Marlows Lack Of Restraint Essay - 1849 Words

In Joseph Conrad’s infamous novella, Heart of Darkness, the narrator listens as Marlow tells his tale of his journey in the Congo, where he comes across many different types of people, all of which he can have hugely varying opinions on. It may seem at first that he simply views the Congolese as less than himself, but his ideas of humanity are far more complex than that, and is not directly tied to race. It is not the people that he despises, but the area they inhabit. He blames their environment and gives it this eminent evil surrounding it. His is an issue with their lack of restraint to the evil and savagery of the world. Marlow’s creation of his own concept of restraint in relation to his journey informs of the major themes and ideas†¦show more content†¦As he approaches Kurtz and continues down the river and further into the Congo, Marlow accumulates around thirty native Congolese people working on his steamboat, and without a real thought he makes the ass umption and conclusion that they are all cannibals. He notes that they bring Hippo meat with them, which according to him quickly goes rotten and has to be thrown overboard. He then says, â€Å"Why in the name of all the gnawing devils of hunger they didn’t go for us—they were thirty to five—and have a good tuck-in for once, amazes me now when I think of it. They were big powerful men, with not much capacity to weigh the consequences, with courage, with strength, even yet... I saw that something restraining, one of those human secrets that baffle probability, had come into play there.† This is one of the only times that Marlow describes the native Congolese people as human. Only through first basing this off several racist stereotypes, Marlow is able for a moment to view the natives as human beings, because, in his own skewed and ridiculous view of them, he believes that they have an incredible amount of restraint to the ‘darkness’ that seems to emanate from the Congo. Their self control and resistance to the savage urges is the quality Marlow believes makes them equal to himself in the sense that they are human beings like himself. This is also telling of the grand misunderstanding of Marlow with his entire experience andShow MoreRelatedAnalysis Of Joseph Conrad s The Heart Of Darkness 1801 Words   |  8 Pagesconduct in a restrictive way, such as views on sexual restraint and a low tolerance of crime (Sanders, 2). The Victorian era saw social issues such as child labor and prostitution become issues which influenced societal views on the roles of women in British society (Sanders, 10). These social norms shaped men’s views on women in general, giving rise to the underlining perceptions of female purity and the role of women as homemakers. This essay will examine the role that societal views on women inRead More Reality and Illusion in Joseph Conrads Heart of Darkness Essay3966 Words   |  16 Pagesthat whi ch is incomprehensible to Marlow. The life of the Africans and the power of the jungle—or the larger reality of humanity—is evil in its incomprehensibility. The supreme morality is restraint, and comprehension of the jungle or acceptance of its incomprehensibility becomes symbolic for the absence of restraint in man. Purpose is good in its comprehensibility. When Marlow speaks derisively of the French man-of-war shelling an invisible ‘enemy’ to no purpose it is because he finds its actions ‘incomprehensibleRead MoreThe Cruelty of Colonialism in Joseph Conrads Heart of Darkness1813 Words   |  8 Pagescareer paths, Achebe believes Conrad makes an obvious statement that he is Marlow (4). Refuting another argument defending Conrad, some believe Africa was merely the setting for the more important message behind the story of hubris, greed, and lack of restraint that contribute to an unimaginably evil man. Accordingly, Achebe accuses Conrad of having a â€Å"...perverse kind of arrogance in thus reducing Africa to the role of props for the breakup of one petty European mind† (5). Although Africa may onlyRead MoreDr. Miller s Heart Of Darkness1936 Words   |  8 Pagesthese backwards savages into the future and the ways that they can suppress their savage customs. As time goes on, he has finished his pamphlet, but his mental degradation has just begun. Soon, the darkness consumes him and he becomes one who â€Å"lacks restraint in his various lusts,† (Conrad, pg. 57) a savage himself. In the end, Kurtz lives in a hut surrounded by pikes adorned with the heads of the â€Å"savages† and proposes that the final solution to the suppression of their customs is to â€Å"exterminateRead MoreThe Distorted Images in Heart of Darkness4513 Words   |  19 Pagesother in front of him. Marlow’s attitude to their â€Å"cannibalism† reveals his fear, ignorance and contempt. In fact, there is no cannibal in Af rica, and he never encounters cannibals in Africa. He may learn it from others’ words. Marlow treats cannibalism as an everyday custom of the Congolese, even though he probably sees no evidence of it when he is there. On the trip upstream the white men catches glimpses of villages in which ceremonial rites are being performed. Marlow’s depiction of these experiences

Anz Introduction Free Essays

