UChicago 2017-2018 Supplemental Essay Prompts

University of Chicago is known to allow students to really showcase their creativity and personalities in their UChicago application through the school’s Extended Essay questions. Interested in applying? The 2017-2018 essay prompts are out now! UChicago’s application requires 3 essays: the personal statement, Why UChicago supplement and a response to one of the following prompts: Essay Prompt #1: â€Å"The aim of argument, or of discussion, should not be victory, but progress.† – Joseph Joubert Sometimes, people talk a lot about popular subjects to assure ‘victory’ in conversation or understanding, and leave behind topics of less popularity, but great personal or intellectual importance. What do you think is important but under-discussed? -Anonymous Suggestion Essay Prompt #2: Due to a series of clerical errors, there is exactly one typo (an extra letter, a removed letter, or an altered letter) in the name of every department at the University of Chicago. Oops! Describe your new intended major. Why are you interested in it and what courses or areas of focus within it might you want to explore? Potential options include Commuter Science, Bromance Languages and Literatures, Pundamentals: Issues and Texts, Ant History a full list of unmodified majors ready for your editor’s eye is available here. -Inspired by Josh Kaufman, Class of 2018 Essay Prompt #3: Earth. Fire. Wind. Water. Heart! Captain Planet supposes that the world is made up of these five elements. We’re familiar with the previously-noted set and with actual elements like hydrogen, oxygen, and carbon, but select and explain another small group of things (say, under five) that you believe compose our world. -Inspired by Dani Plung, Class of 2017 Essay Prompt #4: The late New York Times photographer Bill Cunningham once said Fashion is the armor to survive the reality of everyday life. I don’t think you could do away with it. It would be like doing away with civilization. Tell us about your â€Å"armor.† -Inspired by Adam Berger, Class of 2020 Essay Prompt #5: Fans of the movie Sharknado say that they enjoy it because â€Å"it’s so bad, it’s good.† Certain automobile owners prefer classic cars because they â€Å"have more character.† And recently, vinyl record sales have skyrocketed because it is perceived that they have a warmer, fuller sound. Discuss something that you love not in spite of but rather due to its quirks or imperfections. -Inspired by Alex Serbanescu, Class of 2021 Essay Prompt #6: In the spirit of adventurous inquiry, pose your own question or choose one of our past prompts. Be original, creative, thought provoking. Draw on your best qualities as a writer, thinker, visionary, social critic, sage, citizen of the world, or future citizen of the University of Chicago; take a little risk, and have fun. - Have a few ideas, but not sure how to approach these essay prompts? Get some inspiration from past successful UChicago applicants. Here’s 5 UChicago Supplemental Essay Examples to help you get started. Or you can unlock our UChicago Starter package with 5 student profiles of students accepted to UChicago:Want more? Ourpremium plansoffer different level of profile access and data insights that can help you get into your dream school. Unlock any of ourpackagesor search ourundergraduate profile databaseto find specific profiles that can help you make an informed choice about where to apply!

An Explanation of Wechsler Intelligence Tests

An Explanation of Wechsler Intelligence Tests The Wechsler Intelligence Scale for Children (WISC) is an intelligence test which determines an individual childs  IQ, or intelligence quotient. It was developed by Dr. David Wechsler (1896-1981), who was the chief psychologist of New York Citys Bellevue Psychiatric Hospital. The test that is typically administered today is the 2014 revision of the test that was originally devised in 1949. It is known as WISC-V. Over the years, the WISC test has been updated several times, each time changing the name to represent the proper edition of the test. At times, some institutions will still utilize older versions of the test. In the latest WISC-V, there are new and separate Visual Spatial and Fluid Reasoning index scores, as well as  new measures of the following skills: Visual spatial abilityQuantitative fluid reasoningVisual working memoryRapid automatized naming/naming facilityVisual-verbal associative memory Dr. Wechsler developed two other commonly used intelligence tests: the Wechsler Adult Intelligence Scale (WAIS) and the Wechsler Preschool and Primary Scale of Intelligence (WPPSI). WPPSI is designed to assess children aged 3 to 7 years and 3 months. The WISC essentially outlines  students intellectual strengths and weaknesses and provides insight into their overall cognitive abilities and potential. The test also compares children to peers of a similar age. In the most general terms, the goal is to determine the potential for a child to grasp new information. While this assessment can be a great predictor of potential, the IQ level is, by no means, a guarantee of success or failure.   Where the Wechsler Test Is Used Private schools serving children in 4th through 9th grades often use WISC-V as part of their admissions testing procedures, which may be in place of, or in addition to, other admission testing like the SSAT. Those private schools that use it do so to determine both a childs intelligence and his or her performance in school relative to that intelligence level. What the Test Determines WISC determines a childs intellectual capabilities. It is frequently used to diagnose learning difference, such as  ADD or ADHD. The test also helps to assess strengths in order to determine  gifted children. The WISC test indices are verbal comprehension, perceptual reasoning, working memory and processing speed. The subtests allow precise modeling of a childs intellectual abilities and readiness for learning. Interpreting the Test Data Pearson Education, a company that sells the Wechsler testing products, also scores the tests. The clinical data that the tests provide helps the admissions staff develop a complete understanding of your childs intellectual strengths and weaknesses. However, the wide range of assessment scores can be daunting for many and difficult to understand. Not only do school officials, like teachers and admission representatives, need to understand these reports and what the scores mean, but also the parents.   According to the Pearson Education Website, there are options for the type of score reporting available for the WISC-V, which will provide a narrative explanation of the scores including (the following bullet points are quoted from the website): Narrative summary of the child’s background, history, and test behaviorsInterpretation of the Full Scale IQ and all primary, ancillary, and complementary index scoresIntegration of the reason for referral in test score interpretationRecommendations based on WISC–V performanceOptional Parent Summary Report Preparing for the Test Your child cannot prepare for WISC-V or other IQ tests by studying or reading. These tests are not designed to test what you know or how much you know, but rather, they are designed to determine the test-takers capacity to learn. Typically tests like the WISC consist of tasks that assess various measures of intelligence, including spatial recognition, analytical thinking, mathematical ability, and even short-term memory. As such, just make sure that your child gets plenty of rest and relaxation before the test. The school is accustomed to administering these tests and will instruct your child what to do at the appropriate time.

