Rabindranath Tagore Story & Poem Essay Example for Free

Rabindranath Tagore Story Poem Essay A Nandalal Bose illustration for The Hero, part of the 1913 Macmillan release of The Crescent MoonThe Sadhana period, 1891–1895, was among Tagores most fecund, yielding more than half the stories contained in the three-volume Galpaguchchha, itself a group of eighty-four stories. [18] They reflect upon Tagores surroundings, on modern and fashionable ideas, and on mind puzzles. Tagore associated his earliest stories, such as those of the Sadhana period, with an exuberance of vitality and spontaneity; these traits were cultivated by zamindar Tagore’s life in villages such as Patisar, Shajadpur, and Shilaida. Seeing the common and the poor, he examined their lives with a depth and feeling singular in Indian literature up to that point. [79] In The Fruitseller from Kabul, Tagore speaks in first person as a town-dweller and novelist who chances upon the Afghani seller. He channels the longing of those trapped in mundane, hardscrabble Indian urban life, giving play to dreams of a different existence in the distant and wild mountains: There were autumn mornings, the time of year when kings of old went forth to conquest; and I, never stirring from my little corner in Calcutta, would let my mind wander over the whole world. At the very name of another country, my heart would go out to it I would fall to weaving a network of dreams: the mountains, the glens, the forest . . [80] Many of the other Galpaguchchha stories were written in Tagore’s Sabuj Patra period (1914–1917; also named for one of Tagores magazines). [18] A 1913 illustration by Asit Kumar Haldar for The Beginning, a prose-poem in The Crescent MoonTagores Golpoguchchho (Bunch of Stories) remains among Bengali literatures most popular fictional works, providing subject matter for many successful films and theatrical plays. Satyajit Rays film Charulata was based upon Tagores controversial novella, Nastanirh (The Broken Nest). In Atithi (also made into a film), the young Brahmin boy Tarapada shares a boat ride with a village zamindar. The boy reveals that he has run away from home, only to wander around ever since. Taking pity, the zamindar adopts him and ultimately arranges his marriage to the zamindars own daughter. However, the night before the wedding, Tarapada runs off—again. Strir Patra (The Letter from the Wife) is among Bengali literatures earliest depictions of the bold emancipation of women. The heroine Mrinal, the wife of a typical patriarchical Bengali middle class man, writes a letter while she is travelling (which constitutes the whole story). It details the pettiness of her life and struggles; she finally declares that she will not return to her husbands home with the statement Amio bachbo. Ei bachlum: And I shall live. Here, I live. Haimanti assails Hindu marriage and the dismal lifelessness of married Bengali women, hypocrisies plaguing the Indian middle classes, and how Haimanti, a sensitive young woman, must—due to her sensitiveness and free spirit—sacrifice her life. In the last passage, Tagore directly attacks the Hindu custom of glorifying Sitas attempted self-immolation as a means of appeasing her husband Ramas doubts. Musalmani Didi examines Hindu-Muslim tensions and, in many ways, embodies the essence of Tagores humanism. Darpaharan exhibits Tagores self-consciousness, describing a fey young man harboring literary ambitions. Though he loves his wife, he wishes to stifle her own literary career, deeming it unfeminine. Tagore himself, in his youth, seems to have harbored similar ideas about women. Darpaharan depicts the final humbling of the man as he acknowledges his wifes talents. As do many other Tagore stories, Jibito o Mrito equips Bengalis with a ubiquitous epigram: Kadombini moriya proman korilo she more nai—Kadombini died, thereby proving that she hadnt.

