London Guide Book Essay Example | Topics and Well Written Essays - 750 words

London Guide Book - Essay Example You can get pretty much any drink from a giant skull head filled with punch to a volcano that erupts with your favorite drink of choice. Also a restaurant, Tonteria really has it all. A phenomenal DJ, a good crowd, great drinks and food. Sounds like the perfect Monday to me. A gentlemen’s club? A speak easy? A place for happy endings? To most passersby, La Bodega Negra can mislead anyone. The exterior’s effervescent neon signage displays â€Å"Adult Video† and â€Å"Peep Show†, concealing the exciting restaurant within. With its Mexican street cuisine and the provocative feel of the interiors, the place caters to all your senses. A perfect place for after-work drinks or a full-fledged feast with friends, La Bodega Negra never fails to bring the fun atmosphere, no matter what day of the week it may be. With its impressive menu of cocktails, with special emphasis on its array of specialty tequilas, it may be in your best interest to also peruse the impressive list of tapas and

Change and Innovation Essay Example for Free

Change and Innovation Essay The Governor of a certain Province has been plagued by problems on low-productivity turnout and project implementation troubles that delay project completion and reduce effective delivery of services to its constituents. This has also been voiced by the previous administration, so to correct this possible relapse a thorough revamp of the department has to be implemented. Top priority of his agenda was to hire an Architect who will lead the department concerned and enforce the required change to provide the dynamics of a vibrant administration that puts premium on the welfare of its constituents. The Scenario  Checking on the management system that has been in effect, the Architect found different flaws; the staff has been underachieving because the work assigned to each of them did not correspond with their degree of expertise; the planning division was in disarray because nobody could stand-up to make vital decisions; the system lacked incentives, that’s why most personnel go to work late and leave early. Besides taking long time breaks; various paper works do not follow a regular pattern. Thus, orders suffer delay and even payrolls are not processed on time (American Society of Associates Executive 2003). Various suppliers secure materials ordered at a central warehouse and department inspectors check the deliveries made. Said process takes too long that payments were seldom prompt. Project engineers were required to withdraw and deliver to the site the necessary materials when implementing projects; a system that entails double handling of materials and added fuel cost. Personnel in the field failed to follow proper time management because implementing engineers seldom reported to the site. The equipment pool lacked proper assessment while many endured long use but did not undergo timely maintenance. Equipment cannot be dispatched on time so that project engineers had to wait, even during critical junctions of the construction process. No schedules were ever followed over the use of equipment while only those favored have the liberty of priority accommodation. And lastly, the engineer’s capabilities were in question for many appear to lack construction experience that made the reliability of finished projects doubtful. The Revamp Upon assumption of office, the Architect made a thorough evaluation of each employee’s capabilities and then proper segregation of divisions was put in effect. The administration handled time management; to see to it that personnel report on time; that break time rules are implemented; that tardiness and absenteeism are dealt with corresponding penalties and that proper decorum is observed at all times (Time Management 2007). A working set-up was also devised to speed-up processing of documents to avoid unnecessary delays in the discharge of work orders, payment vouchers, travel orders, equipment requests and the approval of payroll requests. A division head is made answerable directly to the Architect for this matter. The planning division was also initiated with personnel divided into functional units. The design sector aims to conceive the projects requested by the Governor. Once designs are approved, the drafting section takes over in coordination with the structural section, sanitary section, electrical section and mechanical section, if required. And when plans are completed, some are tasked to work on the specifications, program of work, PERT CPM, a bar chart and bidding documents while others prepare the plans for printing. All of these are reviewed and approved by the architect prior to submission to the governor and implementation. Likewise the equipment section also had its share in the revamp. The designated head has to account for all equipment in its arsenal. Segregate those in good and running condition, equipment that needs minor repairs, equipment that has to be totally overhauled and equipment that has to be discarded. The section also prepares a list of equipment that has to be purchased and submitted as essential, and sees to it that all project engineers have access to equipment when required. A proper equipment release and return scheme should be devised to make erring personnel accountable for their action. The division that needed priority reorganization was the project implementation division. The architect ordered that project engineers undergo construction reorientation training before they can be dispatched to construction sites. This is the most important aspect of the revamp because failure of the project engineers will affect the safety of individuals that will benefit and use the finished project. This also is an assurance that the Province adheres to the safety rules and regulation required by the â€Å"National Building Code† (Wikipedia Contributors 2007c). Besides those in Government cannot afford to waste public funds by doing sub-standard projects. An additional section was organized to monitor all projects in the field daily with reports of the previous day handed in the morning prior to their sorties during the day. This way, the Architect is always abridged of proper project evaluation as well as construction accomplishments while related problems are resolved immediately. This also serves to entice field personnel to report on time and render the 8 hours work required daily and project engineers to be around to lend their technical know-how in the implementation of the project. Another aspect that the Architect revised is the delivery of materials. Since materials are requested per project subject for implementation, winning materials dealers are now required to deliver direct to the site, to save on double handling expenses. Materials after due inspection are turned over to the project engineer concerned, who will be accountable should anything happen to the materials out of his negligence. The Architect relied heavily on the