Carl philipp emanuel bach Essay Example | Topics and Well Written Essays - 750 words

Carl philipp emanuel bach - Essay Example This essay considers general background information of the composer, aspects of the musical theory of composition, and a review of various musical compositions. Emanuel Bach was born in Weimar, Germany. As a son famed Johann Sebastian Bach, the younger Bach gained access to a prestigious musical education. At the age of ten he entered the St. Thomas School at Leipzig. He would pursue jurisprudence at a variety of universities after leaving the St. Thomas School, including the universities of Leipzig and of Frankfurt. Bach received his degree at the age of twenty-four. At this time he decided to abandon his legal career and pursue music full-time. In 1740 he would become a member of the royal orchestra. At this time he was recognized as the foremost clavier-player in Europe. His compositions during this period included sonatas for the harpsichord and clavichord. He would later publish a text ‘An Essay on the True Art of Playing Keyboard Instruments’ that would foreground many techniques for keyboard playing, including the use of thumbs. Much of the techniques developed in this text would influence later famed composers Haydn, Mozart, and Beethoven. Bach would go to move to Berlin where he would compose perhaps his most seminal works. During this period Bach composed Magnificat (1749), Easter cantata (1756), as well as an assortment of symphonies and concertos. The bulk of his composition was written for the clavichord, which he composed over two hundred sonatas and assorted solos. Much of his work would influence the methods of Muzio Clementi and Johann Baptist Cramer. Bach would go on to become director of music at Hamburg and began to focus his attention on church music. He would later marry and live out the rest of his life in Hamburg. He died in December 1788. Bach’s music had a tremendous influence on later composers, perhaps most prominently being held in high regard by Wolfgang Amadeus Mozart and Ludwig Van Beethoven. Bach’s maj or musical influence is as a result of his famed keyboard sonatas. In these regards, they gained esteem for breaking away from previous Italian and Viennese styles and foregrounding new methods of musical expression. Still, Bach is recognized for being a prominent member of the First Viennese School. Within this mode of production, Bach is recognized for the extreme emotional range and unpredictability he demonstrated within a single work (Whitmore 1988). In terms of musical output Emanuel Bach has a tremendous array of material. He has over a hundred keyboard sonatas. In addition to the keyboard sonatas, he has a wide variety of fugues for organ and keyboard. Finally he has over a hundred keyboard concertos (‘C.P.E. Bach’). In all Bach’s tremendous output totals nearly one thousand unique compositions. The album I listened to was Emanuel Bach’s ‘Hamburg Sinfonias’. This collection contained Bach’s 1-6 Sinfonias. In listening to the col lection of Sinfonias I am struck by their upbeat nature. While later artists such as Beethoven and Mozart oftentimes seemed to explore dark themes, Bach’s tendency is to generally stay within an upbeat atmosphere. Within these compositions, however, are tremendous variety of form and structure. It’s clear that within these variety of emotions Bach has gained his greatest levels of esteem. For instance, Bach Sinfonia in B flat major begins with an allegro pace and transitions to a symphonic type presentation of instrumentation. The musical tone of the piece

Research paper from Supply Chain Proposal Example | Topics and Well Written Essays - 1250 words

