Self Interest versus Love in The Merchant of Venice Essay

Self Interest versus Love in The Merchant of Venice While there are many fundamental themes in The Merchant of Venice, only one seems to drive the play to its inevitable conclusion. There is a constant theme of self interest versus love. On the surface, this seems to be the dividing factor between the Christians and the Jew, as Shylock is supposed to only care about money, profits, and such, while the rest of the cast value human relationships more. Men such as Antonio and Bassiano lend money without interest or even thought at times, and end up taking far more risks for those they care about. â€Å"He lends out money gratis, and brings down | The rate of usance here with us in Venice.†(1.3.45) Shylock complains to the†¦show more content†¦He doesn’t miss the value of the ring but it’s sentimental value, vowing â€Å"I would not have given it for a wilderness of monkeys.† (3.1.100) Too, his stubbornness in only accepting a pound of flesh in payment of Antonio’s debt, even when offered â€Å"thrice thy money†, shows that not everything can be measured in ducats to him. His supposed Christian betters are not any more consistant. Bassiano first seeks to marry Portia, not for love or her beauty, but because her money will get him out of his huge debts. He asks Antonio to lend him money as an investment, though Antonio insists that the money is lent out of love, not business. He even has to go into debt, something he never does, to supply the ducats. Thou knowst that all my fortunes are at sea; Neither have I money nor commodity To raise a present sum; therefore go forth, Try what my credit can in Venice do; That shall be rackd, even to the uttermost, To furnish thee to Belmont to fair Portia. Go presently inquire, and so will I, Where money is; and I no question make To have it of my trust or for my sake. (1.1.230) Near the end of the play, after both men have been married, they are so careless as to give away one wedding ring and allow the other to be stolen. Though they unwittingly â€Å"give† them to their wives, this illustrates their self intrestShow MoreRelatedThe Merchant of Venice: Self-Interest versus Love Essay1016 Words   |  5 PagesWhile there are many fundamental themes in Shakespeare’s The Merchant of Venice, only one seems to drive the play to its inevitable conclusion. There is a constant theme of self-interest versus love. On the surface, this seems to be the dividing factors between the Christians and the Jew. Shylock is portrayed to only care about money and profits, while the Christians are shown as people who value human relationships more. Examples of this theme are shown through Shylock’s behaviour, the manyRead MoreThe Principal Conflict Of Merchant Of Venice By William Shakespeare2081 Words   |  9 Pages The principal conflict of The Merc hant of Venice by William Shakespeare is man versus man between the title character Antonio the merchant and the Jewish moneylender Shylock. Shylock despises Antonio for his cruel treatment toward him and Antonio dislikes Shylock because he is a Jew (49). This causes greater conflict later on when Shylock demands repayment from Antonio in the form of his flesh. The Duke must decide between doing what is morally right or doing what is required by law. 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A Research Proposal On Organic Vegetable Industry

The organic vegetable industry is expanding, with more demand for natural fruits and vegetables and increasing awareness of potential issues with conventionally grown vegetables. Organic vegetables are grown without the use of pesticides or chemicals. The industry has seen an upswing in demand in recent years and reaching a more mainstream market, although the supply of organic vegetables have not expanded into supermarkets and are mostly still sold through particular outlets, which makes availability limited. This research proposal aims to investigate the obstacles and challenges that the organic vegetable industry is currently facing, in terms of being sold in outlets such as larger supermarkets, namely Woolworths. The purpose of this report is to examine the underlying causes of the issues and provide information on the potential factors that will influence the decisions. The report will consist of a brief background of the problem and problems definition, in order to attain a cle ar overview of the issues faced. The purpose of this research proposal is to provide a research model for identifying and evaluating the potential increase of organic vegetables in larger supermarkets. This research proposal has been divided into the following sections: †¢ Background to research problem. It shows the significance and underlying issues that the research will be based on. †¢ Problems definition. It outlines the identified management problem, the research problem and the researchShow MoreRelatedA Study Proposal On Waste Products1140 Words   |  5 PagesStudy Proposal Title Waste products like plastic bottles, beer bottles and food waste being turned into wearable commodities and introducing new technologies in Indian markets for crafting innovative silhouettes for further environmental accountability. 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Why should manager want it in their workforce Free Essays

