Catcher in the Rye Essay Characterization - 1064 Words

By: Ella Goldberg Characterization Being different is difficult, especially when you’re a teenager. It’s not easy being singled out and feeling like the bad apple. Standing apart from others can be hard and takes courage. Society does not appreciate misfits, especially trouble makers who don’t make any effort to succeed. There is nothing wrong with being different and standing up for what you believe in but Holden goes about it in an arrogant way. It’s as if he sets himself apart from his peers on purpose because he does not want to be phony, just like them. Holden sees a major part of the people in his life as phony, which he tries to isolate himself from, this in turn makes him quite antisocial in every aspect of his life. Holden†¦show more content†¦In the end, he just makes his own life harder because no one is there when he needs someone â€Å"the trouble was, though, my address book only has about three people in it† (Salinger 136). But it seems Holden does not realize he is doing this to himself. In conclusion Holden is antisocial in every aspect of his life, setting himself apart at school at home and even with friends. Being different is not ideal for most people, but Holden does not seem to mind. The only problem is he goes about it with negativity by isolating himself from his peers and thinking he is different from everyone than he actually is. Citation Salinger, J. D. The Catcher in the Rye. Boston: Little, Brown, 1951. Print. Pre Essay Reflection Goals to achieve while working on my essay: 1. Work on time management 2. Work on the structure 3. Don’t get off topic Post Essay Reflection During this essay I set out to achieve the goals of working on time management, the structure of my essay and staying on topic. I think I accomplished these goals pretty well because I made sure I dedicated time to working on it therefore I got it done on time. I made sure the structure of this essay was better planned out than my last one. My other goal was to ensure I did not drift and get off topic during my essay. I have had trouble in the past with this but I carefully planned out what I wrote and did a rough copy so thisShow MoreRelatedThe Catcher in the Rye by J.D. Salinger1005 Words   |  5 PagesHolden Caulfield, the protagonist of J.D. Salinger’s classic coming of age tale The Catcher in the Rye, entices readers through his hyper-critical scrutinization of the post-war consumer world. The novel itself is acclaimed to be quite autobiographical; the similarities between Salinger and Holden are numerous. Holden is an avid critic of materialist ic American ideals, and he aims to preserve innocence in others, and to save himself from falling into the land of adulthood. 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Obituary If I Lived To Be 90 Example

Essays on Obituary If I Lived To Be 90 Article OBITUARY FOR STEVE ANTHONY BAUMAN Obituary for Steve Anthony Bauman Celebration of a life well lived Source: http www.puppiesandflowers.comSteve Anthony Bauman28 August, 1966 – 20 December 2056Defiance County - Steve Anthony Bauman, 1990, peacefully and untimely passed on, on Wednesday 20, 2056 at the Presbyterian Hospital New York after a brief illness.He lives with his son John James Bauman, 48; his daughter-in-law, Helena James and his grandchildren Sean James, Steve James, and Clare James.Steve Anthony Bauman was born and raised in Defiance; he was the son of Sean Bauman James and Pauline Lindsey James. He was a lifelong residence of Defiance.In his early years, Steve Anthony Bauman would help his father in his garage, Bauman mechanics. After graduating from Blue State Mountain High School 1982, Bauman was admitted to Clark University, where he graduated with a Bachelor’s degree in Forensic Psychology in 1986. Later that year, Steve Anthony Bauman got recruited to t he Military Academy as a cadet, where he later, 1989, graduated and was admitted as a member of the Military Corps.Bauman met his wife Helena Bauman in a wedding ceremony at a local church and later, in 1996, they were joined in a holy matrimony. Steve Bauman served his country selflessly in the Army in various positions until in 2006, when he was promoted to a Sergeant. He was later elevated to the rank of Major, a position he humbly and diligently held until when he retired in 2010, after a 21 years selfless service to his country in the military.In 2013, Steve Bauman founded and started Steve Bauman and Associates, a Forensic Psychology firm in Defiance. Steve Bauman did not only take pride in his business, but sincerely relished those friends and colleagues that he made during this period. Over the years, Bauman’s expertise, experience and reputation in Forensic Psychology made him to be recognized and consulted by the FBI, in some of their major cases.Mr. Bauman had a pa ssion for animals, something he dearly took pride in and was an avid dog trainer in Defiance. He enrolled his award winning British Bull dogs into dog shows; this earned him several prestigious awards and ribbons.Bauman was also a passionate golfer and was an adored and well respected, renowned member of the Defiance Golf Club and the Pinehurst Country Club. He was a member of the board of directors for the Defiance Golf club, and his forensic psychology firm, Steve Bauman and Associate.A funeral Service was held December 22 from Star Funeral Home of Defiance, with a private burial.

