Iago’s ego in “Othello” by William Shakespeare Essay

Sometimes there are people who are so evil and deceitful one can just feel dirty. Listening to them talk, hearing their words, and seeing their actions just makes one’s skin crawl. During the reading and the viewing of Othello it doesn’t take long to get this feeling about Iago. He is such manipulative, self-serving, and dishonest person; making it obvious he would be a man with a personality disorder. A narcissist is one who is only concerned about one’s self, manipulative, and will use anyone to get what they want. There is no doubt that Iago is the destructive villain in this play. Without Iago’s horrible traits and conniving actions this play would be very boring. He has been considered one of the most villainous characters of all time. Being around a person this evil is very frightening, they are able to accomplish so much with their manipulation. In this play there is no time wasted introducing the real characteristics of Iago. We see his self-servin g anger issues from the beginning. Iago is quick to mention his hatred for Othello (1.3.365). Iago’s ego has been hurt by Othello claiming Cassio as his lieutenant and passing up Iago. Iago feels that he has way more experience in battle than Cassio and just pretends to serve Othello until he can get his revenge (1.1.10-40). Iago mentions later that Othello slept with his wife, Emilia: â€Å"And it is thought abroad that twixt my sheets he’s done my office† (1.3.366-367). Roderigo is the first person to fall to his deceitful ways. Iago’s craftiness get Rodergio to trust him with his with his money; Rodergio says, â€Å"That thou, Iago, who hast had my purse as if the strings were mine†¦Ã¢â‚¬ . Iago states, â€Å"Put money in thy purse† (1.3.328) so that he might be able to win Desdemona’s love with gifts Iago will buy her. But the dishonest plan is here because he plans on keeping that money for himself. It is amazing to watch how quick and smart Iago can be with the other characters. He is able to quickly take a situation and find a way to use others as pawns to work his plan out. He is words and actions are so manipulative putting thoughts in others heads in order for them to assist him in his master plan.

Personal Development Essay

I have been employed as care worker with my Company, for the last 4 years. Upon joining the Company, I received an induction, which covered guidance and training, in areas applicable for my role. I also received a job description, which informed me of what I was expected to do within my role. When I first started working here, I had no previous experience as a carer, so I found the induction very informative, to support my role, and responsibilities. It informed me of the organisational policies and procedures, which I had to sign, to say I had read and understood their contents. My induction training also made me aware of the legislation that relates to my role, and the GSCC code of practice, that all social care workers must work to. The General Social Care Council,(GSCC) is the social care workforce regulator in England and their job is to regulate the conduct and training of the care workforce. As a care employee, I am required to abide by the code of practice as defined by the G SCC. see more:explain what reflective practice is This code states that I should: * Protect the rights and promote the interests of service users and carers * Strive to establish and maintain the trust and confidence of service users and carers * Promote the independence of service users while protecting them as far as possible form danger and harm * Respect the rights of service users while seeking to ensure that their behaviour does not harm themselves or other people * Uphold public trust and confidence in social care services * Be accountable for their practice and take responsibility for maintaining and improving their knowledge and skills. During my induction period with the company, I received regular supervision with my line- manager, who assessed my progress, and competence to perform my role. When my induction period ended, my supervision then took/takes place every 3 months. My supervision covers:- * All aspects of my practice * My career development needs * My reflections on training I have attended recently, progress with my NVQ or other qualifications * Information about the policy and procedures in my organisation. * Constructive feedback on my service delivery. My supervision is always held in a confidential setting, between myself and my Manager. My Manager records details of what has been discussed, targets identified, and achievement target dates to be met by me and my Manager. This is my personal development plan, and helps me to record training received, training identified, and knowledge gained. My supervision is my opportunity to discuss issues I am concerned about. Sometimes prior to my supervision, I write down notes on issues I want to raise, so that I do not forget whilst in my supervision. I also receive appraisal (performance review), meetings with my manager, these are usually once a year. This is a review of my performance, summarising what I think I have achieved, and what my manager thinks I have achieved over the last 12 months. I discuss my training record and identify what my Personal Development Plan will be for the next 12 months. I also agree some personal objectives or targets for me to achieve before my next appraisal. Other colleagues I work with may have been asked for their opinions on my work as well. As a care worker I must be accountable for the quality of my work and take responsibility for maintaining and improving my knowledge and skills. This means I identify mandatory training I may need, and refresher courses, to keep my knowledge up to date, and so meet the current care standards. I also receive training from observing more experienced colleagues, who can teach me ‘on the job’ techniques. This is ‘informal’ training, but is most beneficial, along with ‘formal’ training courses I attend. All training helps to improve my service delivery, and enables me to use recommended safe practice in my working role. I can develop my knowledge, skills, and understanding by: * Identifying the knowledge, skills and standards required for my job role. * Reflecting on my practice, and making improvements on previous practice. * Receiving constructive feedback from my manager, and colleagues. * Undertake learning activities that inform my working practice. * Put new skills that I have learned into practice. I attend regular staff meetings, where staff members can discuss service users in a confidential setting. This is good practice as it provides a platform for staff to share their experiences, and gain moral support and advice from colleagues. My employer also provides a counselling service for staff members, due to the ‘pressures’, of the role. I can ask my Manager for this service if I feel work pressures are too much, and my Manager and organisation will support me. If I have a work related problem, I can approach my supervisor, and line manager for support. I feel comfortable in doing this, as I am confident that they will address my issues, and help me to resolve them. I have the opportunity to develop in my role, as my employer arranges regular ‘in-house’, training opportunities. My employer has also encouraged me to undertake my NVQ qualification, and has allowed me ‘paid’ time for study. My employer advertises job vacancies internally, and I have been encouraged to apply for more ‘senior’ positions, for my career progression.

