Drama and audience Essay Example for Free

Drama and audience Essay Reverend Hales role in the play is to originally cure of find the illness of Betty. But instead he is described as stiring the witchcraft cauldron that is brewing in Salem Village. Arthur Miller uses words and phrases such as; narrowing his eyes, holding up his hands, surprised, quickly, grasping, rising exhilaration, kindly ect. This describes Reverend Hales character well, as he is a do-gooder within the village. Miller emphasises his importance, by making his character loud, expressive yet good hearted. He makes sure the audience is aware of Hales importance, by making him a figure to look up to, someone that people can see God in, and by making people confess to him he is showing the power he has. Parriss status within the community should be an example to others, but is slowly withering as the accusations of witchcraft within his village and family drag him down. The farmers Proctor, Putnam and Giles, are all below Parris in society. They are the main male characters in the play and because Parris is higher up in society, he remains the loneliest out of the four; this is significant as he knows he cannot cope with all the stress as a single parent and guardian, and a reverend Salem relies on. As previously written, Hale was confessed to by Tituba. She confessed to seeing Satin towards the end of Act 1. Her confession was dramatic and Miller emphasised this well by using language such as; weeps, sobbing in terror, falls to her knees, frightened, suddenly bursting out, in a fury ect. Influenced by the forgiveness given to Tituba, this is significant as she is setting an example and giving ideas to the girls. Abigail copies calling out accusations, as assumed and for example she shouts; I saw Sarah Good with the devil! ect. Scared and confused girls followed in Abigails actions and began calling out accusations as well. The girls soon figure that lying, pretending and accusing others, will take the limelight from them and they will soon be seen as victims and witnesses of Satin. In conclusion, Arthur Millers stage directions in the play, The Crucible, create drama and inform the audience about the nature of the society in Salem. He uses them effectively to create instant excitement and effect as well as defining the characters in detail. The characters are however Millers own creation and through his direction they add drama to the story. The language used in the play highlights the lack of communication in its simplicity and distances itself from the twenty first century. The people in Salem lived solely by their religion and were unable to accept anything that may defy their beliefs. It also showed the lies and deceit that people created to protect their own name and standing in society. Arthur Miller has managed to skilfully tell the story according to historic facts whilst adding his own portrayal of characters to attract audiences today.

Mentoring Nursing and Healthcare Students Essay examples -- Nursing Ed

The Nursing and Midwifery Council (NMC) defines the role of a mentor as a nurse with specific training who is able to facilitate learning, and supports and supervises students in a practice setting (NMC 2008). Mentorship plays an integral part in the next generation of practitioners and nursing professionals play a vital role in guiding a process that allows the transference of knowledge, skills and attributes from healthcare professionals to the students they are working with (English National Board and Department of Health 2001). This assignment will critically review the key issues for the preparation of an effective learning environment and appraise the opportunities and challenges experienced when facilitating learning in practice. It will analyse the mentors role and accountability within the assessment process, and the evaluation processes that develop student learning in practice. The environment in which this assignment is set is a thirty bedded Acute Medical Ward, within the Department of Medicine for older people in an NHS teaching hospital. A mentors role in this clinical setting involves providing both formal and informal learning opportunities in supporting students, newly qualified nurses and Healthcare support workers. A strengths weaknesses opportunities and threats (SWOT) analysis of the clinical setting ( appendix1) highlights the complexities of this learning environment. In recent years a great deal of emphasis has been placed on the clinical environment and its importance in the facilitation of learning, where students are most likely to be receptive to learning and nurses are able to combine the theory taught at university, with the practical skills required to become a competent practitioner. Pell... ...oyal College of Nursing (RCN) (2007) Guidance for mentors of nursing students and midwives, London: Royal College of Nursing Shakespeare, P. and Webb, C. (2008) 'Professional identity as a resource for talk: exploring the mentor-student relationship', Nursing Inquiry, 15 (4), pp 270-279 Sharples, K., Kelly, D. and Elcock, K. (2007) 'Supporting mentors in practice', Nursing Standard, 21 (39), pp 44-47 Spouse, J. (2008) 'Learning through legitimate peripheral participation', Nurse Education Today, 18 (5), pp 345-351 Tetheridge, J. (2010) 'Interviewing student and qualified nurses to find out what makes an effective mentor', Nursing Times, 106 (48), pp 19 – 21 Timmins, F. and Kaliszer, M. (2002) 'Aspects of nurse education programmes that frequently cause stress to nursing students – fact finding sample survey', Nurse Education Today, 22, pp 203-211