Recommendation It is recommended that ANZ Bank’s management should reconsider customer value proposition, reputation and security risk as a consequence of ANZ Bank recent outsourcing strategy. This report discusses three main issues that ANZ Bank’s management may have to consider if it is to enhance strength and core competency. Customer value proposition Firstly, as ANZ Bank has stressed that ‘becomes a super regional bank’ is a core strategy objective (ANZ 2012), ANZ will have to consider the potential effect for customer value proposition as a result of recent outsourcing strategy. We will write a custom essay sample on Anz Introduction or any similar topic only for you Order Now It has been pointed that the problem of losing managerial control that may arise from outsourcing (RBA tells bank to go slowly 2012). Weerakkody and Irani (2009) suggest that the loss of managerial control may negatively affect the quality of service which will lessen customer value proposition. Based on Porters’ five forces, ANZ Bank is involved in a situation of a high bargaining power of customers (loyalty) and the threat of substitution (Porter 1980). Reduced customer value proposition will enhance power of customers and threat of substitution (Porter 1980). Opponents may suggest that outsourcing will contribute to emphasising competitive advantage (Mcivor 2011). The competitive advantage of ANZ Bank is trade and supply chain (ANZ Trade Supply chain – A Competitive Advantage 2009). Focusing on competitive advantage will enhance customer value proposition (Piggott 2012). It will assist ANZ Bank achieve its business objective. However, ANZ Bank outsourced 50 jobs include a head of human resources, credit officers and business analysts (Wade and Hawthorne 2012). Fail to package requirements and manage contract efficiently will often result in poor performance and raising cost (Scott 2008). If poor quality services are provided and ANZ Bank fail to control this, customer value proposition will be negatively affected. Therefore, the risk of reduced customer value proposition is a significant issue that ANZ Bank should consider. Reputation The second significant issues facing ANZ Bank will be the reduced reputation in light of ANZ Bank sends jobs overseas (Wade and Hawthorne 2012). According to utilitarianism, ANZ Bank’s manager should make decisions not only based on responsibilities to the company and shareholders but also employees and society (Hartman and DesJardins 2006). Staff reduction in domestic industry will negatively impact unemployment rate. The less society responsibility will influence reputation. Applying SWOT analysis to this case, weaken the internal strength of the worthy brand will put ANZ Bank in a less competitive position (Agarwal, Grassl and Pahl 2012). Critics of this issue may suggest that outsourcing is a method for cost saving. Based on deontology, ANZ Bank’s manager has to make decisions on the basis of responsibilities to the company and shareholders (Hartman and DesJardins 2006). Outsourcing is an effective way to execute responsibilities. ANZ Bank (2012) announced that customer focus is a strategy to drive competitive advantage. Indeed, outperformance of customer service will enhance reputation ANZ Bank much more significantly than outsourcing. However, Waters (2012) pointed out that offshoring may cause workforce problem which will threaten the reputation of ANZ Bank. If ANZ Bank fail to outperform competitors with customer service, the reduced brand image may lead ANZ Bank lose market share. Hence ANZ Bank will have to consider the potential problem of reputation. Security risk The third issue that ANZ bank should aware of is security risk which can strongly affect success of outsourcing (RBA tells bank to go slowly 2012). Nassimbeni, Sartor and Dus (2012) suggests that as the foreign organisation may have less protect in a cultural and legal environment, the security risk become more relevant. The security risk increases as sensible data are available for providers, intermediaries and sub-contractors (Nassimbeni, Sartor and Dus 2012). The outsourcing industry which builds relationship with ANZ Bank can make profit through selling customer information to ANZ Bank’s competitors. Based on value chain, leak of customer information will reduce value of service (Needle 2010). Customers may switch to competitors. It can be argued that there is a contract which would protect data and customer information. The contract is legal protection tool to constrain operators (Nassimbeni, Sartor and Dus 2012). However, even if there is a contract, it does not guarantee everything will operate smoothly. The level of legal and judicial environment will affect the effectiveness of contract (Nassimbeni, Sartor and Dus 2012). For example, Vodafone has been suffered customer privacy leaks. It leads Vodafone faces penalties of up to $250,000 (Sydney Morning Herald 2011). Therefore, it is very important for ANZ Bank to consider security issue. Conclusion Therefore it can be concluded that ANZ Bank should reconsider customer value proposition, reputation and security risk in response to the recent outsourcing strategy. Reference List Agarwal, R. , Grassl, W. and Pahl, G. 012, ‘Meta-SWOT: introducing a new strategic planning tool’, Journal of business strategy, vol. 33, no. 