St. Alphonsus Rodriguez Essay Example For Students

St. Alphonsus Rodriguez Essay Born at Segovia in Spain, 25 July, 1532; died at Majorca, 31 October, 1617. On account of the similarity of names he is often confounded with Father Rodriguez the author of Christian Perfection, who though eminent in his holiness was never canonized. The Saint was a Jesuit lay-brother who entered the Society at the age of forty. He was the son of a wool merchant who had been reduced to poverty when Alfonso was still young. At the age of twenty-six he married Mary Suarez, a woman of his own station, and at thirty-one found himself a widower with one surviving child, the other two having died previously. From that time he began a life of prayer and mortification, although separated from the world around him. On the death of his third child his thoughts turned to a life in some religious order. Previous associations had brought him into contact with the first Jesuits who had come to Spain, Bl. Peter Faber among others, but it was apparently impossible to carry out his purpose of enterin g the Society, as he was without education, having only had an incomplete year at a new college begun at Alcala by Francis Villanueva. At the age of thirty-nine he attempted to make up this deficiency by following the course at the College of Barcelona, but without success. His austerities had also undermined his health. After considerable delay he was finally admitted into the Society of Jesus as a lay-brother, 31 January, 1571. Distinct novitiates had not as yet been established in Spain, and Alfonso began his term of probation at Valencia or Gandia this point is a subject of dispute and after six months was sent to the recently-founded college at Majorca, where he remained in the humble position of porter for forty-six years, exercising a marvelous influence on the sanctification not only of the members of the household, but upon a great number of people who came to the porters lodge for advice and direction. Among the distinguished Jesuits who came under his influence was St. Peter Clavier, who lived with him for some time at Majorca, and who followed his advice in asking for the missions of South America. The bodily mortifications which he imposed on himself were extreme, the scruples and mental agitation to which he was subject were of frequent occurrence, his obedience absolute, and his absorption in spiritual things even when engaged on most distracting employments, continual. It has often been said that he was the author of the well known Little Office of the Immaculate Conception, and the claim is made by Alegambe, Southwell, and even by the Fathers de Backer in their Bibliothque de la Compagnie de Jsus. Apart from the fact that the brother did not have the requisite education for such a task, Father Costurer says positively that the office he used was taken from an old copy printed out of Spain, and Father Colin asserts that it existed before the Saints time. It may be admitted, however, that through him it was popularized. He left a considerable number of manuscripts after him, some of which have been published as Obras Espirituales del B. Alonso Rodriguez (Barcelona, 1885, 3 vols., octavo, complete edition, 8 vols. in quarto). They have no pretense to style; they are sometimes only reminiscences of domestic exhortations; the texts are often repeated; the illustrations are from every-day life; the treatment of one virtue occasionally trenches on another; but they are remarkable for the correctness and soundness of their doctrine and the profound spiritual knowledge which they reveal. They were not written with a view to publication, but put down by the Saint himself, or dictated to others, in obedience to a positive command of his superiors. He was declared Venerable in 1626. In 1633 he was chosen by the Council General of Majorca as one of the special patrons of the city and island. In 1760 Clement XIII decreed that the virtues of the Venerable Alonso were proved to be of a heroic degree; but the expulsion of the Society f rom Spain in 1773, and its suppression, delayed his beatification until 1825. His canonization took place 6 September, 1887. His remains are enshrined at Majorca. .ue529e57512b54341f45b0d5cc598c66f , .ue529e57512b54341f45b0d5cc598c66f .postImageUrl , .ue529e57512b54341f45b0d5cc598c66f .centered-text-area { min-height: 80px; position: relative; } .ue529e57512b54341f45b0d5cc598c66f , .ue529e57512b54341f45b0d5cc598c66f:hover , .ue529e57512b54341f45b0d5cc598c66f:visited , .ue529e57512b54341f45b0d5cc598c66f:active { border:0!important; } .ue529e57512b54341f45b0d5cc598c66f .clearfix:after { content: ""; display: table; clear: both; } .ue529e57512b54341f45b0d5cc598c66f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue529e57512b54341f45b0d5cc598c66f:active , .ue529e57512b54341f45b0d5cc598c66f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue529e57512b54341f45b0d5cc598c66f .centered-text-area { width: 100%; position: relative ; } .ue529e57512b54341f45b0d5cc598c66f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue529e57512b54341f45b0d5cc598c66f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue529e57512b54341f45b0d5cc598c66f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue529e57512b54341f45b0d5cc598c66f:hover .ctaButton { background-color: #34495E!important; } .ue529e57512b54341f45b0d5cc598c66f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue529e57512b54341f45b0d5cc598c66f .ue529e57512b54341f45b0d5cc598c66f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue529e57512b54341f45b0d5cc598c66f:after { content: ""; display: block; clear: both; } READ: Parisian buses Essay We will write a custom essay on St. Alphonsus Rodriguez specifically for you for only $16.38 $13.9/page Order now

