William Shakespeare s The Of And My Madness

Kierra Crenshaw â€Å"I have found both freedom and safety in my madness†¦Ã¢â‚¬  Derived from Kahlil Gibran, this quote correlates with Shakespeare’s Hamlet. Madness is an utmost theme within the play, affecting various characters in distinctive ways. Shakespeare conveys the message that madness is an extremely liberating realm and one should allow their mind to experience this release. Often a person is so caught up with life, responsibilities, and duties that they extract themselves from the pleasure of freedom. The highly negative aura surrounding madness, to the degree that it is even classified as an illness, adverts many away from allowing this opportunity to take over. The id is the impulsive side of our mind, often characterizing our†¦show more content†¦Through this method of freedom, her once restrictive lifestyles was gone. Previously, she was often denied of her own thoughts and beliefs, resulting in her submission to those around her. The condescending and often v ulgar tone used in reference towards Ophelia is extremely prominent throughout the play. Despite this, she upholds herself with dignity and grace, allowing others to use her as they plead. At one point (During Act III, Scene II) Ophelia and Hamlet are speaking publicly. The lewd diction and actions presented during this act displays how others truly think of her; a pawn to simply mess around with. Hamlet often uses sexual innuendos towards Ophelia, stating comments such as â€Å"Lady, shall I lie in your lap?† Yet, everyone simply dismisses the actions. Although she does not purposely go mad, it did allow her freedom from these factors. No one expects anything from her due to her illness. Madness is an opportunity for the mind to relax and experience life for what it is. Shakespeare uses Ophelia as a way to convey this message to his audience. Madness is not alway direct like Ophelia’s and can be found in various ways. Laertes is a prime example of this. His madness is driven by the rage not only felt when he realized that Hamlet had murdered his father, but also when it was noted that Ophelia desired him as well. The primitive and instinctive portion of his mind, referred to as the id, was the controlling factor throughout

Zelda Fitzgerald Quotes

Zelda Fitzgerald, born Zelda Sayre, was an artist, ballet dancer, and writer. Married at 19 to writer F. Scott Fitzgerald, her zany and racy antics (and his) seemed to symbolize the freedom of the Jazz Age. She wrote in part to battle her restlessness while her husband was absorbed in his writing. Zelda Fitzgerald was diagnosed as a schizophrenic. She was hospitalized after a nervous collapse in 1930 and spent the rest of her life in sanatoriums. Zelda Fitzgerald died in a hospital fire in 1948. It was the 1960s before her writing began to be studied seriously and she began to emerge a bit from the shadow of her more famous husband. Selected Zelda Fitzgerald Quotations I dont want to live -- I want to love first, and live incidentally. Nobody has ever measured, not even poets, how much the heart can hold. Why do we spend years using up our bodies to nurture our minds with experience and find our minds turning then to our exhausted bodies for solace? Women sometimes seem to share a quiet, unalterable dogma of persecution that endows even the most sophisticated of them with the inarticulate poignancy of the peasant. Oh, the secret life of man and woman -- dreaming how much better we would be than we are if we were somebody else or even ourselves, and feeling that our estate has been unexploited to its fullest. By the time a person has achieved years adequate for choosing a direction, the die is cast and the moment has long since passed which determined the future. We grew up founding our dreams on the infinite promise of American advertising. I still believe that one can learn to play the piano by mail and that mud will give you a perfect complexion. Most people hew the battlements of life from compromise, erecting their impregnable keeps from judicious submissions, fabricating their philosophical drawbridges from emotional retractions and scalding marauders in the boiling oil of sour grapes. I wish I could write a beautiful book to break those hearts that are soon to cease to exist: a book of faith and small neat worlds and of people who live by the philosophies of popular songs. Its very expressive of myself. I just lump everything in a great heap which I have labeled the past, and, having thus emptied this deep reservoir that was once myself, I am ready to continue. I have often told you that I am that little fish who swims about under a shark and, I believe, lives indelicately on its offal. Anyway, that is the way I am. Life moves over me in a vast black shadow and I swallow whatever it drops with relish, having learned in a very hard school that one cannot be both a parasite and enjoy self-nourishment without moving in worlds too fantastic for even my disordered imagination to people with meaning. Mr. Fitzgerald -- I believe that is how he spells his name -- seems to believe that plagiarism begins at home.