The concept of organisational commitment (OC) is not easy to describe. By studying the literature on OC it becomes apparent that there is little consensus as to the meaning of the term. As the area has grown and developed, researchers from various disciplines have ascribed their own meaning to the topic. We will write a custom essay sample on Why should manager want it in their workforce or any similar topic only for you Order Now This is one of the reasons why defining OC is difficult. One definition is â€Å"Giving all of yourself while at work† (Martin and Nicolls). This definition is not very specific nor is it precise. A second definition says that work commitment come into being â€Å"When a person, by making a side-bet, links extraneous interests with a consistent line of activity.† (Becker, 1960) This definition focuses mainly on activities and behaviour in OC. A third definition explains OC as â€Å"an attitude or an orientation towards the organisation which links or attaches the identity of the person to the organisation.† (Sheldon, 1971) The two last definitions differ from each other in their understanding of OC. The second focuses mainly on behaviour while the third is more based on attitude and identification. A good definition should cover the attitudinal-behavioural dichotomy and one definition that does that is Richard T Mowday et al’s (1982) definition: This definition represents something more than the previous because it says that OC goes beyond mere passive loyalty to an organisation. It sees commitment to an organisation as an active relationship with the organisation such that individuals are willing to give something of themselves in order to contribute to the organisation’s well being. Mowday’s definition can be characterised by at least three factors:  · A strong belief in and acceptance of the organisation’s goals and values  · A willingness to exert considerable effort on behalf of the organisation and  · A strong desire to maintain membership in the organisation Mowday’s definition also has some weaknesses. Firstly it is important to notice that this definition does not prelude the possibility that individuals will also be committed to other aspects of their environment. It simply asserts that regardless of these other possible commitments the organisationally committed individual will tend to exhibit the three characteristics identified. Secondly, the definition doesn’t clarify the terms ‘identification with’ and ‘involvement in’. It can be discussed whether this is a good definition since the terms may be understood as ambiguous. Although this is not an ideal definition of OC, it is a definition that gives a good understanding and explanation of what OC is. Furthermore, Staw (77) differentiates between 2 different types of OC. Attitudinal commitment: Refers to commitment rooted in an employee’s identification with the particular value system upheld by the co, and a desire to continue working there. Behavioural commitment on the other hand, comes about through a consistent pattern of action by an employee over a period of time, and the way in which s/he tends to become bound by this behaviour and hence reluctant to change. The point made here is that attitudinal commitment should lead to behavioural commitment and behavioural to attitudinal. Understanding this, we will examine in part 3 possible ways managers in which look to initially generate OC. There are several possible reasons why managers should want work commitment in their workforce. Drennan suggest that most managers believe that with real commitment from staff the performance of their business could improve dramatically. Beside an increased performance the work will also be a better place to work. The empirical studies carried out on the topic of OC represent a rich collection of findings with respect to both the antecedents and the consequences of the construct. Here is a short explanation of five possible outcomes that has been studied. Few important correlations have emerged in studies, although the correlations are consistently in a predicted direction and often reached statistical significance. (Mowday et al., 1974; Porter, Crampon, Smith, 1976; Steers, 1977a) Therefore we should expect commitment to influence the amount of effort an employee puts forth on the job and this efforts should have some influence on actual performance. Committed employees are desirous of remaining with the organisation. Highly significant, positive correlations have been found between increased tenure and increases commitment in Mowday 1974 and Steer 1977 studies. Theory would predict that highly committed employees would be more motivated to attend so they could facilitate organisational goal attainment. Modest support can be found in several studies like F.J. Smith, 1977; Steers, 1977a, but this support is not entirely consistent (Angle Perry, 1981). When an employee’s commitments lie outside the organisation (e.g. hobby, family), less internal pressure would be exerted on the employee to attend (Morgan Herman, 1976). We could say that commitment may represent an influence on attendance motivation. In a study by Angle and Perry (1981), commitment was found to be strongly and inversely related to employee tardiness. The theory underlying the construct suggests that highly committed employees are likely to engage in behaviours consistent with their attitudes toward the organisation. Coming to work on time would certainly represent one such behaviour. The strongest or most predictable behavioural outcome of employee commitment should be reduced turnover, which are shown in five