The Romantic Novel Pride And Prejudice By Jane Austen

I have just finished reading the romantic novel Pride and Prejudice by Jane Austen. This novel is centered on Elizabeth Bennet, a beautiful, intelligent young lady, who falls in love with Fitzwilliam Darcy. Darcy at first impression seems like a selfish, immature boy, to Elizabeth’s surprise turns out to be a loving and sweet young gentleman. This novel takes place in the small village of Longbourn where the news that a wealthy young gentleman named Charles Bingley had bought a large estate in Netherfield created a great stir. The news especially concerned the Bennet household. The Bennet family had five beautiful daughters, all of whom were pushed by their mother to get married as soon as possible, so that Mr. Bennet would have someone to leave his estate to when he passed away. When the Bennet family attends a ball, each sister dances with Mr. Bingley to see which sister could possibly marry him. Mr. Bingley seemed to have liked Jane, Elizabeth’s older sister, the mos t. At the ball, we also meet Mr. Darcy, who at first impression seems, arrogant and selfish. He tells Bingley that he is not going to dance with any of the girls because none of them were pretty enough. After the ball, Jane and Bingley started to spend more time together and fall in love. One afternoon Jane gets stuck in a rain storm on her way to Bingley’s house and after becoming sick must stay with him and his family until she becomes better. Elizabeth drops everything to come and take care of Jane untilShow MoreRelatedJane Austens Influence in the Romantic Period958 Words   |  4 PagesDuring the late eighteen and early nineteen century, England was going through major changes: politically, social, and economically. These major changes molded the Romantic Period [1800-1850]. Another factor that affected this Romantic Period was the end of the French Revolution [1815]. While the war was happening in France, many of the Philosopher, Jean-Jacques, influences began to reach England. â€Å"Jean Jacques suggested that humans in the state of nature are neither good nor evil and that it isRead More Essay on Pride and Prejudice as Romantic Novel and Romantic Criticism1398 Words   |  6 PagesPride and Prejudice as Romantic Novel and Romantic Criticism       To a great extent, Jane Austen satirizes conventional romantic novels by inverting the expectations of love at first sight and the celebration of passion and physical attractiveness, and criticizing their want of sense. However, there are also elements of conventional romance in the novel, notably, in the success of Jane and Bingleys love.    The first indication of Austens inversion of accepted romantic conventionsRead MoreJane Austen s Pride And Prejudice1048 Words   |  5 Pages In the novel Pride and Prejudice, love at first sight is mocked throughout the characters in this nineteenth century society. Jane Austen portrays irony in certain characters’ romances. Some characters were expected to be together due to â€Å"love at first sight,† yet Austen creates conflict which disrupts these relationships. Jane Austen mocks conventional romantic novels by developing hardships and obstacles among characters’ romances. Austen shatters the expectations of â€Å"love at first sight† andRead More With particular reference to the novel opening, how does Jane Austen1247 Words   |  5 Pagesreference to the novel opening, how does Jane Austen present the role of women in pride and prejudice? Pride and Predujice With particular reference to the novel opening, how does Jane Austen present the role of women in pride and prejudice? Pride and prejudice was first published in 1893, this was a time when it just became acceptable for women to write and publish books. Pride and prejudice was set in the early 19th century in rural England. Pride and Prejudice is the story of MrRead More In Want of a Wife: Jane Austen’s Reaction to Marriage1624 Words   |  7 PagesThe romantic era in literature was characterized by many different authors, male and female. Jane Austen was only one of many authors in that era, and one of the longest lasting; through her many novels, she shows various views on love and marriage. In Jane Austen’s critically acclaimed novel, Pride and Prejudice, Austen spares no character, male or female, in her criticism of the understood custom that the only route to happiness was marriage. Jane Austen never married which influenced her portrayalRead MoreYour Possessions And The Way You Expose Yourself1080 Words   |  5 Pagesyour possessions and the way you expose yourself in public. The author’s technique of writing allows readers to