Social media make your life worse Essay Example | Topics and Well Written Essays - 1500 words

Social media make your life worse - Essay Example Social media is a platform where people from different backgrounds interact, exchange ideas or information in virtual networks. It depends on mobile and web based technologies to create platforms through which communities use, share and discuss the already existent information or content. Social media changes how communications are effected between organizations, communities and individuals at different levels. Social media has always been associated with positive incomes yet this is not the case, however its benefits are countless (Nigel 60). The negative side of the social media has impacts felt hard and they could destroy one’s view of the social sites, the world and even themselves. The benefits of using social media include; building good reputations, online marketing, career opportunities and income. For the individuals, they are able to improve their social relationships as well as networking as observed from an interview conducted between Crawford and Wang. Crawford ad mits to the advantage of the social media by saying â€Å"social media increase our social interaction and give us more ways to make social connections. It is help to make some new friends, something like that, everyone should like social media.† Social media uses different technologies that include; use of blogs, wall posting and crowd sourcing. Social media could interfere with the way someone views some ideas hence make one’s life worse if it’s not used in the right manner for the desired purpose. As Crawford states, â€Å"Social media wastes our time in chatting but we are totally updated with the present news which were happening around us. So, don't see social networking as threats but just as the opportunities where we can interact with the people globally.† It is evident that as much as social media has attractive features that make one glued to their mobile phones or computers for more time, it leads to time wastage as internet users spend more t ime on the social media site that on any other site. A research in the US shows that the total time spent on social media in mobile phones and personal computers increased by 37% in a year that is 121 billion minutes in 2012 compared to 88 billion minutes in 2012. Some school children even spend more time on social media than on their books; this corrupts their mind and makes them not concentrate on their school work. All this time wasted or spent unwisely in the social media leads to poor grades in school and under performance in the work stations. Social media has always been criticized because of its exclusiveness that is most sites do not allow the transfer of information from one site to another. This therefore leads to disparity in the sharing of information that is available due to untrustworthiness, informational reliability, media content ownerships and the different meanings of information as displayed by these social platforms (Kaplan 72). Information from one site to ano ther cannot be transferred to another hence creates individualism, which allows them to advertise and display their own information (Nigel 42). Some information that is displayed on most social media sites is destructive rather than constructive to one’s mind and view of daily activities. Some information regarding cults, death, use of warfare weapons could make one curious and ready to venture or find out the truth about such information. Pornographic pictures and linkages destroys one’s brain because they tend to be addictive, this leads to an increase in the number of rape cases, violence and other activities that are against our way of culture and belief as people from different backgrounds (Nigel 55). Social media leads

Human Anatomy and Physiology Essay Example | Topics and Well Written Essays - 2000 words

Human Anatomy and Physiology - Essay Example The hip joint is a good example of a ball and socket joint. A ball and socket joint is so-called because of its general physical makeup, which consists of a bony pocket and a ball-like appendage on the connecting bone that fits within this pocket. This type of joint provides a wide range of motion in several directions as well as the ability to carry a great deal of strength. In addition to the hip joint, the shoulder joint is another example of a ball and socket joint. The bones of this joint consist of the ilium, the femur and the ischium. The ilium contains â€Å"four spines serving as sites for muscle and ligamentous attachments† while â€Å"two large processes - an upper, lateral ‘greater trochanter’ and a lower, medial ‘lesser trochanter.’ †¦ provide attachments for muscles of the legs and buttocks† (â€Å"Human Anatomy Online†, 2004). The important ligaments involved in this joint include the pubofemoral ligament, the iliofemoral ligament, the ligaments of the sacrum and the ischiofemoral ligament. The major muscles involved in this joint include the iliopsoas muscles, the gluteous muscles, the piriformis and gemellus muscles, the sartorius muscle, the pectineus muscle, the quadriceps femoris muscles, the gracilis muscle, the adductor muscles and the hamstring muscles. The iliopsoas is actually two muscles that blend (â€Å"Human Anatomy Online†, 2004). The psoas major originates at the â€Å"sides of T12 to L5 vertebrae and intervertebral discs between them† and its insertion at the lesser trochanter of the femur. The iliacus originates at the iliac crest, iliac fossa, ala of sacrum, and the anterior sacroiliac ligaments while insertions are at the tendon of psoas major and the body of the femur, inferior to the lesser trochanter (â€Å"Muscles of the Hip and Thigh†, 1998). These muscles are the strongest flexor muscles of the thigh and work to maintain erect posture at the joints as well as to raise the trunk from a flat (lying