management system of delegation of authority, to give all those involved personnel professional advancement (Delegation of Authority 2006). If a person delivers on the target expected, naturally incentives are provided to keep the momentum always in high gear. Underachievers are likewise given time to recoup and reconsider the causes of his debacle and when really inefficient are given the release order. We have to weed out the bad apples from the good, so only the reliable ones should remain. Risks  In any new endeavor there will always be adverse effects, whether pros and cons, depending upon the degree any change would affect individuals. In our case, the long exposure to a system that has been redundant will be a defining factor as to who perceives it to be good and those who are not receptive to a renewed environment. For those assigned to man the administrative division, change implied the systematic division of labor as each one functions relative to others. If one falls short, the whole system becomes ineffective, just like the domino principle in economics (Leeson, P. T. t al 2001). Everybody is required to do his share to keep the workplace humming. The planning division was not affected, since their tasks were clearly defined so that overlapping of functions can be minimized. Respect and trust to the division head is the contributing factor, as everybody relies on his experience and perceived intelligence to answer relevant queries. Of paramount importance is the implementing arm of the division, the project engineers. On their shoulders rests the completion of projects, so re-trainings are vital to the success of the projects (Wikipedia Contributors 2007b). Even if we have monitoring teams to check on their accomplishment, it is their intelligence and experience that will eventually dictate the tempo of their work. All other personnel needed the time to adjust and such will be achieved through mastery and familiarity of the new system. Evaluation of risks All the smart boys will never enter government service, so it is generally perceived that those in government are above average political appointees. And owing to their clout with the powers that be, they are the last segment that would be receptive to change. What makes it even harder is the Civil Service eligibility that protects their tenure even if they become a total recluse in their duties as public servant (Reinventing the State Civil Service 1995). Thus, this realignment is only made in part to appease the timid employees, while putting a lot of pressure to groups that found the revamp more in line with their educational attainment and experience. Those initiating change are always walking in a tightrope for there are eyes and ears that validate your every move, failure to comply will normally get the ire of well placed politicians. In the aftermath of these changes, many employees will need resettlement and the encompassing revamp should put them in positions that they can still function accordingly without having to compromise. It is a fact that change will be a hard pill to swallow for those comfortable with the previous system but it is a necessary evil in order to succeed and attain development goals. Change versus benefits The change instituted may create temporary, minor discomforts to rank and file personnel, but surely the rewards will be for the benefit of the greater majority. Just imagine when projects implemented are not only deemed safe and secure for those countless beneficiaries; but also when construction time is considerably reduced at the least cost to the government. We don’t need change simply to take over from the old guards. We need it to create a more cohesive workforce that can address to the needs of a more restive and demanding society. Government cannot be complacent amid calls for rapid development in the industry, labor and even the protection of the environment. Moreover, only governments can concretize those changes in place. Rating  The revamp that has been implemented should produce a positive rating especially if implemented with private entities. But for a governmental institution, rating should be around 4. These changes should reduce red tape in the bureaucracy; should provide the impetus for employees to perform well. These changes would have a positive effect on the employee’s self-worth; a beacon for those that desire professional advancement and most of all, constituents will benefit from all of these changes. Comment on rating The bureaucratic structure of the government is never 100% receptive to changes. Even if such changes would encompass welfare to a greater majority. Many will always suspect the intentions behind these changes, how honorable it may be. Such will be counter-productive as you dilly-dally to harm your work ethics and your productivity suffers. For these changes to be effective require a thorough reorganization, meaning personnel from rank and file up to the executives are all hired simultaneously. This way, the chief can mould his team to respond swiftly and accurately. Where everybody functions as they should and without due consideration from previous employment. But since this is not possible, we have to make do with what we have and hope that everybody will have a change of heart and do what is necessary. Raising potential The foremost solution is improve conditions at workplace, try to do some assessment and formulate ideas to probably change the decor, the air-conditioning might be too restrictive or your rapport with your employees might be too militaristic that hinders proper communication and limits production output. All factors will have to be considered to make it conducive to workers. Secondly, it is important that as manager, you are readily aware of your employee’s potential. Allow them to attend seminars and training to improve their capabilities and you should be lavish in your praise for a good work done (Practice Management 2006). And always strive to fight for their cause, ask for incentives that would be due to employees that made a dent to improve performance (Management Incentives Program). Communication Being true to your word with a posture of honesty while strict but also compassionate are the traits of a model manager. With these gestures you are communicating with your subordinates a sense of overbearing confidence that should mitigate respect and admiration. You don’t need to raise you voice to relay what you want. A fair handling of the situation can earn for you the trust that each employee needs from you. A good manager is seldom intellectually bright, proof of the matter are generally geeks never become good managers. It is always your emotional front that makes you a good communicator. Although the most reasonable form of communication ever devised is the weekly reporting system – reports are usually handed to the Head of office before the weekly forum starts, this have defined countless establishments and an effective tool even in government (Wikipedia Contributors 2007a).

