Dantean Allegory In Dante And Joyces Inferno - 973 Words

The key to appreciating Joyce’s use of Dantean allegory is found in identifying the relevant Joycean motifs, the recurrent thematic conceits informing his characters and their philosophies. One method of analysis, which highlights the verity and significance of a shared allegory of paralysis in Dante and Joyce, demonstrates the strength of the claim by means of reviewing the weakest possible examples. In this way, one examines individual Joycean images (however much they are repeated throughout the text) that singularly fail to point at paralysis, per se. However, if analyzed through the lens of contextual reading, and if interrogated specifically as they may enjoy certain Dantean reflections, nonetheless render startlingly clear†¦show more content†¦Ã¢â‚¬Å"’Derevaun Seraun! Derevaun Seraun!’† (Joyce 33): Eveline cannot get the memory of her mother’s final nonsensical refrain-before-death out of her mind, which she utters 12 times before dyi ng. Analyzed alongside a poignant moment from Canto XXXII, wherein the giant Nimrod, chained taunt to the walls of the Ninth Circle, immobilized and driven insane by the punishment, babbles incessantly (the likewise meaningless â€Å"Raphà ¨l mai amà ¨cche zabà ¬ almi!†), we see a Dantean parallel in Joyce’s text driven home by the similarities of the next scene, wherein Eveline considers the moral, spiritual, and philosophical consequences of running away upon her mother’s death. Recalling that the scene progression of Inferno has Virgil chastise Nimrod for his outburst, just as Eveline mentally chastises her mother (â€Å"What nonsense! Mad unto death, and no less deserved for it!†), so as Antaus lowers Virgil and Dante onto the floor of Hell, the

Lambert Eaton Myasthenic Syndrome An Autoimmune Disease

Introduction Lambert-Eaton myasthenic syndrome, also known as Eaton Lambert syndrome, is an autoimmune disease that is characterized by the onset of severe muscle weakness. The muscle weakness involved with Lambert-Eaton myasthenic syndrome (LEMS) typically occurs in the pelvis and thigh muscles. Approximately 60 percent of LEMS cases are associated with a small cell lung cancer (SCLC), and the onset of LEMS symptoms often precedes the detection of the cancer (Gozzard). Patients who have LEMS that also have cancer tend to have a history of smoking and are usually older adults. LEMS occurs often in men with tumors in their chests, especially lung cancer. Individuals without cancer can develop LEMS at any age. However, LEMS is rarely seen in children and this disease is not hereditary. This disease is also more common in men than in women and the progression depends on whether it occurs with cancer. LEMS is named after Edward Lambert and Lee Eaton. These men were neurologists at the Ma yo Clinic in Rochester, Minnesota and they described Lambert-Eaton myasthenic syndrome in the 1950’s and 1960’s. Approximately 400 people in the United States have LEMS. This disease is an autoimmune disease in which the immune system attacks the body’s own healthy tissues. The immune system attacks neuromuscular junctions, which are the areas where a person’s nerves and muscles connects. This then affects the way muscles and nerves communicate and make it difficult to move muscles. LEMSShow MoreRelatedTeam : Based Learning : Case Study On John Stillmann1534 Words   |  7 PagesGravis Foundation of America, the most common form of MG is chronic autoimmune neuromuscular disorder, which can be seen by loss of strength in the voluntary muscle groups (2015). Much research has been done for Myasthenia Gravis, but there is still a lot of unknown information, such as a cure. In this study, one will learn what Myasthenia Gravis is, how it is tested, possible co mplications, and how it is treated. John’s Disease John shows symptoms as in Myasthenia Gravis (MG) such as diplopia, muscles

Organisational Goals and Motivation of Middle Level

Question: Discuss about the Organisational Goals and Motivation of Middle Level. Answer: Introduction: Human resource development is the framework that helps employees develops their organizational skills, abilities and knowledge. According to Budhwar and Debrah (2013), human resource development is a series of organized activities leading to behavioural changes. The aim of this paper is to analyse Zara, a fashion retailer for clothing and accessories based in Galicia. According to Butler (2015), a lot of HR issues are faced by retailer across the globe. As the fashion retailer is very successful, one would wish to work for it (Jansen and Samuel 2014). There are opportunities in the organization to improve the human resources and make a difference. This paper analyses the key challenges faced by the human resources in the organization. The aspects that are well followed in the organization are presented. Based on the weaknesses faced by Zara, recommendations are provided to improve the human resource department that impacts both individual and organizational performance. Zara is a Spanish clothing industry under the Inditex group. They are the largest apparel retailer serving the products and services worldwide. The products sold at Zara clothing and accessories for men, women and children. The retailer has over 2,100 stores across the globe (Inditex.com 2017). Moreover, 77 stores were added in 2015 in several cities like New York, Las Vegas, Los Angeles and others (Inditex.com 2017). It was founded in 1974 with a mission to satisfy its customers (Inditex.com 2017). They continually improve the experience of its customers by making new and affordable designs (Forbes.com 2016). Zara