Business & Organizational Ethics Essay Example for Free

Business Organizational Ethics Essay Course Description: This course is designed to develop an understanding of the theory and practical application of ethical issues facing business and organizational leaders/ in the 21st century. Students will explore a variety of ethical paradigms and will become actively engaged in the evaluation and in-depth examination of critical topics in management today. This course is organized in a seminar format and with 6 in-person and two virtual meeting times focusing on a specific topics in each session. Course Texts: Selected Readings Provided by instructor Whitworth’s Educational Principles: Whitworth’s educational principles are grouped broadly into three categories as described on pages 7 and 8 of the Whitworth University catalog: 1. The knowledge that students will gain 2. The skills we believe are needed to work effectively in the world 3. The  faith and values that our community seeks to reflect This course is designed to integrate all three of these principles through the process of learning, practicing and applying knowledge in the area of business ethics. Students will gain knowledge and skills needed to understand basic accounting and its application in an ever-changing business environment through study, practice and application. The integration of ethics and values in a manager’s role in business will be addressed specifically in the course content. Program Mission and Outcomes: The mission of the Whitworth School of Business is to develop ethical global professionals. This course will provide a platform on which students will be able to demonstrate competency through the ethical application of managerial concepts in a â€Å"real-world† setting. The learning outcomes for students completing Graduate Studies in Business state that one should be able: 1. to understand the sources and uses of data and to know how to evaluate and use data and other information; 2. to think and function independently as professionals, and in particular to be able to foresee and solve problems; 3. to understand the legal, economic, business and organizational cultures and environment that frame their professional work. 4. to communicate well, both within and across cultural and national barriers, and work effectively in teams of diverse individuals; and 5. to begin to integrate their spiritual and ethical values with their chosen professional vocation. Course Outcomes: At course conclusion student will be able to: Critically evaluate complex business situations from multiple perspectives Understand and clearly articulate their personal ethic and maintain that when confronted with business world realities Demonstrate an in-depth understanding of current major issues in business/organizational management understand the practice of management from an â€Å"other† moral centered framework demonstrate strong writing competence essential for professional management/leadership Assignment Guidelines: All written assignments must be typed (double-spaced), stapled and have numbered pages. I expect all writings to be turned in on or before the due date. Assignments handed in after the date on which it is due will not be accepted unless you can demonstrate extenuating circumstances. Written assignments will be evaluated for clarity, construction and appropriate format. Unless the assignments states differently, all assignments and oral participation will be evaluated on the basis of the student’s comprehension of the course materials plus the student’s ability to articulate and to support an informed and critical personal analysis of the issues presented. Graduate students are expected to come prepared to class, as active participation is essential to learning in this course. To encourage this, I will typically call on several students to answer questions concerning assigned readings. Attendance: Attendance is essential to satisfactory completion of this course, as a major part of learning in an Ethics course occurs in classroom participation and discussion. Absences of any kind cannot exceed 25% of class meetings or an â€Å"F† in your final grade will result. Academic Dishonesty: Please note that I take seriously the college’s policy on the need for academic honesty in all your work. I refer you to the current college catalog, and the current Student Handbook, where guidelines on plagiarism and other forms of academic dishonesty are spelled out. Any form of dishonesty in an assignment will lead to a zero on the assignment, and I reserve the right to give a grade of F for the course as well. Special Needs: Whitworth University is committed to providing its students access to  education. If you have a documented special need that affects your learning or performance on exams or papers, you will need to contact the Educational Support Office (Andrew Pyrc – ext. 4534) to identify accommodations that are appropriate. Statement on Classroom Behavior: The University takes seriously its commitment to maintaining civility and mutual respect in the classroom. Please refer to the current Whitworth University catalog for more information on university policies and classroom behavior expectations. Course Content: The course consists of 8 sessions (Mondays Sept 29, Oct 6, 8(Wed), 13, 15(Wed), 20, 27, Nov 3). Two of these sessions (Wednesdays Oct 8 and Oct 15th) are allotted for team and project work, in-person or virtual. Each in-person session will focus on specific topical areas in business/organizational ethics. I will provide selected readings for each of these topical areas and generally spend the first part of each class period discussing these readings as well as related subject material. Additionally, working in teams, you will research contemporary literature relating to your assigned subject area and present a written summary as well as lead class discussion on the assigned class date. Reflection papers Four 5-6 page reflection papers will be submitted on the following dates: Oct 6, 13, 20, and 27. These are short essays in which you will present your thoughts and reflections on what you have learned in the course. They may be reactions to readings or insights you have picked up in discussions or lectures. These papers are to be typed and double spaced in essay format. Written assignments will be evaluated for engagement, clarity, and academic polish. APA style is expected. Late assignments will not be accepted. Personal Ethic Most adult learners have a fairly established moral/ethical belief system, although few have taken the time to analyze and articulate it. In this  paper, you will integrate information obtained in class as well as readings to describe and support what might be described as â€Å"your personal theory of ethics† or â€Å"the basis for your personal ethic† or â€Å"How do I know the difference between right and wrong?† This paper should be 8 10 pages in length (in essay format) and will be evaluated for clarity, comprehensiveness and persuasiveness. The paper is due the last night of class (Nov 3). Team Research and Presentation Students will work in teams and research current contemporary literature regarding a specific topical area within business and organizational ethics and present a summary of their findings to the class (and lead class discussion) according to the attached schedule. Each team will produce an annotated bibliography and a summary paper. This paper will be done in APA format and will be between 2500 – 3500 words in length. Your presentation to the class will follow the attached schedule, but the completed paper and annotated bibliography will be due the last night of class (Nov 3).

