Free My Antonia Essays: The Growth of Jim Burden :: My Antonia Essays

The Growth of Jim Burden in My Antonia "The movement from possession to loss, from union to separation, is the deep and central pattern of Jim Burden's experience in My Antonia." (Fisher-Wirth) I believe that this quote given by the critic Fisher-Wirth somewhat explains the life of Jim Burden and that although he went through both gains and losses throughout his life; he learned the meaning and purpose of his life with Antonia. In the beginning of the novel, Jim had a family but was soon abandoned by them do to both of their deaths. He was then on his way to his grandparents house in Nebraska to begin a new and different life. At this point, he began a union with both his grandparents as well as Antonia. Antonia and Jim became very close friends and went through many childhood experiences together. Their friendship was soon torn apart when Ambrosch and Jake engaged in a quarrel which separated the two families for quite some time. But once again, the families resolve their differences and become close again. (Chapter 1) When Chapter 2 begins, Jim and his family are separated from Antonia's because of their new move to town. After this separation, Jim and Antonia were brought together again when Antonia came to work in town. This pattern repeats once again as the result of Jim going off to college. He loses touch with Antonia but then, through Lena, becomes connected to Antonia again. As a result of this, Jim goes back home to visit for a short time and then leaves for New York. Finally, twenty years later, Jim travels back to see Antonia and her new, "enlarged" family. He was glad to see that Antonia was finally happy again and enjoyed meeting all her children as well as her husband. With Jim's trip back to Black Hawk, he was able to tie his whole life together. After leaving Antonia's home, Jim felt that his life had made a circle. He realized that through all his gains and losses, the past that he shared with Antonia was so precious. Free My Antonia Essays: The Growth of Jim Burden :: My Antonia Essays The Growth of Jim Burden in My Antonia "The movement from possession to loss, from union to separation, is the deep and central pattern of Jim Burden's experience in My Antonia." (Fisher-Wirth) I believe that this quote given by the critic Fisher-Wirth somewhat explains the life of Jim Burden and that although he went through both gains and losses throughout his life; he learned the meaning and purpose of his life with Antonia. In the beginning of the novel, Jim had a family but was soon abandoned by them do to both of their deaths. He was then on his way to his grandparents house in Nebraska to begin a new and different life. At this point, he began a union with both his grandparents as well as Antonia. Antonia and Jim became very close friends and went through many childhood experiences together. Their friendship was soon torn apart when Ambrosch and Jake engaged in a quarrel which separated the two families for quite some time. But once again, the families resolve their differences and become close again. (Chapter 1) When Chapter 2 begins, Jim and his family are separated from Antonia's because of their new move to town. After this separation, Jim and Antonia were brought together again when Antonia came to work in town. This pattern repeats once again as the result of Jim going off to college. He loses touch with Antonia but then, through Lena, becomes connected to Antonia again. As a result of this, Jim goes back home to visit for a short time and then leaves for New York. Finally, twenty years later, Jim travels back to see Antonia and her new, "enlarged" family. He was glad to see that Antonia was finally happy again and enjoyed meeting all her children as well as her husband. With Jim's trip back to Black Hawk, he was able to tie his whole life together. After leaving Antonia's home, Jim felt that his life had made a circle. He realized that through all his gains and losses, the past that he shared with Antonia was so precious.

Newspaper vs. Magazines

Which is the most helpful source of information do people rely on? As two major kinds of mass media, newspaper and magazine played a major role in people’s daily life. Although, they belong to the same group, they also have different characteristics regarding three major factors which are style, content and appearance. Style plays a major role between these two. While newspaper â€Å"focuses on what is needed: fixed and straight to the point†, magazine tends to be more â€Å"freestyle†. Moreover, newspaper has limits whereas magazine has more room and personalized flow of information. Content is another factor that has its most important job to do within these two. In a newspaper, people can find more information than magazine. It focuses on catchy headlines in an attempt to capture the readers’ entire attention to read the entire story. It is based mostly on facts that are new and written as it happens and where it happens. Surprisingly, newspaper can easily put various topics together whereas the magazine cannot. In other words, a magazine for golfing cannot have content that is mainly of fashion and beauty tips. Therefore, the value of each is different. Another major factor within these two should be their appearance. Clearly, people can come to realize that both magazine and newspaper are published at regular intervals. As the newspaper published faster, it comes out at least once a week and daily newspaper is published daily. On the other hand, magazine are published and sorted by weekly, monthly, on bimonthly. The point being is that while newspaper is as good as one day use, the magazine can be used or read anytime. So, whichever people choose they should remember that newspaper and magazine belong to the same group despite of their differences or their characteristics, they have always played an important role in peoples’ public life all the time.

