What Is Orientalism Essay Example For Students

What Is Orientalism? Essay What Is Orientalism?Said made a clear analogy between orientalism and colonialism. They are both setwith the same binary opposition. white/ non whiteoccidental/ non occidentalIn a very detailed and structured study of the orient (behavior, habit,tradition ) we document a large amount of fact and data. All compile in ageneral study they produce the illusion of a well understood and objectivelyconstructed knowledge. These are, in fact, mere observations and purely subjective entities (seen onlywith the western eyes) which do not explain nor reflect the true nature of theobject. We will write a custom essay on What Is Orientalism? specifically for you for only $16.38 $13.9/page Order now We then generalize from theses singles observations, set up categories andlabels. We are now able to answer questions very simply creating this illusionof knowledge. We witness the realization of cliches; single sided beliefs that fuels themselves upon their own ignorance. SAID then explains how this technique empowers his creator. The rigorousdiscourse, the elaboration of thought and ideas, subjectively authenticateditself. The content is no longer address and leaves the victim of the discoursereduced to plain and pure denial. The content has become a set of prejudicialbelief (cliches). To remind you of the famous aphorism: the pen is mightier than the swordHe writes:Orientalism is fundamentally a political doctrine willed over the orientbecause the orient was weaker than the west.Though injustice has already been served and the political establishment iscapitalizing on those cliches, it is interesting to notice that SAID himselfalready looks at the orient with orientalism (western eye). Was the orient really weaker than the west?Could it be simply that the orient was just farther? May be not interested? Hadno curiosity towards the western world?Could it be that the orient was to busy and was not much concern about thiswestern curiosity?Very clearly, Orientalism, a very subjective and erroneous ideology demonstrateits genuine power and how, like a rumor running wild, it is hard to remainobjective. I personally understand cliches like subversive negative myths which fashion theunderstanding and the knowledge of cultures, society and people. They create permanent damages, ingrain false ideas or concepts, instillignorance and are very difficult to revert or demystify. When SAID examines the effects of western cliches, he describe the orient asorientalized. It is now a subjective notion. The orient became a western concept, orientalism a tool to control andmanipulate. This relationship (western/orient) though works both ways: the west becomes asmuch of a fiction as orient is. We can also look at the west with orientalperspective. In this relation of differences a new western set of representation emerges. Both cultures now understand each other through a web of cliches. We witness an ideology of mutual ignorance leading to far greater differences. What can we do? Is it too late?In another text, writing back or challenging the canon, SAID offers a literarysolution. It is the writer responsibility to objectively criticize his discourse and toprotect the reader from misleading literature. And as for what as been done, writing back is surely a way to restore truth,denounce myths, abolish cliches and reach out to a more objective literature. It will seems though quite impossible to erase what as been done, to remainobjective when even your own thoughts are guided by subjective values deeplyrooted in our mind. The effect are much irreversible and the best we can do is not to steer awayfrom subjectivity and remain focus and aware of the power of text.

Gollum, Epenthesis, and Haplology

Gollum, Epenthesis, and Haplology Gollum, Epenthesis, and Haplology Gollum, Epenthesis, and Haplology By Maeve Maddox As I watched holiday re-runs of the Lord of the Rings movies, I wondered if there might be a term for the way Gollum adds syllables to words. Note: Gollum is a fictional character in The Hobbit and its sequels by J. R. R. Tolkien. In Peter Jackson’s movies, Gollum is played brilliantly by Andy Serkis. Gollum frequently adds a sound or syllable to words, especially plurals. For example: Sneaky little hobbitses. Put out his eyeses, make him crawl. What has it got in its nasty little pocketses? Master tricksed us.   Wicked, tricksy, false! There is a term for adding sounds to words: epenthesis /ee-PEN-thih-sis/. In phonology, epenthesis is the addition of one or more sounds to a word, usually within the word, but not always. The term combines Greek epi, â€Å"in addition to,† en, â€Å"in,† and thesis, â€Å"putting.† The addition of a consonant is called excrescence and the addition of a vowel is called anaptyxis. Here are some common examples of epenthesis sometimes heard in conversation: /I-dee-r/ for idea /drawr-ing/for drawing /fil-um/ for film /ath-a-leet/ for athlete /somp-thing/ for something Haplology, on the other hand, is dropping a sound or syllable from a word. The term combines Greek haplos, â€Å"simple† and logos, â€Å"speech.† Here are examples of haplology: /feb-u-ree/ for February /lye-bree/ for library /prob-ly/ for probably The examples I’ve given are all nonstandard pronunciations, but sometimes the processes of epenthesis and haplology result in alterations that eventually become standard. Epenthesis gives us England and thunder. The name England derives from the earlier form Engla land. An earlier form of thunder was thunner. Haplology is at work in the pronunciation of the British place name Worcester, which is still spelled with three syllables, but pronounced with two: /WOOS-ter/. Some regional speakers pronounce Mississippi as /mis-SIP-ee/. A similar process in spelling is called haplography: â€Å"Missippi† for Mississippi. (Also called misspelling.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:30 Synonyms for â€Å"Meeting†Hang, Hung, HangedEach vs. Both

