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University of Western Australia Theme of Oppression in Fences Summary

University of Western Australia Theme of Oppression in Fences Summary.

1.Fences, Act I Scene III: Watch these two versions of the part of Act I Scene III in which Cory asks Troy why he never liked him (video attached below). What differences do you notice between the two versions, including staging, casting, acting, costumes, set, lighting, and sound? What interpretation of Troy and Cory and their relationship does each version reflect? Which do you find the most effective and why? 2.Fences, Act II Scene V: Troy isn’t physically present in the last scene, but because his family gathers for his funeral, it’s arguably a commentary on the meaning and value of his life. By Wednesday, choose two or three specific elements of Act II, Scene 5 (such as Cory and Raynell singing “Old Blue” together or Gabriel trying and failing to blow his horn but then moving into the “slow, strange . . . , eerie and life-giving” dance) and analyze what they mean for our final understanding of Troy’s life.3.As the play’s protagonist, Troy Maxson presents the reader with a number of interpretive challenges. Please write a description of Troy that addresses the following:oTroy’s perspective on the ways race has influenced his life versus the opinions other characters have about this influence. What do you think about the role race has played in Troy’s life?oTroy’s conflict with Cory: How do you explain his opposition to Cory’s interest in sports? Is it simply a reaction to his own disappointing experience with baseball? What about his history with his own father? What does it mean to him to be a father? (Notice his relationship with his other son, Lyons, as well.)oTroy’s betrayals of other characters (Rose and Gabriel are the most obviously betrayed, but he arguable betrays Cory and Bono as well). What motivates those betrayals? What does Troy win and lose with each?oThe ways we might see Troy as a sympathetic or even admirable character despite his flaws. What might one admire about him? What might help explain some of his less admirable qualities?oWhether or not Troy changes and develops as a character.4.What role does baseball play in Fences? Go beyond Troy’s disappointing experience with the Negro leagues to aspects such as the use of the baseball bat in his fight with Cory, the baseball hanging from the tree that he’s swinging at when he dies, and the fact that the play has nine scenes (just as a baseball game has nine innings).5.How do you interpret Rose’s statement near the end of the play to Cory that “I’m gonna do [Raynell] just like your daddy did you”?6.What is the significance of the play’s title?7.Write a 3-4 page (750-1000) literary argument paper on a theme or issue you find important in Fences.Cited section using MLA style.Come up with a tentative thesis or, even better, a guiding question. Remember that a really productive question will have more than one possible answer, thus providing you with the chance to say something interesting and to develop a strong interpretation of the play. 8.Research the three authors John Milton (1608-1674), Jonathan Swift (1667 – 1745) and Franz Kafka (1883-1924)Describe each monkey’s character.How does each monkey reflect characteristics of the author for which he or she is named?Specifically, what attitude does each have towards Rosenbaum? What does Rosenbaum seem to represent to the monkeys, individually and/or as a group?9.Watch this production of Words, Words, Words (attached video below)How do the actors convey their monkey-ness? Give specific examples.What other aspects of their characters do the actors emphasize? How?What difference does it make that the characters aren’t using actual typewriters (as they do in some other productions)?What impact does it have that the actors are performing in between the audience and the stage rather than on the stage?What other production choices seem unusual or significant to you? (You may want to review the aspects of staging covered in Chapter 39 in your textbook. Watching some of the other productions of this play available on Youtube could give a helpful perspective as well.) Why?10.Think about the moments you find funniest in this play (or overall aspects of the play that are humorous). Write a discussion post in which you identify one or two funny moments/aspects and explain why they’re funny. It may be helpful to read this article (“A Quest to Understand what makes things funny” attached below) on various theories about what makes things funny, but one simple rule of thumb is that violations of our expectations often make us laugh.11.Rosenbaum’s ExperimentThe play’s premise is the infinite monkey theorem: the idea that given enough time, monkeys randomly banging on typewriters would eventually produce a copy of Shakespeare’s play Hamlet. The ending of the play suggests that the theorem is correct. By Sunday, post a response to the following: Given everything that the monkeys say and do, what does it mean that Rosenbaum’s experiment “works”?
University of Western Australia Theme of Oppression in Fences Summary

