Analysis of Poem 305 by Emily Dickinson - 1175 Words

305 Reasons to Love Emily Dickinson Poem #305 The difference between Despair And Fear—is like the One Between the instant of a Wreck And when the Wreck has been— The Mind is smooth—no Motion— Contented as the Eye Upon the Forehead of a Bust— That knows—it cannot see— Dickinsons poetic accomplishment was recognized during her time, but never has she been more acclaimed than she is toady. Readers immediately discovered a poet of immense depth and stylistic complexity whose work cannot be categorized. For example, though she frequently uses the common ballad meter associated with hymnody, her poetry is in no way constrained by that form; rather â€Å"she performs like a jazz artist who uses rhythm and meter to revolutionize†¦show more content†¦The word â€Å"contented† (Line 6) suggests that Dickinson accepted her role as a subservient woman in society because she felt unable to change her fate. In this acceptance of defeat, the fear of being a subjugated woman grows into despair after the realization that she could not change her fate. Dickinson uses this final simile to present the idea that the mind of a woman leads to knowledge of her status, which leads to despair. With the mention of the mind being smooth without motion ( Line 5), Dickinson describes the frenzied state of her thinking. Her description of a mind without motion alludes to the act of a mind flying through so many thoughts and feelings, all the while the body is motionless, patient in waiting to single out a thought to process and then elaborate on. Dickinson continues in line 6 with â€Å"Contented as the Eye,† where she relates the eye to the mind. Similarly, the eye can flicker on different images and see so many things, but is not always observant. The eye can spin around, looking and absorbing all the visuals in front of it, but it is confined in it’s socket, unable to go out and be part of the world it witnesses. Dickinson uses this simile to again emphasize her plight of being a woman and being trapped in the role society set for her. With the end of the second stanza, referencing the contented eye stuck on a bust that knows it cannot see, Dickinson fully realizes her life as a woman. This is when the reader c an seeShow MoreRelatedLogical Reasoning189930 Words   |  760 Pageslooking at alternative actions that can be taken, then considering the probable good consequences of each action and the probable bad consequences while weighing the positive and negative impact of each consequence. It’s a kind of cost-benefit analysis. Exercises 1. Columbus Day is an American holiday. Write a short essay that weighs the pros and cons and then comes to a decision about whether there should be more or less public celebration (by Americans and their institutions) on Columbus

My Social Identities Portrait Assignment Essay - 1105 Words

My Social Identities Portrait Assignment 1. Race: People of color Bi- or multiracial people and families. My father is Mexican, and my mother is White. I was born in California, however, when was 4 yrs. old we moved to Mexico. We did not returned to the United States till I turned 15 yrs. old. Although my first language was English, once I moved to Mexico, I became fluent in Spanish. Life coming back to America was hard, I did understand English perfectly since my mother always spoke to us in English, however, and I could no longer speak it. I was placed in ELL classes, and although I was very smart in many subjects, because I did not speak English, I was placed in easy classes, where we did nothing. They focus so much on learning the language that they fail to teach you. I survived; however, I knew the other classmates looked down at us. They would not speak to us, and they will make rude racial comments when referring to any of us. 2. Ethnicity/Heritage: All other defined or recognizable ethnicities. Every time I fill any paper work, and they ask the question, â€Å"Ethnicity?† I automatically feel I am being judge just by where I came from. Although, I am half â€Å"white,† people do not care, I even ponder if its worse if you are from a multiracial family. Discrimination makes life harder; and if you are proud of your heritage, and your not afraid to show it, you get even more discriminated against. 3. Language: Home language other than English. Mine is Spanish.Show MoreRelatedHow Literacy Practices And Literacy Underlife Are Shaped By The Processes999 Words   |  4 Pagesone’s roles in an unforgiving hierarchy, and still find a way to form an identity. With all of this it’s no wonder that one later looks back on the adolescent years with bittersweet nostalgia. However, it also brings to mind the influences that shape us at this critical point in time. 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Creating an Excellent Workplace

Question: Describe about the Report for Creating an Excellent Workplace. Answer: Creating a good workplace where employees and management team are ever happy to work is not an easy task if a manager fails to understand what needs to be done. The increased stiff competition in todays business environment from the challenger firms and frequent research imply that a conducive environment is a necessity for any productive company whose objective is to excel ahead of other competitors(W., 2014). It is important to maintain productivity at optimum levels by motivating employees to the maximum in order for them to be productive and able to accomplish assigned tasks or duties. It is the responsibility of a manager to create an enabling workplace so that the staff is able to finish the remaining production in any process (Great Britain., 2015) . There are several techniques that can be