Teen angst monologue Essay Example for Free

Teen angst monologue Essay I dont get it, why is it when you become a teenager everything gets so complicated and baffling? I mean, why are we supposed to know how to wear make up, get on diets, wear tight clothing, control our calorie intake and the list goes on and on and on. Is there some unwritten law that when you become a teenager you move into the realm of insanity? Well its as if Im on one crazy roller coaster ride thats taking forever to end. Think about it Youre supposed to party in order to be cool, listen to songs with lyrics filled with one word repeated over and over again like the baby baby baby song and whats with Kesha, no one wakes up in the morning and feel like p diddy and you definitely dont brush your teeth with some jack daniels. Hold on, jack daniels is a person right? Huh? (break) Hang on let me google it. Oh jack daniels is brand of some hard liquor. How can you feel like a g6? Ugh and things dont stop there, Im supposed to wash my face BEFORE I exercise to prevent build-up. No, Im supposed to wash my face AFTER I exercise to prevent break-outs. Im NOT SUPPOSED to eat chocolate because it causes pimples. Wait, Im SUPPOSED to eat chocolate before I take a test, because its great, brain food. Scratch that, I guess dark chocolate is an exception. Then again, Im SUPPOSED to have lots of foods hat are rich in iron to help my circulation. Hold on, now, Im NOT SUPPOSED to have a lot of iron because it prevents my body from absorbing calcium properly. When Im at school I feel like Im in dire need of more vacations but by the time the school gives out one long summer vacation it feels like I cant wait to get back to school even with the reason of only wanting to go meet my friends. I love my parents but there are times when I just want to avoid them and lock myself inside my room for days. The dillemas that I face on a daily basis like what outfits to wear, yesterday it looked as if my closet was filled with clothes but today when I tried to find the right outfit, my closet looked empty! There was that one quote that says the hardest part about being a teenager is dealing with other teenagers the criticism and the ridicule, the gossip and rumors. That quote is so true because backstabbers are everywhere but if there werent any backstabbers then I wouldnt know who my real friends are. And real friends are really hard to find, its like a finding a needle inside a haystack. Boys boys boys, what else is there to say? Phewww how did we all deal with heartaches and heartbreaks? People avoid you for being too innocent and so that means theyre more attracted to dirtiness? Ew why is the world so upside down? Wow, if I can survive being a confused teenager I think I can pretty much survive anything!

Human Error In Maintenance Computer Science Essay

Human Error In Maintenance Computer Science Essay Human errors maybe categorized under six groups with respect to engineering: design errors, assembly errors, installation errors, inspection errors, operating errors and maintenance errors. Maintenance error is the result of the wrong preventive or repair actions carried out by the craft or assigned personnel. Base on the frequency of maintenance being performed the probability of human error increases. To reduce some human errors maintainability is important in the design phase of a component or system. Maintainability according to Ebleing is defined as the probability that a failed system or component will be restored or repaired to a specified condition within a period of time when maintenance is performed in accordance with prescribed procedures. Dhillon describes maintainability as the measure taken during the development, design and installation of a manufactured product that reduces the required maintenance, man hours, tools, logistic cost, skill levels and facilities and ensures that the product meets required intended use. The interactions with humans during the design, installation, production and maintenance phases are extremely important. In some phases these interactions may vary depending on the product, but are subject to deterioration due to human error. With respect to engineering products, Meister describes human error as the failure to carry out a specified task or forbidden action that could result in disruption of scheduled operations or damage to property and equipment. This paper looks at the human errors in maintenance practises. 2.0 General Human Factors in Maintenance Frederick Taylor was one of the earlier people to studied human factors attempting to improve design and increase productivity. In maintenance, systems may fail for numerous reasons, one key element being human factors and errors during the design phase. According to Nertney Et al, the following are a list of different human behaviours: People have a tendency to use their hands for examining and testing People get easily confused with unfamiliar things People are too impatient to take the appropriate amount of time for observing precautions People become accustom to certain colours having certain meanings People sometimes overestimate short distances and underestimate horizontal or large distances People may become complacent and less careful after successfully handling hazardous items over a lengthy period People tend to estimate speed or clearances poorly People responds irrationally in emergencies Instructions and labels are read incorrectly or overlooked Attention is drawn to loudness, flashing lights, bright and vivid colours People have little knowledge of their physical limitations People fail to recheck work for errors after performing a procedure They are reluctant to admit errors or mistakes and they do not see objects clearly People get distracted by certain aspects of a product feature People usually expect valve handles and faucets to rotate counter-clockwise for increasing flow of a liquid steam or gas People carry out task (maintenance) while thinking about other things http://www.iru.org/pix/irupolicies/graph-etac-en_1.gif Figure 2.1 Human Senses and Capabilities The five human senses are touch, smell, taste, visual and hearing. In maintenance, visual, smell, touching and hearing are the more common of the human senses being utilized. 2.1.1 Hearing The ability of human to hear is an important factor in maintenance work. When designing for maintainability, excessive noise may lead to problems such as the need for intense concentration, a reduction in workers efficiencies, lost of hearing, unwanted effects on the tasks being performed. 2.1.2 Sight Sight is stimulated by electromagnetic radiation of certain wavelengths. This is measured on the electromagnetic spectrum for visible light. The human eye is sensitive to greenish-yellow light and it sees it differently from different angles. The following are some facts about the human eye: Normally, the eye can perceive all colours when looking straight ahead. As the viewing angle increases, colour perception decreases significantly. When there is poor lighting it may be impossible to determine the colour of a small point of light source. The source usually appears white. When designing components, designers should consider colours such that weak colour people do not get confused. An example is to use red filter with a wavelength greater than 6,500 Ã…, and try to avoid placing too emphasis on colour when critical tasks are to be performed by tired personnel. 2.1.3 Touch Touch complements a human ability to interpret visual and audio. Touch maybe used to relieve the eyes and ears of the load. The sense of touch has been used for centuries in technical work. For example, touch has been used for detecting surface irregularities and roughness. 