Management of multinational companies - Free Essay Example

Sample details Pages: 18 Words: 5397 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Abstract Staffing management of multinational companies is a complex but crucial issue to the international human resource management (IHRM) research. Based on literature review, this article is to investigate the staffing management in the multinational companies. Firstly, the author will summarize the conceptual introduction, general challenges, culture distance, and new alternative in the expatriate assignments. Don’t waste time! Our writers will create an original "Management of multinational companies" essay for you Create order Secondly, the author will discuss how to retain subsidiary staff retention in the whole HRM of multinationals. Thirdly, in order to complete the research successfully, the author will utilize the qualitative research method through literature study and one-to-one interview to figure out the puzzle about the staffing management in multinational and draw the conclusion. Introduction The topic of this paper is the staffing management in the multinational companies by using qualitative research method. In this report, what kind of information is valued for this research? How to collect information? What kind of technology will be used and how to organize this research? All these questions will be described in the following parts. First at all, the clear understanding about qualitative research is necessary and helpful. Qualitative research is a field of inquiry that crosscuts disciplines and subject matters. It involves an in-depth understanding of human behavior and the reasons that govern human behavior. Unlike quantitative research, qualitative research relies on reasons behind various aspects of behavior. Objective The objective of this article is to investigate the staffing management in the multinational companies. In the last decades, an extensive amount of articles on this topic have been published. Obviously, the staffing management is a critical issue in the human resource management for the multinational companies. How to balance the PCNs, HCNs, and TCNs? How to reconcile the individual career plan to the corporation scope? How to manage the multicultural team? All of these topics have been explored in conceptual theory and empirical analyses. At the same time, with the development of the world economic and political, some new trends have appeared in international business, for example, global virtual team, the e-business, etc. These new challenges bring new patterns for the staffing management. Thus, in this article, the author focuses on new changes, such as alternative for the conventional expatriate assignments and the retaining of the local staff retention. Literature Review In order to get the general knowledge about the staffing management in the multinational companies, six books have been chosen as the literature related to the topic. In those books, the authors claimed that people are the foundation in a multinationals; most of the attention of human resource management in multinationals is concerned with the staffing management, while the staffing management is the most difficult task for them. How to effectively manage people in various countries and cultures is a big issue in the staffing management in the multinational companies. At the same time, in order to get the recent research topic in the multinational staffing management, some articles which were published in the academic journals have been chosen as well. 1. Conceptual Introduction Staffing management deals with a comprehensive term for all operative functions namely recruiting, placing, appraisal, rewarding, assessing, developing performed in HR management. According to International HRM model created by Patrick V. Morgan and Peter J. Bottrall, three dimensions are involved : Human resource functions Procurement Allocation Utilization National or country functions The host country where a subsidiary may be located The home country where an international company is headquartered And others countries that may be the source of labor or finance Employees functions Local/ host-country nationals (HCNS Expatriates/parent-country nationals (PCNS) Third-country nationals (TCNS) Face to those options and wide resource, the managers in global enterprises have particular concern about the employees ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation. Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage. With regard to executive nationality staffing policies, There are major four categories on the HRM within Multinational corporations : the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach. In summary, those four approaches are useful for multinationals, and the MNC can choice one of four approaches to manage its international staffing. However, there are no restricting rules for staffing management. The following questions for the multinationals must to face: Predictors of expatriate success, expatriate failure rate, repatriation, equal employment opportunity issues, and recruitment and selection of HCNs and TCNs. 2. Challenges in multinationals The nature of international business is undergoing a sea change. The rapid expansion of global trade, business consolidation and geographical diversification are pushing companies for changes in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. Another factor driving the need for change is the global mergers and acquisitions. Companies acquire other companies abroad need to change their HR policies as it is not applicable on the acquired company. It is beneficial to invite top executives of the acquired firm to join the parents top management. 2.1 Career blockage Lots of employees will be exciting to have the opportunity to work abroad. In fact, for host-country manager who always have limited opportunities to gain experience outside their own country and can not progress beyond the senior positions in their own subsidiary. While, the parent-country manager have limited too, and they will feel frustrate when they come back home to see their colleagues are promoted and their career have been sidetracked. 2.2 Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. 2.3 Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. 2.4 Family problems Family problem for PNC manager is another challenge. The oversea employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. 3. Managing multicultural team Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article Managing multicultural team, the author states that Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . At the same time, the accent and the lack of fluent communication will affect the understanding and the integration between team numbers. The direct effect of misunderstanding can also be the barrier to constrain the team achieving the project common goal. Therefore, the scholar indicates the four strategies as following to manage the multicultural team (J eanne Breeet, Kristin Behfar, and Mary C. Kern, 2007) : Adaptation: acknowledging cultural gaps openly and working around team Structural intervention: changing the shape of the team Managerial intervention: setting norms early or bringing in a higher-level manager Exit: removing a team member when other options have failed Although those four strategies can be used to deal with some challenges in the multicultural team, the first step to manage the multicultural team for team manager is to identify what kind of challenge the team would face. Sometimes, we can advocate the post-modern thinking as a popular but unofficial thinking which can be used among the team numbers. We try to understand and think about questions from the other side without prejudice. However, the official team management needs some norms and rules to keep the right orientation. In my opinion, when facing the team troubles, we should see the troubles from the culture angle, through the social thinking ways instead of from the personality. 