Hank Green Biography

Hank Green Biography William Henry â€Å"Hank† Green was born on the 5 May 1980, he is an entrepreneur, musician and vlogger (goodreads, n.d). In 2007, Hank Green uploaded his first video onto the YouTube channel VlogBrothers as part of a project called Brotherhood 2.0. The goal of this was to communicate with his brother John solely through video blogs for a year, with the possible exception of phone calls (Green, 2007). After brotherhood 2.0 ended, Hank and John agreed to continue producing video blogs (Burgin, 2013). As of today they have over 2.5 million followers, and 1300 video uploads (VidStatsx, 2015). Green is also involved in numerous other channels. He and his brother John created and developed the educational YouTube channel Crash Course (PBS, n.d), he is the creator (Green, n.d) and a host of SciShow, a science education YouTube channel (Stone, 2014), and a developer of the Lizzie Bennet Diaries (LBD), a web series adaptation of Pride and Prejudice (Pemberly Digital, n.d). Green creat ed Vidcon, a conference for fans of online video in 2010 (Green, n.d), and is a co-creator of the Foundation to Decrease World Suck (Kliger-Vilenchik, 2013, p. 10), a non-profit fundraising foundation for other non-profit organisations (The Foundation to Decrease World Suck, n.d). Additionally, Green interviewed the president along with two other YouTubers after the State of the Union address (Colin Megan, 2015). Hank Green’s career would not exist without the significant influence of media convergence on the platforms through which media is distributed, created and consumed.. Jenkins defines media convergence as, â€Å"more than simply a technological shift. Convergence alters the relationship between existing technologies, industries, markets, genre and audiences† (Jenkins, 2004, p. 33). The most distinguishable form of media convergence in Green’s career is technological convergence, which can be defined as the amalgamation of technology facilitating the distribution of information (Drula, 2014, pp. 47-51) Technological Convergence has provided the social platforms such as Facebook, YouTube, Tumblr and Twitter through which Green has amassed his audience. As a result, he is able to engage with and distribute content to his substantial online following. In conjunction with technological convergence, Industry and Content Convergence have likewise influenced Green’ s career. Industry Convergence refers to â€Å"the blurring of boundaries between industries, induced by technologies and markets† (Brà ¶ring, et al., 2006, p. 487). Green’s YouTube channels, Crash Course and SciShow were originally funded through a YouTube grant (Mayrer, 2012), however, they have now partnered with the Television Network PBS Digital (Gutelle, 2014). Furthermore, Crash Course is now available on DVD (DFTBA Records, n.d) as well as SciShow (DFTBA Records, n.d), a demonstration of Content Convergence. In addition to this, The LBD web series likewise exhibits components of Convergence, evident within its transmedia narrative. Transmedia is a mode in which fans are encouraged to observe characters from a narrative beyond the constructed barriers, resulting in access to more information and further immersion in the story (Stanfill, 2013). LBD portrays Lizzie Bennet and her sister Lydia Bennet as vloggers, and Jane Bennet as a fashion blogger, with the story taking pl ace over a wide range of social media platforms (Stein, 2013). As well as Media Convergence, Globalisation has additionally impacted on Green’s Career. The increasingly globalised nature of the media and technology industries have enabled Green’s significant contributions to charity and education throughout his career. Globalisation refers to the growing scale and effect of â€Å"transcontinental flows and patterns of social interaction (†¦) a shift or transformation in the scale of human organization that links distant communities and expands the reach of power relations across the worlds regions and continents† (Held and McGrew quoted in Flew, 2007). Moreover, Warlaumont brings attention to the internet’s role in globalisation due to its ability to connect individuals through digital mediums, allowing communication between groups of people from different cultural backgrounds and lifestyles (Warlaumont, 2010). Hank Green has utilised the potential impact of his global audience, through advocating his support of numerous charities, and co-founding organisations such as the Foundation to decrease World Suck. Not only is Hank Green’s career one I would wish to emulate, but his passion for the YouTube platform, as well as his audience, is inspiring. Hank Green started video blogging in 2007, originally when