studies. (Angle Perry, 1981, Hom et al., 1979; Koch Steers, 1978; Mowday et al., 1979; Steers, 1977a) In a sixth study, a longitudinal design was used to track commitment levels over time among a sample of psychiatric technicians. (Porter et al., 1974) Again commitment was found to be significantly and inversely related to subsequent turnover. Using the model suggested by Mowday et al, we look at the development of OC in 3 stages. What should be clear here is the significance of the early part of the company’s relationship with an employee in seeking OC. Here we refer in particular to recruitment and induction practices of the firm. Employee characteristics: Choose people whose values, beliefs, etc in some way fit with those of the firm. The role of this ‘fit’ in securing attitudinal commitment is significant Employee Expectations: Make sure these correspond with the realities of the job Job Design: Increase scope leads to increased commitment. Important dimensions inc: variety, autonomy, feedback, significance, challenge. – Participation, group work, and interdependence of tasks leads to commitment thru greater involvement and also increased felt responsibility – Make work challenging: Will attract those individuals who value work and bring an attitude of achievement to the organisation. Management and structure: Integration and supportive/open management – Loosen tight supervision and give employees more discretion Reward System: Internal labour market Organisational characteristics: Co must be seen as protecting the workers’ interests while offering employment stability. Socialising employees is also important here, altho little research has been done on either its implementation of its usefulness. Increasing focus on behavioural commitment 1. Employees’ jobs more likely to inc those dimensions mentioned above in ‘Job design’ 2. Higher extrinsic awards + increased value of investments made by employee 3. Workers generally more socialised in the co Note: A major factor in influencing OC which has been ignored deliberately is that of personal experiences and histories that employees bring with them from previous jobs, etc. as this is beyond the scope of management intervention. In this essay we have mainly argued that organisational commitment is good and we have explained why manager should want it in their workforce. It is also evident that having a strong committed workforce has its advantages. One thing we have not mentioned is the disadvantages of a committed workforce. Randall (1987) used the term â€Å"blind† commitment in describing a workforce that was too committed. If you are too committed it can lead employees to accept the status quo even if the ultimately means that the company loses its ability to innovate and adapt to change. Another possible drawback to commitment can be illustrated by the example of a mediocre employee who has been at for a particular org for some time and who would struggle to get another job elsewhere. In this case, we assume s/he would be committed to his/her job so as not to risk losing it. In this way, this paper, having shown that there are many reasons why managers may wish to secure OC and how it can be achieved, has also highlighted some potential drawbacks that managers should be aware of. How to cite Why should manager want it in their workforce, Essay examples

Abraham Lincoln vs John F Kennedy Essay Example For Students

Abraham Lincoln vs John F Kennedy Essay Abraham Lincoln and John F. Kennedy:Two very different times, but two very similar menThe two most discussed assassinations out of the four within the position of the United States President are that of Abraham Lincoln and John F. Kennedy. There are many similarities between the two and there are also some differences. There are many similarities associated with the assassination of Lincoln and Kennedy. They were both assassinated on the same day, and the men that were caught for the crime were born a century apart from each other and they were both killed before their trials. A difference between the two men is Lincoln was poor and worked his way to the top and Kennedy was born into a wealthy family in which his father was a large political figure.Both men had different struggles but they were similar in many ways. Abraham Lincoln was born on February 12, 1809 and was raised in a log cabin in Kentucky until he was seven. In 1816, he and his family moved to Indiana. Lincoln was raised in a farming family and with no ambition for education. He went to school long enough to read and write and then stopped attending school so he could work on the farm. Both natural parents raised Abraham until 1818 when his mother, Nancy Hanks Lincoln died. In 1819 Abrahams father, Thomas, married a woman named Sarah Bush. By this time Lincoln was nine years old and very capable of taking care of himself and the farm. John F. Kennedy was born on May 29, 1917 in Massachusetts. Unlike Lincoln, John F Kennedy was raised in a fairly wealthy family. His father, Joseph P. Kennedy was the ambassador to Great Britain during the administration of Franklin D. Roosevelt. He was very well educated, and in 1940 he graduated from Harvard University with the honor of winning note with the publication of Why England Slept which wa s an expansion of his senior theses on Britains lack of preparation for World War II. Then in August of 1943, as commander of the U.S. Navy he became a war hero by rescuing several crewmen after the boat was