Employees are the biggest asset for an organization. Success of business lies in the hand of employees, their performance and attitude can result in the success or failure. Brewster et al., (2005) argued that , People management is the most difficult part of any manager’s job. He or she is required to lead, motivate, train, inspire, and encourage. On the other hand, he or she is also responsible for hiring, firing, disciplining, training and evaluating. These functions seem to be less important, but a successful manager can integrate both the positive and negative aspects of these tasks to create a positive, productive work force. So before hiring any employee a manger have to justify and calculate the potentiality of that person. 1. Understand how structure and culture on impact on people in organizations 1.1Explain how organizational structure impacts on people in organizations: “Organizational structure” is the way to organize its employees and a company’s reporting structure. This structure is not same in all organizations, it varies from business to business .Organizations of different sizes have differences in accordance to its layers for an example “Tall” organizations use many layers of management on the “Flat” organizations use fewer levels, and managers often have different level of control. Chang et al., (2007) pointed out that, different organizational design can shape its pyramid structure .The hierarchy of an organization can be based on function, geography or a hybrid of both. Functional hierarchy offers several choices of ideas because each business has a different way of looking at function. During the primary stage of the twentieth century the United States business sector was thriving, industries were transferring from job-shop manufacturing to mass production, and thinkers like Frederick Taylor in the United States and Henri Fayol in France introduced the mechanism to determine how to structure organization for greater efficiency and productivity, which was very much like machine (Chang et al., 2007). Before that German sociologist and engineer Max Weber explained when societies embrace capitalism, bureaucracy mechanization is the inevitable result but it had very little influence on American management because of language barrier until the middle of the twentieth century. There is positive and negative impact of behavior. They are like: Friendly behavior of employer may motivate employees. Behavior of colleagues may affect performance. Organizational culture and rituals may motivate/ de-motivate employees. 1.2 Analyze how organizational culture impacts on people in organizations Organizational Culture is the psychology and attitudes which are communicated by the leaders to the employees and the ethics, values and beliefs which are incorporated for execution of work and obtaining business objectives (Chang et al., 2009b). Throughout all the levels of business from the board room strategies to the front desk personnel, it shows whether business is conducted on values of integrity, honesty and fairness as well as shows capabilities of employees to improve the organizational culture, organization must implement its code of conduct (Armstrong and Michael, 2008). Without an organizational code of conduct a n organization may have negative organizational culture. Contractor et al., (2007) found that, the psychology and behavior shown throughout the employees for doing day-to-day operations reflect the organizational culture. Organizations show healthy and friendly attitudes where employees are rewarded on performance; there is lack of discrimination due to age, race, color and age, race, color. On the other hand organizations having aggressive work culture and number driven and lack humanity, impact the control environment negatively 1. Understand approaches to managing on the differences between individuals that impact on their performance at work 2.1 Explain how personal differences impact on individuals’ behaviors at work: Individuals are different from one another in terms of their skills, abilities, personalities, perceptions, attitudes, emotions, ethics, religion, perception and cultureDessler, (G (2007) Human Resource Management,).Individual uniqueness represents the pressure of the challenge of management, because everyone is unique. There are four basic propositions: Behavior is dynamic, it changes according to situations. The person is active in this process changes by, situation. People differ from each other in many characteristics, including cognitive, affective, motivational, and ability factors. There are two interpretations of situations: the objective situation and the person’s subjective view of situation. Because of this reasons there are direct impacts on individual’s behaviors at work. People who perceive things differently behave differently People with different attitudes respond differently to directives People with different personalities interact differently with bosses, coworkers, subordinates, and customers 2.2 Analyze the management styles needed to deal with differences in behaviors Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor in the 1960s that have been used in human resource management, organizational behavior, organizational communication and organizational development Theory X says, 1. Employees are inherently lazy. 2. They will avoid work if they get chance. 3. Employees naturally dislike their work 4. Managers believe employee need to be closely supervised 5. A hierarchy structure is needed to be narrow span. http://research-methodology.net/wp-content/uploads/2012/07/Theory-X-and-Theory-Y.gif Figure: Theory X and Y, Source: (Chang et al., 2009a) Theory Y says, 1. Management thinks employees may be ambitious, self-motivated and exercise self-control. 