Paper from Supply Chain - Research Proposal Example This is easier said than done. Although Singapore is well located and well connected by all modes of transport, the uncertainties of a supply chain have to be understood in order to achieve plan its management. Having a good range of suppliers is not enough as the chain involves logistics as well. Apart from this there are different priorities and concerns of each of them and for a specific operation the entire chain has to work on agreed schedules and timelines so that both short and excess supplies and timely deliveries are organized in a way that all links in the chain have a chance to make a fair margin. If it not a win-win situation for all stake holders then the link will break and the entire supply chain management will become distraught. In the current worldwide scenario many disruptions contribute to the disruption of the supply chain. The latest among them being terrorism that knows no boundaries and respects none. Risk management has therefore become a huge concern. The other more normal constraints are different perceptions of the stakeholders, logistics and storage issues. The objective of this research is to identify the obstacles to good supply chain management in Singapore and to suggest possible remedies. Purchase is the foundation of making an effective Supply Chain. A good purchase will often result in better margins. Organizations have specialist purchase departments. Since there are individuals who finally make decisions their judgment, whether individually or in groups, are influenced by the environment they work in. Kohli (1989) proposed that influence is a function of personal resources or power. Sheth (1973) maintains that the psychological world of the decision makers affects purchasing behaviour. This will include the special knowledge the purchaser has acquired, the training he has received, the skills he has developed and the seller networking he commands. Best Practices

Nanotechnology Applications in Medicine Essay Example | Topics and Well Written Essays - 1000 words

Nanotechnology Applications in Medicine - Essay Example Atiyeh states â€Å"silver is a viable treatment option for burns and open wounds† (Atiyeh 139). The technology of nano medicines has blessed the human mankind with some exhilarating aptitudes and possibilities. Nanomedicines have made it possible to transform various techniques that were previously in the stage of imagination and testing to their actual usage in the present era. The technology involving utilization of nanoparticles in medication is at present under augmentation. However, long term prospects of research in this field suggest that the nano-robots can be used to make adjustments at cellular level in the human body. The advantages of nanotechnology in the discipline of medicine could refashion the fate of medicine by apprehending and medicating the human body in any kind of ailments related to various diseases. The bright future of nanotechnology also advocates that those techniques that were imagined a few years before are now making fortunate progress towards r ealism. Application of Nanomedicine in Drug Delivery One remarkable appositeness of nanotechnology in the field of medicine is the employment of nanoparticles to convey medicines, heat, light and various other type of materials to the disease causing cells for example cancer cells. These nanoparticles are manipulated in a way that they are lured towards diseased cells and then directly treat these cells. By this technique injuries to the healthy cells are reduced and disease is encountered much earlier as compared to other techniques. Nanoparticles that are involved in the allocation of chemotherapy drugs to the cancer cells are under the process of advancement. The consummation of Phase 1 Clinical Trial of the directly targeted chemotherapy annihilator drugs are communicated by some organizations like CytImmune and BIND Biosciences (Torchilin, 282). Although the tests are in progress but their approval for the ultimately final administration on cancer sufferers is still imminent. T he utilization of heat along with chemotherapy medicines to the cancerous cell is another alternate form of nanomedicine that is used to treat cancer patients. The remarkable technique involves usage of gold nanorods to which DNA strands are adhered. These DNA fibers serve as platform and grasp collectively together the gold nanorod along with the chemotherapy medicines. When the cancerous cells are irradiated with infrared light, these rods suck up the infrared light and convert it into heat energy. The warm temperature helps to liberate the drug and obliterate the cancer cells. Research is also being executed to develop a nanoparticle that is able to skirmish viruses. The nanoparticle does not itself consist of the ability to devastate viruses but it clement an enzyme that diable the reproductive mechanism of viruses in the patient’s body. Another investigation is being done on nanoparticles that can treat neurological disorders by releasing medicines through the brain barr ier. Increasing immune reactions by combining the vaccine particles to DNA nanoparticles is another practice on which explorations are going on. These special vaccine molecules mark the white blood cells directly and enhance their immune response many folds. Nanomedicine Application in Therapy Techniques The nanoparticles made up of polyethylene glycol-hydrophilic carbon clusters (PEG-HCC) have the ability to absorb free radicals at an elevated speed than the original free radicals