Compensation and Benefits Recommendations Essay

No matter the size of the business, there is a need to evaluate an individual business’ compensations and Benefits. Each business will be unique; rarely will two businesses have the same benefits. These benefits will show employees, and future employees, what it is worth to work for the company. In this recommendation, it will outline various parts of the compensation and identify the pay act that this package will follow. Market Evaluation Creating attractive compensation package is a difficult task when entering new markets. After reviewing the benefits and compensation for Turner Construction Company, Ames Construction, Inc., and DPR Construction which are located in Arizona, the companies have these benefits in common: Medical, Dental, Retirement/Pension/401K plan. Turner Construction Company does offer more such as vision insurance, health club reimbursement, life insurance, accidental death and dismemberment, short term disability, long term disability, tuition reimbursement program, and professional certifications and licenses (Turner Construction, 2014). The compensation package offered by DPR Construction includes additional benefits like vision insurance, adoption assistance, personal time off, holidays & holiday shutdown, Flexible Spending Accounts, and Critical Illness Insurance. DPR construction has noted that employees must be non-union and full time employees to receive the full benefits package, but part time employees are eligible for medical, dental, and vision coverage (DPR Construction, 2014). The compensation package offered by Ames Construction, Inc. does not include extra benefits that Turner Construction and DPR Construction offer (Ames Construction, Inc., 2014). With the information provided, an attractive compensation and benefit package that is tailored to the area can be created for your employees in Arizona. Recommended compensation structure As commercial construction organization entering a new market you will need  to have a compensation structure that is comparable or higher to others in the area. When entering a new market, it will be essential to offer a structure that attracts experienced employees that will provide creditability to the new market. It will be essential to have these people in place and show your customers that your organization is committed to being their primary choice for new projects. When determining a compensation plan there are steps that should be considered. The first step is to determine what type of pay structure you are going to use. For your business a pay grade system is the best option. This type of system allows for your organization to compensate employees based on their years of experience and knowledge of the field (Martocchio 2011). The next step is determining the market baseline for the positions. In Arizona, a commercial foreman (salary/exempt) earns about $35,000-$92,000 per year, an estimator/project (salary/exempt) manager receives about $32,000 – $98,00 per year, and a general laborer (hourly/nonexempt) receives about $8.71-20.55 per hour (â€Å"May 2013 State Occupational Employment And Wage Estimates Arizona†, 2014). The next step is to identify pay grades. This will allow an employee with more experience to receive more income. Below are examples of the three positions listed above: Foreman I – 0-5 years’ experience as a foreman for a commercial construction. Foreman II – 6-10 years’ experience. Foreman III – 10+ years’ experience. Project Manager I – 0-2 years’ experience, bachelor’s degree, no project management (PMI) certificate. Project Manager II – 3-5 years’ experience, bachelor’s degree in project management, PMI certificate. Project Manager III – 6+ years’ experience, experienced interaction with customers, PMI certificate and a bachelor’s or higher degree in project management. General Laborer I – 0-3 years’ experience, high school diploma or GED and basic commercial construction knowledge. General Laborer II – 4-9 years’ experience, high school diploma or higher, advanced knowledge. General Laborers III – 10+ years’ experience, high school diploma or higher, expert knowledge. The next step will be establishing the pay ranges for the positions. The recommended pay structure is as followed: Foreman I – $35,000 – $42,000 Foreman II – $42,000 – 57,000 Foreman III – $57,000 – $95,000 Project Manager I – $32,000 – $50,000 Project Manager II – $50,000 – $75,000 Project Manager III – $75,000 – $100,000 General Laborer I – $8.75 – $12.00 General Laborer II – $12.00 – $17.00 General Laborers III – $17.00 – $20.50 The last step, which will be an ongoing step, is to evaluate the pay structure. As an organization you will need to determine if the pay scale matches the talent you are hiring and if adjustments need to be made. Another adjustment that may need to be made is include minimum wage for general laborers. Recommend a position on the Market There are three positions that are recommended to position the company in the market. Management must decide which strategy will best fit the goals of the organization. To lead the market in compensation will be costly. The advantage to leading the market is the company will likely get top talent for the pay. This is unless the top talent is already gainfully employed, then the company may get mediocre talent for top pay. Another possibility is to position the company at the bottom of the market, or to lag in the market. This is not a very attractive employment tactic; however there is a plethora of benefits that can be added to the package that would be more attractive to those that do not consider money the primary reason for joining an organization. The recommended strategy for the organization is to be somewhere in between the high and the low. It is feasible to match the competition in salaries but to offer a package of incentives that will distinguish the company from the