2.2 Ergonomic Principles The subject addresses human to system interface issues also called human engineering or engineering psychology. In addition to considering the human to system interface, ergonomics is also concerned with: Human dimension The working environment and its effect on humans Effects of systems on humans http://www.omron-ap.com/technical_guide/safety_component/safety_component_12.gif Figure 3.0 Maintenance Errors Human errors in maintenance occur for a number of reasons. In figure 3, a list of different reasons is shown for errors with respect to maintenance. Studies have shown a positive correlation between task performance and amount of time in a career field, ability to handle responsibility, morale and years or experience. Workers who possess these skills are ranked higher and works are generally done faster and with fewer errors. Figure Reason for Human Errors 3.1 Inadequate training and Experience Workers who are inadequately trained and lack the experience on a machine or component will most likely make errors when performing maintenance tasks. They will spend additional time trying to understand what to do rather than effective execution of the task. Errors such as correct shut down procedures, tightening of bolts, correct alignment of components may be done wrong and adversely affecting production, increasing maintenance cost as maintenance work may need to be repeated and can be a safety risk to the maintenance personnel, operator, or the equipment. 3.2 Poorly Written Maintenance Procedures Due to poorly written procedures, there could be cases of components going in wrong place or new components being incorrectly installed. This as with the previous reason can cause harm to craft personnel, operator or the machine. Tasks will take longer because the craft personnel following the procedure will have to spend more time figuring out what to do rather than carrying out the task in a timely and effective manner. 3.3 Fatigued Maintenance Personnel A fatigued maintenance personnel is a receipt for disaster. The personnel will lack concentration and will miss minor details of the work. There will be general tendency to rush the job in attempt to finish fast increasing the probability of errors. This may be influenced by the time of the day, stresses (physical, drug, social, personal) http://elsmar.com/Error_Proofing/img014.jpg Figure 3.4 Complex Maintenance Task Complex and tedious maintenance task may be subject to human errors because of the high levels of concentration required. Humans usually have a low attention span and works requiring excessive hours of concentration may have errors induced. Such jobs should be done in teams so that if one personnel makes an error it can be corrected by other members on the job. 3.5 Improper Work Tools A job requiring a specific tool should not be substituted with an inferior one. An example of this is when a specified torque may be required on a bolt or nut requiring a torque wrench or spanner to achieve a level of precision and accuracy and a regular wrench or spanner is used. This may cause misalignment, et cetera. 3.6 Poor Work Layout Poor work layout is inefficient and can cause errors to be made by the maintenance personnel. 3.7 Poor Work Environment A poor work environment will cause discomfort to the maintenance personnel such as humidity, lighting and heat. Concentration levels will be low and there will be a rush to complete the task. 3.8 Poor Equipment Design In some equipment, components may be difficult to reach to perform the necessary works. Errors may be caused in the process as the tasks may not be carried out completely. 3.9 Outdated Maintenance Manuals It will be extremely difficult for maintenance personnel to follow out-dated maintenance manuals. In such an instance, the procedure will most times be incorrect inducing a number of errors in the job. 3.10 Factors Contributing to Human Error Reason and Hobbs have studied and researched the psychological and physiological factors that contribute to inevitable human error. These will include: Differences between the capabilities of our long term memory and our conscious workspace. Attention span is limited if it is focused on one thing. Also we can only attend to a very small proportion of the total available sensory data we receive Unrelated matters tend to capture our attention Concentration is hard to maintain for lengthy periods of time The ability to concentrate depends strongly on intrinsic capability of the current object attention Habitual actions are done will less attention than normal The right balance of attention is required to correctly perform a task The vigilance decrement- inspectors miss fault because it may become redundant after doing it for a long period The level of arousal- too much or too little impairs work output Biases in thinking and decision making Confirmation bias where we seek information that confirms initial diagnosis of a problem Emotional decision making is when a situation is frustrating then an aggressive approach is induced http://www.lifetime-reliability.com/images/wrongs-humans-do-to-machines.gif Figure Human Maintenance Errors Base on the aforementioned factors contributing to maintenance errors, the following are the most common types of errors: Recognition Failures These include misidentification of objects, signal and messages and non detection of problem states. Memory failures Input failures- Insufficient attention is to the to-be-remembered item. Storage failures- remembered material suffers interference Output failures- things that we know cannot be recalled at the required time Omissions following interruptions Premature Exists- End a job before all tasks are complete Skilled-based Slips Usually associated with routines and they can include: Branching errors- an error made based on a custom and not knowing when to deviate. Over shoot Errors- having an intention but forgetting to do it Rule base Mistakes Misapplying a Good Rule- using a right rule in a wrong situation Applying a bad rule- unwanted consequences in using a rule even though the job will be done. Knowledge Based Errors It is common when someone is doing a task for the first time but not always the case. Violations Purposeful acts which violates procedures. These may be: Routine violations- done to avoid unnecessary effort, gets the task done quickly, to demonstrate skill or avoid what is seen as an unnecessary laborious procedure. Thrill seeking violations- often committed in order to avoid boredom or win peer praise Situational violations- these exist because it is not possible to get the job done if procedures are strictly adhered to. Figure Summary of main error types 4.0 Mitigation/Reduction of Hum Errors in Maintenance It is impossible to total alleviate all human errors when it comes to maintenance, but Engineers and designers have worked together and is continuing to find ways to reduce some human errors. However a lot of the responsibility is on the maintenance personnel to ensure that maintenance tasks are carried out effectively. This chapter looks at ways to reduce human errors in maintenance. 4.1 Avoid Unnecessary Preventive Maintenance Over maintaining equipment, not only wastes time and money but it also increases the risks of environmental incidents but also causes expensive and unnecessary failures. Reliability Centred Techniques such as Failure Mode and Cause Analysis, Fault Tree Analysis and others can be useful eliminating unnecessary maintenance works and optimizes and streamlines the equipment preventive maintenance. 4.2 Standardization Ankenbrandt et al noted that standardization is the attainment of practical uniformity in product design. Non-standard equipment or component lessens the reliability and increases maintenance. Standardization restricts the number of components equipment will require. The advantages of standardization according to Dhillon are: Reduction of using the incorrect parts Reduction in wiring and installation errors due to the fact of variations in characteristics of similar items Elimination for the need for special parts Reduction of incidents because of the use of wrong or unclear procedures Reduction in design time, manufacturing cost, and maintenance cost Reduction of procurement, stocking and training Figure 7 shows the goals of standardization. Figure Goals for reducing errors 4.3 Modularization Modularization deals with a production into physically and functionally distinct units to allow removal and replacement. The following are guidelines for the usefulness associated with modular units: Aim to make modules and parts as uniform as possible with respect to size and shape Divide the equipment or item under consideration into many modular units Aim to make each module of being inspected independently Design the equipment so that a single person can replace a failed part with ease and also parts should be small for mobility Module should be designed for maximum ease of operational testing when it is removed from the actual equipment or system. Consider design, modularization and material problems simultaneously For ease of disconnection, design components with control levers and linkages to allow easier replacement. 