Performance Management in Human Resource Management

Performance Management in Human Resource Management The following essay critically evaluates the relative importance of Performance Management and the role it plays in effective Human Resource Management in organisations today, whilst referring to relevant HRM theories, models and tools. The importance of PM in relation to other HRM functions will also be discussed, including the need for integration across HRM practices and management of the organisation as a whole. People are undoubtedly the most important, valuable and costly resource for an organisation and how this resource is managed can have a direct impact on an individuals performance and the organisation as a whole. Many organisations have set up a Performance Management Process. In its simplest form, it is based on the concept of, in order to be the best; everyone needs to continually improve their performance. A PM process supports this and all people managers are responsible for ensuring that the process is effectively carried out. In their study, Armstrong and Baron (2009) define PM as a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. They stress that PM is a strategy which relates to every activity of the organisation set in the c ontext of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organisational context and can vary from organisation to organisation. Michael Armstrong states that Performance Management is a process which is designed to improve organisational, team and individual performance and which is owned and driven by line managers. In order to drive effective PM, line managers are required to set clear objectives for performance and communicate these to individuals in their team. They are required to provide timely and appropriate feedback on performance levels, including regular one to one discussions and to develop each individuals ability to perform at their best. In their article, Sally Selden and Jessica E. Sowa (2011), state that in exploring PM, one must start with an explanation of the process of managing individual employee performance. Typically, the process starts at the top of the organization with management developing a performance management policy. Managers generally control performance by influencing inputs and by feedback provided by outputs. They state that the ultimate objective of a PM process is to align individual performance with organisational performance. An organisations PM process, however, is subject to interpretation by individual employees who may not necessarily react to signals in the same way. David Guest (1997) in particular suggests that the impact of HRM practices, such as PM depends upon the employees perception and evaluation, prompting the need for scholars studying PM to recognise the crucial role of employee perceptions and to incorporate them into the analysis and construction of PM in organisations. An analysis of a typical Performance planning in organisations today would involve the creating of a Performance Development Plan (PDP) for an individual. A PDP may consist of the following sections: 1. what am I going to achieve? (My objectives) linked to the organisations strategy and possibly mission statement 2. How am I doing? used to track progress against objectives 3. How I will achieve my objectives? (my competencies) and 4. My PDP, which would include areas for the individuals development, actions to take, support needed and from whom and how the individual will know they have been successful Most organisations today use SMART objective setting (Specific, Measurable, Achievable, Relevant, Time-bound). The PDP would also record a review of discussions and include career aspirations and time frames. Santander (2012) state that the PDP is a living document; it should be amended as and when required. It is recommended that monthly reviews are held to make sure any issues or changes to the PDP can be discussed. In addition, they state that Formal Reviews of an individual take place twice a year mid year and end of year. During these informal and formal review meetings, the following elements should be considered : assessing performance against agreed targets and objectives, providing feedback, positive reinforcement ( emphasising what has been done well and making only constructive criticism about what might be improved ), two-way conversation an open exchange of views about what has happened and agreement jointly coming to an understanding about what needs to be done to improve performance generally and overcome any issues raised in the course of the discussion. Managing staff performance should be managing for the individual to succeed not fail. The centrepiece of a PM system is typically the performance appraisal. A Performance Appraisal (Review) is an opportunity for individual employees and line managers to engage in a dialogue about the individuals performance and development, as well as support required from the manager (CIPD, 2011). A performance appraisal has many purposes such as clarifying expectations, reviewing past performance, motivating employees and assessing potential/promotability. There are many benefits of appraisal but equally there are potential problems such as the over reliance on outcomes rather than performance and the interviews themselves can cause anxiety. So, does a performance appraisal constitute a PM? While performance appraisal is an important part of PM, in itself it is not PM, rather it is one of the range of tools that can be used to manage performance. The performance appraisal is often the central pillar of PM. Our 2009 PM survey found that a large majority of organisations use individual appraisals as part of PM programmes. However, it is a common mistake to assume that if organisations implement performance appraisals, they have PM. This is not the case. PM is a holistic process bringing together many activities that collectively contribute to the effective management of individuals and teams in order to achieve high levels of organisational performance. The process is strategic, in that it is about broader issues and long-term goals, and integrated in that it links various aspects of the business, people management, individuals and teams. Performance appraisal on the other hand is operational, short-to-medium-term and conc erned only with individual employees and their performance and development. While it is one of the tools of PM, and the data produced can feed into other elements of PM, appraisal by itself does not constitute PM. Bratton and Gold (2012) state that ideally an organisation should have a variety of techniques to encourage appraisal and PM culture including downward appraisal immediate manager, self appraisal, peer/team appraisal, upward appraisal, multisource and 360 degree appraisal. The latter is where feedback is gathered from a wide range of commentators typically including the individuals direct reports, customers and colleagues, as well as the line manager. Its supporters claim that this gives managers and individuals better information about skills and performance, as well as working relationships, compared with more traditional appraisal arrangements based on line managers assessments. With 360 degree feedback, typically eight to ten people complete questionnaires describing the individuals performance (including themselves). The questionnaire usually consists of a number of statements rated on a scale. The ensuing report should summarise the answers given. It often shows the actual ra tings given for each question, as well as averages for each question and for each competency, and any written comments. Ideally the feedback from the whole process should be made anonymous and presented to the recipient by a skilled coach. Like other forms of appraisals, the 360 degree feedback should not bring any great surprises to individuals. Its focus, rather, should be on helping them to understand how their behaviour is perceived by others and confirming the behaviour that is most likely to get results. If implemented correctly, those supporting 360 feedback feel it can achieve certain key objectives 1) identifying differences between the way individuals see