introduced in an organization to create a great workplace and facilitate employees to enjoy in performing their tasks. The strategies differ from one firm to another depending on the compan ys culture, social, personal and the organizational level. In todays contemporary world, most management is struggling to ensure employees are better placed and satisfied in their workplaces. The following are key considerations for creating a fantastic workplace where employees feel jovial to work(L., 2014) . First, providing food for the workers; food is a basic need for every human being and feels good when he or she is not hungry. Ensuring that food is available in an organization, employees will feel there is food security and they cannot suffer from hunger during the working hours. As a leader, research on the right and convenient time to give your staff tea break and lunch(Goffee, 2015). Most companies provide tea or coffee throughout the day because it is easier to prepare. In such a business, the staff can buy their snacks and they are able to work the whole working period without getting tired over a shorter work-time (McKinnon, 2013). For example, the Nation Media Group provides unlimited tea and coffee 24 hours, employees feel they are recognized. The Standard Digital News gives free tea once a day but has a cafeteria within its premises with subsidized prices that are friendly to the employees. Leaders should take into consideration the type or variety of foods they will offer their workers depending on the cost or values attached to them (Williams, 2014) Secondly, allow the staff to be themselves; when an employer signs in new employees, the organization brings in many people who are different, and they always hold themselves to traditional varieties such as gender, ethnicity, race and age. Managers need to know that these employees have distinguished perspectives and habits of mind. The best leader will make its attempts to exceed its currents of the predominant culture (G., How to Build the Perfect Workplace, 2015). The dominant currents in culture may also include dressing code and working habits. Setting rules to regulate the aspects requires examination of the kind of duties being performed by your staff. Some businesses like banks require the workers to be in suits or official during weekdays and most media houses allow employees to dress based on their moral virtues but specify dressing standards for anchors and reporters. Intensifying employees strengths is another tool that can be used to improve a workplace. The idealistic firm nurtures its best staff even better and the least of them better than they were before. In CNN, employees are enhanced to attend training to sharpen their skills. It is of more benefit to developing the existing team than looking for a new staff which can be more expensive. After improving the staffs skills, then, as a manager, make sure they are well treated because they may be poached by other competitive companies and it may lower the productivity potential even if a quick replacement is undertaken. An ideal manager lowers the labor costs and increases quality productivity. Other ways of magnifying peoples strength are by giving reliable networks, making creative interaction with the peers, allocating challenging tasks and brands that elite the status on employees. However, the employer-employee association is changing in the modern world depending on how much value the or ganization instills in its employees and what the company can benefit from them. If the relationship is well maintained then both the firm and staff will be coherent to all operations aimed at increasing the output quantity and quality(Sheridan, 2015). Allow effective flow of information within the organization. It will help the manager create sufficient respect to his or her employees and inform them on what is happening or going to occur. An ideal manager sticks to transparency and tells true information in an honest way. Employees are expected to work best when they understand the environment they are delivering in and this needs to be accomplished through accurate and timely communication between the management and staff(G., What makes a workplace a 'Great Place'?, 2015). Failure to give timely information to the staff will break their trust to the organization they are working in and may initiate them to opt for other companies which they may trust. It can be achieved by evaluating and eradicating all roadblocks to flow of honest communication. The communication process can then be re-patterned to avail effective procedures, training methods, process and management systems. Even though it may take a long time, it will at long last build trust among employees and the organization itself. Other leaders parcel out information on a need-to-know situation as significant to conserve effectiveness. Some practice an apparently benign kind of attitude, loath to worry staff with particular information or to define a challenge then have the solutions in place. Other managers sense a responsibility to induce a beneficial spin or even the most negative circumstances out of a best-foot-forward feeling of loyalty to the company(Burchell, 2014). The hesitancy to the carrier of bad information is entirely human, and most top managers well understand that the propensity can repress the flow of decisive information but the management should find ways of telling the staff and sometimes the staff can seek for best solutions. The employees team should always give their views on particular situations and get involved in making decisions that regard their working conditions. Honest, is difficult to enforce. It needs opening a v ariety of dissimilar communication