Atlanta Race Riot Free Essays

Taylor Schultz History 1100 Dr. Howard November 15, 2010 Influences of the Atlanta Race Riot â€Å"A city lay in travail, God our Lord, and from her loins sprang twin Murder and Black Hate. Red was the midnight; clang, crack and cry of death and fury filled the air and trembled underneath the stars when church spires pointed silently to Thee. We will write a custom essay sample on Atlanta Race Riot or any similar topic only for you Order Now And all this was to sate the greed of greedy men who hide behind the veil of vengeance† (Primary Source 20, line 20). The Atlanta Race Riot occurred in 1906 in Atlanta, Georgia. Many innocent African Americans were murdered by hostile mobs of white men. Racism and hatred towards African Americans had been around long before the Atlanta Race Riot, but previously built tensions of jealousy, hostilities, abuse of blacks and whites eventually lead to this event. Booker T. Washington, W. E. B. Dubois, and many other African American and white leaders tried to gain respect from whites for the black community and earn equality, but the majority of whites were not willing to cooperate. The main influences of the Atlanta Race Riot of 1906 were poor whites and the â€Å"sexual assaults† they accused blacks of, politics, and media releases. After slavery had ended, and African Americans were free, whites still felt that they held a power over the blacks. So, when African Americans were becoming more successful, by owning their own pharmacies, grocery stores, and businesses the poor and middle class whites were not thrilled. These white classes were angry, because blacks were accomplishing more and making better wages then they were. The poor whites were so furious that they started creating mobs against all African Americans accusing them of wrong doings that many had no part in. The men composing the mobs, which created the disorder were principally of the hoodlum class† (Primary Source 13, page 7). Anytime a white man even heard of an African American touching a white woman, mobs would immediately form and attack, often killing a black man who looked remotely close to what the victim described him as. In 1906, the Savannah Morning News reported â€Å"there were four attempted assaults on white women by negroes in and around Atlanta today, and these and the publication of them in extras led to the gathering of the mob which killed ten or fifteen Negroes in the city tonight† (Primary Source 11, page 1). African Americans were not given the chance to go to court for any of the trials and were killed without proper identification by the court. It was getting to the point where blacks could not even walk outside their homes at night without being hunted by the white mobs; â€Å"attack spread rapidly and within a few moments the appearance of a Negro was the signal for a riot. The Negroes scattered from the streets, going to their homes by back alleys, or flocked to Decatur Street, the home of the tougher element† (Primary Source 12, page 2). All of these lynchings and outburst of rage from the poor whites over â€Å"sexual assaults† from black men towards white women were not fair towards the blacks. It was a way of whites getting back at blacks because of their own personal issues of jealousy, hostility, and personal self-assurance that they were better. After a long fight to gain freedom, African Americans wanted political equality. Many black philosophers and educators had their own views on how political equality should be met. Booker T. Washington was a black man who had been born into slavery and had gained his independence. He was a highly successful man who attended an Agricultural Institute. He founded the Tuskegee Institute, providing technical education for African Americans. Washington believed that blacks needed to work hard to show whites that they had value, so that eventually whites would realize this and accept black equality. â€Å"Washington was willing to accept social, residential, commercial, and educational subordination†(Secondary Source 1, page 46). On the other hand, W. E. B. Dubois was another successful black man whose views differed from Booker T. Washington. Dubois grew up in a largely white community, earned a PhD at Harvard, and believed that equality should be pushed for and gained as soon as possible. African Americans sided with both views from Washington and Dubois and had faith and believed that no matter which strategy worked it would eventually lead them to gaining equality. But, most elite whites wanted no part of it. Once white elites had heard speeches from both these leaders and knew what a good majority of blacks wanted, they came up with scandals to get African American’s votes. Many Democratic and Republican parties promised African Americans that if they gave their vote to them, they would stop lynching and crime rates would go down. â€Å"The party in which gave them the ballot had really no means of protecting them in the enjoyment of it† (Primary Source 8, page. 291). Laws like the Klu Klux Klan Act and The Compromise of 1850 were put in place during voting times to stop prejudice and violence, but once votes were gained, acts were dropped, giving none of the protection to African Americans that they had been promised. The whites, on their side, rather helped this plan by the savage means to which they resorted on those States in which the Negros were in majority, to overturn or prevent Negro rule† (Primary Source 8, page. 291). The Media attention that was brought up during the times of the Atlanta race Riot became a large influence on the whites and