Foxconn Suicides Case Study

Foxconn Suicides Case Study Introduction Foxconn Technology Group is a subsidiary of Hon Hai Precision Industry Company Ltd, a Taiwanese company which is a major electronics manufacturer catering to famous-name brands including Sony, Apple and Nokia. With the first manufacturing plant established in Shenzhen, China in 1988, around 450,000 workers are now employed at the Foxconn City, which intends to act as both working and leisure place to the employees. Foxconn has been involved in several controversies, relating to how it manages employees. It is mostly known by the public for the series of suicides in 2010. The 2010 Foxconn suicides occurred between January and November, 2010, when eighteen Foxconn employees, aging from 18 to 24, attempted suicide with fourteen deaths. Though investigation has found that employees personal problems may cause them to commit suicide, low income, enormous working pressure and a lack of communication opportunity are commonly accounted for the incidence. The suicides drew much media attention and in this project, we will focus on analyzing the managerial problems of Foxconn which lead to the incidence and the effectiveness of the measures taken by Foxconn after the incidence to alleviate those problems. Management problems: Military leadership style Many reports suggested that Foxconns leadership style is the culprit for continuous suicides. They argued that manufacturing workers also need a warm and supportive working environment which was the opposite of Foxconn practices. Almost every worker needs to stand to work 12 hours a day intensively so as to maintain their live with the low wages. As they do not have other qualifications, they have no choice but have to choose this kind of harsh jobs said a first-line manager in Foxconn. After a series of suicides happen in Foxconn, a reporter slipped into the company for 30 days. He found that the environment inside the factory was more terrible than imagine. For instance, no one can leave for a minute for washroom unless he can find someone to replace his duty. It shows that even peoples basic needs are ignored. In addition, Foxconn stresses heavily on execution and efficiency although it never delivers compensation late. Some workers point out that whenever your boss gives out command, the only respond you can give is Yes or OK. You cannot be suspicious for a second. The only thing you can do is follow his order and delegate the work to your subordinates. In other words, manufacturing workers get extremely low status in the industry. With low status, workers duty is to listen and follow their instructions, workers should have no say to what they can do. We are pretty sure that this kind of military management is unethical as they simply ignore the basic human needs. If we apply the motivation theory-Maslows Hierarchy of Needs to Foxconn, they cannot even fulfill the most basic physiological needs like sufficient rest time for the prolonged working hours. Ranging from work conditions to worker status, Foxconn fails to fulfill those hygiene factors( dissatisfiers) according to Fredrick Herzberg s Two-Factor Theory. Both of the theories above show us clearly that worker will get dissatisfied with this military leadership style. The strict and inconsiderate leadership style explains why Foxconn was blamed to be inhuman causing endless suicides. Rewarding policies From the view of motivating and rewarding employees, some believe that a string of  suicides at Foxconn has highlighted what some say that the minimal pay of 900 RMB is exploitative. We shall examine the issue and analyze rewarding policies of Foxconn. With respect to the monetary rewards, it is laudable that Foxconn has signed labor contract with their workers and pay their basic salaries on time. However, they set the minimum wage in Shenzhen, 900RMB, as the basic salary of workers in the factory before tragedy happened. In fact, the so-called basic salary is not enough to guarantee workers even the basic standard of living. They are long overdue for significant pay raises and the factory pay has not kept pace with inflation over the past decade that makes their lives hard. We may find that the monetary reward offered by Foxconn is insufficient to satisfy even the physiological needs of workers. It is very likely that workers will get more depressed when their job is overwhelming stressful at low pay level. Suicide attempts are usually preceded by a period of serious depression. It is easy to understand that the low pay can induce suicide with tremendous pressure faced by factory workers every day. After several suicides, Foxconn has reached a preliminary agreement on pension and maintenance payments with the bereaved families that Foxconn would make a 360,000 RMB pension payment to those families and offered maintenance payments of 30,000 RMB per year. This practice intensifies the suicidal problem. The original intention of this measure is to pacify the bereaved families, comfort employees after a series of suicide events and at the same time, relief the pressure from public. However, for those workers who are dissatisfied with their lives at Foxconn, huge amount of compensation induces them to end their life as they find it more preferable. The pension payment, being the culprit of suicides, is achieving the opposite. The dearth of non-monetary rewards also results in a string of suicides at Foxconn. Under the military leadership style, being blamed is one of the job duties. Non-monetary rewards like praise, status