rammed by a Japanese destroyer. Abraham Lincoln and John F. Kennedy each began their political careers at an early age. Abraham Lincoln ran for the Illinois legislature in 1832 when he was just 23 years old but he was unsuccessful. However, two years later, he was elected to the Lower House for the first four successive terms as a Whig until 1841. Lincoln was married to Mary Todd Lincoln on November 4, 1842. In 1847 to 1949 Lincoln served as a member of the United States House of Representatives where he opposed the Mexican War. In 1854 there was a Kansas-Nebraska Act presented before Congress which would open lands previously closed to slavery to the possibility of its spread by local opinion. Lincoln strongly opposed slavery and viewed it as immoral so when the act passed in 1854 Lincoln was loosing interest in politics. In 1856 he joined the newly reformed Republican Party and two years later campaigned for the Senate against Douglas. Lincoln appeared with Douglas in seven debates. This was his first considerabl e national fame. However, he did not win the Senate seat. The democratic holdovers in the upper house elected Douglas. John F. Kennedy became involved in politics after World War II. In 1946 he was elected to the U.S. Congress, representing a district in greater Boston. He was a democrat and served three terms or six years in the House of Representatives. In 1952 Kennedy was elected to the U.S. Senate. In 1953 Kennedy had barely missed being picked as the Democratic Parties candidate for Vice President. In 1860 Lincoln was elected President and in 1960 Kennedy also was honored with the position of President of the United States. Both Lincoln and Kennedy had Vice Presidents with the last name of Johnson. Kennedy was the youngest man elected to President and the first Catholic. Both Kennedy and Lincoln were second children and they both lost their son while serving as the President. Abraham Lincolns secretaries name was Kennedy and Kennedys secretaries name was Lincoln. .ub1327924c340d2a52288752657e90058 , .ub1327924c340d2a52288752657e90058 .postImageUrl , .ub1327924c340d2a52288752657e90058 .centered-text-area { min-height: 80px; position: relative; } .ub1327924c340d2a52288752657e90058 , .ub1327924c340d2a52288752657e90058:hover , .ub1327924c340d2a52288752657e90058:visited , .ub1327924c340d2a52288752657e90058:active { border:0!important; } .ub1327924c340d2a52288752657e90058 .clearfix:after { content: ""; display: table; clear: both; } .ub1327924c340d2a52288752657e90058 { 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; } .ub1327924c340d2a52288752657e90058:active , .ub1327924c340d2a52288752657e90058:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub1327924c340d2a52288752657e90058 .centered-text-area { width: 100%; position: relative ; } .ub1327924c340d2a52288752657e90058 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub1327924c340d2a52288752657e90058 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub1327924c340d2a52288752657e90058 .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; } .ub1327924c340d2a52288752657e90058:hover .ctaButton { background-color: #34495E!important; } .ub1327924c340d2a52288752657e90058 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub1327924c340d2a52288752657e90058 .ub1327924c340d2a52288752657e90058-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub1327924c340d2a52288752657e90058:after { content: ""; display: block; clear: both; } READ: Interpersonal Communication in EssayFinally we come to the most interesting similarities between Abraham Lincoln and John F. Kennedy. Not only were they both assassinated while in the most honorable and prestigious position in the United States, but there are many similarities within the structure of the assassinations and those involved. First of all, Abraham Lincoln and John F. Kennedy were both elected for the term in which they were assassinated, and that took place on Nov. 8th, 100 years apart from each other. President Lincoln was assassinated in 1863. On hundred years later in 1963 President Kennedy was also assassinated. Both presidents were shot on a Friday, in th e head from behind and both Lincoln and Kennedys wives were present at the time of the shooting. John Wiles Booth was the assassignator of Abraham Lincoln. Mr. Booth shot Lincoln in the Ford Theatre, and was found in a warehouse later that evening. The assassignator of John F. Kennedy, Lee Harvey Oswald, shot Kennedy in a Ford Lincoln Continental, from a warehouse, and was found later that day in a theatre. Lincolns assassinator was born in 1839 and Kennedys was born 100 years later in 1939. Both Booth and Oswald were known by their full names and both were murdered before their trials. There have been four presidents that have been assassinated. Along with Lincoln and Kennedy, James Garfield and William McKinley were also assassinated as presidents. Lincoln and Kennedy are the two that are the most similar and are missed and talked about the most out of the four. Both men were heroes of their time and both were greatly respected and revered by most of the nation they led. Although Lincoln was born into poor home and Kennedy was born into the political world, they were able to accomplish many great things while they were in office. They were both reelected for another term but were then killed on November 8th exactly one century later. Although these men are dead they are still greatly missed by those that loved them. Bibliography: