Goldinis Play essays

Goldinis Play essays On Friday, June 1, 2001 we had the pleasure of seeing Carlo Goldinis, A Servant To Two Masters, at the Dock Street Theatre. By now we were used to seeing performances at the Dock Street Theatre and I had experienced several different types of performances. However, this performance was nothing like I had expected. I knew we were going to see a play, but for some reason I had in my mind that I was going to see a musical or something silly. I knew from the very first moment that I was going to like this play. The main character Tuffaldino, played by Jason Watkins was absolutely hilarious. Since I have never seen this play before or anyone in the play I cannot picture anyone else performing better than Watkins. He was the highlight of the entire play. The plot was quite simple and basic, however the play did not seem basic at all. Truffaldino is quite simply caught between a rock and a hard place. He needs money and is starving therefore he takes on the role of loyal servant for two masters. That does not sound too hard, however the task becomes more difficult when it is revealed that his two masters actually used to be lovers. Truffaldino has to juggle himself between the two masters and also find time to fall in love with the maid, Smeraldina. If this doesnt sound confusing enough, remember that one of the men in the play was actually a woman and there are three main love stories. Along with Truffaldinos continuous balancing act between masters, came his interaction with the audience. At one point in the play, the action leaves the stage and is continued into the first row. If this was not enough to get the audience roaring with laughter, references to Monica Lewinsky and the Beatles were made. Watkins could not have played his part any better, I was at the edge of my seat waiting to see what he was going to say or do next. I also loved the way the stage was changed from scene to scene. ...

Italian Words Used in Fashion and Design

Italian Words Used in Fashion and Design Picture it: You walk into a boutique shoe shop on the main corso in Viterbo, Italy, looking to buy some shoes to match an outfit later that evening. La commessa (the saleswoman) greets you with a salve! and points to the merchandise arranged around her store.   Pairs of shoes sit on illuminated shelves, shoes with heels so tall, you couldn’t imagine wearing them without twisting an ankle on the cobblestone streets that line the center of the city. Each visit to a  un negozio (a store) to find a sweater, a pair of jeans, or a new top becomes an opportunity to acquire new, specific vocabulary for the items themselves and all the various colors, sizes, and materials they come in.   Below, find a list of common vocabulary and phrases that can be used when shopping in Italy or just talking about clothes. Accessories (Gli Accessori) Belt -  la cinturaBowtie - il papillonCap -  il berretto/il cappellinoGloves -  i guantiHat -  il cappelloPurse - la borsaSocks -  i  calziniSunglasses  - gli occhiali da soleTie -  la cravattaWatch - l’orologio Clothing (L’Abbigliamento / Il Vestiario) Blouse -  la camicetta/la blusaBra -  il reggisenoCoat -  il cappottoDress - il vestitoJeans - i jeansLingerie - la biancheria intimaPants -  i pantaloniRaincoat -  limpermeabileScarf -  la sciarpaShirt -  la camiciaSkirt -  la gonnaSweater -  il pullover/il golfSweatshirt - la felpaSweatsuit - la tutaSuit - il completoTuxedo - lo smokingUnderwear -  le mutandeVest -  il panciottoWindbreaker -  la giacca a vento Shoes (Le Scarpe) Flip-flops - le infraditoHigh heels - le scarpe col taccoHiking boots - le scarpe da trekkingRainboots - i stivali di gomma/stivali da pioggia Vocabulary Descriptions Cotton - il cotoneLeather - il cuoioLinen - il linoPolyester - il poliestereSilk - la setaWool - la lanaLoose - largoTight - strettoStriped - a righe/strisce Phrases Cerco una felpa a righe.I’m looking for a striped sweatshirt. Tip: Notice that in Italian there is no preposition used after the verb cercare (to look for). The â€Å"for† is implied within the verb. Sono/Porto/Indosso una taglia†¦(media).I’m a medium.Vuole provarlo?Do you want to try it on?Vorrei provare questi, dove sono i camerini?I’d like to try these on, where are the fitting rooms? Tip: In the phrase above, â€Å"lo† would be used if the item were singular and masculine, like il vestito (the dress). However, if it were singular and feminine, like la sciarpa (the scarf), it would be â€Å"Vuole provarla†? While it’s important to make everything agree, don’t stress if you can’t remember the gender of the object you have. You’ll be safe with using the pronoun â€Å"lo†. È comodo.It’s comfortable.Il vestito à ¨ troppo stretto, avete una taglia pià ¹ grande?The dress is too tight, do you have a larger size?Questi (stivali) sono scomodi.These (boots) are uncomfortable.Preferisco il rosa.I prefer pink. (As a color) Notice the differences in meanings below. Preferisco la rosa.I prefer the rose (flower).La preferisco rosa.I prefer  it (something feminine like: la gonna, la sciarpa, la maglietta...etc)  in pink.Lo preferisco rosa.I prefer  it (something masculine like: il golf, il pantalone, il papillon...etc)  in pink.