lines, that may be time-consuming to retain and for some formerly insulated senior managers, it can be somehow ego-wounding. The manager needs to show that what employees accomplish daily, makes sense. A leader needs nothing rather than a measured reconsideration of the duties every individual is undertaking. He or she requires to evaluate if those responsibilities create sense, what they are and why, and if they engage as they can be. The staff is accountable for the outcomes of their work(Ryan, 2014) . But, they have a right to select where, when, how and with whom to undertake with in completing the tasks. The strategy needs the managers to hold an over-the-top trust in the subordinate team, and it calls for employees to be much team-players and entrepreneurial in an organization. Sharing thinking entails more than achieving the organizations mission, it involves shaping powerful links between organizational and individual esteems. Outside reconsidering personal functions, creating the work rewarding may refer to thinking again the manner in which organizations are governed. Consider the employees perfo rmance and foster their individual growth where possible (Matuson, 2015). If a manager cannot value the staff well, the best people may go or never value you forever. Sometimes, the competitors can develop the ability in the persons you have already overlooked. When an organization makes an investment, the employees team becomes more valuable to it and the competitors as well. Therefore, managers need to make it beneficial for them to remain in the company (F., 2015). Implement the rules and regulations that the staff can trust in; none should be stormed that, for a majority of people an organization can be free from arbitrary limitations. All the staff must have procedures and regulations to follow. The rules should be set in line with the kind of positions employees occupy. For instance, Journalists should have rules that guide them in covering terror stories and health news and the engineers are bound to regulations that direct them on how buildings should be set so that they do not collapse based on geographical standards(L., 2014). Businesses require structure, different markets and initiatives need rules. As ideal enterprises improve, they always come to trust that new and critical procedures will undermine their culture. But, rationalization does not necessarily lead to bureaucratization, until people comprehend what the regulations are for and consider them as legitimate. In most companies hiring and firing are deliberately simple; only on e level of commendation is required for every position. Regional managers have substantial freedom set with clear deadlines and bottom-top line objectives. The knowledge management processes are patterned to recommend the staff to call instead of e-mailing each other when discussing a particular issue or concern. Reliable firms are accurate about what they perform best (Hopwood, 2015). They also become doubtful of cults and practices which erode the corporate globe. In spite of implementing the levels of management, the resulting breakdown of organizational bounds, and the volatility of careers, firms are still imperatively organized associations where the honor of authority is important for developing and conserving an institutions structure. However, as a manager, you should know that the staff is skeptical of entirely hierarchical management of fondness position titles and cultural sources of legitimacy for example seniority and age. Currently, they are becoming most suspicious o f personal appeal, as most charismatic managers have been found to possess clay feet. The employees need a sense of moral authority, borrowed not from a concentration of the effectiveness of means but from the significance of the service or product the workers produce (Watkins, 2014).Organizations need to escape from practicing micro-management. It is well noted that employees must receive instructions concerning the daily tasks they have to complete. However, once the directions have been issued, they should not be supervised in every aspect of what they are doing. The micro-management behavior undermines the workers and enhances them feel unworthy and incapable of what they undertake daily. Letting them be the supervisors of themselves increases quality productivity and this increases the companys brand and reputation. When employees are flexible, they are likely to be creative and more responsible than when micro-managed. However, most employees get tired of getting orders every time they move from one step of the task to another (Collins, 2015). They feel taking responsibility whenever they are free to do the assigned duties by just a single directions, this will help them feel to be important in the organization. The companies that micro-manage their staff, are likely to lose employees with exceptional expertise, who can be taken by the upcoming businesses or key competitors that have realized the potential of the well-experienced staff (B., 2014). Often, provide employees with insight on other tasks or roles which arise in their working environment. It facilitates them perform other roles and add a value in their career together with the experience. One may get tired doing one task over and over again in the working experience, most employees feel happy when they show their skills in a new task and feel improved as they can learn new skills in addition to what they already know. Therefore, when a new task arises and provided that it is not entirely specified it should be allocated to any employees to break the monotony of the always performed tasks (Kjerulf, 2014). It is also an advantage to an organization to practice this