Pagan and Christian Influences in Beowulf Essay examples -- Epic Poems,

The author of the epic poem Beowulf is unknown, and similarly to the Illiad by Plato its origins remain a mystery. Throughout the poem there are many clues that Beowulf has become a tradition and was passed down orally for centuries, and finally have been translated from the â€Å"old English† that it possibly could have been originally recited as, to the English we know today. In the poem Beowulf a bard recites poetry orally, or in a song, usually telling stories about historical triumphs and adventures. These poets were referred to in this epic poem as "carriers of tales..., traditional singer[s] deeply schooled in the lore[s] of the past" (Beowulf 50). This was common in Germanic culture. Scops would keep folkloric heroes alive in the "oral" tradition. They passed down stories orally from one generation to the next. "The Beowulf poet himself imagines such oral performances by having King Hrothgar's court poet recite a heroic lay at a feast celebrating Beowulf's defeat of Grendel" (Beowulf 29). "[A] thane of the king's household...linked a new theme to a strict meter. The man started to recite with skill, rehearsing Beowulf's triumphs and feats in well-fashioned lines, entwining his words" (Beowulf 50). This poet of Hrothgar's goes on to tell of Sigemund and of Waels' son. This section of the oral poetry is actually in the text, giving an example of the Germanic "oral" tradition. In the same celebration at the mead hall the author illustrates again the "oral" tradition. This time the king's poet performs "with the saga of Finn and his sons, unfolding the tale of the fierce attack in Friesland where Hnaef, king of the Danes, met death" (Beowulf 54). These eighty-nine lines tell a detailed historical story, which is also engrossed i... ... fiend. Whichever one death fells must deem it a just judgment by God" (Beowulf 41). Here Beowulf gives the outcome to God. As mentioned earlier, Grendel met his fate the night Beowulf was waiting for him. This clearly is contradicting since both dogmas are used to describe the same occurrence. In the fight against Grendel's mother "Almighty God would ... turn the tide of his misfortunes" (Beowulf 61). He also says that God decided the victory in the same fight. "It was easy for the Lord, the Ruler of Heaven, to redress the balance once Beowulf got back up on his feet" (Beowulf 66). Beowulf also claims in this fight that God helped him. After the fight with the dragon the poet says "[w]hat God judged right would rule what happened to every man, as it does to this day" (Beowulf 93). How could there be so many discrepancies in this poem if only one poet wrote it?

Advantages and Disadvantages of Using Computers Essay

I think this is an interesting topic when i am indeliberate in surfing some webs. And i wonder why no one discuss this?. So, i am eager to make the first writing . Nowadays, most of people know to use computer. But what purposes they use it for ?. that ‘s way we really recognize that it is so bad or good to use computer. You know, up to the ages, we classify the benefits of computer are. For people who work in big companies are required to know how to use computer for manage the project or only composing the contract, saving the database, even making a important data security for firm. In fact, A great benefit that a computer certainly work effectively and as replaced thousands of people to solve the complex tasks by only one person or group. That save much money and time and even worker’s strength. And computer is the intelligent device for students to study, especially IT students. They can search documents which are related their curriculum or any information they are interested in their life on internet if that computer has global network. On the other hand, most of people are tired after sitting with computer for work a long time in day, may relax their mind with many kinds of games they want, listen to music, study English and so on†¦ In a word, computer is the best device to everyone for many variety purposes. However, some people use computer for bad idea. it is nothing to useful for children are crazy for games day by day. That makes children don’t continue to study and their marks is gradually lower and lower. Furthermore, it is easy to attract crazy children and student with depraved culture. In my opinion, our government are forbidding strictly behaviors uploading badly depraved things on internet. And certainly have to advice children and their parent to avoid putting bad those in their computer. I am strongly disagree people who make children go down in an our developing country who will be the main leader our country in the future.