The Evolution of Eukaryotic Cells from Prokaryotic Cells Essay Example for Free

The Evolution of Eukaryotic Cells from Prokaryotic Cells Essay DNA- Deoxyribonucleic acid (DNA), a self-replicating material present in nearly all living organisms, is the acid that carries genetic information. RNA- Ribonucleic acid (RNA), is an acid that is present in all living cells, it’s main role is to act as messenger and carry instructions from DNA fro controlling the synthesis of proteins. What are Eukaryotic Cells and Eukaryotic Organisms? A eukaryotic cell is a cell that contains complex organelles like nuclei or mitochondria enclosed within a membrane and eukaryotic organisms are organisms that are made up of eukaryotic cells like us, humans. What are Prokaryotic Cells and Prokaryotic Organisms? Prokaryotic cells are cells that lack nuclei and other organelles within the cell membrane; they have strands of DNA and RNA in them instead of nuclei. However, prokaryotic cells are not as simple as they look or sound. â€Å"The DNA in the prokaryotic cell unzips to make a molecule of RNA, and then the RNA makes proteins that help rebuild the cell wall. Sometimes the DNA reproduces itself, and then the new DNA molecule clings to the cell wall while the cell divides to make a new cell with the new DNA inside it. Prokaryote cells also have a little string of protein molecules that hangs off the end like a tail, called a flagellum. The cell can move this flagellum by pushing protons or energy at it, and it can use the flagellum to move itself from one place to another.† http://scienceforkids.kidipede.com/biology/cells/prokaryote.htm