promotions or privileges are simply impossible. For general companies, not having any non-monetary or intrinsic rewards is not the critical problem. It is a different story for Foxconn and they become extremely important when monetary and extrinsic rewards are far from sufficient to satisfy workers. It acts as the supplements or compensation to workers with low pay. Unfortunately, Foxconn just does the opposite. There is neither significant extrinsic reward nor any form of intrinsic rewards. Worse still, they tend to punish rather than encourage workers when they get mistakes. All the above rewarding policies fuel the suicide problem. Communication opportunity Communication with peers is important to express their ups and downs and relieve their stress. Developing the social network in the industry would also enhance the job satisfaction and sense of belongings to the company. However, there is a lack of communication in Foxconn. When they are working, workers cannot talk with each other, or else there will be disciplinary action. After work, they seldom talks with their roommates, since they either have to work overtime or need to take a rest after long working hours. After the first few suicides, Foxconn carries out a number of measures. For example, managers buy information with monetary incentive. Whenever workers report employees with psychological problem, two hundred dollar is rewarded. This practice further worsens the relationship between peers, supervisors and subordinates as it weakens the trust between workers, making it more difficult for them to share freely with their peers. When employees are not satisfied with the working environment and have nobody to talk to, their stress level will add up. And one day they can no longer withstand the stress and end their lives to get rid of the work. Fairness Have you ever imagined that the unfair treatments in the work place would induce people to commit suicide? People in this generation pay more attention to the fairness. However, unfair affairs exist in Foxconn. There are rumors that security guards maintain order according to their personal mood, rather than the regulations of the company. Whenever one of the guards does not get along with you, you will be beaten for whatever reasons. One example will be Mr Leung. Some said that he spit to the guard after being dressed down and jumped from the roof the other day. Another example will be the management by Mr Kwok, the chairperson of Foxconn. He was born and educated in Taiwan. That is why he is criticized of preferential treating towards Taiwanese. He often employs Taiwanese to manage Chinese and rewards are different between employees from different origins. Taiwanese have a higher salaries and bonus than Chinese at the same level. It is true that we cannot check whether the above claims are correct or not. However, discrimination is not uncommon in the real society as we can think and thus it may be the fault of Foxconn not to balance the interests of different parties which directly leads to continuous suicides. With the workers being treated differently and nowhere to complain, they can only endure to it. When it comes to the end of ones patience, some of them choose to end their lives. Measures taken by the Foxconn Group: After the consecutive tragedies, the Foxconn Group had adopted various measures to prevent employees from committing suicide again. These measures included: 1.) Increase in workers wages. The management raised the wages of all production line workers by 30%. And for the production line operators in Shenzhen, their basic salaries and wages were raised from 1,200 yuan to 2,000 yuan per month. 2.) Set up of Safety Net The company set up a rigid Safety Net within the staff residential areas, which occupied for over 150 million square meters of spaces, thus to avoid the death of any worker directly if they intended to jump off the roof downwards. 3.) Establishment of the Caring Team Foxconn had divided their workers into groups of 50 people, known as the Caring Team, and their responsibilities included giving cares and love to each other, and to report any unusual emotional changes of their co-workers. 4.) Counselors availability to assist the workers At the time after the incident, the company had already trained 1000 psychological counselors. They were sent to the factory to provide counseling, guidance and assistance to the workers via the psychological consultation hotline. 5.) Mandatory Psychological test Once new workers were employed after the incident, they should undergo an in-depth mandatory psychological test to evaluate their mental health and provided better guidance on how they could work happily in the future. To conclude, these measures aimed at preventing the same incident from happening again. Criticisms on the measures taken by the company Despite the several measures adopted by the company, did they really benefit the workers permanently? Or did they only bring temporary effects? It was surprising to discover that there were still cases of workers committing suicide shortly after all the above measures were implemented, which gave us the solid evidence that the measures might not be as effective as the managers expected and could not root out the problem. 1. Short-sighted measures without long-term consideration The above measures could be said to be effective in dealing with short term problems, yet it might not be long-term considered enough. For example, the set up of Safety Net could only enforce workers not to jump downwards from their roof, but it could not solve the workers dissatisfaction towards the company and enhance workers morale in long-term. Some even argue that the establishment of safety net shows the cool-blooded attitude of Foxconn towards workers. 