Telemachus And Penelope Essay Example For Students

Telemachus And Penelope Essay The disagreement between Telemachus and Penelope arises from differing opinionson the entertainment of Phemius. Phemius is singing the tale of the Greekwarriors of Troy and their homecomings when Penelope descends from her chambersto protest this choice of music. She scolds him, and orders him to stop becausehe has reminded her of Odysseus, whos long lost at sea. Telemachus rebukeshis mother by protesting that the bard has the right to sing anything he wishes. He then sends his mother off to her chambers, declaring that he is the master ofthe house. This clash between Penelope and Telemachus was caused by both. Penelopes fault was that she did not stop to consider Telemachus feelingson the subject. She is so engrossed in her own pain for her lost love that sheis blind to the problems of her son. She does not see his insecurities on hispast and especially his future, or his lack of confidence in himself. Most ofall, she is ignorant to his inner struggle between love and hate for Odysseus. We will write a custom essay on Telemachus And Penelope specifically for you for only $16.38 $13.9/page Order now She does not realize his need to learn of his legacy, she only sees her griefand her pain. . She is very detached from the world, and focuses on her griefand pain. Because she is so preoccupied with her own problems, she has neglectedher duties as a mother. She, in her distress, has pushed her son away from her. This disagreement over Phemius only shows the deep chasm that has come betweenthem. As for Telemachus, he makes the same mistakes as his mother in that herefuses to see her side of the issue. He, too, is deeply engrossed in hisproblems that he does not see the deep extent of his mothers pain. Himordering her to leave is a sign that he believes her feelings to be almostinconsequential compared to his. His eagerness to learn of Odysseus greatdeeds seems to overshadow the sadness his mother feels. The tales of the TrojanWar are the only way in which he can come to know his father, who he does notremember, since Penelope obviously avoids the topic entirely. He needs to knowhis legacy. Most importantly, he is searching for a way to justify hisfathers absence, and to justify why he has left Ithaca in such a state ofdisorder. However, his quest for his legacy was not the only reason he had fordefending Phemius. It was also caused by his resentment towards his mother forhaving known his fath er and not telling him about him. He feels that his motherhas prevented him from gaining an understanding of his heritage. Thisdisagreement over Phemius was a window to the anger that Telemachus had towardshis mother for not familiarizing him with the legacy of his father. Anotherreason Telemachus was so quick to rebuke Penelope was his deep desire to exerthis power and his dominance, his rightful dominance over the household. Byordering his mother to leave the hall, he is showing to the suitors that it ishe, not his mother, who has more power. When he declares that he is master ofthe house, partially caused by the newfound courage distilled in him by Athena,he is introducing a new him. This was his opportunity to establish his positionabove the suitors and prepare for his announcement that he will go search forhis father. This disagreement allowed Telemachus to step into the limelight, andexpress himself as a force to be reckoned with. .u73d2a48cc07fa82e1fd05083053c9402 , .u73d2a48cc07fa82e1fd05083053c9402 .postImageUrl , .u73d2a48cc07fa82e1fd05083053c9402 .centered-text-area { min-height: 80px; position: relative; } .u73d2a48cc07fa82e1fd05083053c9402 , .u73d2a48cc07fa82e1fd05083053c9402:hover , .u73d2a48cc07fa82e1fd05083053c9402:visited , .u73d2a48cc07fa82e1fd05083053c9402:active { border:0!important; } .u73d2a48cc07fa82e1fd05083053c9402 .clearfix:after { content: ""; display: table; clear: both; } .u73d2a48cc07fa82e1fd05083053c9402 { 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; } .u73d2a48cc07fa82e1fd05083053c9402:active , .u73d2a48cc07fa82e1fd05083053c9402:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u73d2a48cc07fa82e1fd05083053c9402 .centered-text-area { width: 100%; position: relative ; } .u73d2a48cc07fa82e1fd05083053c9402 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u73d2a48cc07fa82e1fd05083053c9402 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u73d2a48cc07fa82e1fd05083053c9402 .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; } .u73d2a48cc07fa82e1fd05083053c9402:hover .ctaButton { background-color: #34495E!important; } .u73d2a48cc07fa82e1fd05083053c9402 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u73d2a48cc07fa82e1fd05083053c9402 .u73d2a48cc07fa82e1fd05083053c9402-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u73d2a48cc07fa82e1fd05083053c9402:after { content: ""; display: block; clear: both; } READ: Confucianism and Christianity EssayMythology

The Lottery Essays (1156 words) - A Good Man Is Hard To Find

