Workplace Stress Leading to Burnout an Example by

Workplace Stress Leading to Burnout Stress in the workplace has been a concern on the minds of human resource employees in many large corporations. By neglecting causes of workplace stress, employers may be nullifying their investment in employee-focused health-promotion programs. The evidence linking certain workplace characteristics to employee stress and health is as strong as the evidence linking smoking to lung cancer (Santa-Barbara pg 2). This essay will illustrate the connection between workplace stress and employee burnout. Need essay sample on "Workplace Stress Leading to Burnout" topic? We will write a custom essay sample specifically for you Proceed There are professionals all across the spectrum of the corporate world feeling as if they are not making any contribution to society at all, and have relegated their employee/employer relationship down to a nuisance. It is more difficult to get up in the morning and go to the office. It seems pressure is coming from every angle scrutinizing every move made. Santa-Barbara notes that stress form any source causes the brain chemistry to change lowering the bodys immune system making the employee more susceptible to illnesses (pg 2). Our Customers Very Often Tell EssayLab professionals:I'm not in the mood to write my essay. Because I want to spend time with my friendsSpecialists propose: Choose The Qualified Help In Writing PapersBuy College Papers Write My Essay Online Cheap Do My Assignment Pay Someone To Write My Paper Cheap "Anybody can suffer from stress and job burnout," Kleven noted. "These are equal-opportunity challenges." In a dynamic society where change is the only constant, people find it particularly challenging to manage work overload -- and as families split up, reconfigure or move around the country, individuals are less and less likely to have an adequate support system to help them combat stress (Overwhelmed and Overworked, n.d.). Burnout can be defined as a general lack of caring or concern with noticeable less motivation. Many who cannot discover the source of the stress causing burnout can go into depression further complicating their lives. However, according to Ceridian Connection, stress can be overcome, but not without recognizing its source (Overwhelmed and Overworked, n.d.). Once the source is recognized help can come from many directions including managers who can take measures to keep employees involved and engaged. Stress in the workplace is definitely causing employee burnout, but with the right help, and by noticing the symptoms early enough it can be thwarted. Works Cited When Workplace Stress Stifles Productivity. (n.d.) Retrieved 9 December 2006, from http://www.drakeintl.com/dbr/pdf/work_place_stress.pdf Overwhelmed and Overworked: Stress and Burnout on the Job. (n.d.)

Guilt and Innocence in The Last Night of the World

Guilt and Innocence in 'The Last Night of the World' In Ray Bradburys The Last Night of the World, a husband and wife realize that they and all the adults they know have been having identical dreams: that tonight will be the last night of the world. They find themselves surprisingly calm as they discuss why the world is ending, how they feel about it, and what they should do with their remaining time. The story was originally published in Esquire magazine in 1951 and is available for free on Esquires website. Acceptance The story takes place in the early years of the Cold War and in the first months of the Korean War, in a climate of fear over ominous new threats like the hydrogen or atom bomb and germ warfare. So our characters are surprised to find that their end wont be as dramatic or violent as they have always expected. Rather, it will be more like the closing of a book, and things [will] stop here on Earth. Once the characters stop thinking about how the Earth will end, a sense of calm acceptance overtakes them. Though the husband concedes that the end sometimes frightens him, he also notes that sometimes he is more peaceful than frightened. His wife, too, notes that [y]ou dont get too excited when things are logical. Other people seem to be reacting the same way. For instance, the husband reports that when he informed his co-worker, Stan, that they had had the same dream, Stan didnt seem surprised. He relaxed, in fact. The calmness seems to come, in part, from a conviction that the outcome is inevitable. There is no use struggling against something that cant be changed. But it also comes from an awareness that no one will be exempted. Theyve all had the dream, they all know its true, and theyre all in this together. Like Always The story touches briefly on some of humanitys bellicose propensities, like the bombs and germ warfare mentioned above and the bombers on their course both ways across the ocean tonight thatll never see land again. The characters consider these weapons in an effort to answer the question, Do we deserve this? The husband reasons, We havent been too bad, have we? But the wife responds: No, nor enormously good. I suppose thats the trouble. We havent been very much of anything except us, while a big part of the world was busy being lots of quite awful things. Her comments seem particularly trenchant given that the story was written less than six years after the end of World War II. At a time when people were still reeling from the war and wondering if there was more they could have done, her words could be construed, in part, as a comment on concentration camps and other atrocities of the war. But the story makes clear that the end of the world isnt about guilt or innocence, deserving or not deserving. As the husband explains, things just didnt work out. Even when the wife says, Nothing else but this could have happened from the way weve lived, theres no feeling of regret or guilt. Theres no sense that people could have behaved any way other than the way they have. And in fact, the wifes turning off the faucet at the end of the story shows exactly how hard it is to change behavior. If youre someone looking for absolution which it seems reasonable to imagine our characters are the idea that things just didnt work out might be comforting. But if youre someone who believes in free will and personal responsibility, you might be troubled by the message here. The husband and wife take comfort in the fact that they and everyone else will spend their last evening more or less like any other evening. In other words, like always. The wife even says thats something to be proud of, and the husband concludes that behaving like always shows [w]ere not all bad. The things the husband will miss are his family and everyday pleasures like a glass of cool water. That is, his immediate world is whats important to him, and in his immediate world, he hasnt been too bad. To behave like always is to continue to take pleasure in that immediate world, and like everyone else, thats how they choose to spend their final night. There is some beauty in that, but ironically, behaving like always is also exactly what has kept humanity from being enormously good.