Applying Organizational Psychology 1

Applying Organizational Psychology Scientific methodology is used in the field of organizational psychology. When people are happier in their work environment a company is more successful than having unhappy and less fulfilled employees. The objective of this paper is to achieve a better understanding of what organizational psychology is. It will discuss the issues and methods involved in the recruitment process for an organizational and applicant perspective. Finally, it will describe the concept of organizational socialization and how the principles of organizational psychology can be applied to organizational socialization. Organizational Psychology The formal meaning of organizational psychology is â€Å"the scientific study of individual and group behavior in formal organizational settings† (Jex, 2002, p. 2). There are two types of organizational formal and informal. Formal organizations exhibit continuity overtime and often exist longer than the founding members (Jex, 2002). When the purpose is less explicit than for a formal organization it is considered to be an informal organization (Jex, 2002). In informal organization having goals in writing or even stated is doubtful (Jex, 2002). In an informal organization if members were to move on the group would not continue to exist (Jex, 2002). When looking at the definition of organizational psychology it is important to note that first, it uses methods of scientific inquiry to study and intervene in organizations (Jex, 2002). This means that the data-based approach is used. The data used comes from survey, interviews, observation, and sometimes organizational records (Jex, 2002). Second, it is intellectually rooted in psychology which focuses on individual behavior (Jex, 2002). This means that individual behavior is the most important mediating factor (Jex, 2002). â€Å"Groups and organizations don’t behave; people do† (Jex, 2002, p. 8). Organizational psychology is also a part of a broader field of industrial/organizational psychology also referred to as I/O psychology. The industrial side deals with recruitment, selection, classification, compensation, performance appraisal, and training (Jex & Britt, 2008). The organizational side deals with socialization, motivation, occupational stress, leadership, group performance, and organizational development (Jex & Britt, 2008). The industrial side is linked to management of human resources while the organizational side is linked to understanding and predicting behavior within the organization (Jex & Britt, 2008). There is a lot involved in the field of organizational psychology from enhanced organizational effectiveness to the economic well-being of society as a whole (Jex & Britt, 2008). Issues and Methods Involved in the Recruitment Process from an Organizational and Applicant Perspective. There are several important steps in the recruitment and selection process. These steps include strategic planning, sourcing candidates, preliminary screening, selection interviewing, and the selection. Strategic planning is the key in making hiring decisions that work with the organizational employment goals (Mayhew, 2011). A budget, evaluating resources, and the workforce needs assessment are included in the strategy (Mayhew, 2011). For sourcing candidates recruiters use methods such as cold calling and job fairs to find qualified applicants (Mayhew, 2011). Some of the sources that are used by organizations include some of the following: advertising, employment agencies, labor unions, career fairs, walk-ins, write-ins, and employer referrals (Jex & Britt, 2008). High-level positions focus on searching for candidates who have specialized skills or professional expertise (Mayhew, 2011). Internal promotion is based on performance, achievements and succession planning (Mayhew, 2011). The preliminary screening of applicants can be done by telephone to glean essential information, such as work history and the applicant’s professional background (Mayhew, 2011). These kind of interviews save the organization money while streamlining the field of candidates (Mayhew, 2011). Selection interviewing is a way to further define the selection of candidates by the recruiters and hiring managers (Mayhew, 2011). The use of behavioral interview questions helps predict how the candidate will perform in the job (Mayhew, 2011). To test the technical and functional expertise the use of situational and competency-based questions is used (Mayhew, 2011). During the interview process it can be a one-on-one interview or a panel of interviewers (Mayhew, 2011). The last part of the process is the selection. The person doing the hiring will use his or her notes, and personal observations to make what he or she feels is the best candidate for the job. Organizational Perspective. The hiring process through the eyes of organizational psychologist is to select, perfect, and persuade. The select process uses cognitive measures, personality profiles, interviews, and skills testing to find a fit between the candidate and the job (Crosby, 2011). Perfect is the duty of the psychologist