2, pp. 12-21, viewed 10 May 2012, Business Source Premier. ANZ, 2012, Our company: profile, Australia and New Zealand Banking Group Limited, Melbourne, viewed 6 May 2012, http://www. anz. com/about-us/our-company/profile/. ANZ Trade Supply chain – A Competitive Advantage, 2009, Australia and New Zeal and Banking Group Limited, Melbourne, viewed 6 May 2012,http://www. anz. com/resources/7/0/70bd2e804fdef847af02ef0c11c71176/ANZ+Trade+and+Supply+ChainOur+Awards+and+Polls. df? CACHEID=beb387004fde32f58226d72c5b851de3. Nassimbeni, G. Sartor, M. and Dus, D. 2012, ‘Security risk in service offshoring and outsourcing’, Industry management and data system, vol. 112, no. 3, pp. 405-440, viewed 10 May 2012, Business Source Premier. Needle, D. 2010, Business in context: an introduction to business and its environment, 5thed. , Cengage Learning, Andover. Hartman, L. and DesJardins, J. 2006, Business ethics: decision making for personal integrity and social responsibility, McGraw Hill, Sydney. Mclvor, R. 2011, ‘Outsourcing done right’, Industrial Engineer, vol. 3, no. 1, pp. 30-35. Piggot, L. 2012, Introduction to business (BUSS1001), The University of Sydney, Sydney, 18 March, viewed 6 May 2012, http://blackboard. econ. usyd. edu. au/ @@/81A8AC3019FFF9D178B10ACC0DB F3F0A/courses/1/BUSS1001_SEM1_2012/content/_559616_1/embedded/BUSS1001_Sem%201%2C%202012_Week%203%20Lecture. pdf Porter, M. E. 1980, Competitive strategy: Techniques for analyzing industries and competitors, Free Press, New York. ‘RBA tells bank to go slowly’, 2012, Sydney Morning Herald, 29 March, viewed 6 May 2012, How to cite Anz Introduction, Essay examples

Importance of Organizational Behaviour Free-Samples for Students

Question: Discuss about the Organisational Behaviour. Answer: Introduction In the context of organisational behaviour, proper decision making is imperative as management of human capital is one of the focused areas of business organisations. The study that shows how people interact within groups is known as organisational behaviour. Creativity and efficiency of a business organisation mostly depend on the organisational behaviour. It is a kind of scientific approach that can be applied to the management employees or workers. The connection of the decision making with the organisational behaviour is the main focus of the whole study. The theories related to organisational behaviour are mainly used for the purpose of maximising the output from individuals or group members leading towards proper management of human resource of a business organisation. By identifying the core description presented in the three selected articles, the study identifies the co-relation of organisational behaviour with the decision making process. On the other hand, similarities as well as the dissimilarities of the articles have been evaluated. Alternatively, some possible reconciliation, integration of the collected information, and practical application of the theories have been depicted in the study. Meanwhile, improvement of the job performance, promotion of creativity and innovation among the workers, increase the job satisfaction, and encouragement about leadership are the key factors for the whole discussion. Similarities among the articles Discussion of the similarities among the three articles must be started with the central idea of the entire study that is the effective and efficient management of the human resource capital of a business organisation. The most common aspects of the three articles are management of the team, leadership to the team, motivation to the team, and control the direction of the human capital of the organisation towards the achievement of the ultimate business goal. The similar concepts presented in the articles are significant for dominating organisational behaviour. In the article entitled Linking Merger and Acquisition Strategies to Postmerger Integration, Brueller, Carmeli and Markman (2016) have mentioned the core application of human resource management process by elaborating how organisations usually make the conversion of human capital into organizational outcomes. Notably, the article reflects effective and efficient utilisation of organisational human resource with proper decision making so that correct people can be placed for the right job at the exact time by providing necessary training and motivation. Also, the management must influence the role playing of employees by imposing a sense of desired organizational behaviour that can lead the whole unit to the taste of success. In the article, Process Studies of Change in Organization and Management, Langley et al. (2013) has focused on how things develop, emerge, grow or terminate over the period of time in the management. Precisely the study describes how to manage and control the organizational change with the process of making decisions regarding the human capital and management of organizational behaviour for the sake of developmental flow of the organization. On the other hand, in the Leading virtual teams, Hoch and Kozlowski (2014) have found that motivating the human capital of a business organization i.e. the workers and employees, through proper performance appraisal process and rewarding process, is very helpful for the accomplishment of the organizational