Free Essays on The Crucible: John Proctor :: Essay on The Crucible

The Crucible - John Proctor, a man with pride John Proctor plays the leading role in The Crucible by Arthur Miller. He was persistent, honest, and full of integrity. He was simply, a man with pride. A wise woman once said, "Do what you feel in your heart to be right--for you'll be criticized anyway. You'll be damned if you do, and damned if you don't." (Eleanor Roosevelt). Proctor was the protagonist of the dramatic piece of literature. When the play sets in to action, John has had a past affair with his servant Abigail Williams. His wife, Elizabeth Proctor is very forgiving of his sin, but John has his mind set that he will not confess to anyone else, in fear of ruining his good name, and reputation. The affair between John and Abigail caused the start of chaotic witchery and accusation. After the affair, Abigail became horribly jealous of Elizabeth Proctor. Proctor realizes there is only one way to stop all the witch hysteria in Salem, and that would be to confess his sin of adultery. Although he knows he should, he continues to be determined not to confess. Also in the beginning Reverend Paris is new to town, and John insist continually that he is only speaking of hell, and hardly ever of God, as Proctor goes on to say to Parris, "Can you speak one minute without we land in Hell again? I am sick of Hell!" (Miller 30). In the drama, Mary Warren places a needle in a poppet she gave to Elizabeth; John fi rmly demands that Mary Warren tell the courts that she really put the needle in the poppet that day. Proctor says to her, "You're coming to the court with me, Mary. You will tell it in the court." (Miller 80). Furthermore, at the end of the play Proctor is persistent by saying that no matter what anyone says to convince him differently, he would rather die an honest man and save his name. John Proctor took pride in his thoughts, feelings, values, and his name. It took persistency to make his intent clear to others. For many reasons, John Proctor is an honest man. By no means is Proctor afraid to tell you what is on his mind.