claims itself to be the largest fashion companies but with the research being done within the area of human resource practices, several issues have been raised. Any hostile or inappropriate work environment in the organization is meant to be dealt by the human resources department at Zara. This paper aims to analyse the human resource factors that need improvement. The human resources department is responsible to provide a positive work environment to its employees. The employees expect to have consistent communication with each other and the employees as it helps in building morale and trust. Further, the employees must receive proper light, space, ventilation, sanitation, adequate toilet and temperature at work. Workplace dangers are not always obvious but paying attention to these issues and those related to areas such as emergency lighting, suitable floors, safe traffic routes, windows and doors will help to achieve this (Alfes et al. 2013). According to Butler (2015), cases of excessive work were reported in the Brazil workplace. Illnesses and accidents were reported in the Brazilian labour ministry in 2011 (Butler 2015). It was reported that 67 Zara factories had issues causing 22 cases of excessive work and 84 accidents or cases of illness at work (Butler 2015). An investigation was conducted by the Brazilian Government in which sweatsho p practices were identified. Inditex promised that it would check on the working conditions to help improve the matters. However, it was reported that Zara had seating issues and other minor infringements (Butler 2015). According to Cascio (2014), every employee in the organization works for good compensation, benefits and rewards. The benefits and compensation process provides the managers to build a difference among employees as the high performance corporate culture can be built in the organization. Organizations must keep compensations and reward program to remain competitive in the labour market and ensure sustainability. According to Martinez (2016), 121 colleagues were fired from Zara, GAM and HM as they were protesting to demand a living wage. The Bangladeshi garment workers are one of the lowest paid workers in the world (Gulf-times.com 2016). The human resources is responsible to create a discrimination and harassment free environment. The human resources set out a harassment free and respectful environment. Any improper conduct, comment or humiliation is unwelcomed in the organization. Any hostile work environment in the organization is meant to be dealt by the human resources department. Zara is accused of discriminating among its employees. The employees of colour agreed that the managers show favouritism. Also, the customers are treated with bias as their packages are mentioned as special orders for suspected shoplifters (Wiener-Bronner 2015). Also, the ex-general counsel Ian jack Miller reported that he faced discrimination due to his ethnicity and sexual orientation (Espinoza 2015). Another incident was reported where a woman working for Zara was discriminated because of her braid hairstyle. The employee claimed that she was left humiliated as she was discriminated in front of other employees in a busy mall. The emp loyee claims that her hair type is directly linked to her ethnicity. As there are no formal polices regarding an employees hairstyle, the employee claimed that this was a move against ethnicity and race. Later, a discrimination complaint was logged with the human resource department at Zara (Morley 2016). Therefore, Zara faces several issues regarding HR. The human resources department is supposed to provide an environment that is safe and healthy for the workers. The working conditions of the employees such as limited seating and making them work excessively is de-motivating. The employees will not perform efficiently if they do not get the proper motivation and working condition (Jansen and Samuel 2014). Further, Zara faces issues relating to compensation and rewards. As analysed, the company does not pay minimum wage in several garment factories in Bangladesh. Zara was also found discriminating among its employees making the human resource development questionable (Sung and Choi 2014). However, there are certain aspects that are followed by the organization. Not every aspect of Zara in the human resource development is poor or requires improvement. There are several aspects in the human resource development that can be learnt as lessons by the other organizations. The human resource department strives to be super efficient by organizing new hires. By implementing the right philosophies, work environments can be creates so that the employees succeed both as individuals and contributors. The human resources is responsible for screening the employees to recruit in the organization (Jansen and Samuel 2014). The human resources department must know to motivate the employees. Financial rewards and money may not always be necessary to motivate the employees. Therefore, the HR department must provide non-financial rewards such as promotion, better working conditions, improved facilities and others to motivate the employees (Schuler and Jackson 2014). According to Dugan, Rimella and Simpson (2014), Debenhams, Matalan and The North Face are a few high-street clothing shops who do not pay fair wage to its employees. Zara is striving to improve the working conditions of people in Bangladesh after the Rana Plaza incident. Zara has agreed to pay the living wages to the people after discussing rates with the local trade unions. Also, Zara has agreed to raise the wage of the employees in New York after they raised a