Native Americans of Chesapeake Bay Free Essays

The Native American group in the Chesapeake Bay region was known collectively as the Powhatan Federation of Indians. Powhatan also refers to the Algonquin Indian chief that lived and ruled in the region around the early 17th century. The Algonquians were a deeply religious group of people subsisted primarily through agriculture. We will write a custom essay sample on Native Americans of Chesapeake Bay or any similar topic only for you Order Now The natives referred to the area as Tsenacommacah. Powhatan was the weroance, or chief ruler of Tsenacommacah and 25 other Algonquin villages. Powhatan would play a significant role with the 104 men from the Virginia company that made up the settlement of Jamestown. Powhatan agreed to an alliance with the settlers, Powhatan would provide the colonists with foodstuffs in exchange for guns, hatchets, and swords. Powhatan hoped this alliance would make him technologically superior over his people’s enemies. The following is a quote from Powhatan recorded by John smith in 1609; â€Å"I am not so simple as not to know it is better to eat good meat, sleep comfortably, live quietly with my women and children, laugh and be merry with the English, and being their friend, trade for their copper and hatchets, than to run away from them. (Smithsonian source, 2012) Joint stock companies were business corporations that amassed capital through sales of stock to investors. Joint stock companies were the forerunners for modern day corporations. The Virginia Company was a joint stock venture that funded the settlement at Jamestown. Colonies required ongoing capital investments and the lack of immediate returns created tensions between stockholders and the colonists. Although investors were expecting great returns, there was great risk and start up costs, and could take years to recoup their money. With an excess landless population to serve as workers, and motivated, adventurous, or devout investors, the joint-stock company became the vehicle by which England finally settled the Western Hemisphere. The first joint stock company to launch its venture in the new world was The Virginia Company of London. In 1607 The Virginia Company established the first colony along the Chesapeake bay in what is now modern day Virginia. The new colony was called Jamestown, named after King James I. The colonists arrived in the midst of the worse drought in 1,700 years, and life in the new world was hard from the get go. The settlement at Jamestown was on a swampy peninsula located in the middle of a river. The colonists proved to be ill equipped for survival, and many fell victim to starvation and disease. In attempts to ease the colonists struggle for food ,Captain John Smith made a deal with the weroance. The Powhatan would help the colonists acquire food in exchange for weaponry. This deal was short lasting, as mutual mistrust built on both sides. The weroance relocated his primary village to an area not easily accessible to the colonists. The colonists struggled greatly without Powhatan’s help, and soon were driven to starvation. This time of hardship for the colonists was referred to as the â€Å"starving time. † The situation was very bleak for the colonists, and the starving time lasted from 1609-1610. Throughout the colonists year long struggle for survival many died, and one colonist resorted to cannibalism. This was the beginning of a bloody history that ensued between the colonists and the Powhatan people. In the spring of 1610 a new wave of settlers came to Jamestown, and brought with them more supplies. Around 1613, and in attempts to gain the upper hand , the colonists kidnapped Powhatan’s daughter Pocahontas. During her captivity she was converted to Christianity and married settler John Rolfe. This event helped to further sour the relationship between the two groups. The two also could not come to terms on each others ideas of property rights, gender roles, and religion. The colonists thought the Powhatan were lazy because they did not cultivate crops, conversely the Powhatan thought the colonists effeminate for doing so. Perhaps the biggest cause for dispute was the colonists superiority complex, in which they expected full cooperation from the native people to convert to Christianity and adopt English customs. Around 1620 Jamestown finally began to prosper through tobacco cultivation and exportation. Opechancanough, Powhatan’s brother, and successor, watched as the colonists expanded and attempted to convert the natives to Christianity. This angered Opechancanough, and in March of 1622 he attacked, killing 347 colonists. The Powhatans indiscriminately attacked, men, women, and children, mutilating many of their corpses. Although the colonists were surprised at the treachery of the Powhatans, a decade and a half of hatred fueled the natives call for vengeance. The massacre was a terrible loss to the settlers, but still they persevered. A short time had passed until the settlers inflicted massive