4.4 Simplification and Accessibility Design engineers should consider simplification in the design phase and it should be constant. Consideration should also be taken with the important functions of a system or a product into the design itself. Accessibility is the ease with which an item can be reached for repair, replacement or servicing. Poor accessibility will result in sub-standard maintenance. Accessibility is affected by: The visual needs of personnel performing maintenance task, The location of an item and its environment. Distance to be reached to access the component or part The types of maintenance to be performed through an access point or opening The danger associated with use of an access opening The clothing worn my maintenance personnel The task required time for execution The types of tools and accessories required to perform task Mounting of items behind the access point Work clearance to carry out task 4.5 Interchangeability and Identification Interchangeability refers to as an intentional aspect of design, that any component can be replaced with a similar item. This is achieved through standardization. There are three basic principles for interchangeability according to the Department of Defence (DOD): In items, components and products requiring frequent servicing, replacement of parts, each part must be interchangeable with another similar part Liberal tolerance must exist Strict interchangeability could become uneconomical in items that are expected to operate without replacement. The following considerations are taken to achieve maximum interchangeability of parts: Existence of functional interchangeability when physical interchangeability is a design characteristic Sufficient information in task instruction and number plate identification should be available for allowing users to decide confidently whether two similar parts are interchangeable No change in method of connecting and mounting when there are part or unit modifications Avoid or stay away from differences in size, mounting and shape Availability of adapters for making physical interchangeability possible when total interchangeability is not practical There should be and identification system for total interchangeability of identical parts 4.5.1 Identification Identification is concerned with labelling or making of parts, controls and test points to facilitate tasks such as repair and replacement. Maintenance task becomes more difficult when parts and components are no properly identified. It usually takes longer and increases the risk of human induced errors. Identification could be for parts or component or equipment identification. 4.6 Task Analysis The task analysis is a formal methodology derived from systems analysis which describes and analyse performance demands made upon humans within a system. The aim is to achieve integration of humans and machine system components. 5.0 Assessing the Risk in Maintenance Risk assessments of all human activities have great importance for the prevention of major accidents. The risk with respect to human errors when dealing with maintenance needs to be assessed and rank based on the overall impact the risk can have on the operation of the organization. The Risk Management Framework used is shown in Figure 8.0 This program was utilized to conduct a risk assessment and evaluation before and after the risk control measures have been put in place. The main aspects of the Risk Analysis procedure are: i. Identify Potential Hazards and existing risk control or safeguards. ii. Estimate the consequences of the potential Hazard. iii. Estimate the frequency of each of the impact/consequence of the potential hazard. iv. Determine the Risk without considering any new risk control or safeguards v. Determine the Risk with proposed new safeguard vi. Evaluate Economic impact of proposed new safeguard vii. Optimize and propose additional modification. Figure Risk Management Framework As indicate in the previous chapter (3), each human error identified will have to be ranked via a metric scoring system to determine the hierarchy of the error. The impact of these errors will have to be taken into consideration with respect to the employees (operators and maintenance staff), the equipment and the environment. Figure Diagram Showing Contributors of Risk 6.0 Human Errors in Maintenance in Industry Human error in maintenance exists in some form or the other in all industries. However, in some industries the consequences of human error from maintenance task can be catastrophic. Industries such as nuclear plants and civil aviation cannot afford errors. 6.1 Human Maintenance Errors in Power Generation Human factors play an important role in power plant maintenance because improving the maintainability design of power plant facilities, systems and equipment assists to improve direct and indirect plant productivity, availability and safety. According to Seminara power lost can cost between US $500,000 to 750,000 dollars a day. The following are human related deficiencies in maintenance of a power plant: Limited access or inadequate clearance to perform maintenance Equipment poorly designed to facilitate maintenance activity effectively Equipment Inherently unreliable Personnel safety hazard Impaired mobility for equipment and personnel Miscellaneous- lack of standardization, high temperature environment and poor air conditioning While maintenance activities of nuclear power plants are essential for sustaining the safety of a power plant and maintaining the reliability of plant systems and components, they also have potential of human errors leading to unplanned reactor trips or power derate (Dhillon 2006). J. Reason classifies in chapter 3 the different characteristics of human errors that will be applicable to Power Plants. According to Kim et al, incidents reports in Korea stated that most of the human related unplanned reactor trip events during the normal power operation are associated with test and maintenance activities (63%). Plant maintenance included preventive maintenance, planned maintenance and corrective maintenance. 6.2 Human Error in Aviation Due to the increase in air travels, airlines spend billions of dollars in maintenance annually. A study done in the United Kingdom has shown that between 1990 to 2000 maintenance errors per million flights has doubled (ICAO) According to the ICAO there are over 300 factors and influences that can impact the performance of maintenance personnel. Some of the human errors that are impacted by maintenance are listed in chapter 3 and range from time pressure, inadequate training to outdated maintenance manuals. There are many categories of human errors with respect to aviation maintenance and inspection. Some of the major ones encountered according to Latorella et al are: Incorrect assembly sequence Procedural defects Wrong part Incorrect configuration Missing part Defective part Functional defects and tactical defects Figure List of Errors in Aircraft Maintenance Figure 10 shows the guideline covered in aviation. Two important guidelines concerning design are: Seek relevant information on human error occurrence during the maintenance phase as inputs in the design phase Ensure that manufacturers give attention to maintenance related human factors during design phase According to James Reason based on a Boeing study which indicated the top seven causes for in-flight engine shut downs on the Boeing aircraft were as followed: Incomplete Installation (33%) Damaged on installation (14.5%) Improper Installation (11%) Equipment not installed or missing (11%) Foreign Object Damage (6.5%) Improper fault isolation, inspection and test (6%) Equipment not activated or deactivated (4%) From the statistics presented only one cause was unrelated to maintenance activities. Maintenance activities were responsible for approximately 80% of in-flight engine shut downs. 