objectives. Through fulfilling individual objectives for the achieve ment of the predetermined organizational aim, management can influence decision making. After careful observation and study of all the three articles, the fact has been cleared out that improper management and control of the most important element of a business organisation i.e. human resource or human capital will make the organisation unable to fulfil its objectives and achieve its goals. If the human capital and the organisational behaviour can be managed in a proper way with correct decisions, the outcome will help the firm to the peak of success. The difference among the articles Though the concepts and general ideas are same, the point of views of each article has described differences in the managerial premises. In their article, Langley et al. (2013) has focused on the risk assessment along with risk management that have been given more priority for gaining stability in the rapidly changing business environment. The study defines that wrong assessment and control of organisational risk is very harmful to the ratio of profitability of the business. The right choice of decisions and planning of the human resource can ensure proper flow of organisational activities and fulfilment of objectives. In the other article, Hoch and Kozlowski (2014) have promoted the leadership structure that has been given more emphasis. Notably, leadership is something that has the power to direct the organisation to the joy of success or the frustration of failure. Brueller, Carmeli and Markman (2016), in the article have expressed how to enhance the abilities, skills and knowledg e for the betterment of performance of the personnel mainly the key personnel of the organization as the key personnel have the ability to accept and get used to fast with the changing situation. Meanwhile, they can transfer the flow of implementation of the ideas actively within the whole organizational activities. The objectives and goals of business organizations are unique and different from each other. The aims have been finalised according to the financial and managerial structure of the business. Moreover, the decision-making pattern of the organization is also dissimilar in nature i.e. each business organization identifies their objectives, priorities, scopes and goals in their different competitive premises (Hoch and Kozlowski, 2014). However, the focus of all the articles is proper control and management of human resource or human capital of the business the reaching path and planning to that goal is not similar. Possible reconciliations From the similar point of view of these three articles, some possible reconciliation can be made through the explanation of some quotes regarding human resource. Based on the articles, only having the best planning and best strategies are not enough for development of the organization but making a proper combination of good things of the mind and heart of different organizational people for the sake of organizational development is really necessary. On the other hand, the lifeblood of a business organization is financial resource. Notably, the brain of a business organization is the human resource that emphasizes more on the decision making process for recruiting the right person at the right time for achieving the desired and optimum outcome of any of the organizational activities (Hoch and Kozlowski, 2014). For the proper maintenance of human resource of a business organization, some important aspects must be remembered so that they will always be able to accept the changes of the internal as well as external environments. For this purpose ensuring appropriate leadership approach is very important as required on basis of particular organizational premise. Management of grievance among the employees and the workers, enforcing proper appraisal of the performance given by the employees and the workers is very important for the desired maintainability of the organizational behaviour (Langley et al., 2013). The decision making of human resources must be influenced through identification, evaluation and attracting them towards the organizational goal. Moreover, decision making depends on the application of required leadership approach that can maintain a good and healthy organizational climate. Integration of the information Integration of human resource planning and the organisational planning for ensuring best possible utilisation of resources, human and material is very important. By maintaining a good and ethical organisational environment through the enforcement of proper behavioural approach within the workplace, the organisational behaviour has increased the potentiality of human resource management (Langley et al., 2013). On the other hand, preparing the organisations human resources to meet the challenges of changes due to technological development and modernization in the internal as well as the external environment of the organisation is one of the most significant tasks of human resource management department. Admittedly, objective of human resource planning also includes making the proper plan for the recruitment and selection so as to cater to the appropriate needs of the business organization so that it can achieve the future