4. New alternative in the expatriate assignments According to Edstorm and Galbraith(1977), there are three motives why MNCs use expatriates. As position fillers when suitably qualified host country nationals (HCNs) were not available. As a means of management development, aimed at developing the competence of the individual manager. As a means of organizational development, aimed at increasing knowledge transfer within the MNC and modifying and sustaining organizational structure and decision processes. However, the high cost and the family problems are the evident shortcomings of the conventional expatriate assignments. Recently, more and more research begins to question the utility and viability of the conventional expatriate assignments. According to the Changing patterns of global staffing in the multinational enterprise: challenges to the conventional expatriate assignment and emerging alternatives (David G. Collings, Hugh Scullion and Michael J. Morley, 2007) , there are five aspects related to the debates: supply side issues, demand side issues, expatriate performance and expatriate failure, performance evaluation, cost and finally career dynamics. By reviewing the reasons of those challenges, the authors explore some alternative forms in the international assignments now: Short term international assignments Frequent flyer assignments Commuter and rotational assignments Global virtual team The HR implications of managing alternative forms of international assignments Although those new patters appeared in the international staging assignments, each alternative has both positive and negative influences. For example, as scholars mentioned that the short-term assignments are the most popular form of non-standard assignment. At the same time, they also identify the following situations in which short-term assignments are used in MNCs: (1) Problem solving or skills transfer; (2) for control purposes and; (3) for managerial development reasons. And the disadvantages: (1) taxation issues particularly for assignments over six months duration, (2) the potential for side-effects such as alcoholism and marital problems (3) failure to build effective relationships with local colleagues and customers and (4) work visas and permits (Tahvanainen et al., 2005) . Eventually, the challenge for IHRM practitioners is to ensure that each international assignment has clearly defined goals and in this context to continue the advancement of techniques aimed at measuring the return of investment on international assignments. 5. Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel. According to the literature review, we can see that the staffing management is the big and critical issue in the multinational human resource management. Although some models and some rules can be used in the staffing management in multinationals, there is no magic formula which we can follow, and there is no silver bullet that gives the kill. Simultaneity, I also find some challenges and some new patters of the staffing management in multinationals, in order to get the better understanding about the staffing management strategy in multinationals, and to prove some confused questions in my minds, like why are there so few women on international assignments? The designed qualitative research which addresses the staffing management in multinational companies will be presented as the following: Methodology A successful qualitative research should have the clear introduction about the research methods, the detailed and scientific research, and the justice and related data analysis. In this part, how to develop and execute this qualitative research will be described: 1. Research methods Research methods are the tools to be used in this qualitative research. It is the basic elements to do the research, and the better and clear understanding is helpful and necessary for the success of the research. In the following part, I will introduce some research methods which will be used in this qualitative research. In-depth interview: are typically used in survey development. One-to-one interviews are conducted (with people meeting the criteria for completing a particular survey) when individuals complete the instrument. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. Five persons (individual profiles as the following table) will be interviewed to talk about this project. The questions sheet was designed for the interview. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Interviewees Age Gender Background Working experience 36 Male PHD Electric Engineer 7 years Engineer 33 Male Master engineer MPM 5 years HR manager 32 Male Master MPM 4 years marketing manager 29 Female Master MBA 2 year HR 25 Female Master MBA 1 year HR 2. Research Procedure In this research, the five persons who have the background with working in the multinational companies or who have the academic ideas about the human management will be involved in this research. This research have two parts, the first part will discuss about the important position for staffing management in one multinational company. The second part is about the challenges, and tries to find the solutions for those challenges. 3. Data collection and analyzing In this stage, the enough and useful data is necessary for qualitative research. Collecting data is the key step to achieve the research goal after in-depth interview and case study. Based on the four challenges about the human resource management in the multinational companies, through the in-depth interview with five persons and the case studies, the result about this research is to find the way how to solve those challenges. 4. Research Schedule All the research development will follow the deliverables on the course outline. Proposal: Deadline is February 20 Interview protocol: Deadline is March 12 Interview: Deadline is April 10 Oral presentation: Deadline is April 16 Research report: Deadline is April 28 5. Interview 5.1 Interview plan Traditionally, the detailed plan is the first step for a success interview. For me, the major thing should be described is about the interview tools. The in-depth interviews are typically used in the interview. One-to-one interviews are conducted as the individuals complete the instrument being tested. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. At the same time, based on the topic which is staffing management in the multinational companies, I will choice the telephone interview too. Five persons will be interviewed to talk about this topic. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, the forth person is my friend who works in a multinational company in Toronto, and I will meet him in the weekend to do the interview. The last person works in Montreal, and I will take a telephone interview. 5.2 Level of Language The effective communication is the critical issues for the success of the interview. The better understanding is helpful to achieve the purpose of the interview. 5.3 Interview questions Do you think the staffing management is a critical issue for multinational companies? Do you think staffing issues are different and complex in the multinational companies? Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? How to motives the expatriate employees? How to make the justice between local and expatriate employees? How to implement the performance management for the host-country nationals? How to manage the diversity management? Why are there so few women on international assignments? What kinds training are necessary for the international assignees? What are the challenges about staffing management in the multinational companies? 5.4 Analyses about the interview questions As I mentioned before, five persons were be interviewed to talk about this topic. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, one person who works in the AMD in Toronto, I was meeting him last weekend. And another person who works in Montreal, I already called him to do the telephone interview. Those entire people have the common thinking which is staffing management is very importance and diversity in multinationals. The detailed analysis about the interview questions as following. 1. Do you think the staffing management is a critical issue for multinational companies? The same answers from five interviewees. All of them given yes to this question. Analysis: People are one of the most important parts in the multinational companies. The staffs are from different countries, they have diverse cultures, religions, and working styles. Therefore, the working environment can be very complex. Finding skilled and talented personnel and motivating them then become more and more important. How to resolve problems and conflicts, and integrate the diverse human resource and management is going to be a critical issue. 2. Do you think staffing issues are different and complex in the multinational companies? All of five interviewees answered yes in this question. Analysis: Compared to the national company, the multinational companys target market may be numerous country or while world. According this situation, the employees of multinational companies have different culture, religion and life habit. The employees diversiform culture background can help the multinational company understand the local market environment; however, it increases the cost of staffing management. The multinational companies should pay more an attention on the HR management. The enormous human resource data and complex work environment is a trouble for the multinational companies. At the same time, communication problem is also critical when people speak different languages. 3. Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? The answer is yes. Analysis: Based on the countries different conditions like economic, living standard, market, etc. The local, expatriates and third-country nationals employees are in the different positions. The HCNS are familiar with the culture, environment, and the communication habit. Therefore, the management strategy can be very simple and easy. However, for the PCNS and TCNS, they are unacquainted with the country, and it is harder to accommodate themselves with the new living and working environment. So the communication process will be more complex. Consequently, the companies should use different strategies between the different nationals employees. 4. How to motives the expatriate employees? In this question, building own company culture which is not only local culture but also expatriate and recognizing the and respecting the different culture and habits has been mentioned in all five interviewees. As interviewees C states that familiarizes the new employee to the companys culture, business values, people, organization and processes in an efficient manner. Then, helping the person fit into their new environment, lowers feeling of isolation and anxiety, and increases feelings of comfort, security and belonging. Also, creates a favorable impression and attitude. At the same time, interviewee D thought that Special benefits and holidays are the necessary and important rules to motives the expatriate employees. 5. How to make the justice between local and expatriate employees? The answers about this question related to the understanding about culture and habits and the performance evaluation. Firstly, a series of regulations and rules should be created, Then, try to avoid bias, think objectively, and stand by different positions to see the view. At the same time, the performance evaluation should have the same standard. 6. How to implement the performance management for the host-country nationals? The performance management should be made based on the appraisals which provide legal and formal organizational justification for employment decisions. Also, the appraisals are used as criteria in test validation and provide feedback to employees. Meanwhile, the appraisals can help establish objectives for training programs and determine organizational problems 7. How to manage the diversity management? In this question, there are many answers: A, create chance to know each other B, Equal opportunities is just one part of diversity, detailed policies and procedures should be user-friendly. C, establish a heterogeneous workforce performing to its potential in a fair work environment where no member has an advantage or disadvantage for any reason other than merit. E, Establish training system to reduce fail and conflicts. Establish effective communication to exchange information in time. 8. Why are there so few women on international assignments? In this question, there have the different answers between the male and female interviewees; two male interviewees state that this situation based on the history, culture, like working capability of women cant be accepted by everyone. One male interviewee claims that he did not find this situation because one of the groups in his department is all women who are in charge of both local and international assignments. The two female interviewees said that Women have more family and emotional burden, and women always lack of career progress (glass ceiling). 9. What kinds training are necessary for the international assignees? In this question, most interviewees mentioned that the international assignees should be trained of the knowledge of culture, religion, value and working style. Interviewee B still talked about the training should be connected with Sexual Harassment, Legal Issues and Global Corporate Finance. 10. What are the challenges about staffing management in the multinational companies? Touch different thinking approach and culture How to Improve Expatriate-Local Relations How to respect the diverse values, and establish the same corporation values is most challenge Conflicts between cultures, communication problems, performance standard. Unions want to cooperate but compete with each other for jobs Finding and Results The interviews proved my viewpoint that the staffing management is critical and complex to a multinational. Therefore, to successfully achieve its goal, the multinational not only insist its successful experience and culture but also should adjust the strategy due to the diversity and complexity of human resource management which includes the staffing management strategy. In my research, I focus on two aspects: first is about the importance of staffing management in multinational, which even should be considered as the most crucial part in multinationals life. My interview has proven my standpoint, all interviewers agree on the importance of staffing management. A mistake the multinationals may make is they believe the successful experience in the home country will work well in other parts of the world. But the fact usually says no. Therefore, the multinationals need to learn how to face the difference in different thinking ways, policy, culture and peoples desires. Thus, the second aspect is how to make and implement the proper staffing management due to de complexity and difference of country situation. Base on this understanding, I listed my questions like How to motives the expatriate employees, How to manage the diversity management? and What kinds training are necessary for the international assignees. Most of these questions relate to the people. Undoubtedly, people are the most important factor in all aspects. No matter how correct a decision or strategy has been made, it depends on how people implement it. My interviewees answered the questions through different aspects which base on their experience. Clearly, all of the answers based on one common point that the staffing strategy has to meet peoples basic demands, culture, and inspire them properly. Above all, the interviews supported my original viewpoint and extended my visions in several aspects which I learned from the literatures. I will give the conclusion in next part. Conclusion In the past ten years many business cases proved that human resource management especially the staffing management is the critical factor for the business successful. Based on the analysis about the interviews, I got some conclusion. Firstly, the staffing management is the critical issue for the multinational has been proved. People are one of the most important parts within the company. People with different culture will cause a lot of problems because of culture differences for multinational companies. Because of globalization, business are not just addressed within a Country, and it becomes global as well. So how to find, select and train skilled and talented personnel and motivating employees then become more and more important. Secondly, the staffing management issues are different and complex in the multinational. These issues still related to the culture understanding. Different people have the different thinking ways based on the individual background, and different nations h ave the different habits by the history, religion, policy, etc. So, employees in a multinational have the different thinking ways for the same thing. Those results result to the complex and different staffing strategies. Thirdly the culture shock is another bid issue for the staffing management in the multinationals. All of the five interviewees talked about the better understanding of the different culture and habits, it indicates that diverse culture, religions thinking ways and working style become more and more important in the multinationals, and taking the justice between local and expatriate employees is very important too. In fact, as we all known, staffing for a multinational company is complicated by the more diverse environment , such as business, economic, political, legal, cultural implications and the Parent companys need for control. At the same time, as I mentioned before, there is no magic formula which we can follow, and there are even more challenges that Human Resource has to face when the organization goes international. In a multinational corporation, one of the most difficult tasks is to effectively manage people in various countries and cultures. As we discussed before in this article, the employees are the base for the company, and human resource management is the critical factor for the business successful. According to the situation of human resource management in one organization, the HRM managers take special responsibilities. In fact, there is also no denying that the status of the HRM in the enterprise will be higher than before throughout the next decade. At the same