there was no way to monetise content. Throughout Google’s acquisition of YouTube, and YouTube providing grants to channels with the goal of creating additional content, Green’s goal remained the same, to provide content that is engaging and rewards viewers with an enriching and educational experience (http://www.usnews.com/news/stem-solutions/articles/2015/03/11/hank-green-loves-science-and-wants-others-to-love-it-too). Furthermore, the community that has developed around Nerdfighteria has provided a safe space for individuals and groups to discuss ideas and values without judgement. Vidcon, is a physical representation of the public sphere, in the sense that it is a space where individuals can gather out of a shared desire to debate, discuss and arrive at a deeper understanding of the ideologies surrounding the YouTube community, and broader communities as a whole (http://capitalistcreations.com/the-vlogbrothers-have-turned-passion-into-profits-and-popularity/). Furthermore, he has brought attention to media bias, as a result of the negative press regarding his interview with President Obama. In publicly condoning the bias of organisations such as Fox News and CNN, he has essentially acted as a watchdog for the watchdogs, through policing the organisation that is designed to hold those in power accountable. Hank Green is a forefather, and driving force in the YouTube community (http://missoulanews.bigskypress.com/missoula/hank-greens-business-is-just awesome/Content?oid=1582736).He represents not only what an individual can achieve, but of the possibilities attainable from collaboration. References Brà ¶ring, S., L, M. C. Leker, J., 2006. The front end of innovation in an era of industry convergence: evidence from nutraceuticals and functional foods. R D management, 36(5), p. 487. Accessed April 2, 2015 doi: 10.1111/j.1467-9310.2006.00449.x Burgin, R., 2013. A Brief History Of The Vlogbrothers. [Online] Available at: https://www.youtube.com/watch?v=Yk05_6Mf1GU [Accessed 2 April 2015]. Colin, D. Megan, S., 2015. http://mashable.com/2015/01/22/youtube-obama-video-live/. [Online] Available at: http://mashable.com/2015/01/22/youtube-obama-video-live/ [Accessed 2 April 2015]. DFTBA Records, n.d. CrashCourse. [Online] Available at: http://store.dftba.com/collections/crashcourse [Accessed 2 April 2015]. DFTBA Records, n.d. SCISHOW: THE APOCALYPSE COLLECTION DVD. [Online] Available at: http://store.dftba.com/products/scishow-the-apocalypse-collection-dvd [Accessed 2 April 2015]. Drula, G., 2014. Media Convergence and Mobile Technology. Journal of Media Research, 7(3), pp. 47-51. Accessed April 2, 2015. url: http://search.proquest.com.ezp01.library.qut.edu.au/docview/1649753314?pq-origsite=summon Flew, T., 2007 Understanding Global Media, N.A, N.A pp. 67. Accessed April 4, 2015. N.A goodreads, n.d. Hank Green. [Online] Available at: https://www.goodreads.com/author/show/7023543.Hank_Green [Accessed 2 April 2015]. Green, H., 2007. Brotherhood 2.0: January 1st. [Online] Available at: https://www.youtube.com/watch?v=vtyXbTHKhI0 [Accessed 02 April 2015]. Green, H., n.d. Hank Green. [Online] Available at: https://www.linkedin.com/in/hankgreen [Accessed 2 April 2015]. Gutelle, S., 2014. Hank Green, John Green Team With PBS For More Crash Course Episodes. [Online] Available at: http://www.tubefilter.com/2014/11/06/hank-john-green-pbs-digital-studios-crash-course/ [Accessed 2 April 2015]. Jenkins, H., 2004. The Cultural Logic of Media Convergence. International Journal of Cultural Studies, 7(I), p. 33. Accessed April 2, 2015. doi: 10.1177/1367877904040603 Kliger-Vilenchik, N., 2013. Decreasing World Suck: Fan communities, Mechanisms of Translation, and Particpatory Politics, N/A: N/A. Accessed April 2, 2015 url: http://ypp.dmlcentral.net/sites/default/files/publications/Decreasing_World_Suck_6.25.13_0.pdf Mayrer, J., 2012. Hank Greens business is just awesome. [Online] Available at: http://missoulanews.bigskypress.com/missoula/hank-greens-business-is-just-awesome/Content?oid=1582736 [Accessed 2 April 2015]. PBS, n.d. PBS DIGITAL STUDIOS AND HANK AND JOHN GREEN ANNOUNCE NEW PARTNERSHIP TO EXPAND POPULAR â€Å"CRASH COURSE† YOUTUBE SERIES. [Online] Available at: http://www.pbs.org/about/news/archive/2014/crash-course-library/ [Accessed 2 April 2015]. Pemberly Digital, n.d. The Lizzie Bennet Diaries. [Online] Available at: http://www.pemberleydigital.com/the-lizzie-bennet-diaries/ [Accessed 2 April 2015]. Stanfill, M., 2013. Fandom, Transmedia and Consumption 2.0. Selected Papers of Internet Research 14.0,. Accessed: 2, April 2015. url: http://spir.aoir.org/index.php/spir/article/viewFile/911/pdf Stein, L., 2013. Stay Square!: Fan Address In the Web Series. Selected Papers of Internet Research 14.0. Accessed: 2, April, 2015 url: http://spir.aoir.org/index.php/spir/article/viewFile/911/pdf Stone, M., 2014. How A YouTube Channel That Answers Weird Science Questions Amassed Millions Of Fans. [Online] Available at: http://www.businessinsider.com.au/how-scishow-and-hank-green-landed-a-national-ad-campaign-from-youtube-2014-10 [Accessed 02, April 2015]. The Foundation to Decrease World Suck, n.d. The Foundation to Decrease World Suck. [Online] Available at: http://fightworldsuck.org/ [Accessed 2 April 2015]. VidStatsx, 2015. http://vidstatsx.com/vlogbrothers/youtube-channel. [Online] Available at: http://vidstatsx.com/vlogbrothers/youtube-channel [Accessed 2 April 2015]. Warlaumont, H. G., 2010. Social networks and globalization: Facebook, YouTube and the impact of online communities on Frances protectionist policies. N.A, 8(2), p. 207. Accessed: 2/04/2015 doi: 10.1057/fp.2010.8

Want Answer of These Question

BECE 002 Bachelor’s Degree Programme (BDP) ASSIGNMENT For July 2012 and January 2013 Students Course Code: BECE 002 Title of Course: Indian Economic Development: Issues and Perspectives School of Social Sciences Indira Gandhi National Open University Maidan Garhi, New Delhi-110068 BECE-002 INDIAN ECONOMIC DEVELOPMENT: ISSUES AND PERSPECTIVES 2012-13 Dear Student, As per the present pattern of assignments, you will have to do one assignment for this elective course BECE-002.The assignment is of 100 marks which contains 3 sections. Section I contains two questions of 20 marks each; Section II contains four questions of 12 marks each; and Section III contains two questions of 6 marks each. Submission Completed assignments should be submitted to the coordinator of your study center by March 31, 2013 for students admitted in July 2012 cycle and by September 30, 2013 for students admitted in January 2013 cycle. 2 BECE-002INDIAN ECONOMIC DEVELOPMENT: ISSUES AND PERSPECTIVES Programme Code: BDP Course Code: BECE-002 Assignment Code: BECE-002/AST/TMA/2012-13 Maximum Marks: 100 Answer all the questions A. Long Answer Questions (word limit-500 words) 2Ãâ€"20=40 marks 1) Discuss the rationale behind the ‘capabilities and human development’ theory propounded by A. K. Sen. 2) Analyse the growth profile of India’s industrial production by ‘use based classification’ over the period 1960-2007. B.Medium Answer Questions (word limit-250 words) 4 x 12=48 marks 1) Discuss the concept of ‘population ageing’. 2) Explain briefly the risks of high fiscal deficit. 3) What are the causes of low productivity in Indian agriculture? 4) Discuss the features of Regional Trading Arrangements (RTAs). C. Short Answer Questions (word limit 100 words) 2Ãâ€"6=12 marks 1) What is meant by ‘work force participation rate’? 2) Write a note on the ‘prevention and protection’ aspect of flood management. 3

Employee Retention

SUBMITTED TO: Dr. RAMZAN SUBMITTED BY: FAHAD KHALID (MSBA) MUHAMMA ASAD KHAN (MSBA) ADEEL JAVED (MBA) ZAIN SOHAIL (MBA) SUPERIOR UNIVERSITY LAHORE How the employee retention in educational institutions affects Organizational effectiveness Abstract: Purpose – The purpose of this paper is to put forward a framework of employee retention in the educational institutions which enables them to work for longer time periods and less chance of leaving the place.It also discusses the factors that how the retention of employee affects the organizational effectiveness. Three different levels of schools have been chosen to collect the information from the employees to analyze the organizational effectiveness. The close-ended questionnaire has been established for this purpose. The sample size of 214 will be taken. The SPSS is used to analyze the data and findings of that are given in the context. The limitation of the study is time constraint. The data collection procedure becomes very muc h difficult.This study is only for the education sector in developing countries like Pakistan. Key words: Leadership style, Recognition, Motivation, educational institutions. Introduction This study is about producing and retaining human resource. Hence the research is about the study for the retention of employees in the educational sector. The educational sector is the source of producing human capital for the country which leads to economic development. The employees in that sector should be retained so that the organizational effectiveness is increased.The problem of academic staff retention is a global one which affects both developing and industrialized countries (wisdom 2006 p-11). The most critical for all; is the human resource factor. Without strengthening human resources and retaining critical skills and competencies with in any organization, other components stand to suffer. In academic institutions, the critical human capital includes academic, administrative and techni cal staff resources. The institutional governance, management and financial reforms undertaken as seen above will be more sustainable if there is stability in the area of human resource. Paschal B. Mihyo 2008 p-10) The issue of academic staff attrition and retention in developing countries has been less well documented in the literature. This is because the issue tends to be subsumed under the general category of ‘brain drain’, without particular attention being devoted to it. This subsumption reflects the close relationship between the brain drain and staff retention in many countries. (wisdom 2006 p-12). The employees who are not satisfied with the organizational retention policy they tend to leave the organization.Many research shows that the employees with the higher age are less tends to leave but the lower rank employees are more tends to leave the organization. There is always a certain amount of employee turnover due retirements, promotions and career developmen t; however specific industries and occupations experience attrition rates far greater than others. One business expert author identified ten primary reasons of the employee resigns (MacCann). * Basic financial needs not met. * Lack of competitive salary * Poor benefits * Poor communication * Negative work environment Lack of recognition * Unfair treatment * Lack of challenge in job * Lack of job security * Life conflicts (Gary S. Trulson p-12) There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. By developing multivariate models that combine a number of factors contributing to turnover and empirically testing the models researchers have sought to predict why individuals leave organizations. Many studies are based on only a small number of variables which often only explain a small amount of variability in turnover.Another criticism of turnover studies is that they do not adequately capture the complex psychological processes involved in i ndividual turnover decisions. Literature Review â€Å"An effective Employee Retention Program is a systematic effort to create and foster an environment that encourages employees to remain employed by having policies and practices in place that address their diverse needs. † (George C. Sinnott, Commissioner & George H. Madison, Director September 2002 p-2) Employee retention is perhaps the most frequently studied phenomenon in the organizational effectiveness.Most organizations find it difficult to measure and improve employee attitudes related to work. Most of the organizations are working on their retention plans for improving employee`s performance and employee`s satisfaction which leads to organizational effectiveness. Increasing employee satisfaction and thereby reducing employee turnover is critical. Long-tenured employees develop personal associations with customers. These relationships are the Groundwork for a reinforcing cycle of positive links between employees and customers. Employees who recognize relationships with customers provide better service.Customers who receive better service express fewer complaints and thereby create fewer problems for employees. Employees in turn react more constructively to tackle with customers. These reactions result in better service which again leads to privileged organizational revenues. Ultimately it is of importance in the educational institutions where teachers have develop direct relation with the students, if turnover of the teachers increases it will also decrease the satisfaction level of the students as well. So the organizations with the long term teachers have ultimately gain the good success in the market.Teaching staff: In the academia the teaching staff is main factor for improving the organizations effectiveness. The institutions with the satisfied and retained staff work more effectively than other. If teaching staff works for the longer period of time then it will be able to produce the desi red results for the students, if students are satisfied who are the customers and it will increase the reputation of organization in the market. â€Å"Teaching bright students and seeing their students develop are the positive aspects of teaching.The negative aspects relate to assessment, both of the amounts required of the students and that of the staff themselves. Administrative tasks and organizational change tend to be viewed as negative aspects of the job by most academics. Hours of work spent on administration have a negative effect on satisfaction with almost all dimensions of academics’ job satisfaction. † (Hilary Metcalf et al. Research Report RR658 p-xvi). Retention: Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time.The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various mea sures taken so that an individual stays in an organization for the maximum period of time. The completely trained employees should be given more time to stay by contracting them for longer period. As the research shows, â€Å"About two-thirds of academics expected to remain in UK academia until retirement. This was higher in new universities. We would estimate that between three and six per cent would leave the sector in the year following interview.This comprised two to three per cent of those on permanent contracts and five to 11 per cent of those on fixed-term contracts. Forty-three per cent of those who thought they might leave the sector in the following year expected to move to another job; this was most commonly to a UK job outside research and teaching, to an academic job abroad or for fixed-term contracts staff, to a UK research job. Contract staff could be seen as being driven out of the sector due to insecurity: they tended to leave due to their contract ending, the desi re for a permanent job or pessimism about job opportunities in UK academia. (Hilary Metcalf et al. Research Report RR658 p- vii). Employee benefits: In the educational institutions employees are looking forward for monetary as well as non-monetary rewards. The organizations which develop the reward system for the employees are better able to reduce the employee turnover. These monetary and non-monetary rewards may include followings: according to (paschal B. Mihyo 2008 p-xiii) * Free or subsidized education facility provided to staff children. * Private pension fund and health insurance schemes should be developed. Reward and recognition system should be decentralized. * Loan guarantee schemes that can enable staff acquire respectable shelter and means of transport need to be developed. â€Å"Institutions should work towards a reasonable improvement in the working conditions (salary and non-salary) of staff, because this is likely to result in more than proportionate levels of job satisfaction. It is necessary to implement some system of differential rewards. This is inevitable, if certain academic fields are to attract and retain staff.Universities should maintain, or institute, non-salary benefits such as tuition waivers/remissions, preferential admission for staff and their families, and access to childcare and primary school facilities provided by their institutions. †(Wisdom J. Tettey 2006 p-4) Motivation of the staff: Employees who stay with a firm because of motivational reasons derive their satisfaction primarily from the work itself. An average of 75 percent of the respondents identified internal/motivational factors such as achievement, recognition, challenging work, and advancement prospects as the main reasons for staying. Matthew H. Sauber , Andrew G. Snyir & Mohsen Sharifi p-36). Motivation can increase the employee satisfaction and also its efficiency at work place. There is an old saying you can take a horse to the water but you cannot f orce it to drink; it will drink only if it's thirsty – so with people. They will do what they want to do or otherwise motivated to do. The motivation can also have an impact on the job performance of employees. The job performance depends upon the ability and ability in turn depends on experience, education and ; training. On the other hand motivation can be improved quickly.There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. The Present Study The aim of this study to investigate some factors that have an influence on employee retention. Based on the previous research and literature, both employee retention and organizational factors are taken into account. On the organization side it has to focus on the leadership style, motivation and reward system. On the employee side the age, experience and level of job had not given a clear conclusion. So there is no source of expectation from these variables.But other variables are leadership style, motivation and recognition are considered. It has been shown that the employees with higher age are less satisfied with the leadership role of their boss in the educational institutions. It has also shown that the employees with more experience got more recognition in the organization. But due to ineffective reward system they are less satisfied. Following research questions are established. RQ1. To what extent can retention be predicted by the variable â€Å"organization effectiveness†? RQ2 What is the relationship between selected employee variables (age, experience and level of job) with retention?RQ3 Is there a difference between different groups of employees (groups differing n seniority, level of education and whether or not being seen as High Potential) regarding their retention? MODEL RETENTION OF EMPLOYEE LEADERSHIP STYLE MOTIVATION AT WORK PLACE RECOGNITION ORGANIZATION EFFECTIVENESS Methodology Data col lection Data were collected by means of a questionnaire that was distributed on a voluntary basis in educational institutions and among employees, in hard-copy, in the year 2011. The study sample consists of 214 employees which will be in the categories of high level, middle level and low level employees.The high level employees consist of directors, principal and vice-principal of the institutions. The middle level employees include teachers and instructors. The low level employees will be as clerks, cashier, and front desk representatives. The data collected from the secondary schools and higher secondary schools. The participant’s 87. 4% is male and 12. 6 % is female. The majority of the employees (81%) worked full time and other worked part time (19%). gender | Frequency| Percent| Valid Percent| Cumulative Percent| Valid| male| 187| 87. 4| 87. 4| 87. 4| | female| 27| 12. | 12. 6| 100. 0| | Total| 214| 100. 0| 100. 0| | Instruments The questionnaire used for the study to c ollect data is designed with the help of expert researcher. The questionnaire consists of 13 items which would be categorized into three different variables used for analysis. Results and Analysis The first issue for data analysis was the presence of missing figures in the form of NR answers. The most frequent case of missing data was the use of N/A for items related to ‘‘leaders in this organization are role models†7 respondents choose N/R for one or the other.The responses are categorized as it is â€Å"strongly agree† =1 , â€Å"Agree†=†2† , â€Å"Neutral†=3, â€Å"Disagree†=4, â€Å"Strongly Disagree†=5. The value of Cronbach’s alpha is . 724 (72. 4%) which shows reliability of data. The correlation which shows that participation will have negative weak relation with the experience of employees with r=0. 01;0. 05 (5%) and value of correlation is (-. 255). The results also shows that as the age of employee in creases the less satisfied with the leadership style and the value of correlation is -. 285 with significance level 0. 01;0. 05(5%). The reward system of the organization has also n impact on employees and result shows that as the age of employee’s increases they are more satisfied with the reward system. Is reward system of the organization is adequate? age| Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly Disagree=5| 20-2526-3031-3536-40| 863017| 442111076| 00000| 55204887| 2070027| Does your employer make effort for employee's awareness about their work? Cross tabulation | | Does your employer make effort for employee's awareness about their work? | Total| | Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly disagree=5| Strongly agree| age| 20-25| 32| 63| | 30| 6| 131| 26-30| 13| 30| | 11| 0| 54| | 31-35| 7| 11| | 0| 0| 18| | 36-40| 4| 4| | 0| 0| 8| Total| 56| 108| | 41| 6| 211| This result also shows that if employer make awareness for the employees abou t their tasks and assignments at work place. The organizations with who gives the employees clear vision about their job description, the employees in that organizations work with greater efficiency. The educational institutions are more concerned about retaining their employee’s b providing them with clear idea about their vision. Conclusion and FindingsThe study shows that retention of employee in the educational sector has an impact on the organizational effectiveness. The retention depends on the reward system of the organization, motivation and recognition of employee at work place. Another useful focus for further work is a comparison of conditions of services between academic staff and their counterparts, with similar qualifications and experience, who are employed outside of universities. This will help determine, with substantive evidence, whether the views expressed by respondents in this study are indeed supported by the facts.It has been shown that higher potentia l employees are less satisfied with the leadership style and they get less recognition in organization. The educational institutions are the source of developing human resource for the economic development of a country. So importance has been given to that sector for improving and retaining employees in that sector. The age has also has an impact on the retention the employees with higher age are not willing to leave organization because they are now being able to get retirement benefits.The employees with lower age try to get the more and more and they are always trying to get good jobs, and are less dependent. The retention of employee has an impact on the organizational effectiveness. If the employees retained in the organization than the organization effectiveness increases by increase in revenues, increase in competency. It can also get a competitive edge in the market. So the organizations with better motivated employee are able to work better in this competitive world. Refere nces * http://www. managementstudyguide. com/employee-retention. tm * http://www. accel-team. com/motivation/index. html * (George C. Sinnott, Commissioner ; George H. Madison, Director September 2002 p-2) * Employee retention in the Joplin,Missouri public safety communication center (Gary S . Trulson) * NYS Department of Civil ServiceGeorge C. Sinnott, Commissioner * NYS Governor’s Office of Employee RelationsGeorge H. Madison, Director * George E. Pataki, GovernorSeptember(2002) * Leadership style, organizational culture and performance: empirical evidencefrom UK companies Emmanuel Ogbonna and Lloyd C. Harris Int. J. f Human Resource Management 11:4 August 2000 766–788 * The International Journal of Human Resource Management * ISSN 0958-5192 print/ISSN 1466-4399 online  © 2000 Taylor ; Francis Ltd * http://www. tandf. co. uk/journals * Roland T. Rust and Greg L. Stewart Owen Graduate School of Management, Vanderbilt University, Nashville, Tennessee, USA, Heather Mi ller M/A/R/C Group, USA, and Debbie Pielack MBA Enterprise Corps, Lithuan * Natalie Govaerts and Eva Kyndt(Influence of learning and working Climate on the retention of alented employees) (-39_p-42) * www. emeraldinsight. com/1366-5626. htm

Explore the Use of Magic in ‘the Tempest’ - 1556 Words

Shakespeare Coursework – The Tempest Question: Explore the use of magic in ‘The Tempest’ William Shakespeare’s ‘The Tempest’ highlights a variety of different types of magic. Magic is an important part of this play because not only does it literally give Prospero his revenge but it also shows who has power and who does not have power. Magic is important in ‘The Tempest’ because basically without it there is no play. Shakespeare uses the magic to engage his audience and to almost make the audience believe that magic does really exist. The characters are affected by many different types of magic in many different ways. The character in the play with the most control over magic is Prospero. So in the eyes of the audience he is the most†¦show more content†¦Ariel’s magic is benign- but can be dangerous because not only can he make mistakes under his lack of free will but he is also permitted to not think about what he is doing. Prospero’s magic malignant because although physically he does not harm anyone. Emotionally he harms even his own daughter. Prospero compared to Ariel is actually less powerful yet Prospero is more controlling this portrays his character as strong and cunning to the reader. Ariel’s character however is portrayed as weak, foolish, and mindless. Also Miranda is put to sleep by Prospero we know this because Prospero says ‘Thou art inclin’d to sleep ... – I know thou canst not choose.’ (I. II. 185-186). By Prospero doing this it means that she is unaware of her surroundings including the airy sprit Ariel. This would affect Miranda deeply as if she were to find out that her dad was keeping another secret from her, she could be traumatised and never be able to trust her dad again. She also would probably feel even more lonely than before. The key events are continually affected by magic for example ‘The Tempest’ at the start of the play is entirely magic controlled by Ariel. Most of the magic used in these key events has aShow MoreRelatedLord Of The Flies And The Tempest1303 Words   |  6 PagesExplore the struggle/desire/theme of power and how it is presented in ‘Lord of the Flies’ and ‘The Tempest’. In the novel ‘Lord of the Flies’ by William Golding and ‘The Tempest’ by William Shakespeare, power is a main theme throughout both texts. Both represent microcosm of outer society at the time the text was written. In Lord of the Flies it was a time when the world’s dominant countries were struggling for power over Germany which was known as the Cold war. The capitalist American’s wantedRead MoreOpposition between Art and Reality in Shakespeares The Tempest1062 Words   |  5 PagesOpposition between Art and Reality in The Tempest      Ã‚  Ã‚   The Tempest is a self-reflexive play that explores the boundaries of art and reality. Shakespeares island is a realm controlled by the artist figure; where the fabulous, the ideal and the imaginative are presented as both illusory and palpable, and where the audience is held in an indeterminate state, a strange repose. The juxtaposition of the world of art with political and social realities explored by representative charactersRead MoreThe Tempest, By William Shakespeare1343 Words   |  6 Pagestechnology, nature, or both. One of the most obvious parallels is, of course, to Shakespeare s The Tempest, the story of a man stranded on an island which he has single-handedly brought under his control through the use of magic. Indeed, the characters, plot, and lesson of Forbidden Planet mirror almost exactly those of The Tempest, with the exception that where The Tempest employs magic, Forbidden Planet utilizes technology. At this point, it is useful to recall one of Arthur C. ClarkeRead More Essay on the Setting in Shakespeares The Tempest1072 Words   |  5 PagesImportance of Setting in The Tempest   Ã‚  Ã‚  Ã‚   Shakespeare’s enchanted island in The Tempest is a restorative pastoral setting, a place where ‘no man was his own’ and a place that offers endless possibilities to the people that arrive on it’s shores. Although the actual location of the island is not known, the worlds of Seneca aptly describe it’s significance to the play – it represents the ‘bounds of things, the remotest shores of the world’. On the boundary of reality, the island partakes of bothRead MoreEssay on The Tempest as Shakespeares Resignation Speech831 Words   |  4 PagesThe Tempest as Shakespeares Resignation Speech      Ã‚  Ã‚   In Shakespeares, The Tempest, the character Prospero is in many ways similar to Shakespeare himself at the time he wrote the play.   Prospero, having entertained himself with his magic for most of his life, now gives up his powers as he seems to understand that his magic is no more and no less than life itself :   it is just as transitory and hollow.   This seems to reflect on Shakespeares attitude toward play writing.   Having spent hisRead MoreEssay on Importance of Setting in Shakespeares The Tempest1275 Words   |  6 PagesImportance of Setting in The Tempest  Ã‚   The island of magic and mystery that Shakespeare creates in The Tempest is an extraordinary symbol of both the political and social realities of his contemporary society, and of the potential for a reformed New World. Shakespeare’s island is a creation which allows the juxtaposition of real and idealised worlds, and shows his audience both what they and what they ought to be. The seventeenth century was a time of ideological upheaval in Europe, with MedievalRead MoreThe Tempest By William Shakespeare Essay1055 Words   |  5 Pagescompletely copying Shakespeare’s play, The Tempest, I did a creative spin on it in order to provide more insight into Prospero’s emotions. I felt I could accomplish this by creating an illustrated novel or adaption of Act 4 and 5 of The Tempest. By modifying some of the scenes in this play, I successfully illustrated a more accurate portrait of Prospero and was able to transcribe the process of the transformation he undergoes in this play. In The Tempest, Prospero experiences a significant transformationRead More Exploring Shakespeares Presentation of the Theme of Power in The Tempest1647 Words   |  7 PagesPower in The Tempest In The Tempest, power manifests itself in many different forms. Three of the main types of power that Shakespeare explores are the power of love, the power of magic and illusion and the power of a master over his slave. He presents these forms of power in a number of ways. In The Tempest Prospero appears to hold the majority of the power. He maintains his control over other characters in various ways, for example he uses the power ofRead MoreThe Tempest - Relationship Between Prospero and Caliban1667 Words   |  7 Pagesthe dramatic methods Shakespeare uses to present the relationship between Prospero and Caliban. ‘The Tempest’ was the last play written by Shakespeare and is widely regarded to be his greatest play. ‘The Tempest’ is thought to have been written about the year 1610. All of Shakespeare’s previously used genres are in the play: romance, tragedy, comedy and history. ‘The Tempest’ adheres to the three classical unities, unity of time, action and place. ‘The Tempest’ takes place in a twenty-four hourRead MoreThe Abuse of Power in Shakespeares Play, The Tempest Essay example976 Words   |  4 PagesThe play, The Tempest, by William Shakespeare is a very cleverly thought out piece of work. Shakespeare very deliberately inter-relates several different forms of power during the course of the play. There is political power, shown through the plethora of political characters and their schemes, while at the same time parodied by the comic characters. The power of magic and love, and its ability to reunite and absolve also plays a major role in the play. Throughout the play, Prospero, the main character