Hawthorne effect Essay Example for Free

Hawthorne effect Essay In today’s competitive climate lots of business owners are trying to get more from their workforce at the same time however their employees are trying to get more from their jobs. Reward and recognition programmes are one way that employers can motivate their staff into changing their key behaviors and work habits, thus benefitting the business. At the same time these schemes can also give the employee that little bit extra they are looking for from job. Motivation and reward are closely linked and there have been many credible theories written on the subject. It is widely recognised that human beings have a need to feel valued, both in their home lives and in the work place. To keep people motivated they need to be encouraged, rewarded (where appropriate) or recognised in their endeavors. One of the most valued of the motivation theories was written by Abraham Maslow from the USA back in the 1950’s. As part of his study into motivation Maslow developed a five tiered hierarchy of needs. He argued that the way to motivate individuals in the workplace and indeed in life is to satisfy the need sets one by one and in order. The first of the need sets and the most basic are the biological and physiological needs. These are survival requirements ingrained into us and evolved with mankind for tens of thousands of years, things such as food, shelter, warmth etc. In Maslow’s model it’s these needs that need to be satisfied before anything else, for example there is little point offering status as a motivator, when the individual has not yet satisfied basic requirements such as achieving a livable wage in order to eat, secure shelter etc. Reward Systems Peformance at Mark-it-Down Co Ltd is not what it should be and it has been decided between senior mangement and the Human Resources department that the introduction of a reward scheme is whats required to motivate the workforce and improve performance overall. The team in charge of deciding on the reward system to implement have come up up with the following suggestions: Variable Pay/Bonus Scheme A scheme of variable pay is one possible solution for the supermarket. In this scheme a portion of the employee’s pay would be considered at risk. This portion of the wage will be rewarded according to the performance of the company as a whole, on the basis of personal acheivement or based on the results of a department or team (this would probably be the most effective for this type of commercial business) Targets will be set at the beginning of a specified period (per annum is the common period) at the end of this period depending on the how well the targets have been met, a percentage or full quantity of the â€Å"at risk† part of their pay will be paid to the individual. This payment could take a few different forms, possibly a cash bonus, a quantity of stock or shares in the business. Whilst monetary reward has been proven to be effective and can encourage hard work amongst a team or individually, it has the disadvantage of impacting on profit made by the supermarket, for example if the grocery team meet their target for keeping the produce displays replenished to a defined level, then the whole grocery team will have earnt the bonus which must be paid from the profits. You also may have a situation where part of the workforce become demotivated, if their team or they personally have missed out on a bonus. Bonus and pay based rewards are considered differently depending on which motivation theory you study. For example in Maslows hierachy of needs, financial remuneration is only mentioned within the first tier of the hierachy which covers the most basic and obvious survival needs (physiological needs) Money was not considered by Maslow be a long term motivator. Frederick Herzberg considered financial reward to be amongst his â€Å"hygiene factors† that is that money in itself is not a motivator but actually will only act as a â€Å"dissatisfier† if the individual feels that their financial expectations and requirements of the role are not being met. In contrast to Maslow and Herzberg, John Stacey Adams might have argued that bonus schemes and pay related rewards can indeed be effective motivators. If the individual percieves that they are gettting a fair input to output balance in comparison to their peers eg, works hard (input) for a pay bonus (output) However that motivation through financial reward might not last. If the individual learns that a colleague or peer is benefiting from a better input to output ratio (eg doesn’t work as hard, but gets paid more) then the individual can quickly become dissatisfied. Promotion The introduction of a promotion programme could be a viable option. If the employee’s are aware that there is a realistic opportunity for them to progress within Mark It Down Co then they will likely feel motivated towards improving their standard of work in the hope that they will be one of the employee’s chosen for promotion. Maslow’s heierachy of needs supports promotion as a motivator, however depending on the person promotion/status as a form of motivation might be quite high up on the tiers and as such it would only work if the tiers below have already been satisfied. There could be several downsides to this however; often with promotion comes a rise in salary for the individual, which will of course impact on any profit made by the supermarket. There might also be a risk of a culture developing within the company whereby individuals take the attitude that they are â€Å"out for themselves† Employee of the Month One of the suggested recognition programmes is an employee of the month scheme. The idea is that all employee’s and managers are provided with a brief form to be used to nominate an employee that they believe deserves recognition (they should also explain the reasons behind there nomination) Due to the nominations for employee of the month being business wide not only is the playing field for recognition level, but there is the scope for recognising excellance in all of the different area’s of the organisation. This reward system could be as low or high cost as Mark it Down Co directors see fit. There is support for this type of recognition reward in Elton Mayo’s Hawthorne Effect theory. Following his studies of workplace behaviour at the Hawthorne Plant Chicago in the late 1920’s and early 1930’s Mayo deduced that emotional factors acted as far better motivators than economical ones, as such a reward scheme of this nature could be very effective indeed, not to mention low cost. On the downside employee of the mon th schemes can have a tendancy to be considered a little cheesy and may require a little effort on the part of the programme managers in order to keep all of the staff motivated to particiate by completing the nomination slips. Pass on Praise Something as simple as passing on positive comments you have heard about an employee direct to the individual can have an extremely motivational effect. Again the hawthorne effect supports this belief. The praise could passed on by way of email, copying in managers or even with a visit to a senior managers office in order to receive thanks directly. The main advantage of this idea is that it costs nothing and is extremely easy to implement, however it may not be enough on its own, I would