time, with the development of global economy, the multinationals acted the more and more important roles in the global trade. This fact enforce the enterprise have to development human resource management on the global perspective. Above all, every multinational will and must face the risk in exploiting aboard markets. No matter how much expense the risk will take, globalization is the only path that multinationals have to go through. The final goal of foreign subsidiaries is to become local enterprise. Becoming a local enterprise means a lot to multinationals. Firstly, it helps reducing the cost, not only the manufacture cost but also the implement cost. Secondly, it means a foreign enterprise has involved into the aim market society and been accepted by its customers. For this aim, a proper and scientific staffing management system is necessary. We can easily find out that every successful multinational has the proper staffing management rules and system to guarantee running the aboard company properly. This is the relationship of what you want to achieve and how to achieve. The same as my research process, my original understanding of the topic is superficial and insufficient. As my research going, I used t he proper method by studying literatures and interviewing experienced managers to improve my understanding into higher level. However, my research has not completed yet since the complexity of my topic. As the developing of modern societies, the research has to go deeper to find out the intrinsic motivation which forced multinationals changing the management strategy through the four steps. I believe benefits is not the only reason which forces multinationals making adjustment. For example, McDonald has donated millions of dollar for giant earthquake victims in China last month. Ironically, McDonald is suffering fierce criticism that be considered as cold blood foreign businessman. The reason is McDonald didnt advertise its contribution publicly which caused the misunderstanding between McDonald and the Chinese customers. Worse, McDonalds employees refused to work since they dont want to be put the quisling tag. In this example, I noticed that the multinationals always face new challenges since the existing of new problems. What is the root of these challenges and how they make the adjustment in staffing m anagement? I hope to find it out in future. Solutions to the IHRM issues By learning the challenges and practices of various HRM cases all around the world, there are things in common. In terms of IHRM, we discovered some specific policies and procedures to facilitate the performance. Selection: first of all, the selection must meet job requirement and is complement with the organization strategy. The IHRM should pay more attention on the culture. They also should use cultural sensitivity as a selection criterion. Training: in IHRM, the training content is special. What they need emphasis is the cross cultural dimensions. The expatriates should given more information about the host country and culture. Career design: The IHRM should let the employees clearly see their future. International assignment should be as a step for promotion within the firm. Compensation: this is the sensitive and frequent question how much money we should pay to the employees we send abroad? The organization do needs a clear policy which obey the follow aspect. References https://en.wikipedia.org/wiki/Qualitative_research https://en.wikipedia.org/wiki/Staffing International dimensions of human resource management, Peter J. Dowing Randall s. Schuler, page 4 Managing the global work force: Challenges and strategies, Academy of Management Executive, Roberts,K.Kossek,E.E., and Ozeki,C(1998) 12(4): 6-16 Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 : Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p87 (AN 22671287) Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p88 (AN 22671287) Edstrom, A., Galbraith, J. R. (1977). Transfer of managers as a coordination and control strategy in multinational organizations. Administrative Science Quarterly, 22: 248263. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p200. Tahvanainen, M., Welch, D., Worm, V. (2005), Implications of short-term international assignments. European Management Journal, 23: p663673. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p210. :B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p530. https://www.colmr.research.va.gov/mgmt_research_in_va/methodology/qualitative_research.cfm

Analysis Of The Book The Best Of Christmas - 2307 Words

25 Days Till Christmas A Connecting Devotional By Rubens Ruba TABLE OF CONTENTS Introduction - The Best Of Christmas December 1 Luke 1:16–17 Getting Spiritually Prepared For Christmas December 2 Luke 1:46–55 Mary’s Song – Seeking And Celebrating December 3 Luke 1:67–71 Zechariah’s Song – Cynicism And Blindness December 4 Matthew 1:21 You Will Call His Name â€Å"Jesus† December 5 Luke 2:1–5 God Is In Control Of Christmas December 6 Matthew 2:9 God Provides A Travel Map December 7 Luke 2:12–14 So Tell Me†¦Who Gets This Peace? December 8 Matthew 2:1–2 Wise Men Seek Jesus December 9 Matthew 1:18-25 Immanuel – God Always With Us December 10 Luke 2:4-7 Jesus – Not An Aristocrat December 11 Matthew 2:3 Sabotaging Christmas December 12 Matthew 2:10-11 The Meaning Of The Gifts December 13 Luke 3:23-28 The Virgin Birth December 14 Hebrews 8:1–2 Christ – The Replacement Of The Shadow December 15 Matthew 1:18-25 Joseph – A Man Of Integrity December 16 Luke 2:19 What Presents Could You Give To Jesus? 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Napoleon Bonaparte Transformational Leadership Essay

Napoleon Bonaparte was a French military leader who conquered most of Europe in the early nineteenth century. After a coup in 1799 he crowned himself emperor in 1804. He abdicated the throne after the French attempted to invade Russia in 1812 and exiled, but he returned to power a few years alter only to resign once again after a crushing defeat at the battle of Waterloo and exiled to the island of Saint Helena and died at age 51. Bonaparte was known as an astute, ambitious, and extremely skilled military strategist as he waged war and expanded his empire. In behavioral Theory, as a militaristic leader Bonaparte would be considered a team manager. An example would be in the way he would give a series of complex commands but allowed his†¦show more content†¦Referencing situational theory, Bonaparte was excellent at reading his soldiers and the people as both a military leader and a politician. He knew what to say and to whom to say it, to accomplish his tasks: â€Å"A leader is a dealer in hope.†. He developed enough of a relationship with his subordinates to identify and adapt what methods of leadership he needed to be successful, whether that was a ruthless dictator, the seen leader, or the strategist. Furthermore, Bonaparte displays many characteristics of an adaptive leadership style. Bonaparte displayed confidence in himself and his leadership as both a military commander and a politician through charisma and displays of riding on the front lines with his army as he led. Resiliency is displayed in the act of his exile, which he returned from and retook his power. Openness and curiosity is present in the way he continued to read and study about the places he moved in to conquer, including militaristic strategies and tactics. He shows his drive through the sweeping overthrow of the monarchy and European territories. Bonaparte was an advent risk taker, the actions of a coup and crowning himself King are just two of many examples. He was a proactive Lieutenant, which lead him to climbing the ranks quickly, and always planned for every contingency and problem that could go wrong during a campaign, no matter how small or insignificant it seemedShow MoreRelatedLeadership Styles As A Public Administrator Essay2232 Words   |  9 PagesIntroduction This paper will discuss various aspects of a public leader. First, it will develop a brief overview of two leaders and their leadership styles as a public administrator. Next, this paper will compare and contrast the leadership styles of these two leaders. Also, it will determine three leadership strengths and weaknesses of each of these leaders, as well as speculate on the effectiveness of each public leader in terms of each of their successes. Finally, this paper will suggest one

Open Source Software Free Essays