campaign (Covert 2015). The employees launched a Change Zara campaign for better scheduling at US stores and higher pay. Therefore, the human resource department said that it shall increase the number of full-time positions (Covert 2015). The human resources department also stated that the employees who have been working for less than a year shall receive at least $12 an hour (Covert 2015). Moreover, the employees working in the organization for one to three years shall receive $13 and $14 per hour (Covert 2015). Previously, Zara had on-call shifts in which the employers put employees down as a shift. But, the employers may call the employees in an hour or two before work. Zara eliminated this policy that makes the human resource development towards the satisfaction of employees (Covert 2015). The human resource department must improve technology and accessibility. The culture and benefits must be emphasized in a manner that values the employees. Setting up standardized procedures and policies, employers must be personally involved as employees are the lifeblood of the company. The human resources play a critical role in training and developing their employees. The training and development practices enhance the employee skills and abilities. The Inditex Group has over 162,450 professionals of 90 different nationalities (Inditex.com 2017). The human resource department is responsible for hiring the workers. The human resource department hires people based on talent and does not discriminate based on gender, nationality, religion and others. Over 200 job positions are available everyday as there are multiple opportunities (Inditex.com 2017). The people working at Zara believe in power. The organization believes that growth starts with the development and employee working for it. The employers provide flexible working environment to the employees. The human resource department provides training to the employees as it is crucial for continual teamwork and innovation. The training programs tailors to the needs of the employees regardless of the position they hold in the organization (Inditex.com 2017). Zara needs to improve HRD and its impact on both individual and organisational performance. The human resource department provides administrative and strategic services. The role of human resource is complex as the employees needs and rights must be met. The responsibility of human resource department varies from benefits and compensation to training and organizational effectiveness. It is challenging for the human resource managers to make the right investment in learning and development programs. A few learning and development shall help employees motivate (Jansen and Samuel 2014). The managers passion need to be ignited to coach their employees. As the managers pass their knowledge and skills to the employees, managers are now overburdened with responsibilities. It is further recommended that Zara must self-direct and customize the programs as one size does not fit all doesnt work anymore. The employees must engage in learning and development activities to make opportunities acces sible for people. The employees in the organization crave for transparency, openness and honesty. Therefore, the employers must be honest with them to actively pursue their own careers (Ferrazzi 2015). The managers have a responsibility to show that this is not right, by rewarding employees who maintain good work-life balance habits (e.g. leave work on time) and can still perform well. Zara must motivate its employees to maintain work-life balance. The employees must not be asked to work excessively that is usually the case in the organization. Every employee expects certain rewards in the organization. Rewards are necessary to encourage certain behaviours among employees. It is known as positive reinforcement (Tyson 2016). According to Maslows Hierarchy of Needs, Zara must fulfil the five level of needs. According to Maslow, certain needs must be achieved for motivating the employees. The most basic need is physical survival. Physical survival involves food, warmth, air, and others. Zara must provide sufficient seating space, electricity, lighting and optimum temperature that is necessary for survival in the organization. Secondly, the safety needs involve protection, security, stability and others (Jansen and Samuel 2014). Zara may motivate its employees by offering job security. If the employees have fear of being fired except in case of low productivity, they may choose to leave the organization (Karnatovskaia et al. 2015). Also, their motivation shall be low and might not perform efficiently. Thirdly, love and belongingness involves friendship, intimacy, trust and acceptance. Zara must show their faith and trust among employees. They must be entrusted with responsibilities. The employees must be ac cepted in the organization for whoever they are. Fourthly, esteem needs involve independence, status, dominance, self-respect and prestige. As Zara has been know for discriminating among employees, they must make sure that the employees are not humiliated. Their esteem needs may be met by giving them renowned status in the organization to keep the motivational level high. Further, the self-actualization needs must be fulfilled. The employees at Zara may be self-fulfilled, seek personal growth and peak experiences. The learning and training opportunities must be designed at Zara in a manner that the employees seek to enhance themselves. Further, Zara may apply Herzbergs Two Factor theory. Herzberg propounded two-factor theory or the motivator-hygiene theory. The hygiene factors are described as the