The Lottery Essays (1156 words) - A Good Man Is Hard To Find The Lottery Mario Cruz M. Seiferth Eng 1302 Shirley Jackson's The Lottery and Flannery O'Connnors A Good Man Is Hard To Find are stories that deal with mans inhumanity to man by illastrating different situation, but lead to the same conclusion and with no thought of the consequences. Jackson and O'Connor use central characters to show how man has the power to distort reality into something the people accept into everyday life. Jackson uses tradition in The Lottery when she uses Mr. Summers as the announcer of the lottery every year. Mr. Summers was a person who believed in the lottery and never thought of ending this tradition. Every year Mr. Summers spoke about making a new box, but no one liked to upset even as much tradition as was represented by the black box. When the people were asked to get in like to pick a paper, they had done it so many times, they half listened to the directions, (Jackson 235). For generations the lottery was always performed on the twenty-seventh of June, but the orginal box was lost, the rituals were forgotten, but the villagers did remember to use stones. Tradition in A Good Man Is Hard To Find O'Connor goes a different path of traditon but lead to same consequences. The Misfit like Mr. Summers is messanger of death, but for different reasons. Like the people of The Lottery the family in A Good Man Is Hard To Find both have a destination and a purpose and that is to meet their maker. The person in The Lottery is killed for being unlucky, and in A Good Man Is Hard To Find the Misfit was inprisoned for a reason he does not remember. It was in the best way to keep up his reputation as a killer, to go ahead and kill the entire family, and in this way in his mind he is saving them from sinning again. These stories were of manupalation of the mind. Jackson used two main characters to make the people go along and continue the lottery. The people of the village had been so brainwashed by Mr. Summers and Old Man Warner that they did whatever they said to do. When Mr. Summers raised one hand high and said, Adams. A man disengaged himself from the crowd and came forward(Jackson 235) Old Man Warner was the oldest person in town and always talked about the lottery in that it was a good thing because when the lottery is performed corn be heavy soon. (Jackson 236). The people have lack of independent thought when they follow Mr. Summers, and Old Man Warner tells the villagers to finish Mrs. Hutchinson quickly. Without hesatation the crowd picks up stones and start stoning Mrs.Hutchinson with no thought of why or if it's even right to do this act. When O'Connor had her characters manupalate the rest, the grandmother was loudmouth, know it all, always giving her son Bailey suggestion on how to go about the vaction they planned. When she suggested to her son to go to the house with the secret panel, she told him that it would be a good educational trip for the children. Bailey was not thinking for himself when he was following his mothers directions to the secret panel house. If it weren't for the grandmothers cat Pitty Sing they would have never come across the Misfit. When the Misfit did arrive on the scene he was in total control of his men, Bobby Lee and Hiram. The Misfit was in charge of everything that went on from that moment on. The only time in the story that he was a follower or lacked the indepence to question, was when he was inprisoned for something he could not remember. The only thing he was told was that he killed his father and that prison had papers on him. The Misfit blames the penatentary for the way he acts and his actions. The Lottery is a story that was about self-preservation of ones self. Old Man Warner had lived seventy-seven years and had never been the chosen one, so he was always for the lottery. To him the lottery was not bad because he was never the one

American history after 1865 Coursework Example | Topics and Well Written Essays - 6500 words

American history after 1865 - Coursework Example From this research it is clear that slavery was one of the traditions destroyed during the conflict. The tradition where whites especially in the southern society were keeping slaves without respecting their human rights came into destruction because of the conflict. The conflict also managed to destroy the deep-rooted belief of the Southern Whites that slaves would only work under compulsion. Several institutions including factories that were owned by Whites in large cities like Atlanta, Columbia and Richmond were set on fire. After the civil war, freed slaves managed to remain reluctant to settle down and form relationship with their former masters. However, some of them committed themselves to wage labor while others changed masters. Some of the freed slaves were waiting to get land of their own as promised by the government. In order to survive, many of the ex-slaves managed to secure employment through contract labor system. The freed slaves also managed to create institutions t hat they were denied during the slavery era. Some of the institutions they managed to create include schools, churches and several fraternal. The Northerners managed to release many slaves. Some of them went to the South to offer materialistic and humanitarian services. The Northern military was willing to set a military base for the freed men and women in the South. However, the Southerners were not ready to accept any help from the Northerners and the disagreement resulted into chaos. Therefore, the North was not successful in changing the Southern society. The North also did not manage to stop the issue of racial oppression in the Southern society (Divine et al. 477). The hailing prosperous of the Southern society remained unsuccessful and poor because of exploitation from the northern business interests (Divine et al. 471) 4.  