Drama Of The Tragicomedy Genre - 1745 Words

Drama of the Tragicomedy Genre Tragicomedy is a sophisticated drama that incorporates both tragic and comic elements. On the surface, comedy and tragedy seem to be complete polar opposites of each other, but both of them are very strong and in combination evoke a specific, or a range of emotions. In modern tragicomedy, this variety of feelings became a focal point in major of dramas’ and a synonym to an absurd. Especially, with the advent of realism into genre, comic aspect evolves into irony and farce, and tragedy seems more devastating (Tragicomedy). In a play The Cherry Orchard, Anton Chekhov demonstrates many themes including childishness, clinging to the past, and hypocrisy of humans. Chekhov depicts the conflict between the necessity for change and the nostalgia for the past, which establish controversial emotions throughout the play; the internal drama of everyone appears more important than external events. In comparison with Chekhov, Athol Fugard in his play â€Å"Master Harold†Ã¢â‚¬ ¦ and the boys demonstrates racism, nostalgia and injustice. Fugard uses the conflict in present to point out the external conflict of African society that creates a strong feeling of tragedy rather than tragicomedy. As a modern playwright, Anton Chekhov perceives tragicomedy as a visible discrepancy and essence by using a variety of characters that creates a chaos, however, Athol Fugard uses dramaturgy to present his insights about the social and political environment at the time in aShow MoreRelatedAnalysis Of The Book The Heidi 1999 Words   |  8 Pagesmessage without often knowing if they should be laughing at what appears to be a serious topic. Wendy Wasserstein (1950-2006) is one of the contemporary female playwrights who makes use of dark comedy. She is an excellent example of the genre dark comedy in the late twentieth century. She has won critical acclaim, Pulitzer Prizes and numerous additional awards for her writing. Wendy Wasserstein was the first woman in history to win the Pulitzer Prize as the author of an original play. InRead MoreAn Analysis Of Anton Chekhov s A Play The Cherry Orchard 1675 Words   |  7 PagesTragicomedy is a sophisticated drama that incorporates both tragic and comic elements. On the surface, comedy and tragedy seem to be complete polar opposites of each other, but both of them are very strong and in combination evoke a specific, or a range of emotions. In modern tragicomedy, this variety of feelings became a focal point in major of dramas’ and a synonym to an absurd. Especially, with the advent of realism into genre, comic aspect evolves into irony and farce, and tragedy s eems moreRead MoreSatire : The Fundamental Function Of Satire1644 Words   |  7 Pagesall other sub-genres, and in particular, slapstick comedy. Satire is a technique employed by writers and comedians alike to expose and criticise corruption and shortcomings of an individual or a society by using humour, irony and/or exaggeration. Ultimately, the writer feels obliged to expose these vices to for the betterment of humanity. The fundamental function of satire is to warn the public about prevailing corruption and disorder within a society. [1] Furthermore, the sub-genre of satire hasRead MoreThe Tragedy Of A Tragic Hero1115 Words   |  5 Pagesaudience Reversal: the point when the hero’s situation changes from good to bad Hamartia: the hero’s fatal error or mistake made that leads to his downfall Recognition: simultaneous with the reversal, the hero’s recognition of the truth of the situation Genre 1. Classical tragedies are those written by ancient Greeks and Romans, those written about the ancient Greeks and Romans, and those written in the style and form of those written by the ancient Greeks and Romans. 2. Romantic tragedies are those thatRead MoreThe Merchant of Venice Is a Tragicomedy....I Got 32/35 so Its a Good Essay1558 Words   |  7 PagesA tragedy is a drama or literary work in which the protagonist is brought to ruin or suffers sorrow, especially as a consequence of tragic flaw or moral weakness. Where as, a comedy is a drama or literary work, that is light and often humorous or satirical in tone and it usually contains a happy resolution of the thematic conflict. Thus, a tragicomedy is a fictional work that blends aspects of the genres tragedy and comedy. In Shakespeare’s time a tragicomedy referred to a serious play with a happyRead More Tragic Comedy of Tennessee Williams A Streetcar Named Desire1350 Words   |  6 Pagesoccurrences. It has been said that the â€Å"double mask of tragicomedy reveals the polarity of the human condition†(Adler 47). The contrariety of forces in the work serves to enforce a sense of both reality and drama that are present in everyday human life. The comic elements in the play serve as a form of determined self-preservation just as the tragic elements add to the notion of self-destruction. This is the true nature of a tragicomedy. By juxtaposing two irreconcilable positions, ambiguity isRead MoreFinding The Sun, A Tragicomedy1404 Words   |  6 PagesFinding the Sun, a Tragicomedy Edward Albee’s one act play about four couples’ day at the beach and the ensuing clash of personalities never made it to Broadway and thus never received much critical attention. This series of flowing vignettes is undoubtedly a tragicomedy because it â€Å"causes strong feelings of sadness or regret† as much as it â€Å"is meant to make people laugh† (Merriam-Webster). Finding the Sun discusses topics such as extra-marital affairs, it has a quick and good natured structureRead MoreWilliam Shakespeare s The West A Full Length Play1524 Words   |  7 Pagesplay; the playwright, the genre of the play which tells you if it going to be sad, or funny what is the purpose of this play, and then of course everyone who helps bring the play to life which would the characters. Plays, nowadays, usually last for an hour or so but back in the day that was not the case. In the West a full-length play was about two or three hours, also popular was eight to nine hour plays. Chinese theatre could last all day long. Indian dance dramas went on all night. In 2012Read MoreOscar Wilde s An Ideal Husband2176 Words   |  9 PagesThe genre of comedy, throughout the history of dramatic art has always served to not only entertain audiences, but to make them aware of their own individual flaws, or flaws that exist in society. (Weitz, E.) Comedy has no precise definition, and its boundaries are broad. One function of comedy however has remained the same - to hold up a mirror to the society of the time but through pleasure, inviting audiences to reflect and also providing amusement. Set in the late nineteenth century, the playRead MoreWilliam Shakespeare’s Life Essay782 Words   |  4 Pageshistory plays, which was a popular genre in that era. The plays presente d medieval tragedies played out in bloody piece, and a variety of comedies. Tragedies ended with death and comedies had a successful conclusion. Some tragedies that Shakespeare had written were Hamlet, Othello, King Lear and Macbeth. Shakespeare wrote his key romantic tragicomedies through 1608-13. The Tempest was one of them, which many thought was his most beautiful and poetic play. Tragicomedy meant a serious play with a happy

Cfa Level 3 2013 Summary - 8327 Words

Behavioral Heuristics – Check Anchor/OAR Availability– Conservatism, Anchoring, Overconfidence, Ambiguity aversion, Representativeness, Availability Traditional Finance – TF-RAR - Risk averse, Asset integration, Rational expectations Behavioral Finance – BF-LAB - Loss averse, Asset segregation, Biased expectations Type of Investors – CMIS - Cautious, Methodical, Individualistic, Spontaneous IPS Process – OCSAEEA, Old Cars Sell At Eastern European Auctions – Objectives, Constraints, Strategy, Allocation, Execution, Evaluation, Adjustments IPS Constraints – URLIT - Unique, Regulatory/legal, Liquidity, tIme, Tax TDA vs. TEA – Higher Enders Take TEA – Higher Ending Tax rate TEA better Residence vs. Source – Pay Greater rate with†¦show more content†¦This is a sign of heuristic-driven bias. Behavioral finance assumes that: 1.investors are loss averse, which means they prefer uncertain losses to certain losses. 2.investors exhibit biased expectations, due to overconfidence in their ability to forecast the future. 3.investors construct portfolios via asset segregation, meaning that they tend to focus on an asset’s individual investment features versus its impact on the overall portfolio position By admitting his mistake but reiterating other projections, one used the single predictor defense. Feeling that they should spread out their risk, but not knowing how leads to the 1/n diversification heuristic. Often times, participants will only have a rough understanding of the effects of correlation and diversification and will simply divide their assets equally over the investment options in the plan in an attempt diversify their portfolio. DC participants tend to hold excess stock of the company they work for due to familiarity and a perceived endorsement by management. The endorsement effect refers to the misconception that by offering an investment as an alternative, the sponsor is implicitly endorsing it as a good investment. Note that the status quo bias refers to a lack of action on the part of the participant. Also note that putting too much in company stock would be an example of an investor being â€Å"boundedly selfish† in that there does not seem toShow MoreRelatedResearch And Analysis Of Hr Recruiting Event For A Financial Analyst Position1709 Words   |  7 Pages Final Paper Milestone #2 Student Nan Liu United States University: MGT504 HR Leadership 10/04/2015 Professor Jennifer Newmann Executive Summary This paper provides details about the research and analysis of HR recruiting event for a financial analyst position in a credit card company named Discover Financial Services in their headquarter Riverwoods, Illinois. 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Analysis Of Personal And Professional Development - Free Sample

Questions: 1. (a) Analyse and discuss the various approaches to self-managed learningand lifelong learning in relation to your own experience. (b) Assess the benefits of self-managed learning to you and yourorganisation. 2. (a) Carry out an audit of your personal skills and competencies using theformat and assess the skills needed to work professionally in anorganizational setting. (b) Analyse your personal SWOT factors and devise a personal andprofessional development plan with specific career developmentobjectives.3. (a) Critically examine how you would proceed to implement your personaland professional development plan by making reference to the processand key activities to be carried out. (b) Critically evaluate the process of reflecting on the achievement againstexpected aims and objectives and discuss how you would review the planbased on the outcomes.4. (a) Investigate and analyse one work-based problem in your workenvironment and suggest/recommend solutions using appropriatecommunication methods and styles at different level. (b) Critically examine the application of effective time managementapproaches in various situations in your own context. Answers: Introduction Personal and professional development is a continuous process which not only helps the individual but also the organisation (Throop Castellucci, 2010). It involves processes of self-discover and self-examination wherein one analyses their own skills and potentials and plan improvements in order to attain desired future goals and career achievements (Carducci, 2009). This assignment aims at identifying and evaluating personal skills and developing a personal and professional development plan in order to minimise the gap between exiting skills and desired skills. The author works as a HR administrator at the OCS Groups Ltd. As an HR administrator her role is a mix of HR and admin wherein she is the first point of contact for all HR related queries, he has to administer all HR related documents, assist in recruitment and selection process, conducting interviews and communicating with recruitment agencies and candidates (Armstrong, 2006). Founded in year 2001 by Mark Tranfield, OCS Group Ltd provides their clients with premier services in technical training, inspection and commissioning (OCS Group, 2015). It is recognised for developing most innovative solutions in order to solve most complex problems of their clients. 1. Role of self-managed learning in enhancing lifelong learning 1.1 1.2 Various approaches to self-managed learning and lifelong learning Self-managed learning also referred to as self-directed learning involves individuals taking self-initiative to analyse their own learning needs with or without the support of others (Aspin, 2008). Once the learning needs are identifies they define their learning goals, recognise input resources and evaluate the learning outcomes on a regular basis (Friedman, 2013). It encourages individuals to take complete responsibility of meeting their own learning needs in order to improve their existing skills up to desired level (Matthews, et al., 2009). Every individual has their own learning style and the self-motivation greatly influence what they learn (West Turner, 2010). They primary self-managed learning theories are; reinforcement theory which suggests that behaviour of individuals change owing to their reaction to different situations, cognitive learning theory which considers learners as information processing machines, experimental learning theory which considers learners as active agents of their own learning and social learning theory wherein social interactions are considered as most effective pattern of learning (Boud, et al., 2006). With people becoming more and more tech savvy and active on social media, online platforms like social networking sites, e-books, forums and bulletin boards are gaining more attention from learners. Learning styles refer to set of theories that evaluate the differences in ones habitual and natural pattern of processing and absorbing knowledge in particular learning environment (Graves Norman, 2013). The Henry Mumford learning style and Kolbs learning style are the two common learning styles (Friedman, 2013). The Henry Mumford learning style defines four types of learners as shown in figure below. Fig.1. Source: Friedman (2013) The author is an activist as she is passionate to learn new facts and face challenges. She is full of positive attitude and enthusiasm thus believes in active experimentation. Enhancement of lifelong learning involves changing peoples perception and is concerned with accountability (Graves Norman, 2013). It helps individuals in improving current skills and acquiring new skills. The process of lifelong learning involves two main steps namely; Accountability which involves making employees realise that they are responsible for their development and professional growth and also accountable for the growth of their employer (Aspin, 2008). The author has always been active in taking the ownership of work assigned to her as it makes enforcement of lifelong learning easier. Second step is goal setting which involves creating clear vision of what is accepted and how to go about to achieve it (Hellriegel John W. Slocum, 2011). It is important that organisations give their employee ample opportunities to indulge in self-managed learning (Kitchin, 2010). They should encourage lifelong learning by providing options for on-job trainings, distance education and linking their higher education with the industry they serve (Mullins, 2011). The author has developed a clear vision of improving her existing skills in order to achieve desired career growth. 1.2 Benefits of self-managed learning Self-managed learning turns out to be fruitful for both the individuals and the organisation they work for (Kee Eraut, 2011). It helps individuals in minimising the gap between present potential and desired potential. It helps individuals in acquiring new skills so that they can meet the expectations of their employees and even capture new growth opportunities (Lauby, 2005). It makes an individual more confident, accountable and delivers self satisfaction. In case of the author self-managed learning has help her in identifying her strengthens and weakness by performing an audit of her personal skills. She has been able to realise her true potential and recognise her weak points which she will minimise by improving existing skills and acquiring new skills. From an organisations point of view self managed learners are their most precious assets and are the main source behind innovative ideas (Anaya, 2012). Self-managed learners tend to perform better and in better coordination with each other. They help creating a knowledge sharing work culture which facilitate in effective team work (Shajahan, 2007). Self-managed learners are found to be comparatively more accountable and goal oriented thus they are concerned about their own growth as well as profitability and goals of the organisation. 2. Managing own personal and professional development 2.1 2.2 Audit of personal skills An audit of personal skills and abilities help in identifying ones strengthens and weaknesses based on which personal and professional development plan can be developed (Bolton, 2010). It will help her decising on activities that are to be untaken in order to minimise the gap between her existing skills and desired skills. The author has graded her skills on the scale range of 0-5. Poor performance; 1- needs considerable improvement; 2- average performance; 3- above average performance; 4- good performance; 5- excellent performance Audit of personal skills Skills Score Written communication 4 Verbal communication 3 Multi tasking 2 People Management 3 Time Management 3 Knowledge of HR policies and procedures 4 Presentation skills 3 Problem solving 4 Team Player 4 Leadership and motivation skills 2 The outcome of personal skills audits reveal that the author has good command over her written communication skills however must work on her verbal communication skills which is very important as she is in a people management role. She has good knowledge of her area of business and is good team players. She needs to focus on her multi-tasking, time management, presentation skills, people management and leadership and motivation skills. 2.3 2.4 SWOT analysis of personal skills and development of personal and professional development plan SWOT analysis is a strategic management tool that will help the author in identifying her internal strengths and weakness and analysing the external opportunities and treats (Strategic tools: SWOT and PESTLE, 2009). SWOT Analysis Strengths Weaknesses Degree in human resource management Good Communication skills Positive attitude and willingness to take initiatives Good team player Good knowledge of area of business Friendly and full of enthusiasm Good in people management Good understanding of technology Weak in multi-tasking activities Average time management skills Average presentation skills Poor leadership, motivation and negotiation skills Opportunities Threats A number of online and offline short term courses are available. On-job training Growing job opportunities in HR field Companies prefer individuals with upgraded knowledge and presentation skills. Organisations prefer individuals with multi-tasking capabilities that help them in reducing cost. Current organisation prefer promoting people with good leadership and motivation skills SWOT analysis helps the author in developing her personal and professional development plan which is shown in table below. Personal Development Plan Learning Needs Priority Activities to be undertaken Resources required Target deadline Proof of achievement People Management skills High 10 weeks online course in people management Finances and time May 2015 Certificate of completion Leadership, motivation and negotiation skills High Part time course from reputed institute Finance and time August 2015 Certificate of completion Time Management High On-job training of 2 days Time and availability of training March 2015 Certificate of completion Multi-tasking High Taking up multiple projects Current organisation projects Continuous Outcomes of projects undertaken Presentation skills Medium On-job training of 1 week Time and availability of training April 2015 Certificate of completion Upgrade knowledge of area of business Medium Online books, journals, HR communities and other resources available on internet Time Continuous Continuous The above development plan will help the author in improving her existing skills and acquiring new skills. It will help her in maximising her strengths to take advantage of opportunities present and minimise her weaknesses to avoid threats. 3. Implementation and review of personal and professional development plan 3.1 3.2 Implementing personal and professional development plan Success of personal development plans depends on how dedication level of the learner and how religiously they follow the designated time frames (Schon, 2008). Implementation of personal development plan is a four step process as shown in figure below. Personal Development Plan Cycle Fig.2. Source: Steiner (2010) First step of PDP cycle involves identifying personal learning needs (Armstrong, 2011). The author has performed an audit of personal skills and also performed SWOT analysis in order to identify her strengthens and weaknesses. This has helped help in realising that she must focus on her time management, multi-tasking, people management, leadership and motivation and presentation skills. Second step is planning which involves goal setting, planning activities to be undertaken and defining definite time frame (Deb, 2006). The author has defined realistic goals, plan future activities and has allocated herself a time frame of six months to improve her existing skills and acquire some new skills. Third step involves identifying resources that can help in achievement of desired learning goals (Carroll, 2013). The author has selected online and offline courses after enquiring about them from friends and checking online reviews. She has selected the on-job trainings for which she will enrol. She has selected various online books, journals and communities which she will use to further upgrade her knowledge of her area of business. Last stage of PDP cycle involves reflecting on actions performed and gathering feedback for evaluating achievements and progress (Denicolo Reeves, 2013). She can reach her supervisors and subordinates to evaluate her performance and provide her adequate feedback. Based on the feedbacks received she can review her PDP and make changes in it order to achieve desired results. 3.3 3.4 Reflecting on achievements and review of plan based on results Reviewing a personal development plan needs same level of dedication and focus as was needed in its initial development (Ellis, 2005). Reflective practice needs individuals to evaluate and reflect on their own work in order to go ahead with the process of continuous learning (Luis, 2010). The author can rely on Schon, Kottkamp and Brookfields four lenses theory of reflection which is a strategy for professional development according to which individuals must focus on their behaviour and improve it accordingly to improve the quality of their overall performance (Department of Occupational Therapy, 2008). The author will have to review and evaluate the activities she has performed till dates to further incorporate changes in her personal development plan. Development activities performed till date Learning needs Undertaken activities People Management skills Enrolled in an online course on people management Leadership, motivation and negotiation skills Enrolled in a part time course from a reputed institute Time Management Enrolled for an on-job training of 2 days to be held in first week of February Multi-tasking Have requested her supervisor to give her an opportunity to be involved in different projects Presentation skills Have enrolled in an on-job training of 1 week to be held on second week of march Upgrade knowledge of area of business Have gather number of online books, journals and other articles related to HR topics and have become member of HR online forums. After reflecting on the activities performed till date the author can develop a revised personal development plan. Reflection of her own actions helped enhancing her self confidence and satisfaction. Authors revised personal development plan is shown below. Revised Personal Development Plan Learning Needs Priority Activities to be undertaken Resources required Target deadline Proof of achievement People Management skills High Enrolled for the online course and putting efforts to gather maximum information from other resources Finances and time May 2015 Certificate of completion Leadership, motivation and negotiation skills High Already enrolled, achieve merit result Finance and time August 2015 Certificate of completion Time Management High Attending the session to which she has enrolled Time February 2015 Certificate of completion Multi-tasking High Waiting for supervisor to provide her different projects Current organisation projects Continuous Outcomes of projects undertaken Presentation skills Medium Attending the session to which she has enrolled Time March 2015 Certificate of completion Upgrade knowledge of area of business Medium Reading gathered online books, journals and other articles on internet about HR topics. Actively participating in HR forums which she has joined as a member Time Continuous Continuous The revised personal development plan will further help the author in achieving her learning needs and taking advantage of various career opportunities present in current organisation or in external market 4. Acquired interpersonal and transferable skills 4.1 4.2 Analysis of work-based problems and recommendations using various communication methods and styles at different level Transferable skills are also referred to as essential skills or employment skills (Steiner, 2010). They comprise of aptitude and knowledge gained through personal life experiences like jobs, school, university, and hobby classes etc (O'Neill, 2011). These skills are representation of ones personal effectiveness and include skills like communication skills which is ability to effectively communicate with others irrespective of their position, ones willingness to take initiatives, reliability, self-discipline, problem solving skills and creativity (Adair, 2011). Author being