The Search for Self in Tirra Lirra by the River Essay

The Search for Self in Tirra Lirra by the River It has been suggested that Tirra Lirra by the River can be regarded as a novel which aims eventually at a better understanding2. In my opinion understanding is achieved at two levels in the novel. The first type of understanding is personal and introspective, and is discovered by the central character. The other is societal, achieved through allegory and symbolism, and aimed at the reader. Jessica Anderson aims to develop this dual understanding through the exploration of two main themes: the quest for self-knowledge, and the consequences of gendered societal repression. In this essay I will explore these themes, and how much Nora and the audience respectively finally†¦show more content†¦She is trapped in a world of shadows and reflections, like the Lady. Reality has never quite lived up to expectation, and the very fact that Nora dares to expect something special from life draws the ominous growled out question ... Who does she think she is? (p. 13.). It is only while convalescing in bed that Nora begins to separate her real self from her imagined self3. It is through her ability to resolve the conflict between her dream world and reality that she escapes the curse of living in a shadow world - a curse shared with her symbolic counterpart the Lady of Shallot. Like the Lady of Shallot, she looks on reality, but unlike her, Nora wins her life as she begins to integrate the contrasting elements of her being.4 This is Noras triumph, and Andersons significant departure from the story told in Tennysons poem. The reason Nora finds it so hard to reach self-knowledge is also due to her pre-occupation with surfaces and superficial reflections of herself. Throughout the novel, Nora struggles to ... present the image of the woman she assumes she is supposed to be - even to the extent of ... a surgical reconstruction of her face.5 The real Nora has never been the face or any of the personalities she displays to the world. But she has found it easier to capitulate to expectation than try to explain herself, telling us that the thicket of misunderstanding ...

Inside Al Qaed International Counter Terrorism Expert...

INSIDE AL QAEDA Rohan Gunaratna New York: Columbia University Press, 2002, 272 pp. International counter-terrorism expert Rohan Gunaratna’s book Inside Al Qaeda is an analysis of leadership, ideology, structure and strategies, of the ‘first multinational terrorist group’ [1] of the twenty-first century. Based on five years of research and extensive interviews with over 200 militants, the book traces the genesis of al-Qaeda and its rise to prominence leading up to the September 2001 attacks on the World Trade Center. Though Inside Al Qaeda has elicited effusive praise from the Western media, some of the claims made by the author in this book had been widely challenged by the Australian media, the Malaysian government and scholars. As for the ordinary reader, Inside Al Qaeda may come across as a ‘data dump’[2] than a comprehensive commentary on the subject. The biographical sketches of Osama bin Laden and Sheikh Khalid Muhammad, the key planner of the 9/11 attacks, is by far the strongest section of the book. A detailed description of al Qaeda s networks across the Middle East, Europe, South America and North America is another aspect that sets this book apart from other literature on the subject. The book throws up new data about al Qaeda’s global networks quoting first-hand interviews. For instance, Gunaratna gave a detailed account of how the arrest of the twentieth hijacker Zaccarias Moussaoui affected the 9/11 attacks [3] and how Hizballah operative Imad Mughniyeh

Recruiting, Selecting, Orienting, and Training Free Essays

| |Recruiting |Selecting |Orienting |Training | | | | | | | | | | | | | | |Company’s Web site |Job interview by human resources |Explanation of the |Apprenticeship training | | | |department |organization’s levels of | | | | | |authority | | | | |Interested applicants will be | | A supervised training and | | |Most large companies have their |interviewed as initial screening |A large company organization |testing of a new employee is very | | |own websites which usually |by the human resource department. |usually has the hierarchy of |common in large companies. Some | | |includes a section for job |Prescreened applicants will go |the authorities. We will write a custom essay sample on Recruiting, Selecting, Orienting, and Training or any similar topic only for you Order Now The new |large companies even require | | |opportunities. Online job |through supervisor’s interview for|employee must be aware of the |apprenticeship training as a | | |application has become a popular |selection. The interview will be |certain level of authority and |requirement prior to signing of | | |method of recruitment. Interested |either a structured where the |the organization. This is |the work contract. An employee is | | |applicants who meet the |questions re prepared or |usually done by the human |trained and tested for a specified| | |requirements can post an |unstructured interview where |resource department or a |minimum period of time until the | | |application and the specified |random questions are often asked. |representative from the higher |desired work skills are achieved. | | |requirements. The human resource | |authorities. An employee who fails to show | | |department may choose or contact | | |satisfactorily may possibly be | | |the candidates for screening | | |disqualified from the job. | | |interview and list candidates for | | |Training is usually carried out by| | |final interview by the supervisor. | | |designated personnel in | | | | | |coordination with human resources | | | | | |department. | | | | | | | | | | | | | | | | | | |Large company | | | | | | | | | | | | |Class ified ads in newspaper |Job interview by immediate |Rules, regulations, policies, |Computer-assisted instruction | | | |supervisors |and procedures |(CAI) | | |Classified ads are frequently | | | | | |used by large companies as a |Pre-screened qualified | Large companies have a set | Computer assisted instruction | | |recruitment tool. The human |candidates will be interviewed by |rules, regulations, policies, |is similar to programmed | | resource department gets in |the supervisor for final |and procedures which is very |instruction but in more modernized| | |contact with certain newspapers to|employment decision. Immediate |important for any new employee |technology. Materials and | | |post the vacant post with few |supervisors are usually involved |to know. This usually is given |processes and relevant | | |details of the required employee |in final hiring of prospective |priority during the orientation|instructions are computer-based | | |to fill in the vacancy. |applicants sub ject to approval of |period as any employee needs to|where the new employee are | | | |the higher authorities. work according to the company’s|required to read and review the | | | | |standards and in accordance to |instructions and answer the | | | | |the set guidance. |related questions after looking at| | | | | |the materials. Some | | | | | |computer-assisted instructions are| | | | | |sometimes internet-based. This | | | | | |instruction is done by human | | | | | |resource department or designated | | | | | |personnel. | | | | | | | | |State or private employment |Screening by state or private |Skills training |Classroom training | | |agencies |employment agency | | | | | | | | | | |Some large company gets in | | | | |Many large companies use |contact with state or private |Large companies follow their | Classroom training which is | | |employment agencies to hire for |employment company for hiring a |set standards and the |common in large companies is | | |needed employee. Employment |staff who is already prescreened |accomplishment of these is only|usually a continuation of | | |agencies have their screening |based on agency tools. Human |achieved if the employees use |orientation. It includes lectures,| | |method for choosing skillful |resource department gets in |their skills accordingly. To |exercises, visual presentations, | | |applicants. The human resource |contact with the agency to hire an|ensure accomplishment of the |and skills enhancement activities. | |department gets in contact with |employee which is usually placed |company standards, though the |The human resource department | | |employment agencies to bring in |on temporary contract terms. |newly hired staffs are |usually organizes the training | | |some of the prescreened skillful | |skillful, skills training |with coordination of related | | |employees. | |remain a basic part of |department and designated | | | | |orientation. Skill training is |personnel. Some part of | | | | |usually done by the education |orientation program, | | | | |or staff development department|apprenticeship training, and other| | | | |in collaboration with the human|related program such as safety | | | | |resource department. |program are usually incorporated | | | | | |in classroom training. | | | | | | | | | | | | | |Job postings within the company |Employment tests |Job functions and |On-the-job training(OJT) | | | | |responsibilities | | | |This is usually done by human | | |On the job training is usually | | |resource department posting the | Employment tests which is also | Small companies usually have|implemented by small companies | | |details of the requirements for |conducted by large companies, is |short and simple orientation |especially when no formal training| | |the vacant post. Interested |commonly used by small companies |program for the new employees. |is offered by a company. | | |applicants will then contact the |as well. The test is usually given|Rules and regulations are |On-the-job training is simple and | | |human resource department for more|by company supervisor if human |usually not exhaustive and |is usually done by designated | | |information and application |resource department is not |orientation requires very basic|staff as the mentor of the new | | |requirements. |available. The results of the test|things. Job functions and |employee or by the supervisor | | | |will take a part in hiring |responsibilities however are |himself/herself. Any regular staff| | | |decision. |usually among the main |can also do the on-the-job | | | | |priorities in orientation. |training through accidental | | | | | |teaching while at work. | | | | | | | | | | | | |Small Company | | | | | | | | | | | | |Employee referrals |Employment applications |Introduction to fellow workers |Job rotation, or cross-training | | | | | | | | | | Employment application is a |Working in small companies | Job rotation or cross training | | | Employee referral is very |universal tool used by all |requires establishment of good |is a very common training practice| | |common in small company |companies. The small companies |rapport among all the workers. |in small companies, though it is | | |recruitment. Trusted employees |particularly those with limited |Introduction of a new employee |also observed in large companies. | |usuall y spread out the news of job|facilities largely depend on |to fellow workers is much |Job rotation maybe on monthly, | | |vacancy to any of his /her |written employment applications |highlighted in small companies |bimonthly or at any specified | | |contacts and recommend a |along with other required |as compared to large companies. |period basis. Job rotation and | | |prospective candidate to the |employment certificates. |It is not surprising for small |cross training is usually aimed at| | |employer. A major drawback on this|Applications are usually reviewed |company to throw a welcome |developing staff that can be | | |process s that referrals are |by company supervisor or human |party to a new employee during |placed at any job that has staff | | |sometimes not based on skills or |resource department if available. |the formal introduction. |deficiency such as during any the | | |what they know but on who they | |Introduction is usually done by|absence or leave of some staff. | | |know. | |the department head or a | | | | | |designated staff. | | | | | | | | |Job bidding |Resumes |Benefits and compensation |Programmed training | | | | | | | | | | | Small companies may or may | | | |Job bidding is very common in |Resume which is also universally|not state the benefits and | Programmed written instructions| | |small companies mostly based on |required by most companies large |compensation in the written |are usually provided to new | | |seniority, job skills, and other |or small, is often one of the main|contract. The details of the |employee. A time is provided for | | |qualifications that give certain |bases of small companies in |benefits and compensation are |the new employee to read and | | |employee advantage over the |selection of applicants. Small |therefore usually included as a|review all the instructions in | | |others. Senior and highly |companies are usually not |part of orientation. This is |materials provided. A programmed | | |qualified employees usually bid |exhaustive in conducting |usually done by the company |training is usually done by the | | |for higher vacant positions. interviews and most of the time |supervisor or human resource |company supervisor or designated | | | |after careful review of resume |department if available as part|personnel. The employee considered| | | |with the supporting documents, |of orientation. |to be on training will be required| | | |applicants are chosen for final | |to answer questions based on the | | | |interview. | |materials provided thereafter. | How to cite Recruiting, Selecting, Orienting, and Training, Papers

Characterization In Poe, Hawthorne, And Melville Essay Example For Students

Characterization In Poe, Hawthorne, And Melville Essay What makes a story different from a tale lies in the author’s choice of characterization. When we have little physical detail about the character as is Hawthorne’s â€Å"Young Goodman Brown† and Poe’s â€Å"The Cask of Amontillado† the story becomes more of a tale. In a tale, it is possible to remove almost all of the physical detail about the character and still achieve the same effect. If you remove the known detail, what little there is, in â€Å"Young Goodman Brown† it might have the same effect as, â€Å"A man walked into the woods†¦..† This however cannot be achieved in Herman Melville’s â€Å"Bartleby The Scribner†. If you remove the detail about the life of the narrator then you remove the essence of the story in itself. In â€Å"Bartleby The Scribner†, we are given enough detail about the characters that we are able to answer why a character thinks a certain way. It is only through the details about the narrator’s business and the people that work for him that we can understand why Bartleby’s behavior is so perplexing. The details show how ordinary, or plain the narrator’s life is until Bartleby arrives and seems to change everything. The characters almost become real. In â€Å"The Cask of Amontillado† we cannot attempt to understand why Montresor seeks revenge so badly, we are just told that he does. If the reader were given more insight into the relationship between Fortunato and Montresor then we might be able to understand why he seeks revenge. Any physical detail given to us only serves what Poe calls â€Å"the single effect†. We are told that Fortunato is wearing a jester’s hat to point out that he is a fool, adding to the humiliation to follow. The fact that he is wearing the hat, however, does not give the reader any insight to his psychology. Thus the characters become abstractions that exist only in our minds. They do not have real life counterparts. By placing more emphasis on plot than characterization, Poe and Hawthorne were able to create a tale in which the characters only exist in the readers mind and the story becomes more of a tale. However, Melville was able to create characters that seem to escape the readers mind and the plot is moved forward through examination of these characters. English Essays