Strategic Choice and Evaluation Paper Essay Example | Topics and Well Written Essays - 1250 words

Strategic Choice and Evaluation Paper - Essay Example The Fast food industry is a very competitive industry in which customer service becomes a focal point. The organization has many strong points that gives them an advantage over their competitors. For example, Chick-Fil-A is known for serving nutritional meals compared to other fast food chains. In addition, it was one of the prime restaurants that came up with the idea to have a â€Å"chicken sandwich.† The founder of the company, Truett Cathy, is very religious and ethics oriented coming from a strong Baptist background [2]. Hence, the company believes in strong Christian and family roots as the restaurant is closed on Sundays. Moreover, the company’s marketing department is fantastic in their advertisements as they often use humor to attract customers [2]. The strategy of the company is to serve nutritious food than its competitors, which becomes the focal point in its quest to compete against other rivals. Another strategy that enables them to be a great fast food ch ain is the fact that that the employees are efficient and attentive to the needs of the customers [1]. Chick-Fil-A employees take pride and pleasure in serving their customers instead of a typical â€Å"Your Welcome† statement. In addition, the employees pride in providing the best services that includes folding napkins in a particular way that pleases the customers [4]. Moreover, the company excels in attracting customers with regular promotions and offering coupons after a big meal. Not only does that keep the customers loyal, it also allows the customer to share these coupons with other acquaintances. Furthermore, Chick-Fil-A excel in reducing its operations time while serving its customers. It prime ability to strive to serve its customers within 90 seconds in a drive-through service is an amazing feat no doubt[1]. With the assistance of smart technology, a timer is often set by the computer screen that tells the employees the progress of the order [1]. This enables the e mployees to be efficient in their time management and at the same time be motivated in their services. Reducing the operation time is the key to being a successful customer oriented business in this booming commerce. Annually, the company evaluates and grades it service by investing more than $1 million in the department. The feedback from customers is received through phone surveys conducted by the company [2]. Each survey consists of twenty questions that evaluate the quality, attentiveness, and the service of its employees. Any other feedback is also welcome from the customers. Again, this is a major step taken by the company to allow itself to gain some leverage against its competitors [3]. Knowing and understanding the customers concerns and feedback is a huge step towards becoming a critical player in the fast food industry through improvement. The company does have many opportunities to expand into the market. Since Chick-Fil-A had healthy sales of around 3127 million last ye ar, the organization does have solid market position. In addition, it continues to use customer service as a reliable tool to attract customers. While the company does have many strong points, one has to acknowledge the fact that having only chicken related items in the menu is detrimental for the business. The customers of today more than ever want choices in everything. Young adults and children are picky eaters and sometimes crave just more than chicken nuggets and fries on a regular basis.