Why was Northern interest in Southern reconstruction waning? The Northern interest in reconstruction waned because the South managed to create a strong opposition especially in the early 1870s. Heavy black turn in the elections of 1872 helped the Republicans to hold more powers and create a strong ruling foundation in most of the Southern states (Divine et al. 469). The Republican leaders were interested in industrial and western expansion as opposed to the Northerners. A series of laws were passed that favored the Southerners especially giving more power to its army. This contributed in waning of the Northern interest in Southern reconstruction. 5.  Why were the Redeemers able to take back the South? The redeemers managed to neglect the interest of white farmers who were in the South and this made many of the Whites to lose their farms. The Redeemers were interested in economic growth and development, which made them have significant support in the South. A third of the Redeemers were professional politicians and they had great experience in leadership that helped them to take back the south. The Redeemers also managed to rule o n two basic principles that helped in uniting the Southern planters through blocking the government from directly interfering in the economy (Divine et al. 471). Moreover, disputed elections of 1876 that led to a compromise in 1877 contributed in making the Redeemers take control of the South (Divine et al. 470). Part 2 1. Could a fair policy towards Native Americans been devised? It was possible to devise a fair policy towards Native Americans if only they agreed to comply with the policy. However, most of the Native American did not manage to comply with the set policies. For example, the concentration policy failed to last for long because the Indians broke boundaries while hunting buffalos (Divine et al. 485). 2. What impact did the frontier

Employee Reward and Development Essay Example | Topics and Well Written Essays - 1500 words

Employee Reward and Development - Essay Example (Armstrong, 2004) According to CIPD, the following are the characteristics of a total reward system : 1. Holistic 2. Best fit 3. Integrative 4. Strategic 5. People-centred 6. Customisation 7. Evolutionary 8. Distinctive. The concept of total reward is fairly recent. The traditional â€Å"Salary administration† approach of the 1960s and the 1970s focused on the competitive attributes of the employees rather than as a strategic/ tactical tool. This approach gave way to the â€Å"Reward Management† line of thought wherein the emphasis was on all employees contributing to the success of the organization. This was a more dynamic approach which brought in non-financial rewards in the form of intrinsic and extrinsic motivation, into the ambit of compensation of an employee. The â€Å"New Pay† model (Lawler, 1990) factored in the challenges of a competitive global economy and recommended that employees be paid for the value they bring to the organization. The popular mod els of total reward (Armstrong, 2004) are – Engaged performance model, WorldAtWork, Wyatt model, Towers Perrin model and Armstrong model. Of these, the Towers Perrin model reiterates, almost entirely, the Brown model of total reward. The Brown model (Brown, 2001), depicted above, deals with four elements of compensation – Pay, Benefits, Learning & Development and Work environment. A comprehensive model dealing with both the financial and non-financial components of pay. A good compensation approach to attract, motivate and retain the employee. Addresses the short-term as well as long term needs of employees. Pay component looks at base pay as well as variable pay whereby the employee is assured of a minimum income every month. Performance of the employee as an individual as well as a group is considered. Employee gets a part of profits of the company. This combined with the availability of the shares of the organization brings about a strong sense of ownership. Benefit s which are both individual and family based enables the employee achieve work-life balance. The Pension component assures an independent life style for the individual even after retirement. Learning and Development provides opportunities to develop and grow in the workplace so that the overall productivity is enhanced. Continuous learning takes place