to perfect the talent pool through training, coaching, and leadership development (Crosby, 2011). Finally, the psychologist uses persuasion to help organizations design programs that take into consideration the idiosyncrasies of human behavior (Crosby, 2011). People are the heartbeat of any business, neglect this fact and the business will not last long enough to talk about it (Crosby, 2011). For the organization the recruitment process is trying to attract potential employees by making the organization look its best (Jex & Britt, 2008). Applicant’s Perspective. Applicants may make judgments about an organization based in whether or not he or she feels they fit in with the organization (Jex & Britt, 2008). The applicant will judge his or her own skills and abilities to see if they match that of the job (Jex & Britt, 2008). Once this is determined he or she may check out the organizational culture to see if this is compatible with his or her personality (Jex & Britt, 2008). This information may come from second hand information such as the organizations website, recruiting brochures, or may be his or her experiences as a consumer of the organization (Jex & Britt, 2008). Another area an applicant may judge if his or her perceived values match that of the organization. Values represent things, ideas, or goals that are important to people† (Jex & Britt, 2008, p. 66). if an organization is progressive regarding work-family initiatives this may attract the applicant or more ideological reasons such as joining the armed services due to the feelings of patriotism (Jex & Britt, 2008). Organizational Socialization Organizational socialization is a process where people learn about an organi zations culture and makes the transition from outsider to member (s. w. learning, 2011). This process affects an individual’s behavior and helps shape and maintain the organizations culture (s. . learning, 2011). Organizational socialization occurs in three stages. The first is anticipatory socialization that happens before joining the organization or taking a new job (s. w. learning, 2011). This stage prepares the applicant to enter the new job, give him or her first look at the culture of the organization, and develops the applicant’s expectations about the organization (s. w. learning, 2011). Two issues at this stage include the realism of self and organization and the congruence of self and organization (s. w. learning, 2011). Realism is the responsibility of both (s. w. learning, 2011). For the organization it is the positive and negative side of working for the company and for the potential employee it is to present an accurate picture of self (s. w. learning, 2011). Congruence knows that his or her skills and abilities are congruent with that of the company and do they satisfy his or her needs (s. w. learning, 2011). If there is a lack of these it could result in a high turnover, low satisfaction, low organizational commitment and poor job performance. The second stage is that of entry/encounter which occurs after entering the organization (s. w. learning, 2011). This is the breaking in stage. The new employee brings in expectations from the first stage, compares them to the reality of the organization, and is the time to learn the ropes (s. w. learning, 2011). The purpose of this stage is role clarification and to teach tasks, duties, and responsibilities, teach immediate workgroup norms such as social status, bases of power, informal leaders, and the performance norms (s. w. earning, 2011). The last stage is change or metamorphosis (s. w. learning, 2011). This is the settling in stage. It is a clear separation from stage two to stage three with rites and rituals. A successful metamorphosis includes being comfortable in the new role, some mastery of job requirements, acceptance of values, adjustment to group norms, and self-confidence is up (s. w. learning, 2011). Conclusion Organizational psychology is defined as the scientific s tudy of individual and group behavior in formal organizational settings. The steps involved in the recruitment and selection process include strategic planning, sourcing candidates, preliminary screening, selection interviewing and the selection. The organizational perspective is to look good to the potential employee. The applicant perspective is to find the right fit. Organizational socialization occurs in three stages: anticipatory, entry/encounter, and change or metamorphosis. References Crosby, D. (2011). What is Organizational Psychology. Retrieved from http://www. monsterthinking. com/2011/07/14/what-is-organizational-psychology/ Jex, S. M. (2002). Organizational Psychology: A Scientist-Practitioner Approach. Hoboken, NJ: Wiley. Jex, S. M. & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach  (2nd ed. ). Hoboken, NJ: Wiley. Mayhew, R. (2011). What is Involved in the Recruitment & Selection Process in HR? Retrieved from http://www. ehow. com/print/info_8163778_involved-recruitment-selection-process-hr. html S. W. Learning (2011). Organizational Socialization. Retrieved from www. swlearning. com/management/champoux/powerpoint/ch06. ppt

