Character Analysis Of Meursault In The Novel The Stranger

Albert Camus in his novel, The Stranger, shows a genuinely interesting character, Meursault. In the beginning Meursault is depicted to appear as unethical and cruel, through him not showing no grief at his mother’s funeral. However, Camus, throughout the story builds up a considerably more engaging character that portrays more human-like emotions. At the end, Meursault character changes because he leaves off with a sympathetic feel towards him and is left off with thoughtful reflections and revelations, and an interpretive ending. In part two, it is mostly about Meursault being in trial and him begin in prison which makes him self- reflect on himself, yet he can’t quite make an idea. During the trial, Meursault’s faults are exposed and†¦show more content†¦He demonstrates he does care about his life through the use of a metaphor of, â€Å"... a wave of poisoned joy rose in my throat† (110). He uses this phrase because he acknowledges that the joy of being a free man would be watching the execution, but the fact that he’s watching and not be the one being executed is where the joy comes from. It is also shown that he cares about living through his statement of â€Å" †¦ I would make up new laws. I would reform the penal code† (111). He basically wants moral collaboration and what he finds wrong is that even though he is not free, society makes the decision. He wants to know more about the law system and feels that a condemned man should have a chance. Lastly, Meursault tries to comfort himself to have some hope about the appeal. Although he assumes the worst and it leads him to saying , â€Å" But everybody, knows life isnt worth living; it doesnt much matter whether you die at thirty or seventy† (114). He says to ensure himself and rationalize that eventually he will die and it won’t matter what age. He develops a problem, that during the night he waits for dawn because he knows that when its dawn the executors always come and shares â€Å"[He] never liked being surprised† (113). He uses imagery to depict that he is calm with the scene of â€Å" [the] sounds of the countryside were drifting in†¦. the wondrous peace of the sleeping summerShow MoreRelatedTitle and Character Analysis of The Stranger by Albert Camus784 Words   |  3 PagesThe Stranger: Character and Title Analysis In Albert Camus’, The Stranger, the characters in the novel are individually unique in ways that bring out the positive and negative aspects of each other. When examining their traits you get the deeper meaning of things and what they stand for. The major characters in this novel are Meursault, Raymond Sintes, and Marie Cardona. Meursault shows no emotion through everything that goes on in his life such as a death. Raymond Sintes is a rude person and onlyRead MoreLiterary Analysis: How Meursault Is Indifferent in the Stranger, by Albert Camus874 Words   |  4 PagesLiterary analysis: How Meursault is indifferent in The Stranger, by Albert Camus Although Meursault is the title character and narrator of Albert Camus’ short novel The Stranger, he is also a somewhat flat character. His apparent indifferent demeanor may be a convenience to Camus, who mainly wanted to display his ideas of absurdism. And as a flat character, Meursault is not fully delineated: he lacks deep thought and significant change. His purpose is that of a first-person narrator whose actionsRead MoreThe Individual Versus His Environment in The Stranger and Grendel1674 Words   |  7 Pages The Individual Versus His Environment in The Stranger and Grendel Due to the multifaceted nature of literature, analysis thereof is prone to generalization. One of the most grievous generalizations oft encountered involves failing to distinguish between a character and the novel it inhabits. Take John Gardener’s Grendel and Albert Camus’s The Stranger, for instance. It’s far too easy, when analyzing for dominant ideologies, to slap them both with the label of existentialism and be done withRead MoreCrime and Punishment vs. The Stranger1438 Words   |  6 PagesThroughout the novels Crime and Punishment by Fyodor Dostoevsky and The Stranger by Albert Camus, sun, heat, and light play a significant role in the development and understanding of the novel and the characters in it. Upon the initial reading of The Stranger, the reader may have a general acknowledgment of a relationship between the novel’s protagonist, Mersault, and the sun and heat, either proceeding or following one of the novels significant events. What is h arder to understand on the first readRead MoreEssay On The Stranger1010 Words   |  5 Pages The Stranger Essay The Stranger by Albert Camus is an analysis of the human psychosis if it was isolated and apathetic. Throughout the story, our protagonist, Meursault, tells the story of his life after his mother’s death and his experiences with everyday routines. Meursault explains to the reader only the surface of what he is feeling; despite that, as a reader, one is able to view his mind directly and closely. Meursault has all the power in this book because it is his life and mind. He is ableRead MoreLiterary Analysis Of The Stranger 2900 Words   |  12 Pages Curtis Poindexter Professor Slattum English M01B 11 December 2014 Literary Analysis: The Stranger The novel The Stranger is a first-person account of the life of M. Meursault from the time of his mother s death up to a time evidently just before his execution for the murder of an Arab. It was written by Albert Camus in 1942. Meursault however, is not your typical hero of a story; rather an antihero. He is neither good nor bad, and harbors no emotion. He goes through his life with a preconceivedRead MoreThe Paper of the Absurd: a Literary Analysis of the Stranger1772 Words   |  8 PagesThe Paper of the Absurd: A Literary Analysis of The Stranger By: Michael Lovett Advanced Placement English Language and Compositions 5th Period 13th of December, 2010 Michael Lovett In Albert Camus’ existential novel The Stranger, the pointlessness of life and existence is exposed and expounded upon in such a manner that the entire foundation of spirituality is shaken. The concept that drives this novel is one coined by Albert Camus himself, the â€Å"absurd†. Under the absurd, life is pointlessRead MoreThe Existential Movement Of The Stranger Essay1966 Words   |  8 Pagessociety they lived in. Therefore, this struggle to grasp the meaning of life can be seen through an existential light in many novels with authors such as Camus. In Camus’s novel The Stranger, Camus explores the existential ideas of absurdity and authenticity through the actions and ideas of the main character Meursault. Existentialism is the main theme of Camus’s novel The Stranger, which relies heavily on absurdist ideas to assess the meaning of life. However to understand Camus’s meaning of life, oneRead MoreHuman Relations in Camus Novel, The Outsider, from an Existentialist View2123 Words   |  9 PagesThe Outsider novel by Albert Camus from an existentialist view. I want to study Meursault relations who is the main character in Albert Camus’s novel The Outsider , Meursault is being executed because he kills an arab person, but the main reason is that he does not cry at his mother’ funeral and lives his life as there is nothing happened, he goes in the next day to swim and he makes love with his friend Marie and also watch a film. The philosophers and critics considers Meursault as he is authenticRead MoreIB Student Reflection 1519 Words   |  7 Pagesdifferent cultures and countries. As a student in the IB program, I’ve noticed that a lot of study is f ocused centrally on literature. Whether it’s in an English class setting or in a history class, there are multiple occasions where books, popular novels, and poetry are studied. Also, many of these can be world literature pieces or examples of literature popular in the American society. Also, many students choose to take science classes as part of the International Baccalaureate program and have the

