Emotional Intelligence, Conflict Management Styles And...

Emotional Intelligence, Conflict Management Styles and Organizational Job Performance of Bank Employees Dhivya.D* and U.Gowri** Till recently, Intelligence Quotient is considered as a measure of excellence. In the current business world IQ and technical abilities alone not help to succeed in the work. Emotional intelligence also plays an important role in the workplace. Emotional intelligence is the capacity to identify, manage and assess emotions of a person. In this fastest and competitive world, individual competencies are considered as a measure of excellence which determines the overall success of an organization. Emotionally Intelligent people are more skilled to cope up with life activities and have more productive thinking. Awareness of emotional change will help to overcome the stressful situation in both personal and professional life. Largely, in the customer service industry, Emotional Intelligence is being observed as one of the important emerging determinants for dealing with customers. Emotional intelligence is not an inborn characteristic, so it can be learnt through practice and training. Ban king is one of the service sectors which require more relationship between employees and customers. The success of the relationship depends on the level of emotional intelligence and conflict management ability of the employees. The promotion of emotional development in turn enhances job performance of the employees. Therefore, this study makes an attempt to knowShow MoreRelatedEmotional Intelligence And The Mind Team1318 Words   |  6 PagesAccording to Smit The Mind Team (n.d), Emotional Intelligence is the ability to recognize your emotions, understand what they re telling you, and realize how your emotions affect people around you. It also involves your perception of others; when you are knowledgeably aware of people s feelings, you are able to manage relationships more effectively. During my time at my former job at a commercial bank in Nigeria, I had the privilege of working with a boss who had the superior quality of payingRead More, ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’6017 Words   |  25 PagesCase Study Analysis Based on Managerial Theories 3 Motivation 3 Emotional Intelligence (EI) 5 Team 7 Conflict 9 Leadership 10 Recommendations Possible Solutions 13 Conclusion 19 References 20 Appendix A 24 Appendix B 25 Appendix C 27 Executive Summary Kate Hall-Merenda, in her case study, ‘Chuck Mackinnon’s Leadership Effectiveness: Whose Problems’, questioning whether Chuck Mackinnon leadership style was really effective. The author explains Chuck leadership charactersRead MoreManaging Complex Change Within The Organization3878 Words   |  16 Pageschanges at personal level to an organizational level, cannot be distinguished, as the approach or perception towards managing the change would remain the same. Management approach The most effective theory which I feel is more practical and applicable is the following This sums up the most complex of the changes bringing down to the most basic level. 1. Unfreeze 2. Transition 3. Refreeze THEORIES According to an article in Forbes, Change Management Guru is the world’s oldest professionRead MoreThe Impact Of Managerial Styles On Organizational Effectiveness7129 Words   |  29 PagesACTIVITY: 1 Task 1: An evaluation of leadership theories. Task 2: An evaluation of the impact of managerial styles on organizational effectiveness. Task 3: An analysis of how motivational theory can inform employee motivation. Task 4: An analysis of theories relating to work relationships and interaction. Please consider these as a report: Leadership theories: For decades, leadership theories have been the source of numerous studies. In reality as well as in practice, many have tried toRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:Read MoreOrganizational Behavior Issues9605 Words   |  39 PagesQuestions on Organizational Behavior Prepared by Dr. Stephen Hartman, School of Management, New York Institute of Technology. 1. How have American companies suffered in recent years? In an effort to reduce costs, restructuring and downsizing have affected almost every organization. However, recent research suggests that there are costs for these organizations in terms of their impaired ability to perform long term. Many companies have shown poor leadership when trying to capitalize on technologicalRead MoreThe Impact Of Managerial Styles On Organizational Effectiveness9615 Words   |  39 Pagesmanagerial styles on organizational effectiveness 3. An analysis of how motivational theory can inform employee motivation 4. An analysis of theories relating to work relationships and interaction Report Evaluation of leadership theories There are various theories of leadership and they each carry their own values for decades now. To become a successful leader one must not only understand but learn to follow them as well. Leadership should be distinguished from management. Management involvesRead MoreSkill5329 Words   |  22 Pagesand Organizational Commitment (Case Study: Jahad Keshavarzi and University of Qom, Iran) Hassan Zarei Matin Associate Professor, University of Tehran, Iran Golamreza Jandaghi Associate Professor, University of Tehran, Iran Fateme Haj Karimi Graduate, Public Management, University of Tehran, Iran Ali Hamidizadeh Graduate, Public Management, University of Tehran, Iran Abstract The aim of this paper is to identify the interpersonal communication skills that enhance organizational commitmentRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesis an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S.Read More Emotional intelligence: The rapprochement of reason and emotion5515 Words   |  23 PagesA notion central to emotional intelligence theory is that individuals differ in their ability to perceive, understand and use emotional information, and this ability significantly contributes to intellectual and emotional well-being and growth. Emotional intelligence as a concept has prospered, in part, because of the increasing personal importance of emotion management for individuals in modern society. Indeed, researchers have commonly claimed that emotional intelligence predicts important educational

Essay on Middle Ages- Catholic Church - 1744 Words

The Middle Ages was a time of rebirth for the Church. The Church had a growing amount of power, and used this power to get messages sent to its followers. One important message created an ever-growing distance between believes and nonbelievers of the Church. Throughout the Middle Ages there have been inconsistencies with the doctrines and actions of the Church. There is one constant within the Church, throughout the Middle Ages the Church has opposed outsiders and has mistreated those outsiders from the Church. St. Augustine, a Christian, observed the chaos around him as the Vandals sacked Rome in 410. The sack of Rome is the marker of the end of the old Roman Empire. The people of Rome felt their old gods were punishing them for†¦show more content†¦This unhappy being had long lived in the land of monsters since the creator cast them out as kindred of Cain. For that killing of Abel The eternal lord took vengeance. (Beowulf, 54) The Biblical reference to the Story of Cain and Abel gives insight to the idea that Grendel was intended to represent sinners, specifically pagans. Further than the antagonist being described as a monster and a descendant of Cain, Grendel is also killed by Beowulf who is praised for his actions. This illustrates Beowulf was doing a good deed by killing a sinner. Though not a direct acceptance of violence toward non believers, this can lend an argument to the feelings of non Christians at the time. In the middle ages, the idea of the chivalrous knight became more present, and this image led to the idea of battle in the name of God. One account of this is from The Song of Roland which accounts the events of a French army before going into battle with pagan forces. â€Å"‘I saw the Saracens, no man on earth ever saw more of them one hundred thousand, with their shields, up in front, helmets laced on, hauberks blazing on them, the shafts straight up, the iron heads like flamesâ₠¬â€youll get a battle, nothing like it before. My lords, my French, may God give you the strength. Hold your ground now! Let them not defeat us!’ And the French say: ‘God hate the man who runs! We may die here, but no man will fail you’† (Song of Roland, 1). ThisShow MoreRelatedThe Catholic Church And The Middle Ages1283 Words   |  6 PagesTHE CATHOLIC CHURCH IN THE MIDDLE AGES I wanted to do this research paper on the Catholic Church in the Middle Ages because the church has always fascinated me. I have always found the history and the corruption of the Catholic Church to be of great interest and when I read in Robinson Crusoe, when he stated something to the effect that he would rather be captured by cannibals than catholic priests , I decided to do this paper on the Catholic Church. I thought it was a very interesting statementRead MoreThe Changes in the Catholic Church during the High Middle Ages972 Words   |  4 PagesRoman Catholic Church became divided when the King of France decided to replace the current Italian Pope with one that he elected. During the Great Schism, there were two popes claiming authority over the Catholic Church. Following the split, the papal offices began to lose their authority. Ultimately, the cardinals of both popes decided that an ecumenical council of godly men could collectively possess more divine authority that just one pope. In 1409 at the council of Pisa, the church councilRead MoreThe Catholic Church During The Middle Ages And Through The Seventeenth Centuries1562 Words   |  7 PagesBeginning in the Middle Ages and through the seventeenth centuries, witch trials occurred in Europe. Many people were accused of being witches some of these people were accused of being witches for not following Christian beliefs at that time and others followed witch prosecutions for goods and money. Furthermore, the stereotypes of witches at this period also had a role in causing witch prosecutions. In this essay I argue how these three components led to the death of so-called witches. FirstlyRead MoreRoman Catholic Church and Judgement in the Middle Ages Essay1762 Words   |  8 Pagesand from the glory of His power.† (Thessalonians 1:8, 9). The Middle Ages was a time of death, pain and superstition; no one could escape God’s judgment. When the Roman Empire fell, The Church had created a n everlasting clutch of control over the people. If one did not obey The Church, they were excommunicated and labeled heretics, cast out into the world with no spiritual guidance, never to see the light of God again. However, The Church also offered hope and a chance of salvation in a time that wasRead More How the Catholic Church Held Up During the Middle Ages Essay1224 Words   |  5 Pages The Middle Ages was a long period of time. It started in about the 500 A.D. and ended in about 1500 A.D. Not many things can last for this long period of time, but at least one thing did, and that was the Catholic Church. The Catholic Church consists of Popes, Bishops, Clergy, and Monks, and Nuns were also part of the Church. Also during the Middle Ages, it also produced many great philosophers (Funk Wagnall’s, 275). From the Middle Ages to the 13th century, the church played importantRead MoreThe Roman Catholic Church s Influence And Governance Over Europe Throughout The Mi ddle Ages1936 Words   |  8 Pageswill identify and examine the significance of the Roman Catholic Church’s influence and governance over Europe throughout the Middle Ages. For the purposes of this essay, the Middle Ages refers to the period between the Conversion of Constantine in 313CE and the onset of the Renaissance Period during the early 14th century. In addition, this essay will examine and account for change in the institution and theology of the Roman Catholic Church. It will identify the nature and importance of continuityRead More Christianity Essay1617 Words   |  7 Pagesas The Middle Ages, economic reforms took place as well as social, political, and religious changes. One common theme throughout The Middle Ages consisted of the relationship between the Church and the State. The Catholic church during this era held a prominent role in society, and it had an abundant amount of power and authority during this time. The Catholic Church exercised its authority in many different stages, in which a response from the people occurred because of the way the Church showedRead MoreThe Roman Catholic Church in Medieval Times Essay1295 Words   |  6 Pages In the Medieval times, the Roman Catholic Church played a great role in the development of England and had much more power than the Church of today does. In Medieval England, the Roman Catholic Church dominated everyday life and controlled everyone whether it is knights, peasants or kings. The Church was one of the most influential institutions in all of Medieval England and played a large role in education and religion. The Churchs power was so great that they could order and control knightsRead MoreThe Rights of Women in the Middle Ages1154 Words   |  5 Pageshave pointed to the Middle Ages as an example of where men are superior to women, and that women had virtually no rights. However, during the Middle Ages with the development of individualism, women had a considerate amount of rights similar to their male counterparts. The most significant development in gender equality in Western Civilization before 1350 C.E., was the development of individualism in the Middle Ages. Women were generally looked down upon during the Middle Ages. This was because ofRead MoreThe Causes Of The Protestant Reformation1270 Words   |  6 Pageswhole expanded throughout the globe over the 16th century. Roman Catholic Churches have a hierarchical organization with the Pope of Rome at the top to facilitate the matters of the Churches around the globe. Their doctrines and teachings came from their interpretations of the Bible. Roman Catholicism was widely accepted in most cases, but some were still unsure about the said religion. Skeptics were wary of the Roman Catholic Church because of several practices of the priests and bishops that do

Ebola Pandemic in West Africa Opportunities and Challenges

Question: What are the economic and sociopolitical conditions that are responsible for the occurrence of Ebola pandemic in West Africa that resulted in reformations in the areas of policy priorities due to their opportunities and challenges? Answer: Ebola Outbreak in West Africa: The West African Ebola virus of 2014 2015 was an international health pandemic and was one of the most widespread outbreaks in the history of Ebola virus disease. It caused immense socioeconomic disruption and loss of life in the majority of three countries of Guinea, Sierra Leone and Liberia (Baize et al. 2014: 1422). This essay will aim at answering the research question by carrying out an in-depth analysis of the sociopolitical and economic causes that led to the outbreak of the pandemic in West African countries and discuss the aspect of the policy of the affected states that were altered due to the identified opportunities and challenges. Several researchers have carried out investigations to determine the various underlying aspects of the outbreak, but a gap has been identified as the lack of research in the aspect of policy priority areas. This essay will fill the gap by discussing the policy priority areas of the affected states as it is essential to understand the altered p olicies for the control and prevention of future outbreaks. The essay will critically