retaliation on the Powhatans. One of the colonists wrote, â€Å" Now we have just cause to destroy them by all means possible, it is more easy to civilize them by conquest than faire meanest. † (Schwarz,1997) The two sides continued their brutal onslaught for the next ten years, and in 1632 an ill advised cease-fire was agreed upon. However, in 1644 the Powhatans attacked one last time, killing several more hundred settlers. In 1646 the Powhatans surrendered for good, but the bloody history and interaction of the two will never be forgotten. Norton, M. B. , Sheriff, C. , Blight, D. W. , Chudacoff, H. P. , Logevall, F. , Bailey, B. (2012), A people a nation, a history of the united states (Vol. 1) Ninth edition. Boston, MA, Wadsworth, Cengage Learning. Schwarz, Frederic D. â€Å" Massacre. † American Heritage Feb. -Mar. 1997 US History Collection. Web. 1 Apr. 2012Smith, John. (nd). Smithsonian Source. In Resources for teaching American History. Retrieved April 1, 2012, from http://www. smithsoniansource. org/. How to cite Native Americans of Chesapeake Bay, Essay examples

Performance Management Managing People and Organizations

Question: Discuss about the Performance Management for Managing People and Organizations. Answer: Introduction: Ngai Tahu Holdings is a Company which has been recorded for its outstanding history of commerce and trade which it has been into for 100 years. Its business history dates back to hundred years where colonisation did not happen and it was at this time where Ngai Tahu has embraced international commerce with its constant and uninterrupted involvement in New Zealands fisheries and agriculture industries (Ngai Tahu Holdings nd). With constant and persistent efforts in procuring an access to outstanding capital funds, Ngai Tahu has ventured into various industries like property and real estate, seafood and tourism industries. The business has ventured into various platforms like the modern commercial activities where the brand could allocate its annual revenues into newer business segments (Ngai Tahu Holdings nd). The Company had been known for its strong decision makers who have also ventured into newer aspects of business where they have reinvested two thirds of their income and have maintained a stricter distribution policy in providing support to the tribal members of the community by helping them in providing adequate education grants and scholarships (Ngai Tahu Holdings nd). Ngai Tahu has been growing stronger with its investment policies where they have also proved yet again in 1998 when they have received a Settlement Claim of $170 million. It has involved its assets which it has earned from fisheries and aqua culture worth $70 - $ 71 million. Ngai Tahu has become a stronger company with its great reinvestment policies and the brand grew extensively. Ngai Tahu, as a Company has been striving in order to ramp up their commercial operations and also to support their tribals while standing as a greater support to their economy. The brand has been contributing about $ 200 million consecutively to the South Island Economy with its vast job creation, sales, reinvesting their profits and income to support and improve their local communities. Ngai Tahu is a committed Organization which has also been an intergenerational investor which has been motivated by its strong decision making team and its values. Values of Ngai Tahu Ngai Tahu Holdings Corporation has been an ardent embracer of the values of its Parent Company, Te Runanga Group and it has been committed to ensure that it holds up its values and becomes an embedded member of its Organization. This has also been proven in the method by which the Company conducts its business by embracing various communities and cultures (Ngai Tahu Holdings nd). These ardent factors contribute to manage and minimise the occurrence of any of the contingency factors within the Company. Vision Ngai Tahu Holdings creates an environment of respect to its Customers and its Employees in accordance with its Companys policies. Mission Ngai Tahu Holdings Group are committed to holding up the values of its Group in all situations and in all its business holdings. Strategy Ngai Tahu Holdings has adapted and implemented a strong strategy where it has created an environment of respect and has motivated all its business groups to be more proactive, imaginative and creative where the leaders can create newer grounds constantly. Mike Sang has been the CEO of Ngai Tahu Holdings since 2013 and has been contributing to the overall development of the departments like Communication and Procurement, Finance, Business Information and Services including the Administration (Ngai Tahu nd). Ngai Tahu Holdings has been striving to bring more coordination within the employees by engaging them actively in different segments like forming community groups for the employee families where they can all come together as a group and experience being more socially secured and well connected with each other (Ngai Tahu nd). The groups