Divorce and Our National Values Essay

Peter Kramer in his essay â€Å"Divorce and Our National Values† suggests that either Americans celebrate the individual, autonomy, and self-fulfillment or we honor marriage as the centerpiece of social stability. The question is whether these values can be competitive and destructive or can they be complementary and empowering. Through teamwork and communication, marriage can be complementary and empowering while being honored as the centerpiece of social stability; however clashing points of view can cause the relationship to be competitive and destructive. First of all, I am the perfect person that can talk about marriage because I am married. Individualism, autonomy, self-fulfillment and the concept of marriage being the centerpiece of social stability all play their role positively if balanced correctly. Although we worked together to pay bills and satisfy our needs, we also supported each other’s sense of worth and striving towards our personal goals, such as educ ation and travel. Positive support and feedback are very important because there will always be disappointing moments, even overwhelming at times. Being reminded and loved helps society and our marriage move forward. Marriage being the centerpiece of society strives for the greater good, which is the world. I am in the Navy, an organization that gives me self-fulfillment. My wife is always at the house and after a while, she becomes itching to find herself other than be a housewife. We take up many identities: I am a sailor, a husband and a friend. With these titles, not only we can play multiple roles in society but at the same time, it contributes to personal satisfaction and from there, you can help others including the family succeed in any aspect. However, there is a dark side to all of this. Secondly, clashing viewpoints can cause relationships to be competitive and destructive. In most cases, selfishness is one example of a destructive viewpoint. Although there is a certain extent one can be selfish, too much selfishness is destructive to all walks of life, both work and relationship wise. I hear from my friends and family talk about people they knew that would go out and party instead of staying at home to spend quality time with the family. They talked about how the husband had to grow up fast due to impregnating his high school sweetheart and joining the workforce without realizing his personal ambitions or experiencing life as a bachelor. In society, women are more prone to settling down at younger ages than men. However, both sides are at guilt due to maturity and making the big decision of starting a family. Despite all the clashing, couples learn to understand each other’s viewpoints or edit themselves for the integrity of the relationship; all others take a turn for the worse and are not willing to work at the relationship, being satisfied with the outcome and themselves. Divorce can be double-sided or one-sided. In total, it depends on the couples and their viewpoints; some work out and some don’t. Although clashing viewpoints can be detrimental to marriage and even unsuccessful marriages hurting society as a whole, I believe that teamwork and communication will lead marriage in the right direction and can be honored as the centerpiece of social stability. We must learn to set aside our differences for the sake of the new generations to come. I do believe that nothing is perfect in our society; however people in general will become more productive, positive and moralistic when these values are incorporated into them, especially the marriage and eventually everyone will be able to understand one another for the sake of the greater good. Works Cited Kramer, Peter D. â€Å"Divorce and Our National Values.† Merickel, Missy James and Alan P. Reading Literature and Writing Arguement 4th ed. Boston: Longman, 2008. 503-505.