themselves and how they are perceived by others, 2) establishing differences between the perceptions of different groups of respondents and 3) in doing so, helping to make PM a more objective and fair process. Numerous studies of PM have been conducted over the years, one of which is the Fine Intentions article by Duncan Brown and Wendy Hirsh (2011). Their article questions whether PM is a worthy successor to appraisals, PM systems are seen by HR as a route to fulfilling many complex requirements beyond simply linking people to organisational success but is that too tall an order, they question? There are many studies showing powerful links between people management practices and organisational performance, and appraisal usually comes out as a key practice in this regard. The key conclusion, they state, to be drawn from their work is that PM is indeed a vitally important process for employers. But it is also extremely difficult to implement effectively. They lost count of the number of times that the process was described to them in their studies as a turgid exercise in box ticking or form filling something you do to keep HR quiet. In their article, they site two case studies to illustr ate the current trends and improvements that can be made to PM processes 1. BT Operate a sharp focus on getting personal objectives aligned throughout the organisation, clarity about performance standards, and a clear line of sight between individual, team and business performance. There has also been significant support and training for people managers to enable them to deliver great performance practice. 2. Oxfam GB presents both opportunities and challenges for PM. Staff here are highly motivated by the mission, but that can tempt them to set unrealistic work goals and to be reluctant to take time away from immediate tasks in order to focus on their own performance and development. Following the case studies, Brown Hirsh highlight the following 4 areas that HR could adopt to build more effective PM Get strategic (HR thinking less about PM as a process and more about how it can support all employees to achieve individual goals in support of organisations strategy); Keep it sim ple (simplify and clarify their processes); Focus on the feedback; and Equip the managers (training tailored to needs). Another study of PM and Appraisal in Human Organizations: Management and Staff Perspectives (Seldon Sowa, 2011) states that PM systems have been studied extensively in the public and for-profit sectors but not adequately explored in the non-profit sector. Their study addresses this gap and identifies gaps in the perception of management and staff concerning PM, and then identifying five different models of PM systems, concluding with lessons for practice. Organisations typically develop PM processes to motivate employees. The process can motivate employees by establishing expectations and providing feedback on achievement of those expectations. Ideally, the organisation can then target training to address the weaknesses identified or areas of potential growth. In addition, they can adopt compensation systems to reward the achievement of goals. Managing individual performance should result in higher employee satisfaction and morale and lower employee turnover, a process that has been demonstrated in research on public organisations. Their findings conclude that the non-profit organisations in their study do not rely on performance-based monetary rewards and incentives as critical components of their PM systems. Therefore, they state, it is important to focus on the possibility of other rewards tied to the PM system, such as job enrichment and job enlargement. They conclude that the preferable model of PM is the multi-feedback PM system for non-profit organisations and present three lessons to drive future research and practice: 1. Management to ensure that employees understand the PM system; 2. PM tools are underutilized in this sector; 3. PM is associated with positive employee outcomes, such as turnover, job satisfaction, enjoyment of job and commitment to the job. Many organisations today conduct regular employee opinion surveys to assess staff engagement. As Ben Willmott, senior policy adviser at the CIPD says: In the current environment, there is evidence that people are under increasing pressure in the workplace, that theres a growing trust deficit between people at the bottom and the top of organisations. Youve also got the squeeze on incomes, with people either having their pay frozen or receiving pay rises that are less than the rate of inflation. Against that backdrop, its difficult to build engagement. (Willmott, 2007). The Guest model of human resource management reflected the view that a core set of integrated HRM practices can achieve superior individual and organisational performance. According to Guest (1997), HRM differs from personnel management, and he attempts to identify the major assumptions or stereotypes underpinning each approach to employment management. He analyses HRM practices from selection, training, appraisal, rewards, job design, involvement and status and security. Most organisations today offer a comprehensive Rewards and Benefits package which can be used to both attract and retain employees. Reward Management, as part of HRM, incorporates rewarding people in relation to their value to the organisation as measured by their actual and potential contribution, and matching rewards and incentives to peoples needs and goals. In defining their Reward packages, organisations must consider external competitiveness and internal equity, aim to maintain or improve levels of employee performance and comply with employment legislation and regulations. Packages can include benefits such as (14) reduced rates on Apple products, all employee car scheme, partnership shares, retirement plan, childcare vouchers, performance related pay, incentive schemes linked to role and numerous others. Pay progression within companies usually depends on individual performance linked to PM, market rate and competency. According to CIPD (2012), 66% of organisations use a co mbination approach to pay progression e.g. individual performance and length of service. Employers need to align the rewards desired by employees with the needs of business. There are various elements to reward and it is important that they choose the appropriate mix of base to variable pay, fixed to flexible packages and pay to non-pay rewards. They should be aware of the various organizational risks that are involved when making decisions on how they reward and recognize individual and collective contribution. It is important that an appropriate communications strategy is adopted to explain to staff what behaviours, values and performances the organisation is rewarding, how and why (CIPD, 2012). Within HRM, organisations have a sickness absence policy which clearly sets out their policy statement and both employer and employee responsibilities. In the Annual Report 2011 CIPD (2012) assessed their conclusions on absence management and, giving line managers primary responsibility for managing absence remains one of the most commonly used approaches for managing absence. Serious commitment to flexible working practices within HRM may help reduce absence due to stress, home/family responsibilities and illegitimate reasons, all of which remain common causes of absence for a sizeable proportion of organizations. Their findings conclude that investment in promoting employee well-being and managing stress at work is worthwhile. A focus on these issues and employee engagement, they state, will promote attendance and organizational performance. To conclude, Performance Management is a crucial and fundamental function of human resource management. It focuses on setting a clear process for managers to follow in order to get the best from their people. The total rewards system and 360degree feedback performance analysiss seem very appropriate to be used by all organizations, to enhance employee performances and involvement. Writing this essay has taught me a great deal about the pressure involved in being a line manager and the standards required to do so effectively.