2. Not sufficient psychological support Although the company sets up a psychological consultation hotline, helping employees to relieve their stress, this measure is quite passive and the number of employees being helped is limited. Top managers only select 1000 employees to take a training course of psychological consultation. Eighty of them pass the exam helping employees who cannot deal with stress. But, these eighty helpers, relative to over four hundred thousand of employees, are insufficient to prevent suicide from happening again. We doubt whether it is the effective method to prevent suicide and help employees. 3. Insufficient improvement in satisfying different needs According to Maslows hierarchy of needs, it states clearly that different needs ranging from physiological needs to self-actualization and esteem needs, such intrinsic values are the most crucial ingredient in the recipe of motivating workers. However, what Foxconn offered were far from fully satisfying workers fundamental needs (ie, financial security), not to mention what measures did Foxconn implement to satisfy workers social needs. Although they set up the caring team to show their love to workers, whether it works is in doubt. Can the need of social network be simply replaced by the so-called caring team? The act of suicides proves its effectiveness. Being ignored the intrinsic needs, workers hardly find the feeling of satisfactory and recognition from the work. Our Suggestions To coop with the incident, we ought to think of some more probable ways, which are listed in the following: 1. An increase in wages and a reduction on working hours Most of the workers in Foxconn endured their tiredness by standing for over 10 hours per day, with 6 days per week without adequate rest. The reason that workers choose to work overtime was that the wages were still far from enough for them, even after the little raise in the wages . By increasing the wages, workers no longer need to suffer from the extremely long working hours. If we want to save workers lives, we should first make sure that they get sufficient salary to maintain their lives. 2. Satisfying different needs Under the Maslows Hierarchy of Needs, social need like affection, belongingness and friendship is one of the essential needs for workers to get work. Apart from encouraging workers to make friends with others so as to alleviate the psychological problems, they should also encourage them to relax by having some leisure activities. Though Foxconn has good relaxing facilities like recreation centre for chess, mountain climbing and fishing, they never promote and encourage workers to enjoy them. From the Shanghai-based China Business News reported, Researchers questioned 1,736 employees and found they worked an average of 83.2 hours of overtime a month that is more than twice the maximum of 36 hours allowed under Chinese law. Workers work numerous overtime and thus they do not have time to enjoy those facilities. If Foxconn can truly allow workers to enjoy these facilities, workers would definitely gain a better sense of belonging and the morale would thus be enhanced greatly as differen t needs are satisfied. Google which provides its workers a comprehensive working environment and encourages them to enjoy it is a successful example. For instance, swimming pool, 24-hour canteen and gymnastics facilities are all free to use for every employee. Although Foxconn might not be necessary to imitate Google in such ways, it should consider deeply on how it can provide better environment to workers. 3. Means to let workers assure of a more certain future The suicide cases increase workers fears towards their future. They feel devastated and uncomfortable to what the public said and even lose confidence on Foxconn. These emotional effects can be disastrous if Foxconn cannot handle it well. We believe that more resources should be spent to stabilize workers emotion. Foxconn should first explain clearly why several workers committed suicide and hence encourage the remaining to cherish their lives. Secondly, several means should be provided to help workers establish their career paths with promising future so as to reduce their uncertainty about the future. If so, it is believed that the working pressure as well as the turnover rate of current workers would be decreased significantly. Eventually, the occurrence of suicides of workers could be diminished. Conclusion Deficiencies in management inevitably account for the series of suicides. The incidence, perhaps, is an alarm to Foxconn for the urge of a change in its management style. Is military leadership still viable and suitable? Or another style, a more caring one should be adopted to encourage workers? Instead of thinking how employees can benefit the company, it is more appropriate for Foxconn to think about how they can benefit the employees and get high productivity in return. The essence of the problem is simple: even human needs are not satisfied in Foxconn. But up to now, measures taken to tackle the problem, mostly short term, are far from satisfactory, or even worsen it. Apparently, these measures do not get to the root of the problem. To alleviate the dissatisfaction of workers, long term solutions to regain employees confidence towards Foxconn are the only way out.