were organized depending on the type of families which it constituted and various barbecue parties were held on a timely basis in order to motivate the employees to contribute to a better community and a work environment. A specific People and Development Manager has been allocated for the task in order to come up with various initiatives and planning activities within various communities. Imagining myself to be a Management Consultant of Ngai Tahu, I have a responsibility in- built in my job responsibility that I should contribute to improve the Organizational performance in a positive way. Improving Organizational Performance is a critical factor in the Corporate Environment of the present times. Development of organizational performance is to be aligned with the improvement of personal skills, knowledge related to the job and the related skills (Covey 2004; Jones et al 2000). As a Consultant, I feel that the Management should make an effort to understand the individual differences and the behavioural types of various employees. By making these efforts, the Organization would be able to prepare its employees to get adapted to the Organizational objectives and implement them (Mohammed Al Khouri 2010). There have been various surveys which were conducted to analyse the employee satisfaction and a recent survey which has been conducted in 2005 has reported significant results like Almost 45 50% of the Employees lack motivation to continue their learning and improving Results reveal that almost 3 4 people in a group would not prefer to work collectively Among the entry level applicants for a job, 15 20% of them have self discipline towards their jobs 30% - 70% standard is something which has been reported where 70% of all issues happen because of the lack of proper change initiatives. Most of these issues happen because of the inability of the Management to lead their teams, lack of cooperation, lack of self motivation to take up any initiatives and inefficiency to drive change within the Organization (Mohammed Al Khouri 2010). Todays knowledge driven Organizations are pinning down on leadership where the leaders analyse and assess the feelings of their employees in order to manage their employees and their relationships effectively (eDison, 2005). By implementing these practices, the employees will be motivated and they would be in a better position to contribute to the overall growth of the Organization. Analysis If positive environment is a critical factor for improving the organizational performance, it is also critical for the Management to assess their present environment and build one in case of need. To conduct such an analysis the Management would have to consider their individuals as people who have distinct personalities and they should also be in a position to commend their areas of improvement (Luthans, 2011). The employees who are the individuals working in the Organizations have distinct personalities as mentioned earlier and they have various personality types and states of mind which are critical for assessing their individual behaviour. The similarities and the differences between people can be associated with each other with the help of a study conducted by Mc Gregor (1960) where he has used 2 theories to describe the distinct personalities and to associate them with the potential attitudes which a person would have in a situation. The Management should assess their Managers at various levels and analyse the type of leadership style which they possess (Hussein, Ishak and Noordin, 2007). By analysing these leadership styles, the Management would come to an understanding whether their departmental Managers are accommodative, authoritarian or whether they have a regressive attitude of leadership (Hagmann et al. 2009). Positive styles of leadership can prove to be accommodative and can be satisfying for the employees where they have the chance to work and showcase their talent to their Management. In the table below, we would be able to assess the natural perceptions of the Management and the individual preferences of the employees in a team. Theory X Management Theory Y Employees Employees have a tendency to escape work and they show a negative attitude towards work Employees if told in an effective way would perform as per the Organizational Standards Employees work only under the supervision of the Managers Managers should create a work environment where the Employees would be able to express their ideas clearly and would be able to perform in an effective way Employees should be supervised well with stricter policies to control the work environment Management should delegate authority to its employees in order to promote growth as a motivating factor for the Employees to be retained in the Organization (Jones eta l 1999) Recommendations Adapting and implementing Positive Leadership styles Positive leadership styles would motivate the employees to a greater extent and they would provide them with higher levels of job satisfaction (Newstrom Davis 2002). Positive factors of motivation - Opportunities for growth Skill enhancement programs Negative factors of motivation Threats and Penalties Apart from the above analysis, there are various motivation theories which can be considered like Maslows Hierarchy of Needs Theory and Herzbergs two factor theory. These theories can be categorised as the content theories which act as a true source of motivation for the employees in order to perform well in the Organization. (Fig: Herzbergs Two Factor Theory) In an Organizational perspective, Herzbergs Two Factor Theory is the most appropriate theory which can analyse the employees needs within two segments like the Motivator Factors and the Hygiene Factors. Both these segments would enhance the levels of satisfaction of the Employees which can contribute to the overall organizational growth (Herzberg, 1987). The second segment which is the Hygiene related segment does not essentially include the cleanliness aspect of the Organization however it includes the working conditions, the organizational policies made and the organizational culture which has been established by the Organizational Management (Herzberg, 1987). As per the Herzbergs Two Factor Theory, the Management of an Organization should conduct an analysis on their existing policies and work towards the provision of a better work environment which could enhance the employees ability by motivating him to take up additional responsibilities at work, strive for growth by offering to provide various solutions to the existing issues which the organization might be facing. The Management can also work towards improving the quality of the relationships of the employees at work with their team members as well as their Managers. This overall would help in providing additional growth in the work place environments (Yang, Watkin and Marsick, 2004). By considering the theoretical analysis as a base, the employee performance can be improved in different stages like Communicating the Organizational Objectives and making people accountable All the individual employees of an Organization should be well aware of the Organizational objectives and strategies for which it has been striving in business. By implementing this factor, the Organization makes sure that all the employees are made aware of the fact that her contribution adds a greater value to redefine and set higher standards for the Organization (Hamlett, nd). Ongoing projects should be tracked with a greater effort where a constant monitoring process has to be in place along with the weekly and monthly reviews in order to keep a track of any of the ongoing issues in the projects. These issues can be solved by holding regular brain storming sessions within the team and the best solutions can be shared across the departments in the Organization (Kagan, 2004). By implementing this process, the team members and the concerned employees are made accountable for any of the responsibilities they take up and would be made to complete their designated tasks as per the project timelines (Hamlett, nd). The more ownership the employees are given, they would feel more accountable and empowered in order to take any individual decisions in order to complete their tasks on hand. Monitor and conduct an employee appraisal in a written way twice a year The company appraisals are done once a year and they are done in a specific format which probably might not highlight all the areas in which the Employee has worked on. This happens in almost all the companies however appraisal happens in different ways where expression happens mostly from the Managers end and not from the Employees end (Somerville and McConnell-Imbriotis, 2004). The Companies are going for a major shift in their appraisal approach where the employees are being asked to prepare their self evaluation reports which consists of what went well and what could have been better in terms of their work delivery. This method has been accepted as an approach with greater transparency and with greater effort to understand and evaluate the employees. Apart from this, the Companies should engage in collecting feedback from its employees throughout the year or on a timely basis which will provide an opportunity to the Management to change their ways of working in the work place environments (Wiley, 2000). Setting up of a consistent system of rewards All the employees irrespective of their level and designation would like to have an appreciation in the form of writing and a reward in some cases. This is a way in which a Company acknowledges the employee and rewards him on a timely basis. As a secondary stage to the reward system, the Companies can also have a system in place to monitor and coach its employees to help them achieve their highest potential (Nichols, 2004). This comes across as a system where the employees would feel that their companies care for their growth. Leading by example It is the Management who has to set standards in this regard because the employees join