interpret characters in various ways. Although the novel does not start off like modern love stories, it ends happily. The novel is also known to be a Bildungsroman, in which characters mature and reevaluate their actions, thoughts, and beliefs. Elizabeth seems to start off with an unforgiving personality. This essential prolongs her and Darcy being together. When she finds out Darcy paidRead MoreSocietal Influence on Nineteenth Century Marriages in Pride and Prejudice1446 Words   |  6 PagesInfluence on Nineteenth Century Marriages in Pride and Prejudice Pride and Prejudice by Jane Austen is a nineteenth century novel revolving around the life and romantic affairs of the Bennett sisters and their family in the English countryside. Seen as a lady-like romance novel, Pride and Prejudice seems like a light read, but in reality Jane Austen uses her novel to make scathing commentary about nineteenth century society in England. Pride and Prejudice contrast the marriages of Mr. Darcy and ElizabethRead MoreEssay on Jane Austen Novels: Success After Death1679 Words   |  7 PagesJane Austen Novels: Success after Death Chuck Leddy, a notable critic, stated Upon her death in 1817, English novelist Jane Austen was completely unknown in the literary world. Why would someone as brilliant as Jane Austen not be world known? By 1817, Austen had already published one of her masterpieces Sense and Sensibility, and it seemed to not bring in as much success as it would later on in life. But the dry spell would eventually end. Two hundred years after Jane Austens death, her booksRead MoreJane Austen s Pride And Prejudice861 Words   |  4 Pagesarticle â€Å"Pride and Prejudice - Inversion and Criticism of the Romantic Novel† written by Koh Tsin Yen, Yen thoroughly explains a deeper meaning of Pride and Prejudice from both hers and Austen’s perspective of the novel. In Jane Austen’s novel Pride and Prejudice, which takes place in the 19th century, Austen portrays marriage and social class as two themes with an extreme importance. While tying together two similar points of views, Yen also incorporates Austen s themes from her novel as well.Read MoreThe Influence of Regency England in Pride and Prejudice1604 Words   |  7 PagesHenry Fielding noted in his novel, Joseph Andrews, that the class-conscious population continued to feel that even â€Å"the least familiarity [with those below in social rank was] a degradation† (137). One of Regency England’s most beloved writers, Jane Austen, continued the tradition of casting literature as a reflection of contemporary society’s biases. Her novels brim with indicators of Regency England’s preconceptions. The characters in Austen’s novel, Pride and Prejudice, seek economic security through

Drug Use And Its Effects On Drugs And The Problems...

The book From chocolate to morphine provides a brief history of the drugs, how drugs are harvested or manufactured, which kind of experiences they offer, their side effects and suggestions on how to deal with them. The authors maintain the approach of providing the facts about drugs while explaining the relevant terms. Each chapter deals with a specific drug category like stimulants or inhalants. Each section provides tips about drug use and a detailed list of further reading. The book also explores the political motivations that make some drugs illegal while others are considered legal. The authors do not hesitate to put forward their opinion on the war on drugs and the problems associated with it. The book also discusses the kinds of problems the policy creates and the persecution it perpetuates on certain classes of people. Weil and Rosen present information on various drugs briefly and separate the facts from misinformation and myths. Drug use has been portrayed in the media ve ry differently than what it actually is and this book is used to reverse some of the misinformation about drug use. The first myth that is burst is that anybody who tries drugs does not get immediately addicted to it. Different people react differently to different drugs (Weil A. R., 2004, p. 22). The setting is also another important factor that affects the user which should be taken into account when considering taking drugs. These are the kind of information the book provides that cannotShow MoreRelatedMethadone Clinics1161 Words   |  5 Pagesworld today that are drug addicts and cannot quit by themselves which is where the methadone clinics come into the picture. Methadone reduces the withdrawal symptoms therefore making it easier to quit drugs. 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Creating Tension Through the Presentation of Magwitch and...

How does Dickens create tension through his presentation of Magwitch and Miss Havisham in Great Expectations? Introduction ============ Great Expectations is about a young boy, Pip, who lives in a deprived town with his sister (Mrs Joe) and her husband (Mr Joe). Pip meets a fugitive, Magwitch and after meeting with this runaway he fears from his life. Pip is then summoned to go and play at Miss Havisham’s house. He then falls in love with Estella who chooses to ignore Pip, which makes him feel pitiful and he hates himself for this. Suddenly his life starts to change as he receives an astonishing gift from a covert benefactor. Pip becomes rich and decides to go and live in London. After becoming rich, Pip decides to forget†¦show more content†¦Magwitch asks Pip to get him a file or Magwitch will kill him. Pip is sad because he had just been to visit his mother and father’s grave. The weather was dull; it a rainy and stormy day. Pips mood was reflecting on the weather. This is called pathetic fallacy. With Miss Havisham Pip is nervous just by looking at the house. â€Å"The great front entrance had two chains across it†¦Ã¢â‚¬  this shows that Pip was frightened of Satis House. Also all the windows had iron bars on them and there would be no light in Satis House. â€Å"†¦ And had a great many iron bars to it† this shows that the windows had iron bars to them. â€Å"†¦ No glimpse of daylight could be seen in it† this shows that it was dark within the walls of Satis House. Dickens uses sinister language choices to create tension an example of this is â€Å" the great†¦Ã¢â‚¬  which refers to Satis House having an immense entrance. This creates tension because Satis House is described as dark and dreary as I have given evidence of this above. In the graveyard it is stormy, its raining, its dark and Pip is sad because he is visiting his parents grave’s. (Pathetic Fallacy), in Satis house its dark and prison like. I have compared both settings. Dickens creates tension through his presentation of Magwitch and Miss Havisham by creating the two similar settings and comparing both Magwitch and Miss Havisham to one another. Paragraph Three – Dickens creates tension through his initial description of

Organizational Change Perspectives

Question: Discuss about the Organizational Change Perspectives. Answer: Introduction The essay discusses the organizational development and change management from the organizational change perspectives. The essay discusses the organizational development, and various organizational change perspectives. Further, the essay discusses in detail about the leadership, management and governance perspective of organizational change. The essay has also discusses the processes of change diagnosis and change intervention and how it is carried in the organizational context. Organizational development It involves research, theory and practice of various concepts related to the organization in order to enhance the knowledge and effectiveness of human resource to achieve more successful organizational change and performance. Organizational development can be defined as process of continuous diagnosis, action planning, implementation and evaluation, with the objective of transferring knowledge and skills to organizations to improve their problem solving capacity and to manage future change. Todays business environment has become highly competitive and dynamic; therefore, it is crucial for business organizations to align with such complex environments. Organizational development helps in aligning the organizations with the rapidly changing business environment through organizational learning, knowledge management and passing on organization values, culture and ethics (Geparth et al. 2014). Organizational development is the use of various techniques and interventions that have been planned and implemented in order to facilitate the incorporation of certain pre-determined and consequential changes in the organizational structure, processes or human resources within the organization. Organizational change perspectives In the modern business environment, it is has become very crucial for business organizations to evolve and adapt as per the requirements of the business. To be successful in the long-run companies are required to implement certain changes that allows it to gain certain competitive advantage over the competitors. Organizational change is important for the any business organization, if it wants to stay in the business for the long term as the business environment is changing at a very rapid pace and only those businesses can survive in the market that adapts and evolves with the changing environment. Further, the change that can be brought depending on the requirement of the business (Coghlan and Shani 2013). For the purpose of this essay Leadership, governance and management; Sustainability; Innovation and entrepreneurship and Technology (disruptive) perspectives are discussed as Leadership, Governance and Management: In order to bring the desired change in the organanizattion, the role of leaders, top executives, change agents and opinion leaders becomes as they exercise greater authority and trust from the employees. A change is most likely to be imbibed in the organization culture if it has backing by the organization leadership and top executives. Moreover, it is also important to have complete governance support before, during and after the change management process so that employees can be assured of the importance of the change and can adjust to their new roles and responsibilities. Effective governance acts as a catalyst to make the change process more efficient and effective (Cummings and Worley 2014). Sustainability: Sustainability motives in the organization include ecological, economic, legal and regulatory, organizational identity and financials. It helps in developing corporate social responsibility opportunities in organizational development. In addition, it helps in identifying what roles gender, ethnicity, culture and class have in bringing and sustaining change. It also helps to identify how perceptions and beliefs inspire sustainable development (Myers et al. 2012). Innovation and entrepreneurship: Innovation and entrepreneurship helps the organization to develop new value chain improvements, new supply opportunities and new market opportunities. It can be attained through employee training, developing strategies to lower staff turnover, managing risks and incorporating due process rigor. It also includes bringing organizational change for a flexible and dynamic business. Technology (disruptive): As technology is one of the most changing and dynamic plays an important role in gaining competitive advantage. Therefore, it is important to implement new technologies in the business as well as innovate new technologies to make the business processes more efficient. Responding to new technologies that creates market opportunities helps in improving the organizations competitiveness. It also helps in eliminating process and role redundancies due to the inefficient technologies. Therefore, it becomes crucial to take advantage of new technologies as soon as possible in order to provide best products and services and thereby enhance satisfaction levels of all the stakeholders of the organization. As is clear from the above discussion that desired change in the organization can be brought about by any of the above organizational change perspectives (Myers et al. 2012).However for the purpose of this assignment, Leadership, Governance and Management is being discussed in more detail. Change Diagnosis The success of any business depends on its ability to respond to change and implementing new business strategies, processes and principles as early as the external business environment make pressure for change. Therefore, it is important for the business organizations to forecast the future market conditions by keeping an eye on the market trends and developments and initiate change processes as soon as possible. In this context, change diagnosis helps in identifying the areas that needs intervention. Change diagnosis includes following steps Most of the changes in the organization are required due to the pressure from the external forces such as invention of new technologies, policies of government, competitors strategies and the like over which the organization. Apart from that, the need for change can also arise from within the organization, if the management is of the view that changes are required in the organization to enhance and streamline internal organization capabilities. From the leadership, governance and management perspective, change is important in the event of crisis, if there is performance gap or new opportunities are identified by the business that require considerable change in the organization (Senge 2014). From the leadership, governance and management perspective, diagnosis can be undertaken by undertaking following two steps: Preparing the diagnostic analysis: It is the pre diagnostic tool that comprises activities such as identifying the study area, building a team responsible comprising of top management, leadership, change agents, opinion leaders and the like that will be responsible for making the diagnosis and selection of most appropriate methods and tools that are necessary for its accomplishment. In an organization, from the leadership perspective preparation for change diagnosis can be undertaken by studying the leadership style being followed in the organization, identifying whether the current organization structure, leadership style and overall management is in align with the organizational mission and objectives. Moreover, it is also important to analyse whether the current leadership and management style would be sufficient to meet the challenges of the future. In order to achieve this, a team comprising of top management, organizational leaders and change agents are required to take a preliminary investigation. It helps the management to identify what changes are required to be made and how it is going to affect the organization in long run. The leadership, governance and management related changes are most difficult as human factors are involved and it requires constant reinforcement to prepare human resources for the desired change (Ford and Foster 2012). Investigation and analysis: Tthis stage is further sub-divided into the following stages: Collecting and organizing data: It is important to collect data in order to validate the importance of change as well as ascertain how the change would enable the organization achieve competitive advantage. Therefore, data concerning one or more fields are collected. Further, according the type of change and its magnitude, change program is formulated. The methods of data collection can be in the form of questionnaire, interview, survey or observation. In addition, it is crucial to analyse both internal and external environment to completely understand the change objectives (Benn et al. 2014). Moreover, from the leadership, management and governance perspectives, it is important to collect data regarding the effectiveness of the leadership and management style in the organization. Data concerning employees confidence in the leadership, capability of management in taking crucial decisions, efficacy of corporate governance, as well as data from the peer organizations about the leadership and management style are collected. This helps the organization to identify pitfalls in the current management styles with concrete evidences. Identifying significant problems: Once the organization has the relevant data about the field that needs change, it is important to list various symptoms that indicate the need for change. With the help of identified symptoms, the management can understand the gap between the expected results and the actual performance that can be analysed using qualitative and quantitative methods. The data collected about the leadership and management perspectives helps in identifying the gap between the expected outcomes from the management versus the actual results. Further, with the help of available data, it has been identified that the current leadership and management style is too bureaucratic with unnecessary control and one way communication method. Thus, it has been identified that the employees are not able to work with their full potential and as a result, the productivity and morale of the employees are negatively affected (Ford and Foster 2012). Analysing pros and cons: It is important to analyse the current management and organizational governance style and identify the pros and cons of it. Further, it is also important to understand the causes or situations that demands change and what elements of the current management style are beneficial for the organization. This helps in developing a connection between the identified symptoms and the primary causes (Benn et al. 2014). By analysing the weak and strong points, together with the causes would help the change agent to identify the loopholes of current leadership style and governance practise and ways to avoid such incidences in the future. Generating recommendations: This stage includes generating recommendations in order to eliminate the drawbacks of previous management and developing ways to exploit the opportunities present in the market. One the issues in the organizational leadership, management style and governance is identified. It is important to identify and develop alternatives that can be incorporated in the organization. This steps marks the precursor of intervention stage of change management with clear specifications to the competences, responsibilities, and the application deadlines (Burke 2013). Change Interventions Interventions can be defined as a set of structured and planned activities in which certain organizational perspectives are engaged in order to fulfil certain objectives regarding systematic improvements and organizational development. The intervention stage of organizational development consist of following steps: Creating a plan for implementing the intervention: This stage involves formulation of detailed intervention strategies for every aspect concerning the organization change. This stage aims at providing solution regarding what the organization wants to achieve, how it can be achieved and understanding the learning from the diagnosis about the barriers to change and what sources can bring the desired change (Anderson 2013). Structuring the activities that need to be implemented: In this step, the various activities that are identified for bringing the desired change in the organization are structured in the order of execution. Moreover, in this step, people such as leadership, top executives and change agents are identified. In addition, various parties to the organization that will be affected by the change are identified and their needs (e.g. training programs) are taken care of (Burke and Noumair 2015). Proper selection and initiation of interventions: In this step maximum use of diagnostic data are employed and the effectiveness of intervention activities are arranged in such a manner that subsequent steps becomes more effective and efficient. It also helps in saving time, energy and organizational recourses. In addition, with proper selection and speedy initiation of intervention activities, not only organization improvement is ensured but also helps in minimizing the psychological and organizational strain (Anderson 2013). Communicating the interventions implemented: Once, the relevant intervention activities are implemented, it is important for the top leaders, executives and change agents to communicate the change initiatives to all the stakeholders of the organization that would be affected by the change programme. The new roles and responsibilities of employees and other affected parties should be clearly communicated to enhance the effectiveness of change intervention and to minimize the resistance from the employees (Burke and Noumair 2015). Feedback and evaluation: The last step in the intervention process is getting feedback from the parties affected by the change and undertaking a thorough evaluation of intervention programme. Depending on the feedback received and the evaluation, some changes or adjustments may be necessary (Anderson 2013). Conclusion From the above discussion, it can be concluded that organizational development can be achieved more effectively by identifying the organizational change perspectives. There are many ways through which change can be implemented in an organization, however, to achieve the desired change identification of appropriate change perspective is crucial. Moreover, it is also important to diagnose the change and implement relevant and adequate interventions. References Anderson, D.L., 2013.Organization development: The process of leading organizational change. Sage Publications. Benn, S., Dunphy, D. and Griffiths, A., 2014.Organizational change for corporate sustainability. Routledge. Burke, W.W. and Noumair, D.A., 2015.Organization development: A process of learning and changing. FT Press. Burke, W.W., 2013.Organization change: Theory and practice. Sage Publications. Coghlan, D. and Shani, A.R., 2013. Organizational-development research interventions: Perspectives from action research and collaborative management research.The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development, p.443. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Ford, J.K. and Foster-Fishman, P., 2012. Organizational development and change: Linking research from the profit, nonprofit, and public sectors. InThe Oxford Handbook of Organizational Psychology, Volume 2. Geparth, R., Savall, H., Zardet, V. and Bonnet, M., 2014. Organizational Development and Measurement: Toward A New Direction. In5me colloque et sminaire doctoral international de l'ISEOR-AOM(p. 17). Myers, P., Hulks, S. and Wiggins, L., 2012.Organizational change: Perspectives on theory and practice. Oxford University Press. Senge, P.M., 2014.The dance of change: The challenges to sustaining momentum in a learning organization. Crown Business.