and the organization can move toward becoming a Learning organization and develop core competencies and competitive advantages in the market place. Career development helps become aware of the career progress and this helps to plan one’s life in the short term as well as the long term. Succession planning helps bring out the managerial and leadership skills in the individual for mutual benefit of the individual and the organization. Another highlight of this model is the work environment component. Organisational culture and non-financial recognition are highly effective motivation tools. Human dignity is fostered through work-l ife balance. Communication channels, especially grapevine, can be utilized to create a rich organizational climate. From the above, it is clear that Total Reward can be used as a corporate strategy to attract, motivate and retain employees in an organization and derive tremendous advantages over competition in a globalised and highly competitive

Use of Intelligence in World War II Essay Example | Topics and Well Written Essays - 250 words

Use of Intelligence in World War II - Essay Example The Second World War was the most extensive war that history documents spanning six years (Inaba, 2008). The war started in 1939 and ended in 1945 involving vast global nations that later formed Allies and Axis, two antagonizing military alliances (Caruana & Rockoff, 2007). Intelligence played a significant role towards the success of the attacks that the antagonizing alliances launched against each other. Intelligence implies the gathering, analysis and application of knowledge to offer guidance and direction to a military alliance. The research herein presents the use and significance of intelligence during the Second World War. Similar to the Allies, the Germans’ success attributes to their communications intelligence (Guglielmo, 2008). The nation established listening posts in Spain and traded cipher information with Italy, Japan, Hungary, and Finland. Germany broke ciphers of all the nations with an exception to the Soviet Union. The American military attachà © in Cairo was their lieutenant general Erwin Rommel’s reliable source of information in North Africa. The reports and code-breaking intelligence helped the German navy to know the exact locations of British ships prior to their 1940 Norway invasion (Blewett, 2000). Besides, Germans had the knowledge of intercepting sensitive communications. he nation’s radio intelligence post in the Netherlands monitored and timely descrambled the radiotelephone conversation between Franklin Roosevelt, American President, and Winston Churchill, British Prime Minister.

Sears lack of employee involvement and empowerment

Sears lack of employee involvement and empowerment Sears is a leading retailer providing merchandise and various services, which offers a wide variety of products with more than 2,300 stores in the U.S. and Canada (Sears home page). The company has a strong cultural base with effective operation systems, of which internal and external environment scans can be identified with a SWOT analysis. Internal Strengths Since established in 1886, Sears has developed a strong retail network with extensive customer database of more than 60 million Sears credit card holders (Prentice-Hall, 2003). The company has gained good reputation as a reliable retailer and great trust from consumers thanks to its flexibility in identifying need and adapting strategies to provide best service (Rucci et al., 1998). Even during the crisis period, consumers faith was basically unchanged. It has many nation-wide known brand names with focused range of products and attracts large attention from both male and female customers. Internal surveys also revealed that employees had high expectation from the company and great desire to contribute to the companys success. Internal Weaknesses During the 1980s, the company expanded its business into other fields, for instance insurance, investment and banking, real estate, which resulted in loosing strength and prestige position in its core business as a retailer (Rucci et al., 1998). It was no longer the leading company in retailing but ranked number three after Wal Mart Stores, Inc. and Kmart Corporation. Lack of focus made the company fail to follow new trends in selling and respond quickly to changes in the marketplace. Another problem was the inappropriate attitude towards consumers. The senior managers in the head office were said not to listen to customers need, which resulted in high proportion of dissatisfaction. Other factors, for instance, low inventory turnover, bad service and poor sales companion also contributed to the companys downturn. Opportunities: The company started to realise the importance of female customers and changed the image of a mans store to attract more women by offering new ranges of apparel and cosmetics (Rucci et al., 1998). On the other hand, the application of the employee customer profit chain had positive effect on operation as employee satisfaction on the Sears TPI was high and employees