suggest that this tactic be used in conjunction with one of the other employee recognition schemes. All of the afore mentioned reward options have the potential to be effective, however the success of the chosen scheme could have a lot to do with the indviduals in nbeed of motivation. For instance in McGregors theory, the two employee types, X and Y differ greatly. What might motivate a Y employee (someone that is naturally happy to take on repsponsibilty and excepts work as part of life) might have the opposite effect on an employee of the X variety (someone that’s avoids repsonsibility and needs to be heavily supervised. The type of employee’s to be motivated should be considered before a motivation and reward scheme is decided upon. Monitoring Performance There are various ways to monitor the performance of your workforce. In the supermarket setting of Mark it Down Co, these could be; Physical: the number of sales made, the number of employee’s served, punctuality or attendance. There can be no disputing these types of performance indicators they are unambiguous and offer a realistic insight into the performance of a team or individual. Qualiative: these indicators are based on opinions and judgements (the view of a supervisor or the such like). These indicators are just as important as physical ones but managers should be careful to ensure that any measures of performance are considered fair by both the employees and employers. Goals and Targets Performance measurement can also be linked to the companies appraisal system, that is performance can be measured by assessing progress made on targets and goals agreed at the previous review. Appraisals are valuable in this respect. In order to effectively monitor performance in this way it is important to ensure that your employees are aware of the difference between target and goal. Goals: These are long term ambitions that should relate to the individual aims for progressing within the company. Targets: These are the steps taken in order to achieve the goal. There is an acronym that can act as a guide for the criteria that any targets should adhere to. They should be Specific, Measurable, Achievable, Realistic and Time bound. There is little point setting targets outside of these parameters. Monitoring progress towards identified goals and objectives as a way of determining who deserves reward does have its pros and cons though. On the one hand it can be considered an easily measurable method of monitoring performance, but on the other (particularly when the goals and targets have been set for a team or group) it could be argued that the fact that a company/team or individual is achieving its set goals and targets is not a true indication of who has made the most effort towards making that happen and as such is not an effective method for identifying who should qualify for reward. This is an important thing to consider when applying motivation and reward schemes, as an incorrect or ill managed monitoring technique could be costly to a business. For example a company will not want to be handing out cash bonuses to a whole team for reaching a set goal if it transpires that 3 out of 5 team members have made no improvement to their work output and had nothing to do with the team’s progress or achievement! When considering target setting as a way of monitoring progress and establishing where reward, praise or recognition should be given, serious thought should be given to how the company plans on pinpointing exactly who has been responsible for progress, both positive and negative. Benchmarking Another way to monitor company performance is to measure its successes and failures against those of other businesses in the same market. For example Mark it Down Co could measure its sales figures against one of its competitors, Lidl for instance. This method is known as bench marking and it’s all about taking the best practices of the highest achieving businesses in the same market and applying them back in the business in question. Job Evaluation Its has been brought to management attention that one of the employee’s at Mark it Down Co believes that he is receiving less salary for the same work as one of his peers. The following two methods can be used to evaluate the jobs of the individuals in question in order to assess whether theses concerns are justified or not. Job Ranking Job ranking is one of the simplest methods of job evaluation. Its considers the job as a whole and ranks it against another whole job within the organisation. This is usually carried out by the raters comparing the jobs using their general knowledge of the roles themselves. The jobs are ranked in order of the difficulty of the job itself or the importance of the role to the company. The procedure is followed for each department and then a comparison of jobs at all levels is made and jobs are given grade levels which define salary groups. The job ranking method is easily understood by all employees and simple to administer, however it does have its disadvantages, this technique is not really suitable for large organisations with complex structures where its is much harder to gain familiarity with all of the job roles. With this in mind it is probably not the solution that should be used at Mark it Down Co Ltd. Point Factor Method The point factor method establishes job values by assigning points to each area within a group of defined factors, below are some examples but there any many different factors that could be defined further and given points in order to be used for job evaluation; Skill: Within this group there might be points available for, experience or training. Effort: The points available for effort might be divided between mental and physical effort. In this method each job is rated using the defined points system. The points are totaled to form the final score for that particular role. From there jobs are grouped into salary grades (jobs with similar points ratings would be placed together in the same salary grade) This method can be tailored to meet the needs of specific companies and is suitable for use within larger organisations where there are a large number of jobs to evaluate. It’s an easy model to work with once it’s in place but can be very expensive and time consuming to develop in the first instance. In my opinion the point factor method would be a the better job evaluation model to use for Mark it Down Co. Job ranking is just too simplistic to cope with the amount of individuals roles at this organisation. The factors I think should be used to develop the point system are as follows; Skill – Experience, Training, Ability, Education Responsibilities – Monetary, Supervisory, Reporting Effort – Mental, Physical Environment – Job Location, Hazard’s In order to establish if the employee in question has a case for querying the wage he is on in comparison to his colleague. His overall score for the above factors should be calculated in order to establish his pay bracket. If the pay grade is the same as that of his colleague then his concerns are justified and his wage should be brought into line. If it is not and he is in a lower wage group then there is no case for a wage increase. Equally if the individuals wage bracket is determined to be higher than that of his colleagues then his wage should be adjusted to reflect as much.