7.0 Prediction Models for Human Errors Human error can be analysed by several methods developed over the years. Some of the following methods are relied on heavily in the aviation industry. 7.1 Cause and Effect Diagrams This is a useful tool to determine root causes of specified problem in relation to maintenance errors. Related and relevant ideas are generated. The extreme right of the diagram represent effect and to the right are all the possible causes. The cause and effect can be generated in the following steps: Develop problem statement Brainstorm to identify possible causes Establish major causes categories by stratifying into natural and process steps Connect diagram to all the causes by following the appropriate process steps and filled in the effects Refine cause categories by asking What cause this and Why does this condition exists? 7.2 Error Cause Removal Program (ECRP) This was developed to reduce the occurrence of human error to a tolerable level in production operation. It focuses on preventive measures rather than remedial ones. It is composed of a team of workers with each team having its own coordinator with the necessary skills. Each team member presents a report and the coordinator discusses these reports in a periodic meeting and recommendations are made to management. 7.3 Fault Tree Analysis The fault tree analysis (FTA) is used to perform reliability and safety analyses of engineering system and can be use to perform analysis of human error in maintenance. 7.4 Markov Analysis This method is used to perform reliability analysis of engineering systems and can be used to predict the probability of occurrence of human error in maintenance. This is done through mathematical modelling. 7.4.1 Model 1 This mathematical model indicates a system that can fail due to maintenance error or other failures. See figure 11. Numerals in box, circle and diamonds represents system states. The following assumptions are made for this model. The system can fail due to maintenance error or failure other than maintenance error The failed system is repaired and maintenance is performed periodically Fail system repair rates are constant The repaired system is as good as new Figure Markov Model 1 Diagram 7.4.2 Model II This mathematical model represent a system that can only fail due to non maintenance related failures but its performance is degraded by the occurrence of maintenance error. See figure 12. The numeral in circle, box and diamonds represents system states. The following assumptions are made for this model: The total or partially failed system is repaired and preventive maintenance is performed regularly The occurrence of maintenance error can only lead to system degradation but not failure The system can fail from its degradation mode due to failures other than maintenance errors The system is repaired at constant rates from its failed and degradation states Maintenance error and non maintenance error failure rates are constant The repaired system is good as new Figure Markov Model 2 8.0 Conclusion This report gives a comprehensive analysis of human errors in maintenance. Human errors are inevitable and there are numerous factors that can influence these errors. The first step is to identify the different human errors that may be encountered in an industry, conduct an assessment on the errors and take necessary steps to reduce these errors. The traditional approach of dealing with human error, that is counselling and or re writing procedures may not be effective in dealing with the errors identified in this report. A more holistic approach for managing maintenance error and assuring maintenance quality techniques is the application of reliability centred maintenance and also designing for maintainability.

Human Resources Management And Persistent Approaches Commerce Essay

Human Resources Management And Persistent Approaches Commerce Essay Human resource management has become a persistent and prominent approach to the management of employment in an extensive range of market economies. In concern of management theorists and for many managers, HRM is the imperative to the survival and success of organisations in the twenty first century. According to Peter Drucker (1993), defines one single, simple idea: that people their skills, knowledge and creativity- are the key resource for economic and organisational success i.e. the knowledge- based economy. Despite the popularity of the term HRM, there is still no universally agreed definition of its meaning. According to Watson (2002:369) suggests that a rather messy situation currently exists whereby the term HRM is used in a confusing variety of ways. In its broadest sense HRM can be defined as a generic term to describe any approach to managing people; whereas Boxall and Purcell (2003:1) described HRM as all those activities associated with the management of employment relationships in the firm. Though, HRM comprises a new approach to managing people that is extensively different to more conventional practices. Even there are number of perspectives which make HRM distinctive. However Storey (1995:5) defines HRM as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. Whereas related to strategic nature o f HRM, Buchanan and Huczynski (2004:679) approaches HRM as a managerial prospective, which argues the need to establish an integrated series of personnel policies to support organisational strategy. Two main modification of HRM were acknowledged early in scholastic discussions of HRM: According to (Guest, 1987; storey, 1992) Hard HRM with an emphasis on the Strategies of cost minimisation (e.g. low wages, minimal training, close supervision), Quantitative aspects of managing human resource as an economic factor in production (e.g. in lean production- downsizing, work intensification). Soft HRM approaches aimed at enhancing the Commitment, Communication, Motivation, Quality, Leadership and flexibility of employees. Strategic HRM:- A strategic approach to Human Resource management has great appeal, According to Johnson and scholes (1997); describe strategic HRM in concern of business and management as the direction and scope of an organisational over the longer term, which ideally matches its resources to its changing environment, and in particular to its markets, customers and clients to meet stakeholders expectations. Strategic decisions in management are likely to be concerned with: Enduring direction of the organisation Extent of the organisations deeds Identical organisations deeds to its environment (i.e. PESTLE) Identical organisational deeds to its resources The Harvard model of HRM:- Source: Beer et al (1984; p.16 Map of the HRM territory) Long term consequences Individual well -being Organizational Effectiveness Social well- being HRM Policy choices Employee influences Human resource flow Reward systems Work systems HR Outcomes Commitment Competence Congruence Cost effectiveness Situational factors Workforce characteristics Business strategy and conditions Management philosophy Labour market Unions Task technology Laws and societal values Laws and Ideal types of Human Resource Management:- Characteristics Human resource management Strategic nature Dealing with day to day issues; but proactive in nature and integrated with other management functions. A deliberately long-term strategic view of Human resources Psychological Contract Based on seeking willing commitment of the employee Job design Typically team-based Organisational structure Flexible with core of key employees surrounded by peripheral cells High degree of outsourcing Remuneration Market based Individual and/or team performance Pay for contribution Recruitment Sophisticated recruitment for all employees Strong internal labour market for core employees. Greater reliance on external labour market for non-core Training/development Transformed into a learning and development philosophy transcending job related training. Strong emphasis on management and leadership development A learning organisation culture Employee relations perspective Individualistic; high trust Organisations of the function Largely integrated into line management for day to day HR issues Specialist HR group to advise and create HR policy Welfare role No explicit welfare role Criteria for success of the function Control of HR costs, maximum utilisation