Critical Analysis of Technology & Ethics in Pop Culture Essay

Critical Analysis of Technology & Ethics in Pop Culture - Essay Example However, people fail to focus on the actual themes of future ethics at play in the movie, since it primarily focuses on social choices and the outcomes of an economic profit that is ethics based. District 9 is a movie that tends to go against what a viewer expects. It is the kind that plays on a viewer’s a presumption with the purpose of creating far much deeper and disturbing issues. Actually, first and most noticeable subtext in the movie is a depiction of racism, or rather in this situation speciesism. The fact that the setting of the movie was done in South Africa is an instant creation of an association with apartheid, a factor that results to some interesting thoughts concerning the capacity of humans to despise and distrust others (Dir. Blomkamp; District 9). The well-known story of the extensive humanitarian (or, this situation, non-humanitarian) aid programs to offer assistance rapidly turns into suspicions and fear once the original disaster has been turned away and the non-humans must somehow integrate into the city’s life and identity. The rigid nature of most of the cultural norms of humans quickly conflicts with the diverse behavior and values tha t the non-humans hold, with a lot of distrust and hostility being the outcome. The allegory is obvious, and has been effectively applied, but in the final section there seems to be no deeper concerns at hand. Racism is not only the primary factor that actually lies at the center of the ethical questions brought about by the movie (Dir. Blomkamp; District 9): in reality, real  contact  with human beings being technologically advanced will lead to the impossibility of them being oppressed. This context of segregation is attached to questions that surround the economics and development of new technology, and the efforts that most people will make so as to ensure that they secure either military or financial dominance over others. During the movie’s progression, the

The Role of External Auditors in Accounting Assignment

The Role of External Auditors in Accounting - Assignment Example In most cases, a fraudulent act exists when one or more auditors approve inaccurate accounting on behalf of a company for the reason of tax evasion or to strategically register for an Initial Public Offering (IPO). To prevent moral hazards associated with the auditors’ liability, the British Serious Fraud Office has imposed heavy penalties for swindlers and white-collar criminals to shut down or suspend a suspicious business (Country Updates, 1997). On the other hand, auditors who are found guilty of professional negligence may end up facing a monetary loss or penalty through punitive fines and/or the confiscation of their license to practice auditing in the United Kingdom. As stated by Michael Power of London School of Economics, â€Å"it may not be reasonable to expect that auditors would be challenging business models directly and raising strategic issues with finance directors, that is not their job and if we want it to be their job then things would have to change quite substantially †¦ The direction of my comment is that we might be expecting too much from this black box [External Audit] in terms of what it actually delivers† (Priddy, 2011, p. 59). In response to the statement made by Power, this report will first discuss the role and responsibilities of external auditors followed by providing a brief overview with regards to the corporate governance. In line with this, there is a strong need to go through business theories and concepts that will enable the readers to have a better understanding of how businesses in a corporate world function. Based on the individual roles and responsibilities of shareholders, internal and external auditors, the board of directors, and the CEO, this report will explain the limits in the role and responsibilities of external auditors when it comes to detecting and controlling fraud activities in business.