An Ethical Dilemma Essay -- Animal Rights

According to Viren Swami, a professor at the University of Westminster, â€Å"animal testing, or animal research, refers to the use of animals in experiments within academic, research, or commercial establishments† (Christopher, 269). Sounds simple enough, but Swami does not mention how this testing affects the animals or why this is such a controversial issue among the public. M.J. Prescott, from the National Center for the Replacement, Refinement and Reduction of Animal Research, makes a very good point when he says that: Many people, including from within the scientific community, consider that the use of NHPs [nonhuman primates] in research is a matter of particular ethical concern because certain features NHPs share with humans, such as their highly developed nervous systems, cognitive complexity and intense sociality, have implications for the level or nature of suffering they might experience during experiments and are therefore morally relevant. (14) The close relationship between NHPs and humans is one of the reasons why so many people care about the use of NHPs in medical research. Based off of Darwin’s Theory of Evolution, many people believe that humans evolved from primates which would make them the next-to-kin of human beings. This close relationship makes NHPs the best option to get the most accurate results from a medical experiment, but it also makes them the animal that most humans sympathize with. Using any kind of animal for medical research is wrong because it is wrong to inflict pain or cause premature death to an animal, there has been a significant increase in the number of NHPs in research, and there is no way for animals to give their informed consent to be used in medical research. One of... ...: 269+. Academic OneFile. Web. 3 Apr. 2012. Prescott, M. J. "Ethics Of Primate Use." Advances In Science & Research 5.(2010): 11-22. Academic Search Complete. Web. 3 Apr. 2012. Singh, Jatinder. "The National Centre For The Replacement, Refinement, And Reduction Of Animals In Research." Journal Of Pharmacology & Pharmacotherapeutics 3.1 (2012): 87-89. Academic Search Complete. Web. 3 Apr. 2012. Tremayne-Lloyd, Tracey, and Gary Srebrolow. "Research Ethics Approval For Human And Animal Experimentation: Consequences Of Failing To Obtain Approval - Including Legal And Professional Liability." Journal Of The Canadian Chiropractic Association 51.1 (2007): 56-60. Academic Search Complete. Web. 3 Apr. 2012. Westly, Erica. "Animal Rights Activists Try A More Creative Legal Tactic." Nature Medicine 16.5 (2010): 501. Academic Search Complete. Web. 3 Apr. 2012.