The life of Normal Stars like essays

The life of Normal Stars like essays The Life of Normal Stars, like our Sun: Have you ever wondered if the stars ever died? Our Sun is a star that is already traveling down the road to dying but though it may take millions of years but it is happening. There are certain stages that the Sun and stars with the same mass will go through to die. The first stage is the Protostar stage. A normal star with a normal mass of Hydrogen and a large diameter will begin. In this stage, the Sun had a diameter five times of what the Sun has now. Gravity pulls the Protostar into itself which causes energetic flares. The flares are Hydrogen and other element particles due to shifts in it developing magnetic field. However, the star does not have a core yet. When the contraction between gravity and temperature starts to be sufficient enough, it will begin a process called Hydrogen-fusion, which will change Hydrogen into Helium (Lochner 1 of 3). Theories state that the temperatures while the fusion is occuring are around five to ten billion degrees Celsius. Then the star will begin to have a core. 1. The first reaction for the fusion fuses two protons of Hydrogen together. It then produces an isotope of Hydrogen called Deuterium, a positron, which is the exact opposite of an electron, and an electron neutrino: A proton has has a positive charge and is one unit in mass. When it is added during fusion it may split into two particles, a neutron with no charge and one unit in mass , and a positron with a positive charge and no mass. 2. The second reaction fuses one Deutrerium atom with another Hydrogen proton and then produces an isotope of Helium and a gamma ray: This is the process called fusion and the Helium will start new reactions. Some stars will age slower than others depending on their Hydrogen content (Dreyer 1 of 1). Now the protostar is ready to become a main-sequence star. The new core begins to react and produces x-rays, though th ...