The Role of Women in Developing Countries Essay

The Role of Women in Developing Countries - Essay Example (Levy, 1988). The sociological concept of functionalism enables one to understand the importance of one's role in society. Functionalism is the perspective concerned with actions among individuals, the constraints imposed by social institutions on individuals, and links between the needs of an individual and the satisfaction of those needs through cultural and social frameworks. (Alan Barnard, 2000). It draws from the contribution of Emile Durkheim. Durkheim explained that a society functions smoothly similar to that of a healthy organism which is made of many parts put together in larger systems. These systems correspond to its own special purpose of function in consonance with the others. Durkheim stated that societies have structures similar to an organism. Social institutions just like the parts of the body also function together within larger systems. The social systems cover relations of kinship, belief, politics, and economics which are woven together as the society in the same manner that the various biological systems together form the organism. In this paper, the sociological concept of functionalism will be applied to the role of women in developing countries such as Singapore, Malaysia and Korea. Singapore is known as a patriarchal state. Malaysia is an Islamic state. Korea also adheres to the importance of a woman's work in the home. The status of women in Sing... The PAP enacted a Women's Charter whose main aim was to 'enable women to have their rights safeguarded by legislation' (Singapore Legislative Assembly Debate 6 April 1960, p. 443). The Women's Charter outlawed polygamy. The Charter also emphasizes and maintains the roles, responsibilities, duties, and rights of women within the family. Finally, the Charter protects the traditional roles of women as wives and mothers. The People's Action Party government described itself as a patriarchal state where nation and family are pre-eminent concerns. (Goh Chok Tong, 1991) The values emphasized in the White Paper are 'nation before community and society above self and 'family as a basic unit of society' (Chok Tong 1991, p. 10). This state-supported patriarchy meant re-locating women back into the home through specific rules that make her primordially responsible for child- rearing and other household duties. The modern Malaysian woman is well-educated, perceptive, independent, articulate, but also faithful to family, religion and a vision of Islamic modernity. However, challenges still remain. Malaysian women still experience serious disadvantages such as discriminatory labor laws, poor working conditions in the workplace, a neglect of rural women, problems of family workers, stresses produced by juggling the demands of daily life and the focus on the woman's reproductive role. (World Bank 1999). The Malaysian women are extensively involved in domestic, technical and other white-collar work. Malaysian female rural workers contribute to family labor. The young rural women who migrated to the city from rural villages had full employment.