Failed Products Essay Example | Topics and Well Written Essays - 250 words

Failed Products - Essay Example This product was abandoned just a few weeks after its launch and the initial version was resurrected with a new name; Classic Coke† (Robert, 1995). The second product that flopped is Crystal Pepsi which was launched in 1990s as clear cola. This brand lacked lemon/lime flavor unlike the rest of other clear carbonated drinks. It also lacked usual cola flavor. In spite of a costly media blitz, Crystal Pepsi failed to catch on and Pepsi incurred millions of dollars guessing at straws and never recovered fully. This was a big blunder that their competitors learnt from; never change a color that is acceptable to your consumers. Lastly Ben-Gay Aspirin is another example of product failure. Thus having a famous name behind a product that is new does not guarantee success-at times it can be an obstacle if the brand is closely tied to one image or product. Ben-Gay is famous for its exceptional strong smell-and its pain-reducing balm’s burning/warming sensation on its getting in touch with skin.However this wasn’t an excellent fit for Ben-Gay aspirin launch by Pfizer decades ago. Whereas the products were related in that both were designed for pain relief, consumers could not get a taste for swallowing a tablet with a brand they related to burning sensation. Ben-Gay erred in attaching a popular name to something entirely out of character. They should have used a different brand name (Michael,

Human Resource Management the employer employee relationship

Human Resource Management the employer employee relationship The main focal point of human resource management (HRM) is on managing people within the employer-employee relationship, in more specific terms, it involves the productive use of people in accomplishing the firms strategic business objectives and the satisfaction of individual employee needs. As HRM is a strategic process incorporating the interests of the firm and the individuals, it goes far beyond a set of activities co-ordinating human resources related practices. HRM specifically is a major contributor to the success of an enterprise because it is in a key position to affect customers, business results and ultimately shareholder value (Gubman, 1995; Wright, McMahan McWilliams, 1994). HRM in a sense is classified as management, but management is more than HRM. HRM is only a sector of management which deals with individuals, whereas management also includes other functions that is marketing, research and development, etc. Managers manage people and the role of the HR Manger is somewhat changing and becoming more relevant to organisations due to our fast paced and growing society. Due to the changing trends within technology, diversity, ethics and globalisation it creates a perception of what functions the modern HR manger undertakes in order to react to competition and create organisational success. Some companies might consider the role of a HR manager to be only a minor driving force of their strategic objectives, whereas others may argue this case and indicate the increasing role that the HR manager plays in their strategic success. By defining the concept of HRM with relations to strategic business and people relations hopefully, this will give you a greater understanding of the roles that a HR manager performs in the workforce. 2) Summary of articles: In a paragraph or two for each study, briefly explain the purpose, how it was conducted (how information was gathered), and the major findings. When referring to an article, use the last name of author or authors and date of publication in the text. Example: Calvin and Brommel (1996) believe family communication. Communication serves two primary functions in familiescohesion and adaptability (Galvin and Brommel, 1996). The role of the HR manager has been and is still currently changing drastically. We see that the concept of HRM has gone through many transformations in order to get to the current HRM practices that are followed today. Its origins erected from the Industrial Revolution where the workers did not have any protection and undertook dull jobs. As an expansion from this concept an adoption of Taylorism which seen jobs being broken down into various elements in which was the most efficient way of performing the job. Post Taylorism the Trade Union movement involved the collective bargaining process and combated against unfair labour practices and introduced laws with relevance to pay and benefits. This idea was later enhanced by the Human Relations movement and driven by Elton Mayo which identified that there are vast psychological and social factors that affect the performance of an employee, thus resulting in the productivity output. We see now that the Human Resources approach dominates the workplaces, which is based on job satisfaction and motivating employees. This new philosophy within the HR context which focuses on the long term approaches and adopts encourages the dual contribution of management and employees in order to achieve the strategic goals of the organisations.In the recent