review several research articles and government websites to determine the altered policies by using the theoretical framework that is most adequate for the Ebola virus pandemic. According to a report by World Health Organization, a total of 28,616 cases have been reported till date from the three West African states that collectively resulted in 11,310 death cases. The number of survivors is about 10,000 in the countries of Sierra Leone, Liberia and Guinea and WHO has taken three objectives to completely end the transmission of Ebola virus in these three countries (World Health Organization 2016). Since all these countries were emerging from civil wars, this has decreased the availability of resources of health and dysfunctional systems of healthcare. This was the result of lack of the availability of the healthcare workers who were adequately trained. Since the democracy in these countries was re-embraced, the healthcare workers and providers were over-burdened with increasing needs of the postwar capacities while the redevelopment and economic growth were occurring (Saz et al. 2015:21). Therefore, these sociopolitical aspects can be explored for examining the opportunities and challenges that will aid in strengthening the health systems of these countries. Although the health status of the population and economy of the affected countries have been improved by the government, the life expectancy continues to be low. Hospital bed and physician capacities are inadequate when compared with global perspectives that fail to meet the basic needs of healthcare for the general population. The economic crisis prevails to be the primary reason for maternal and infant deaths and dissemination of the health messages in not uniform due to high levels of illiteracy (Dudas et al. 2016:72). All these economic and sociopolitical conditions collectively contributed towards the occurrence of Ebola pandemic in West African states. Under such circumstances of an outbreak of a severe health pandemic, identification of the challenges and opportunities becomes essential to alter and frame new policies to combat the mortality. Several challenges have been identified from multiple researches that focus on community, organizational or structural and individual or personal level challenges. Few of the challenges that require immediate attention in terms of policies are food insecurity and entrenched poverty, limited provision to adequate health facilities, African system of traditional beliefs and poor infrastructure of public health (Gatherer 2014:1622). Mistrust of the modern services of healthcare and government, porous geographic boundaries and borders and emerging from civil conflicts are the other challenges that the West African countries have faced that led to the development of the Ebola pandemic. On the contrary, several opportunities can be identified that can aid to the devising of the theoretical framewor k for policy development. Viewing the epidemic as an opportunity can help to deal with the global threats of public health and address the existing challenges. Creation of response that is family centered to the outbreaks, the establishment of private-public partnerships for controlling infectious diseases and partnerships for the research and development areas for the discovery of drugs and vaccines are few of the opportunities that can be considered to explore the policy priority areas (Chertow et al. 2014:2055). Both the challenges and opportunities should be critically analyzed based on the theoretical framework for discussing an aspect of the policy of the West African states. The governments of the West African countries have been receiving funds from international sources to frame policies and control the outbreak of Ebola. $1 billion has been provided by the IFC and IDA of World Bank and $5.4 billion has been provided by the US government (Gire et al. 2014:1370). From these collected funds, the government has framed policies based on the priority areas. The one policy is the regional system for disease surveillance as it is available internationally in various countries of Asia Africa and Europe. This will provide with the theoretical framework for boosting pandemic preparedness in the affected states. Since the infectious diseases are not restricted by the international borders, the regional system for disease surveillance can help to mitigate, respond, prevent and detect quickly the outbreaks through a co-operative network of the national systems of surveillance. This system is of much importance in West Africa as it will serve to provide earlier resp onse and warning that can control and prevent the outbreak of the disease (Fowler et al. 2014:735). The theoretical framework of the regional system for disease surveillance is the most adequate as it helps in strengthening of the co-ordination of the multi-sector response in a local area, helps to maintain the essential services after and during the outbreak, supporting treatment protocols and Ebola care and restricting the Ebola spread (Oleribe 2015:55). This policy will help the regional areas to implement the national and international plans and guidelines that are recommended. Apart from the framework, it is also essential that the regional centers should follow the laid down framework of the policy and adhere to their best possible abilities to the guidelines set forward by the national and international health and response organizations. The framework has been aligned with the recent protocols and guidance for controlling the Ebola outbreak in the affected West African states . Since Ebola is an infectious disease of animal origin, it can spread across borders to several countries. The situation becomes increasingly complex and challenging with the increased movement of people, services and goods across the world facilitating the quick spread of the disease. From this aspect, regional disease surveillance system is the best policy to make the country ready for early detection, rapid identification and effective response to the future outbreaks of Ebola. Tapping into the vast repository of global knowledge for building resilient health systems can be of great benefits for globalization that cannot be simply wasted or overlooked. Co-operative arrangements among the three states of West Africa can aid to control the disease outbreaks cross-border at the source for improving health outcomes (Tambo, Ugwu and Ngogang 2014:1). The theoretical framework associated with this policy of regional disease surveillance system helps in complementing local and global disea se surveillance systems by addressing the limited capacity of surveillance in these countries. Regional disease surveillance system can add value to the control system of Ebola by complementing the country and global surveillance systems by addressing the limited or lack of surveillance capacities. Since the West African countries are economically backward, this policy will be effective in further deteriorating the health system of the country due to pandemic threats (Spengler et al. 2016:956). Limited diagnostic capabilities and reporting disincentives due to the panic of the economic consequences can act as set back parameters for this policy. Therefore, the framework has to be so designed that can channel the flow of the collected funds appropriately to the needy regions for setting up diagnostic facilities and educating the people about the benefits of early reporting that can aid in controlling the spread of the disease effectively. Harnessing of the network power by upgrading the systems of national surveillance helps in supporting the standardization of reporting, detection and definitions by prioritization of the trust-based relationships facilitating sharing of sensitive information and informal reporting (Towers, Patterson-Lomba and Castillo-Chavez 2014). This