of HRM over long term Source: adapted and developed from Guest (1987) Recession:- Organisations have been focus to enormous stress over the past few years, with foremost principal structural changes in industry sometimes obscured behind the short or long-term issues of recession which in other words can be described as the circumstances of the economy turn down; a extensive cut in the GDP, Employment and Trade (Business). In numerous ways, recessions are a motivating natural experiment to examine. According to Paul Geroski Paul Gregg (1997) describes recession involve a major reduction in demand sustained over a substantial period of time, it affect some organisation far more than others and they are exogenous to the actions of individual organisations. The reduction in demand is most important and sustained means that those organisations that are deficiently affected by a recession are expected to be rethinking the essential premises of their competitive strategy. The evaluation between the strategy and composition of organisations who are exceedingly harshly affected by a recession with those less harshly affected endow with indication on what composes a few organisations more susceptible to surprises them others, and on the toughness of diverse strategy choices and diverse organisational constitution to changes in market conditions. As a consequences recession also throw at least some useful luminosity on how organisations counter to unpredicted changes in demand. Additionally the effects of recessionary demand surprises are unavoidably reassigned reverse to labour markets. Current scenario of Recession:- According to Mike Schraeder and David J. Hoover (2010) the global economy has experienced massive confront in the previous two years as businesses have struggled with apparently insoluble financial crises which disclose a shocking compilation of industries that have closed a business, economize, or occupied in other strategic indispensable in the expedition for survival. Providentially, there is a number of substantiation that the influence of the global crises possibly will be deteriorating. Moreover, organization and their leaders are now faced with the harsh certainty of demanding to recuperate from the shock of these crises, whereas concurrently creating divisions that are proficient for competing effectively in a decrepit global environment. Cost-effective aspect Peak to through so far Real GDP decrease 3.7% real decline from December 2007 until June 2009 totalling $500 billion Personal Income individual wages declined by $339 billion from mid-2008 to the 1st Qtr of 2009 Investment Fixed investment has declined by $543 billion, or 24%, since December 2007 Unemployment There are  8.1 million less people employed today than in 2007 Industrial Production Has fallen 12% since 2007 Bankruptcies National bankruptcies have risen from 800,000 in 2007 to 1.4 million in 2009, a 75% increase Trade Exports and imports declined by 22% and 31%, respectively, between July 2008 and June 2009 Currency The USD has fallen 17% in the last year versus a basket of world currencies Bank Failures 140  banks   failed in 2009, with  700 banks in danger of failing, according to the FDIC Source: Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http://www.marketoracle.co.uk/Article17665.html http://www.marketoracle.co.uk/images/2010/Mar/recession-4-1.jpg Source: Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http://www.marketoracle.co.uk/Article17665.html http://www.marketoracle.co.uk/images/2010/Mar/recession-4-2.jpg Source: Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http://www.marketoracle.co.uk/Article17665.html Impacts of recession on top of global/ domestic organizations:- As per given data in graphs of above mentioned, the major area to focus in concern of HRM is unemployment, during ending phase of 2007 employer were recruiting employees without forecasting the demand of prospective which results into redundancies/ unemployment, job insecurity, demotivation, stress , depression, reduced flexible working hours and increase in responsibilities on working employee in the organisations also. Whereas James Quinn (2010) describes a depression is categorized by irregular enhance in unemployment, a decrease in the accessibility of credit, extract productivity and venture, frequent liquidation, condensed sum of business and exchange, as well as extremely explosive comparative currency price variation, mostly depreciation. Price devaluation, economic crisis, and the stock market/ bank collapse are also universal fundamentals of a depression. According to Sally Walters (2009); International national Downsize/ recession related issues: Business environment Business closures Redundancies Modification in terms and conditions of employment Cash flow complications Deficiency of credit Reduction in the value of authentic Consolidation Condensed margins Public overheads Recover costs and competences Recruitment Employee revenue Recruitment complications Aged employees Skill development Understanding future complications when economy start to rise Facing difficulty to invest in skill development Training Compact training obligation Emphasize the specific needs of business Lack of apprentices in young employees in concern of employment prospects HRM Strategic perspective in concern of recession (issues):- According to David Hussey (2002), during recession there are no simple solutions and, success will depend, as always, on the soundness of the strategic decisions taken by top management, and ability of the organisation to implement those strategies. This would push the Human resource phase of the business to the forefront, even without the additional difficulties of sustained revolutionize and the demands. HRM, which is already very proficient in many organisations, requires to be obsessed by the business requirements of the organisation, but without losing prospect of the decisive value and significance of people in making strategies turn out to be reality. While attempt to come out from the recession, companies perspective in concern of HRM; (issues which has been taken by companies/ organisations to survive in time of recession) Redundancy/ Job cuts Cost retrenchment and downsizing Hiring freezes Modification in terms and conditions of employment Laying off temporary/ part time employees Condensed training dedication Freezes in previously planned Pay, Incentives and Bonus policies Enhance the use of premature retirement Restructure Reduction in employee hours Affecting employees offshore Employee revenue HR department should obtain into depiction barely the liable effectiveness of their deeds but also their apparent impact on employee commitment. HRM activities in relation to HRM outcomes and performance (under perspective of recession):- Issues Impacts Solutions Positive Implications Negative Implications Redundancy Cost retrenchment and downsizing, Demotivation Stress Depression Rejoin the employee in state of increase in demand, Contract based employee Employee might perform well compare to previous performance Fluctuation in employee working hours Employee might not have commitment and loyality towards organisation or might lose trust Less work commitment, Insecurity in aspects of full time employees Reduce pay, incentives and change in bonus policies Freeze on promotions Low motivation Low motivation Less employee engagement and commitment, trust Offering rewards by increasing pay/ incentive/ bonus Performance appraisal for highly skilled employee and core employee of the organisation to keep them in trust and motivated It might have significant affect on employee performance Motivation Dedication towards work Employee engagement and commitment It might only motivate few employee in organisation, as money is always solution of short term situations, Appraisals are sometime demotivated expensive Might also affect on cost cutting strategy of organisation Reduction in training commitment Decline in leadership and learning development, Poor performance Provide continuous improvement training programs Development in knowledge Skill enhancement Expensive might not be effective for all employees Issues Impacts Solutions Positive Implications Negative Implications Relocate/Redeploy transfer of employee (domestic as well as globally depend upon organisation Low morale, insecurity in concern of job, Cultural dispute Provide social network, Provide comfortable zone by management , Provide facilities and benefits Depend upon individual behaviour of employee; it might goes well as employee will get exposure and it might help to learn different cultural/ countrywide organisation strategies and guiding principle Expensive but sometime it is not possible in real world to do so. Depend upon employee individual personality to have capability to cope up with different culture Laying off part time/ temporary working Workload, Less employee engagement towards work and commitment Provide a more flexible alternative to full time employee, Cover temporary peaks in demand Cost effective To protect the job security of core employees To cover for holidays and sickness absence Might not be effective for all industry expertise Depend upon contextualities of the situation HRM strategic planning and sustainable implementation for current market conditions prospect economy crisis:- Indicates in accomplishment plan Description Strategic planning Strategic personnel forecast Link employees scheduling with business strategy by establishing demand and supply circumstances by employment category Productivity controlling Launch a innovative efficiency metric such as worth additional per individual to administer productivity programs Work force adaptation Employees flexibility Exploit working-time implements like generation work accounts, vacation programs, and engagement with unions Employees reduction Amend employees size to the new economic environment with respect to job category forecasts Human resources Cost management Optimize workforce cost programs by converting cash inducements to noncash ones Persistent recruiting of key workforce Employ top applicants for assignment- decisive jobs HR and performance improvements Restructuring the HR organisations Measures all HR actions to certify superiority throughout bunching procedure optimization, and ascendancy process Performance management Support performance process to the new environment by discarding interim observations and implementing enduring philosophy Sustainable implementations Employee Engagement Focus on such values as honesty and trust and start an initiative to bring discipline and motivation into balance Leadership Competences Coach leaders to evolution from intensification to crisis with workshops, communication process, and support from top management Modify management Establish best-in-class support by illuminating accountabilities, enforcing transparency, and soliciting employee feedback Internal and external communication Organize a comprehensible communication strategy and methods that target decisive stakeholders Source: Rainer Strack , Pieter Haen et al. (March 2009) Creating people in advantage in times of crisis; how to address HR challenges in the recession. Boston consulting group; European association for people management For visionary companies who wants to develop state-of-the art nation development in the existing environment:- In todays impulsive environment, the HR department is frequently dragged in numerous directions. According to Rainer Strack), Pieter Haen et al. for illustration, specialist recruiters who usually focus on hiring may need to take on other HR tasks, such as managing the introduction of shortened working hours. Strategic personnel forecast: predict future scarcity to reorganize capabilities Performance management: shift from diminutive to extensive term approaches Employee engagement: attention on motivation and accountabilities Leadership competences: endow leaders for turbulent conditions Modify management: espouse a methodical, cascading approach Internal and external communication: talk the walk Strategic planning:- Strategic personnel forecast: predict future scarcity to reorganize capabilities Generally organisations do not fully comprehend how downsize will influence their demands for individuals and how layoffs will influence their prospect. Even if the economy prolongs to depreciate, the majority of companies will still features lack in precise jobs. To overcome from this Rainer Strack), Pieter Haen et al. suggests that companies have to evaluate their employees by generating job categories with comparable expertise requirements. While in dispensation these companies will capable to categorize probable scarcity in skills as well as pockets of competence where retraining opportunities exist. Once companies will recognize their requirements for job category, companies might discover smarter and longer term preference about their employees. productivity controlling: progress from input to output On the whole HR departments do a high-quality job of determining headcount, human resources costs and relative inputs. Work force adaptation:- Employee flexibility: generate reversible circumstances Companies expecting to recuperate from the current downsize should attempt to establishment headcounts method with built in flexibility; moderately than layoff employees particularly in those marketplace where employees diminution are expensive and time intense. Employees reduction: be suspicious to engrave in the accurate places Companies whose businesses are in extensive decline require, thinking the steps that are additional enduring, like laying-off full time employees. Companies have to identify the core employees who should be engaged. Human resources cost management: produce inventive reimbursement model Whereas companies may espouse a flexible or restructure strategy, the action might be in several ways like relating to wages, deferring bonuses etc. Persistent recruiting of key workforce: promote talent In this consumers marketplace, elegant corporations are discerning fortitude key employees from competitors or the marketplace. HR and performance improvements:- Restructuring the HR organisations: be lean HR department requires being highly effective and efficient in scenario of downturn, otherwise it will affect on trustworthiness while HR will endeavour to lead individuals proposal elsewhere in company. Performance management: shift from diminutive to extensive term approaches Presently Companies have a major chance to standardize their performance management and incentive methods to extensive term business objectives that might expand new significance, such as growth and sustainable business traditions Sustainable implementation:- Employee engagement: attention on motivation and accountabilities Employees are most essential and effective assets of company when they are motivated while working in well-organized system. In downsize, it is tough to achieve balance between motivation and well organized system due to unavailability of promotion and high wages. Leadership competences: endow leaders for turbulent conditions Leadership is motivating the corporation to modify its commencement of superlative performance. In time of crisis organizations are arranging training for their mangers to coach them how to lead in tough times. Modify management: espouse a methodical, cascading approach Companies requires clear agenda and sustained and meticulous program management. HRM needs to create schedules, metrics and clear accountabilities to mobilize the establishment. Internal and external communication: talk the walk In organisation working environment; one to one communication, an open door policy and active listening skills all are significant. Conclusion:- Though it is complicated for HR to recognize techniques and HR practice that promotes a environment of modernization in support of the organisation objectives. Present scenario of downturn has immense impact and creates challenges for all departments, production units and workforce within organisation. HRM top management is itself in crucial situation; they have to rethink about their previous strategies before recession and compare it to the present scenario of crisis, then need to implement in concern of present situation. There is enormous requirement of critically analysing the strategies and necessitate to structure the new strategies undertaking consideration of employees supply and demand, maintaining employee engagement, developing forefront for leaders to assist