development, diversification expansion and modernization, etc (B rueller, Carmeli and Markman, 2016). In simple words, human resource management or manpower planning is the process by which the management of an organization ensures that it has the right number of people, the right kind of people, at the right places, and at the right time, for various operations and in connection with the organizational objectives and goals. Management and control of organisational behaviour in the decision-making context can be defined as a process and also a strategy for the acquisition, utilisation, improvement, retention and maintenance of human resources over a definite future period. By making a balance, the demand and supply of a requisite number of manpower in a business organisation can be controlled. The right calculation of forecasting of future human resource requirements in an organization is made after carefully studying and analysing the past ratios relating to the number of employees of each category, level of production, total sales volume or number of sales persons, activity level or workload level and direct indirect employees of the organization is a very crucial task. Application of the theories in real life scenario According to the articles, leading organisational people toward attaining the predefined goals and objectives is a complex process that is known as leadership. The human resource study implies that people always striving for a leadership position in their professional career. Leadership has that ability to impose proper organisational behaviour to direct the organisational people towards the accomplishment of the organisational objectives for the sake of achieving organisational goals. The most significant factor of a good and successful organisation is decision making. The Proper way of making good decision involves the collection of relevant data and information and accurate interpretation of the information for setting the function sequentially is a very important aspect of a business organisation. For instance, Microsoft enforces some vital behavioural approach i.e. respect for the people, individual commitment to creativity, learning and flexibility, individual willingness to ch ange. Microsoft has properly explained to its employees what means the actual sense of organisational behaviour and why it is so important (Brueller, Carmeli and Markman, 2016). Microsoft has given consistent performance in achieving a high quality of life and high level of performance of the employees simultaneously. Enforcement of social responsibilities and ethics in day-to-day works has made the company globally recognised in their particular field. Microsoft uses modern workplace trends i.e. honest commitment to ethical behaviour, the importance of human capital, emphasis on team work, the significant influence of information technology, respect for new job profile and new workplace expectation and through the application of all of these, it changes the definition of career and job. An organisation is the collection of different people who are working together in the different departments related to different works to achieve a common goal. By keeping this definition in mind, Microsoft creates a sense that the process of gaining knowledge and utilising data and information to adapt the changing business surroundings and business environment to achieve s uccess in the business through organisational learning is a vital aspect of human resource management. Conclusion In conclusion, it can be stated that the proper decision making is critical for maintaining healthy good organisational behaviour in the internal as well as the external environment of a business organisation. After analysing and identifying the key factors of the three articles, some facts have been made i.e. management and control of human capital with proper decision making is imperative for enforcing desired organisational behaviour among the personnel of the organisation. In this context, the focus of the human resource department can be explained as a process which reviews the total system of management programs which facilitate the development, allocation and monitoring all the aspects and activities related to human resource. Also, effective decision making develops a statement of finding with recommendations for correcting deviations and evaluates the current manpower inventory. Similarly, it identifies any deficit or excess compare to the predetermined levels. Finally, the proper maintenance of organisational behaviour builds a sound organisational structure and cordial working relationships with the organisational people to establish an organisational climate and culture of teamwork, mutual respect and a sense of belonging. References Brueller, N., Carmeli, A. and Markman, G. (2016). Linking Merger and Acquisition Strategies to Postmerger Integration.Journal of Management, pp.1-26. Hoch, J. and Kozlowski, S. (2014). Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership.Journal of Applied Psychology, 99(3), pp.390-403. Langley, A., Smallman, C., Tsoukas, H. and Van de Ven, A. (2013). Process Studies of Change in Organization and Management: Unveiling Temporality, Activity, and Flow.The Academy of Management Journal, 56(1), pp.1-13.