2 Management believes that employees enjoy their mental and physical work duties. 3. According to them work is as natural as play. 4. Employees possess ability for creative problem solving. 5. Their talent is unused. 6. Managers believe that employees will learn to seek out and accept responsibility and to exercise self-control and self-direction in accomplishing objectives to which they are committed. 7. Managers believe that satisfaction of doing a good job is motivation Self-fulfilling prophecy: A self-fulfilling is a prediction that directly or indirectly may become true. The self-fulfilling prophecy is, in the beginning, a false definition but which may come true by human actions. Sometimes this self-prophecy influences managerial actions. Management makes decision on the basis of false assumptions, which becomes successful 3. Understand the organizational factors that impact on people performance. 3.1 Analyze the effect of leadership styles on individuals and teams Transactional leadership is a structure of leadership where a team is formed to perform a specific job and the team leader can punish his/her team members. a. This leadership clarifies all the duties and responsibilities. b.Transactional leadership judges its members on performance. Autocratic leadership is an extreme form of transactional leadership, which is led by a leader and the leader enjoys complete power. a. This leadership is incredibly efficient. b. Decisions are quick and get done. Bureaucratic leadership is a bookish leadership style. They follow rules rigorously and ensures people follow procedures properly. a. This is an appropriate leadership b. This leadership style is inefficient in teams and organizations that rely on flexibility, creativity, or innovation. Charismatic leadership is a type of leadership where leaders inspire enthusiasm in their teams and motivate them. a. This leadership inspires team and motivates them. b. Downside of this style is that the leaders always believe themselves rather their teams. Democratic leadership always calls for opinion from the team members in decision making. a. Team members tend to have high job satisfaction and are more productive. b. This is a slow decision process. Laissez -faire leadership is a leadership style where team members work on their own. a. This style of leadership gives their team complete freedom b. Team fixes its own deadline of work. c. It leads high job satisfaction. d. It can be damaging if the team members do not have proper skill and knowledge. Task oriented leadership only focus on the job to be done, this style can be autocratic. Leaders show the job, plan, strategy, organization and monitor. a. It gives the deadline of the task. b. It may cause autocratic problems, 3.2 Explain the benefits of flexible working practices to individuals and organizations Flexible working Working in a flexible environment is very much beneficial to the employees. Employees may have some autonomy on their work and that helps them to organize their official and social life (Engardio, 2008).Flexible working practice empowers its employees according to their duties as well as responsibilities, which creates high level of trust and loyalty among the employees. Flexible working practice increases job satisfaction so that the productivity and quality of work gets high .http://www.emeraldinsight.com/content_images/fig/0190290202003.png Figure: Benefits of flexible working practice. Source: (Engardio, 2008) Due to flexibility quality of life increases, people get time to spend with their family and friends. Sometimes flexibility at work becomes motivation to the employees. For an example, BT (British Telecommunication) is the one of the leading telecommunication and information technology in United Kingdom 3.3 using motivational theories, assess how the working environment impacts on people performance The Hawthorne Studies was conducted in 1927-32, in this studies Elton Mayo examined productivity and work conditions. He experimented on six women who were kept in a flexible and friendly environment rather the regular working environment. Noticeable feedback was observed by the experiment, those are: 1. Employees are happy in the knowledge that they were working without coercion above them. 2. Absence from work came down by 80 percent. 3 Latent talents among worker came out. Maslow- Hierarchy of Needs was introduced in 1943 by Abraham Maslow. This theory has four layers of pyramid, they are: 1. Esteem, 2. Friendship and love, 3. Security, 4. Physical needs. Maslow’s theory suggests that the most basic level of needs must be met before the higher level of needs. http://upload.wikimedia.org/wikipedia/commons/thumb/6/60/Maslow’s_Hierarchy_of_Needs.svg/450px-Maslow’s_Hierarchy_of_Needs.svg.png Figure: Maslow- Hierarchy of Needs, Source: (Matthews and Zander, 2007) Herzberg-hygiene factors and motivators theory was introduced in 1959 by Frederick Herzberg. In this theory Herzberg described the reasons behind job satisfaction and dissatisfaction. http://www.web-books.com/eLibrary/Books/B0/B66/IMG/fwk-collins-fig07_006.jpg Figure: Herzberg-hygiene factors, Source: (Pudelko and Harzing, 2007) Reiss theory described the autonomy of women and children as a major factor in the sexual revolution of the 1960s and 1970s.In this theory Reiss emphasized on sexuality and its importance. 3.4 Assess how an organization’s ethical practices impact on motivation levels Ethics is known as moral philosophy, which includes systemization, defending and recommending what is right and wrong(Pudelko,