past, many organisations thought of the HR role as simply a support service to the real operations departments of the firm (Buhler, 1999). There was a period when the majority of human resource activity was in processing the payroll, so that the human resource section formed part of the Finance and Administration department (Santiago, 2003). Stone (2008) indicates that as HRM becomes more business oriented and strategically focused in which four methods of HR can help deliver organisational excellence (Ulrich, 1997). Firstly, HR should assist with the strategic implementation with the firm (Strategic Partner). Secondly, the efficiency and effectiveness should be contributed by HR in order to increase the performance of work and as an outcome maintain the quality and be cost effective (Administrative Expert). Moreover, ensure that there is a balance of representation towards employees and senior management in order to ensure that employees contribute to the organisation to express commitment to the organisation (Employee Champion). Lastly, HR should, on a regular basis, assist in the changing process to enhance the organisations capacity to grow and react to competition (Change Agent). According to Ulrich (1997), the key to the HR role as a strategic partner is the participation of HR in the process of defining business strategy, not merely responding to the strategy edicts presented by senior management. HR professionals play a strategic partner role when they have the ability to translate business strategy into action (Ulrich, 1997). In a sense, this makes leverage or way for the HR manager and facilitates them into the business team. In other words, the HR manager must be able develop business like acumen and adapt their expertise and skills and link them to the business strategy to HR policies and practices. Alas, (Nankervis, 2000) that the strategic partner role is not being fulfilled, research indicates that executives position such as CEOs do not adequately involve their HR managers within the business strategy field. P9:50. There is an awareness that proves that there is a necessity and growing need for the HR managers to become active in the strategic leve l and identify that that the significance of HRM have a competitive advantage. P9:53 (Fisher and Dowling). In saying that practices and policies in HR need to be sophisticatedly up to date and consistently need to be reviewed so that it doesnt lead to alienation, reduced motivation and labour unrest (Jackson, 2002) P9:52. Evidently Australia comparing its statistics on a global scale (McCaw and Harley, 2003) they are behind or in other words lagging. P9:51 Administrative expert = refers to the efficiency of HR managers and the effective management of HR activities (i.e. RS, TD, PM, Rewarding) so that they create value Ulrich (1997) outlines that HR professionals must be able to re-engineer HR activities through use of technology, rethinking and redesigning work processes and the continuous improvement of all organisational processes; see HR as creating value, and measure HR results in terms of efficiency )cost and effectiveness (quality) P9:54 Employee champion = requires the HR manager to be the employees voice in management discussions Be able to meet needs of employees Ulrich (1997) achievable by being employees voice in management discussion by being fair and principled, assuring that the concerns of employees are being hears, finding new resources to perform jobs successfully. P10:56 Change agent = a person who acts as a catalyst for change In other words the channel for change in the org. or firm Can be achieved through (Brockbank, Ulrich, 1994) leading change in HR functions and by developing problem solving communication and influence skills. In other words how to manage change A past CEO of Sharp once said all companies have access to the same information and the same technology. The true difference in our firms, he suggested, is found in our people (Buhler, 1999). People are the core of a companys competitive success in the marketplace, and this is where the HR department becomes critical to a firms success (Buhler, 1999). The HR departments today are emphasising higher value activities with company wide benefits that add value to the organisation (Buhler, 1999). Achieving organisational excellence must be the work of HR (Ulrich, 1998). The work of HR cannot be disconnected from the real work of the firm, but rather must be clearly integrated with the work of the business More organisations are restructuring their human resource departments to reflect the true partnership with operational managers throughout the firm (Buhler, 1999). Some organisations choose to structure in a more centralised manner with a corporate HR department that supports each of the strategic business units Including specialists providing service to SBUs This structure allows for HR employees to become resident experts in their given field and the managers throughout the organisation benefit from this expertise (Buhler, 1999). The most important part of the role change for HR is change in perspective of managers, meaning