dissatisfiers or maintenance factors that are required in the organization to avoid dissatisfaction among employees. Zara must ensure that minimum wage is provided to all the employees. It must be competitive to the other companies such as HM and other organizations that belong to the retail clothing industry. The company policies of Zara must be fair and clear (Jansen and Samuel 2014). They must provide flexible working hours, dress codes and vacations so that the employees stay motivated at work. Further, they must be provided with fringe benefits such as health care plans, employee help programmes and benefits for the family members. The working conditions at Zara are claimed as poor. So, they must ensure that the working conditions such as heating, lighting and physical space are adequate. The employees working at Zar a must have a retained status. The employees must be provided with job security (Yusoff, Kian and Idris 2013). Further, the motivational factors yield positive satisfaction. The factors or satisfiers are rewarding intrinsically. These satisfiers act as the additional benefits. Zara must provide motivational factors to its employees. The employees must be praised and recognized so that they are motivated to provide high quality work. The employees at Zara must feel that they have achieved. The employees must have adequate growth and development opportunities for high level of motivation. The employees must have responsibility and ownership to manage work. A high level of accountability shall make it challenging, interesting and meaningful for the organization (Jansen and Samuel 2014). Conclusively, Zara claims itself to be the largest fashion companies but with the research being done within the area of human resource practices, several issues have been raised. An investigation was conducted by the Brazilian Government in which sweatshop practices were identified. The human resources set out a harassment free and respectful environment. Any improper conduct, comment or humiliation is unwelcomed in the organization. Any hostile work environment in the organization is meant to be dealt by the human resources department. The employee claimed that she was left humiliated as she was discriminated in front of other employees in a busy mall because of her braid hairstyle. The human resources department is supposed to provide an environment that is safe and healthy for the workers. Further, Zara faces issues relating to compensation and rewards. The human resources is responsible for screening the employees to recruit in the organization. Zara is striving to improve the w orking conditions of people in Bangladesh after the Rana Plaza incident. The human resources play a critical role in training and developing their employees. The training and development practices enhance the employee skills and abilities. As Zara has been know for discriminating among employees, they must make sure that the employees are not humiliated. The employers provide flexible working environment to the employees. Organizations must keep compensations and reward program to remain competitive in the labour market and ensure sustainability. The human resource department provides training to the employees as it is crucial for continual teamwork and innovation. Zara must show their faith and trust among employees. They must be entrusted with responsibilities. References Alfes, K., Shantz, A., Truss, C. and Soane, E., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The International Journal of Human Resource Management, 24(2), pp.330-351. Budhwar, P. and Debrah, Y., 2013.Human Resource Management in Developing Countries. 1st ed. Hoboken: Taylor and Francis. Butler, S., 2015.Zara owner Inditex faces fines in Brazil over poor working conditions claim. [online] the Guardian. Available at: https://www.theguardian.com/fashion/2015/may/12/zara-owner-inditex-fines-brazil-working-conditions-claim [Accessed 22 Apr. 2017]. 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Jansen, A. and Samuel, M.O., 2014. Achievement of organisational goals and motivation of middle level managers within the context of the two-factor theory. Mediterranean Journal of Social Sciences, 5(16), p.53. Karnatovskaia, L.V., Gajic, O., Bienvenu, O.J., Stevenson, J.E. and Needham, D.M., 2015. A holistic approach to the critically ill and Maslow's hierarchy. Journal of critical care, 30(1), p.210. Martnez, J., 2016.Bangladesh workers of suppliers of Zara, HM and GAP in a strike STARS FOR WORKERS. [online] Starsforworkers.com. Available at: https://starsforworkers.com/bangladesh-workers-of-suppliers-of-zara-hm-and-gap-in-a-strike/ [Accessed 23 Apr. 2017]. Morley, N., 2016.Woman accuses Zara of discriminating against her braids. [online] Metro. Available at: https://metro.co.uk/2016/04/11/black-employee-claims-zara-discriminated-against-her-braid-hairstyle-5807971/ [Accessed 23 Apr. 2017]. Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today.Journal of Organizational Effectiveness: People and Performance, 1(1), pp.35-55. Sung, S. and Choi, J., 2014. Multiple dimensions of human resource development and organizational performance.Journal of Organizational Behavior, 35(6), pp.851-870. Tyson, S., 2016.Essentials of human resource management. 1st ed. UK: Routledge. Wiener-Bronner, D., 2015.Zara stores in NYC accused of discriminating against black employees and customers. [online] Fusion.net. Available at: https://fusion.net/zara-stores-in-nyc-accused-of-discriminating-against-bl-1793848612 [Accessed 23 Apr. 2017]. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment. Global journal of commerce and Management, 2(5), pp.18-22.