Advantages of On The Job Training

Advantages of On The Job Training This paper discusses an important topic of human resource management and that is training of the employees. This caries great importance as it serves twin purposes which are that it helps in the career development of individuals and simultaneously is really healthy for the growth of an organization. First of all training is defined with preciseness yet with clarity. Then an overview is given about the need, importance and finally the sequence of events followed during the process of training. An exceptional stress is laid upon the evaluation of the training that has been given to the employees to measure its effectiveness. Later in the paper on-the-job training, the most popular method of training is discussed in detail. This method of training is critically analyzed also arguing for and against for the use of this technique in most organizations for training employees. By keeping the entire debate in focus finally the paper concludes that, by following a simple system, managers responsible for on-the-job training can greatly improve the effectiveness of their training efforts. TRAINING Training is the process of increasing the knowledge and skills for doing a particular job. It is an structured method by which people acquire knowledge and skills for a definite purpose. It basically bridges gap between job requirement and present competence of an employee. Need of Training Training is required on account of the following reasons: Job requirement: Employee selected for a job might lack the qualifications required to perform the job effectiveness. Technological changes: Technology is changing very fast. Now automation and mechanization have are being increasingly applied. Organization viability: In order to survive and grow an organization must continually adopt itself to the changing environment. Internal mobility: Training becomes necessary when an employee moves from one job to another due to promotion and transfer. Importance of Training Training is the process of imparting knowledge, skills and aptitude to perform desired job. A well planned and well executed training program can provide the following advantages: It helps in improving the level of performance and hence results in higher productivity. Uniformity of work methods and procedures helps to improve the quality of product or service A systematic training program reduces the cost and time drawn in learning. Good training helps in economical use of materials and machinery. It reduces supervision. It lowers the rate of accidents. It boosts the morale of employees to perform the task/job efficiently. Process of Training Identifying training needs: Process of training starts with identifying the need of training. Training objectives: the next step is to set training objectives in concrete terms and to decide the strategies to be adopted to achieve these objectives. Designing training program: An appropriate training policy is very important to meet the objectives. It consists of rules and procedures concerning training. Imparting training: Here employees are given training as per their requirements. Evaluating: Here the effectiveness of training is evaluated. Assessment of the usefulness of training is done to make sure that it is gainful, to identify needs to modify what is being provided, to discover new needs and redefine priorities and most importantly to ensure that the objectives of the exercise are being met. There are various methods employers use to actually deliver the training. The most popular method is on-the-job training. ON THE JOB TRAINING On-the-job training (OJT) is one of the paramount training methods because it is planned, organized, and conducted at the employees workplace. On-the-job training is usually the principal method used for augmenting employee skills and escalating output and efficiency. It is mainly suitable for developing expertise distinctive to an employees job, chiefly those positions whose work is relatively easy to learn and require locally-owned equipment and facilities. Self-esteem, high yield, and professionalism are always high in those organizations that employ a logical and reasonable on-the-job training program. On analyzing the most important requirements that are highlighted in job descriptions and specifications form the basis for setting up an on-the-job training plan. To be most effective, an on-the-job training plan should include: The area under discussion; Allocation of time to it each day; anticipated closing date; and Evaluation will be conducted in what manner. A coach should be assigned to each employee involved in on-the-job training to make it successful. All coaches are accountable and responsible for carefully planning the training and also conducting it effectively. On-the-job training is one of numerous ways by which a company might opt to impart the knowledge and skills its employees require. Every company has its own employment needs. These are dependant on the size of the company, diverse skills and information necessary to carry out particular jobs. Companies use a mixture of strategies to have a labor force which has the essential job training. This helps them to carry out all the required job functions. Structured academic learning or vocational training is the few methods usually used. On-the-job training inevitably forms some part of all teaching programs, no matter which of the tactic is used to train the employees. It is said that on the job training is an important example of an investment in human capital. Like any other investment it has initial costs and returns to these expenditures occur in future periods. These future returns are measured by increased productivity of the worker during subsequent periods of employment. (Baron.J., 1997, On the Job Training, W.E. Upjohn Institute for Employment Research. Kalamazoo, MI.) ON THE JOB TRAINING ADVANTAGES Conducting training in an external environment is being avoided by many companies. An inclination towards training employees within their own working environment can be seen clearly. This way they use those tools and equipment which they will be using in future to carry out their specific role in the organization. This preference is proved by Walter who introduced the Task analytical training system (TATS) model is a performance-based approach to develop, implement, and evaluate a structured on-the-job training program that can be applied to a variety of manufacturing settings. (1996, October, pg:1) The employee is given specific job training and they practice under the administration of more qualified staff. This way they gain confidence in their work. The trainer directs them how to perform the task appropriately and gives feedback immediately by pointing out any errors. This allows a new trainee to be incorporated simply and quickly into the company, in addition to the job training being modified to distinctively suit the needs of the company. Furthermore, on-the-job training makes sure that the employee is actually working as it is learning. This leads them to being further dynamic and proficient. From a financial perspective, for the company its a very cost effective method of imparting knowledge and skills that are according to the companys wants. ON THE JOB TRAINING DISADVANTAGES On-the-job training isnt always as effectual as it should be. There are many reasons to it. Firstly, its not sufficient that the employee just passes on the skills and knowledge required for the particular job. A major fact is that teaching and training is also a skill which people should have to be qualified. If they are not and are still giving training to the workforce, then this will be ill-planned and would be delivered in a way that will confuse the trainee. He wont be able to grasp the concepts, therefore revealing the poor standard of the training. To both the company and to the trainee themselves this will be counter-productive. Often, on the job training is given in a hasty manner, so that employees start working up to the mark early and to save companys money. This also does not give time to the trainer to establish the skills injected in plus doesnt allow sufficient time for feedback. Consequently on the job training turns into a waste of time. One of the pivotal mistakes a trainer can make is trying to get too much information absorbed in a short period of time. One aspect should be kept in mind that trainees are going to take long time to be able to perform the tasks as the company expects. The trainers can do the job blindfolded because this also has come due to many years of experience and unending hard work. If a company brings in an external trainer who is well equipped with all necessary tools but is completely unfamiliar with the companys operations and equipment then it has made a big mistake. Though from a financial point of view it might be cost effective but external hiring isnt always necessarily helpful. An external trainer sometimes hands over bad habits to the trainee without realizing what they are doing. This should be avoided by strict vigilance. CONCLUSION So all that we have found out by this research is, that training is an essential part of human resource management. Moreover, on-the-job training is the best method as it is economical, simple and effective and everybody can do it. It doesnt need wide-ranging budgets, complex training courses, devoted training staffs or absence from the workplace. Its effectiveness can be significantly enhanced by applying a methodical approach. Importantly, each on-the-job model has its own merits and weaknesses but they all serve the same purpose of providing the trainees with the opportunity to practice and learn by doing. If all I do is hear, I will forget If I hear and see, I will remember If I hear, see and do, I will understand. (Confucius,. 2005, April 17)

Women Entrepreneurs in the U.S. Essay -- Gender and Small Business

Across America, there is a prevalent viewpoint that women are inferior to men in the field of entrepreneurship. However, â€Å"The common perception that women primarily start small hobby-related enterprises that are less likely to grow is contradicted by substantial evidence showing that women own firms in all industrial sectors, and that many do want to grow them in size and scope,† (Brush, Carter, Gatewood, Greene, & Hart, 2001, p. 4). In the United States in 2007, nearly 7.8 million firms were women-owned (National Women’s Business Council, 2012). Some may believe that this viewpoint permeated society because men are more successful at starting businesses than women. Yet, women-led businesses are not more likely to fail than those led by men, (Rosa, Carter, & Hamilton, 1996) (Kalleberg & Leicht, 1991). That being said, women would be even more successful as entrepreneurs if they had equal access to funding as that of their male counterparts. One way businesses receive funding is through angel investors. Angels provide financial backing and bring â€Å"industry experience and a network of potentially valuable contacts (i.e. the gold-plated rolodex) that can service as intangible assets to the firm†¦Ã¢â‚¬  (Amatucci & Sohl, 2004, p. 186). They are focused on the success of the business, rather than gaining profit or a majority share-hold. Women receive less funding from angel investors due to the realization of stereotype threat pertaining to three traits related to success in entrepreneurship: confidence, risk tolerance, and social capital. This causes a cycle that deters female entrepreneurial success; women-led firms lack necessary start-up funds, which hinder their success, and the ability to become angel investors themselves. This cy... ...tes/default/files/NWBC%20Final%20Narrative%20Report.pdf Oster, N. (2013, November). Men vs. women: Risk aversion. In BlackRock, The Blog. Retrieved December 14, 2013, from http://www.blackrockblog.com/2013/11/06/men-women-risk-aversion/ Rosa, P., Carter, S., & Hamilton, D. (1996). Gender as a determinant of small business performance: Insights from a British study. Small Business Economics, 8(6), 463-478. Retrieved December 13, 2013, from http://link.springer.com/article/10.1007/BF00390031# Sohl, J. E., & Hill, L. (2007). Women business angels: Insights from angel groups. Venture Capital, 9(3), 207-222. doi:10.1080/13691060701324536 Stengel, G. (2013). It's not just warren buffet who is bullish on women. In Forbes. Retrieved December 15, 2013, from http://www.forbes.com/sites/geristengel/2013/05/08/its-not-just-warren-buffett-who-is-bullish-on-women/