Group Counselling Essay

In an effective functioning group, the members are striving to carry what they are learning in a session into their everyday lives. They do this by formulating plans to practice between sessions, by making a commitment to do homework assignments and by practicing a variety of new behaviors outside of the group. Perhaps the two most important phases of a group are its beginning and its end. The beginning because that is where the tone of the group is set; the end because that is where learning is consolidated and action plans are typically formulated. (pg 164) There are some tasks to be carried out during the closing session! (ending a group) * Members are encouraged to complete any ‘unfinished businesses’ they may have with other group members or the leader. * Members are taught how to carry with them what they’ve learned and esp. how to talk to significant people in their lives. * Members are assisted in making specific plans for change and in taking concrete steps to put the lessons learnt into effect in their daily lives. * Leaders help members discover ways of creating their own support systems after they leave the group. * Specific plans for follow-up and evaluation are made. NB. The more behavioral approaches like; transactional analysis, behavioral group therapy, RE behavior therapy and reality therapy – place primary emphasis on the above mentioned tasks. This owing to the belief that, members ought to consolidate their learning, practice homework assignments and develop a specific action plan, if they expect to make significant changes in their lives. Body: Time is limited in a group counseling session. The leader therefore, constantly remains aware of that and teaches participants how to best use the time available to them. Leaders also need to train members on how to pace themselves so that they do not wait until the end of the session to introduce work that cannot be addressed in the short time remaining. Good Practice to Carry Out When Ending a Session: I. Asking Members to Sum up! The leader may allow about 10min at the end of a session for members to summarize what the session has meant to them individually. Some questions that may be asked to help members consolidate their learning include; a) Could you briefly summarize what the session has meant for you? b) What steps towards your goal are you willing to take between now and our next session to make changes in your life? c) Was there anything unfinished for you today that you would like to continue in our next meeting? d) What was the most important thing that you experienced during this meeting? e) What touched you most in other people’s work today?  f) What did you learn about yourself? g) Did you get what you wanted from this session? (what in specific?) Questions like these assist members in identifying specific behaviors they must want to change, both in the group and in daily life. They also reinforce their commitment to make changes. II. Dealing with Unfinished Work! In the case that some work in a session isn’t going to be finished before the group ends, the leader can help bring a sense of closure simply by acknowledging those incomplete explorations or feelings that are left unspoken. This he can do by simply asking the client to differ the discussion until the next session. For example, â€Å"Since we’re running out of time today, would you be willing to reflect on it a bit between now and the next meeting, maybe do some writing, and bring it up again then!† #Activity during this time# Psychodrama: There is a procedure for closing a group session in Psychodrama that increases the chances that members will be able to identify and deal with unfinished business. Psychodrama emphasizes allowing enough time for the sharing and discussion phase for each session. #Sharing which comes first, consists of nonjudgmental statements about oneself. Then after the personal sharing, time is allotted for a discussion of the group process. Members who have engaged in a role-playing enactment are invited to share their reactions to those roles. Others are asked to tell members who participated in a psychodrama enactment how they were personally affected by the work and what they learned from it. III. Arrange Homework Assignments!  Having members announce Homework assignments or some means of carrying further the work they have done in a session, and then report on the same, at the beginning of the next session is a closing technique – it also links the ending session to the next. Homework can be deviced by members themselves or the leader. Keeping in line with behavioral approach, it is important for leaders to teach members that; â€Å"the crucial change is the one that takes place in the real world.† And this is where homework comes in handy. The main point is that insight alone rarely results in behavioral change. [‘Insight needs to be translated into action for change to occur’ – premise of the Adlerian Perspective.]pg. 168. IV. Making Your Own Comments and Assesments!  Leaders may form a practice of giving their reactions, a group process commentary or a summary of the meeting towards the end of the session. Leaders might comment on; * The cohesion of the group  * The degree to which members freely brought up topics for work * The willingness to take risks and talk about unsafe topics * The degree to which they interacted with one another (as opposed to speaking only directly to and through the leader) * Their willingness to discuss difficult concerns Leaders might use write up notes about each session during the week and use those comments at the beginning of the next session as a catalyst for linking the sessions! Another way to close session is to set apart the last 5min for members to fill out brief rating/assessment sheets. The ratings can be tallied in a few minutes and the results presented at the beginning of the next session. A rating scale of 1-5 can be used. Questions that can be asked include; a) To what degree were you involved in this session? b) To what degree were you willing to take risks in the group? c) To what degree did you trust other members in the group? d) To what degree has today’s session stimulated you to think about your problems, your life situation, or possible decisions you might want to make? e) To what degree were you willing to share what you were feeling and thinking in the session today? f) To what extent are you willing to actively practice some new behavior this week? g) To what degree did you prepare yourself or think about this session before you came today? h) To what degree are you willing to non-defensively take the feedback you receive and consider it carefully? i) To what degree did you see the group as productive today?