will eventually help in strengthening of the technical capacity of the country and cross-border collaboration to control Ebola outbreaks. Regional disease surveillance system helps the national institutions to adapt to the changing needs and conditions that are associated with the spread of Ebola as it requires multi-disciplinary, multi-sectoral and multinational solutions. It also helps in establishing networks for fostering the local action and leaderships and aids in building collaboration among the national institutions of public health with the training and research centers. The countries of West Africa Sierra Leone, Liberia and Guinea along with the international community are in the process of strengthening the response to Ebola for achieving their target of zero cases of Ebola. For doing this, it is crucial to establish entire West Africa nationwide regional disease surveillance systems for connecting the affected countries along with its neighboring countries as Ebola is an infectious disease that cannot be restricted by international borders (Dixon and Schafer 2014:551). For making the policy sustainable and successful, it is essential that the factors of funding support, engagement and active leadership of the international agencies and national governments should be coupled with the participation continuity of the institutions and individuals for gradually establishing a basis of experience, trusted communication and shared knowledge (Chan 2014:1184). Moreover, the ability to build upon and leverage existing governance initiatives and structures i s required for the success of the policy by connecting national institutions of public health and the research and training centers of the region. Therefore, it can be stated that the crisis of Ebola pandemic offers challenge as well as opportunity to evolve by learning through the theoretical framework implemented in the form of policies. It is estimated that the basic expenses for hospital and primary care might range between $36-55 for each patient annually (Chua et al. 2015:3734). This is well beyond the capacity of the West African citizens and the public spending levels and therefore, regional disease surveillance systems can help to reduce the burden of the disease and therefore, can reduce the public expenses of the county. UNMEER (UN Mission for Ebola Emergency Response) was an emergency health mission undertaken by United Nations to support the governments of the West African countries Sierra Leone, Liberia and Guinea to achieve their target of zero Ebola cases (Global Ebo la Response 2016). In the process of achieving the goal, UN provided the governments with strategic guidance for regional disease surveillance systems for meeting the immediate needs that are related to the spread of the disease and fight against it. Human resources, logistical and financial support was provided by UN to support the achieving of the target of zero Ebola case. In accordance with the research question, the economic and sociopolitical conditions have been well discussed that are responsible for the occurrence of Ebola pandemic in West African countries. The sociopolitical aspects during the post-war condition have been explored for examining the challenges and opportunities for strengthening the health systems of the West African countries that led to the development of policies for controlling the outbreak of Ebola. This was in tune with the goal of the research question that laid the pathway for reaching the goal of understanding an aspect of the policy using the theoretical framework. The essay was structured to examine the various parameters separately to gather information regarding the effectiveness of the effectiveness of the adopted policy and summarized the policies of the international communities like WHO and UN towards the affected states. This structure eventually helped to answer the research question of examining the areas of policy priorities with respect to the opportunities and challenges. It can be concluded that the severity of the Ebola outbreak could have been controlled if the applied policy of regional disease surveillance system would have been implemented earlier. This could have made the government aware of the rising pandemic beforehand that could have prevented the pandemic. However, its implementation can prevent future outbreaks but further research is required to connect other policies undertaken by the government to ensure zero Ebola cases and no future outbreaks. References Baize, S., Pannetier, D., Oestereich, L., Rieger, T., Koivogui, L., Magassouba, N.F., Soropogui, B., Sow, M.S., Keta, S., De Clerck, H. and Tiffany, A., 2014. Emergence of Zaire Ebola virus disease in Guinea.New England Journal of Medicine,371(15), pp.1418-1425. Chan, M., 2014. Ebola virus disease in West Africano early end to the outbreak.New England Journal of Medicine,371(13), pp.1183-1185. Chertow, D.S., Kleine, C., Edwards, J.K., Scaini, R., Giuliani, R. and Sprecher, A., 2014. Ebola virus disease in West Africaclinical manifestations and management.New England Journal of Medicine,371(22), pp.2054-2057. Chua, A.C., Cunningham, J., Moussy, F., Perkins, M.D. and Formenty, P., 2015. The case for improved diagnostic tools to control Ebola virus disease in West Africa and how to get there.PLoS Negl Trop Dis,9(6), p.3734. Dixon, M.G. and Schafer, I.J., 2014. Ebola viral disease outbreakWest Africa, 2014.MMWR Morb Mortal Wkly Rep,63(25), pp.548-551. Dudas, G., Carvalho, L.M., Bedford, T., Tatem, A.J., Baele, G., Faria, N., Park, D., Ladner, J., Arias, A., Asogun, D. and Bielejec, F., 2016. Virus genomes reveal the factors that spread and sustained the West African Ebola epidemic.bioRxiv, pp.71-79. Fowler, R.A., Fletcher, T., Fischer, W.A., Lamontagne, F., Jacob, S., Brett-Major, D., Lawler, J.V., Jacquerioz, F.A., Houlihan, C., ODempsey, T. and Ferri, M., 2014. Caring for critically ill patients with Ebola virus disease. Perspectives from West Africa.American journal of respiratory and critical care medicine,190(7), pp.733-737. Gatherer, D., 2014. The 2014 Ebola virus disease outbreak in West Africa.Journal of general virology,95(8), pp.1619-1624. Gire, S.K., Goba, A., Andersen, K.G., Sealfon, R.S., Park, D.J., Kanneh, L., Jalloh, S., Momoh, M., Fullah, M., Dudas, G. and Wohl, S., 2014. Genomic surveillance elucidates Ebola virus origin and transmission during the 2014 outbreak.science,345(6202), pp.1369-1372. Global Ebola Response. (2016).UN Mission for Ebola Emergency Response (UNMEER). [online] Available at: https://ebolaresponse.un.org/un-mission-ebola-emergency-response-unmeer [Accessed 4 Nov. 2016]. Oleribe, O.O., Salako, B.L., Ka, M.M., Akpalu, A., McConnochie, M., Foster, M. and Taylor-Robinson, S.D., 2015. Ebola virus disease epidemic in West Africa: lessons learned and issues arising from West African countries.Clinical Medicine,15(1), pp.54-57. Saz, A.M., Weiss, S., Nowak, K., Lapeyre, V., Zimmermann, F., Dx, A., Khl, H.S., Kaba, M., Regnaut, S., Merkel, K. and Sachse, A., 2015. Investigating the zoonotic origin of the West African Ebola epidemic.EMBO molecular medicine,7(1), pp.17-23. Spengler, J.R., Ervin, E.D., Towner, J.S., Rollin, P.E. and Nichol, S.T., 2016. Perspectives on West Africa Ebola Virus Disease Outbreak, 20132016.Emerging infectious diseases,22(6), p.956. Tambo, E., Ugwu, E.C. and Ngogang, J.Y., 2014. Need of surveillance response systems to combat Ebola outbreaks and other emerging infectious diseases in African countries.Infectious diseases of poverty,3(1), p.1. Towers, S., Patterson-Lomba, O. and Castillo-Chavez, C., 2014. Temporal variations in the effective reproduction number of the 2014 West Africa Ebola outbreak.PLOS Currents Outbreaks. World Health Organization. (2016).Ebola virus disease outbreak. [online] Available at: https://www.who.int/csr/disease/ebola/en/ [Accessed 4 Nov. 2016].