Biomed Case Essay

(Biomed), the family business in Thailand. On the other hand, as the new general manager of Biomed, he had some concerns about the first major decisions he was about to make and implement upon his return. Biomeds parent company, Thai Drugs Co., Ltd. (Thai Drugs), had just revised Biomeds market strategy, and the follow-on to this was the need to realign the sales compensation system to fit with the new strategy. Chiemchanya was charged with this task, and he saw high company risk and high personal risk in this situation. Teaching objectives The overarching objective behind this case is to get students to recognize the path to designing an appropriate sales compensation plan (market strategy ( sales roles and goals ( compensation plan both level and mix). The second objective is to have students work through what is required to successfully implement such a change since, whenever management tinkers with someones wallet, there is the potential for trouble.  The third objective is to h ave students realize that compensation cannot do everything in terms of aligning a new sales program with a new strategy. Sales managers have to realize that the compensation plan is not the quick fix. Other changes may be required to training, hiring, etc. to have complete alignment between the sales program and the go-to-market strategy. The case can be successfully used in undergraduate and MBA sales management courses and can also be used on executive development programs.  One idea would be to team teach this case with an organizational behavior faculty member who could focus on the change issues. This could unfold over two classes. Suggested Assignment Questions Its not necessary to revisit Biomeds go-to-market strategy, but it is necessary to become completely familiar with its premise and goals. Given this market strategy, what would you propose for a sales compensation plan What steps did you go through to get to this recommendation How will you successfully implement this change Remember you are tinkering with someones wallet. As a sales executive, is changing the compensation plan all that Chiemchanya has to do in order to tie the sales program to the new strategy TEAC HING STRATEGY This case almost teaches itself, as students should be able to develop a logical path from the new market strategy to the new compensation plan. They should also recognize the implementation challenges. It may be slightly more difficult for students to understand that compensation may not be the only component that needs to be revisited within the sales management program. Getting Started The key to getting started is to have students realize that the new go-to-market strategy is a given. The senior executive team has made the decisions and has passed these on to Chiemchanya. No time should be spent revisiting the strategy, but a bit of time needs to be spent making sure that the key components of the strategy are understood. An optional way to get started is to ask students who have worked in sales exactly how they were paid and why they think the compensation plans that emerge in the discussion are different. Then the instructor can move into the issue above. The Sales Compensation Plan At least 60 per cent to 70 per cent of the class time should be spent here. This is a case where you can have students lay out their proposed compensation plan and then have them justify the plan by helping them create the logic path of market strategy and goals ( role of the sales force ( tasks and goals for the sales person ( a compensation plan that supports the achievement of these goals. The way that the case is written should encourage this thinking, but if such a process does not emerge from the discussion, then it becomes the instructors task to introduce it. The concepts are all explored in the case (the old plan to give a basic structure and to allow students to calculate the level of compensation for a typical sales rep the market strategy the sales role the sales tasks and goals). It might have been more challenging for  students to devise some of these, however, this cannot be done in one class and the key learning is around the process/steps to a successful plan. Implementation We cannot let students stop with the design of the plan. The next section of the class has to focus on how to successfully implement the plan. This involves figuring out what the reaction of various salespeople might be as there will be a variety of reactions. For example, reps who are already focusing on drugstores, and selling the identified subset of products at good prices will see this as a no-brainer. The opposite is also true. This is also an opportunity to reinforce the difficulty of implementing changes that can potentially alter someones take-home pay. It also raises the issue of the role of the first-level sales manager as part of the change process. Chiemchanya has to get this person on board or he is going nowhere. Other Sales Management Program Changes Even if there are only a few minutes left in class, the question needs to be raised as to whether anything else needs to be addressed within the sales management program. The more obvious ones include some training to get salespeople comfortable with the new role perhaps an assessment of sales people, in terms of their suitability for the new role the increased need for coaching, at least in the short run, to get reps focused and behaving differently and the potential role that recognition could play in bringing about behavioral change. An option here is to have the case extend over two classes, with the sales compensation plan addressed in the first class and the implementation and other changes addressed in the second class. This could then be topped off by a brief lecture on sales compensation. CASE ANALYSIS The Sales Compensation Plan Whats a bit different with this teachin g note is that we have the actual process that the company followed to redesign the compensation plan. In general, this provides the analysis for core of the case. The authors of the teaching note have added some comments in italics, which reflect on some of the process. Of course the instructor can challenge any of the ideas presented and put things forward differently in class. 