managers must view their HR counterparts as true strategic partners rather than as administrative support appendages to the company (Buhler, 1999). When managers utilise their human resource partners to their full extent, they can realise much higher levels of performance in their own units (Buhler, 1999) The recognition that all managers in the firm are essentially HR managers (Buhler, 1999). There is a relationship between line managers and HR professionals (staff) which has been viewed as adversarial in the past (Buhler, 1999). Today however, the new perspective requires each side perceive the relationship as an interdependent one, one whereby each needs each other (Buhler, 1999). Saul conducted as part of Industry Task Force on Leadership and Management Skills (1995) found major changes in the work and job design of first line supervisors. They found there had been a major shift in their role from cop to coach. This required a significant increase in leadership, communication, interpersonal and learning competencies. It also required them to be proactive and resourceful problems solvers In addition, the role of the HR departments is being transformed as line managers assume greater responsibility for a number of people management activities and as HR specialists focus more closely on integrating HR and corporate strategy. (Kramar 1999) In view of the ongoing debate about the future of HR managers and departments (Pfeffer, 1994: 190-6) it will be increasingly important for HR professionals to demonstrate how they contribute to organisational effectiveness in both the short and long term. Today, HR departments are expected to contribute to organisational performance (Ettore, et al., 1996; Fitz-enz, 1994; Matthes, 1993) and many organisations now believe that the success of the strategic management process largely depends on the extent to which the HR function is involved (Butler, et al., 1991) To better manage this human factor, organisations continue to move toward a SHRM approach (Martell and Carroll, 1995). SHRM refers to the pattern of planned HR deployments and activities intended to enable an organisation to achieve its goals (Wright and McMahan, 1992: 298). The trend towards and enlarged role for HR managers in strategic planning calls for researchers to gain a better understanding of the perceptions of HR managers regarding the effectiveness of their organisations and the factors they use to judge organisational effectiveness. (Zellars Fiorito, 1999) 3) Conclusion: Briefly summarize the major findings of the studies chosen. Comments about what questions need to still be answered may be included. 4) Reference List Ulrich, D. (1997) Harvard Resource Champions: The next agenda for adding value and delivery results, Boston, Harvard Business School Press Zellars, K.L. Fiorito, J., (1999), Evaluations of Organisational Effectiveness Among HR Managers: cues and implications, Journal of Managerial Issues, Vol. 11(1), pp. 37-55 Buhler, P.M. (1999), Managing in the 90s the changing role of HR, partnering with managers SuperVision. vol. 60(6), pp. 16-18. Wright, P. G. McMahan, (1992). Theoretical Perspectives for Strategic Human Resource Management, Journal of Management, 18: 295-320 Butler, J., G. Ferris N. Napier, (1991) Strategy and Human Resource Management, Cincinnati, OH: Southernwestern Publishing Co. Matthes, K. S. Carroll, (1995), How Strategic is HRM? Human Resource Management, 34: 253-267 Ettore, B., D.J. McNerney B. Smith, (1996), HRs shift to a center of inflence, HR focus 73(6): 12 (5) Fitz-enz, J. (1994) HRs New Score Card, Personnel Journal, 73(2): 84(4) Gubman, E.L. (1995) People are more valuable than ever, Compensation and Benefits Review, 27(1), p.12; and Wright, P.M. McMahan, G.C., and McWilliams, A. (1994) Human Resources and sustained competitive advantage: a resource-based perspective, International Journal of Human Resource Management, 5(2), pp. 301-26. From architecture to audit Harvard Business Review (January-February 1998): Ulrich, Dave: A new Mandate for Human Resources Pfeffer, J. (1994), Competitive advantage through people. Boston, MA: Harvard Business School Press Pfeffer, J. (1997) Does Human resources have a future in D Ulrich, M. Losey and G. Lake (eds), Tomorrows HR management, (pp.190-6). New York: John Wiley Sons Sheldrake, P. Saul, P. (1995) First line managers: a study of the changing role and skills of first line managers. In industry Task Force on Leadership and Management Skills, Enterprising nation: renewing Australias managers to meet the challenges of Asia-Pacific Century. Karpin Report, Canberra-AGPS Kramar, R. (1999) Policies for managing People in Australia: what has changed in the 1990s, Asia Pacific Journal of Human Resources, 37(24), pp. 26-32 Seven (7) dimensions of effective people management (HRM) that produce sustainability enhanced economic performance: Employment security Rigorous selection Self managed teams and decentralised decision making Comparatively high compensation linked to individual and organisational performance Extensive training Reduced status distinctions Extensive sharing of financial and performance information throughout the organisation Pfeffer (2008) P44 (8) Other indications of extensive research within the field illustrate that such high performance HR management policies and practices generate profitability gains, share price increases, higher company survival rates increase sales, higher export growth and lower labour turnover P44 (10) In other words the new sources of sustainable competitive advantage available to organisations have people at the centre their creativity and talent, their inspirations and hopes, their dreams and excitement (Stone, 2008) Stone (2008, P9) indicates that as HRM becomes more business oriented and strategically focused, four key roles for the HR manager can be identified: Strategic partner Administrative expert Employee champion Change agent Human resource management (HRM) is basically the policies and practices that influence employees behavior, attitudes, and performance within an organization. There are several important practices involved in HRM: analyzing work and designing jobs, attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), creating a positive work environment (employee relations), and supporting the organizations strategy (HR planning and change management) (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). These practices have now begun to branch into the different trends that makeup many organizations today. E-business has been a huge part of human resources. A lot of companies have adopted a web-base system know as the Oracle Human Resources Management System (HRMS). This allows access to centralized workforce data through a core HRMS system not only enables companies to measure and leverage their workforce capabilities, it also allow them to manage risk by monitoring and recording compliance with statutory, regulatory, and industry requirements relating to their employees.(AME Info, n.d.). The stronger use of technology has allowed HRM professionals to invest more time in counseling, outreach, more careful selection, and coaching managers and front-line supervisors. Senior level human resource executives are being brought into the CEOs office as corporate leaders recognize how critical human resource capability is to their success. The growing integration of economies and societies around the world has resulted in most organization to rely on globalization. To guard against the downside of global competition, HRM must be more proactive in recruiting and maintaining a responsive and efficient work force. Planning should start at the early stages so that organizations do not bloat needlessly. Human resource managers must be able to map out human resource strategies such that flexible, dynamic employees are attracted, selected and then trained and motivated to be more productive than the competition (Santiago, in press). In every organization ethics should be include in business decisions as well as HRM decisions, but the evidence suggests that is not always what happens. Recent surveys indicate that the general public and managers do not have positive perceptions of the ethical conduct of U.S. businesses (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). In the context of ethical human resource management, HR managers must view employees as having basic rights. Such a view reflects ethical principles embodied in the U.S. Constitution and Bill of Rights. Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another persons interests count as much as their own (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). HRM has a key role in transforming the organizational culture so that it more closely reflects the values of our diverse workforce. Some of the reason why diversity has become such a key word in human resources is that Women and minorities are now playing a significant role in society. Women are now major bread winners for the family as they takeover roles of leadership and decision making positions. A large majority of the working population now balances career responsibilities as well as dependent children. There is also an increased number of dual income families as well as changes made to the conventional family structure with single parent families (Small Business Bible, n.d.). Some of the skills needed to understand diversity are: an understanding and acceptance of managing diversity concepts, recognition that diversity is threaded through every aspect of management , self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes ,will ingness to challenge and change institutional practices that present barriers to different groups (Berkeley, n.d.). In conclusion, HRM policies and practices influence employees behavior, attitudes, and performance within an organization. Some companies might consider it to be an important part of the companys strategic plan as well as aiding in developing and implementing the organizational goals. It is safe to say that HRM is the key to helping organizations deal with the rapid change of technology, diversity, e-business, and ethics and growing demands to better serve customers and to better differentiate themselves from competitors.