The Convict by William Wordsworth Essay Example

The Convict by William Wordsworth Paper Compare and contrast the attitude to prison conditions in the 19th century between The Convict by William Wordsworth and The Dungeon by Samuel Coleridge. In this essay I will compare the two poems The Convict by William Wordsworth and The Dungeon by Samuel Coleridge. I will be talking about the background between these two poems and describe the conditions of prisons during the 18th century. Then I will look at their writing styles, their poems structure and their use of language. With comparing their different writing styles, I will find out the main message conveyed by each writer. In the 18th to the 19th century, there were many countries under control by a ruler and sometimes the law was not adequate for every single citizen. The torpidity and unfairness of the justice system, which had already destroyed many peoples lives, were very common during this period. A small crime could mean that people were jailed for a long time, if the judge wanted them to be. The conditions inside prisons during the 18th to the 19th were not as good as todays prisons conditions, which supply medical care and plenty of facilities for prisoners. Prisons in the 18th and early 19th century had absolutely nothing apart from a surrounding huge wall and maybe some guards to maintain the peace inside these prisons. However, these prisoners would never get enough to eat or get any news from the outside world; they had already been separated from the world and being treated with whipping and beating. Although they were not satisfied with their situation, they had no say because the system was under control of the government. We will write a custom essay sample on The Convict by William Wordsworth specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Convict by William Wordsworth specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Convict by William Wordsworth specifically for you FOR ONLY $16.38 $13.9/page Hire Writer And The Convict by William Wordsworth and The Dungeon by Samuel Coleridge were written during this period. Line 2 of The Dungeon, this is the process of our love and wisdom is an ironic comment. Love and wisdom are positive words, but the writer uses love and wisdom to describe a brother when they put this fellow being, who had committed a crime, into the dungeon. This is an irony inside this sentence because the writer uses love and wisdom instead of hate and sterility. . 2 Irony is also used in The Convict, in line 9 the thick-ribbed walls that oershadow the gate The thick-ribbed walls hints that there was no freedom for the prisoners and it also indicates that the speaker observed the shape of the prison and uses the observation as a proof for his statement. The question in line 5 in The Dungeon is this the only cure? is a rhetorical question. The writer does not want the reader to answer this question. He only wants the reader to think about alternative ways to treat these people who carry guilt. The speaker hints that there should be better treatment to these prisoners. The Convict uses a rhetorical question as well as to emphasise the writers thoughts about the inhuman being treatment within these prisons. In line 5 And must we then part from a dwelling so fair? William Wordsworth indicates that he disagrees with separating these prisoners far away from their homes; he thinks that it is irrational to put them into such a poor condition. Sensory description is used in line 7 in The dungeon, when the writer says by ignorance and parching poverty. The writer uses parching to describe the common poverty condition in 18th century. Parching means very hot and parching poverty means that the condition of poverty is common. Parching combines with poverty shows us that the writer was very care about this poverty situation. The Convict does not seem to be using as much sensory language as The dungeon. But unlike The dungeon, The Convict prefers to use imagery to let the readers to imagine the scene rather than using personal opinion to convince the readers. For example, in the first sentence of the third stanza, the writer uses imagery to describe the view of the outside prison.

Organd Donation free essay sample

Organ donation is the taking of healthy tissues and organ from a living or dead person to a living recipient in need of a transplantation. There are processes involved in organ donation from the moment someone decides to be an organ donor to the time the organ is transplanted into another person. A nurse’s role in this process is crucial in many ways and for many people (the medical team, the donor/donor’s family, the recipient). According to the U. S. department of health and human services, 117,376 people are waiting for an organ, 18 people will die each day waiting for an organ, and 1 organ donor can save up to 8 lives. The supply and demand for organs is disproportionate. There are many reasons behind this shortage and they include knowledge and attitudes of health professionals, processes for donor identification, timing of the request for organ donation, refusal of family members to consent to donation, and cultural considerations that influence the willingness to donate. We will write a custom essay sample on Organd Donation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Also, organ donation is an option in less than 1 percent of deaths because brain death, the irreversible cessation of all brain function, must occur in order for a hospital to allow most organ transplants. When discussing donations, many people think of organs. However, tissue donation also has a major impact on the lives of many recipients. Some examples are: donated corneas can restore vision, veins and arteries can restore circulation and are used in coronary artery bypass graft surgery, defective valves are replaced with healthy heart valves, bone is used for knee and hip replacement; connective tissue is used to repair joints, and even the skin is used for patients with severe burns. Tissue donation provides recipients life enhancing benefits. Living donation is also an option. People who are healthy and without any complications can donate their organs and even choose whom they want to donate their organs to. The organs that can be procured from a living donor are a lobe of the lung, a segment of the liver, the kidney, a part of the pancreas, and even a portion of the intestine. The living donor has to consent to procedures and testing of the organ to make sure the organ is functioning before the surgery. The living donor should also be given all the information regarding the whole process of donation and all the procedures, along with the risk factors. The risks are similar to any surgery, including bleeding and other complications. If their remaining organ fails, they themselves will need an organ replacement. The living donor always has the option to change their mind anytime during the process. Virginia Henderson (1897-1996) is often referred to as the â€Å"first lady of nursing†. Her theory of activities of living gives a broad range of ideas for the theory to be applied in many areas of nursing practice, including the organ donation process. In this article, her model is applied to the role of nurses in the management of organ donors. The following is a description of the model and the role nurses play, especially after a person who is brain dead and suffered neurological injuries. 1. Normal breathing: A Nurse is aware that inadequate oxygen will damage organs, and therefore understands the importance of early airway and oxygenation to maintain organ viability. 2. Eating and drinking: Fluid and Electrolytes, blood transfusion, and medications may be necessary to maintain organ viability. 3. Elimination of body waste: Monitoring organ function (kidneys) through lab testing at regular intervals is essential for organ viability. . Desirable posture/sleep and rest: Frequent position changes to prevent skin breakdown and pulmonary complications are important for the viabilities of the lungs for transplantation. 5. Select suitable clothing: dress and undress: The patient needs to be treated with dignity and respect because their value as a human being is not lost. 6. Avoid dangers in the environment and avoid injuring o thers: Ensure safety of the donated organs as well as protecting the emotional environment of the patient’s family. 