their bias opinions towards blacks. For the most part, the media sided with the whites, an d encouraged the white people to start uproars with their black neighbors. The media loved all the press that they were able to release at this time in 1906, because they knew it would get a lot of attention, and people would believe everything they were posting. When the Riots were at their highest, Mayor Woodward wrote, â€Å"I am thankful for all the papers that did not join in the business of getting out extras Saturday night. Many of the reports that were published were not only fuel to the fire, but entirely false† (Primary Source 5, page. 1). This statement shows that the media approved violence and did not mind the killing of innocent people, because it gave them something to broadcast about. When these mobs saw that they were getting press from the media, they started to consider themselves famous â€Å"protectors of the people†. â€Å"Flaring headlines in the special editions of the afternoon papers wrought the populace to a high pitch of excitement† (Primary source 13, page 2). Even though the media had no proof of reporting rapes or crimes that black men had done they would still write about them. Eventually, it got to the point where African Americans were getting fed up, and even announcing to places like the New York World saying, â€Å"There has been no carnival rapes in and around Atlanta. There has been a frightful carnival of newspaper lies† (Secondary Source 2, page 153). The white mobs already had so many racist views on blacks without the media leaking in, so when the media did decide to write alleged reports accusing the blacks falsely, it swept up the intensity and encouraged whites to be more violent then they ad ever been before. The Atlanta Race Riot caused many unnecessary deaths, and lead to more hostilities between blacks and whites then there had ever been. Although many events caused the Race Riot, the main ones were: the bad judgments poor whites held against blacks, and their horrendous approaches at getting back at them, the disagreement on political views from whites and blacks, and the media that influenced and encouraged whites to rebel against blacks and cause violence instead of trying for equality. Leaders and protectors stood by and watched deaths occur, and nobody tried to make any changes until after the Riot took place. If whites and blacks had come together and taken away prejudice views and hatred towards each other, they could have accomplished more things and many innocent people could have lived. How to cite Atlanta Race Riot, Papers

Article Review on Workplace Collaboration for Business Management

Question: Write about theArticle Review on Workplace Collaboration for Business Management. Answer: Summary of the article Due to the change in the business trends and activities, collaboration is strongly needed in the workplace. According to the reports, collaborative outputs have increased more than 50%. As the competition between the brands has intensified, the need for teamwork has attained necessity in terms of completing the projects within the stipulated time (Rosemann and Brocke 2015). The major drive behind this is the globalization of the business. This globalization has enriched the workplace diversity. Countering this, globalization has generated conflicts, discriminations and harassments within the workplace. These issues contradict the coordination and unity, represented by teamwork. Key questions According to the recent surveys, the time spent by the managers on cooperating the team members has expanded. It has been found that most of the company managers spent 80% of their times in assisting the staffs so that they can indulge in teamwork. Here, one of an essential question is how the leaders encourage the business? Role of leaders is crucial in terms of providing motivation and encouragement to the team members (Chang 2016). This is in terms of enhancing the efficiency in the business activities. One of the other questions in this context is the types of collaborations the companies and organizations adopt. Collaboration is dependent on the workplace requirements. For this, the team formation is a vital step. Taking into consideration Tuckmans stages of team development is helpful in terms of creating strong and flexible team. The surveys reveal that the distribution of the work among the employees is lop-sided. Most of the collaborative outputs come from the employees (Jacobs, Chase and Lummus 2014). The phrase, In Demand yet disengaged reflects the issue of low engagement to the workplace issues in case of the topmost position in the organizational hierarchy. These personnel are considered as an important source of collaborators. The evidence of this lies in taking valuable lessons while leaving the organization. Herein lays one of the other most important question, the time criteria adopted in the workplace for equal distribution of the tasks among the staffs. The phase discovers a related question, What is the role of the top performers in collaboration? Distribution of the tasks within the staffs begins from the organization itself. This is with adequate planning for the achievement of positive results (Wheelen et al. 2017). This planning includes the consideration of the supply and demand, which needs to adhered for the efficient execution of the business activities. Surveys and feedback reflect the effectiveness of the task distribution among the staffs. Mention can be made of tools like Do.com monitors enhance the awareness of the managers regarding the time taken by the managers and the employees