Definition Of Resistance To Change Management Essay

Definition Of Resistance To Change Management Essay This chapter will cover the definition of change and resistance to change, then each variable which may potentially influence middle managers attitude towards change are discussed separately which include: middle managers perceived benefits of change, and middle managers involvement in change. Secondly, the chapter will also discuss the influential factors which may influence attitude towards change, based on extensive literature of researches carried out which include: organization benefits, organization barriers, employees age, employees education, and demographic characteristics. Finally, the chapter will end with a conclusion. As cited by Jia, Li, Song, Tsui, Zhang (2008) middle managers are taking an important position in organizations. They are accountable for achieving organizational goals by translating and implementing organizational strategies, managing change, creating optimal working environments, ensuring smooth running of operations, building teams and motivating subordinates, and so on Delmestri Walgenbach (2005), Floyd Wooldridge (1997), Huy, (2002),Barsoux, Kieser, Ganter, Stewart Walgenbach(1994). In order to survive, organizations rely on the creativity and innovation of middle-level managers Dutton, Ashford, Oà ¢Ã¢â€š ¬Ã… ¸Neill, Hayes, Wierba(1997). Resistance to change introduces costs and delays into the change process Ansoff (1990) that are difficult to anticipate Lorenzo (2000) but must be taken into consideration. Resistance has also been considered as a source of information, being useful in learning how to develop a more successful change process Beer and Eisenstat (1996), Gol dstein, 1988; Lawrence(1954), Piderit ( 2000), Waddell and Sohal (1998). In previous research, middle managers were identified as the key group in organizations that covers a wide range of responsibilities. Mintzberg (1980) identified as one of the responsibilities of middle managers were translating strategy into operations. Miller Shamsie (1996), stated that knowledge has become one of the most important assets in economic life. Unlike physical assets, which have traditionally been considered the basis of competitive advantage, knowledge assets are the source of todays organizations ability to outperform their competitors In addition, Carney (2004) also stated that middle managers are the ones who developed strategy. Beckwith, Glenzer Fowler (2002), defined middle managers as the ones capable of leading change from the middle. Other definition of responsibilities of middle managers are championing, synthesizing, facilitating and implementing FloydLane (2000); Anderson-Ashcraft (2007) 2.2 Definition of Change Change can be defined as the process of transitioning from one state to another (Newton, 2007). According to Newton the word transformationà ¢Ã¢â€š ¬Ã… ¸ is often used as a synonym for change. According to Herold Fedor, (2008), organizational change defined as alterations of existing work routines and strategies that affect a whole organization has become a central focus in the strategic and change management literatures Beck, Bruderl, Woywode, (2008); Huy,(1999) Pettigrew, Woodman, Cameron, (2001). A common distinction made in the management of organizational change is between incremental and radical change (Lee, 2011). Arris (1999) referred to incremental change as continuous improvement. Radical change is according to Lee (2011) often referred to as transformation. According to Miller and Friesen (1984) and Greenwood and Hinings (1996) radical change is a qualitative alteration of an organizations rules of organizing the fundamental rules that members use to interact cognitive ly and behaviorally with the world around them. Kotter, Schlesinger Sathe (1986), underscore this by commenting that most managers approach change with a simple set of beliefs and end up exacerbating the problems that arise because they fail to understand them in any systematic manner. However, in many cases, sometimes estimated to be as many as 50 percent of all changes, organizational change has failed to deliver expected results and or meet intended objectives Marks,(2006); Paper Chang, (2005); Quinn, (2004). Similarly, a recent survey of global companies reported that only one-third of organizational change initiatives were considered successful by their organizational executives Meaney Pung, (2008).Former empirical researches concluded that attitudinal and behavioral implications of employees had An important participation in the success of organizational change. For instance, researchers have found that individual employees change related attitudes and behaviors are related to post change organizational performance Kim Mauborgne, (2003), Robertson, Roberts, Porras, (1993) and their work performance following change Neubert Cady, (2001). Paton and Mc Calman, (2000) stated that change management approaches and theories generally stress the need to multi-task and to view change holistically. They also stated by means of research done that women middle managers are likely to be far better suited to multi-tasking than their male colleagues. Dempster, (1998) confirmed that it is not surprisingly, that they tend to manage change differently. 2.3 Definition of resistance to change Lewin (1951) was one of the first researchers to consider the notion of employee resistance to organizational change in the management field. His conception of the term was drawn from the physical sciences and considers resistance to be a restraining force attempting to maintain the status quo Piderit, (2000). Bouckenooghe (2011) stated that the majority of the literature about attitudes toward change, including resistance toward change, focuses on planned, top-down driven organizational change and the individual level of analysis. The term resistance always implies a sense of opposition Hollander Einwohner, (2004). Bouckenooghe (2010) and Piderit (2000), stated that in recognition of the varying definitions of resistance to change and similar concepts that have emerged, such as cynicism about organizational change, some authors have tried to create a more integrative view of attitudes toward change. They also stated that, This notion of attitudes toward change is used to bring toge ther the varying ways of conceptualizing peoples reactions toward change by incorporating cognitive, affective or emotional, and intentional, behavioral components The specific problem in this research is to determine how two main potential determinants, perceived benefits of change and involvement in change impacts middle managers attitude. This research verified how these factors acts as possible mediator to influence the attitudes of middle managers in a positive or negative way towards change, in organizations. Giangreco (1999) argues that the distinction between overt and covert forms of resistance to change is particularly important in relation to middle management roles. He stated that middle Managersà ¢Ã¢â€š ¬Ã… ¸ dissent usually takes the form of passive resistance than of open rejection. Van Zandt (2004) argues that manager resistance comes from a slightly different perspective than the other employees. According to him, the leading reason for managersà ¢Ã¢â€š ¬Ã… ¸ resistance to change is fear of loss of power and control. The two factors directly related to this are the perceived benefits of change and the involvement in the chan ge process. Attitude of a person is determinant how he will perceive whatever change has to be applied. This is in line with Ajzen and Fishbeins (1980) theory of reasoned action suggesting a direct link between peoples specific attitudes towards a given phenomenon and their behavioral reaction to it Bandura,(1977); Fishbein and Ajzen,(1975). Change often eliminates something over which the manager had control or introduces something over which the manager does not have control. As cited by Van Zandt, some managers perceive a change as a personal attack by other managers and react to the change initiative as a battle for turf. Prosci,(2003). They feel an overload of their current tasks, the pressures of their daily activities, and limited resources to assist them with the new responsibilities given to them during the change process Durant, (1999). Giangreco and Peccei (2005) suggest that the most common factors that affect employee level of resistance to change in organizations are perceptions of the cost and benefits associated with change and the extent of their involvement in the actual process of change. They noted that the perception of the cost and benefits associated with change relates to the content of change. Braaf, P (2011) said that it specifically refers to individualsà ¢Ã¢â€š ¬Ã… ¸ perceptions of the possib le impact that the change could have on them, of the personal advantages and disadvantages associated with the actual change itself. Dempster, (1998) also stated that, gender issues in the workplace have also faced a great deal of scrutiny, however there has been little or no research linking gender differences to the management of change. These factors that go along with change can cause substantial fear and anxiety amongst individuals involved in the change process and; hence, can become an important source of resistance to change Caruth, Middlebrook, Rachel(1985), Mc Crimmon(1997), Hegarty(1993), Nadler (1993), Hultman, (1995), Folger and Skarlicki (1999); Pardo del Val and Martines Fuentes (2003). According to Giangrecco and Peccei (2005) individuals will exhibit higher levels of resistance when they perceive more costs from change than benefits. Regarding the process as the other major influence on resistance, Giangrecco and Peccei (2005) argue that it relates to the way the change itself is managed. It refers to the way in which individuals affected by the change Figure 1-Model Source: Giangreco and Peccei (2005): Middle managers resistance to changehttp://imageserver.ebscohost.com/img/imageqv/archive/3cc/20051001/1481384.jpg?ephost1=dGJyMNXb4kSepq84v%2bvlOLCmr0qepq5Srqa4SK6WxWXS are involved in the process of change, and the extent to which they participate in various aspects of the development and implementation of the change within the organization. Following the explanatory model of resistance to change Giangreco and Peccei (2005) gives the relational factors that affects attitude towards change. This conceptual model, (Figure 1-1),showed the interrelationship of the dependable Resistance To Change and Attitudes towards change, with the two independent variables Perceived benefits of change and the Involvement in change. This study, however was to investigate the involvement in the change process and the perception of the cost of change on managers attitudes towards the change itself, and how this, influence their reactions towards change Kotter and Schlesinger, (1979), Lawrence, (1954), Pugh, (1993). As mentioned in limitations the direct and indirect influences on resistance to change were excluded. The two independent variables involvement in the change processes and perceived benefits of change are the factors that directly, influence attitudes towards change, which could acts as mediator to positively or negatively influence middle managers reactions toward change. Hence, the factors perceived benefits of change and involvement in change both can have a direct or indirect effect on change, through the indirect influence of factors that impact managers attitudes towards change. 2.4 Perceived Benefits of Change The variable Perceived benefits of change represents how the middle managers filter their preferences and appreciation of the changes to happen. Isabella, (1990), Lau and Woodman, (1995), Smollan,( 2006) stated that success of a change process is not determined or dictated by how change is described, explained, or understood by scholars, but by how it is experienced and what it means to those directly affected. The cognitive aspect of Change is a determinant on the attitude of middle managers. Mintzberg (1990), Floyd and Wooldridge(2000) stated that middle managers can both be thinkers and doers of strategy .The social conception and personal values or self interest are some critical triggers to the attitude of middle managers to accept change. Change can be viewed and understand by managers in different ways. According to Bartunek, Lacey and Wood, (1992); Stubbard, Meindl and Porac, (1994); Weber and Manning, (2001), participants view change, it is filtered through their preferences and appreciated and accepted or resisted accordingly. Such preferences are a function of social cognition or sense-making Weick, (1999). Atkinson (1984), Brett, Stro, Reilly, (1993) stated that job changes within the company are usually seen as a positive phenomenon, contributing to organizational flexibility and employee development. The perception is the key factor for a manager to decide if he engaged to change to be applied in an organization if considered desirable or undesirable. DiBella (1996) stated that Perceptions of the change varied at different levels of analysis and across the organizations department-based subcultures. Kotter and Schlesinger (1979) state that there are four common reasons for employees resistance: a desire not to lose something of value, a misunderstanding of the change and its implications, a belief that the change does not make sense for the organization and a low tolerance for change. Diener, Smith, Fujita, 1995; Shaver, Schwartz, Kirson, OConn or 1987 defines that, like moods, emotions can easily be classified into positive and negative categories, however, research has shown that there are many more than two distinct emotions. Kotter (1995) also observed more than 100 companies in a decade and reported that when organizations attempt a major change, the employees often understand the new vision and want to make it happen, but there are obstacles that prevent execution. Taylor, and Weaver (1977), Penley and Hawkins (1980), Quinn, Smes and McCullough (1973) stated that yet womens attitudes toward their jobs are often more favorable than mens. All mentioned, are based on how a manager can perceive the benefits or the loss regarding its position in a new process of change which affects its attitude towards change. 2.5 Attitudes towards change Attitudes of middle managers are considered as the mediating tool for success or for failure. Alreck Settle (2004) defined attitudes towards organizational change as the beliefs of a manager about organizational change and their likelihood to take action based on these beliefs. If the influence on the attitude of the middle manager is negative, his total attitude towards delegation of change strategies will be negative. In addition, Blau, Ferber, and Winkler,(1998),Jacobs (1992) observed that although women have made progress at moving into management positions in recent years, gender segregation of organizational hierarchies persists, with women often concentrated in lower and middle level management positions rather than the more salient upper-level positions Beer, Eisenstat, and Spector (1990) found that in the fundamental flaw as the fallacy of programmatic change that the place to begin an organizational change is with the knowledge and attitudes of individuals. Middle managers are the ones who interpret actions, experience and observation in both directions to the top management and to the work floor. Burgelman (1994), Currie (1999) Currie and Procter (2001), all stated that middle managers play a central role in developing new ideas with the reshaping of firm capabilities and affecting strategic renewal. Strategy implementation and strategy formulation are closed interrelated, half of the strategic decisions in organizations fail for reasons relating to strategy implementation rather than formulation Jarzabkowski, (2008); Mintz- berg Waters, (1985) Hickson, Miller, Wilson, (2003); Nutt, (1999). Mcshane and Von Glinow (2008), gave another dimension of attitude toward change indicated that, it generally consists of a persons cognitions about change, affective reactions to change, and behavioral tendency toward change. Allen and Meyer(1993;1997), Mowday, Porter, and Steers,(1982) found out that, older and more tenured workers have more access to positive work experiences, explaining their higher levels of commitment. Explaining the different satisfaction levels that men and women have experienced. Hakim (1991) and Fagan and Rubery (1996) have also suggested that women in full-time and part-time employment have qualitatively different working attitudes than men, explaining the different satisfaction levels that men and women have experienced. Chreim (2006) also stated that attitudes function as predictors of subsequent behavior with regard to participation in the process of change. Therefore, whenever change occur attitudes towards such change should be taken into consideration because it predicts success and failure of the programs. Meyer and Allen (1991), stated that organizational commitment is expressed by attitudes and behavior that reveal an employees identification and involvement with the organization and it has been linked to increased productivity and reduced absenteeism and turnover. Keck (1997,) argued that, demographic studies showed that young, less tenured and heterogeneous middle managers have the composition most likely to produce strategic and structural changes in turbulent contexts. According to Rosabeth Moss Kanter (1993,1994),the gender balance in the workplace is changing, this is one of the most significant demographic phenomenon ever to face organizations. As stated by Kanter (1991), Mintzberg (19 94), Pascale (1997), Boddy and Paton(1998), Paton and Mc Cal-man (2000), given the emphasis placed upon developing a transformational style, or culture, when managing change, or when formulating and implementing strategic initiatives, one could speculate that women may be better equipped to manage such situations than men. 2.6 Involvement in change The second variable involvement in change is the experience of the middle managers participation in the development of the strategies that will affect its attitude towards the change itself. Floyd (1992),Wooldridge (1997) and Balogun (2003), stated that the middle manager role in strategy, is implementing top managements intended strategies. Westley (1990) stated that the first condition for championing middle managers is the inclusion in the process of planning. Hardy(1996); Balogun (2005), Gioia and Chittipeddi (1991)   stated , that by mobilizing process and resource power, several middle managers were able to influence meaning making and position themselves as major sense givers, with great influence on others sense making. Kanter,(1977), Burt (1992; 2001); Lane and Bachman,(1998) have underlined the importance of trust during organizational change, but their main focus has been on trust as a factor that facilitates change or that positively moderates the relationships between facets of the change process and successful implementation of change. The involvement of middle managers in strategy planning affects their attitude positively toward the change. Floyd and Wooldridge, (1997); Huy, (2001) claimed that top management can gain advantages from involving middle managers more closely in strategy development. Akerlind (2005) and Padilla (2008) stated, while the development of staff has received attention in terms of teaching, and to a lesser extent, research there is a gap in the literature regarding female academics development in their administrative or management roles, particularly at the middle levels. Huy (2002) concludes that middle managers are at least as important as senior executives in facilitating radical change. Balogun (2003) also found that middle managers are not per se a blockage to change, but can make an important strategic contribution. De Marco (2002) speaks of the `critical role of middle management. Research has increasingly shown t hat middle managers play a pivotal role in developing new ideas, reshaping firm capabilities, and affecting strategic renewal Burgelman, (1994); Currie, (1999); Currie and Procter, (2001). Popper and Lipchitz (1992), Redshaw (2000) also stated that coaching has been defined in several ways; as a process of giving guidance, encouragement and support to the learner, or as a day to day, hands on process of helping employees recognize opportunities to improve their performance and capabilities. Allen, Eby, Poteet, Lentz and Lima (2004) explains that mentoring consists of three parts; vocational support, psycho social support and role modeling. Mintzberg (1990); Floyd and Wooldridge (2000), stated that middle managers can both be thinkers and doers of strategy. Mintzberg, (1994), Wooldridge and Floyd, (1990), Kogut and Zander, (1996), all stated that, involvement of middle managers in strategic planning is said to be beneficial for organizations as they provide valuable soft information on key stakeholders, improve the quality of strategic decisions and generate a sense of ownership and identification with organizational goals By participating middle managers in the whole process of change brings only advantage for the organization. This enhance the trust on both sides and brings a more clear understanding to the managers mind the why and how changes has to be applied, making for him more easy to convince employees toward the change that affects also the manager attitude in a positive manner. 2.7 Conclusion In conclusion; This research, focused on two factors perceived benefits of change and the involvement of change. The perceived benefits of change and the involvement of change were investigated as influential drivers of the attitudes towards change. In this study, the approach to attitudes towards change was based on the behavior of middle managers towards change as a form of passive oppositions to manifest their dissent towards organizational change to be implemented. Middle managers, conscious of their position do not express in such violent ways and choose a milder form of resistance to express their dissatisfaction. Gianfranco (1999) stated that this distinction between more overt and covert forms of dissent, linked to notions of opposition and resistance to change, respectively, is particularly important in relation to middle management roles. According to the literature, middle managers reactions to change and their role in processes of organizational change more generally have, nevertheless, attracted considerable interest and attention in literature Balogun ( 2003), Dopson and Neumann (1998), Floyd and Lane (2000). As already mentioned the two main factors which potentially affect employees attitudes towards change are: perceived benefits of change and involvement in change. Furthermore, factors as employees age, highest completed education, tenure and gender profile were also studied. The outcome of this study, will provide important information to organizations of Curacao, for effectively assess organizational change. It will also give new dimensions of thinking, how to implicate middle managers in organizational change and valuate more deeply middle managers functions in organizations on the island of Curacao. The literature review used in this chapter was used to validate the questionnaire used in this survey. The literature review verified also the results obtained from data collection, with the results mentioned in the literature theory. The following chapter will elaborate more on the methodology used for this study.

The Forge and the Satis House in Great Expectations Essay -- Great Exp

The Forge and the Satis House in Great Expectations   Ã‚  Ã‚   During the Victorian Age in England, individuals revealed their class and prestige by flaunting their money, yet they were only disguising their inner character with the riches. Strong relationships are a key to a fulfilled life; in Dicken's Great Expectations, the contrast of the Forge and the Satis house uncover that happiness is born through relationships with others and not through money.    The Forge's simplicity contributes to a simple existance of those who live in it. To begin Pip's journey through life, he resided in a plain wooden house that was like many of the houses around it. THe house did not contain many posessions, yet the space was filled with the love and bond between Pip and Joe. The family did not need more than the basic necessities of life to get by. Pip's imagination was forced to develop as a result of this simplicity, and he expanded his ideas in the process.    Unlike the Forge, the Satis house was frozen in time and the emotions within the walls were frozen as well. ...

Understanding Native Americans in the Film, Dances with Wolves Essays

Understanding Native Americans in the Film, Dances with Wolves To dance with someone is to become one with him. When you dance, you lay selves aside and you try to move as one person. Every step flows cautiously into the next. You never want to step on the toes of the other person and with your hands you guide each other in various directions, but always together. The dance is a journey; one that brings two often very different people together. For that brief time that the two are dancing they act as one person, laying all differences aside. The film, Dances with wolves, accomplishes this feat. For one hundred and eighty-one minutes it allows us to get caught up in the dance of the white man and the Indians. Dances with wolves, disregards cultural barriers and only focuses on people for who they are as individuals. At the beginning of any dance, people are cautious. They must first "feel-out" the other person. They must get a sense of who the other person is, and what is meaningful to them. In the film, Dances with Wolves," John Dunbar approaches the Indians with this same apprehension. He is a white America who is alone on the frontier. He may be scared of the supposed "savages," but he never lets on. The stereotypical Indian is a brutal savage-like beast who kills for the sake of killing and ravages the countryside. In the first scene of the movie, this is the image that I received. It seemed hard to imagine any sense of brotherhood that could be found in the hearts of the Indians as we watched them scalp an innocent American named Timmons. My initial reactions, however, were disregarded as I continued to watch. I observed the first confrontation between Dunbar and the Indians. It was an encounter much like th... ...ried to a terrorist with a scientifically gifted sneaky child. What I want to say, and I ask you to take this back: We must look at racism as a disease. It is a cancer. It is very good and noble that the President has started this initiative. But you cannot put a band-aid on to treat cancer." Throughout the film and through the powerful testimonies mentioned above we realize the need for us to put stereotypes aside and truly desire to understand the Native American culture. It is only after we have "danced with them" that we can truly know them. Works Cited Dances with Wolves. Dir.Kevin Costner. Perf. Kevin Costner, Mary McDonnell, Graham Greene, and Rodney A. Grant. 1990. videocassette. American Indian Studies. www.jupiter.lang.osaka~v.ac.jp/~krkvls/FinalMovie PBS News Forum. March 1998. www.pbs.org/newshour/bb/race_relations/jan- june98/denver   

Representation of ethics in the stage dramas of Pakistan Essay

It is a sad reality that : vulgarity and obscenity has corrupted our theaters as commercialization has become their main motive , this paper discusses these issues. Stage dramas are related to our society and culture, they were the part of our society and will remain, however modern changes have taken place . Dances and vulgar comments have no positive impact on our society and they fail to depict our culture. Background Indrasabha In 1855, the enactment of the play Indrasabha (the Heavenly Court of Indra) written by Agha Hasan Amanat Ali in the courtyard of the last Nawab of Oudh, Wajid Ali Shah, marked the beginning of Urdu theatre. The drama dealt with the love story between a fairy and a prince. The Nawab, who was a Kathak dancer and had written theses on stage techniques, composed some of the songs and choreographed the dances for the play. It was a huge success. Its characters (Sabaz Pari (Green Fairy), Kala Deo (Black Devil) and Lal Deo (Red Devil)) live on as a part of the vocabulary of the South Asia. Post Independence theater Pakistani literature The distinct voice of Pakistani literature came soon after the Partition of India in 1947. Since there were many cultural similarities, Urdu and English Literature was inherited by this new state. Over due course, a literature which was somewhat uniquely Pakistani has emerged in every province. Initially the plays were all about the independence and the atrocities committed on the Muslims by the Hindus and Sikhs but this gradually began to change and the current trend is specifically Pakistani venturing into many different genres. Saadat Hasan Manto Main article: Saadat Hasan Manto Manto is arguably the most influential Urdu writer of the 20th century. He was one of the most controversial as well. His work is comparable with D. H. Lawrence. This comparison is made because like Lawrence he also wrote about the topics considered social taboos of his Society. He addressed topics ranging from the socio-economic injustice prevailing in pre- and post-colonial South Asia; he stirred up quite a fury when he wrote about controversial topics of love, sex, incest, prostitution and the typical hypocrisy of a traditional South Asian male. In dealing with these topics, he wasn’t careful to conceal any of the facts and clearly showed the true state of affairs. His short stories were often intricately structured, with vivid satire and a good sense of humor. Manto was a well known film writer of the Indian cinema and was making good money. He however, chose to abandon his lucrative career and migrated to Pakistan. In the seven years that Manto lived in Lahore he continuously struggled for survival. However, he proved to be a productive individual who gave some of his best writings to the literary world regardless of his domestic situation. It was in Lahore that he wrote many of his best known works. Manto was primarily known for his short stories of the South Asia, great literature out of the events relating to the Partition of India. The literature, which came out of the period that followed, is considered to have been progressive in its tone and spirit. According to several critics it had not only evolved its own identity, but also had played a significant role in documenting the hardships and hopes of Pakistan in the latter part of the 20th century. Manto also wrote plays and many of his stories have been successfully adapted for the stage. Some of his characters have become legends in the minds of theatregoers. Farrukh Nigar Aziz The daughter of Abdul Aziz Falakpaima, Farrukh Nigar Aziz was a known literary figure even before the partition. She and her sisters were educated along liberal styles of education. These women received opportunities that were somewhat of a rarity in their day. Formal education for Muslim women and having a career in the arts or performing arts was considered to be unrespectable. Types of theatre The general complaint in conservative circles is that commercial theatre is lowbrow and thrives on obscene dialogue and dances. The fact is that at least three departments are tasked with monitoring the activities of commercial theatre. From the Punjab Arts Council, which is responsible for vetting the scripts to District Coordination Officers, who are authorized to monitor the screening of plays, to the Home Department that actually takes action against producers, directors, artistes and theatre owners, the dice is loaded against entertainment at every step. † Local theatre Commercial theatre is surviving this accusation and, in some cases, even thriving this shows that people want entertainment and are prepared to watch plays despite the hazards of doing so. Just like any demand and supply situation, since there is a demand there will be a supply. The arrival of commercial theatre in Lahore was in the early 1980s. The joint efforts of Naheed Khanum, Amanullah, Mastana and Baboo Baral ushered in the art the lively dialogues and innovative style was like a breath of fresh air for the citizens. The initial venue for the staging of these plays was Alhamra but a replacement venue had to be sought once Alhamra closed down for renovations in 1981-1982. Each and every script has to be cleared by the Punjab Arts Council (PAC). Lahore has five private (Tamaseel, Mehfil, Naz, Crown and Alfalah) and a government theatre (Alhamra). The moral brigade’s claims of vulgarity and calls for closure of commercial theatre have become common in Gujranwala, Faislabad, Multan and Sahiwal. Most of the complaints originate from a small community of zealots while the majority of people enjoy the performances. In Lahore, most of the audience come from other cities. The theatres are packed on Thursdays, Fridays and Saturdays. A stage play usually runs for 16 days and earns around two million rupees in that time. Tickets cost from Rs. 200 to Rs. 1,000. Training institutions Punjab Lok Rahs Main article: Punjab Lok Rahs  Punjab Lok Rahs started working as an independent alternative theater group in 1986. The group has seen a number of upheavals both internal and external during its history. On average, the group has held a performance every fortnight since its creation. It started as a group of young men and women, primarily students, that was concerned with the military oppression of arts and cultural activities in Pakistan. The group cherished a society that has gender equity and democratic values, respects all humans and offers equal economic opportunities to all. Rahs believes in organized and conscious efforts to realize this dream. Theater is its medium. Rahs’ experience in the art of theater is very deep as well. From staging classical epics to quick response street skits and from working out foreign adaptations to improvising ones with community and from performing at overseas festivals to villages and urban slums, Rahs has touched upon a host of issues. Rahs’ canvas is very wide and diverse as it has dealt with subjects like child marriage and women’s right to marry of their free will and staged plays against arms race and military dictatorship. Besides experimentation and experience, Rahs has learned theater from its gurus like Badal Sarkar. Its members have received training from many institutions in other countries. The group has imparted theater training to a number of civil society organizations as well. It has supported scores of other organizations by performing for the communities with which they work. Rahs draws inspiration from Punjab’s indigenous theater tradition. Its name ‘Rahs’ is the Punjabi word for local form of theater and its logo shows the basic props of this theater. The group aims to marry the tradition with modern techniques and concepts and make it an effective tool in the hands of organizations working for social change. Rahs performs plays only in the mother language of its audience – the people of Punjab. The group believes that the mother language lies at the heart of the issue of cultural identity. The group not only performs but also trains other dramatic societies and community organizations to do theater as an art and use it as an effective tool of communication. The Rafi Peer Theater workshop is named after ‘Rafi Peer’ one of the pioneers and founders of Modern Urdu and Punjabi Drama in the Ind-Pak Subcontinent. The Theater workshop was founded in 1974 by Salmaan Peerzada and his brothers Usmaan Imraan Sadaan Faizaan and his sisters Kausar and Tasneem Peerzada. The Theater Workshop’s aim was to bring social and cultural change through the Arts. The theater workshops first Production was ‘Culture Culture’. An avant grade theater experiment for its time. It was an effort at creating original contemporary drama in Pakistan. The Play was Performed both in Lahore and Karachi. It was Created and Directd by Salmaan Peerzada, Starring Kursheed Shahid, Perin Cooper,Salman Shahid, Rubina Saigol, Imraan Peerzada and Samina Peerzada. Over past three decades the Rafi Peer theater workshop has produced diverse and amazing body of work in Drama, Puppetry, Dance, Music, besides this it hosts four major Art Festivals. Rafi Peer theater workshop has done enormous service for performing Arts in Pakistan, by supporting Artists and the Arts.

Simple Gift Esssay

Identifying language techniques Composers use various language techniques or features to make their texts more interesting and engaging to the responder.Some language techniques used by Stephen Herrick in The Simple Gift are: †¢ simile: comparing one thing with another using the words ‘like’ or ‘as’ †¢ metaphor: a comparison where one thing is said to be another †¢ colloquial language: everyday speech characterised by informal language and shortened words (g’day, can’t) †¢ direct speech: quotation marks (â€Å") are used to indicate direct speech, that is, the exact words that are spoken †¢ slang: words which are fashionable within a small group for a short period of time †¢ literary allusion: makingreference to other well known books, films, etc †¢ first person: using the pronouns I, me, my, us, we †¢ comparatives and superlatives: adjectives for comparing, e. g. |Adjective |Comparative |Superlative | | long |longer |longest | |small |smaller |smallest | |bright |brighter |brightest | †¢ ellipsis: three dots to provide a pause, to show that something has been left out †¢ modality: gives information about the degree of certainty involved in an action, e. g. |Low modality |Medium modality |High modality | |possibly |probably |definitely | |could |should |must | |never |sometimes |always | †¢ juxtaposition: the close positioning of words or images to create an effect †¢ imagery: to create a set of strong mental images in the responder’s mind †¢ repetition: a word or phrase used many times to add emphasis †¢ rhetorical question: a question that is asked but which does not expect or need an answer. Activity: Language techniques Find examples of these language techniques in The Simple Gift. Give page numbers. Explain the effect of this technique on the responder. Language technique |Example from the text (quote) |Page |Effect of this technique | |Simi le |Men in suits, like tired penguins |   28 |   I makes you think they all seem tired and | | | | |they all look the same as one another. Doing | | | | |the same sort of thing day in and day out. | |Metaphor |   I dreamt of myself as an old man in a pub |   54 |   It makes you think that he is a bit | | | | |depressed about getting old, from what he has| | | | |seen it is a bad thing. |Colloquial language |   I wished I Hadn’t |  80 |   It is simply regretting whatever they have | | | | |done | |Direct speech |   â€Å"$109, but let’s make it $100 cash. It’s a |   83 |Well Billy is looking to buy a ring, and the | | |good ring son. † | |man is being very generous towards him. | |Slang |   |   |   | |Literary allusion |   He kept talking about the book, his |  118 | It is talking about the book that he loves | | |favourite, The Grapes Of Wrath and the honour | |and the characteristics of the book. | | of poverty | | | | First person |   I hate Cooking |   121 |Well the first one she is saying she does not| | |I love Eating | |like cooking, | | | | |The second shows that she loves to eat. | |Comparatives/ superlatives |   Quieter, |   129 |   It is more silent than quiet but louder | | | | |than quietest. |Ellipsis |   A house seems so†¦ so†¦ |   176 |   It looks like they are struggling to find | | | | |words to describe what they are trying to | | | | |say. | |Modality |   Nothing, something, |   96 |It is like building it up to something big. | |Juxtaposition |   In the quiet sunshine |94   |It creates the affect of a most peaceful day,| | | | |that everyone is happy. |Imagery |   A sip of beer, a slice of cheese, some |   94 |It creates pictures in your head of the food | | |roast, and slowly one biscuit after another | |they are eating and how nice it is. | |Repetition |   |   |   | |Rhetorical question |   What should I say? |135   |He is as king himself what he should say to | | | | |make it perfect but he knows it comes from | | | | |the heart anyway. |