Young Goodman Brown: Evil is the Nature of Mankind Essay -- Young Goo

Young Goodman Brown: Evil is the Nature of Mankind " 'Lo! there ye stand, my children,' said the figure, in a deep and solemn tone, almost sad, with its despairing awfulness, as if his once angelic nature could yet mourn for our miserable race. 'Depending upon one another's hearts, ye had still hoped, that virtue were not all a dream. Now are undeceived! Evil is the nature of mankind. Evil must be your only happiness. Welcome, again, my children, to the communion of your race!' " This particular quote has the mark of cynicism that although may not be common in our time for writing, was probably a very common writing style during certain times in the history of American Literature. This of course would depend on the dominating religious culture of the time. Since Nathaniel Hawthorne's writings were created briefly after the times of the Salem Witch Trials, since one of his ancestors was a judge at the trials, it would be apparent to most that the religious overtones were ones of the righteousness and damnation (Norton Anthol ogy, p. 547). Their inherant belief, which was very much portrayed in the story, was in predestination. This meant that they believed that all the chosen ones were selected before birth by God, and no matter what their actions were, they were saved. Everyone else apparently went to hell. They believed that one could tell who a chosen one was by their deeds and action of goodness and kindness. However, one should still try to be as good as they possibly could even if they weren't one of the chosen because God might have mercy on them and save them anyway for being so good. So the concensus during this particular time was that those that were righteous were chosen and that everyone in ... ...d refers to a group of people sharing something in common, but given the context of the story, we can't ignore the biblical connotations of communion. Therefore we are justified in pointing out these various definitions of communion.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Obviously Nathaniel Hawthorne demonstrates his skill at combining many meanings and implications about the pervasive evil nature of man in the story Young Goodman Brown. This statement can be argued by observing both his literal and symbolic meanings. "Evil is the nature of mankind." This is the epitome of the story from Satan's taking the persona of a religious leader to the people viewing him as one. The story can be read at many different levels from the shallow reader to the very indepth reader. However, behind every level is the underlying theme that evil is the nature of mankind. Young Goodman Brown: Evil is the Nature of Mankind Essay -- Young Goo Young Goodman Brown: Evil is the Nature of Mankind " 'Lo! there ye stand, my children,' said the figure, in a deep and solemn tone, almost sad, with its despairing awfulness, as if his once angelic nature could yet mourn for our miserable race. 'Depending upon one another's hearts, ye had still hoped, that virtue were not all a dream. Now are undeceived! Evil is the nature of mankind. Evil must be your only happiness. Welcome, again, my children, to the communion of your race!' " This particular quote has the mark of cynicism that although may not be common in our time for writing, was probably a very common writing style during certain times in the history of American Literature. This of course would depend on the dominating religious culture of the time. Since Nathaniel Hawthorne's writings were created briefly after the times of the Salem Witch Trials, since one of his ancestors was a judge at the trials, it would be apparent to most that the religious overtones were ones of the righteousness and damnation (Norton Anthol ogy, p. 547). Their inherant belief, which was very much portrayed in the story, was in predestination. This meant that they believed that all the chosen ones were selected before birth by God, and no matter what their actions were, they were saved. Everyone else apparently went to hell. They believed that one could tell who a chosen one was by their deeds and action of goodness and kindness. However, one should still try to be as good as they possibly could even if they weren't one of the chosen because God might have mercy on them and save them anyway for being so good. So the concensus during this particular time was that those that were righteous were chosen and that everyone in ... ...d refers to a group of people sharing something in common, but given the context of the story, we can't ignore the biblical connotations of communion. Therefore we are justified in pointing out these various definitions of communion.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Obviously Nathaniel Hawthorne demonstrates his skill at combining many meanings and implications about the pervasive evil nature of man in the story Young Goodman Brown. This statement can be argued by observing both his literal and symbolic meanings. "Evil is the nature of mankind." This is the epitome of the story from Satan's taking the persona of a religious leader to the people viewing him as one. The story can be read at many different levels from the shallow reader to the very indepth reader. However, behind every level is the underlying theme that evil is the nature of mankind.