other competitors. Some of the ideas management might consider are paid time off from work to include holidays, vacation days, personal days, sick days, and paternity or maternity leave (Heathfield, 2014). Another benefit could be comprehensive dental insurance, many companies are forced to offer medical insurance but dental insurance could be a great selling point to attract potential employees. Perhaps the most important to some people will be investment. The company should  consider establishing a retirement plan or 401(k) for employees. This helps in recruiting employees but also increases the opportunity to maintain employees. There are other incentives that can be offered at the discretion of management. Little incentives like day care, a pumping room for new mothers, and incentives for going to college can make the company more attractive than other similar companies with similar salaries for employees. Total compensation and benefits strategy In today’s economy it is important for a company to have a total compensations and benefits package. The new Obama care guidelines state that everyone must have health insurance. Providing this to your employees will help to relieve some of the financial burden associated with health insurance. Other reasons to offer health insurance according to the Center of Disease Control are healthier people are less likely to take time off of work and are more productive while at work (â€Å"Workplace Health Promotion†, 2014). Other health benefits include dental, vision insurance, and health-club reimbursement. Flexible spending, life insurance, short and long term disability are other benefits that are recommended for employees. Tuition Reimbursement is a great way to show your employees that you are committed to their future and rewarding them for obtaining a higher education. This can also include professional certificates. An employee referral program is a great way to reward employees for their referrals and obtain new applicants. Performance Incentives and Merit Pay As with other business transactions, incentive programs need to be managed with a clear definition with planning, setting goals, assigning responsibility, defining objectives and managing the implementation. A well-executed incentive program will justify its cost through reduction in injury costs, reduced time away from work, and slowing the rate of increase in insurance costs (Hislop, R. D., 1993). Incentive programs need to focus on program elements relative to the industry. Safe work habits and the reduction of absenteeism shall be the focus of these incentives. Define the criteria: What is to be accomplished in order to earn the award The recognition to be offered Establish who qualifies for the awards; (individuals, teams, contractors) Provide a definitive time line Evaluate the risks that are present In order to encourage sense of ownership, urge employees to help manage and control their workplace. Incorporate a sound safety program including not only the safety training but regular toolbox talks (Hislop, R. D., 1993). An offer of $.50-per-hour bonus to each work-crew if the entire crew is present throughout an entire pay period has been an effective tool for one Houston based construction firm (Hislop, R. D., 1993). The additional labor costs are moderate in comparison to the costs associated with hiring, training and injury expenses incurred when laborers are injured or present a high absentee rate. Establishing the incentive as one centered on absenteeism than injury related will curb the possibility of workers not reporting injury in order to achieve bonus and will encourage presence on the site thereby alleviating unnecessary absenteeism. Injuries happen often when a full crew is not present on the jobsite and with the incentive pay; every crew has the opportunity for the b onus. Relating Law With this package, the main focus will be towards the Equal Pay Act. This Act is set forth that requires men and women receive equal pay for equal work in the same establishment (USA.gov, 2014). There is room for differences in pay based upon seniority, merit, or even quality of production. If you find your business in a situation where this act is being violated, you are not allowed to lower the higher paid employee, but you must raise the lower paid employee. When evaluating specific benefits compensation, all aspects need to be considered when attempting to move into a new market. Comparison with current competitors is a wise decision to determine where a new company should choose which benefits. Careful planning will greatly assist the business in setting up as a successful company in the new market. References Ames Construction, Inc. (2014). Benefit Package. Retrieved from http://www.amesconstruction.com/benefit-package.cfm DPR Construction. (2014). Benefits. Retrieved from http://www.dpr.com/company/careers/working-at-dpr/benefits#holidayshutdown Turner Construction. (2014). Benefits, Compensation and Rewards. Retrieved from http://www.turnerconstruction.com/careers/life-at-turner/benefits Heathfield, S. M. (2014). What’s in a comprehensive employee benefits package? About.com Human Resources. Retrieved from http://humanresources.about.com/od/compensation-structure/tp/employee-benefits-package.htm Hislop, R. D. (1993). Developing a safety incentive program. Professional Safety, 38(4), 20. Retrieved from http://search.proquest.com/docview/200382925?accountid=458 Cost Estimators. (2014). Retrieved from http://www.bls.gov/ooh/business-and- financial/cost-estimators.htm May 2013. State Occupational Employment and Wage Estimates Arizona. (2014). Retrieved from http://www.bls.gov/oes/current/oes_az.htm Martocchio, Joseph J. (2011). Strategic compensation: a human resource management approach. (6th ed.). Boston: Prentice Hall Equal Pay/Compensation Discrimination. (2014). USA.Gov. Retrieved from http://www.eeoc.gov/laws/types/equalcompensation.cfm