A biography of King Alfred the Great essays

A biography of King Alfred the Great essays Alfred, also known as Alfred the great, was considered one of the best kings to rule in medieval times. During his life, he achieved many objectives, including fending off Danes, Vikings, and starting important events. Alfred was born in 849 in Wantage, Oxfordshire, SC England, UK. He was the fifth son of Ethelwulf. In 852 he was sent to Rome, where he became the Roman Consul. In 855 he returned to Rome with his father. During Alfreds adolescence, he had very ill health and deep religious devotion, both of which followed him through the rest of his life. There is very little that is known about him during the reign of his two oldest brothers, Ethelbald and Ethelbert, but during the reign of Ethelred, in 865, Alfred became Ethelreds viceroy and aided him in many battles against the Danes. When the Danes assaulted in 870, Alfred and Ethelred fended them off with varying results. When Alfred stepped up to the throne in 871, the Danes had already conquered much of Northumbria, parts of Mercia, and East Anglia, and threatened to subdue Wessex itself. So, Alfred began attempting to regain back land by attacking them. He dealt the first major blow in the battle of Edington, and later on took back the former Mercian town of London. He stole military initiative from the Danes by creating a free standing army, building a navy, and making a network of burhs, a kind of fortress. After the conflicts with the Danes, he preached the peace of Chippenham, by which the Danish leader accepted God into his life. The chance of security gave Alfred time to do necessary things. He reorganized his militia to prevent further Dane attacks. He learned Latin and translated several classics into English. And during this time, he either encouraged or himself made the anglo- saxxon chronicles. Unfortunately, between 892 and 896, Danes attacked Alfred. He received great support from his son Edward The Elder, his daugh...