Storytelling and its contribution to organizational theory

The storytelling approach towards the knowledge sharing is explored in detail. The story telling can be used to elicit tacit knowledge and can be used to flow the knowledge about previous events in the organization and any other work related knowledge in an interesting and effective manner. Since emotions are attached to the stories, they narrate the much value to the listeners and the listeners tend to keep what they have heard. In this sense, organization memory is created by the anecdotes of the stories being told.The lessons learnt from the past experiences are label to the employees working now. It is also studied the negative stories have much impact on the listeners. The story telling has the potential to capture tacit knowledge and how it is done in the context of IBM is explained. Moreover, the story telling in the organizations can be enhanced by the use of IT tools like intranet, emails and other knowledge management systems which helps employees to create platform to shar e their stories and communicate the values of the organization.This values and the knowledge base of the organization helps to form the organization memory. Table of Contents Introduction Storytelling is one of the approaches towards knowledge capture and codification, the first phase of KM cycle. This is used to elicit tacit knowledge, towards creation of new knowledge and to organize the content in systematic manner. In knowledge capture phase, the distinction between the capture of existing knowledge and the creation of new knowledge has to be made. Mostly, only existing knowledge is set into the pattern, which only forms the explicit knowledge.There is huge pool of knowledge, which needs to be captured towards generating the new knowledge and that knowledge is mostly tacit in nature, which resides within the heads of knower. Every organization also has a memory. The embodiment of the organizational memory is the experience of its employees, tangible data and knowledge stores in the organization (Walsh and Unison, 1991). The value of knowledge is increased when it is transferred otherwise the uncultured knowledge is devalued and ignored with time. In today's fast-paced economy, an organization's knowledge base is quickly becoming its only sustainable competitive advantage.This competitive advantage is owned by utilizing the organizational knowledge, the individual skills, thoughts and ideas. So Tacit knowledge management is must to capture the experience and expertise of the individual in an organization and making it available to anyone who needs it. Once the tacit knowledge becomes explicit, it needs to be organized in a structured document that will enable multipurpose use. The KM tools help to create knowledge and then leverage it across multiple channels, including phone, email, discussion forums, Internet and any new channel that come online.Story telling is one of the best KM tools to capture tacit knowledge. Organizational story can be defined as pa st management actions, employee interactions or other key events that have occurred and that have been communicated informally (Swap et al, 2001). The stories provide a rich context making it interesting for the listeners and also remains in the conscious memory longer. Stories reinforce organizational learning and communicate common values. The core capabilities of an organization are built by critical skills of employees, management systems and organizational values.This capability can be transferred in formal and explicit way. However much knowledge articulacy knowledge with rich tacit dimensions is transferred internally through processes of colonization and initialization. Story telling is one such transfer mechanisms that can leverage the tacit knowledge of the organization. Literature Review The use of the stories and storytelling may provide a powerful practice as a part of efforts by individuals, groups or organizations to share what they know. It breaks away from the tradi tional means of communication and adds new dimension to the knowledge management tools.Deeding, in his article â€Å"Telling Tales† tries to convey hat the age-old practice of storytelling is an effective method to be used as knowledge management tools but the stories told should match the situation and conditions in the organization. Storyteller as a leader should influence the listeners and the story should have enough detail to be intelligible and credible. Different narrative patterns like Sparking Action, Communicating who you are, Transmitting value, Fostering collaboration and Taming the grapevine can be used.Snowman's article titled â€Å"The new simplicity-context, Narrative and Content† focuses on the need f knowledge management to go beyond the boundaries of using best practices into the realms of uncertainty. Since both the human behavior and system are complex, the cause and effect of the system and the interacting agents can't be separated; the contextual stimulation is needed to capture the knowledge. The decision making pattern is important. Narrative is emerging as one of the most exciting approaches to knowledge management.It involves going and finding a person to ask questions whenever faced with the new task or encounter a problem and get context-sensitive answers. In short, stories allow the communication of complex ideas in a simple, memorable form. Karakul Shaffer B Kali in his research on â€Å"Transfer knowledge Using Stories: A Malaysian University Case Study † attempts to explore the usage of knowledge-embedded stories in a Malaysian institute of higher learning and will consider the understanding of organization members concerning storytelling in the organization.It provides insights on the culture of storytelling as a method of knowledge transfer medium and explores the practicality of using stories in the organization and the employee's perception of the usage of stories to transfer knowledge. This case reveal s that story telling is regarded as an acceptable approach in knowledge transfer. Mostly gathering sessions in the university stimulated storytelling. The case also presented the factors that influence the KM storytelling.The factors are an extension of the existing knowledge transfer factors mentioned in literatures, which do influence KM storytelling. Walter Swap, Dorothy Leonard, Mimi Shields and Lisa Abram in their research â€Å"Using Mentoring and Storytelling to transfer knowledge in the Workplace† explains that the knowledge with rich tacit dimensions is transferred informally through processes of colonization and naturalization. They have focuses on two transfer mechanisms mentoring and storytelling.Most stories told informally in organizations are negative. Therefore managers interested in how knowledge accrues in the organization cannot ignore these important transmitters. Stories that dramatist or illustrate managerial systems, values, norms are more likely to be believed and acted upon than mere statements of policies and norms. Finally, the use of information technologies can enhance the story telling. The effect of verbal storytelling can be enhanced through the use of multimedia.Consistent with the elaboration effect, seeing and hearing the storyteller can add weight and detail to the story as can visual about the environment in which the story occurred. Story-telling-a technique to capture tacit knowledge In KM, the knowledge capture and creation may be done by the individuals who work for the organization or a group within that organization, by all members of a community of practice (COP), or by a dedicated COP individual.So the creation, capture and the codification of the information is done at the personal level while performing activities at Job. Within the firm, individuals share perceptions and Jointly interpret information events and experiences (Cohen and Leviathan, 1990) and at some point, knowledge acquisition extends beyond the individuals and is coded into corporate memory (Napkin, 1995; Spencer, 1996; Monika and Takeouts, 1995). Unless knowledge is embedded into corporate memory, the firm cannot leverage the knowledge held by individual members of the organization.Knowledge acquisition from individuals or groups can be characterized as the transfer and transformation of valuable expertise from a knowledge source (human expert, documents) to a knowledge repository (organizational memory, facts and rules). Explicit knowledge is already well described but we need to abstract and summarize this content. Tacit knowledge capturing needs various techniques of which story telling is the one. Stories involve the detailed narrative of management actions and decision-making styles, employee activities and interaction and other events within the division that are communicated informally within the organization.A story can be defined as telling of a happening or a connected series of happenings whether true or fi ctitious (Deeding, 2001). This involved the group interaction and collaboration for story telling. The SEC' model developed by Knock and Takeouts also supports that story telling or narratives can be used to bring out tacit knowledge. Fig 1 :SEC Model by Monika and Takeouts Here, colonization process is involve which emphasizes the tacit knowledge exchange through Joint activities such as gathering, spending time together, informal talks and living and working in the same environment rather than through written or verbal instructions.The process of transferring one's ideas or images directly to colleagues or subordinates means to share personal knowledge and create commonplace or Baa. During extrapolation process, an individual commits to the group and thus becomes one with the group. The individuals' intentions and ideas merge and become integrated with the group's mental world. This involves the expressing of ideas or images as communicable manner such as metaphors, analogies, eve nt description or narratives. A number of conditions must be in place, however, in order to ensure that storytelling in its various enacted forms creates value in a particular organization.Sole and Wilson (2002) argue that although all stories are narratives, not all narratives are good knowledge-sharing stories. As an example, they cite movies, which tell stories designed primarily to entertain and therefore need not necessarily be authentic-?or even believable. In contrast, in organizational storytelling, stories are often used to promote knowledge sharing, inform, and/or prompt a change in behavior, as well as communicate the organizational culture and create a sense of belonging.In order to achieve these organizational objectives, knowledge-sharing stories need to be authentic, believable, and compelling. Stories need to evoke some type of response, and, above all, they need to be concise Deeding, 2001), so that the moral of the story or the organizational lesson to be learned c an be easily understood, remembered, and acted upon. In other words, organizational stories should have an impact: they should prevent similar mistakes from being repeated, or they should promote organizational learning and adoption of best practices stemming from the collective organizational memory.Deeding (2001) describes the power of a springboard story, knowledge that has been captured in the form of a brief story that has the ability to create a strong impact on its audience. He outlines a number of key elements required to use stories to encapsulate valuable knowledge, such as: The explicit story should be relatively brief and detailed Just enough that the audience can understand it. The story must be intelligible to the specific audience so that they are â€Å"hooked.The story should be inherently interesting. The story should spring the listener to a new level of understanding. The story should have a happy ending. The story should embody the change message. The change mes sage should be implicit. The listeners should be encouraged to identify with the protagonist. The story should ell with a specific individual or organization. The protagonist should be prototypical of the organization's main business. Other things being equal, true is better than invented.One should test, test, and test again Story telling and KM processes involved in context of MM. IBM has leverage on the power of story telling at the daily work place to enhance the employees' performance. IBM has a four-stage storytelling approach. 1 . Anecdotal elicitation through interviews, observation and story circles 2. Anecdotal deconstruction to analyses cultural issues, ways of working, values, rules and beliefs to lied the story's key messages 3. Intervention / communication design with a story constructed or enhanced 4.Story deployment Story telling workshops can be run to elicit the knowledge and cultural values of an organization as well as both its best and inhibitors to sharing and identifies business issues. Values, rules and beliefs of organization were identified. Storytelling provides the platform to the employees to share experiences and build social capital and networks and most importantly it achieves agreement among the participants The knowledge management framework developed by Olivia and Lieder (2001 a) is based n the view of organizations as â€Å"knowledge systems†.According to this view, organization consists of four knowledge processes Creation Storage / Retrieval Transfer Application Here in case of MM, knowledge creation process takes place by the creation of anecdotes, which are captured as tacit knowledge, and they are stored in a repository and aligned with communities, processes and subject areas. This shows the knowledge storage process.Then the knowledge transfer takes place through support discussion forums (lunch and learn), databases, intellectual capital, management systems (training), document management systems, bulletin boa rds, inline chats, portals (community kick-off days) and intranets. Ultimately, the people who make communities do the knowledge application process. The effective communities have valuable stories. Practice of dedicated Story Telling Sessions The practice of dedicated story telling sessions in some organizations have proved the increased level of knowledge exchange among employees.For example, NASA, Deducted and Malaysian university have Km initiative in form of story telling sessions. The ITEMS (Information Services and Media Services) Department has its own storytelling sessions. There are two storytelling session ITEMS Sharing Session- It involves the staffs from whole ITEMS department and it is conducted once a week to share the stories on the problems encountered and the solutions. Toolbox Session-alt only involves the units in ITEMS department. It gathers the support unit employees to share their stories on the problems raised.They have one program to stimulate KM storytellin g called Buddy program. In Buddy program, two employees from different department are paired together to work as a single department. Junior staff is paired with senior academic acting as mentor. Conclusion Stories are powerful conveyors of meaning and tacit knowledge and been in use from ancient times. It helps to share knowledge with context and emotion. It triggers the listeners to respond with other stories building new understanding.Stories can capture and hold the attention increasing the likelihood of hearing and listening. Story telling is very valuable in story telling network. Any organization has a set of its memories embedded from the time of its inception. These memories are the skills and knowledge of its employees while in an organization over the years of operation. So, the organizational memory has its role on forming the knowledge base of the organization. Employees can use the organization memory to learn and improve the effectiveness of their work.Employee's know ledge can be stored and then information and knowledge can be shared by KM. Organizational memory is one of intangible assets of one organization; it stores past experiences and knowledge, supports organization strategy and improves organization effectiveness. Accordingly, it is important to establishment and development of organizational memory for KM. Organizational culture can be stored by story, and it is one of retention facilities of organizational memory.The idea, spirit, and culture of organizations can be passed down by storytelling. Through storytelling, organization members emotionally connect to their organization and then identify their organization. Storytelling can store organizational culture, convey experience and knowledge, and improve acquisition, retention, and maintenance of process of organizational memory management. Organization value and spirit can be conveyed effectively by storytelling.