Challenges Facing the Field of Organizational Change Management

In the modern day business world, organizations are facing more changes than it has been witnessed ever before. One of the factors that have brought about the rapid change is globalization that has led to an increase in today’s market’s growth and revenue increase. Organizational change management is a field that gives guidelines for preparation, equipping and supporting individuals to be successful in adopting change with the view of driving organizational success and outcomes. However most of the changes and individuals are unique, research has proven that some actions can be taken to influence affected people in their transitions. It is a discipline that provides a structured approach of how individuals can be supported in their organization to be able to successfully transit from their current status to that if the future  (Dyer, 2017). Most precisely, organizational change management is a framework that is aimed at managing the effect of new business processes ch anges in the structure of an organization or enterprise cultural changes. While there are laid approaches towards change management, there also exist several challenges in the same field  (Buchanan, 2014). The primary aim of this paper is to explore the challenges facing the organizational change management field. The exploration will involve a literature review in the challenges facing the field of organizational change management followed by a critique of the same. Different authors have taken an interest in the subject of organizational change management, probably because it is a critical subject that determines how organizations are likely to adapt to changes in their organizations. According to different schools of thought, various challenges are associated in the field. However different authors take different angles in analyzing the challenges, their arguments seem to have a common focal point. According to one school of thought, organizations either change or remain the same. According to the author, one of the challenges in the field of organizational change management is resistance to change. The author argues that people are status quo biased and that they are willing to get low pay struggling to get into a stable organization  (Gioia, 2016). He further argues that resistance to change usually has political motives and that people tend to resist changes whose origin is political adversaries. He argues that people may resist a change directly either through political influence or indirectly through passive aggressive behavior. According to the author, another challenge is an unknown current state. He says that it would be difficult for an architect to repair a building without first looking at the existing blueprints. He claims that most of the organizations often try to change without having a glimpse at their blueprints, something that fuels the complexity of the building’s architecture. This blind move makes it difficult to transition to a future state  (Lewis, 2017). Another challenge is integration. The author likens managing a large organization to repairing an aircraft while it's still on the flight. He says that change is a moving target and therefore implementing a process will change the business processes it supports. He further argues that changing n organizational structure will lead to employee turnover occurring in parallel. He concludes by saying that long-running changes with many integration points are usually prone to failure. Another challenge according to this author is competitive forces. He says that in most of the times organizational change is influenced by external forces such as competition, technological change, market conditions, external threats and economic forces. Organizations may plan to change to respond to external threats. He argues that however if a competitor releases a product that is many years ahead of your product chances are there that you are driven to an extreme pace of change whose likelihood of failure is too high  (De Massis, 2018). According to the same author, another challenge in the organizational change management field is complexity. He says that when organizations develop more complex systems, processes and product change become very challenging to make and therefore complexity of a change is a big barrier. He argues that complex changes need an effective and efficient project, quality, knowledge, risk and change management. He concludes by giving a change management principle that says that one should never tackle a change which is too complex for his organization to manage. According to another school of thought, one of the challenges facing organizational change management is planning. The author argues that without stepwise planning an organizational change would bring about more problems than the benefits it is anticipated to bring. He argues that you need to precisely need to know which changes are to take place and how they’ll occur. Overall, the author advises prior planning of how the change will be executed. According to the same author, another challenge is lack of consensus  (Ololube, 2017). He argues that failing to involve everyone in the corporate changes will lead to increased barriers to the change execution. He advises that a decision to make corporate changes should originate from the top organizational level. He also says that the associated management level staff should be present to be in a position to deal with the challenges otherwise the staff will dissent. Another challenge according to the same author is failing communication. He argues that failing to communicate to all employees in the organization beforoe the change brings about fear and rumors in the entire organization especially if facing major changes such as downsizing or emergence. Communication failure brings about the uncertainty that makes the employees feel that they are not part of the decision  (Pettigrew, 2016). He advises involvement of employees and updating them regarding the plans and progress towards the implementation of the change. Another challenge is employee resistance. He argues that sometimes employees resist change especially when they had become comfortable with the way their organization runs. It is because they have been used to what is expected of them in the organization. He argues that some major changes disrupt the familiarity of the employees thereby making them upset. In this case, the employees are not willing to relearn their jobs or change th e way they used to undertake their duties. That becomes an enorbigmous challenge. He concludes by advising that provision of training for any new responsibilities as well as supporting then will ease the transition. Now, according to another school of thought, one of these challenges is lack of employee involvement. He argues that that is the main and common barrier to effective change management  (Senge, 2015). He argues that most of the employees have a fear towards change and that there is the likelihood that even the most loyal employees would resist the change if they were not involved. He further argues that failing to involve employees in the change execution process lead to fear of the unknown and the lack of desire to support the change which eventually becomes very challenging  (Grosser, 2015). According to the same author, another challenge is lack of effective communication strategy. He argues that in some organizations when some of the top leaders announce a change and assume that people will automatically adjust to the new change which is not the case  (Meyer, 2015). The author argues that this approach is the silliest way to introduce a change and therefore it usually leads to change resistance. He says that employees need to know how the change will affect them as well as how they will be able to adapt it. Another challenge according to this school of thought is bad culture shift planning. The author argues that sometimes the planning team lacks the idea that the change will affect the people. He claims that in most of the times the team concentrates on planning