Hot zone Free Essays

There are a number of characters in this book, choose one and tell us why you would want to be that person. Throughout this book we are introduced to many interesting and riveting characters but in my opinion one of the best characters in this book would have to be Major Nancy Jaax. She was a veterinarian in the Army, and her work at Fort Detrick in Maryland often took her away from her children. We will write a custom essay sample on Hot zone or any similar topic only for you Order Now Consequently, she often made up batches of meals in advance so they could easily be thawed and reheated in the microwave (Preston, 1994). She and her husband, Jerry, met in college and both became veterinarians. They eventually entered the military together as members of the Army’s Veterinary Corps(Preston, 1994). They lived in Maryland with their two children, Jason and Jaime, and various pets. Nancy’s work took her away from her family in other respects, as well, and she missed saying goodbye to her dying father because she felt that leaving during the decontamination mission would be a dereliction of duty (Preston, 1994). Nancy Jaax had to fight to get into the pathology group at the United States Army Medical Research Institute of Infectious Diseases (Preston, 1994). At that time, her status as a married female† made other people feel that she was unqualified for the Job and that she would panic in a dire situation. The military at that time was still a very male-oriented organization. In addition, Nancy had bad reactions to the vaccinations necessary to enter the program (Preston, 1994). She actually wanted to get into the Level 4, or the highest-risk part of the program, because there is no vaccine for those agents. Finally, Nancy’s hands tended to move very quickly, and that made others nervous (Preston, 1994). When individuals handle sharp instruments that could be contaminated witn virus-intested b everyone wants to believe that his or ner partner is going to handle these instruments safely. Over the course of time, Nancy battled through each of these objections. She studied martial arts to control her movements, and at 5 feet, 4 inches, she could knock a 6-foot-tall man to the ground easily (Preston, 1994). Getting accepted into the program also included her standing up for herself to the colonel in charge of the program (Preston, 1994). She proved her desire and her competency, and by the time of the outbreak at the monkey house in Reston, Nancy Jaax had been promoted to the Chief of Pathology at USAMRIID Preston, 1994). 2. In your opinion did the government react appropriately when they decided to destroy the monkeys in Reston? Why or why not? In my opinion, yes the government did react appropriately when they decided to destroy the monkeys in Reston. The monkeys at a research facility were infected with a strain of Ebola. The military, along with the Centers for Disease Control (CDC), takes on the task of entering the monkey house and destroying the animals in an attempt to keep the virus from Jumping into the human population and causing a potentially worldwide crisis (Preston, 1994). The entire facility must be treated as a Hot Zone, and hundreds of monkeys are killed. Scares abound throughout the procedure: one woman’s ventilated suit runs out of battery power, a monkey thought to be unconscious wakes up on the operating table while it is being euthanized and tries to bite a soldier, and tears occur in various members’ space suits How to cite Hot zone, Papers