1. Target Total Cash Compensation (TTCC) The first step was to define the TTCC. This is the amount that a sales representative would earn if he (all sales reps were male) achieved expected performance. TTCC should be comparable to industry norms, attractive enough to recruit new candidates, and it should meet management goals. TTCC included both cash  and non-cash components. Base salary Sales commission and bonuses Benefits Contests/special rewards Recognition events Expense reimbursement The instructor can start a discussion as to which of these components should fall under the rubric of compensation. The focus of most of the discussion should be on a) and b). In this case, it was assumed that the current TTCC was appropriate. The current compensation plan generates a TTCC as shown below. ComponentBase Salary with Commission and BonusBase SalaryBase Salary/YearTHB60,000Commission RatePerformance To GoalCommission rate1st Commission RateUp to 1001.52nd Commission RateSales beyond 1003Quarterly BonusPerformanceBonusQ1Achieve 100 of Q1 YTD GoalTHB3,000Q2Achieve 100 of Q1-2 YTD GoalTHB4,000Q3Achieve 100 of Q1-3 YTD GoalTHB5,000Q4Achieve 100 of Q1-4 YTD GoalTHB6,000Bonus for previous quarters are retro-backed when YTD goal is achieved  Sales Volume YTD (THB)Expense THB /day0 500,000380500,000 1,000,0004201,000,000 2,000,0004602,000,000 and above500 This is an unusual plan since expenses are not flat, based on territory variables such as size, nor simply reimbursed. They increase with performance. This could be viewed in two ways. First, the argument could be that reps who are selling more are spending more to get these sales. Second, it could be argued that the increased expenses were some form of bonus that could end up in the sales reps pocket if it wasnt spent. Current TTCC Expected performance is annual sales of THB2,000,000 per sales representative, therefore a) Base salary THB60,000/year b) Sales commission and bonus A sales representative who achieves 100 per cent target (assume THB2 million) will receive 1.5 per cent of sales. 1.5 2,000,000 THB30,000 A sales representative who achieves 100 per cent target will receive all quarterly bonuses. 3,000 4,000 5,000 6,000 THB18,000 Total Sales Compensation THB48,000 c) Benefits The sales force receives the same benefits as other Thai Drugs employees. d) Contests/special rewards Currently there are no contests or special rewards. e) Recognition events Currently there are no recognition events. Change in TTCC components a)Base salary and b) Sales commission and bonus The company believed that a base salary component was necessary for Biomeds sales representatives, especially if the reps were to buy into the new plan. Also, since Biomeds strategy was to focus on building good customer relationshi ps, a salary component would encourage sales reps to think about the long term. The sales commission and bonus component was also viewed as necessary. The base salary and commission/bonus component, when combined, was to increase when compared to the current plan. Since the TTCC was to remain the same, this increase would come from expense reimbursement discussed later. Regarding the weight of salary/commission/bonus, this issue will be discussed in the next step (Compensation Mix). c)Benefits The benefits would remain the same.  d)Contests/special rewards In the past, Biomed never rewarded sales representatives by offering, e.g., a holiday trip. However, holiday trips can be a very effective motivating tool both before the trip and after. Moreover, it was felt that the motivational effect of holiday trips could last longer than cash of the same value. Biomed proposed that a holiday trip should be included into the new plan. It would be rewarded only for exceptional performance of the whole team. Thus it should not be included to the TTCC figure since TTCC is the target for sales representatives reaching expected performance. e)Recognition events Since Biomed is a small company with 11 sales representatives, it was suggested that large recognition events might not be appropriate. Small team meetings could be used to recognize excellent performers. f)Expense reimbursement The company decided to change the expense allowance to be a true expense. The change was to adjust the allowance to a flat THB400 per day. This results in an annual expense allowance of THB96,000. Since the original expense figure is THB98,400, the 2,400 was to be added into the base salary/commission/bonus component of TTCC. Biomed thought that this change had two benefits. First, since the expense and sales compensation would be separated, the compensation plan would be easier for the sales reps to understand. Secondly, it was viewed as promoting equity since all reps would receive equal expenses.

Occupational Health and Safety Essay Example | Topics and Well Written Essays - 1500 words

Occupational Health and Safety - Essay Example There is no standard as to what elements or factors should be present for workplace or working conditions to be considered safe. The Contributory Negligence Doctrine puts the entire blame on the employee and frees the employer of any responsibility on the mishap that occurred. The relationship between the employers and the workers is one where their goals and the means of attaining them are segregated or are on totally opposite fields. There is no interdependence and cooperation in reaching a common goal. Employers are mainly concerned with production and are not involved in matters concerning the conditions and welfare of their workers or employees. This doctrine held on to the notion that employees are totally and solely responsible for their actions and management is a separate entity which is only accountable to itself and to the costs and profits of the business. Being a separate entity, employers are in no way part of the workers personal and individual concerns, even wile in the workplace or within the premises of the company structure, other than the giving of wage for service rendered. The basis of the relationship is only grounded on the exchange of services for wages. This doctrine's main assumption is that if employees, prior to their acceptance of the job or prior to the commencement of their duties, are aware of the hazards involved in the job or of the presence of hazards in the workplace then they have accepted these hazards as part of the employment conditions. They cannot therefore sue their employees in the event that an accident happens, because their acceptance of the job meant that they have accepted the hazards that go with it. The court based this doctrine on the theory that if an employee sees that there are hazards involved in the job before even accepting the work, he would demand for a higher wage because of the possibility of getting injured. The employer on the other hand, as a reaction to this demand, would either do something to remove the risk or would pay the additional salary. This doctrine reflects again a boxed relationship between the employee and employer where the concern lies in the exchange of service for money. The concern does not extend to the physical or emotional welfare of the employee while working for the company. There is no initiative on the part of the employer in providing safe conditions for the workers. The reaction of eliminating the risk factors is just a response to the issue of additional wage demanded by the worker. The basis of this reaction again is the financial standing of the company or the cost that they would have to incur. It is in no way to afford additional benefits to workers like safe working conditions. The burden of protecting oneself from work hazards is again on the shoulders of the workers. By demanding for additional compensation in exchange for a future possibility of an accident occurring while at work, the worker will free the employer of any liability. C. Fellow-Servant Doctrine The basic idea of this doctrine is that an employee cannot seek compensation from the employer for damages if the accident was caused, either entirely or in part, by a co-worker. This doctrine is regarded as an extension of the

Leadership Essay Example | Topics and Well Written Essays - 500 words - 5

Leadership - Essay Example Trust from others – a leader has to develop the trust from his/her constituency. In a soccer game if the couch has given specific instructions of how a game strategy should be followed, all team members must trust that this strategy is going to be followed out in the field; Think creatively and objectively – a leader needs to create situations that will enhance the outcome results and be objective in the process. This creative thinking and objectivity may be discussed with the coach and the team members during practice for field performance; Partnership – a leader needs to make adjustments in his/her role and use the avant-garde posture: horizontal and vertical communication and make everyone feel that they are the owners of their fate and as such they are responsible for their actions. If a soccer player is not in place to receive the ball, an alternative player may be the receiver of the ball until the player is in place to perform the strategy that was delineated; Justice to think fairly – a leader should be able to balance criteria so that a fair view of different situations is present. A player may not feel well, therefore, his/her performance may not be up to par during a given

Individual Project Thesis Example | Topics and Well Written Essays - 3000 words

Individual Project - Thesis Example In this discussion it will provide the information and detailed analysis of podcasting technology, which will include its introduction, history, current usage, main advantages and disadvantages etc. The purpose of this discussion is to concentrate on this technology regarding educational point of view. The future of this technology will also be part of my discussion. The discussion will be started by providing the information and detailed analysis about Podcasting technology, which will include in first section a complete introduction of this technology then its uses in different field of life, next section will provide the brief but complete history of Podcasting, in next section the technology that is used in podcasting will be discussed, main advantages and disadvantages are in proceeding sections, then It will explain uses of this technology from the educational point of view and the future of this technology will be also part of this discussion, that will show how podcasting is currently in use in education and learning and next section has few suggestions (future of this technology) about podcasting usage for educational point of view. The last section comprises overall conclusion of the topic and discussion. The aim of this discussion is to concentrate this technology regarding educational point of view. In the appendix of this assignment information regarding listening devices technology required for Podcasting, podcasting Resources will be discussed. Finally a list of resources from where data is collected will be provided in the form of references. What’s a podcast? A podcast is at no cost resource video or audio series, looks related to a TV or radio show, that anyone download from iTunes web and watch and listen on your on hand platform . Go to and Visit the iTunes Store to search for podcasts that attract your attention. Once anyone locate one, offer it a rapid listen, and then click a