the administrative structure, job responsibilities and work reporting structure ignoring decisions regarding feelings and intuitions. By so doing, that becomes a challenge to change management  (Kiefer, 2014). Another challenge according to this author is an unknown current state. He says that many organizations tend to introduce and to implement a change without assessing and understanding their current blueprint. He suggests that this can be overcome through a full understanding of the current corporate's blueprint before formulating or implementing any change. Another challenge is organizational complexity. He argues that sometimes organizations start developing complex processes, something that makes the process of planning and implementing a change very challenging  (Stensaker, 2015). He argues that these complexities include complex products, processes, and systems which act as change barriers because they are difficult for the organization members to understand. He suggests a solution that an organization can counter this barrier by making use of a quality, diligent and effective change management approach  (Tushman, 2016). He says that it is wise not to tackle a change that is too complex for an organization. He also advises that it is not wise to implement complex changes if the organization does not have the maturity to handle the complex change. According to the literature review conducted above concerning the challenges facing the organizational change management field, it has been evident that different authors have different approaches to the same subject as well as different thoughts and ideas. However, at some point, their arguments have the same baseline. In considering the first author, his arguments are precisely true, and much evidence has been garnered to support the arguments. As seen in the above literature review, the author has come up with the challenges that are facing organizations in the contemporary world. It seems that the author conducted enough research to know what the modern day organizations are facing  (Kuipers, 2015). The explanations provided by the author are valid and convincing. Taking an example, the author said that one of the challenges facing organizational change management is resistance to change. He began by hinting that people are status quo biased and went ahead to prove the same by showing that they can easily opt to get a lower pay to get into a stable organization rather than getting a higher pay in a changing organization. He goes ahead and provides the reason as to why people may resist change and finally illustrates how they resist the change. That is a sure indication of enough pre-conducted research on the study topic. However the author has strong points, he is too brief. The author is dedicated to tackling key points rather than giving full explanations, and this is one of the drawbacks of his piece. According to his principle on complexity barrier, organizations should not tackle complex changes  (Buck, 2015). This principle, however workable, is a discouragement to organizations as it drives that view that some impossibilities in change management are beyond solution  (Kiel, 2014). That is not true, in the business world, every problem has a solution, and therefore the author should have given a solution to the problem rather than arguing for not giving it a trial. The second author has taken the topic at a different angle. He has looked at the challenges of organizational change management from the employee’s point of view rather than the organizational point of view. He has looked at the factors that may make the employees unwilling to adjust to the change such as poor planning, poor communication as well as lack of consensus. The arguments are true and have enough explanations. The author has in fact taken time to deeply explain his arguments so that they can be easily understood. The challenges given by the author apply to organizations in the modern day business world and thus helpful. While his arguments are true and practical, the author should not have looked at the challenges in the employees’ point of view only  (Cameron, 2015). The author should also have looked at the same in the organization perspective such as competitive forces, an unknown current state among others. That would have been more helpful. The third author has not done any research concerning the subject. His arguments are just a copy cut of the first author’s arguments. As seen from the literature review, the same challenges given by the first author are the same challenges given by the third author. The author lacks originality and distortion of initial message in the zeal of attaining uniqueness is evident. His arguments are weak with the usage of offensive words such as â€Å"the silliest approach.† Overall, the author has not introduced anything new on the subject. Change is indisputably one of the hardest things to adapt. This fact poses a major threat to companies wishing to change their structure, systems or operations with the fear that the affected stakeholders may not be willing to accept the change. Many authors have given several challenges, but the bottom line is that employees will hardly accept and adopt changes. However, there is an opportunity to provide solutions for these challenges by proper planning and involving all the affected members. Therefore, organizations should not be afraid of making major changes especially if they bring positive impacts to the company. Buchanan, D., 2014. No going back: A review of the literature on sustaining organizational change. International Journal of Management Reviews, 4(8), pp.43-69. Buck, T., 2015. Long-term orientation and international joint venture strategies in modern China. International Business Review, 6(89), pp.58-64. Cameron, E., 2015. Making sense of change management. A complete guide to the models, tools, and techniques of organizational change, 5(7), pp.76-90. De Massis, A., 2018. Counterpoint: How heterogeneity among family firms influences organizational change. Journal of Change Management, 4(9), pp.78-98. Dyer, L., 2017. Studying human resource strategy: An approach and an agenda. Industrial Relations. A Journal of Economy and Society, 45(8), pp.55-78. Gioia, D., 2016. Identity, image, and issue interpretation: Sensemaking during a strategic change in academia. Administrative science quarterly, 59(8), pp.65-84. Grosser, T., 2015. Employee Perceptions of Network Change Following an Organizational Change. In Academy of Management Proceedings. Academy of Management Briarcliff Manor, 5(8), pp.63-85. Kiefer, T., 2014. Feeling bad: Antecedents and consequences of negative emotions in ongoing change. Journal of Organizational Behavior, 4(8), pp.68-75. Kiel, L., 2014. Managing chaos and complexity in government. A new paradigm for managing change, innovation, and organizational renewal, 5(7), pp.65-78. Kuipers, B., 2015. The management of change in public organizations: A literature review. Public administration, 5(7), pp.67-87. Lewis, S., 2017. Appreciative inquiry for change management. Using AI to facilitate organizational development, 4(76), pp.56-89. Meyer, J., 2015. Employee commitment and support for an organizational change: Test of the three?component model in two cultures. Journal of Occupational and Organizational Psychology, 6(8), pp.53-84. Ololube, N., 2017. Organizational Change Management: Perceptions, Attitude, Application, and Change Management Practices in Nigerian Universities. International Journal of Applied Management Sciences and Engineering, 5(8), pp.5-10. Pettigrew, A., 2016. Studying organizational change and development: Challenges for future research. Academy of management journal, 4(7), pp.57-87. Senge, P., 2015. The dance of change. The challenges to sustaining momentum in learning organizations, 8(45), pp.12-22. Stensaker, I., 2015. Change management choices and trajectories in a multidivisional firm. British Journal of Management, 9(6), pp.61-87. Tushman, M., 2016. Ambidextrous organizations: Managing evolutionary and revolutionary change. California management review, 6(8), pp.56-85.