Nike Promotions Essay

After looking at Nike’s marketing strategy with respect to product, price, place and promotion, the outstanding success of the brand name calls for more attention to Nike’s promotional strategies. Nike’s promotions and advertisements have been deemed the best in the retail industry. The â€Å"Just Do It† slogan is supposedly one of the most famous and easily recognized slogans in advertising history. It would be safe to claim that brand management is easily one of Nike’s core capabilities. With the company’s advertising budget today reaching $2.4 billion, it is worth looking into Nike’s advertising strategies and how these strategies helped strengthen the brand image. 1980-1988: Early Advertising Before television advertisements, Nike released several successful print ads. One of its earliest print ad campaigns was the â€Å"There is no finish line† campaign by John Brown and Partners. The posters were an instant hit, since, it did not focus on the running shoe product, but instead on the person wearing the shoes. At this early stage, Nike saw the lucrative value in sports sponsorships. The company began sponsoring track and field athletes like Carl Lewis. With lucky breaks, Nike signed some bigger names in the athletic world like Wayne Gretzy and, probably the most important sponsorship signing in Nike history, Michael Jordan. 1988: The JUST DO IT Campaign This campaign was probably Nike’s most known and successful. In 1988, Nike worked with ad agency Wieden and Kennedy to create the slogan Just Do It. The company used this campaign to cash in on the jogging/fitness craze of the 80s. Top competitor Reebok was sweeping the aerobics race so Nike responded with Just Do It ads that practically shamed people into exercising, and more importantly, to exercise in Nikes. The Just Do It ads truly embodied the philosophy of grit, determination and passion to encourage consumers to embrace the culture of fitness rather than focus on the product. The Just Do It campaigns were also successful because of their celebrity features including Bo Jackson, John McEnroe, and Michael Jordan. These famous athletes reassured the quality of the Nike product and gave Nike a â€Å"hip† brand image. These ads were basically turning sweaty, pain-ridden exercise into something sexy and exciting. And lastly, the Just Do It ads were usually humorous, thus connecting to consumers on a level that made them comfortable and feeling positive about the brand. 2000-2005 Using its cooperations with various ad agencies, Nike released several popular and well-received TV commercials. In fact, the company received two Emmy awards for best commercial twice. The first was for â€Å"The Morning After,† which featured a runner on his morning jog on January 1, 2000, facing the chaos of the Y2K predictions. The commercial really connected to consumer emotions, as speculations of the new millennium were the conversation buzz around that time. The second Emmy was for a Nike commercial called â€Å"Move† that featured many famous and regular athletes performing a serious of athletic pursuits in a creative â€Å"pass it on† way. Starting in 2005, Nike released another successful ad campaign that were targeted at athletic woman. The ad focused on women’s Thunder Thighs and Big Butts, encouraging them to embrace their athletic body parts and shapes. This was yet another successful way Nike connected to the consumer on a personal level, as we all know that women tend to care about their self images. 2005 to Present Having built up an empire of a brand, Nike continued to focus on celebrity endorsements. Nike took famous athletes in a variety of sports to feature them in ads. LeBron James from basketball, Tom Brady from football, Ronaldhino from soccer, Roger Federer from tennis and Tiger Woods from golf, just to name a few. Using the A-list, top-notch names in the athletic world really helped tip Nike over into the â€Å"elite† brand division. At this point, Nike is reaching its peak in sales and in brand image. Having reached this peak, Nike is now changing up the promotion game and branching out to the digital world. With a 40% decrease in print and TV advertising, Nike is now trying to stray away from superstars. Now that Nike as perfected the art of branding, it is moving on to a world where consumers want to be told less. In 2010, Nike launched its new marketing division called Nike Digital Sport. This digital focus on sports conceived the Nike+ platform, which is a marriage of Apple and Nike technologies that allows people to track their athletic performance. It is also a platform that allows Nike to virtually have personal conversations with its consumers and, subtly study its consumer’s behavioural patterns. Overall, it seems like Nike is always in tune with consumer preferences and addresses them through strategic and well-executed advertising tactics. It is no surprise that the Nike brand is one of the most well recognized in the world.