strategy because the staff will exhibit more than one skill. In case a need arises the manager can assign future additional tasks to those employees instead of recruiting new persons or overloading a particular individual who works more. For example, an IT personnel can perform simple tasks like customer ca re services when customer needs are high beyond the control of sales officials. Most importantly, it will assist the company as a whole to create and maintain a system where employees can help one another to accomplish tasks regardless of the departments they belong to in company(Stewart, 2014). The organization should install an instant messenger which allows for quick and sure communication. It is convenient for huge organizations with hundreds of employees where the manager may find it difficult sending a message or mail to everyone. Installing the messenger, ensures easy and fast linking to employees and getting a feedback as soon as possible. It also enhances effective communication with employees who are working from home rather than waiting for them to come and give them directions or make inquiries. The majority of the staff refers getting work information through an official channel than contacting them in their personal emails or phone numbers (Watkins, 2014). Make the offices clean and fresh. When employees are working in a dirty or, even worse, unclean workplace will be incredibly uneasy for them to get motivated and produce well. If they cannot make a cup of coffee without wiping up someone elses run out food, or if the carpets are old and have worn out, it will make employees loath to work and will be reluctant to even come for work. It is also beneficial that workers have sufficient space in which to perform their duties so that, they do not feel as if they are caged battery hens (Hopwood, 2015). As a leader, try to make attempts and ensure the decor or design of the offices is comfortable, stylish and encouraging, unlike dull colors. The staff will feel working in the best company ever and can take good photos within and share to other friends who are working in the various organizations where they talk about work experience. I therefore conclude that, for an organization to create closer ties with the employees, a manager should interact with the staff on other subjects besides matters pertaining work. Employees will in such way feel that a manager is also a human being and seem to have a concern with their social life. During the tea break, a manager should share his or her weekend experience wherever they enjoyed out or give an update on the event they are attending on Facebook, twitter, Google+, Instagram or Pinterest. The staff will feel free to approach them as one seems to share common human social life. The staff will recognize that a manager is not only for work intentions but also a real individual with family and hobbies he or she can participate in during the weekend and holidays. Commonly, they will be free to their leader and share most experiences in the workplace. A manager cannot be an employees best friend but knowing the workers partner name, son or daughter, looks natural. Giving the s taff tools and equipment that raise productivity, is also a crucial decision. Different departments require various tools and equipment that make their work easier and fast. For example, every employee requires a computer to store information which can be used by the organization when any need arises. As a manager, when issuing these computers, allocate reliable computers with good processors which can improve good servicing. Lastly, a good internet connection should also be installed to enhance the employees undertake good research, effective communication and also market the company online to increase its reputation. References B., N. (2014). To raise productivity, let more employees work from home. 2. Burchell, M. R. (2014). How to build it, how to keep it, and why it matters. San Francisco: Jossey-Bass. Collins, T. (2015). Workplace family: A framework for getting the best from your employees. S.I: Lulu Com. F., W. (2015). When your boss wears metal pants. 2. G., C. (2015). How to Build the Perfect Workplace. 3. G., C. (2015, 03 5). What makes a workplace a 'Great Place'? 1-2. Goffee, R. . (2015). Goffee,Why should anyone work here?: What it takes to create an authentic organization. Boston: Harvard Business School Press. Great Britain., . G. (2015). Governance and best practice in workplace. London: Stationery office. Hopwood, D. . (2015). Workplace safety: A guide for small and midsized companies. Hoboken, NJ: Wiley. Kjerulf, A. (2014). Happy hour is 9 to 5. How to love your job, love your life, and kick butt at work . L., L. A. (2014). Making Time off Predictable Required. 1. Matuson, R. (2015). Talent magnetism: How to build a workplace that attracts and keeps the best. Boston: Nicholas Brealey Pub. McKinnon, T. (2013). How to create a good company Culture. 1-2. Monroe, J. (2014). 7 Secrets to Creating a Great Workplace. 1-2. Ryan, K. . (2014). Driving fear out of the workplace: Creating the high-trust, high-performance organization. San Francisco, Calif: Jossey-Bass. Sheridan, R. (2015). Joy, Inc: How we built a workplace people love. Stewart, H. (2014). The happy manifesto: Make your organization a great workplace. London: Kogan Page. W., A. (2014). How to create a workplace people love coming to work. Watkins, R. . (2014). Handbook of Improving Performance in the Workplace, Volume 2, The Handbook of Selecting and Implementing Performance Interventions. New York, NY: John Wiley Sons. Williams, L. C. (2014). Creating the congruent workplace: Challenges for people and their organizations. Westport, Conn: Quorum Books.