Great Expectations by Charles Dickens :: Great Expectations Essays

â€Å"Great Expectations† by Charles Dickens This assignment is looking closely at a novel written before 1900. The book is called â€Å"Great Expectations† by Charles Dickens. The novel is in the first person, autobiographical form, that it is Pip who looks back at his past life and recounts the event which led to the situation we find him in at the last chapter. Dickens creates some memorable people, realism is found in his settings. The two characters I shall concentrate on are Pip and Magwitch appears in the opening sequences of the novel but does not return until chapter 20 when Pip is twenty three. This second sequence reveals the identity of the person who has made Pip a ‘gentleman’. When Pip was a young boy his mother, father, and five brothers died. So Pip had to live with his sister and her husband the blacksmith Joe Gargery. His sisters house is a quite lonely house near the River Thames. The house has somewhat a wilderness about it. Magwitch is an escaped convict. Magwitch make it out that he is mean but later on we learn that he is not going to harm Pip. Magwitch is in the sort of situation where he fears for his life because he is a criminal. but he is a quiet religious man. The first time Pip meet the convict he was standing by his family’s gravestones. Dickens describes the scenery as a â€Å"raw afternoon towards evening† he then goes on to say â€Å"this bleak place overgrown with nettles was the church yard†. when Pip first saw Magwitch (the convict) he was scared and didn’t know what to do he saw the iron canes on his legs. Magwitch tipped Pip up side down then up right Pip said to him â€Å"don’t cut my throat sir†. and asked him where his parents are Pip pointed behind Magwitch, at this point Magwitch thought that Pips parents would be behind him and when he didn’t see anyone there he realised that he meant that they were dead.