Women in Entrepreneurship Report

What Does Entrepreneurship Mean? Entrepreneurship in layman’s language or explanation is where an individual forms or establishes something such as a business, by coming together or bringing people together into a structured group, manages and endures, deals with, accepts, or puts up with the risks that come with operating a business, especially when it is unpleasant or unavoidable. It does not just end there but entrepreneurship has a wide thought and aspect to it as it has developed rapidly becoming greater in size over the years. Today numerous explanations to what entrepreneurship is termed to be are being offered in books journals entrepreneurial magazines and so forth. Today’s modern world is characterized by economically driven ideas that are a result of entrepreneurship taking a central role in the business world, leading to entrepreneurship and innovations are inseparable. It has become a realization to governments worldwide that sustainable progression in a country’s development economy has to be hinged on the enlightenment of its citizenry to become constant innovative thinkers in coming up with new ideas and innovations in product and service delivery. A country’s rate or speed at which economy develops is speeded up by entrepreneurial motivation which is a very important aspect. Entrepreneurship is more or less closely associated to individuals as the prospering of this is dependent on an individual’s innovativeness, imagination, vision and ability to take on business risks. Entrepreneurship is usually a risky venture for anyone to delve into, and one has to be ready for the end results be it a realization of profits or in other cases losses. Entrepreneurship is a pulsating affirmation of the fact that individuals can be developed, and their attitudes and ideas be altered and their ideas transformed into action through a well thought-out and methodical program for entrepreneurs. The world over entrepreneurship is recognized as the most fundamental aspect in political, social, and economic agendas. The late 90s saw a rash of Internet start-ups and an increase in venture capital investment and stock market values. A very strong interrelationship exists between economic growth and entrepreneurship and has led to policy makers focus more on the development and implementation of strong and effective strategies that cultivate and uphold entrepreneurial activity the world over. Findings all over the world argue that entrepreneurship at its early stages tends to be much more appreciated and higher in countries that have a lower per-capita GDP. A pattern can be observed worldwide as developing countries register high initial stage entrepreneurial activities, in middle income countries this activity reduces but rises up again in developed countries with high incomes. Get your 100% original paper on any topic done in as little as 3 hours Learn More Data contained in the General Entrepreneurship Monitor (GEM) Report Of 2007 based on an adult population survey done between 2001-2006 adduces that; global cities worldwide have the same kind of pattern mentioned above. Additional key aspects establish by this report point out that Asian and Latin American middle income countries exhibit high rates of initial-stage entrepreneurial activity. The repot further states that Eastern Europe and Central Asia countries have traditionally lower early-stage entrepreneurial activity rates. The business environment in the world today is characterized by challenges that may develop blocks against corporations and entrepreneurs from attaining their main business objectives centered on higher profit returns. One of the most fundamental purposes entrepreneurship development and increasing them in the society has aimed at making it possible for the society to produce industrious human resource, marshal and maintain the same in successive progressions of development. The impulsiveness and stability of such a progression would hinge on the type of people that can be driven and groomed in the entrepreneurial career. GEM’s sole aim and purpose is to create a framework where studies on entrepreneurship and its relationship to economic growth can be carried out and provide more information to budding entrepreneurs and business people especially women. (Brush 2006) Women in Entrepreneurship and Micro/Small Business It is said that women are worse at micro and small business entrepreneurship than men Women in business and entrepreneurship are rarely driven by money as a motivator for engaging in any kind of business instead a key motivating factor is the passion that they posses for their ideas and desire to realize this ideas and be able to enjoy a better and more exclusive lifestyle as a product of their ideas. A huge roadblock to entrepreneurship among women is the attitude formed towards them by the world which is usually dismissive and hinders them in exploring the business world thus leaving it world for the man. This attitude usually is detrimental to women when they are sourcing or raising capital and resources to enable them develop their ideas from just mere ideas to tangible and viable businesses. An “unconscious bias” directed to women entrepreneurs, comes about when people compare them to men despite the challenges they face and paint a picture of them as weak even though men may not be doing that well from them in business (Brush 2006). Women entrepreneurs decide on whether to take up business ventures depending on support, assistance and facilitation accorded to them. Without any motivation there are not able to take any risk and put their passionate ideas into practice. A big barrier is the accessing of resources which is a result of lack of proper and sufficient information being offered to women the world over on how to engage in entrepreneurial activities. We will write a custom Report on Women in Entrepreneurship specifically for you! Get your first paper with 15% OFF Learn More A need to persuade more women to take on education in so as to be able to address matters that impact them and inspire them towards entrepreneurship projects in terms of business growth, technology, revenue models, and securing correct types of finance is necessary (Welter, Smallbone ,

Strayer University Network Infrastructure and Protecting the System Discussion

research paper help Strayer University Network Infrastructure and Protecting the System Discussion.