towards the business activities. Literature review Concept of collaboration in workplace Teamwork is necessary in the present age in terms of coping up with the intense external pressure and forces of the market. Teamwork helps in completion of the challenging and enduring tasks within the stipulated time (Harmon 2015). The role of the managers is crucial for the achievement of best results in exposure of collaborative output. For this, the assistant managers need to send drafts about the formation of the teams, allotment of the workplace and the tasks to the team members. This activity engages the topmost personnel in the workplace activities. These drafts reflect the reflective practices adopted by the personnel for executing the business activities. The main component in the types of collaboration involves the behavioral science of the personnel. Herein lays the appropriateness of the concept of behavioral change. This change is the change of the personnel upon receiving the instructions of exposing collaborative output (Kerzner and Kerzner 2017). These behavioral changes has both positive and negative connotations. Positive connotation relates to the enthusiasm of the staffs in terms of indulging in teamwork with the colleagues. Negative connotation is related to the aspects of conflicts, discriminations and harassments, which contradict the aspect of unity, coordination and integrity within the workplace. Behaviors towards collaboration Pressurization is also one of the behaviors, which brings noticeable changes in the performance of the staffs. The staffs have differing and wide-ranging grasping power towards the workplace issues. Provision of adequate motivation and encouragement to the staffs generates an urge within the staffs for exposing better performance (Rees et al. 2015). Sometimes, the staffs are hesitant towards working with others. This is in terms of averting the clashes and conflicts. Here, the managers need to play the role of the guardian in terms of guiding the staffs. One of the other aspects of the behavior change is the intake of the information, which is being shared among the staffs. Some of the staffs are interested enough for learning the information shared by the colleagues. Yet some other staffs expose disinterest towards intaking the information shared by the others. These behavioral specifications reflect the functions of the software Basecamp, which allows the staffs to create a boundary around them for preventing any external information (Czajkowski and Salort 2017). Countering this, the boundary obstructs the growth and development of the employees, which is harmful for the enhancement of professionalism. The software offers the employees with a choice, which reflects the concern of the managers towards the wellbeing of the employees. The access to the personnel reflects the addition of values for the investments made towards exposing the appropriate attitude towards carrying out the business activities. Respect towards the efforts of the employees adds new vigor and energy into them. This respects forms the keystone in enhancing the stability in the relationship between the management and the employees (Ross and Ressia 2015). Example can be given of Fortune, where 60% of the employees have been found to spend 60% of the time on the production of collaborative output. Interestingly, the rest of the 40% preferred to spend their time in taking coaching, training or monitoring the performance of the employees. The request of the employees was placed before the management. The managerial authorities spent quality time in making plans for ensuring the wellbeing of the employees. After minute speculation of the request, the managers affirmed the decision of the staffs. Once the requests of the staffs were respected, the re were fewer mistakes in the performance of the employees (Yew and Goh 2016). Technology and the work space The managers of Dropbox discarded the thought of meetings, as it needed lot of time for emailing the matter to the respective departments. The suspension period was two weeks. This incident represents the lack of coordination between the personnel in terms of exposing appropriate attitude towards the workplace activities. This step of the managers alarmed the employees regarding the importance of meetings within the workplace issues. The immediate outcome was the preparation of agenda for the meetings. One of the other steps was addition into the workforce, which proved ineffective in terms of organizing productive meetings (Logan 2017). Ineffective meetings relates with encountering instances like customer and employee turnover, resulting in huge losses. Transparency in the technological devices and the personal space assures the employees regarding the services of the companies and organizations. This assurance is necessary in terms of exposing productive and collaborative output for fulfillment of the identified and the specified objectives. Mention can be made of the tools Slack and Salesforce.com, which enhances the awareness of the employees regarding the various workplace issues. Along with this, tools like Syndio and Volometrix proves beneficial in terms of enhancing the decision-making process of the employees through the means of accessing the networks (Ammentorp and Madden 2018). Structural changes Structural changes alter the collaboration needed in the workplace. Allocating the duties and responsibilities to the personnel according to the skills, expertise and knowledge of the personnel proves helpful. This is in terms of convincing them towards adopting the changes. However, this