The Crucible By Arthur Miller - 932 Words

In ancient Greece, Aristotle formulated a new format for drama where there would be a beginning, middle, and an end. As years went by, this format or structure became known as the five-act play. This structure contains five parts that allow a smooth transition throughout the play. These five parts include the exposition, the rising action, the climax, the falling action, and the denouement or resolution. Although Arthur Miller’s play, The Crucible, only contains four acts, it can be analyzed through a combination of acts into a five-act structure. Although in the typical five-act play Act I contains only the exposition, Miller uses this to incorporate part of the rising action.The introduction of the setting occurs, which is in a small†¦show more content†¦In Act II, however, the remainder of the rising action occurs. Hale came to the town of Salem due to the overwhelming amount of accusations. He questions Tituba who was the first victim accused. Shockingly, she revealed that the Devil attempted to force her to kill Mr. Parris. After the reveal of Tituba’s confession, a complete uproar in the town occurred, and many expressed concern and threat by the thought of witches. In addition to the many accusations, the Proctors learn of a false accusation of witchcraft against John’s wife, Elizabeth. The harsh fight against Abigail and her accusations will now be in full force.The beginning of the trials commence and this is where the conflict arises. Unwillingly, John faces the decision of whether to confess that he was guilty of committing lechery with Abigail, to save his wife, or keep quiet about the situation with Abby, which will hurt everyone around him. Elizabeth’s statement, â€Å"I think you must go to Salem, John. You must tell them it is a fraud,† lets the audience know that Elizabeth will support John through this harsh time. In the end, he chose to admit to adultery, sacrificing his reputation and good name in the town, due to the harsh fact that no

Learn How to Say Goodbye in French

Once you know all there is to know about saying bonjour, you can work on saying goodbye in French. Here again, you have some options. The Standard French Way of Saying Goodbye Au revoir is pronounced or voar in modern French. Its not a mistake per se to pronounce the e, but most people would glide over it nowadays. Au revoir always works, no matter what the situation is, so if there is one word to remember, its this one. When you can, add monsieur, madame or mademoiselle or the persons name if you know it after au revoir, its much more polite to do so in French. Be Careful With Salut Salut is a very informal French greeting. It can be used when you arrive, kind of like hey in English. And it can also be used as you leave, with friends, in a very relaxed setting or if you are younger. Bonne Soirà ©e Is Different From Bonne Nuit Now, when you leave, you may also say something beginning with have a good... Bonne journà ©e: have a good day.Bon(ne) aprà ¨s-midi: have a good afternoon (un/une aprà ¨s-midi is both masculine and feminine... Its weird, I know. In any case, no matter the spelling of bon/bonne here, the pronunciation will be the same because of the liaison.) Now, when it comes to saying have a good night, as in a good night out, with your friends, you need to say: bonne soirà ©e. Its a mistake I hear a lot; students of French do a literal translation and say: bonne nuit. But a French person would only use bonne nuit before someone goes to bed, as in have a good night sleep. So you need to be particularly careful about that. Bonsoir Is Hello in the Evening and Goodbye Bonsoir is mostly used to say hello when you arrive somewhere in the evening, we use it from time to time to say goodbye. In that case, it means the same as bonne soirà ©e have a good evening. Saying Bye, Tchao, Adios in French Why are other idioms appropriate here? Well, its very trendy among French people to use other languages to say goodbye. Actually bye, or bye-bye is extremely common! French speakers will pronounce it the English way (well, as much as the French accent permits it...) Formal and Outdated Farewells Adieu literally means to God. It used to be the way we said goodbye, farewell in French, so youll find it in literature and other classic mediums. But it has changed, and today, its really outdated, and carries the notion of forever goodbye.   Gestures Associated With Au revoir Just as with bonjour, the French will shake hands, wave, or kiss goodbye. The French dont bow. And there is no true French equivalent to an American hug. You should also practice your French greetings and kissing vocabulary  and you may also want to learn  how to say see you soon in French.

A Nation at Risk and No Child Left Behind Deja Vu for...

Before the No Child Left Behind act came into effect there was a report done in 1983 called A Nation At Risk. Within in this report is information and statistics about how academic underachievement had reached national and international scales. In response to this report the National Commission on Excellence in Education came up with 38 recommendations for the schools. The recommendations were divided into five categories: content, Standards and Expectations, Time, Teaching, Leadership and Fiscal Support (A Nation at Risk and No Child Left Behind: DÉJÀ VU FOR ADMINISTRATORS?). Most notably, the report led to comprehensive school reform efforts, was the impetus for the academic-standards movement, drew attention to the significance of†¦show more content†¦Teachers have to focus mainly on the basic meaning of what the students need to learn instead of teaching the deeper and worldly application of the material being taught. In addition, every year each grade is required to make higher scores on the standardized tests than the year before. There is also the fact that the NCLB program holds children back. Those who are gifted or high performing students are not given the attention that they need, because all of the funding that the schools are given from the program is being used on programs to get all of the students to the minimum skill requirement, which is set by the NCLB. Also NCLB only focuses on math skills, English language skills, and eventually a science skill. This only eleva tes the scores for two fundamental skills that students need in today’s world. In focusing only on these few skills students lose the benefits of a broader education. Some schools in times of budget cuts have had to cut some of their classes so that they can focus on the subject areas dictated by the NCLB. Plus, some schools have done surveys and found out that high school students are lacking knowledge in the subjects of history, civics, and literature. Another point that people disagree with is the fact that the Act is requiring 100% of students, including disadvantaged and those with special needs, within a school to reach the same state standards in reading and math byShow MoreRelatedEssay on no child left behind1844 Words   |  8 Pagesï » ¿ No Child Left Behind Act Introduction The No Child Left Behind tends to cause neglect to important subjects because they are non-tested subjects, such as Social Studies, Art, health, and Music. With the neglect of these subjects, there is more focusing that’s being done on the tested subjects, like Math and Reading. This may cause a greater impression that NCLB is a positive thing for our educational system but studies show this is misleading to the public. States can set their ownRead MoreInnovators Dna84615 Words   |  339 Pagesyou the fundamental building blocks for becoming more innovative and changing the world. One of the most important books to come out this year, and one that will remain pivotal reading for years to come.† Chairman and CEO, salesforce.com; author, Behind the Cloud â€Å" e Innovator’s DNA is the ‘how to’ manual to innovation, and to the fresh thinking that is the root of innovation. It has dozens of simple tricks that any person and any team can use today to discover the new ideas that solve the