Innovative Electronicsâ€an Integrative Case Study Essay Example

Innovative Electronics—an Integrative Case Study Essay With social and economic development, the importance of the organizational context is increasingly recognized by people. The context of an organization is represented in or shaped by the structure of the organization (Glushko, 2008). Organizational structure is used to describe the order of various parts of organization, contact information and the interrelationships between the various elements (Robbins, 1990). Simply speaking, organizational context and structure show how the organization is organized. This essay will analyze a case which concerns the organizational context and structure of Innovative Electronics, and give recommendations to change their current situation. Firstly, this essay will describe some background information on Innovative Electronics, and explain the organization of this company. Secondly, it will analyze the problems which should be solved by Innovative Electronics from its external and internal parts. At the same time, some causes which are significant in leading to these problems will be discussed. The following third section regards change and the relevant solutions. Finally, this essay will use a summary to provide some recommendations. 2. Background and Situation Innovative Electronics is a high- technology company located in Europe which is a major subsidiary of an American well-known Fortune 500 company. The parent company involves a number of related areas in many countries and Innovative Electronics plays a key role in its parent company’s core business. Innovative Electronics’ competitive advantages are market-leading core products and high treatment of employees. We will write a custom essay sample on Innovative Electronics—an Integrative Case Study specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Innovative Electronics—an Integrative Case Study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Innovative Electronics—an Integrative Case Study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer However, because their core products lost their competitiveness in the market, the performance of this company showed a failing trend over the last five years. There are two reasons, on the one hand, the socio-economic environment is becoming more competitive, and on the other hand, Innovative Electronics and its parent company have a lot of their own problems in strategies and organizational structure. The following will describe the companys current strategy and organizational structure. From the perspective of corporate culture, the strategy of the parent company is consistency. From the perspective of management, the parent company insisted Innovative Electronics use the centralized management and research methods. As a US parent company, it maintains the integrity and consistency of the company but ignores the regional differences. In this case, a traditional bureaucratic system was applied to the organizational structure of the parent company and subsidiaries. In other words, subsidiary companies in different regions have to replicate US parent company’s functional structure which is not suitable for specific geographical areas and local culture. Because each department in a company has their respective tasks, thereby, organizational structure is used to distribute appropriate work to different departments (Castledine, 2010). The organizational structure of Innovative Electronics is a functional structure. According to Carnall (1995), this form of organization is designed to set different functions and activities into different departments. To some extent, effective internal coordination and cooperation could be achieved through functional structure. However, it is not conducive to product development. Form another point of view, Innovative Electronics is a rational organization. According to Paton and McCalman (2008), rational organization is defined as an organization in which goals are consistent, decision process is rational, power and control centralized, and information is communicated systematically. Most of the commercial companies belong to this type for it is efficient and effective. Siebert (2010) stated that power and control centralized is the most important feature of rational organization, and this is used to distinguish it from other forms of organization, in other words, the power is always in the top. The problems caused by Innovative Electronics’ organizational structure and strategies will be analyzed in the next section. 3. Problems and Causes 4. 1 External problems and causes The external problems refer to the strategy of the parent company which includes the requirement for consistent corporate culture and organizational structure, and the limitation of funds and resource allocation. For the U. S. parent company, maintaining consistency is beneficial to group management and corporate image (Boddy, 2005). Because of this strategy, Innovative Electronics has to follow the corporations requirements for designing products which are always unsuitable to the mainly European markets. This strategy meant that the subsidiary lost the direction of production and development. Under the guidance of the consistency strategy, the parent company constrains the support of funds and urges them to strengthen cost control and develop centralized research; this also to some extent hampers the research of Localization. Innovative Electronics can not follow the requirements of the local market and the companys own ideas so that they have lost the basic conditions for market share. They do not have new products for the market, for consumers, and this means Innovative Electronics are not continuously attractive. Coupled with the emergence of new competitors, the subsidiary losing their competitiveness is then inevitable. Both the requirements for consistency and lacking of funds and resources support from the parent company are important reasons for the downturn of Innovative Electronics. The parent companys strategy was permeated with a kind of authoritarian consciousness fundamentally. This point is closely related to the internal problems of Innovative Electronics which will be discussed in the following section. 4. 2 Internal problems and causes Internal problems and causes regard the own problems of Innovative Electronics itself, and this section attempts to find the reasons from the internal structure of this company. The most significant problem is the issue of the organizational structure within Innovative Electronics. In this case, as the bureaucratic form of organization, Innovative Electronics is expected to duplicate the functional structure of its US parent company. Hence, the subsidiarys organizational structure reflects the dictatorial and authoritarian ethos almost everywhere. The functional structure of Innovative Electronics is Machine bureaucracy. According to Galbraith and Mintzberg (1993, cited in Martin, 2006), organizational structure could be changed with the change of market environment. Before the recession of Innovative Electronics, the stable environment and limited environmental interaction promoted bureaucratically based structure and centralized decision making, machine bureaucracy and standardization of work processes, which were sufficient to handle the simple and stable market. However, economic development is fast, market competition is fierce, and the market is in a kind of changeable, complex, dynamic situation. The biggest problem is that Innovative Electronics did not realize the organizational structure needed to change, according to the environmental demands of the market. The subsidiary has always maintained bureaucratic organizational structure which exposed it to so many strategic problems. The serious bureaucratic awareness leads to deviation in the development strategy of this company. Initially, maintaining maximum employee benefits is no longer suitable after the beginning of recession. If the labor costs can not be effectively controlled from the perspective of strategy, it is impossible to ensure new technology research and development of products fundamentally. In addition, layoffs occurred in the areas of technical staff and engineers who are responsible for the core business of the company: new product research and development. In this strategy, core competence is weakened dramatically. Furthermore, many problems arise in the Continuous Improvement (CI) program because of deep-rooted bureaucratic organizational structure. The problems CI concerned are not the core issues of this company. The organizational structure which is the most important problem has been neglected. In the process of implementation of CI, change is implemented on the surface. Bureaucracy is still not shaken or changed. For this reason, CI is meaningless. The purpose of CI is to train a group of promising middle- level managers to give some recommendations for the development of the company. However, most of the proposals were not accepted or implemented. The decisions of this company are still made by the powerful CEO. Meanwhile, the senior manager team has too many controls and restrictions over the workings of the CI team, which means CI can not exert its due function. As a result of the resource constraints by the parent company, there also are some problems associated with the allocation of resources between different departments. The working group has not been given incentives in CI, which lead to negative attitudes of team members for this program. It is not difficult to see that the root cause of failure of change is the bureaucratic organizational structure. In addition to this, other problems which related to leadership and staff relations were caused by the bureaucratic organizational context. Firstly, according to Gandz and Murray (1980), when faced with change, people would try to make rational decisions to protect their own self-interest. The new CEO, John Fox realized that the organizational structure of bureaucracy is the biggest reason and problem. However, he chose to avoid the important and dwell on the trivial. He implemented the CI program to seek suggestions widely and to avoid the authoritarian appearance on the surface. However, what he is doing is different from what he has said in the real implementation process. Uncertain and changeable situations provide the greatest scope for political behavior (Siebert, 2010). Senior managers refuse to change, which shows that over-confidence. When the recession occurs, they do not recognize the marketing changes and do not respond promptly. They thought the situation will get better, even if they do nothing. However, the situation is getting worse. Secondly, increasing the value of resources and effective use of available resources require good cooperation and communication between different departments (Boddy, 2005). However, authoritarian decision making leads to mutual distrust between the senior management team and CI working group. Conflicts are aroused because of the allocation of resources among the working group. Communication problems enable employees to take a negative attitude to CI program. Lacking of team camaraderie has become a potential problem. All of these issues create a vicious circle because of the bureaucratic organizational structure. It is time to change it. 4. Change According to Lewins 3 Stage Model (1951, cited in Beaumont and Stewart, 2010), organisational change involves a movement from the old situation to a new state through â€Å"Unfreeze, Change and Refreeze† which means the change process is started by identifying the problems and motivating to change, then move to the change process, and finally the process will be completed when the organization return to stability. . 3 Unfreeze Paton (2010) stated that change needs to challenge the beliefs and old assumptions to break down the existing current situation, and to prevent the problems from continuing to develop. First of all, Innovative Electronics should recognize the reality that changing the bureaucratic organizational structure is essential. Change requires holistic thinking from the str ategy’s point of view, because the basic strategy will influence and be implemented in every aspect of the company (ibid, 2010). Therefore, to change the settings of the organizational structure must be based on changes in bureaucratic awareness. â€Å"Think global at local (Paton, 2010). † In other words, the parent company needs globalization; the subsidiary needs to localize their development. When the parent company implements the global strategy, the characteristics of different markets in different regions can not be ignored. In terms of the overall strategy, the parent company should abandon the bureaucratic sense of thinking and focus on the global, at the same time, guiding the subsidiary towards localization development direction. It is vital to change completely change the bureaucratic, authoritarian, autocratic structure rather than creating a meaningless project which could not have impacts on core problems. However, the first part of the change process is usually the most difficult and stressful, because the company may evoke strong reactions in employees (Petranker and Purser, 2005). Innovative Electronics needs to create the appropriate conditions such as making good communications with parent company, sister companies and internal employees of the company in order to prepare for change. . 4 Change and Refreeze Into the stage of change, Innovative Electronics should start to believe and act in the way that supports the new direction. For maintaining market share and core competence, companies should pay attention to their own strengths and core products; Organizational structure should be changed from rigid, simple and centralized to flexible, complex and decentralized with the changes of economic enviro nment. Change from maximizing the benefits for employees to maximizing the benefits for customers. Appoint a new manager who has courage and insight, and who practices what they preach; it could use the pattern of decentralization and empowerment opportunely to ensure there is no dictatorship. There are two methods to complete these changes. The first one is Organizational Development (OD). When the nature of the company is leading to a failure to achieve the companys goals, it is time to implement OD (Siebert, 2010). According to French (1969), one of the aims of OD is â€Å"finding synergistic solutions to problems†. Likert (1967, cited in Siebert, 2010) explained that one model of OD designs is participative organization. Contrast with exploitative-authoritative model, leadership in participative organizational structure has confidence in their employees, everyone at all levels has responsibility for organizational goals, high standards of performance, strong communication and a substantial amount of effective teamwork will be reflected in this design. The OD process has three levels: individual, group and organizational levels (Siebert, 2010). Innovative Electronics could change their organizational structure from the organizational level to achieve participative organizational structure which is the optimum solution for this company such as appropriate decentralization and empowerment; re-setting department functions; formulating regulations which are related to decision making; adjusting the style and approach of leadership. It is worth noting that Beaumont and Stewart (2010) argued that the OD model is historically the most people-centered, which means the main point of the OD model is changing attitudes and behavior of people. Therefore, the main changes required are at the organizational level, for the real implementation process for this case. The second method uses a Change Agent. It can be seen that the essence of the CI program in this case is an internal change agent. According to Paton and McCalman (2008), the reasons why a company needs a change agent are managers do not know how to identify and solve problems or how to implement solutions. In this case, because of the internal bureaucratic organizational structure of strategy, CI program failed. An external agent could give a more objective and professional point of view to help them complete the change. At the same time, Innovative Electronics needs to pay attention to the expenses of an external change agent. An important issue at this stage is resistance to change. Some employees would be concerned about their own interests or have restless feelings when facing uncertainty, particularly those people who benefit strongly from the original organizational context. Employee participation could reduce the resistance to change (Beaumont and Stewart, 2010). Good leadership, training, coordination or psychological support may be needed in this stage (Hendry, 1996). The final stage of change process is to achieve â€Å"refreeze†. After the establishment of a new organizational structure and context, the company will move to a new stable situation by bring employees back into their familiar and safe environment (Hendry, 1996). For Innovative Electronics, the ongoing support and training is essential. 5. Conclusion This essay attempted to analyze some management problems which are associated with the organizational contexts, organizational structure and strategies of Innovative Electronics. Bureaucratic organizational context and structure is the main problem and also the main reason which causes many problems within the company. Organizational development model and an external change agent may be able to provide solutions for changing the old structure from bureaucratically based structure and centralized decision making to divisional structure and decentralized decision making. Innovative Electronics should implement effective management on their organizational context and structure, in order to guarantee a good foundation for development in the future.