International hospitality operation Coursework Example | Topics and Well Written Essays - 2500 words

International hospitality operation - Coursework Example Introduction Fast foods have become a common mode of meals especially in many urban centers around the globe. Majority of urban dwellers find it easy to get into a cafeteria or fast food outlet to swiftly grab something and move on with their daily business without spending much time on cooking. This is a business that actually benefits both consumers and stake holders (Frank et al, 2006). However, research has shown that, most fast foods have various side effects and complications, especially those that require deep frying into cooking fat. The regular use of fast foods by urban dwellers also threatens the environment in terms of pollution. For instance, polythene bags that are used for wrapping foods are in most cases thrown all over after using them, especially in comfort and social places. Chances for expanding fast food outlets in Brazil Contract farming and factors that impinge youth Acceptance to Contract farming Contract farming is basically a system of farming where the prod uction and supply of both horticultural and agricultural products are produced by both primary produces as well as farmers (Philip & Morrison, 2006). Generally, farmers in particular have their terms specified in the contract. In such a contract, the commodity must be sold at a specified price, time and quantity. This type of farming has become the most favorable form of business that can boost the global food system (Silva, 2005). Contract farming has been advantageous to the farmers even though it is a risk taking issue. However, the risks are drastically reduced to an extent that the majority of them are adequately provided with farm inputs hence reducing the fear for losses that can be incurred. Furthermore, large scale farmers can also purchase the inputs at a low price (Silva, 2005). This alone has ensured that the input quality has been converted to the large amount of profits. In light with this, services such as mechanizations and transportation are provided to the farmers in accordance to the contract. With the advancement of technology, technological assistance is also provided to the farmers so as to boost their productions (Silva, 2005). The technical assistance crew also ensures that, the farmers are provided with management skills that can boost their contracted crops and livestock too. Market outlets are also put into consideration in the sense that, transaction costs are put into consideration so as to reduce the agony of searching for markets. As this goes on, the sales prices are also lowered. However, with the price fluctuation both internationally, as well as locally, such issues are also considered too (Silva, 2005). Residues from farms can also be useful. For instance, according to Brazil Fast Food Cooperation, 2009, manure from animals such as poultry can also be a source of income and as animal feeds, as well. Contract farming will always ensure that agricultural products are supplied to the market in large quantities (Silva, 2005). Su ch are the benefits firms like fast foods outlets come across. Since the contracts require specific quality product, this will ensure that fast food outlets and other firms are in a position to meet the requirements of their clients, as well as maintaining their standards (Silva, 2005). The mutual relationship between the farmers and contractors has also ensured that, farmers are able to access land through legal processes that burrs private companies to own land. Contracting allows such benefits in case

Resructuring Model Summary Essay Example | Topics and Well Written Essays - 750 words

Resructuring Model Summary - Essay Example Whatever educational tool a school adopts, the objective should not only focus on academic outcomes, but also in grooming the student adjust to the existing demands of the volatile academic and social environment. I chose to study and analyze â€Å"Quantum Learning K-12† model because the principle objective of this model is aimed at integrating life skills into the curriculum; make content relevant and interesting; integrate technology and software into the classroom; and the target population is up to high school level starting from the elementary level. Especially, the model’s beliefs that (1) all people can learn; (2) people learn differently; and (3) learning is effective when it is engaging and challenging are true to fact and realistic. The Quantum Learning model proposed by Bobbi DePorter, and Rosa Davis, originated during a SuperCamp academic and life skills youth program in 1982. This program adopted by 80 schools in 11 states, was staged off in 1991. The â€Å"Quantum Learning† model was basically designed to achieve life skills in tandem with school education, foster dynamic and challenging environment, increase teacher strength, and enhance student’s achievement. The model components encompass a wide range of aspects such as enhancing leadership qualities, cognitive psychology, research-oriented teaching methods, involving parents and community, measuring performance through evaluation, and primarily making content relevant and meaningful in relation to student’s life. A comprehensive 40 hours of teacher training program that includes sessions such as classroom management and coaching, reinforcement programs, thoroughly provide ample training and strengthen teacher’s understanding of the program. An online Quantum Learning Bulletin Board connects all the teachers by way of posting questions and sharing ideas. The model also facilitates in using Atlas, a curriculum mapping Web

