There are different strategies approaches to changes in the organisation, however it has to be carefully design and apply. From the strategic management point of view, organisational change has four main facets which need constant re-appraisal and planned action: * Human resource implications – This involve training, personal skill development, the culture needed to be accepted. The organisation needs to encourage and motivate their employees by providing opportunity for improvement. * Functional implications – Communication need to be improved between departments, the understanding of how the department works is also important, different area of organisation has their own way of working method. Decentralise the authority and appraisal system should be introduced. * Technological implications – Increase use of technology can improve the productivity and administration of an organisation. Although there is a cost of the installation and operational cost, but it actually reduce overhead cost in long term, i.e. less manual labour and improve accuracy. * Organisational implications – This involve change of relationship, work groups, routines and practices. There will be a new requirement of communications between departments and the management skills need to be improved to compromise within the organisation. 3.2 Atlantic Water’s Approaches After the privatisation, Atlantic Water applied the organisation development techniques. They are role analysis, life and career planning, quality of work life and counselling. Role analysis – Employees are trained to be cross-skilled so they can be deployed by their manager where and when they are needed, so their tasks are more flexible than before. Life and career planning – The organisation encourages their employees to gain qualifications, this will not only benefit the individual, but also the performance of the organisation. The organisation also invested heavily in management development so the managers have a clearer commercial focus and a new relationship with its workforce. Quality of work life – The new grading framework of the organisation creates opportunity for many employees who wish to develop their career. The organisation introduced a new salary structure, but it leaves many employees worse off financially, Atlantic Water failed to provide a better quality of work life. Counselling – There is a programme to help individual to deal with stress which are caused from job insecurity. This will help and assist individual to attain their goal and to re-build their confidence. Atlantic Water has improved their performance in general by investing in training programmes for both the management and their staff, but they did not consider their employees’ feeling. The morality and commitment level had dropped significantly due to the amount of work load and insecurity of their job. Although they offered a counselling programme, their employees are not being awarded for the extra efforts they put into the organisation. The low level of morality and commitment has major influence on the level of work performance. Atlantic Water should try to re-build the relationship with their employees by re-viewing their salary structure. The employees should be informed at a reasonable level of the activity within the organisation, sharing the success of the organisation will also boost the level of confidence for the individual. The management training should not be limited to the knowledge within the industry, it should includes counselling, coaching and leadership skills. Managers have a major influence on the motivation and behaviour of employees. 4. Conclusion The change has a massive impact upon Atlantic Water, the structure, culture and organisational climate had changed significantly. They have taken a certain level of approach but the results are not all positive, they need to carefully re-build relationships with its employees. The organisational climate is an indication of the employees’ feeling and beliefs, obviously Water Atlantic’s climate needs to be improved. It must develop new ways to increase the loyalty and commitment of employees. This includes attention to reward strategies based on recognition of contribution rather than status or position. The management of organisational climate is an important means of improving productivity and standard of work performance. Diagram 1    Bibliography Burnes B. (1996) 2nd Edition, Pitman Publishing, London Drucker P. (1974), ‘New templates for today’s organizations’, Harvard Business Review, London Huczynski A. & Buchanan D. (1991), Organizational Behaviour, 2nd Edition, Prentice Hall, London Mullins L. (2002), Management and Organisational Behaviour, Prentice Hall, Essex Schein E. (1997), Organizational Culture and Leadership, Jossey Bass Wiley, London Schneider S. & Barsoux J. (2003), Managing Across Culture, 2nd Edition, Prentice Hall, London Reference Burnes B. (1996), Managing Change, 2nd Edition, London, Pitman Publishing, Drucker P. (1974), New templates for today’s organizations, Harvard Business Review, London Mullins L. (2002), Management and Organisational Behaviour, Prentice Hall, Essex Schein E. (1997), Organizational Culture and Leadership, Jossey Bass Wiley, London Oxford University Press (2003), Oxford Dictionary of Business, 3rd Edition, Market House Book Ltd, London