The open source software filling with innovation and vitality 1. Introduction With computer’s development, the software of the computer is more powerful. The software can be divided into two parts which are free and fee-based, and also can be classified with the closed software and the open source software. We will write a custom essay sample on Open Source Software or any similar topic only for you Order Now In order to understand the features of the open source software, and know the reason why the software can be filled with vitality and innovation, which attract a lot of technicists devoting themselves. This paper will give a deep analysis of the open source software in nearly all ranks. This essay mainly includes four parts. Firstly, giving an introduction to the definition of the open innovation and the open source movement and what is the Linux and the history and development of the Linux. Secondly, enumerating some wide use of the open source softwares and taking Linux for example to analyze strengths of open and innovation source software. Thirdly, the author will discuss the challenges and the future of the open source and innovation software. Finally, the author makes a conclusion for the value of the open source and the open innovation. After reading this essay, it’s my target to make you have a better and deep understanding of the concept of open source and open innovation, attempt to make use of the open source software such as Linux operating system, realize the great value of the open source and open innovation, and also be aware of some challenges of the open source and open innovation as well as its future. 2. Open innovation,open source,history of Unix and Linux Henry Chesbrough who is a professor and executive director create the term of open innovation, in his book Open Innovation: The new imperative for creating and profiting from technology, though the idea and discussion about some consequences (especially the inter firm cooperation in RD) date as far back as the 60s (Chesbrough, 2003). With the development of technology and knowledge, new creation of the products begins to face challenges. In order to create new alue, we must established extensive connection with the outside world widely, realize the complementary advantages in the knowledge dissemination and sharing to speed up inner innovation. In software, for example, companies such as SAP and Microsoft have started to build research labs on university all over the world to improve the integration of outside-in innovation to create new commercial benefit. Even Apple that is so strong no matter from any ways had to open up its pr oprietary technology to appeal to the high-tech users. There are some outstanding examples in the electronic industry which are Philips’ open innovation park, Xerox’s Palo Alto Research Center, Siemens’ open innovation program and IBM’s open source initiatives. Today, open innovation has been driven by many computer software suppliers on a strategic level. Nowdays the open source software that needs more creative can appeal to people to use. Due to open innovation, we can concentrate the inner and outer power on developing the creation or innovation. The  open source movement  is a profound movement of individuals who support the use of  open source  licenses for some or all software. Open source software is made available for anybody to use or modify, as its source code is made available. Some open-source software is based on a share-alike principle, whereby users are free to pass on the software subject to the rule that any enhancements or changes are just as freely available to the public, while other open-source projects may be freely incorporated into any derivative work, open-source or proprietary(Eu. conecta, 2011) . The open source software allows users to use some or even all software by giving them authorization. What is more, sometimes, the source code is also available to users. That makes it possible for users to read and modify the source code. Usually, any individual can changes and modify the code and make available to public, and other users can download his/her code, read his/her code, discuss with the writer, and enhance the code. By doing so, the source code can be optimized and consequently the software will be more powerful and a stabilized system because of some users’ creative ideas and critical thinking. The open source is a profound revolution by taking the advantage of users’ participation(Eu. conecta, 2011). Nowdays the security of software is more and more concerned. Though the open source, we can solve the problem of security by a mass of programmers. With the open innovation and open source movement developed, there are a vast of professional and perfect softwares happened. For example, Linux and Unix, Unix operating system that many of the cooperative programmers make efforts in the 1970s is the most successful program that could run on different computer device. A free version of Unix operating system can be attempted to build by the developers in 1986. There is a project called GNU that stand for â€Å"Gnu’s not Unix† allowing programmers to contribute to the development effort regardless of individual or commercial interests. The most important thing is that the operating system is free for user. The GNU is very famous as a copyleft agreement including four points. The first is that software can be copied and distributed under the GNU license. The second is that products that are obtained and distributed under this license may be sold. The third is that user can alter the source code, but if they want to distribute or publish the source code, they must make the software work under the GNU license. The third is that without a GNU license, the source code could not work , through an individual can modify, distribute and publish the source code. The fourth is that we can develop the assistant technology for the open source software which don’t include core licensed under the GNU license. It’s not published as the Linux kernel created by a young student who is called Linus Torvalds until in1991. He gave programmers his code so they can contribute to revise and develop the code. Linux becomes into an advanced and powerful operating system, because a mass of programmers analyze the code and write development that Linus included into Linux. With the Linux improved rapidly, there are a series of versions of Linux delivered that can meet different needs. 3. The strengths of open and innovation source software In this section, the author will talk about the wide use of open and innovation source software and its strengths and profound impact to modern society and some traditional fee-based software. It is hard to realize something until we stop for a while and look at how different it is from the software that we know. The open and innovation source software have some incomparable advantages that conventional paid software can’t match. The author will take Linux for example to discuss the strengths and impact of open and innovation source software. Firstly, the open source movement is the collaborative nature that allows smaller companies to take part in the global economy. The smaller companies or individuals can have rights to access to create, organize, or distribute the software. It’s an equal opportunities for people around the world to participate in the movement. So the movement has attracted more and more involved. There are over 120,000 programmers all over the world who are distributed internationally and support Linux as a means of reducing the large companies’ technical domination (Ceraso, A. , Pruchnic, J,2007) . It is computed that only 5-10 percent of code of the Linux kernel remains compiled by Linus Torvalds. The collaborative nature create the culture of sharing, which is pervasive in the programming project. Programmers in those project help each other, make progress together to complete the programming. Secondly, the creation of open source software is not individual so that we can reduce the cost. The Research and Development of Linux operating system is made efforts by volunteer labor that is worth about two billion dollars (Kusnetsky and Greg , 1999). Companies like Microsoft that develop the windows operating system spend about $80-100 million per year. Technologists are addicted to the code of Linux programming due to their hobbies or personal interest. The programmers don not care the money and time so that they can devote themselves into it with their professional responsibilities. Individuals who have keen interest in coding and software creation or distribution promote the development of the open source software, which is not different from the proprietary software which is motivated by the money gain. Sometimes the developers want to get satisfaction and a reputation from other programmers by contributing to the open source code. Others want to receive such as good job offers, shares in programming values and so on. Thirdly, system administrator in the development of open source software will have control in the risk of deploying the tool. It is similar to in a corporate organization that Linux has a leadership structure. Linus Torvalds is a header in the Linux community