The Thing essays

The Thing essays The Thing is a cult classic film that was based on a short story by famed science-fiction author John W. Campbell, Jr., entitled 'Who Goes There? John Carpenter directed the Movie in 1982, and is a remake from an earlier edition made in the 1950s. In Carpenters work he sets a strong theme of paranoia and isolation through a shape-shifting monster, or alien that physically imitates the host of who it kills...which is every one it can. Though it did not do so well in box office, it has been recognized over the years through cult success. I have mixed feelings about this, and am not sure if I agree with the success of its reconition. The Thing is set at an American Antarctic research station in the middle of winter. The movie opens with a couple of Norwegians flying in a helicopter across a snowy barren land, attempting to shoot at a dog. They all arrive at the American camp, and with the Norwegians still trying to kill the dog, they themselves get killed because the Americans think that they have gone crazy and are attacking them. The Americans then decides to investigate the nearby Norwegian camp to see what made these people go so crazed. Once they got there they discover it destroyed and all members of the expedition dead, a couple in very strange ways. Macready (Curt Russell) realizes that the Norwegians were performing digs, and upon investigating the dig site they discover a large saucer shaped spacecraft in the ice. They also come across a block of ice that was carved out of the ground and which once contained something human-sized. They decide that what the Norwegians found in the ice was a creature f rom another planet and the Americans shortly found out where that creature was now, when the dog that the Norwegian's were chasing reveals it's true nature: It turns out that it is an alien shape-shifter that can imitate any one it wants, and can spread to multiple individuals at the same time. ...

Compare and contrast Emily Dickinson and Walt Whitman Essays

Compare and contrast Emily Dickinson and Walt Whitman Essays Compare and contrast Emily Dickinson and Walt Whitman Compare and contrast Emily Dickinson and Walt Whitman The lyrics composed by Emily Dickinson's and Walt Whitman have various contrasts. Case in point, the Dickinson's ballads are basic and brief time Whitman's lyrics are complex and long. Despite the fact that there are similitudes between the authors: - both are authors structure twentieth century; - both approaching demise as a primary topic, they staying unruffled notwithstanding passing wonder; - both are managing the thought of religion, connecting it with the subject of death, being realized that, around then, Romantic time, the religion was viewed as out of date. In spite of the fact that their works were extraordinary and unique, difficult to emulate, however subjects they concentrated on, were the same. Whitman's style presented the idea of free verse, this style turning into his unique imprint. Additionally, his boldness to manage "unthinkable" subjects, in particular sex, human body, and various other brought perspective changes of the American open of verse. Dickinson's works are pretty much as one of a kind, because of her odd position of accentuation, uncommon linguistic use, and straightforwardness of dialect. Her lines end suddenly, apparently harmless words are frequently promoted, and her inclination to compose meters common of hymn books all recognizes her from different journalists. Pundits have hailed the beginning of writer ladies, Walt Whitman like , othe rworldly and succinct, perceiving in artist the exemplified soul and magic of New England. Later nearing ubiquity of "pious devotee of Amherst" was the most merited, high perspectives invigorating her sonnets, the easiest expressions having the center of its motivation.

Activities in Los Angeles Essay Example | Topics and Well Written Essays - 250 words

Activities in Los Angeles - Essay Example In the end, the two theme parks offer enough activities for the whole family. Most people see shopping as the most exciting experience in Los Angeles, especially because of the large shopping malls with a variety of products. The Third Street Promenade is among the top shopping centers because of its eccentric shopping atmosphere. It offers vintage stores with unique cultural artifacts, shops with luxury goods, and outdoor dining options. There are several outdoor recreational activities in Los Angeles. L.A.’s 75 miles of coastline and desirable weather provide a perfect outdoor experience for people who enjoy the sun. Activities range from beach surfing in Venice, Malibu or San Pedro beach to outdoor barbeque parties. Several barbeque locations offer exquisite meals and meat delicacies. There are several other engaging activities in Los Angeles such as hiking, golfing, snowboarding, and skiing. The sights of Hollywood and big budget art museums are just a supplementary excitement to the theme parks, beaches, and social experience that Los Angeles

Candidate Brief Assessment Exercise Essay Example | Topics and Well Written Essays - 500 words

Candidate Brief Assessment Exercise - Essay Example Also here a great role Browns Plc plays, which gives an opportunity to realize production in the US market. Concerning technology drivers the most well provided is definitely Pillchem Plc. Its IT Strategy and network shows the most advantageous correlation of price and quality that results in debagged wok of all the technologies, which leads to the reduction in the time to implement any new application or system. Also its company-wide integrated Internet and email service allow the exploitation of the Internet for selling, PR and internal/ external communication. But there are several factors, which should be taken from other companies: piecemeal strategy as in Zoros Plc is rather good to seamlessly integrating with suppliers and customers; and holding the copyright to a particular drug manufacturing process as in Browns Ltd can lead to opening up new global markets and selling through new channels. If Pillchem Plc's acquisition starts with Zoros Plc and Browns Plc the newly broadened great Company will have all the needed factors to prosper and expand taking the leading role in the World Pharmaceutical Market.