Materials and Methods free essay sample

Technical grade Diazinon (DZN); O,O-Diethyl O-[4-methyl-6-(propan-2-yl)pyrimidin-2-yl] phosphorothioate (98% purity) was donated from El-Helb, Pesticides and Chemicals, New Damietta, Egypt. It was diluted in corn oil for preparing the required concentrations. Dosing concentrations were freshly prepared during the administration period. Moringa seed oil (MSO) was purchased from Earths Moringa P.O. Box 39503, Los Angeles, CA 90039. Reduced glutathione (GSH), 1-chloro-2, 4-dinitrobenzene, nicotinamide adenine dinucleotide phosphate (NADPH), thiobarbituric acid (TBA), trichloroacetic acid (TCA), H2O2 (33%), ethylenediaminetetraacetic acid (EDTA), reduced glutathione (GSH), 5,5 dithiobis-(2-nitrobenzoic acid (DTNB), potassium fihydrogenphosphate (KH2PO4), butanol and sodium chloride (NaCl) of technical grade used in this study were purchased from Sigma Chemical Company (Saint Louis, USA). Other chemicals were supplied from Merck Led. SRL Pvt., Led., Mumbai, India.2.2. AnimalsTwenty male Albino rats Sprague–Dawley, weighing 180–200 g, were supplied from the Animal Breeding House of the Medical Research Institute, Alexandria University, Alexandria, Egypt. Animals were maintained at the animal care facility in the Faculty of Medicine, in plastic cages under controlled temperature (23  ± 2 oC), 12-h light/dark cycle and 50  ± 5% relative humidity. We will write a custom essay sample on Materials and Methods or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Water and food were available ad libitum. Rats were acclimatized to the laboratory environment for two weeks prior to the start of the experiments. Animal Care ; Experimental Committee, Alexandria University, Alexandria, Egypt, and all animal procedures were carried out in accordance with the Ethics Committee of the National Research Centre conformed to the Guide for the Care and Use of Laboratory [15]. During the experiments, maximum care was taken to minimize animal suffering and in addition, the number of rats used was kept at minimum.2. 3. Experimental designAfter two weeks of acclimatization, animals were divided into four (n = 5 rats per group) equal groups.†¢ Group 1: Control group; rats were given 1 mL/kg body weight (b,w)/day by gavage for 28 days;†¢ Group 2: DZN group; rats were given DZN 12.50 mg/kg b.w/day (1/100 LD50) by gavage for 28 days. The LD50 and the regime schedule were selected according to the previous study [16,17];†¢ Group 3: MSO group; MSO was given, 200 mg/kg b.w/day, by gavage for 28 days according to the previous study [18];†¢ Group 4: MSO + DZN group; rats were given first with (MSO (200 mg/kg b. w/day) by gavage and after 30 min were given DZN (12.50 mg/kg b.w/day (1/100 LD50) by gavage for 28 days.2.4. Sample collection and preparationThe animals were starved overnight for 12h before blood was collected. Rats were anaesthetized with rats were weighed and anesthetized with sodium pentobarbital (40 mg/kg i. p.), and venous blood samples were collected by direct heart puncture into sterilized vials. Blood samples were allowed set to clot at 4 oC and centrifuged at 2500 g for 10 min. Then 1000 ?l aliquots of serum were placed in microfuge tubes and frozen on dry ice. Labeled bags were placed into freezer at -20 oC until the time of the assay.Livers was removed from rats under anesthesia, after 28 days of treatment and washed with cold saline buffer to remove any clotted blood or tissue debris. Washed livers were immediately stored at – 80 oC. To obtain the enzymatic extract, tissues were homogenized