Metadrama In Shakespeare Essay -- essays research papers fc

‘Shakespeare’s plays reflect not life but art.’ Make use of this remark in writing an essay on Shakespeare’s use of Metadrama. Shakespeare constantly plays with metadrama and the perception of his plays as theatre and not life with the complications inherent that in life we all play roles and perceive life in different ways. The play has recognition of its existence as theatre, which has relevance to a contemporary world that is increasingly aware of precisely how its values and practices are constructed and legitimised through perceptions of reality. Critic Mark Currie posits that metadrama allows its readers a better understanding of the fundamental structures of narrative while providing an accurate model for understanding the contemporary experience of the world as a series of constructed systems. From this quote metadrama can be said to openly question how narrative assumptions and conventions transform and filter reality, trying to ultimately prove that no singular truths or meanings exist. In respect to the plays of Shakespeare, critic John Drakakis supports this notion arguing that Julius Caesar may be read as a kind of metadrama: by figuring Caesar, Brutus, Cassius and others as actors, self consciously fashioning Roman politics as competing theatrical performances the play enacts the representation of itself to ideology, and of ideology to subjectivity. Moreover if the subjects within the fiction of Julius Caesar are radically unstable by virtue of their representations then so is the theatre whose function is to st age this instability. This means that Julius Caesar fits within this essay’s definitions of Shakespeare’s work reflecting art not life, but also if we are to think of life in terms of people playing roles within their lives where ‘All the world’s a stage’ , and perceiving reality in a myriad different ways then theatre reflects life reflecting art - a complication that students of Shakespeare would expect the Bard to enjoy. Feste in Twelfth Night exemplifies this notion, â€Å"Nothing that is so is so† (Act IV scene i, line 8) Shakespeare uses Feste to foreground the artificiality of the complex theater and language systems that the audience absorbs, saying, ‘Nothing that seems real is how you perceive it’. It is a metadramatic irony that Shakespeare uses the fool to do this. Wor... ...es artful language systems with the use of alliteration (‘r’ sounds) and puns (eyes, I) which is obviously artistic expression and unlike real life, foregrounding the theatrical systems to the audience and allowing them to enjoy the magical/unreal theme. This essay has examined the various CRITIC Patricia Waugh also provides a comprehensive definition by describing metafiction as "fictional writing which self-consciously and systematically draws attention to its status as an artifact in order to pose questions about the relationship between fiction and reality" BIBLIOGRAPHY Scholes, Robert. "Metafiction." Metafiction. Ed. Mark Currie. New York: Longman, 1995 (Shakespeare’s Tragedies - ‘Fashion It Thus, Julius Caesar and the politics of representation’ John Drakakis, MacMillan Press London 1998) (Jefferson. Ann. "Patricia Waugh, Metafiction The Theory and Practice of Self-conscious Fiction." Poetics Today. 7:3 (1986): 574-6.) Hamlet, New Swan Shakespeare Advanced Series. Ed. Bernard Lott Longman Group Ltd 1970 The Complete Oxford Shakespeare, Oxford University Press 1987 Suffolk Ed. Stanley Wells and Gary Taylor

Do You Think Mankind Is Born Evil or Good?

Do you believe that mankind is born good or evil? I believe that mankind are born to be good, but to be taught good or evil as they grow up. It depends on how their life was or how their parents taught and treated them. There is no such as thing being born evil only being born innocent. When people are born into this world, they are born innocent and new. Innocence, to me can be seen as good. They are babies, knowing nothing, not even evil . Then they grow and learn and begin to think about behavior.The things they are taught as they are young, and the people they know do much to shape their personalities and awareness. People become aware of what is good or bad partly through experience and mistakes in early stages of childhood development, partly through what they are taught, and partly through their own conscience telling them. If you think back to the first punishment you remember having, do remember why it happened? Do you think what you did was evil? Evil has to do with the hea rt and mind choices we make in thought and in deed.I believe that we are all born innocent, but are able of giving in to evil, especially in weak moments. Those who continue fighting against that evil, no matter how hard it may be or how many times we may fail, are still fighting the good fight. As I have expressed through my paper, mankind is not born evil, but they are born innocent. Not knowing a thing, good or evil. Evil grows in you as you grow up and make mistakes in your childhood. Trying to fight the bad and attempting to be good is innocent. Most bad or evil choices are made by your conscience. So Mankind is not born evil, but good.