American Flag Protocol on Memorial Day

American Flag Protocol on Memorial Day The American flag is flown at half-staff  anytime the nation is mourning. The proper protocol for flying the American Flag on Memorial Day slightly differs from other occasions when flags are flown at half-staff. On Memorial Day, flags are quickly raised to full-staff position and then slowly lowered to half-staff, where they remain from sunrise until noon to honor the dead servicemen and women of this country. At noon, the flags are raised quickly to full-staff in recognition of living military veterans who served the country. The flags remain at full staff until sunset. Whenever the flag is flown at half-staff, other flags (including state flags) should be removed or flown at half-staff as well. Protocol for Flags Mounted on Homes For flags that cannot be lowered, such as those mounted on homes, an acceptable alternative is to attach a black ribbon or streamer to the top of the flag pole, directly beneath the ornament at the end of the pole. The ribbon or streamer should be the same width as a stripe on the flag and the same length as the flag. If the flag is wall-mounted, attach three black bows along the top edge of the flag- one at each corner and one in the center. Other Occasions When Flags Fly at Half-Staff There are many other occasions when flags are flown at half-staff. No  one other than the president and state governors can order the flag to be flown at half-staff. Occasions include the following: Flags are flown at half-staff  at all U.S. federal buildings, grounds, territories, and Navy ships for 30 days when the current or a former president dies.They are flown at half-staff for 10 days following the death of the vice president, speaker of the House of Representatives, the chief justice or retired chief justice of the Supreme Court.Flags fly at half-staff until the burial of a former vice president, governor of a state, associate justice of the Supreme Court, or the Secretary of a military department.In the Washington, D.C. area, flags are flown at half-staff on the day of and the day following the death of a U.S. senator or representative.The president may order the flag to be flown at half-staff to recognize the death of a great American or non-American. Flags flew at half-staff in 2016 after the death of former first lady Nancy Reagan, in 2013 at the death of Nelson Mandela, in 2005 in recognition of the passing of Pope John Paul II, for King Hussein of Jordan in 1999, Israeli Prime Minister Yitzhak Rabin  in 1995, and British Prime Minister Winston Churchill in 1965, among many others. The president may order the flag to be flown at half-staff when a tragic event occurs in the U.S. or elsewhere, including for the victims of the July 2016 attack on police officers in Baton Rouge and for the victims of the August 2016 attack in Nice, France.  In addition to Memorial Day, the flag flies at half-staff on Patriot Day (September 11), Pearl Harbor Remembrance Day (December 7), and National Fallen Firefighters Memorial Service (Oct 9).