were highly aware of the need for performance improvement. The development of learning maps, town hall meetings, and later maps, including Voices of our customers, The Sears money flow and Ownership, seemed to significantly promote learning environment in the organisation and enhance realistic action. External Threats: The intense competition in retailing was a comparatively significant threat to the company. The industry with a variety of old names like Wal Mart and Kmart as well as new arrivals caused great pressure for Sears to compete and required the company to apply the most suitable strategies without fault to survive and develop. Main issues In a previous study, Sears used an employee-customer-profit chain to collect data from up to 800 stores and found that a five percent increase in employee satisfaction drives a 1.3 percent in customer satisfaction, which results in 0.5 percent increase in revenue growth (Rucci et al. 1998). Thus, the company itself realised the necessity to employees attitude improvement. Although the company was on the fast track of recovery, there were still many issues to be identified and tackled in order to achieve sustainable growth as described in Rucci et al. (1998). First, lack of communication and cooperation between different departments and functions in the company resulted in poor operation efficiency. Customers satisfaction had decreased significantly and it was frontline employees who seemed to know this situation the best. However, they had little opportunity to deliver their messages to the management. The next problem was lack of employee involvement and empowerment. The companys strategies and expectations were poorly transferred through to them, and thus, they were lost in ambiguity about the tasks they were assigned. Moreover, employees are not given enough creative power to have influence on the shaping of companys future. Moreover, employees had to opportunity and support to realise their personal goals. The company aimed to create a compelling and motivated working environment. In reality, however, they still had a long way to go. To some extent, the old control and command culture had prevented the company from advanced development and employees were not highly valued enough as an ultimate resource in the organisation. Misunderstanding was another major issue which the company had to pay much attention to. According to a survey conducted by Sears itself, employees believed that Sears made profit of 45 cents on each dollar while the real figure was 2 cents. This was seen as a barrier to trust. While the company had to implement some changes in operation such as cost cuttings and reduced rewards to cope with crisis, employees might oppose them because they thought the company was doing well. Consequently, there was a lack of sense of urgency and commitment to change through the company. Another point is that the company should have invested more on develop their reward practices although the company was in a crisis and struggling to survive. It becomes even more important to have reward strategies supporting business objectives during hard times as they will strengthen existing resources and help the company overcome difficulties (CIPD, 2009). Approach to reward management With the emergence of the global knowledge and service oriented economy, more attention has been paid to the value of human resource to improve operation capability and create sustainable competitive advantages (Thompson, 2002). However, it is increasingly challenging to attract, motivate and retain employees with the most appropriate reward strategy which can maximise the benefits and perceived value of the rewards at an affordable cost to the company. Although managers at Sears recognised the significance of reward management and executive incentives were based on both financial and non financial performance, they still lack of a systematic approach to the issue. Consequently, a total reward system consisting of financial and non-financial, direct as well as indirect, intrinsic and extrinsic rewards is what Sears needs to improve reward and compensation strategies and reinforce its core values. Total reward, as defined by CIPD (2011), is a concept that encompasses all aspects of work that are valued by employees, including elements such as learning and development opportunities and/or an attractive working environment, in addition to the wider pay and benefits package. Under this concept, employees are empowered and engaged in operation, and can have positive attitudes towards the company. In return, employers get to know more about staffs work life and receive commitment and high performance from employees (Zhou, Qian, Qi Lei, 2009). A useful total reward model was developed by WorldatWork (2006) with five elements as shown in Figure 1. Figure 1: Elements of Total rewards (adapted from worldatwork.org) Total reward approach helps to allocate resources properly and guarantees that all aspects of reward offering are monitored and utilised (CIPD, 2009). When all elements are