Kirkpatricks Four-Level Training Evaluation Model Applied

Kirkpatricks Four-Level Training Evaluation Model Applied Case Scenario Sunshine Supermarket is an upcoming supermarket in Singapore. It first opened its door for business in the year 2014 at Jurong East. Sunshine Supermarkets primary aim is to serve the customer. Keeping existing customers happy is important, as they are more likely to return. This is more cost effective for the business than acquiring new ones. Sunshine Supermarkets original product range of grocery and general merchandise has diversified to include home appliances, electrical goods as well as telephone equipment. In the past two year Sunshine Supermarkets growth has been massive mainly due to its excellent customer service and quality of products. Sunshine Supermarkets market expansion strategy is to penetrate further in the Singapore market by opening the second store in Punggol. Sunshine Supermarket would be recruiting 10 more retails staffs, three for the current branch and seven for the new branch. The new recruits would be foreign nationals with no prior retail experience. They would have to be trained in customer service, merchandising, stock taking and other functions. All employees have a varied style of learning. Three retails staffs who have been exemplary employees in the first branch will be promoted to the role of Store Manager, Purchase Manager and Supervisor respectively. Currently they lack leadership skills which may impede their performance in the new store. Growth Prospects: Sunshine Supermarket is currently pursuing the market development strategy to expand its operations and they are planning to enter into UK market in 2017. Before explaining Kirkpatricks four levels of Training Evaluation it is important to understand why such evaluation is done. There are various types of evaluations techniques to understand and Kirkpatricks for levels of Training Evaluation is just one of the thousand methods of training method that is used by training organizations to determine their training program effectiveness. The reason for a new recruit, promoted employee or anyone who is sincere enough to hold a job position that they are not trained would feel he/she wants to be trained before taking up that particular responsibility that their organization is assigning them. Each person have a different thinking e.g. I want be trained because I want to be accepted by my company, I want to be trained because I want to be trusted by my company, I want my company and my fellow managers to understand that they need me, and etc (Selvaraj, 2016). On the other hand the company will also feel confident that the person who has undergo the training program will be on his/her 100% in performing the job title given, as they are trained professionally on how to handle. There will be lots of changes in the management of the company e.g. senior management listening to whatever advice you might given for the company, the company promoting you faster because of the sincere you might be showing, you will be of course given more control since you are trained, and importantly they know that your quality of work will improve (Selvaraj, 2016). Lastly and most importantlyin order for both parties above, person undergoing the course and company to be satisfied, the training organizations training programmes MUST be easily knowledgeable for anyone taking up the course to understand so that they can perform the right work performance in the companys work environment. And in order for any training organization that wants to meet their objective have to evaluate their training programmes. But there is three main reasons for a training organization to evaluate their training programmes and it is for deciding on whether to continue or discontinue a training program if its too disliked by many, and to gain information on how they can improve their training programmes for their future training programs, and lastly and importantly if the budget and training received contributes to their organizations objective and goals (Selvaraj, 2016). Apart from main reasons but common reasons for training evaluations are often known to determine the effectiveness of a program and ways in which it can be improved, usually the training programmes continue as of how they were going but minor feedbacks are also taken for consideration at times to keep up the standard of their owns training organizations, they are often know to the following below (Selvaraj, 2016): Is the trainer the best one qualified to teach? Are the schedules appropriate for the trainees? Are the facilities beyond satisfactory? Was the coordination of the program up or beyond satisfactory? What can be done to improve the program? Is the trainer providing effective methods for maintaining interest and teach the desired attitudes, knowledge, and skills? In overall training organizations do evaluation for improving future programs and at times this evaluation is the only way they can decide upon to continue or drop a programme if unsatisfied by many (Source, Google: http://www.kirkpatrickpartners.com/portals/0/Images/Optmized%20Photos/chain%20(2).jpg) If you provide training for your team or your organization, then you certainly should know how essential it is to determine its efficiency. Besides, you dont want to waste time or funds on training that does not give a good turnover (Mindtools, 2016). Here is when Kirkpatricks Four-Level Training Evaluation Model can assist you in determining the efficiency and force of your training, so that you can improve it in the future, there is four levels that represent the sequence of ways to evaluate the training program (Mindtools, 2016). Level 1 Reaction Level 2 Learning Level 3 Behaviour Level 4 Results Level 1 Reaction: As the phrase reaction implies, evaluation on this level measures how those who participate in the program respond to it. It can be also known as the measure of customer (stakeholder) satisfaction. Evaluation reaction is known to be the same thing as measuring customer satisfaction (Mindtools, 2016). If training is going to be useful, it is important that trainees respond well to it. Otherwise they will not be motivated to be trained. Also, they will tell others