Be Fruitful and Multiply

â€Å"Be fruitful and multiply. † This is a line we commonly hear at Mass, but what does it really mean? If we read the bible, we can find this line in Genesis, at that moment after God has created heaven and earth, plants and animals, and Adam and Eve. This sentence is redundant and simple, yet it holds a deep meaning.â€Å"Be fruitful and multiply†Ã¢â‚¬â€this is God’s way of telling us to reproduce, to have children who represent God as we represent Him as we are created after His likeness. In the bible, however, there are certain instances that somehow contradict this line’s purpose.Two examples are the tower of Babel and the pharaoh’s order to gather and eliminate all Hebrew male babies. The tower of Babel was constructed after the Great Flood. Noah’s descendants have already multiplied—they have formed a very large family that uses the same language.They have built the tower to raise themselves to the heavens and seek glory highe r than God’s. At such insolence, God punished them by scattering them throughout the world and confusing their language. Thereafter, God’s people continue to multiply and be fruitful. However, they started to bear fruits of different natures, different colors, and different tongues.The pharaoh, at the time of Moses’ birth, ordered for all male Hebrew babies to be killed and cast to the sea for fear that, as their population continued to thrive, the Egyptians will be overthrown. This act contradicted God’s command of being fruitful and multiplying. However, though this had been the case, God’s words still found its way to being made possible.The Hebrews, led by the grown-up Moses, were able to break free from the Egyptians’ oppression. They were able to reach the Promised Land that overflows with milk and honey, and since that time, they were again able to be fruitful and multiply.