Patrocinio green card, copatrocinadores y sustitutos

Patrocinio green card, copatrocinadores y sustitutos Para Inmigracià ³n es patrocinador el ciudadano o el residente permanente que solicita los papeles para un familiar para que à ©ste obtenga la tarjeta de residencia, tambià ©n conocida como green card. Las personas que patrocinan a sus familiares adquieren unas responsabilidades que duran por aà ±os. La ley permite al patrocinador buscar co-patrocinadores o sustitutos cuando no ingresa la cantidad mà ­nima exigida ni tiene patrimonio suficiente. Puntos Clave: Patrocinio de la tarjeta de residencia Para sacar la tarjeta de residencia por familia es necesario el patrocinio de un familiar.Tipos de patrocinio:Patrocinador: ciudadano o residente que pide a familiarCo-patrocinador: puede ser un familiar pero no es necesario. En este caso, patrocinador y co-patrocinador son responsables conjuntamente del migrante pedido.Patrocinador sustituto: cuando el patrocinador fallece. Solo se admite familiares del migrante o representantes legales del mismo. Obligaciones legales del patrocinador El ciudadano o residente que se convierte en patrocinador es responsable econà ³micamente frente: el gobiernola persona patrocinada, es decir, el inmigrante que ha obtenido la green card porque fue pedida por el patrocinador. Esto quiere decir, por un lado, que si el inmigrante patrocinado recibe un beneficio pà ºblico calificado como means-tested por el gobierno federal, estatal o local, entonces la agencia del gobierno puede reclamar el costo al patrocinador. Y si este no paga, puede demandarlo en corte. Tienen consideracià ³n de beneficios means-tested, entre otros, los siguientes: los cupones de alimentos  (food stamps, en inglà ©s o SNAP), los Ingresos Suplementarios de Seguridad, conocido como SSI por sus siglas en inglà ©s, Medicaid, TANF y el seguro mà ©dico estatal SCHIP. Por otro lado, el inmigrante patrocinado puede exigir al patrocinador que lo mantenga. Y si no cumple, puede demandarlo. Cabe destacar que esta obligacià ³n puede continuar en el caso de green card por matrimonio incluso despuà ©s del divorcio de la pareja.  ¿Por quà © el patrocinador tiene esta obligacià ³n? El patrocinador tiene esta obligacià ³n porque durante el proceso para patrocinar a su familiar firma el documento I-864, tambià ©n conocido como affidavit of support o declaracià ³n de mantenimiento. Este es un documento imprescindible. Si no se firma, no puede seguir adelante la tramitacià ³n. Es necesario destacar que es, en realidad, un contrato entre el patrocinador y el gobierno. Por lo tanto, cualquier acuerdo privado entre el patrocinador y el inmigrante patrocinado a este respecto es nulo. En otras palabras, el patrocinador siempre responde ante el gobierno por los gastos pà ºblicos que el inmigrante cause por utilizar algà ºn beneficio de los considerados como means-tested. En los casos de peticià ³n con ajuste de estatus, el affidavit of support se firma en ese momento. Sin embargo, en los de peticiones a travà ©s del procedimiento consular, esta declaracià ³n de sostenimiento se firma en el momento en el que asà ­ lo solicite el Centro Nacional de Visas (NVC, por sus siglas en inglà ©s).  ¿Cunto dura la obligacià ³n del patrocinador? Esta obligacià ³n dura hasta que el inmigrante patrocinado se convierte en ciudadano estadounidense a travà ©s del proceso que se conoce como naturalizacià ³n o hasta que el inmigrante los 40 crà ©ditos cotizados, es decir, en la mayorà ­a de los casos eso significa llevar aproximadamente 10 aà ±os trabajando. La obligacià ³n del patrocinador deja de existir en el caso que llegue antes  de los 2 anteriores.   Es importante tener en cuenta que en el caso de patrocinador que solicita la green cad para el cà ³nyuge, el divorcio no pone fin a la obligacià ³n, sino que continà ºa hasta que se produzca la naturalizacià ³n del inmigrante o los 40 crà ©ditos cotizados.  ¿Quà © son los co-patrocinadores? En los casos en los que el ciudadano americano o un residente quiere pedir los papeles para un familiar pero no tiene ingresos y/o patrimonio suficiente para el affidavit of support es posible tener co-patrocinadores. La ley permite 2 supuestos. En primer lugar, otro miembro de la familia que reside habitualmente en el mismo hogar que el ciudadano o residente que solicita los papeles. Y en segundo lugar, otra persona que no tiene que ser pariente. Estos son los casos que se conocen como joint-sponsor, por su nombre en inglà ©s. A la hora de firmar el affidavit of support hay que fijarse porque hay variaciones segà ºn la categorà ­a de patrocinador que presenta los papeles, miembro del hogar el patrocinador o co-patrocinador que reside en otro hogar, sea o no pariente. En el caso de que se patrocine a un inmigrante que emigra acompaà ±ado por su familia, puede haber 2 joint-sponsor. En todo caso, cada uno por separado debe ingresar o tener patrimonio suficiente para patrocinar. En los casos en los que se utiliza un joint-sponsor, el patrocinador, es decir, el que pide los papeles para su familiar, debe tambià ©n firmar su propio documento de affidavit of support. Y tanto el patrocinador como el joint-sponsor son responsables econà ³micamente del migrante pedido. Patrocinador sustituto Cuando un ciudadano o un residente solicita los papeles para un familiar y despuà ©s fallece, el proceso puede continuar si se dan 3 requisitos: El documento de peticià ³n que se conoce como I-130 se aprobà ³ ANTES del fallecimientoEl Servicio de Inmigracià ³n y Ciudadanà ­a (USCIS) admite que continue la tramitacià ³nOtra persona se compromete a responder econà ³micamente por el inmigrante y firma el affidavit of support. Esta persona serà ­a el patrocinador sustituto. Sin embargo, no cualquier persona puede ser patrocinador sustituto sino que la ley pide que entre à ©ste y el migrante se dà © alguna de las siguientes relaciones: cà ³nyuge, padre, madre, suegro, suegra, hermano/a, hijo/a, yerno, nuera, cuà ±ado/a, abuelo/a o guardin legal del inmigrante. Requisitos para ser patrocinador,  co-patrocinador o patrocinador sustituto Tanto el patrocinador como el joint-sponsor tiene que ser mayor de 18 aà ±os, ciudadano o residente y residir en los Estados Unidos o uno de sus territorios, como por ejemplo Puerto Rico.   Si el ciudadano no se encuentra en esos momentos en Estados Unidos, deber probar que su estadà ­a en otro paà ­s es temporal y que conserva el domicilio en el paà ­s. Frecuentemente, los ciudadanos estadounidenses que residen fuera del paà ­s y deciden regresarse con sus cà ³nyuges extranjeros se encuentran con el problema de que no pueden probar ingresos suficientes para patrocinar, ya que USCIS pide que los ingresos se produzcan en EE.UU. y que se puedan probar mediante la presentacià ³n de las planillas tax returns. Aunque pide un mà ­nimo de un aà ±o y un mximo de tres, deber presentarse uno, dos o tres segà ºn lo que resulte ms conveniente segà ºn las circunstancias personales del patrocinador de la green card. Este es un artà ­culo informativo. No es asesorà ­a legal.