7. Maintain body temperature within normal range by adjusting clothing/modifying environment: Extremes of body temperature puts the body in a hypermetabolic state and increases oxygen consumption, therefore, nurses need to monitor the body temperature of the donor. 8. Grooming/protecting the integument: Keeping the patient neatly groomed helps the family feel better. 9. Communication with others: Allow the family members to express their fears, emotions, and needs. Nurses need to provide concise, honest answers and communication is critical in this delicate situation. 10. Worshipping according to one’s faith: Nurses should help facilitate worship or end-of-life rituals for the family at the bedside to express their grief. 11. Play and recreation: recreational activities leading to death are simple accidents and nurses to remind the family that sometimes things go wrong and no one is to blame. 12. Learn and discover: nurses should provide grief support and give guidance to the family and maybe other health care staff. On one end is the nurse caring for the organ donor and on the other end are the nurses working with the transplant team and caring for the organ recipient. In both ends, patients and families are going through a lot of emotions and the quality most people look for in a nurse is that of comfort. Beach, P. R. , Hallett, A. M. , and Zaruca, K. , (2011, May). Organ Donation After Circulatory Death: Vital Partnerships.    American Journal of Nursing. 111(5), pp. 32-38. Tanner, K. W. , (2011, February). Maximizing Organ Donation through Aggressive Donor Management.    American Nurse Today. 6(2). Retrieved: April 10, 2013. http://www. americannursetoday. com/popups/articleprint. aspx? id=8502 Meyer, K. Bjork, I. T. and Eide, H. (2012, June). Intensive Care Nurses Perceptions of Their Professional Competence in the Organ Donor Process: A National Survey.    Journal of Advanced Nursing. 68(1), pp. 104-115. Nicely, B. , amp; DeLario, G. T. (2011). Virginia Henderson’s principles and practice of nursing applied to organ donation after brain death. Progress in Transplantation, 21(1), 72-77. Daly, B. J. , (2006, April). End-of-Life Deci sion Making, Organ Donation, and Critical Care Nurses.    Critical Care Nurse. 26(2), pp. 78-86.

HRM Research Paper

HRM Research Paper Describe and critically evaluate the key factors that shape the role and practices of the HR/Personnel function within an organisation with which you are familiar. On the basis of your analysis identify the main HRM challenges currently facing this organisation. Relate your analysis to appropriate literature. Introduction People are an important and expensive resource to a business. This asset has the capacity to be highly productive and generate revenue for the firm, but it also requires much attention and maintenance. When the direct costs of employment are added to the indirect costs of recruitment and selection, training and development, the organisations investment in an average full-time employee can exceed ?00,000 in a short space of time. Therefore one of the fundamental factors is how to attract the right employee and retain their services, gaining efficiency throughout. Before answering the first part of the question Describe and critically evaluate the key factors that shape the role and practices of the HR/Personnel function within an organisation with which you are familiar, the differences between HRM and the older style Personnel Management requires defining. Human Resource Management HRM can be defined as any part of the management structure that relates to people at work. It involves everything from recruitment to training to performance appraisal and overall employee welfare. HRM is originally an American management term that has taken over from the more restrictive Personnel Management, and denotes a more proactive and business-focused role, with an emphasis on good communication and staff commitment, more flexible work practices, and performance-related reward systems. Once considered a more peripheral activity, HRM has now moved to the core of the business. The authorÐ ±Ã ¿s own perspective of this assignment is delivered from within the steel industry. An employee in middle management with a history of working from grass roots to Manufacturing Manager over a 10 year period within the Basic Oxygen Steel making plant (BOS). A plant where the iron from the Blast furnace iron is refined and then re-alloyed to be supplied at the correct time temperature and specification to the Continuously Cast plant (CONCAST) where semi-finished products are supplied to the mills for rolling. Current Economic Climate Due to the current economic climate that is affecting the trading situation, both within the home and world export market there has been immense pressure on the business to reduce operating costs to achieve business objectives. Many areas of the business especially within the carbon steels section are, and have been making a loss for an extended period. Not just since the tragic events of 11th September 2001, the events of which that have been blamed for losses in many other businesses. This event has merely compounded an underlying trend of difficult trading conditions in steel. We have as a business been implementing strategies to cut costs and increase efficiency, not just in operational performance terms but also changes in managements structures, team working implementation and further changes in manning levels (based on under utilisation of plant due to the low output). HR Role Many of the recent objectives set by the business at Ð ±Ã ¾Board LevelÐ ±Ã ¿ to reduce costs have required the need for the HRM function to take a role in the business, to be able to achieve the required levels. Some specific areas that the HR Department manage include Policies; such as Drugs and Alcohol and Equal Opportunities, as well as implementation of Company policy and Strategy, both long-term and medium-term. But these are day to say issues; the following headings are other fundamental areas that the HR function has played a part in during the recent cost cutting exercise. Manpower Planning This topic involves charting the future needs of the organisation with regard to numbers, skills profile, age and experience. This enables the firm to have the right people in the right numbers at the right time. There have been some major changes within the organisation over recent years; the implementation of Team Working has been key to reducing costs. It brings about some m ajor benefits, not least a reduction in employee numbers through more efficient use of the resource. Through this implementation at Scunthorpe, a 15% reduction of manpower has been achieved. The challenge that the HR function was faced with was how to achieve this kind of figure? In reality the HRM department had a minor role to play. From Board level through to Senior Management came the directive that a percentage manning reduction was required across the board, and that it would be fulfilled. Each individual department had to carry out Key Task Analysis (KTA) to determine what sort of levels of manning could be utilised based on Ð ±Ã ¾time and taskÐ ±Ã ¿ process. From this analysis came a set of numbers that indicated how many persons could manage an area. The dwindling numbers within the HR function meant that they hade no alternative but to take an lesser role and stand back to allow the production departments themselves to manage certain tasks. Many of the manning reductio ns have been found through voluntary redundancy and early retirement. Having had the departmental managers find the numbers the HR function has now stepped in to undertake the interviewing process that details the package available for early departure. Recruitment and Selection This process is by which the organisation gets the best people to do the jobs necessary to achieve its goals. Preparation is the key to effectiveness in this area, by clearly establishing the jobs to be done and the type of people needed to do them, the construction of an accurate Job Description and Person Specification will save time and money. Recruitment within corus has been very low for many years, 1988 was the last time anyone was taken from the outside environment; the only current source of new employees into the business is through Graduate recruitment. Since privatisation in 1988, apart from graduates, nearly