in ice-cold 50 mM sodium phosphate buffer (pH 7.0) contains 0.1 mM ethylendiaminetetra-acetic acid (EDTA) to yield 10% (W/V) homogenate. The tissue homogenates were then centrifuged 1500 Xg for 20 minutes at 4  ºC. The supernatants were kept at – 80  ºC till the time of determination of oxidative/antioxidant parameters.2.5. Serum biomarkersAll serum parameters were determined using a commercial kit in accordance with manufacturers instructions using a spectrophotometer (Shimadzu UV-VIS Recording 2401 PC, Japan). Serum samples were analyzed for total protein by Lowry et al. [19]. Albumin concentration was determined by Doumas et al. [20]. Serum alanine aminotransferase (ALT; EC 2.6. 1.2) and aspartate aminotransferase (AST; EC 2.6.1.1) were determined using commercial kits obtained from Biodiagnostic kit (Cairo, Egypt). The principle reaction of the colorimetric determination of AST or ALT activity is based on the reaction of aspartate or alanine with ?-ketoglutarate to form oxaloacetate or pyruvate hydrazone formed with 2, 4-dinitrophenylhydrazine [21]. Serum alkaline phosphatase (ALP; EC 3. 1.3.1) activity was measured at 405 nm by the formation of para-nitrophenol from para-nitrophenylphosphate as a substrate [22] using commercial kits obtained from Biodiagnostic kit (Cairo, Egypt). Serum lactate dehydrogenase (LDH; EC 1.1.1.27) was determined according to the method of Friedman and Young [23], using kit obtained from Spinreact (Santa Coloma, Spain). Cholesterol and triglycerides was measured according to the method Carr et al. [24] using Biodiagnostic kit (Cairo, Egypt).2.6. Lipid peroxidation assayThe extent of LPO was estimated as the concentration of thiobarbituric acid reactive product malondialdehyde (MDA) by using the method of Ohkawa et al. [25]. MDA concentrations were determined using 1,1,3,3-tetraethoxypropane as standard and expressed as nmol/g liver tissue. 2.7. Antioxidant enzymesCatalase (CAT, EC. 1.11.1.6) activity was measured according to the method described by Aebi by assaying the hydrolysis of H2O2 and the resulting decrease in absorbance at 240 nm over a 3 min period at 25 oC [26]. The activity of CAT enzyme is expressed as U/gm tissue.Glutathione peroxidase (GPx; EC 1.11.1.9) activity was measured using H2O2 as substrate according to the method described by Paglia and Valentine [27]. The reaction was monitored indirectly as the oxidation rate of NADPH at 240 nm for 3 min. Enzyme activity was expressed as U/gm tissue. Superoxide dismutase (SOD, EC 1.15.1.1) activity was determined according to the method described by Marklund and Marklund by assaying the autooxidation and illumination of pyrogallol at 440 nm for 3 min [28].2.8. Reduced glutathione assayReduced GSH estimation was performed by Beutler et al. [29]. Livers were homogenized in 1 ml of 1.1% KCl cooled, then homogenate (100  µl) was mixed with 750  µL of precipitate solution (1.67 g glacial meta-phosphoric acid, 0.2 g EDTA and 30 g of NaCl in 100 ml D.W.) and 900  µl of D. W. Homogenate tissue was centrifuged at 2000g for 15 min to precipitate proteins. Protein-free supernatant (250  µl) was added to 1ml of Na2HPO4 (0.0 M) and the reaction was initiated by adding 125  µl of DTNB (6 mM) and the absorbance of 5-thio-nitrobenzoic acid (TNB) formed was measured at 412 nm. The level of GSH was obtained by standard curve and expressed as U/g tissue.2.9. Statistical analysisAll data were expressed as mean  ± standard deviation (SD) and then subjected to one-way analysis of variance followed by Tukeys multiple comparison tests. Values of p