How to Set Up an Amazon Author Central Page in 3 Simple Steps

How to Set Up an Amazon Author Central Page in 3 Simple Steps How to Set Up Your Amazon Author Central Page Indie authors know the pressure of having to set up profiles on every new platform that pops up, promising to help you market and sell your books: Goodreads, Facebook, BookBub, oh my! It definitely adds up. But there’s one major tool that - if you haven’t already signed up for - you absolutely shouldn’t overlook: Amazon Author Central.What is Amazon Author Central?Amazon Author Central is a free tool that authors who have published a book through Amazon can sign up for   - whether they’ve published in print or ebook through Kindle Direct Publishing, or an audiobook through ACX. You can think of an Author Central account as your own private headquarters at today’s largest book retailer.Two of the significant updates that have been announced so far include:The ability for authors to manage their books and profile on all the different Amazon marketplaces from their one account - so they won’t need to log in and out to all of the internatio nal sites.It will also give users access to Amazon Author Insights: a hub of articles with tips on writing, publishing, and marketing.Have you tested out the beta program? Have you already used Author Central to optimize your Author Page? We’d love to hear your thoughts in the comments below!

High-Publicity Sexual Harassment Cases Essay Example | Topics and Well Written Essays - 500 words

High-Publicity Sexual Harassment Cases - Essay Example As a result, multinationals in America face high lawsuits, drop in employee productivity, loss of worker morale, and possible damage to firms local and international reputation (Harrington, P., & Lonsway, K. A. 2007). These in turn negatively affect the overall economy of the nation.  Despite the facts, recent high profile cases show that companies still overlook the risks and prefer taking chances. For instance, In 2008 Christina Rich received $5 million compensation for workplace sexual harassment. It took only two years and in 2010 David Jones’s CEO faced similar accusations by public relations worker Kristy Fraser-Kirk. Finally, in 2012 Vivienne Dye claims over the same problem against two managers in the banking industry was rejected. The phenomenon reflects a totally unacceptable workplace behavior. It presents the major violation of workers’ rights especially the women. In addition, it is against the federal law and human rights. Some of these impacts are long lasting and significantly affect company’s public image. For example, the case of Dov Charney and the American Apparel Inc. workers in 2014 are fresh on peoples mind. Charney was fired for misuse of company money and posting naked pictures of former female employees who sued him for sexual harassment on the Internet (Ream, A. K. 2014). Considering the occurrences, the acts are inhumane and outdated behaviors that promote moral erosion among the citizens.  An analysis of employee life before and after such incidences shows that the actual impact of sexual harassment on the behavior of the workforce is enormous. Often, the situations are extreme in that, some employees suffer the loss of dignity, humiliation, psychological injury, and damage to professional career and reputation. Unsurprisingly, the victims always have a dilemma to choose between their self-worth and work. In other circumstances, they face the tough decision between their own safety and jobs.

The Evolution of Six Sigma Research Paper Example | Topics and Well Written Essays - 1250 words

The Evolution of Six Sigma - Research Paper Example However, it means a quality measure that attempts for perfection by eliminating defects in any process (Terry, 2010). As different organizations interpret Six Sigma differently, its definition varies from organization to organization. These variations do not harm the main crux of the approach. At Motorola, Six Sigma is a â€Å"Metric, Methodology and a Management System while according to Six Sigma, it can be defined as three levels of â€Å"Metric, Methodology and Philosophy† (Terry, 2010). The main objective of this approach is â€Å"variation reduction and process improvement through the implementation of measurement-based strategy| (Montgomery & Woodall, 2008) by using Six Sigma improvement projects. Six Sigma’s statistical representation describes the performance of a process quantitatively. For a process to achieve Six Sigma, it should not have more than â€Å"3.4 defects per million opportunities; it has two sub methodologies namely DMAIC and DMADV that helps in achieving its objective† (Montgomery & Woodall, 2008). Six Sigma is an old concept that occupies an essential part in the history of management. The concept since its introduction has developed and improved over the years. This methodology’s evolution is an integral part of what it is today. Its evolution consists of different stages based on the phases of time and developments made in it. To understand the complete evolution process of Six Sigma, it is important to understand each stage. The different stages of evolution are: In the early 1970s, numerous US companies faced extensive loss of business and markets. These losses resulted in motivation for the use of statistical methods to improve quality and business procedure in general. The adoption and use of statistical methods helped US industries to regain their competitiveness in regards of quality. This all resulted in the emergence of numerous management systems