Advanced HR Management-Free-Samples for Students-Myassignment.com

Questions: 1.What is human Resource Strategic Planning? What may the objectives and targets of the plan relate to? 2.In order to Identify emerging practices and trends, you may need to undertake environmental analysis. How can you do this? What is involved in the process? 3.Give examples of the different options for sourcing labour supply. 4.When considering the Impact of new technology, what should you think about? 5.You should be aware of recent and potential changes to industrial and legal requirements. Give two examples of changes that you are aware of. 6. When Consulting with relevant Managers, what methods can be used? What should you inform them about? 7.What are Human Resource Philosophies and Values? 8.What should the objectives and targets of your plan set out? What will this enable? 9.Give two examples of the different options for the provisions of human resource services. 10.What may technology be used to support? 11.What are the key ingredients of a strategic HR plan? 12.When developing a risk management plan, what should you ask yourself? 13.In order to see that the plan is Implemented, you will need to work with others. Who may these be? 14.Why should you Monitor and review the Plan? What questions will you need to answer in order to this? 15.Give two examples of Changes in circumstances that may result in your plan needing to be adapted. 16.What does an Evaluation of Performance enable you to do? Answers: 1.Human resource strategic planning is the interconnection among the organisation and its employees that support in developing the workforce in such a manner that they effectively meet all the demands and deliver utmost efficiency and productivity. It ensures that there are appropriate numbers of people in appropriate place and at an appropriate time (Armstrong and Taylor, 2014). The targets and the objectives of the plan relates to employee engagement and motivation, career growth, training, performance management, succession planning, retention, reward and pay and recruitment. 2.To undertake and perform an environmental analysis firstly a team must be developed, and then there must be identification of the various sources of collecting info. The information must be analysed and the key issues are required to identify. Related to this, appropriate strategic options must be identify and these options are required to incorporate in the overall strategic planning process. After that there must be monitoring of the trends and associated actions must be taken. There is involvement of political, technological, economic, social, legal and environmental factors. 3.Different options for sourcing of labour supply comprises of outsourcing such as hiring services from outside; consultants such as the trainers who can provide training; off-shore workers such as workers from some other nation at cheap wages; recruitment of new trainees to have new talent and faster working and recruiting casual labour when the company has a temporary need so that it can be cost-effective. 4.While considering the effect of the innovative technology, there must be concern related to the number of individuals required, the work processes, procedures and practices of work, location of work and shills needed to accomplish tasks. The changes which are aware of include the changes in employment laws related to workplace bullying and zero hours contracts. 6.Methods used: there can be take use of video conferencing, one-to-one meeting, questionnaires, and telephone and group presentations. Should be informing about: information must be related to what are you currently working upon, in what manner and the reason behind it; information to be ask from the and what 5.will be you next step after getting their inputs. 7.Human resource values and philosophies are the organisational guiding and moral principles which guides the workforce that in which manner the tasks are performed in that organisation. These philosophies are developed by the insights of the leadership styles of the senior managers (Jackson, Schuler and Jiang, 2014). 8.targets and objectives must set out succession planning, diversity, staff retention, equal employment, remuneration, HR information systems, selection and recruitment, induction, professional development, job design, performance management, job analysis and WHS. This will enable success measurement, HR budget allocation, communication of activities and plans, effective decision making and prioritisation of the activities and plans. 9.Two examples comprises of outsourcing such as the HR functions are outsourced to some other company and it handles all the functions o HR department and second is external consultant such as hiring HR consultant on a contract basis for specific purposes whenever required such as for job design, recruitment, etc. 10.Technologies may use to support the training and development activities, the processes related to performance management and the non-human HR services. 11.Key ingredient of strategic human resource plan comprises of the timeframes, budget, objectives and priorities. 12.The questions asked from one-self while developing a risk management plan comprises of: What are the risks associated with the event? What is the probability of the risks whether it is low, medium or high? What are the impacts of the risks? What is the mitigation plan to avoid and reduce risk? What are the contingency plans? 13.In a risk management plan there is a need to work with the employee representative groups, suppliers, HR personnel, outsourcing agencies, line managers and the external contractors. 14.It is necessary to monitor as well as review the plan to analyse that the plan is executing effectively and there is no kind of deviation the planned and the actual outcomes. It also helps in achieving desired results by identifying and working on all the loopholes which can be the barricade in successful implementation of the plan. Questions need to answer relates to completion of the actions, reason for incompletion, effect of incompletion task, budget adhered or not, reason for not adhered, obstacles in implementation, changes required, new actions, implications of the new actions and delivery of the strategic human resource plan. 15.The two changes are the modifications in the requirements of the industry or unpredicted change in laws and rules and modification in the direction in the strategic plan of the company. 16.Evaluation of the plan enables in assessing that at what degree the original objectives were feasible and correct, assessing the targets attained and their impact, identifying the adherence of the budget and deadlines, learning from completion and incompletion of tasks and reporting progress to the stakeholders of the organisation. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56.