Compare and Contrast the Techniques Used by Bronte in Describing Thornfiled Hall in Chapter 11, with those used by Woolf in Describing London

Jane Eyre's tone is both gothic and romantic, often conjuring an atmosphere of mystery and secrecy. Her description of Thornfield in chapter 11, is very Victorian and thorough, which draws us into the novel. On page 122 of Chapter 11, when approaching the third floor, Jane uses a visual first person narrative text. When Bronte writes, â€Å"Mrs Fairfax stayed behind a moment to fasten the trap-door†, she is giving us an aspect of ambiguity, the word ‘fasten' emphasises the refusal of entry. The description of the staircase in Thornfield Hall illustrates the rigid and constricted atmosphere, as they are described as ‘the narrow garret staircase'. Bronte uses alliteration when stating, â€Å"lingered in the long passage†, to emphasise the description of her movement in the surroundings. The phrase ‘separating' used in the passage exemplifies the secrecy within Thornfield, which also intrigues us. The use of semicolons and commas in the passage, adds to the appeal of Thornifield, illustrated when Bronte writes, â€Å"the third story; narrow, low, and dim†. These techniques disrupt the flow of the sentence to show the fascination and anxiety that she has for the attic. This allows the structure of the sentence to be sharp, with short gaps to keep the reader curious and interested. The depiction of the building demonstrates the typical Victorian accommodation, of small, gothic and narrow appearance. Furthermore, the conclusive text of the ‘little window at the far end' shows the isolation within Thornfield, as light can barely enter the house. Bronte shows the seclusion in addition to this, as Jane says â€Å"with its two rows of small black doors†. The technique of colour imagery used here, exemplifies the obscurity and secrecy, which adds to the suspense of Thornfield. In Jane, Bronte gives us a detailed description of the events that occur in her life. Despite these Gothic elements, Jane's personality is friendly and the tone is also affectionate and confessional. Her unflagging spirit and opinionated nature further infuse the book with high energy and suspense. Mrs Dalloway is written in the first person narrative and so all her images are also very thorough. The dialect used by Woolf is very energetic and visual. This is immediately demonstrated on the first page, as Woolf uses onomatopoeic terms such as â€Å"What a lark! What a plunge! † The use of exclamation marks also illustrates the exuberant atmosphere in London. The opening paragraph is also heavily punctuated, but the technique used by Woolf is less symbolic in contrast to Jane Eyre. We get a great image of the frantic and constructive lifestyle Mrs Dalloway has in London, as Woolf uses terms such as ‘traffic' and ‘solemnity'. The dialect is very active in comparison to Jane Eyre, as the onomatopoeic image of Big Ben is described as â€Å"There! Out it boomed†. Here Woolf is utilising heavy sounding terms, to attract the reader into the novel and to allow us to appreciate all the elements of London city. The long sentences used by Woolf and constant repetitive descriptions anchor the dialect in the novel and help hold the prose down. Woolf also frequently uses semi-colons rather than commas in Mrs Dalloway, to break the language and interpretation of the novel down, to prevent an easy and fluent read. This is illustrated when Woolf writes, â€Å"and swinging; brass bands; barrel organs; in the triumph†¦ nd the strange high singing of some aeroplane overhead was what she loved; life; London;† The tone that Woolf takes is very sensitive in contrast to the solid language used by Bronte. Woolf has a poetic rhythm in her prose, illustrated when she writes, â€Å"there was a beating, a stirring of galloping ponies, tapping at cricket bats†. The consistent use of this sound imagery, also exemplifies the typical buoyant London atmosphere. In contrast to Jane Eyre, Woolf uses a positive colour imagery to show the attractive London environment, when writing â€Å"soft mesh of the grey-blue morning air†. Furthermore when entering the park, Woolf uses a technique of alliteration, to show the contrasting atmosphere of London city, to the park when writing â€Å"the slow-swimming happy ducks†. A more calming and subtle dialect is now used, in comparison to Jane Eyre, where Bronte uses a sharper and more emotional tone. The main contrasts between the two novels are the different use of punctuation in each. Woolf's Mrs Dalloway, although heavily punctuated, employs a more simple style. The descriptions, although very thorough, are basic to interpret, to compliment the simple imagery used. However Bronte uses the technique of punctuation in Jane Eyre, to compliment Jane's feelings. Though both novels use similar techniques of punctuation, Bronte's utilises this aspect to compliment her novel more, which adds to the element of suspense and mystery. This intrigues the reader and allows us to feel Jane's emotions at the current time. The technique and punctuation that Woolf' uses, helps to elevate the environment of London and help create a very expressive novel, which concentrates more on the surroundings.

The Birth of Argumentative Essay Format Topics

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