Applications in Corporate Finance. Buildalot Essay

Applications in Corporate Finance. Buildalot - Essay Example Background of the company Buildalot is a 50 years old construction company of Ireland. The company was incorporated 30 years back as a group of companies. This consists of many wholly owned subsidiaries that operate in different segment of construction industry. Three segments where company’s business operates are major construction projects, house building construction and office building construction. Subsidiary that operates in major construction project is based on types of undertaken projects. Office building subsidiaries undertake projects related to office constructions. It operates in Europe and Middle East along with successful penetration in the home country of Ireland. The company House building subsidiaries also operate in internationally. The company initially used to engage in residential house building in Ireland started these constructions in these major segments after incorporation in 30 years back. . Business environment analysis Market economy The company operates maximum in domestic market i.e. Ireland. Therefore, this market has substantial influence on this business. Age of democracy and age of the company is similar. So, the company has experienced gradual growth of expenditure of people of this country over the years. Inflation rate in this economy has remained 4% annually over last few years and GDP of this country has been expected to grow 4% annually for next few years. Countries in European Union are the main trading partner of this country. Market competition The extent of competition among the firms in construction industry in this market is high. Eight large companies have been leading the construction market in Ireland. There three other companies including Buildalot who are highly involved in construction work in domestic market as well international markets. According to company’s annual financial data of 2010, it constructed 12% of total new units during this financial year. But, in case of internati onal operation, its business is very small compared to other international companies. The company has generated substantial market share in Ireland especially in office construction segment. Construction projects subsidiaries also awarded many contracts in foreign markets also. Therefore, the company has successfully developed competency and brand value in domestic as well foreign markets. Equity capital structure of the company Buildalot is public limited company which has 441.6 million shares in issue out of total 800 million shares. Issuing price of share is ?0.50. Company’s shares price rose up all time high at ?13.82 at 30th June, 2011. This is a good indicator of company’s growth and it was because of its more than expected results in 2010 financial year. Institutional shareholders have maximum stake than individual shareholders

Forty Fruity Company Essay Example | Topics and Well Written Essays - 1000 words

Forty Fruity Company - Essay Example The company holds that it provides something for everybody, a reason for its choice of location (AIJN, 2008). The management at the company believes that as much as they do not promise eternal life and instant beauty to their clients, they advise that regularly drinking juice make them feel full of energy. FortyFruity Company runs through delicious, healthy, and nutritious item products as the product line. The company enlists milkshakes, delicious juices, and fruit salads on its menu prepared and presented in an upscale and bright environment. They become brighter, develop smoother skins, a smile that matches the complexion, as well as lose weight. Furthermore, they have a happier and healthier lifestyle. FortyFruity opened its doors to clients in Abu Dhabi, United Arab Emirates in two thousand and two. The company offered an exceptional concept concentrating in provision of fresh fruit salad and fresh juices to the fruit market. The company operates based on three primary goals in the FortyFruity business network. The fundamental goals are outstanding customer service, provision of highest quality fresh juices and fresh fruit salad, as well as affordable prices to all the clients. Since the company aims at ensuring that, a real combination of healthy and tasty drinks reaches the cus tomer’s table, then the location. The management should ensure that other outlets of the company are in densely populated areas. It will help the company get closer to the customers their clients, which will bring the difference between their accessibility and their competitors. It should add proper means of transporting or serving their customers to wherever they need. Their creamy and tasty shakes ought to have a combination of vanilla yoghurt, milk, and fruits (Groenewald, 2009). Customers consider the creamy shakes special products. The company will, and then squeezes the juice from fresh fruits to make their juice products more marketable. Forty Fruits holds