who is a respected manager that can control the progress of programming, and his thoughts are considered final. Torvalds can appoint some programmers to be responsible for managing specific part of the project, and in reverse the programmers can guide other coordinators. However, this leadership structure only is suited to the Linux kernel; it does not apply to program such as system utilities. Fourthly, there is a major advantage in the open source code that is the ability for a mass of various people to edit and fix problems and errors that have occurred. The advantage is that programmers make improvements to open source software and will give meaningful feedback to the original programmer. The feedback benefits the entire project. Because of the feedback, the open source softwares become more and more powerful, riskless, high-quality. Fifthly, open source programs divide into small teams of programmers that work independently to settle specific problems. Those teams are parallel development that can make it possible for 435 Linux projects to be underway (Sullivan, 2011). Parallel debugging can improve the efficiency of individuals working on the project. Parallel debugging can feed back quicker modifications than traditional development. For example, Linux is attacked by the TearDrop IP because of some bugs, but Linux programmers repair it in less than 24 hours (Sullivan, 2011). Sixthly, open source software has the feature of the long-term sustainability. The open source software is different from the proprietary softwares, which is not driven out of business in the short-term. The open source software will be still developed all the time so long as the programmer can keep the sufficient interest and skills, even the user always has the choice to work in the house, maintain the running of the software and support to continue the programming of the software. It can have been seen the strengths of open and innovation source software. Better quality, higher reliability, more flexibility, lower cost, and an end to predatory vendor lock-in are the targets of the open source software. It is important to maintain the open source definition that creates a trusted group that connects all users and developers together. Just because of the strengths of open and innovation source software, expect for the Linux or Unix operating system, there are some other excellent softwares such as apache that is successful server software and scripting programming language on the web, Mozilla that is a excellent web browser like IE and mysql that is very popular database management system, giving people different experience and meeting the diversity of requirements. These softwares also have been extremely successful. . Challenges of open source and innovation software Even though the open source and innovation softwares have gained great success in many areas, but there are still challenges facing in front. One challenge is the quality of the open source and innovation software. Previous research has shown that the size of software module have a certain relationship with software de fects. For example some scholars think that there is an U-shaped relationship between software modules and software defect, therefore, the software module wants to be moderate, too big or too small scale will lead to defect increased. Despite criticism of scholars views, but the size of the software modules should be paid attention to control In the software development to ensure software quality,which recognized by most of scholars. However, the above conclusion is based on the non-open source software, and is not suitable for quality control of the open source software, because the module of the open source software usually is constantly changing the old module, adding a new module or deleting constantly in the process of evolution of software development. Koru AG, Zhang Dongsovg, LiuHongfang take Mozilla for example to prove that there is a relationship between the size of of module of the open source software and the defects of product, and the results still show that l with software quality has a direct relationship with the scale of the software. Although there are a large number of experts auditing the open source software quality on the surface, but in fact, there are a small number of relatively fixed experts auditing the quality periodically,even some softwares don’t have a quality audit, which is one of reasons that the quality of open-source software is doubted. Another risk is the legal risk of business development using open source. First, there is a problem that copyright of Open source software is unknown. Open source software often has a very complex origin because of its special patterns of development. Open source software has a massive pool of programming expertise all over the world to develop. For example, there may be a few people, more dozens, or hundreds of people contributing to the programming of open source software. Over one thousand people are needed in large projects such as Linux operating system (Langley, 2007). But the participants have a variety of backgrounds, as a result, It is difficult to ensure that their codes don’t have problems. This kind of confusion property rights of knowledge and complex situation makes a lot of open source software have a risk of infringement all the time. For example, Linux was suspected of violating the copyright of Unix programming code belongs to the company of SCO. For the problems of infringement ,license of open can’t provide any special terms or other promises to ensure that the programmers who devote to projects don’t violate the intellectual property of others. Due to these licenses that do not provide any liability protection, there is a risk of open source software for commercial development. Second, There are other problem such as the infringement of patent rigth and trademark right that we should pay attention on. 5. Commercial value and trend of open source and innovation software In this part, we will discuss the open source software’s economic value and predict its future. On one hand, a lot of commercial software companies are always paying attention to the rapid development of open source software. Due to the massive excellent open source software projects and high quality codes, if the resources can be directly used, business company can save a lot of cost. The company of Business software develops commercial software based on the open source codes, which is flexible to decide based-fee or free when it is used for commercial purposes. For individuals, it is still free to use the commercial software, of course, Except commercial purposes, at the same time, these companies can provide technical service’s support. This flexible business model is more and more welcomed by more and more business software company. On the other hand, launch of android makes people be full of expectation for the open source software. Because of the open source software portability, custom pattern of Linux is a breakthrough of the industry model. Custom pattern of Linux because of the current Linux operating system that has deficiencies at performance, stability, and grasping the user needs ,can meet the user’s requirements. Though we discuss the commercial value of open source software, we can predict the trends of the open source software. In the future, the suppliers of open source software will have a closer relationship among themselves. Due to the development of the industry, the model of self-reclusive development do not clearly conform to the trend of the times, high requirements of the software in the future promote manufacturers of open source software Seeking a deeper cooperation among themselves, which provides effective means to compete with the large proprietary software vendors for the supplier of open source software. The overall open source solutions are easier than traditional solutions on the deployment and maintenance. From hardware to software infrastructure, enterprise customers will know and experience the effective cost of overall open source solutions. Grasping the good opportunity of open source software will have a better future. 