for survival in crisis for companies and employees in tough time and restructuring the organisation and HR as per obligation of businesses. Work force might respond to the complicated situation like downsize positive ly if their leaders are truthful, straight and compassionate about the complications and generate enthusiasm about the prospects. Recommendations for Managing Human Resource Management in downsize/recession in addition to foremost prospective:- In present scenario of global as well as domestic organisations, many of countries are coming out of recession, not fully because there are still uncertainties how stable the global market is however nobody has firm scenario when will the next recession occur, since still companies are trying to cope up with economy crisis in few aspects. According to Rainer Strack , Pieter Haen et al. (2009) the first casualty of a downturn is people; the employees, on whom the fortunes of a company rest. Companies do whatever they can to get costs under control, and they often act swiftly by cutting employee hours, imposing a hiring freeze, and taking other steps that affect their employees. In perspective of HRM; there are hazards for corporations that engrave their employees too swiftly. While individuals may emerge to be in immense contribute today, the demographic wave will soon twist. Whereas Rainer Strack , Pieter Haen et al. (2009) elaborate further their point by saying the talent pool is poised to shrink, as the baby boom generation retreats into retirement and as younger and similar generations enter their prime working years. Look for ways for cost effectiveness without laying off work force Reallocate employees wherever probable Keep on fostering and emergent employee talent/ capabilities All decisions must have taken under consideration of suspicious personnel planning Ensure that company pursue the legislative dismissal course of action to the correspondence if company necessitate doing redundancies. Let remaining employees know that they are valued, essential and essence of company. References:- Beer, M., Spector, B.,Lawerce, P.R., Mills, D. And Walton, R.E. (1984), p.16; Managing Human Assets, New York: Free Press Boxall, P. and Purcell, J. (2003), p.1; Strategy and Human Resources Management, Houndmills:Palgrave Macmillan Buchanan, D. and Huczynski, A. (2004), p.679; Oraganizational Behaviour, 5th edn. Harlow:FT/Prentice Hall Drucker, P. (1993), Post Capitalist Society, Oxford: Butterworth-Heinemann. Geroski, P. A. Gregg, P. (1997), p. 2-3; Coping with Recession: UK Company Performance in adversity, United Kingdom: Cambridge University press (eBook resource : available from internet URL: http://books.google.co.uk/books?hl=enlr=id=neo3ZneOXp8Coi=fndpg=PP16dq=business+coping+strategies+to+avoid+the+effects+of+recessionots=TEB2ESH_5asig=zaVSjowL5UBTTSpZa0FhWzeUp1w#v=onepageq=f=false Guest, D. (1987), Human Resource Management and Industrial Relations, Journal of management studies, 24, 5: 503-521 Hussey, D. (2002), p.5; Business Driven HRM, New York: Wiley Sons ltd. Jhonson, G. and Scholes, K. (1997), Exploring Corporate Strategy, London: Prentice Hall Quinn, J. (2010), Economic Recession, Depression, or Systematic Breakdown, E- Resource Article published on Mar, 4th 2010 available from internet URL: http://www.marketoracle.co.uk/Article17665.html Rainer, S. Haen, P. et al. (2009), Creating People Advantage in Time of Crisis: How to address HR challenges in the recession, Journal of Mangerial psychology, Publisher: Emerald Group Publishing Limited, E-Resource available from Emerald. Schraedar, M. and Hoover, D. (2010), vol.24, 2: p.11-13, Enhancing Organisational Recovery in Tough Times: a pragmatic perspective, Development and Learning in Organisations, Publisher: Emerald Group Publishing Limited, E-Resource available from Emerald; http://www.emeraldinsight.com/Insight/viewPDF.jsp?contentType=ArticleFilename=html/Output/Published/EmeraldFullTextArticle/Pdf/0810240203.pdf Storey, J. (1992), Developments in the Management of Human Resources: An Analytical Review, London: Blackwell Storey, J. (1995), p.5; Human Resources Management: A Critical Text, London: Routledge Walters, S. (2009), p.5-8; The Impact of the Economic Downturn on business and skills in England, Journal of Social Economics, Publisher: Emerald Group Publishing Limited, E-Resource available from Emerald. Watson, T. (2002), p.369; Organising and Managing Work, Harlow: FT/Prentice Hall

Essay on Social Hierarchy in The Tempest -- Tempest essays

Social Hierarchy in The Tempest  Ã‚        Ã‚   During Shakespeare's time social classification was much more rigid than today and some members of society were considered superior to other members. Shakespeare provides an example of this rigid social structure through his play, The Tempest. Shakespeare illustrates how superior men differentiated themselves from lesser beings on the basis of race, financial status, and gender. Through the character of Prospero, Shakespeare provides and example of one, who had reason to feel superior, yet treated others equally and with the respect due to them.      Ã‚  Ã‚  Ã‚   The Tempest reflects Shakespeare's society through the relationship between characters, especially between Prospero and Caliban. Caliban, who was the previous king of the island, is taught how to be "civilized" by Prospero and his daughter Miranda. Then he is forced to be their servant. Caliban explains "Thou strok'st me and make much of me; wo... ...lson. "Shakespearian Superman" The Tempest D.J. Palmer (ed.) Macmillan & Co. 1968 Murray, J. Middleton. "Shakespeare's Dream" The Tempest D.J. Palmer (ed.) Macmillan & Co. 1968 Palmer, D.J. Shakespeare's Later Comedies: An Anthology of Modern Criticism. Harmondsworth, Penguin, 1971. Shakespeare, William. The Tempest. 1611. Ed. Stephen Orgel. New York: Oxford UP, 1994. Tillyard, E.M. "The Tragic Pattern" The Tempest D.J. Palmer (ed.) Macmillan & Co. 1968   

Color Imagery in Sir Gawain and the Green Knight :: essays papers

Color Imagery in Sir Gawain and the Green Knight Sir Gawain And The Green Knight I believe that the color imagery in Sir Gawain And The Green Knight represents nature, as a force that man has little control over. This is evident during the journey of Sir Gawain, and later, his shame in front of King Arthur's court. Nature does as it will in ways that can not be controlled by man. The best they can do is to acknowledge the fact that it is happening. They had no control whatsoever, and therefore, were subject to it's, at times, ferocity. This is similar to the ferocity displayed by the Green Knight. The Green Knight worked under his own set of rules, and like a growing tree, man had, and still has, no control over when the tree would leaf or bloom, or how long it's branches would grow. The Green Knight, like nature, has to be understood before it can be dealt with, and even then, you are not guaranteed success. You need to know how he thinks, and play your cards right, in order to come out of the fight successfully. At first Sir Gawain was on the right path, but throughout his journey, he became sidetracked and due to that, he brought shame unto himself, and to the court of King Arthur. The story begins with a New Year's feast at Arthur's court in Camelot. All the knights and ladies gather to exchange gifts, and to eat and be merry. Everyone is laughing and having a good time, while Arthur amuses them with stories of courageous knights. The first course is served, and the guests are about to eat, when a knight, dressed totally in green, rides into the dining hall. The knight is very large, well-dressed, and imposing. It seems that he has come in peace, due to the absence of his armor and shield. The Green Knight's connection to nature is emphasized when he is presented holding a "holly bob...That is goodliest in green when groves are bare"(206-7). His closeness to nature is also apparent when the color of the knight is described as "green as the grass"(235). The Green Knight has a challenge, and he demands to speak to the head of the court. King Arthur, being the head of the court, answers the call of the Green Knight. The Green Knight proceeds to tell Arthur that it is his court who are the best and most noble knights in the land, and he has come here with a challenge.