delivered, employees are increasingly motivated and satisfied with the package, and thus, more engaged in fulfilling responsibilities, improve customer service and enhance performance. The company may choose different strategies from each element to give employees offers aiming at attracting, motivating and retaining them. Compensation It is widely recognised that pay plays the most important role in staff recruitment, motivation and retention process (CIPD Mercer, 2010). Pay at least needs to be set at a reasonable rate to render employees effort and contribution. Apart from fixed pay, employees can earn bonuses for better than expected performances or results achieved. It is especially suitable for Sears where bonuses can encourage employees to perform better and improve customers experience. It also keeps the companys reward package stay competitive against that of other retailers. Benefits The company needs to design a flexible benefit programme, which is available to all levels of employees, to supplement cash compensation and promote the companys image. The offerings may contain: social insurance (e.g. social security, unemployment benefits, shopping discounts, workers compensation,), group insurance (e.g. life insurance, savings, health vouchers) and paid leave (e.g. sickness, holidays, vacation). Good benefits may assist employees in avoiding financial risks and obtaining a stable life, while at the same time, mirror the companys positive values and deliver promising messages to its stakeholders (WorldatWork, 2006). Moreover, well-designed benefits schemes can even lower the expenses and make some savings (Silverman Reilly, 2003). The company can attract employees attention to the most cost effective benefits, for instance, discounted gym membership, child care facilities or cheap loans. Benefits can also be designed as a percentage of salary, then the company may avoid the fluctuation of benefit cost and transfer part of this risk to employees. For instance, employees may choose to withdraw a cash allowance of four percent of salary each year, or invest it in a health and well-being programme offered by the company. Work-Life It contains the experienced working reality in the company, which includes the physical and emotional environment (Higgs, 2006). Policies are designed with an aim to support employees to get the balance and success both at home and in the workplace. In order to achieve this element, the company needs to have an open management style in which everyone is highly involved as a strong community and empowered. There should be flexibility at workplace and great concern from management about employees health and well being, with occasional financial support, if necessarily. Performance and Recognition Performance: This is a significant component in determining the companys success, in which performance of all employees is assessed to evaluate the efficiency. The management as well as employees must invest properly on planning process to link expectations with individual, team and organisational goals. Then, feedbacks are provided to all levels of staff to examine whether performance is up to expectations and goals or not. Appropriate feedback is important as it can motivate employees and improve their working efficiency. Recognition: After performance has been assessed, recognition is psychologically necessary to appreciate ones efforts and acknowledge his/ her contributions. Public recognition is important as it not only affects ones behaviour but also has impact on the others as well (Wiscombe, 2002). Awards can be cash or non-cash (e.g. certificates, restaurant or movie tickets, verbal or written notes of thanks). It is crucial that recognition be proper and fair as the company can gain greater employees loyalty and commitment with such programmes (Boxall Purcell, 2008). Development and Career Opportunities The company is supposed to provide employees with continuous development to enhance their skills and competence as it is an important part in the psychological contract between both sides (CIPD, 2009). On the other hand, a plan for career advancement not only makes employees be more responsible to their work but also deliver greater value to the company (Higgs, 2006). For development strategies, the company may offer different learning opportunities, for instance, short term training courses, on the job learning, coaching and mentoring, leadership development. As Sears already has a corporate university, more employees should be given the chance to attend it rather than managers only. For advanced opportunities, the company may offer some internships, apprenticeships with experts, attendance on meetings and lunches with senior managers for best performers. Each employee will be consulted with individual career ladder plans so that he/ she can know clearly what to do to be promoted. The company should also consider about succession planning to prevent job gaps and operation disruption. Elements to consider Although Total Reward has been proved to be effective in many companies already, it is necessary for implementers to apply its elements in correspondence with each companys specific situation. Contractual arrangements The company must regulate clearly what benefits are offered to employees in the contract to avoid any ambiguity or misunderstanding in reward strategies. Besides, as employees may change their choices or obtain new benefits regularly, the contract needs amending accordingly. Communication to employees It is important that the company deliver the right messages to its workforce explicitly or implicitly to obtain sustainable high-performance (CIPD, 2011). The company must provide employees with enough information about benefits schemes and update regularly about new policies or offers in different forms, for instance, through intranet, posters, emails and in verbal. As many people tend not to see the true value of benefits realistically, good communication may help them to get an idea of basic mechanics of the plans and their operation (Silverman Reilly, 2003). Managers can discuss with their staffs about salary progression, potential for higher salaries, promotion possibility to give them clear vision and expectations of what they can have and how to get these benefits (Armstrong Murlis, 2004). Valuation of benefits Evaluation of the benefits schemes before and after deployment is crucial to achieve the best efficiency. Reward practitioners need to design a plan which is both cost-effective for the company and advantageous to employees. After execution, the outcomes need to be reviewed and lessons are to be learned for improvements. Cultural dynamics Reward management must be considered in the context of the organisations culture (Armstrong Brown, 2006). Companies have different styles of work culture, which significantly affect the way employees work and behave. Therefore, it is necessary to understand the companys culture thoroughly before deciding the type of reward strategy and ways to deliver them to employees. Conclusion This paper attempts to analyse Sears case study with some key drivers for change and main issues, then propose an applicable model for implementing reward management at the company. Given the urgent need to design and deploy applicable strategies for the company to follow, it is hoped that the proposal bring about expected outcomes for the companys sustainable growth in the future. Word count:

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Brick Dimensions The size of a standard brick is: 76 mm high x 230 mm long x 110 mm wide. Some bricks are made with different sizes. 50 mm and 90 mm high bricks, 90 mm wide bricks & 290 mm long bricks are manufactured for different structural and aesthetic effect. Larger bricks are often used for more economical laying and as design feature either on their own or combined with smaller bricks. In India, the size of brick is 228 Ãâ€" 107 Ãâ€" 69 mm. Larger Hollow bricks (140 mm w x 90 mm h x 290 mm l) are generally used in cyclonic area to ensure reinforcement and grouting in the wall. Wider (150 mm wide) bricks are used in walls requiring lower sound transmission, greater fire resistance levels & higher load bearing capacity depending on the specific brick properties. Circular Cavities are made in bricks. Its’ benefits are that they aid in firing process, reduce weight for handling, provide better bond for mortar. Clay brick sizes may vary after they are fired but size variation between units averages out when blended properly during laying. In most cases, the length of a brick is about double its width, about eight inches or slightly more so as to ensure proper strength. Brick Strength It is defined as the resistance to load per unit area. The strength of brick is determined by the capability of a construction material doesn’t collapse or fall down under the influence of external forces leading to internal stresses. Engineering bricks have average compressive strength of 59MPa. A common house brick is likely to show a range of 20–40MPa. Strength for adobe specimen mean compressive strength: 1.195Mpa, mean modulus of elasticity: 204.5MPa, Mean strain at peak strength: 11%, Mean Tensile Strength: 0.17MPa Strength of EMR autoclaved bric... ... thermal transmittance can be minimized by 1. Avoiding thermal bridges in the brick, and arranging void perforation in quincunx 2. Extending the perforations of void in tongue and grooved area (Tongue and groove is a method of fitting similar objects together) and thereby breaking the thermal bridge. 3. Providing a small gap in the assembly, to improve the bricks conductivity. Drawbacks †¢ The manufacturing of brick emits lots of fluorine which is very toxic in nature. †¢ It also produces electrolytic manganese residue (EMR) which is hazardous to nature. Eco-friendly way One of the research focuses on utility of Expanded polystyrene as a mixture with cement, sand and water and preparing the concrete brick. Which has the average compressive strength of 12.79MPa. te relationship of density and compressive strength is given by correlation fc = 2.43 x ÃŽ ±2.997 x 10-9.