an organization in different levels and in different stages of their career. There might be cases where an employee joins a company as a fresher and there might be cases where the employees join a company after achieving some years of experience (Mahmoud Gomes 2010).The Management should listen to their employees, identify their skills, motivate them to achieve greater heights in career and should also monitor them closely to help them achieve greater results. Rules should not be distinct for the Managers and the employees in terms of establishing greater levels of trust for the overall growth of the Organization. Conclusion Understanding and appreciation are the critical factors which can drive an Organizations growth potential. These are the factors which can also motivate the employees for a better performance (Cohen, 2008). All the aspects including the theories mentioned would play a major role in creating standards for employees performance and also to enhance their personal behaviours (Covey, 2004). In order to achieve a significant balance, the Organizations should take control of the organizational brain aspects of it where they could differentiate and utilise the employees who are right minded in the problem solving aspects and can use the left minded employees to solve any of the organizational issues in terms of some projects. References eDison. (2005). Emotional Intelligence [Online]. UK: eDison Personal Development LTD. Retrieved on August 31st 2016 from https://www.edisonuk.com/emotional_intelligence.htm. Luthans, F. (2011). Organizational Behaviour: An Evidence Based Approach Identification on Performance Behaviours. Retrieved on August 31st 2016 from https://bdpad.files.wordpress.com/2015/05/fred-luthans-organizational-behavior-_-an-evidence-based-approach-twelfth-edition-mcgraw-hill_irwin-2010.pdf Cohen, E. (2008). Left-Brain Staff Management Strategies for Right-Brain Firms, STEP Magazine. Retrieved on August 31st 2016 from https://www.stepinsidedesign.com/STEPMagazine/Article/28887. Covey, S.R. (2004). The 8th Habit: From Effectiveness to Greatness. UK: Simon Schuster. Hagmann, J., Peter, H., Chuma, E., Ngwenya, H.J., Kibwika, P. and Krebs, K. (2009). Systemic competence development - An approach to develop the facilitation capacity to manage systemic change and performance enhancement. Retrieved on August 31st 2016 from www.picoteam.org. Hamlett, C. (nd). How to Improve Employee Organizational Performance. Retrieved on August 31st 2016 from https://smallbusiness.chron.com/improve-employee-organizational-performance-11830.html Heller, R. (2006). Right and left-brain management styles. Retrieved on August 31st 2016 from https://www.management-issues.com/2006/12/22/opinion/right-and-left-brainmanagement-styles.asp. Herzberg, F. (1987). One More Time: How Do You Motivate Employees?, USA: Harvard Business School Press. Hussein, N., Ishak, N. A., and Noordin, F. (2007). Leadership styles in moving towards learning organizations: a pilot test of Malaysias manufacturing organizations. Conference Proceedings of the Sixth Asia Academy of Human Resource Development. Beijing, China Kagan, M. (2004). Do Something That Scares You Everyday [Online]. Retrieved on August 31st 2016 from https://www.extraordinary-jobs.com/V2I42.htm. Mahmoud M. Yasin, Carlos F. Gomes. (2010). Performance management in service operational settings: a selective literature examination. Benchmarking: An International Journal 17:2, 214-231. [Abstract] [Full Text] [PDF] Marsick, V. J., and Watkin, K. E. (2003). Demonstrating the value of an organization's learning culture: the Dimensions of the Learning Organization Questionnaire. Advances in Developing Human Resources, 5, no. 2: 132-151. Mohammed, A Al Khouri, S.M. (2020). Improving Organizational Performance. Retrieved on August 31st 2016 from file:///C:/Users/Madhavi/Downloads/Improving%20Organisational%20Performance.pdf Ngaitahu. (nd). Our Stories. Retrieved on August 31st 2016 from https://ngaitahu.iwi.nz/our_stories/building-community/ Ngaitahu. (nd). Group Profile. Retrieved on August 31st 2016 from https://www.ngaitahuholdings.co.nz/group-profile/management/ Newstrom, J. W., Davis, K. (2002). Organizational Behaviour Human Behavior at Work. (11th ed.). New York: McGraw-Hill Higher Education. Nichols, J. C. (2004). Unique characteristics, leadership styles, and management of historical black colleges and universities. Innovative Higher Education, 28, no. 3: 219-229. Somerville, M., and McConnell-Imbriotis, A. (2004). Applying the learning organization concept in a resource squeezed service organization. Journal of Workplace Learning, 16, no. 4: 237- 248. Wiley, J. (2000). The high-performance organizational climate: How workers describe top performing units. The Handbook of Organizational Culture Climate (pp.177-191). Sage Publications Yang, B., Watkin, K. E., and Marsick, V. J. (2004). The construct of the learning organization: dimensions, measurement, and validation. Human Resource Development Quarterly, 15, no. 1: 31-55.