is impossible if the staffs are entrusted with heavy responsibilities. In most of the organizations, it is seen that half of the personnel are collaborators. Overlaps in the organizational structure can topple the organizational hierarchy. Some of the employees are overwhelmed upon getting easier projects that they deviate from the focus (Lee and Bonk, 2014). This is the reason why they expose poor performance. Herein lays the role of the managers regarding the equal distribution of work between the staffs. Tools like network analysis, peer recognition programs and value added performance metrics hold prime importance in the workplace. Practical examination on one of the life science companies resulted in twists and turns in the employee structure. The managers feared about losing corporate minds. The same experiment on a consultancy company resulted in the introduction of retention bonuses for the leaders. This bonus was a means for luring the leaders for effective management of the business activities (Sawyer 2017). These bonuses can be considered as the means for encouraging the leaders for effective regulation of the business activities. This approach went in vain, as it lacked the consideration of those employees, who are heavily involved within the workplace activities. Mention needs to be made of Network Analytics, which helped in restoring equality within the employees. Transfer of knowledge Sharing of information generates teamwork within the team members. However, rationality needs to be maintained in this sharing, as wrong and incorrect information leads to conflicts and differentiation of opinions. Here, all of the personnel need to be considered for the achievement of positive results in terms of collaboration (Ammentorp and Madden 2018). Collaboration between the personnel is important for handling all types of clients for carrying out the business transactions in an efficient and effective manner. Lucrative schemes, offers and discounts are needed in terms of retaining the staffs into the workplace conditions. Bonuses can lure the leaders towards taking the charge of managing the team members. However, adequate planning is needed in terms of planning for the changes in the workplace issues and conditions. True essence of collaboration One of the criterias highlighted is the generation of revenue. This means that the needs, demands and requirements of the employees are compromised for the enhancement of the profit margin (Yew and Goh 2016). This approach contradicts the true essence of collaboration. Here, one of the other considerations is ensuring that the staffs have adequately catered to the colleagues grasping power. Consciousness towards this direction is the main agent in terms of bringing collaboration within the workplace. For this, the power and authority needs to be placed on the hands of such personnel, who emerge successful in maintaining the balance between the individual needs of the employees and the organizational requirements (Rees et al. 2015). Conclusion Collaboration acts as an address for the potential challenges faced by the companies and organizations in the competitive ambience. Mostly, the leaders fail to recognize the kind of collaborative effort needed for fulfilling the identified goals and objectives. This understanding is crucial in terms of gaining an insight into the needs, demands and requirements of the clients. Hiring collaboration officers have proved effective in terms of enhancing unity and coordination between the departmental units. This unity and coordination is essential in terms of enhancing the efficiency in the business activities. References Ammentorp, L. and Madden, L., 2018, January. Learning From Others: Developing Preservice Teachers Workplace Skills. InThe Educational Forum(Vol. 82, No. 1, pp. 85-96). Routledge. Chang, J.F., 2016.Business process management systems: strategy and implementation. CRC Press. Czajkowski, J.W. and Salort-Pons, S., 2017. Building a Workplace that Supports Educator-Curator Collaboration.Visitor-Centered Exhibitions and Edu-Curation in Art Museums, pp.237-48. Harmon, P., 2015. The scope and evolution of business process management. InHandbook on business process management 1(pp. 37-80). Springer, Berlin, Heidelberg. Jacobs, F.R., Chase, R.B. and Lummus, R.R., 2014.Operations and supply chain management(pp. 533-535). New York, NY: McGraw-Hill/Irwin. Kerzner, H. and Kerzner, H.R., 2017.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Lee, H. and Bonk, C.J., 2014. Collaborative learning in the workplace: Practical issues and concerns.International Journal of Advanced Corporate Learning (iJAC),7(2), pp.10-17. Logan, S., 2017. SoftServes workplace launch for global collaboration.Strategic HR Review,16(5), pp.207-210. Rees, C.S., Breen, L.J., Cusack, L. and Hegney, D., 2015. Understanding individual resilience in the workplace: the international collaboration of workforce resilience model.Frontiers in psychology,6, p.73. Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process management. InHandbook on business process management 1(pp. 105-122). Springer Berlin Heidelberg. Ross, P. and Ressia, S., 2015. Neither office nor home: Coworking as an emerging workplace choice.Employment Relations Record,15(1), p.42. Sawyer, K., 2017.Group genius: The creative power of collaboration. Basic Books. Wheelen, T.L., Hunger, J.D., Hoffman, A.N. and Bamford, C.E., 2017.Strategic management and business policy. pearson. Yew, E.H. and Goh, K., 2016. Problem-based learning: an overview of its process and impact on learning.Health Professions Education,2(2), pp.75-79.