Kant VS Mill

Immanuel Kant was born in April 1724 to a craftsman named Johann George Kant and Anna Regina Porter (Bennagen, 2000). He was trained more in Latin and Religion subjects as compared with science and mathematics consequently forming his concepts and ideas with regards to moral philosophy technically referred to as ‘deontology’ which actually reiterates that an act should only be carried out based on the an individuals’ responsibilities (Bennagen, 2000).John Stuart MillJohn Stuart Mill was born in May 1906 to Harriet Barrow and a well known philosopher, James Mill (Bennagen, 2000). Being exposed to Greek when he was only three years old, Latin when he was eight, he was extremely brilliant, so intelligent that he acquired Greek Literature, Philosophy, Chemistry, Botany, Psychology and law before he turned eighteen years old (Bennagen, 2000).Furthermore, he is accountable for systematically putting together the utilitarian thoughts/concepts/ideas of his father and his father’s friend Jeremy Bentham (Bennagen, 2000). This is where Jeremy Bentham argues and reiterates that actions are correct only if they are inclined to bring into being the utmost happiness for the greatest number of people (Bennagen, 2000). This is simply because advocates of utilitarianism believe that happiness is the main criteria for doing something right or wrong, meaning if something is done and pleasure resulted from it then it is right, however, if pain was brought about from it then surely, it is wrong (Bennagen, 2000).Major Similarities in their Ethical SystemImmanuel Kant and John Stuart Mill’ ethical systems have similarities and these are the following:In act utilitarianism, laws are not taken into consideration as long as the act is said to have brought about happiness to most individuals then it is right (Bennagen, 2000). The same is true with deontology wherein duty is the basis for a right act which means that even if it means breaking the law just as long as the responsibility is fulfilled then the act is definitely right (Bennagen, 2000).  In addition, both cannot always be utilized as a guide to morals (Bennagen, 2000). There are several cases where a decision made based on utilitarianism or deontology fails (Bennagen, 2000).Major Differences in their Ethical SystemThere are differences between the ethical systems of Immanuel Kant and John Stuart Mill and some of these are the following:In terms of goal, Immanuel Kant’s deontological theory’s goal is to fulfill a certain duty, whereas, John Stuart Mill’s utilitarianism’s goal is to achieve happiness (Bennagen, 2000). This is clearly evident in the definition of the deontological theory which says that individuals ought to stick to their responsibilities in evaluating a moral quandary (Bennagen, 2000). Same is true with the technical definition of utilitarianism where it states that, in an assessment of an ethical issue, the alternative that wil l result in the greatest happiness to the most number of people is the option that is ethically right (Bennagen, 2000).Also, rule utilitarianism considers the law and fairness in finally making an act which is said to be right (Bennagen, 2000). Here, an individual who is about to make an act seriously thinks about making the most number of individuals experience pleasure through fair and just means (Bennagen, 2000). Furthermore, it gives importance to justice, as well as, beneficence (Bennagen, 2000). By justice here, we mean, that everyone involved in the situation are treated fairly, on the other hand, by beneficence, we mean, doing what is good, in opposition to what is evil (Bennagen, 2000). The aforementioned defies deontology in such a way that it does not involve justice and beneficence in it, rather it only focuses on fulfilling the ‘duty’, whether or not it is fair or just to everybody involved (Bennagen, 2000).Major Criticisms for Kant’s TheoryThere are also criticisms for Kant’s Theory and some of these are the following:First of all, since deontology is all about sticking to responsibilities, its rationale or logic is being questioned for it (Bennagen, 2000). For instance, how will individual duties would be defined (Bennagen, 2000)? If for example, if personally I consider my family as my first priority every