Essay about The Battle of Dunkirk A Tactical Defeat

The Battle of Dunkirk happened in Northern France between May 26 and June 4 1940 and was a major battle of the Second World War which occurred between 1939-1945. The Second World War was very different to the first with rapid movement covering huge amounts of land in very little time. This was due to the German Army’s speed which used â€Å"Blitzkrieg† or â€Å"Lightning war† tactics. Prior to the invasion of France there had been 7 months of â€Å"Phoney war†; However the French had anticipated the attack and established â€Å"The Maginot line† which was a line of defence designed to hold the German army back. Despite this the Battle of France began on the 10th May 1940 when German Army group B subdued Holland and advanced rapidly westwards through†¦show more content†¦Despite its acclaim as a victory for the British Public it is regarded widely amongst historians as a decisive German victory the loss of men, munitions and vehicles was still greatly affecting Britain in the North Africa campaign some two years later. Many people hold the belief that Dunkirk was a miracle as the troops were facing almost certain annihilation trapped between the enemy and miles of sea. However over 300,000 troops were successfully rescued and evacuated back to Britain. Source 2 is a valid source as it is a textbook extract with accurate statistics from a reliable source. The Source tells of the many positive aspects of the Battle of Dunkirk; including, the number of troops, heavy guns and vehicles successfully evacuated. As well as the effects of the Battle on affairs such as politics and the British public’s view of the armed forces. The source is taken from a school history textbook called Essential Modern World History published in 2003; and written by Ben Walsh. The purpose of this source is to educate students so the information will be accurate. A negative aspect of this source is that it is written from a British perspective and does not highlight the heavy and costly losses suffered during the battle. Source 3 is a valid source as it is a newspaper front page that comes from the time of the Battle and offers the British perspective of the Battle. Once again this source drawsShow MoreRelatedHitler As A Military Leader Essay2288 Words   |  10 PagesDid Adolf Hitler’s arrogance cost him the war? During World War II, Hitler thought himself a military and tactical genius. However, he still lost the war. Adolf Hitler, the leader of Nazi Germany, wanted to conquer the world and create an empire. 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