6 . Conclusion Now the software’s feature is more complex and the work of software’s programming is more lager, the open source software occupy a lot of advantages such as its collaborative nature which can offer customizability and, as a result, promotes the adoption of its products, the open innovation which is not proprietary, resulting in lower costs and so on. Now software is built more complicated and the work of programming is more lager than ever. Because the open source software is not proprietary, that means taking the advantage of collaboration and customizability could lower the cost and make the software system stronger. From the introduction above, It can have been already cleared the definition of open innovation, the open source movement and the history of Unix, Linux operating system. Though the deeper analysis, it can be known the reason why the open source softwares become more and more popular is that powerful strength of open source software. Just because of this, there are some excellent software such as Linux, apache and mysql giving people different experience and meeting the diversity of requirements. These softwares also have been extremely successful. For now the use of open source software in some areas is limited, but its value will dig out driven by the maturity of technology and idea. However, there are also challenges. One difficulty is the promise of the quality of the open source software. And another difficulty is the legal risk of business development using open source. Notwithstanding the challenges, the quality of massive open source software could prove invaluable over time. From the author’s perspective, driven by the portable, the open source software will have much huger development space, play more important role in some developed areas and show unimaginative value in some undeveloped areas as well. References A. Carleton, et al. (1992), â€Å"Software Measurement for DoD Systems: Recommendations for Initial Core Measures,† Software Engineering Institute, CMU/SEI-92-TR-19. B. Curtis, H. Krasner, and N. Iscoe (1988), â€Å"A Field Study of the Software Design Process for Large Systems,† Communications of the ACM, vol. 31, no. 11, pp. 1268-1287. B Littlewood and D Miller (1989), â€Å"Conceptual Modeling of Coincident Failures in Multi-Version Software†, IEEE Transactions on Software Engineering, vol. 15, no. 12, pp. 1596-1614. B. Perens (1999), â€Å"The Open Source Definition,† in Open Sources: Voices from the Open Source Revolution , C. DiBona, S. Ockman, and M. Stone, Eds. Sebastopol, CA: O’Reilly, pp. 171-188. Chesbrough, H. W. (2003). Open Innovation: The new imperative for creating and profiting from technology. Boston: Harvard Business School Press. Definition of Open Source: Open Source Initiative Retrieved . Kusnetsky, Dan, IDC, and Greg Weiss, DH Browen (1999), Linux E-Seminar M. Krochmal (1999), â€Å"Linux Interest Expanding,† in TechWeb, at http://www. techweb. com/wire/story/TWB19990521S0021 Norman Fenton (1994), â€Å"Software Measurement: A Necessary Scientific Basis,† IEEE Transactions on Software Engineering, vol. 20, no. 3, pp. 199-206 Pearce, J. M. (2012). â€Å"The case for open source appropriate technology†. Environment, Development and Sustainability  14  (3): pp. 425–431. P. Vixie (1999), â€Å"Software Engineering,† in Open Sources: Voices from the Open Source Revolution , C. DiBona, S. Ockman, and M. Stone, Eds. Sebastopol, CA: O’Reilly, pp. 91-100.. R. T. Fielding (1999), â€Å"Shared Leadership in the Apache Project,† Communications of the ACM, vol. 42, no. 4, pp. 42-43. Valloppillil, Vinod, and Josh Cohen (1998), Microsoft, †Linux OS Competitive Analysis,† Halloween 2. White, Wallker (2000),†Observations, Considerations, and Directions,† Oracle, Federick Brooks in â€Å"The Mythicak Man Month. † Zhao, L. ; Deek, F. P. (2004). â€Å"User Collaboration in Open Source Software Development†. Electronic Markets  14  (2): pp. 89. How to cite Open Source Software, Essay examples

Madame Bovary Essay Thesis Example For Students

Madame Bovary Essay Thesis Madame BovaryFor this paper, Madame Bovary the brilliant modern translation by Lowell Bair Edited and with an introduction by Leo Bersani Including critical articles and historical matirial by Gustave Flaubert was read and has been assessed and discussed in detail. The Bantam Book Inc. first printed this edition in 1972 in New York. This book is definitely a novel. It has all the elements of a true love story. It has a lovesick woman, who has her head filled with notions of a life that will live on happily-ever-after. It is made complete by the death of the heroin. The outside world is a major influence on this novel. It may be that it is romantic because it was written at the earliest stages of the romantic movement. It also helped revitalized the movement. It gave future romantic writers a model with which to follow. Romanticism at that time believed that the universe was not a machine; that nature and humanity were connected; that feeling was as important to humanity as reason; and that society along with individuals could change and grow uncontrollably. Most young girls are blinded by fantasies of love and adventure, but Emma is more concerned with them than most. Being raised in a convent and having many opportunities to read, her head was full of dreams of undying love and adventure. To Flaubert there were two defects in romanticism. One was the people that joined it but really did not understand it. Then there were those that only joined the cause because it was a way of hiding the reality that they lived in. This novel is also symbolic. Throughout the story many different examples of symbols are used. One such example is Emmas repeated dreams of travel and their ironic parallels. These are symbols of her romantic visions and their answering reality. The viscount and his cigar case are symbols of a romanticized aristocracy. Throughout the story the color blue is used as a symbol for happiness. This story is told first by a narrator. The narrator is said to be one of Charles old classmates, but he is gone by the middle of the chapter. Being the narrator he adds intimacy, authority, and immediacy. Using him as a narrator is practical to the point that he knows all about Charles. In the beginning of the book it is important to the story plot to know as much about Charles as possible, b ecause he will be to main object of Emmas dissatisfaction with her unromantic lifestyle. Charles classmate is eventually phased out as the narrator because he could not add anything more to the story. In chapter five the reader starts to take the point of view of Emmas consciousness. This is the first time the reader can see exactly what she is thinking. At this point in time we can see she is beginning to become disgusted with Charles. The major point of view that is shown throughout the story is third person omniscient. Madame Bovary is both orthodox and unorthodox in its story plot organization. Some scenes scattered throughout the book are told through the use of a flashback. One such flashback is when Charles describes his parents. He tells about them in an earlier time and place. Also, Emma tells the reader about some of her memories of the convent and also about her fathers farm. Another flashback that occurs often in the book is when Emma has her spells of religious enthusiasm, and when she does this she reverts back into an earlier mood or character. .u9276d8553791fd3a48196d8fcd0d6be1 , .u9276d8553791fd3a48196d8fcd0d6be1 .postImageUrl , .u9276d8553791fd3a48196d8fcd0d6be1 .centered-text-area { min-height: 80px; position: relative; } .u9276d8553791fd3a48196d8fcd0d6be1 , .u9276d8553791fd3a48196d8fcd0d6be1:hover , .u9276d8553791fd3a48196d8fcd0d6be1:visited , .u9276d8553791fd3a48196d8fcd0d6be1:active { border:0!important; } .u9276d8553791fd3a48196d8fcd0d6be1 .clearfix:after { content: ""; display: table; clear: both; } .u9276d8553791fd3a48196d8fcd0d6be1 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9276d8553791fd3a48196d8fcd0d6be1:active , .u9276d8553791fd3a48196d8fcd0d6be1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9276d8553791fd3a48196d8fcd0d6be1 .centered-text-area { width: 100%; position: relative ; } .u9276d8553791fd3a48196d8fcd0d6be1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9276d8553791fd3a48196d8fcd0d6be1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9276d8553791fd3a48196d8fcd0d6be1 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9276d8553791fd3a48196d8fcd0d6be1:hover .ctaButton { background-color: #34495E!important; } .u9276d8553791fd3a48196d8fcd0d6be1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9276d8553791fd3a48196d8fcd0d6be1 .u9276d8553791fd3a48196d8fcd0d6be1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9276d8553791fd3a48196d8fcd0d6be1:after { content: ""; display: block; clear: both; } READ: History of the Atomic Bomb EssayGustave Flauberts characterization of Emma is very eccentric and complex. It is almost to the point of being confusing. Through his mastery of language, Madame Bovary can be interpreted as a brilliant example of romanticism. Emmas sentimentality is learned at a very early age, because she was raised in a convent. Throughout the book her tendency toward her dream world was also started in the convent. She constantly searched for the mystic and the unusual rather than the real world. She spent all of her time dreaming of the extreme romantic view of knights in shining armor and being queen of an old castle. She shut out the