The Fundamentals of Authority Essay Topics Revealed

The Fundamentals of Authority Essay Topics Revealed The Tried and True Method for Authority Essay Topics in Step by Step Detail Some educational consultants provide test prep or you could suggest other qualified individuals. Milgram's experiment consisted of selection of teachers from ordinary men and women who were asked to take part in an experiment where the teacher was supposed to ask certain basic questions from a learner. The procedure for grading student papers can be a really boring one. Sex education extended in school is perceived to be more powerful than when it's offered by parents. Power can be portrayed as a resource and a kind of reservoir force that may be employed by means of a man to switch the behavior of another one. It is the capacity to produce effects on other and as the potential to influence others. Reward power includes the ability to influence different people as a result of individual's control over desired resources. Coercive power is just the op posite of reward power. Level of authority is a significant aspect in conceptualizing an organization because it will impact the behavior of leaders in addition to followers. Child abuse might also be a cause sometimes. With respect to power, it describes the capability of someone to influence the behavior of some other individual so that another man or woman will act in accord with the individual wishes. Of all Of the fantastic college essay topics, no topic was selected. You first have to ascertain the reason behind your essay, before you are able to write persuasive content about it. If you're authentic, nobody can write the identical essay as you! At some stage, you're likely to be requested to compose an argumentative essay. Choosing excellent essay topics for middle school must be a careful procedure, where a balance must be struck between topics that might be too simplistic, more acceptable for the key school, and choosing argumentative essay topics that might be too complicated or controversial. There are many different ways of writing an essay but the fundamental structure stays the same. When it has to do with writing an argumentative essay, the most essential matter to do is to select a topic and an argument that you may really get behind. There are different kinds of essays that I would assume most of you are already acquainted with. Authority Essay Topics - Dead or Alive? Some people think that government officials must execute the will of the people they serve. Likewise the matter of obedience to authority cannot be a simple black and white question. After all, it appears logical that if they were to criticize authorities generally, they'd be unwilling to cite them in any way. The indivi dual obeying authority has to be in a position to recognize irrational and rational authority, because not having the capability to do so can become dangerous. Authority Essay Topics for Dummies Obviously, giving an excellent persuasive speech requires more than simply selecting a great topic. Nothing about writing is simple, and not everyone is able to do it. In this way, the reader may also feel the best way to be in that specific birthday party. The Advantages of Authority Essay Topics There's something intrinsically essential in being there for one another, even if it doesn't benefit us as individuals. People with the authority or power will have the ability to make things happen and getting in done. Folks that have a smoking authority figure in their lives (for example, a parent) are much more likely to begin smoking later in life. Make certain you can support whatever you say with clear and concrete evidence, and your claims are going to be a good deal stronger! You 'll have to develop a fantastic argument, which encompasses not just your principal point, but also all the pieces which make this up. The topic needs to be interpreted in a variety of ways, and there's no obvious explanation for it. The point here is to understand what you're going to write before writing it. Besides that, your point of view will choose the type of essay you're writing. The paragraphs are intended to supply considerable support to the thesis statement. To get started writing your assignment you would want to encounter an interesting and promising topic. Writing an essay is not ever an easy job. At that time, you can begin writing full length practice essays. There are invariably a vast range of opinions on the topic of technology, and here are our favourite things to consider on this issue. The application of ethical issues can be applied in various fields like business, politics but it's very crucial in the use of psychology. It's possible for you to fill in details and modify the sentence structure after you're clear of what you will need to say. Take your time to thoroughly examine our cause and effect topics list till you locate a prompt that you're excited to write about.

The Inequality And Health Care - 1107 Words

Introduction The United States is world renowned for having the best health care if not the most accessible. Citizens have at their disposal a plethora of hospitals, physicians, and therapists to improve their well-being. Statistical data was taken back in 2010 under the Central Texas Region and studied health care coverage and income in regards to the community. The data displayed in the surveys heavily suggest that income/ health in general have a high correlation. The issue that arose with the given data imply that those who are on the lower end of the income spectrum subsequently have no health care coverage and poorer health than those with higher income. In any case with high correlation there are a number of factors influencing the statistical evidence, and in this case sociological barriers are present in regards of inequality and health care. Data Data was taken from the Central Texas Region and 3 tables were drawn breaking down the factors of health and income. 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