time and it so happened that I am being called by my supervisor for an urgent or emergency meeting, would it be considered not doing my duty if I go to this emergency meeting that my supervisor has ordered (Bennagen, 2000). Another example is the fact that, citizens have to maintain a certain driving speed, however, an individual is running late for a qualifying exam in medicine, which is a make or break exam for him, would it be considered as not doing his duty if he went a little speedy just to make it to his exam, which is a personal duty for him in the first place. Very clearly, through the aforementioned exampl es, there are no limits or boundaries to this so called duty making it critical, even questionable, as an ethical theory (Bennagen, 2000).Secondly, obviously it is not extremely useful or helpful in making decisions since it is not applicable in all situations, as seen in the examples above (Bennagen, 2000).Last but not least, it is also being criticized because of its self-centeredness simply because it does not really consider the well-being of others (Bennagen, 2000). Going back to the aforementioned examples, it shows that deontology tends to take a certain side wherein the other side not chosen is left unprotected in terms of its welfare (Bennagen, 2000).Major Criticisms for Mills’ TheoryThe criticisms for utilitarianism include the following:First of all, in making a decision using the utilitarianism, it does not always achieve its goal of the experience of the utmost number of people of the greatest pleasure (Bennagen, 2000). If the head of the family decide to unleash his dog in his yard at night to make sure that no one will jump over his fence and to make sure untoward incidences in his home are avoided which may consequently hurt his family, but unfortunately the dog got out of his yard and went over the neighbor’s yard and destroyed the flowers in the garden (Bennagen, 2000)? This means that instead of his family being happy being they were well guarded, other people were terribly disappointed, disturbed, and definitely did not experience happiness as should be the outcome of utilizing utilitarianism as a technique in making ethical decisions (Bennagen, 2000).Secondly, many people criticize utilitarianism for its inadequacy of common sense (Bennagen, 2000). For example, would you give up the one you really love just because your best friend loves him too and for the reason that your family does not like him for you (Bennagen, 2000)? Your best friend will turn out happy and so will your family which complies with the technical definiti on of utilitarianism involving utmost happiness experienced by the greatest number of individuals (Bennagen, 2000). The questions however are ‘what about you’, ‘where is the common sense in that’, and ‘is selflessness common sense’ (Bennagen, 2000)?Thirdly, happiness is undefined here in utilitarianism (Bennagen, 2000). For example, a customer service representative at a certain company has been reported to be sleeping on the job (Bennagen, 2000). Utilizing utilitarianism, the act has been carried out: 1) to correct the mistake of the customer service representative; 2) to serve better more consumers; and 3) to improve the company’s services and be appreciated by more clients (Bennagen, 2000). This may result in happiness for the consumers and the management; however typically, this will not bring in pleasure to the customer service representative being complained about (Bennagen, 2006). This only proves that an act may not always bring in happiness through the use of utilitarianism in carrying out an act (Bennagen, 2000).Last but not least, utilitarianism is being questioned because it violates human rights (Bennagen, 2000). For example, if a Bill is submitted by a minority group leader to be passed as a Law, and will not qualify as a Law simply because majority did not vote for it, then this may jeopardize the rights and happiness of the so called minority groups (Bennagen, 2000). This then may also be justified as an act which is right since happiness is being experienced by the most number of individuals though several people are suffering as well (Bennagen, 2000).ReferenceBennagen, P. (2000). Social Economic and Political Thought. Quezon City: UPOU