Chemical Synapses Essay Example | Topics and Well Written Essays - 500 words

Chemical Synapses - Essay Example The process that must occur in the presynaptic axon is a series of events that lead to release of a neurotransmitter. An action potential in the presynaptic cell causes Ca2+ channels to open. An influx of Ca2+ into the presynaptic terminal causes the neurotransmitter, which is stored in synaptic vesicles, to be released by exocytosis. The neurotransmitter diffuses across the synaptic cleft, binds to receptors on the postsynaptic membrane, and produces a change in membrane potential on the postsynaptic cell. The change in membrane potential on the postsynaptic cell membrane can be either excitatory or inhibitory, depending on the nature of the neurotransmitter released from the presynaptic nerve terminal. If the neurotransmitter is excitatory, it causes depolarization of the postsynaptic cell; if the neurotransmitter is inhibitory, it causes hyperpolarization of the postsynaptic cell. Local currents depolarize each adjacent region to threshold. Finally, the presynaptic terminal is depolarized, and this depolarization causes voltage-gated Ca2+ channels in the presynaptic membrane to open. When these Ca2+ channels open, the Ca2+ permeability of the presynaptic terminal increases, and Ca2+ flows into the terminal down its electrochemical gradient. Ca2+ uptake into the terminal causes release of the neurotransmitter acetylcholine (ACh), which has been previously synthesized and stored in synaptic vesicles. To release ACh, the synaptic vesicles fuse with the plasma membrane and empty their contents into the synaptic cleft by exocytosis. ACh is formed from acetyl coenzyme A (Acetyl CoA) and choline by the action of the enzyme choline acetyltransferase.