of their reactions. Several trainers call the forms that are used for the evaluation of reaction happiness sheets (Selvaraj, 2016). The importance of Measuring Reaction at Level 1: It gives the training organization important feedback that helps them to evaluate the program with them as well as comments and suggestions for improving future programs (Trainingindustry, 2016). The reason of this is to tell the trainees that the trainers are there to help them do their job better and that they need that feedback from them to conclude the efficiency of the program (Trainingindustry, 2016). Reaction sheets can provide quantitative information that they can give to managers and others concerned with the particular program, furthermore the, Reaction sheets can provide trainers with quantitative information that can be used to establish standards of performance for future programs (Trainingindustry, 2016). Level 2 Learning: At this level the training organization must determine what the trainees have learned. The three things that an instructor can teach the trainees are knowledge, skills, and attitudes so it is important for the training organization to determine on what knowledge was learned? What skills were developed or improved? And what attitudes were changed in them? So it is important that training organizations measure the trainees learning because no change in behaviour can be expected unless one or more of those learning objectives have been accomplished in their training programmers (Mindtools, 2016). Level 3 Behaviour: At this level the training organization have to evaluate their trainees behaviour based on the training they received, in other words this helps trainers understand how their trainees manage to apply that information they learn in the training programme. The training organization must understand this because the behaviour can only change if the conditions are favourable in the programme, for example if the training organization has skipped the first two Kirkpatricks levels, and by looking at the trainees group behaviour, they determine that no behaviour change had taken place. Perhaps they might have assumed that the trainees have not learned anything and the training was ineffective (Mindtools, 2016). On the other hand its not just about evaluating behaviour changes. Its not right to judge just based on behaviour at all times, because the trainees boss might not have let them apply any new knowledge. And maybe the trainees have actually learned everything from the training programme but they have no desire in apply that knowledge themselves, so its hard to judge because we are dealing with human beings not machine (Mindtools, 2016). Level 4 Results: At this level the training organization have to analyze the final results of their training in the programme. This also includes the findings of the trainer, the training organization have determined for good of the business, employees, and for everyone, eventually the training organization can use this result for future reference or etc (Selvaraj, 2016). Thats the end of explanation on Kirkpatricks Four Level of Training Evaluation. There are different types of training evaluation methods that can be used to evaluate any possible outcomes of different scenarios people face e.g. training evaluation, learning, and etc. But Kirkpatricks four level of training evaluation actually covers all expertise of needed data in an evaluation. NTUC Learning Hub was the training organization that trained Sunshine Supermarkets new recruits and promoted employees based on their training needs. They trained their new recruits based on their problems that were initiated by their company, Sunshine Supermarket. They actually had 10 new recruits but they were all of foreign national and with no retail experience. Sunshine Supermarket wanted all of the 10 recruits to be trained upon Basic English even before they attend courses that were related to their job. Sunshine Supermarket wanted all 10 recruits to be trained on merchandising, customer servicing, stock taking, and also with other retail related function. NTUC Learning Hub conducted all needed training on their new recruits based on Sunshine Supermarkets request. On the other hand, Sunshine Supermarket had 3 promoted employees in their first branch who were promoted to be a Store Manager, Purchase Manager, and Supervisor respectively. Sunshine Supermarket planned to deploy this three promoted employees in their new store, but before they actually take up their job position, they felt its a necessity for them to attend leadership trainings before taking up their job roles. NTUC Learning Hub trained all the three promoted employees based on Sunshine Supermarkets request. NTUC Learning Hub (Training Organization) MUST use the Kirkpatricks Four Level of Training Evaluation Model to evaluate their training on Sunshine Supermarkets (Trained Company) new recruits and promoted employees (Companys Personnel Who are Trained). It is important to understand Kirkpatricks Four Levels of Training Evaluation is just a method of evaluate. Identifying how to use will vary case to case basis. This evaluation method is an ART NOT a SCIENCE. As for Sunshine Supermarket, it will be the training organization evaluating the first two levels (level 1 level 2). The other two levels (level 3 level 4) will be evaluated by the trainees company since its them who sponsored the trainees to the training programme which in this case is Sunshine Supermarket. Level 1 of Training Evaluation on New Recruits and Promoted Employees: NTUC Learning Hub has to measure their trainees reaction at the level. But there are a couple of factors that they will have to evaluate at this point and they are known to the following below: They will have to find out if their training was worth the trainees time and was it successful in the end (Mindtools, 2016)? At which point did the new recruits or promoted employees face the most tough and easy time in their training and where was their biggest strength and weakness throughout the programme (Mindtools, 2016)? Was NTUC Learning Hubs venue suitable for learning (Mindtools, 2016)? Did this learning personally created any CHANGE in their personal life style (Mindtools, 2016)?