all (blue collar) vacancies have been fulfilled though internal cross matching, and recruitment from the in-house Ð ±Ã ¾cleaning contractorsÐ ±Ã ¿. This source of employee recruitment is seriously flawed with many disadvantages, not least that the type of person employed for cleaning is not necessarily the right person for operation of technically based operating systems, education levels required for cleaning are significantly lower, and the nature of the work is totally different. The reason that this source has been used is due to the ease of the selection process, the lack of cost involved and the minimal time required to interview etc. Most are employed on the basis that their Contract Manager says Ð ±Ã ¾they are good eggs! The other benefit is that they are hired on a 6-month trial, if they do not size up then they are easily transferred back into the contract gang. An easy recruitment process but by far the right person for the job. Graduates are the main source of external recruitment. The HR Function carries out visits to colleges and universities to entice budding youngsters into the industry with the knowledge that they are joining a company that is renowned for being the most efficient steel producer in the world, and that they will gains skills to promote themselves within the industry. The corus website is seriously directed towards graduate recruitment and is a main source of applicants. Unfortunately at present there are not many wanting to join what is seen as an ailing industry, a challenge for the HR Department to continue to recruit from a reducing market. Training and Development This in most organisations is a major growth area, with firms realising that skill s development and flexibility are now key to business success. Unfortunately within corus over the last few years the amount spent on Ð ±Ã ¾externalÐ ±Ã ¿ training has been kept to an absolute minimum and has had an effect on plant operating performance, initiatives such as I.I.P, T.Q.P. and the likes have been dropped by the wayside due to the cost and lack of resources to implement and apply. The significant changes in manning have affected this. The main source of training at present is Ð ±Ã ¾sitting with Nellie, the disadvantages of this being that the trainee is getting a level of training that the trainer has been trained to give. Unfortunately Plant Trainers are non-existent and therefore the training given is from someone who has little experience of training people and very often not a lot of knowledge of plant and the process. The latter is inherent of the loss of knowledge due to the departure of experienced individuals. This has now been identified and new measures have been put in place that will be discussed under Ð ±Ã ¾ChallengesÐ ±Ã ¿. Performance Appraisal This involves a formal system of regularly collecting, recording, and sharing information between the employee and the appraiser about the employees work performance and potential. Conducted in the correct manner, it can enhance motivation, contribute to achieving organisational goals, and assist the process of rewarding good performance. One would like to think that this is carried out, in reality there again is insufficient time for the line manager to implement as the role of Ð ±Ã ¾fire fightingÐ ±Ã ¿ other issues on a daily basis is consuming time, and the fundamentals of managing people are not being addressed. Reward Management This involves designing the most appropriate methods of remuneration and increasingly incorporates broader, performance-related items such as bonuses and employee share option schemes. These have been implemented alongside the new Team Working and Management structures and are based on Payment for Performance (PFP) on an individual basis, and Bonus related schemes for achieving operational performance. Pay bands and application of the same is an element of the reward scheme that the HR function carries out. This is a broad based application, easy to maintain and implement, but unfortunately as experienced from a personal viewpoint it has been implemented poorly with little or no communication between Pay Departments, the HR function and the employee. Industrial Relations The process of collective bargaining based on employees terms conditions, resolving disputes that may arise, and adhering to the whole range of laws governing the relationship between employers and employees in the workplace. In reality the first line manager deals with any grievance or dispute that may occur locally and the HR department is only called upon for advice or when the dispute escalates. The Collective Agreements are through multi-union negotiations and may include Pay, Hours of work, Bonus payments, Sick Pay scheme and Holidays. There is also the Works Rules, application of, updating of and any changes of legislation affecting works rules to consider. Much of this is on an annual basis with most carried out at national level with minimal amounts at local level. CHALLENGES Skills and Knowledge The increase in voluntary and early retirements has had an effect on the organisation that relates to age, experience and knowledge. The reduction of people has mainly been achieve d from those that can afford to take early retirement, those with minimal or no mortgages, have a level of savings and a lifestyle that could be led with minimal supplementation. Thus the late 40Ð ±Ã ¿s and early 50Ð ±Ã ¿s are the target group. These are the people who have vast experience and knowledge in the steel making industry, gained over many years and they have now been removed. The challenge is to replace this knowledge in a short space of time. The average age has been lowered by 10-12 years since the implementation of team working, this reduction in age has highlighted the reduction in knowledge and experience of the remainder posing a further and future problem that the age range of those employed is such that they will all leave the industry at or around the same time. The cycle will start again unless there is intervention to bring about change. Training Training of the individuals that are left needs to be urgently considered. As stated previously the lack of trai ning over the last few years and the changes that have taken place have led to a deterioration in plant operational performance. This poor performance is unsatisfactory and is incurring costs to the process. The cost of training is not quantifiable, is seen by other organisations as a benefit but at present to corus it is a burden to costs and as such has not been pursued. This benefit has now been realised by senior management and the re-instatement of a Training Owner for plant and the re-launch of the InvestorÐ ±Ã ¿s In People initiative should be the start of an increase in performance. The HR function for their part are required to implement and continuously apply the new recording system required to follow this scheme up. This is not just for plant requirements but also for legislation such as COMAH, (Control of Management and Change) where there is a requirement to be able to identify an individualÐ ±Ã ¿s competency in the job that he is doing. Critically, we as an organi sation should be looking at the theoretical side of how to implement training programmes, studying the likes of Ð ±Ã ¾KolbÐ ±Ã ¿s learning cycleÐ ±Ã ¿ to ensure thorough understanding of the subject and correct implementation of the training received. But this is theory and unfortunately the current culture is that we are Ð ±Ã ¾fire fightingÐ ±Ã ¿, living for the present and just attempting to survive the current climate. Thus there is no commitment to provide resource that has no quantifiable financial gain. Graduate Retention This is an issue whereby in the current climate a high number of graduates are leaving the industry due to its poor outlook; safety and security are important factors to achieve motivation but unfortunately valued employees are leaving in droves. Employment packages are poor in relation to other organisations similar in size, graduates are drawn by the better working environment and benefits provided to organisations that practice. HRM rather than Personnel Management As a business we are very much in the old style of PM whereby we utilise the resource for the benefit of the organisation rather than nurture the person to provide a service that benefits the company for the good! The HR personnel can do little for the graduate financially to be an incentive for them to stay within the industry where environmental conditions are poor and achievement of goals is stifled. Manpower Reductions/Plant Closures Continuing with the theme of efficiency and cost reduction there have, and there will be more manpower reductions caused by plant closures and contracting out of services. Since the age profile is reducing there will be less chance of finding early and voluntary retirement from the younger average age of the existing employees, therefore individuals are not as willing to leave due to economic reasons. The decisions will be more difficult to make about who stays and who goes. Improve Morale One of the HR objectives is to improve morale. This at present is at a low, it is a difficult one for the HR function to achieve because the lack of numbers does not allow them sufficient time to address individual issues and as stated, first level management now carries out most of this. Their presence is rarely seen on plant and as such they cannot use the personal affect to improving moral. There is a need for them to relate the likes of HerzbergÐ ±Ã ¿s two-factor theory of motivation (Figure 1) and MaslowÐ ±Ã ¿s hierarchy of needs (Figure 2) through Team Working initiatives, personal objectives and manipulation of the reward scheme and use this to drive moral. With most though, this is an individual element and certain factors will affect certain individuals differently, thus the need for a one to one basis to find out what drives or motivates each person. Most motivation is driven through line managers and thus the HR objective is somewhat misplaced for the current situation . Business Service One of the challenges facing the HRM function itself is the move towards being a Business Service, not supplying just to corus but also supplying a service outside of the industry. This has already been achieved with part of the Engineering function that supplies its services to outside organisations and has thus made an extra ?.3M this year alone. This has been an initiative throughout the firm to generate more income and reduce the burden of a department on the business. Compilation of services business wide has been managed partly by the HR function, it is part of their objectives to identify further areas for this type of development and quantify the benefits of disadvantages of such a move. For those within the HR Department the move towards a Business Service has seen a step backwards away from generalisation and towards specialisation, a return in some ways to old style management. HR Managers were given skills for them to cope with general issues, but the move back towards sp ecialisation sees them dealing with specifics and having a better working knowledge of one particular area rather than being a Jack of all trades. Trade Union An interesting point made by the local HR Manager Ð ¸C Not enough is done to train the TU representative to be made aware of the Business needs, the reasons for why such actions are needed and the manner in which they should be carried out. There is nothing sinister in supplying such a service to what has inherently been seen as an aggressor to the management. The wider the perspective that the trade union official has, the better he will be equipped to make more appropriate decisions on behalf of the employees that he represents, and the better his understanding of why it is being implemented. The role of Trade Unionism within Human Resource Management poses somewhat of a threat, Legge, p.273, states that Trade Unionism in HRM organisations was being bypassed through the development of Human Resource Management initiatives. Organisations are Ð ±Ã ¾softÐ ±Ã ¿ models of HRM; and can pose a threat to the TU. Another consideration may be, that if the employee is happy and committed in their job, that the need for union representation may not be required. To the organisation there is the need for the T.U. for multi-union bargaining purposes, therefore the HRM department must balance the need of HRM against the need of the Trade Union. Conclusion The increasing competitive pressures, expanding globalisation and a generally harder business environment has brought about a move to a more enhanced view of HRM as opposed to Personnel Management. Unfortunately as a business, corus are very much in the old style of Personnel Management whereby we utilise the resource for the benefit of the organisation rather than nurture the person to provide a service that benefits the company for the good. Numbers have reduced significantly since the implementation of Team Working; the structure has been cut to bare bones. The reduced operating cost set out at board level has been achieved, but at a cost to the business through a reduction in operational performance. Unfortunately the current culture is that we are Ð ±Ã ¾fire fightingÐ ±Ã ¿, living for the present and just attempting to survive the economic climate to make it through, there is no commitment to provide any resource that has no quantifiable financial gain. The HR Department has a role to play in modelling the objectives set by the Board, but their problems are much the same as that of plant management in that the resources are not available to support the fundamental ideas. There are many issues facing the company, short, medium and long term that require addressing, unfortunately it is a service and any gains made through expenditure are not readily quantifiable, therefore no capital is guaranteed whereby there is no return seen. Without an injection of cash or commitment to provide extra services for HRM then there will be no advancement towards achieving better results from the employee through HRM philosophies. HRM, as previously stated denotes a more proactive and business-focused role, with an emphasis on good communication and staff commitment, more flexible work practices, and performance-related reward systems as opposed to Personnel Management These philosophies are carried out by the first line management, which begs the question, Have the less er experienced plant personnel carried out a process that has inherently been carried out by trained professional HR managers and got the numbers wrong, furthermore, was it implemented correctly? Overall because of the reduction in numbers within the HR department, Plant managers and Line managers are now carrying out many tasks and the HR department have a significantly lesser role in the organisation. With no forecast of any change in philosophy and increase in expenditure then the situation is unlikely to change. The input of an active Trade Union and informed official needs to be considered, there is a definite need for both and the HRM department must ensure that a relationship continues.

The Language of Fashion Essay Example | Topics and Well Written Essays - 750 words

The Language of Fashion - Essay Example The paper "The Language of Fashion" talks about the language of the fashion and describes the portrait of The Arnolfini Wedding. The two people in the portrait are richly dressed up, despite the season their outer garments shows the linings of fur and laces. These furs appear of expensive variety. The man in the picture is shown wearing a hat of plaited straw dyed black. The tabard, he is wearing is faded purple and underneath he wears doublet of patterned material probably silk damask. The women dress is equally immaculate with elaborate dagging (cloth folded and sewn together, then cut and frayed decoratively) on her sleeves and long train. Her blue under dress is also trimmed with white fur. The renaissance women have special love for jewels and gems but the lady in the portrait is adorning only a plain gold chain with plain gold earrings. A look at the room shows pristine interiors, another sign of wealth on display, the brass chandelier is huge and elaborate .The convex mirror a t the back with the wooden frame and scenes of The Passion appears to be larger than the usual mirrors used during the age, another sign of wealth. A further sign of luxury appears in the bed linings and hangings. The chair and the table placed against the wall shows exquisite carvings. The oriental carpet on the floor also represents the rich taste of this merchant. It is not unusual to see this limitless display of wealth among the rich middle class of that time. The rich style and fashion is evident.