Benefits of Social Media Recruitment

Benefits of Social Media Recruitment With the advent of social media, companies have more information than ever on job candidates, and the process of evaluating those candidates can be lengthy. In the past, companies tried to determine candidate fit through their rà ©sumà ©s. Today, employers perform web searches on candidates, learn more about them from social media, and examine their work samples. These processes introduce noise and are potentially risky the Protected Class issue Id mentioned before often leading to inconsistent results as well. Also, it is a challenge to derive useful information, such as passion around a particular technology or relevant professional connections. To ensure no ethical or legal boundaries are crossed, our proprietary technology removes the noise, such as Protected Class data, ensuring both the privacy of the job seeker is protected while helping the employer get a better perspective on the best candidates for the position. Companies are increasingly using  social recruiting  t o source candidates for employment, as well as to investigate applicants they are considering hiring. Its important to be aware of how companies are using social media to recruit, so you can use employers recruiting tactics to your advantage and position yourself to be discovered by companies seeking candidates. A new survey released by  Jobvite, a company that provides applicant tracking software, shows that 92% of employers are using or planning to use social networks for recruiting this year. This is up slightly from last year at 89%. The study retrieved insights from over 1,000 companies, mostly based in the U.S., in a wide variety of industries. Social networks are viewed by corporations as a means to recruit both passive and active candidates in a personal yet professional way. Companies such as  Ernst Young  Ã‚  are building employer brands on social networks to position themselves as the best place to work and to interact with potential candidates. Aside from passively marketing their companies, recruiters are messaging prospects directly, getting introduced through connections and posting jobs in groups. They are using these networks to fish where the fish are. Here are some more details regarding how recruiters are using the top three social networks, and how you can best shape your profiles and posts to increase your chances of getting hired. 1. LinkedIn.  Nearly all (93%) of recruiters are using LinkedIn to discover talent. This is up from 87% in 2011 and 78% in 2010. Furthermore, 89% of recruiters have hired through LinkedIn. LinkedIn was made for recruiting, and the site has an entire suite of recruiting solutions.  LinkedIn Recruiter  allows recruiters to reach passive candidates by expanding the reach of their personal networks, contact candidates directly and manage a pipeline of talent. The smart advice is to fully utilize LinkedIn in your job search. Its essential to have to have a flawless (and completely filled-out) profile so that recruiters take you seriously. You should also optimize your profile by adding specialty keywords into your headline (for example eCommerce and Social Media Expert), summary, and throughout the rest of your profile so that when recruiters search for candidates with certain skills, you come up. I also recommend that you join industry groups to connect with recruiters that are loo king for industry-specific candidates. 2. Facebook.  Out of the three networks, Facebook saw the biggest gain in overall usage by recruiters to find job candidates, moving from 55% in 2011 and 2010, to 66% today. One in every four recruiters has successfully found a candidate on Facebook. Companies are using Facebook to discover talent and arent hiring directly from the site. But they are creating Facebook pages and promoting them, as well as jobs, through the  Facebook Ads  platform. Recruiters are using Facebook groups, advertising and their corporate Facebook careers page in order to source candidates. For instance, Marriotts Jobs and Careers page has an application that lets you run your own Marriott Hotel kitchen, which increases their page engagement and attracts more people to like the company. As a job seeker, you have to make sure youve turned on your privacy settings, are careful what you post regardless, and youre tapping into your friend network to get referrals. You can also use the BranchOut or BeKnown applications to map job openings to your network. If nothing else, you should like a company so you can follow updates and comment. 3. Twitter.  More than half of recruiters (54%) now use Twitter as part of their talent search. This is up from 47% in 2011 and 45% in 2010. Only 15% of recruiters surveyed have actually hired a candidate through Twitter. Companies are using Twitter to post job entries through their own accounts (i.e.  CitiJobs). They are also using third party companies, such as  Tweet My Jobs  and  Twit Job Search, to promote their listings. Job seekers should follow companies they want to work for on Twitter and watch out for job listings, while also interacting via Twitter with employees who work there. Again, its important to have a strong profile and several Tweets under your belt before you start truly utilizing Twitter to help you pursue work. If Im a recruiter, Social media can be a great source for discovering passive candidates those who are employed but open to changing jobs for the right opportunity who represent nearly half of all currently employed talent. Because the desired opportunities rarely exist on job boards, and job seekers are participating in communities all over the web (sites like GitHub for engineering talent, for example), social media can become a fascinating place for employers to find talent that they may not be able to find otherwise. At Reppify, we simplify this process even further by first identifying this talent and then connecting with this talent to suggest those candidates who best match against specific job criteria. If Im a job seeker, Leveraging your network wherever possible is key. The average user on a network such as LinkedIn, for example, has around 200 connections. With hiring on the rise again, job seekers will need to use their connections to help get ahead of the competition and get through to those jobs where they are most qualified. Soon, this will also begin working in reverse as employers adopt new technology and tools, those right jobs will begin to find you. ADVANTAGES OF UTILIZING SOCIAL MEDIA IN TERMS OF RECRUITMENT: It is more efficient. Organizations can use social media to tap potential recruits much more easily by advertising vacancies and searching for recruits on LinkedIn, for example. However, LinkedIn and other social media applications can actually be used for much more than simply a job post site. Indeed, social recruiting can be used to increase effectiveness and forge new and deeper relationships between employees and employers. Rather than simply recruiting the person with the best-looking CV, social media can ensure that that person is also the best fit for the company. Technology is essentially being used to provide better quality links to potential employees, developing and maintaining a relationship over a number of years, which can be tapped in to at later date. There are a number of ways in which this can be done, for example, LinkedIn, Facebook and other social networks offer the chance to form a community based on a topic determined by the organization. However, while an organization like Goldman Sachs globally invests over 100,000 hours each year in conversations with prospective employees, it is not always practical for organizations to put this much effort into their recruitment. That said, social media does make it simple for any organization to proactively develop some kind of relationship with potential employees to the best if its ability.  