Marketing of Chicago Cutlery, Dexter-Russell, Cutco,and Emerils Research Paper

Marketing of Chicago Cutlery, Dexter-Russell, Cutco,and Emerils Cutlery - Research Paper Example It is evidently clear from the discussion that Chicago cutlery was established way back in 1930. The business venture offers knife conditioning service to professional butchers and packing plants. Initially, knife conditioning was their main specialty, but when the demand for sharp knives increased, the business venture (Chicago cutlery) introduced a knife manufacturing business for the meat and poultry industry. Back in 1969, Chicago cutlery also ventured in the retail market with professional cutlery. They designed knives to cater for increasing demands of professional knife users. The knives were also available for home use. At the present, Chicago cutlery brand is owned by world kitchen, LLC. Market segmentation is to identify and profile distinct groups of knife users who might be having homogenous characteristics or needs, and hence, prefer varied genres of knives. Market segments are identified by Chicago cutlery by identifying, notifying and examining demographic, psychograph ic and behavioral differences among buyers. The firms then decide which segments present the greatest opportunity and whose needs the firms can meet in a superior fashion. The cutlery firms also aim at one or more market segments to cater for their needs. For each chosen target market, the firms develop a market offering. To satisfy the needs of the consumers more successfully and reach them in the most effective and efficient way, the cutlery firms identify groups of customers or potential customers with homogeneous characteristics or behaviors and try to adapt their service as much as possible to the unique needs and desires of the segment members. They identify and profile distinct groups of knife lovers who might have the same needs and hence prefer varied genres of knives. Having defined their market that: they need to supply knives to the meat and poultry industry, as well as a house, holds, the cutlery firms then go ahead to design knives for specific usage. The company has s egmented the market according to the needs of the customers. The world kitchen manufactures and markets branded consumer bakeware, dinnerware, kitchen, and houseware tools. Their cutlery products include well-known brands such as Corelle, Pyrex, Corning Ware, and Chicago Cutlery.

Writing Procedure for soil compaction Lab Report

Writing Procedure for soil compaction - Lab Report Example This helps in reducing void ratio. The main purpose of soil compaction is to reduce settlement under working loads, increase the soil shear strength, and prevent accumulation of large water pressures that may result in soil liquefaction during earth tremors. The following equipment will be necessary in order to achieve a proper soil compaction: 5 small tin containers; compact mould; metallic mixing pan and a plastic water bottle; weighing balance of up to 10kg for determining the weight of soil mass; a sieve; straight edged steel to smoothen soil sample ends; and a compaction hammer of about 5.5 lbs (Fang 262). The whole process begins by preparing the soil sample to be used during compaction. To begin with, a soil mass is taken and passed through a sieve so as to ensure that the right quantity and type of soil is obtained. The soil sample is passed through the sieve until 3-4 lbs of the sample is obtained. The sample soil is then wetted with the right quantity of water and missed thoroughly. Once this has been done, the wetted soil sample is carefully put into a plastic bag and left overnight (Fang 268). This is done to ensure that water in the soil sample is thoroughly absorbed so as to obtain homogeneous water content as shown in figure 1. However, before beginning compaction, it is important to set up equipments properly. As such, the compaction mold with the base plate is measured is weighed using the weighing balance and the measurement recorded (Fang 268). It is worth noting that the compact mold should be greased to prevent soil sample from sticking in the mold. After preparing the sample, the next procedure involves testing the compaction. The first step is to lock the mold, base and the collar plate together. The soil is added to the mold and filled until over half the mold is filled with loose soil. Then, using the compaction