Bean Trees and Brave New World

Brave New World vs. The Bean Trees The novels Brave New World and The Bean Trees both show suffering and people trying to pursue their own happiness. In Brave New World, John suffers through his unhappiness. In The Bean Trees, Taylor Greer goes through the same situation. They both go through the process of suffering to reach the same goal, which is to find happiness. In Brave New World, John becomes out casted by both the New Mexico Savage Reservation and the World State. With living in the World State and their version of â€Å"happiness†, John begs for the right to feel emotion. He sees the World State as giving off artificial happiness, but he wants true happiness and true emotion. He pleads, â€Å"I don’t want comfort, I want God, I want poetry, I want real danger, I want freedom, I want goodness. I want sin. † He takes his values from the works of Shakespeare which helps him to voice his own emotions and reactions, it gives him a framework from which to comment on World State values, and it gives him the language that helps him hold his own in confrontation. Shakespeare shows all the values that the World State does not have. From reading the works, John wants to reject the shallow â€Å"happiness† of the World State, he becomes unable to control his temptations for Lenina, and ultimately he commits suicide. John taking part in the final orgy and later committing suicide can become viewed as the product of an insanity made by the conflict between his values and the reality of the World State. John never reached his goal due to him committing suicide. In The Bean Trees, Taylor Greer leaves her home in Kentucky to make a new life for herself. Along the way, a woman gives Taylor a child which she names Turtle. At first, caring for Turtle does not come easily to her, but over time she grows to love Turtle as her own. Taylor becomes forced to mature quickly which brings on another struggle for her. High School has only been behind her for a few years and she already has to take on the responsibility of providing for a child. She also needs to raise money on her own, not only for herself but also for Turtle. Finding a place to live became her responsibility, too. Estevan and Esperanza’s struggles with aving to give up their child and the trauma of Turtle getting attacked one day, forces Taylor to struggle through depression. The police investigation on the attack shows that Taylor is not the legal guardian of Turtle which brings up another struggle for her until Taylor comes up with a plan to adopt her. In the end, Taylor’s plan works, Taylor and Turtle now have a home in Tucson, and Esperanza and Estevan safely live at their new home in Oklahoma. Taylor struggled through life’s challenges but by the end of the novel she finds a new meaning for â€Å"family† and becomes appreciative of the miracles given to her each day. The struggles of the human condition become resolved for the current time in the lives that Taylor has touched. Ultimately, Taylor did reach her goal of happiness because she found family in the people around her and a new life in Tucson. Both of the characters went through much suffering on their pursuit of happiness. They handled their suffering in different ways though. John rebelled against the World State to gain his happiness whereas Taylor took what came to her and found her happiness with what she was given.

Current world problem Research Paper Example | Topics and Well Written Essays - 500 words

Current world problem - Research Paper Example According to an index of 72 countries by A.T. Kearney small, rich, and stable countries tend to be the most globalized (The Economist, 2011). Two of the most globalized areas in the world are Singapore and Hong Kong. The people of Singapore enjoy a higher standard of living than American citizens. The article entitled One Minute Case for Free Trade written by David Veksler discusses some of the cons of the globalization movement. Globalization has taken millions of jobs away from the US as companies are outsourcing their manufacturing production to developing countries that offer cheap labor and lower overall production costs. The reason globalization helps promote efficiency in the world markets is because countries that are good at certain things specialize their labor. For example the Japanese are good at producing electronics, while the United States produces a lot of pharmaceuticals. Each country has a talent they can exploit to increase their gross domestic product. â€Å"Some isolationist argue that foreigners have unfair advantanges due to lax labor or environmental regulations, industry subsidies, or restrictions on import abroad†(Veksler, 2007).

Historicist the shawl Essay Example | Topics and Well Written Essays - 750 words

Historicist the shawl - Essay Example The Nuremburg Laws prohibited Jews for marrying non-Jews, made it illegal for a Jew to own a radio, bicycle, or business, and requiring them to wear a yellow Star of David on all their clothing and outerwear. One survivor described it as â€Å"yellow as the Star sewn onto Rosa’s overcoat† (Ozick, 3). This forced every Jew to adopt a Jewish element their personality creating a collective identity for all European Jews, before being isolated in a ghetto or camp. The Shawl, many Jews felt trapped because of neighbor actions. Rosa did not want to chance giving her child to a stranger, despite the child’s Aryan appearance (Orick, 3). Jews became pariahs under Nazi rule. Harsh penalties were handed down to people gave comfort to Jews, even death. No citizen, save a few brave souls, tried to help the Jews under Nazi rule. The collective identity created propaganda making the non-Jewish turn on Jewish neighbors they had previously lived with in peace. After creating a collective identity it was easier to move the Jews into ghettos and camps. With the exception of a small percent, all Jews were moved into ghettos, and then moved to camps. A few Jews escaped through the help of Aryans, but many more were killed before reaching the ghetto. The deportation to ghettos was a transit point with the end of the line being a camp. By creating the illusion that Jews were sub-human, Nazis could isolate masses in ghettos and camps. Due to the Jewish collective identity, it was easier for Nazis to persecute all Jews in the Third Reich. One survivor explains â€Å"‘not all victims were Jews, but all Jews were victims’† (UN). Using propaganda against the Jews, Germans and non-Jews felt that it was not wrong to exterminate Jews. Those who did feel any guilt about the way Jews were treated buried that emotion under fear of what the