Ã‚   Social media applications are also being used to rate and compare employees, determine cultural fit and extend internal initiatives, like the referral scheme, to an external audience and using social media to compliment their hiring process: 75 percent are using LinkedIn for background checks and 48 percent are using Facebook for background checks. In fact, more than two-thirds of all HR professionals now run internet searches on job applicants. According to Microsoft, one in four HR employees has rejected a candidates application based on their social networking profile, while only 37 percent of people see it as their responsibility to protect their online reputation.   Top 10 tips for social media recruitment: Rip up the old organizational chart:  The corporate social media function crosses disciplines. The customer service, public relations, marketing and sales teams, they all have a stake in how the social media function impacts daily operations. Dont give the job to the junior staffer:  British furniture retailer Habitat learned a hard lesson in 2009: dont entrust the brands Twitter feed to an impudent intern. Since the infamous hash tag incident, in which Habitat tried to spam the Twitter verse by using trending hash tags from the Tehran protests, companies have started putting a dedicated, always-staffed Dont outsource:  This is a job thats far too vital to be placed in the hands of an outside agency. The insights that come with speaking directly to customers is crucial feedback that can better inform a companys sales, PR and marketing functions, plus product development and innovation.   Give the social media team the power to report to the board:  The social media outreach team has a finger on the pulse of customers, prospective customers and critics. This is vital detail that needs to be communicated as far up the management chain as possible.   Be prepared:  A lone gripe posted to Facebook, Twitter or on a blog can quickly become a PR nightmare. Have a response strategy drafted up and be ready to use it. Find your voice:  Veteran journalists speak of the need to develop a resonant voice, one that puts the reader at ease, entertains and informs. Its no different with your social media communications strategy.   Be courteous, professional and respectful:  This is a medium that gives some companies fits because they do not know how to respond to customers venting their frustration. Take the high road.   Treat each gripe as an opportunity to learn:  In the old days you had to organize focus groups, promising them tea and biscuits, to learn what the public thought of you and your products and how you conduct business. Now, that detail is available without strings.   Monitor, monitor, monitor:  What is the public saying about you? About your competitors? You need to listen intently before you can begin to engage, and ultimately, transform your brand into a more transparent and socially adept organization. Reasons Social Recruiting Beats Traditional Recruiting Recruiting top talent has always been a challenge. But with new social recruiting tactics, many companies are turning to online communities and platforms to source candidates quicker and easier. 1. Making Human Resources Human Again, Digitally: Social recruiting has a major advantage over traditional recruiting: its more human. Compared to the post a job; wait for hundreds of resumes; let ATS filter through keywords; never get back to anyone process many use today, social recruiting is a transparent, active approach where only the best candidates are sourced. In addition, recruiters can determine first impressions and cultural fit even perform a bit of a background check before approaching the candidate. 2. Ability to Connect with Top Talent Now: Social recruiting has made it possible to interact directly with job candidates. These days, the best candidates are easily found online and recruiters can weed out job seekers who are not a match for the position in a simpler way. Use social media outlets to find recommendations from previous employers can save you time you might have spent contacting references and former employers. 3. Leads to Better Connections Faster: In the traditional hiring process, it could be several rounds of resume reviews and phone screens before applicants and employers got to really connect on a personal level. Thanks to social media and video interviews, this connection is happening more instantaneously and with less time wasted. Now employers can see if a candidate will be a good match for the company sooner, helping both job seekers and hiring managers save valuable time and resources in the search for the perfect fit. 4. Make Your Job Openings Go Viral: The prime advantage of social recruiting vs. traditional recruiting is that social recruiting allows your job openings to have viral qualities. Viral qualities can include the language of your job description, the visuals you use, engaging or funny videos, and social connect ability features. You cant use any of these tools with traditional recruiting and why wouldnt you want to? 5. Helps You Get to Know More About the Candidate Than Just Whats on Paper: While social recruiting does have its challenges (its a legal compliance nightmare if done incorrectly), it helps you learn more about a person and their demeanor. Social recruiting lets you engage with candidates and assess not just their skills but their personality and ability to fit with the culture of your organization. 6. Discovering Candidates Who Want to Be Discovered: Companies are increasingly using social recruiting to source candidates for employment, as well as to investigate applicants they are considering hiring. Its important to be aware of how to use social media to recruit to discover candidates that have positioned themselves to be discovered. Social recruiting allows you to see how the candidate represents themselves and what companies they are connected with. 7. Allows Recruiters to Connect With Talent in a More Informal, Engaging Manner: Social recruiting allows talent acquisition professionals to engage with a community of talent in a more informal, engaging manner versus Were hiring, youre great, lets talk.   Ultimately, what were trying to do is initiate a dialogue and information exchange with people and social channels are an excellent way for this to happen. 8. Relationship-Driven Connections: Social recruiting supports the development and maintenance of relationships that can reach far beyond the immediate hiring need. By connecting and interacting with candidates through social channels, recruiters are able to create real connections and build relationships with interested individuals. You never know who may turn into a great new hire in the future! 9. Availability of Relevant Candidate Data: The combination of the quantity and quality of relevant candidate data in social networks is a game changer. Social connections are now mapped out in a way that makes it possible for employers to supercharge the referral process like never before. Employees dont have to conjure up candidates social networks can present quality referrals with a single click. CONCLUSION According to the research on this topic I do think that the use of social media by employers will continue to be the trend; and while there will be instances of Facebook password requests of candidates by potential employers so they can examine their profiles for objectionable content, these will likely remain edge cases. Most employers will pursue intelligent policies that effectively leverage relevant information from social media, such as project work on an open-source engineering site, to select the top qualified candidates.