Thomas Pynchons The Crying Lot 49 Essay -- Pynchon Crying Lot 49 Essa

Peter Barry says of the cultural materialist approach to literature that â€Å"it is difficult to know how to ‘place’ writing of this kind† (189). By â€Å"writing† Barry refers to cultural materialist criticism itself—not the work being criticized—but it is probably safe to assume that the analysis properly reflects the analyzed in this respect. It is certainly arguable that Thomas Pynchon’s THE CRYING OF LOT 49 qualifies as â€Å"difficult to place,† and this may be its only legitimate connection offered to a cultural materialist reading. Yet similarities arise between the text and the theory that suggest, at least on some level, a harmonious ideal. Of course, should such a comparison exist, it is only by the theory’s compatibility to the text, it being the work critiqued and, besides that, having originated much earlier than the theory. But there is value in contrasting the two as if they are more than just analysi s and analyzed, but two products of a literary history whose similarities point toward or influence ongoing likenesses. Such a likeness is their contribution to an overall theme of almost fairy tale-style escapism. A fundamental start is to examine the use of Shakespeare in both situations. This may seem odd without an understanding of its intrinsic contribution to both the novel and the theory. In LOT 49, Oedipa Maas encounters a number of eccentrics and organizations that all hint at involvement in some sort of mail system conspiracy, not the least of which is a Jacobean play called THE COURIER’S TRAGEDY by Richard Wharfinger. The play and playwright are of course fictional, but what’s more, they are blatantly—caustically—related to Shakespeare’s HAMLET. â€Å"Oedipa found herself after five minutes sucked utterly... ... structure to which they belong. This structure, in its very essence, seeks to â€Å"project† in a variety of ways new worlds by which to interpret reality. Works Cited Baldick, Chris. â€Å"Structuralism.† OXFORD CONCISE DICTIONARY OF LITERARY TERMS. 2nd edition. New York: Oxford University Press, 2001. Barry, Peter. â€Å"Structuralism.† BEGINNING THEORY: AN INTRODUCTION TO LITERARY AND CULTURAL THEORY. 2nd edition. Manchester: Manchester University Press, 2002. Pynchon, Thomas. THE CRYING OF LOT 49. Perennial Classics edition. New York: HarperCollins Publishers, 1999. Scott, Sir Walter. IVANHOE. World Classics paperback edition. Oxford: Oxford University Press, 1996. Snicket, Lemony. A SERIES OF UNFORTUNATE EVENTS BOOK THE SIXTH: THE ERSATZ ELEVATOR. New York: Scholastic Inc., 2002.

Class and School Size

It is important for students to receive the best education that their schools can offer to them because this would greatly contribute to their future and overall performance. Education is a significant part of a person’s life. Without it, people would have a hard time finding suitable and satisfying jobs and earn money. Still, several factors can affect a person’s learning process. Class and school size are important factors in students’ learning because this would affect their behavior and way of thinking.A class or school that is made up of a large number of students would be hard because it would mean that teachers and instructors would have a hard time monitoring each and everyone’s progress. They would not be able to concentrate on each child, which would somehow have a negative effect on the student because they would feel neglected and unimportant as compared to those who are being closely monitored. As such, there is a possibility that the students ’ learning and education would suffer because they would feel that they are not important members of the school’s community.A small sized class or school has its pros and cons. It would be good for the students because they would be guided and taught without much difficulty. They would also be able to build a close relationship with their classmates and their professors, which would help make them feel comfortable and can encourage them to learn. However, this type of setting would make the students used to being monitored and even â€Å"spoon-fed† with information. They may have a hard time adjusting when they encounter places where the population is larger, whether in another school or at the workplace environment.