Main Themes In The Necklace Story - Free Essay Example

Sample details Pages: 3 Words: 872 Downloads: 10 Date added: 2019/08/02 Category Literature Essay Level High school Tags: The Necklace Essay Did you like this example? The short story The Necklace by Guy De Maupassant takes place in France several hundred years ago. Mathilde Loisel lives in a flat with her husband. Mathilde Loisel borrows a necklace from her friend Madame Forestier. Don’t waste time! Our writers will create an original "Main Themes In The Necklace Story" essay for you Create order Mathildes husband has secured an invitation to a party hosted by his boss. Her husband agrees to buy her a new dress. Mathilde has a wonderful time at the party she dances until four in the morning.   Mathilde notices that the diamond necklace is gone. Embarrassed, the couple spend their entire inheritance and take out loans to pay for a replacement necklace.Mathilde and her husband spend the next ten years scrimping and saving to pay off their debt.Finally, Mathilde tells her friend about replacing the necklace, only to learn that it was a fake. At the beginning of the story, Madame Loisel is a haughty, proud woman whose pride leads her to be discontented and grumpy about her life.   She is absolutely positive that she is destined for more.   Her supreme confidence in her slighted position in life leads her to complain, be unhappy, and not appreciate what she does have.   By the end of the story, however, her confidence and pride has been humbled.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Mathilde Loisel is a woman who is dissatisfied with her life. Even though she is pretty and quite charming, she has none of the advantages of upper-class girls: a dowry, a distinguished family name, an entree into society, and all the little fineries that women covet.   While she lives a humble lifestyle, she is blessed with a husband who truly loves her, beauty as well as a modest household. However, her desire to cultivate an appearance of wealth and luxury lead her to borrow a necklace and lose it, resulting in her economic downfall.   Loisel is concerned with her own appearance, she ends up destroying herself by failing to recognize that the original necklace only appeared to be expensive: this led her to replace a cheap necklace with an extremely expensive one that she and her husband could not afford .She thought of the exquisite food served on marvelous dishes, of the whispered gallantries, listened to with the smile of the sphinx while eating the rose-colored flesh of the trout or a chickens wing.This quote explains that Loisel spends much of her time imagining what life would be like if she were wealthy. These lavish scenes are even more replete with vivid imagery than the descriptions of reality. When loisel gets a chance to experience wealth she takes it to far resulting in the down spiral of life.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   People can read The Necklace as a story about greed, but people can also read it as a story about pride. Mathilde Loisel is a proud woman. She feels far above the humble circumstances (and the husband) shes forced to live with by her common birth. In fact, her current situation disgusts her. Shes a vain one too, completely caught up in her own beauty. It could be that it is also pride that prevents Mathilde and her husband from admitting theyve lost an expensive necklace. After the loss of the necklace makes Mathilde poor, and her beauty fades, she may learn a pride of a different sort: pride in her own work and endurance.She suffered intensely, feeling herself born for every delicacy and every luxury. She suffered from the poverty of her dwelling, from the worn walls, the abraded chairs, the ugliness of the stuffs. All these things, which another woman of her caste would not even have noticed, tortured her and made her indignant.   Mathilde feels herse lf to be better than her circumstances. She deserves more than she has, and is angry at the universe because she isnt getting it. The necklace among other thing is about pride and pride in yourself. The Necklace gets its title from the gorgeous piece of diamond jewelry that drives the storys plot. The expensive nature of the necklace is not the only way in which wealth is central to this story. The main character of The Necklace is obsessed with wealth. She wants nothing else than to escape from her shabby middle-class life with a shabby middle-class husband and live the glamorous life for which she was born. Shes so jealous of her one wealthy friend it hurts. When Mathildes given the chance to get decked out in diamonds and go to a ritzy party to mingle with all the beautiful people, it seems like her dreams have finally become a reality. Then she loses the borrowed diamond necklace, gets cast into poverty, and learns what it means to truly live without money.She was one of those pretty and charming girls, born by a blunder of destiny in a family of employees. She had no dowry, no expectations, no means of being known, understood, loved, married by a man rich and distinguished. The first thing we know about Mathilde is that she seems meant for a life of wealth and luxury, but instead is born into a lowly middle-class family. We dont even know her name yet, but we know this other information about her. The conflict between what she wants and what she has is established immediately.

Life and Music of Ray Charles Essay - 1128 Words

Life and Music of Ray Charles The history of musicians is a very interesting subject. There are thousands and millions of interesting types of musicians. Ray Charles was a very talented musician. His focus was on Soul Music, which was Jazz combined with Gospel music. Jazz was also a big focus of his music. Ray Charles wasn’t like other musicians. He was a blind musician. Many often wonder how someone can be blind and also be a musician, but Ray Charles was a fine example to show that it was possible. Ray Charles was born on September 23, 1930, in Albany, Georgia. His family was a very poor family. His father’s name was Baily and his mother’s name was Aretha. He was born during the Great Depression. When he was still just an infant†¦show more content†¦The blindness never stopped Ray one bit. He acted as if he could see it all. He felt that he was closer with the music since he truly felt it and didn’t just read it off a piece of paper like all oth er musicians. Ray had a great attitude towards his music and the surrounding of music. The first recordings of his career were published in Tampa, Florida in 1947. After his recordings Ray formed his own group called McSon Trio and also moved to Los Angeles. That was merely the start of his musical career. He was soon to be a very well known musician. The group’s albums and singles that they released were some of the biggest hits of that time. He went on about his musical career and recorded his first commercial record, with over a million sold, in 1953. In January of 1986 Ray was inducted into the Rock and Roll Hall of Fame. He made his own style of music. He mixed and combined many genres of music to create the style he liked. For many years to come he continued to throw smash hits one after another. Ray had to get admitted to a drug program after being arrested several times in his career for drugs. He got help with his drug problem and continued his music. Within that tim e he came up with his hit ‘Crying Time’. That song won Two Grammy awards. After that hit he got caught up with the law once again so he got five year suspension. From that point on his career went downhill. He had a few hit albumShow MoreRelatedImpact of Music on Culture Essay960 Words   |  4 PagesPerhaps the most formative years for rock and roll were from 1945 to 1964. It is evident that the social climate of the time period shaped music. However, the music also shaped the social climate. The musical meaning of the songs of the era is vital to an understanding of the social implications of the music. On a primitive level, the lyrics of a song give some insight into its musical meaning. Often, however, the lyrics paint an incomplete picture of a song’s true social significance. 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