Patriarchal Society and the Feminine Self in Kate Chopins Story of an

Patriarchal Society and the Erasure of the Feminine Self in The Story of an Hour  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚     Ã‚   Critical readings of Chopin’s works often note the tension between female characters and the society that surrounds them.   Margaret Bauer suggests that Chopin is concerned with exploring the â€Å"dynamic interrelation between women and men, women and patriarchy, even women and women† (146).   Often, critics focus on the importance of conflict in these works and the way in which Chopin uses gender constraints on two levels, to open an avenue for the discussion of feminine identity and, at the same time, to critique the patriarchal society that denies that identity.   Kay Butler suggests that â€Å"entrapment, not freedom, is the source of Chopin’s inspiration, for she is primarily concerned with exploring the way in which gender roles deny identity†;   she continues:   â€Å"yet without the entrapment, the question of identity, even the inspiration to write about identity, wouldn’t exist† (18).   Chopin’s â€Å"The Story of an Hour† most poignantly balances the dual focus of her work, describing the incipient awakening of Mrs. Mallard, and thus exploring the possibility of feminine identity, even while, ultimately, denying the fruition of such an experience.   Like all of her works, this short story reacts to a specific historical framework, the Cult of True Womanhood, in its indictment of patriarchal culture.   As Barbara Welter notes, in the nineteenth century, â€Å"a women judged herself and was judged by her husband, her neighbors, and society† by the attributes of a True Woman which included, especially, â€Å"purity† and â€Å"domesticity† (372).   The concept of purity, because it suggested that women must maintain their virtue, also, paradoxically, denied the... ... Story of an Hour.’†Ã‚   CLA Journal 16 (November 1994):   59-64.   Bauer, Margaret.   Chopin in Her Times:   Critical Essays on Patriarchy and Feminine Identity.   Durham:   Duke UP, 1997.   Butler, Kay.   â€Å"Freedom and Desire:   The Theme of Awakening in the Works of Kate Chopin.†Ã‚   Critical Interpretations:   Kate Chopin.   Ed. Harold Blooming.   New York:   Chelsea House, 1989.   14-32.   Chopin, Kate.   â€Å"The Story of an Hour.†Ã‚   The Heath Anthology of American Literature.   Ed. Paul Lauter, et al. 2nd ed. Vol. 2.   Lexington:   Heath, 1994.   644-46.   Papke, Mary E.   Verging on the Abyss:   The Social Fiction of Kate Chopin and Edith Wharton.   New York:   Greenwood P, 1990.   Welter, Barbara.   â€Å"The Cult of True Womanhood:   1820-1860.†Ã‚   The American Family in the Social Historical Perspective.   Ed. Michael Gordon.   New York:   St. Martin’s P, 1978.   372-92.