a HR administrator has to face a number of work-based problems. She has identifies that her time management skills are not very strong and many times she faces problem in effective time management. She seldom faces problem when she has trainings and interviews scheduled and at the same time she has to respond to HR related queries of employees (Thompson, 2009). Job of an HR administrator is very tiring and effectiv e time management skills are very essential for achieving desired career objectives (Cooper Burke, 2011). The author can use problem solving cycle to solve her work-based problems as shown in figure below. Problem Solving Cycle Fig.3. Source: Thompson (2009) Effective communication is an essential skill to attain desired career goals (Blundel Ippolito, 2008). Communication is the process by which sender transmits desired message to receiver using various verbal and non-verbal means. Verbal communication is one in which speech is used to deliver desired messages (Blundel Ippolito, 2008). Non-verbal communication is one in which written words or body gestures to deliver desired messages (Fielding, 2006). The behavioural grid identifies four communication style namely; Relator who are introverts and like staying confined to themselves, socialiser who are extroverts and like others company, directors who display a dominating personality and thinkers who are reserved and avoid sharing their thoughts (Fielding, 2006). Author being in a people management role need to focus on her written and verbal communication skills in order to communicate to individuals at all levels. Communication Styles Fig.4. Source: Blundel Ippolito (2008) Author being in a people management role need to focus on her written and verbal communication skills in order to communicate to individuals at all levels. 4.3 Approaches to effective time management Effective time management is essential for implementation of personal development plan and achieving desired career growths (Forsyth, 2010). Effective time management involves following a five step process as described below: Defining realistic goals: The most important step of effective time management involves defining realistic goals. Goals must be achievable and measurable. Author has defined realistic goals for herself also identifying her strengths and weaknesses. Sub diving complete process into small tasks: It is important to divide the learning process into small tasks so that they appear achievable. Deciding Priority: Once the learning needs are identified it is essential to prioritise them based on their level of urgency. Developing Schedule: It is important to develop a schedule with definite time frame allocated to each activity else the whole process will be a chaos. Stay away from distraction and seek form expert help: In order to complete the tasks within specified time frame it is important to avoid all forms of distractions. The author has enrolled with various reputed institutes and is regularly asking her supervisor for adequate feedback. Conclusion Self-managed learning not only benefits individuals but also the organisation they work for. Skilled employees are considered as the most precious asset for an organisation and tend to perform better. It helps increase one self confidence and effectiveness thus opening doors for better opportunities and career growth. Self-managed learning has helped the author in identifying her learning needs and accordingly devises a personal development plan to achieve them. 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L., (2013) Continuing Professional Development: Lifelong Learning of Millions. New Jersey: Routledge. Graves Norman, (2013) Learner Managed Learning: Practice, Theory and Policy. New Jersey: Routledge. Hellriegel, D. John W. Slocum, J., (2011) Organisational Behaviour. New York: Cengage Learning. Kee, A. M. Eraut, M., (2011) Learning Trajectories, Innovation and Identity for Professional Development. Hamburg: Springer Science Business Media,. Kitchin, D., (2010) An Introduction to Organisational Behaviour for Managers and Engineers. New Jersey: Routledge. Lauby, S. J., (2005) Motivating Employees. New York: American Society for Training and Development. Luis, R. V., (2010) Management skills and leadership techniques. London: Ideaspropias Editorial S.L.. Matthews, G., Deary, I. J. Whiteman, M. C., (2009) Personality Traits. Cambridge: Cambridge University Press. Mullins, L. J., (2011) Essentials of Organisational Behaviour. London: Financial Times Prentice Hall. O'Neill, A., (2011) Manager to Leader: Skills and Insights for a Successful Transition. Riverwoods: CCH Australia Limited. Schon, D., (2008) The Reflective Practitioner: how professionals think in action. London: Temple Smith. Shajahan, S., (2007) Organisation Behaviour. New Delhi: New Age International. Steiner, G. A., (2010) Strategic Planning. New York: Simon and Schuster. Strategic tools: SWOT and PESTLE, (2009) Strategic tools: SWOT and PESTLE. Thompson, N., (2009) People Skills: Third Edition. Hampshire: Palgrave Macmillan. Throop, R. K. Castellucci, M., (2010) Reaching Your Potential: Personal and Professional Development. New York: Cengage Learning. West, R. Turner, L., (2010) Understanding Interpersonal Communication: Making Choices in Changing Times, Enhanced Edition. New York: Cengage Learning.