History of Fireworks :: Chine Fireworks Explosives Essays

History of Fireworks The birthplace of fireworks is generally recognized as China, with the first explosive mixture found being black powder, during the Sung dynasty ( 960-1279 ). It is said that a cook in ancient china found that a mixture of sulfur, saltpeter, and charcoal was very flammable and would explode if enclosed in a small space. The first application of this technology was for entertainment. The Chinese are still the leader in the production of fireworks. Once the recipe for black powder was perfected, they found that it was easily used as rocket fuel, and they made hand carved wooden rockets in the shape of a dragon, in the sixth century. These rockets shot rocket powered arrows from their mouth, and were used against the Mongol invaders of 1279. The principle behind these rockets is still used in rocket powered fireworks today. Through adventurous explorers, the knowledge of making fireworks spread west, through Arabia in the seventh century. The Arabs called the rockets Chinese arrows. The Mongols are credited with taking Chinese rockets and gunpowder to Europe around 1241. The first record of their use in Europe are around 1258. Until the 19th century, fireworks lacked a major aesthetically essential characteristic: color. Pyrotechnicians began to use a combination of potassium chlorate and various metallic salts to make brilliant colors. The salts of these metals produce the different colors: strontium burns red; copper makes blue; barium glows green; and sodium, yellow. Magnesium, aluminum, and titanium were found to give off white sparkles or a flash. Even though China invented the fireworks, Europe surpassed them in pyrotechnic development in the 14th century, which coincides with the time the gun was invented. Shot and gunpowder for military use was made by skilled tradesmen, later called firemakers, who also made fireworks for peace or victory celebrations. During the Renaissance, two European schools of pyrotechnic thought emerged: one in Italy and the other at Nuremberg, Germany. The Italian school of pyrotechnics emphasized elaborate fireworks, and the German school stressed scientific advancement. Both schools added significantly to further development of pyrotechnics, and by the mid-17th century fireworks were used for entertainment on an unprecedented scale in Europe, being popular even at resorts and public gardens. In the mid-19th century fireworks became popular in the United States. Injuries associated with fireworks, particularly to children, eventually discouraged their unrestricted use. As a result, in many states of the U.

Thoreaus Elements of American Romanticism Essay -- essays research pap

Elements of American Romanticism Henry David Thoreau pens his book Walden during a revolutionary period of time known as American Romanticism. The literary movement of American Romanticism began roughly between the years of 1830 and 1860. It is believed to be a chapter of time in which those who had been dissatisfied by the Age of Reason were revolting through works of literature. All elements of Romanticism are in sharp, abrupt contrast to those types of ideas such as empirical observation and rationality. An online article describes American Romanticism in the following manner, â€Å"They celebrated imagination/intuition versus reason/calculation, spontaneity versus control, subjectivity and metaphysical musing versus objective fact, revolutionary energy versus tradition, individualism versus social conformity, democracy versus monarchy, and so on† (Strickland). In 1845 during that period of time, Thoreau decides to spend two years of his life in an experiment with Mother Nature in a cabin at Walden Pond. H e tells exquisite tales of life in natural surroundings in his book, Walden, through a most primitive organic style. Walden is a key work of American Romanticism because of its embedded ideas of solitude, individualism, pantheism and intuition. Romanticism seeks nature as a means for obtaining knowledge, and while Thoreau heavily spends his time in the woods and around the pond by himself, he inevitably feels a sense of solitude. Solitude is not necessarily loneliness or intentional isolation of oneself. It is merely an acknowledgment of the fact that he or she is alone. Thoreau has his own thoughts about solitude in which he writes: In the midst of a gentle rain while these thoughts prevailed, I was suddenly sensible of such sweet and beneficent society in Nature, in the very pattering of the drops, and in every sound and sight around my house, an infinite and unaccountable friendliness all at once like an atmosphere sustaining me, as made the fancied advantages of human neighborhood insignificant, and I have never thought of them since. Every little pine needle expanded and swelled with sympathy and befriended me. (88-89) He acknowledges his distance from humanity in the preceding passage, yet he does not feel lonely because Nature upholds him. Additionally, he clearly states that the living organisms around him are what he dwells upon for his emotional su... ...ing Henry David Thoreau into a prominent American Romantic writer. Such elements include his writings about life in Nature having great solitude; he became friends with the surrounding plants and animals. Secondly, he wrote about what was occurring day to day at Walden’s Pond which showed him as being individualistic. Moreover, there was the idea that God can only be found in nature, and pantheism was constant idea in his book. Finally, Thoreau wrote about intuition as a means of obtaining knowledge, and his use of senses as a tool for building intuition. These ideas time and time again show the various aspects of Thoreau being portrayed as an American Romantic which has lead to a great historical achievement as a writer that he well deserves. Works Cited Harrison, Paul. â€Å"Frequently Asked Questions about Pantheism.† (1996). 10 December 2004 . Pohle, Nancy C. and Selover, Ellen L. â€Å"Awareness & Intuition.† 10 December 2004 . Stata, Raymie. â€Å"What is Individualism.† (1992). 10 December 2004 . Strickland, Brad. â€Å"AMERICAN ROMANTICISM (1828-1865) OVERVIEW.† (1997). 10 December 2004 . Thoreau, Henry David. Walden and Civil Disobedience. New York: W. Norton & Company, Inc, 1966.

Free Essays - Animal Farm :: Animal Farm Essays

Social commentary is sometimes found at the heart of good art, whether that art form is literature or popular music. The novel, Animal Farm by George Orwell, and the rock album, Animals written and performed by Pink Floyd share the same characteristic of scathing social commentary. The artworks also share an animal metaphor that serves to cast a dark light on human social interactions and stratification functions. Conversely, the artworks individually attack the diametrically opposed, socio-economic systems of communism (by Orwell) and capitalism (by Roger Waters). The artworks are individually astounding, but when viewed in tandem, alludes to the idea that socio-economic systems are still evolving and in time the terms capitalism and communism will be thought as ineffective as feudalism.   The shared characteristics of social commentary and animal metaphor literally, are what make these particular artworks the amazing examples of their respective genres that they are. The animal metaphor tends to depict humans as being motivated by our animalistic desires, as well as the tendency among ourselves to be highly competitive and often, ruthless. In Animal Farm, Orwell puts the pigs as being the leaders, or the exploiters of the masses, depending on your point of view. Waters does the same in Animals, depicting the pigs as uncaring, self-involved, and overbearing masters of the masses. In both works, dogs are an enforcer-type, driven either by a sense of patriotism, honor, and pride, but also those misanthropes who relish in the power they have been given and enjoy abusing those weaker than themselves. The sheep are a shared characteristic of both works, depicting them as easily manipulated and led to the slaughter.   The works diverge from one another in which philosophy they individually espouse. Orwell’s novel is an obvious attack against communism. The pig characters of the novel represent the political figures of the early days of the Soviet Union. Orwell goes on to depict the system of the so-called â€Å"class-less† society as an incredible failure, while time would ultimately prove his early analysis as being correct. Any large-scale, highly organized society in all of human history has required social stratification, and Russia of the early twentieth century would prove to be no different. As with any society, those with power have been and still are tempted to abuse that power for their own individual ends, often at the expense of those that have granted them their power. Capitalism is not immune from this inherent flaw in social stratification either.