Main differences between British and American English Essay

American English is now different from its British mother and we could say it is more than another dialect due to its importance nowadays. At the beginning of its history, after the American emancipation, there were two opposite attitudes towards the language: those who wanted to eradicate any legacy from the colonization and did not want a British model for their language and those who felt language loyalty towards mother- English. But finally, as in many British colonies, linguistic emancipation was a consequence of politics. The growing importance of American English is also due to politics: after World War II, when the United States assumed a more global role and had greater influence in fields such as economic, technological and political, America became a linguistic model. As well as this American English has a dominant influence in the world because in US there is 70% of the native English speakers’ population, for its big publishing industry and mass media technology and for the magnitude of higher education. The main differences between British English and American English are pronunciation, spelling and lexicon. However, syntax is not a big difference. Now we are going to have a glimpse at each, illustrating them with some examples. Referring to pronunciation we can settle some basic parameters to see the difference between dialects. First we have the merger of [I] and [a] before nasal consonants, makes pin and pen homophones in the American dialect. Many words that used to be stressed on their second syllable are now stressed in their first syllable (like reconcile) but in America nowadays this process is even more rapid. Words like cigar, hotel and Detroit are now front-stressed. Then there is the deletion or reduction of weakly stressed syllables, a process that has been really important in English phonetics and that now is extending throughout the States. An example of that would be fence from defense or ‘lectricity for electricity. Now let us have a look at spelling. Generally American English -or as a word ending is -our in British English like in color- colour and American English -er is usually equivalent to -re in British English, like in center and centre . In American English the final e is removed form verbs when making the gerund whereas in British English is not usual, like routing and routeing (US-UK) and another common difference is that American prefer -ization and -ize instead of the British -isation and -ise, for example organization- organize (Am.) and organise- organisation ( Br.). Probably the major difference between these two varieties is vocabulary, so words and idioms are quite distant. American lexicon is different because at first Americans had to name things that did not exist in Britain and then, for geographic reasons, it started changing and having its own criteria. Some words mean different things in the two varieties, for instance mean is â€Å"not generous† in British English and â€Å"angry, bad humoured† in American, rubber is â€Å"a tool to erase pencil† in British English and â€Å"a condom† in American English. These differences are on dictionaries but many vocabulary terms are used in a single form for each variety and then we can say it is the biggest difference between American and British. For example we can have trunk in American and lorry in British. Besides that, American English has reinforced archaic words such as maybe, which are not usual in Britain. Syntax is the most similar characteristic between these two dialects, but it also has some peculiarities in American English. To start with, double negation is possible and in British it is not. e.g.: I don’t have no money vs. I don’t have any money. Then, in American English there is a variation in the structure of indirect questions, which can be done as it follows: she asked him did he do it. Also the pronoun system varies: in general they are used in the nominative case , as a consequence I, she, he and we are prepositional or verbal objects. Referring to tenses there is a difference in the present perfect, which in British English is used to express and action that has occurred in the recent past and that continues in the present somehow. For example I’ve lost my key would be okay in American English but it is also possible I lost my  key, which is not correct in Britain. To express possession, while both forms are correct (and accepted in both British and American English), have got (have you got, he hasn’t got, etc.) is the usual form in British English while American English uses the have (do you have, he doesn’t have etc.)

Macbeth Where Events Are Shaped by Ambition and Madness Essay

Of the many William Shakespeare’s famous playwright, Macbeth is one that challenges characters sanity with their ambition for power. Ambition is a theme that is early established in the play where the desire for power and status consumes Macbeth upon hearing the witches’ prophecy. Lady Macbeth, too, desires for power alongside her husband. However, her wrongdoing overcomes her with fear and guilt, which strips her away from her sanity. This also destroys the close relationship that both Lady Macbeth and Macbeth had as their lives are dictated by fear. Therefore, the events in this play are shaped by the characters whose ambition leads them to lose their morality, and later to be imprisoned in their own madness. Macbeth is an ambitious man by nature, and was known to be â€Å"valiant† and â€Å"brave†, however, he is later referred to as a â€Å"tyrant† as his crave for power overcomes his sense of morality. Macbeth’s ambition is apparent when he hears the witches’ prophecy, â€Å"all hail Macbeth, thou shalt be king hereafter†, to which he later commands â€Å"stay you imperfect speakers, tell me more†. This change in Macbeth’s personality sparks the first signs of ambition he has to become king, and Banquo notices this, quoting â€Å"Look, how our partner’s rapt.† This in effect can be said to be the catalyst to Macbeth murdering Duncan for his title of King of Scotland. Because of this, Macbeth lives in constant fear of being overthrown, and his madness to hold power over everyone else is illustrated through the spying of every lord. â€Å"There’s not one but in his house, I keep a servant fee’d.† C onsequently, Lady Macbeth also suffers her wrongdoings, and in her madness, she leads herself to her own tragedy. Lady Macbeth can be said to be even more ambitious than her husband in the beginning, but as the guilt of her actions overcomes her, she takes her own life in defeat. In the first few scenes of introduction to Lady Macbeth, she can be seen to long for status and wills for her emotions to be unnerved for what crime she is to commit. â€Å"Come, you spirits that tend on mortal thoughts, unsex me here, and fill me from the crown to the toe top-full of direst cruelty!† This desperation in Lady Macbeth goes to show the immense greed she has for power and can also be seen when she advices Macbeth, â€Å"To beguile the time, look like the time. Bear welcome in your eye, your hand, your tongue. Look like th’ innocent flower, but be the serpent under’t.† Although Lady Macbeth acts so spitefully, her conscience still prevails in that she is unable to sleep at night but relives the nightmare the murder. â€Å"Here’s the smell of blood still. All the perfumes of Arabia will not sweeten this little hand.† The fear that has consumed Lady Macbeth influenced the event in which she takes her own life. Ambition and madness enclosed on both Macbeth and Lady Macbeth is the cause for their drifting relationship, to the point where they are incapable of showing emotion towards each other. On the night of the murder, madness seeps into Lady Macbeth as she imagines sounds of the night. â€Å"I heard the owl scream and the crickets cry.† Macbeth, on the other hand imagines voices, â€Å"One cried â€Å"God bless us!† and â€Å"Amen† the other, as they had seen me with these hangman’s hands†, marking one of the many occasions in which the killing has affected his and his wife’s mental state. In the progression of the play, Macbeth quotes ‘Direness, familiar to my slaughterous thoughts cannot once start me† implying that he has feared too much to fear anything at all. This lack of emotion is also seen when he discovers about Lady Macbeth’s death, responding with no sense of care or love towards his wife. â€Å"She should have died hereafter; there would have been a time for such a word.† All this contrasts with the relationship Macbeth and Lady Macbeth had at the start where they regarded each other as â€Å"My dearest love†. Their relationship had been bound to suffer as their ambition was too great for their ability to cope with guilt and fear, shaping many unfortunate events in the play. Shakespeare’s highly regarded playwright, Macbeth, has not only explored the destructions of over ambition but also leads into the consequences of the characters emotional and mental state. Ambition in characters, in particular Macbeth and Lady Macbeth, has shaped the events which ended both their lives as they were corrupted with terror and madness. Not only have their actions driven them to insanity but have also destroyed their relationship, which was left meaningless to both in the end. Therefore, ambition and madness in Macbeth and Lady Macbeth has shaped the events which resulted in the tragedy of their death.