The face in the night Essays - Free Essays, Term Papers

The face in the night Essays - Free Essays, Term Papers The face in the night This fictional short story was based on horror, the audience can be anyone who favors a haunted story in general. This narration was based on a second person narration. The narrator started of with an anecdote ,"old man.. in the dark" to give off a humorous vibe . the indian families of the boys where described as well to do" meaning they were wealthy and prosperous , and their school was called as eton of the east' where this school was being compared and referred to a high standard school in one of the Western countries. the word eerie' was used to proclaim the strange and frightening sounds of the forest that night. The fact that it took mr. oliver twice the experience to have a heart attack shows that he was braver than most. The writer had made the readers feeling on the edge even though the situation was described in a quiet so often cliche manner like how the weather was gloomy , how the torch was flickering and how the mr.oliver had his heart attack just as the lamp blew out, This story is like a cliffhanger , as it doesn't display the fact that why there were people with no ears, eyes, nose or mouth.

Linking Your Ideas in English With Discourse Markers

Linking Your Ideas in English With Discourse Markers Some words and phrases help to develop ideas and relate them to one another. These kinds of words and phrases are often called discourse markers. Note that most of these discourse markers are formal and used when speaking in a formal context or when presenting complicated information in writing. with regard to /regarding / as regards / as far as is concerned / as for These expressions focus attention on what follows in the sentence. This is done by announcing the subject in advance. These expressions are often used to indicate a change of subject during conversations.   His grades in science subjects are excellent. As regards humanities †¦With regard to the latest market figures we can see that ...Regarding our efforts to improve the local economy, we have made ...As far as I am concerned, we should continue to develop our resources.As for Johns thoughts, lets take a look at this report he sent me. on the other hand /while / whereas These expressions give expression to two ideas which contrast but do not contradict each other. While and whereas can be used as subordinating conjunctions to introduce contrasting information. On the other hand should be used as an introductory phrase of a new sentence connecting information. Football is popular in England, while in Australia they prefer cricket.Weve been steadily improving our customer service center. On the other hand, our shipping department needs to be redesigned.Jack thinks were ready to begin whereas Tom things we still need to wait. however /nonetheless / nevertheless All these words are used to begin a new sentence which  contrasts two  ideas. These words are often used to show the something is true despite not being a good idea.   Smoking is proved to be dangerous to the health. Nonetheless, 40% of the population smokes.Our teacher promised to take us on a field trip. However, he changed his mind last week.Peter was warned not to invest all of his savings in the stock market. Nevertheless, he invested and lost everything. moreover /furthermore / in addition We use these expressions to add information to what has been said. The usage of these words is much more elegant than just making a list or using the conjunction and. His problems with his parents are extremely frustrating. Moreover, there seems to be no easy solution to them.I assured him that I would come to his presentation. Furthermore, I also invited a number of important representatives from the local chamber of commerce.Our energy bills have been increasing steadily. In addition to these costs, our telephone costs have doubled over the past six months. therefore /as a result / consequently These expressions show that the second statement follows logically from the first statement. He reduced the amount of time studying for his final exams. As a result, his marks were rather low.Weve lost over 3,000 customers over the past six months. Consequently, we have been forced to cut back our advertising budget.The government has drastically reduced its spending. Therefore, a number of programs have been canceled. Check our understanding of these discourse markers with this short quiz. Provide an appropriate discourse marker in the gap.   Weve done a great job on the grammar. ______________ listening, Im afraid we still have some work to do.__________ Americans tend to eat quickly and leave the table, Italians prefer to linger over their food.  The company will introduce three new models next spring. __________, they expect profit to rise considerably.  He was excited to go to the movies. ____________, he knew that he needed to finish studying for an important exam.She warned him repeatedly not to believe everything he said. __________, he continued believing him until he found out that he was a compulsive liar.  We need to consider every angle before we begin. _________, we should speak with a number of consultants on the matter.   Answers With regard to / Regarding / As regards / As forwhile / whereasTherefore / As a result / ConsequentlyHowever / Nonetheless / NeverthelessOn the other handIn addition / Moreover / Furthermore

Dr. Heidegger's Experiment Essay Example | Topics and Well Written Essays - 750 words

Dr. Heidegger's Experiment - Essay Example Hence, Dr. Heidegger is an old, peculiar and well educated man who is a signification of hope in Dr. Heidegger’s experiment and attempts to teach three ignorant peers life lessons through a carefully orchestrated experiment. As mentioned above, Dr. Heidegger possesses the quality of hope. One can gain admiration of his inner qualities by his brief history. Heidegger is said to have been deeply in love with a woman who he was on the verge of marrying until she died on the eve of their wedding after swallowing one of his prescription as she suffered from a slight disorder. The importance of this lady in his life is indicated by the large portrait of her which he keeps on his wall. The emotions and feelings of Dr. Heidegger for this lady are a characteristic feature of Gothic literature. In this literature emotions are usually well illustrated. Even after so many years have passed since the death of the lady, it is evident that Heidegger still possesses great love for this woman. This is also shown by the fact that he keeps the rose that he was supposed to wear on his wedding. This love and commitment possessed by Heidegger is an indication of his character and a symbol of emotional representation in gothi c literature. Hope can be seen in the actions of Heidegger as he chooses a unique group of individuals as his subjects. These individuals all have different backgrounds and these are effective in the fulfillment of the objectives in the experiment. The backgrounds of these individuals as well as their characters are also representations of gothic literature. In addition, the nature of the experiment also has some gothic elements. In gothic literature, the supernatural also plays a role. Hence, in this case Heidegger attempts to use the supernatural to teach his subjects the positives of living life once by giving them water from the fountain of youth. Heidegger is hopeful that this fountain