In many instances, redundancy is avoided in the IT world. However, redundancy can be a part of the recommended planning process for networks and network security. In addition, there are many techniques that are used to harden a system. Keep these topics in mind as you research the information to complete your discussion this week. Examine network planning and share what you find. Where is redundancy recommended? Explain what redundancies are recommended and whether you agree with these. Provide a rationale for your response. Examine the various techniques that are used and select two that you would recommend be used in your organization, as well as two that you would not recommend. Provide a rationale for your responses.After reading a few of your classmate’s postings, reply to the ones from which you learned something new or to which you have something to add. Remember to get in early and post often.Explain how component redundancy contributes to your overall Defense in Depth for the Network Infrastructure.
Strayer University Network Infrastructure and Protecting the System Discussion

Human factor and accidents prevention

Introduction In the oil and gas industry, people are involved in all aspect of work which is why we recognise the importance that Human Factor (HF) can play in reducing or totally avoiding accidents which have devastating long time effect on humans and their environment and are very expensive in economic terms. In the early part of the last century, industrial accidents were believed to have been caused mainly by technological malfunctions without recognising the human elements in them. However, in the later part of the 20th century, studies into the reduction in the rate of technological failures or accidents have revealed the contribution of human error in these accidents. Investigations into major accidents like piper alpha, Chernobyl and Three Mile Island by psychologist, reliability Engineers and human factor specialist have pointed out human factor as the root cause of most accidents. Likewise the performance of a highly complex socio technical system have also been identified to depend upon the interaction of technical, human, social, organisation, managerial, and environmental elements. Human Factor being a professional discipline that can be considered as a process of designing or evaluating equipment, tools, procedures ,environment and system of work for the use of human involves systematic application of information on human characteristics and behaviour to improve the general performance of the Man-Machine System. Human limitations and errors are generally present at all stages of a system i.e. Design, Construction, Operation, risk assessment and management and emergency response stages, they are highly interwoven and can not be separated. “History indicates clearly that the safety of an offshore structure is determined primarily by the human and organisation responsible for these structures during their design, construction, operation, maintenance and decommissioning” Human Factor And Legislation In the UK health and safety at work place is managed through the Health and Safety at Work Act (HSWA), 1974 which established The Health and Safety Commission (HSC), providing it with the power to propose health and safety regulations and approve codes of practice. The Health and Safety Executive (HSE) was also set up to monitor and enforce health and safety laws. The HSWA Act concentrated on individuals and their duties being the primary safety legislation in the UK under which most subsequent regulations were made. Owing to the need for health and safety improvement, additional regulations (some of which include human factor element) were made from HSWA 1974 by the HSE. These include: The safety case regulation for offshore installations (SCR),1992 The supply of machinery regulations 1992 The manual handling operations regulations 1992 The health and safety ( display screen equipment ) regulations 1992 The workplace (health and safety welfare) regulation 1992 The protection of fire ,explosion and emergency response(PFEER),1995 The management and administration regulations (MAR),1995 The design and construction regulations 1995 The provision and use of work equipment regulations 1998 The personal protective equipment regulations 2002 The work at height regulations 2005 The working time regulations. Further more the influence of the European legislation which requires member states to particularly encourage improvement in health and safety of workers as regards working environment has brought about the implementation of further regulations. These regulations known as frame work regulations provides general duties on all stake holders and aims at improving health and safety management system making more explicit that which is required from employers, therefore any company having a health and safety management system under the HSWA Act and the frame work regulations is required to be able to comply with any future directives that are enforced. Aims And Objective Of The Dessertation Owing to the fact that human factor contribute a great deal to accidents from the outcome of investigations into the causes of accidents, it has become a compulsory practice for industries with high operational risk (oil and gas, aviation, nuclear etc) to critically analyse the elements of human factor which can have very serious impact on the overall safety performance of the company. Across these industries, application of human factor in safety has witnessed an increasing trend over the years yet many companies are yet to embrace the integration of human factor into their safety management system (SMS). This dissertation aims at reviewing the development of human factor over the years in the oil and gas sector and how it has been effectively integrated into safety management systems and its application in a project from conception, design and procurement through the operation to the decommission stages of a project. The objective of this dissertation is to point out the importance of human factor integration into safety management systems and risk management highlighting how these has help reduce the rate off accident occurrence over the years. Methodology And Scope Of The Dessertation In this dissertation literature works on human factor and its elements by various authors will be reviewed, HSE regulations on health and safety at work place, HSE guidelines and procedure for managing risk and HSE publications on safety management system will all be reviewed. Industries approach to reducing or completely avoiding accidents through integration of human factor into safety management system and risk management programs will be looked into. This dissertation will be based mostly on literature review of past work on human factor in the oil and gas sector and also on HSE policies on risk management, procedures and guidelines for managing human error from concept stage of a project through the operational stage to decommissioning stage or the project. Literature Review Human Factor And Human Error The present interest on human factor is as a result of the fact that technological developments have dramatically focused awareness on the need for human beings to be considered in such developments. Human Factor and Human Error (HE) are normally used interchangeably in the oil and gas sector as the cause of accidents linking to human activity rather than mechanical failure with unclear definition of their real meaning. In this work Human Factor and Human Error are discussed separately overlooking any link between them. Human Factor Gordon (1998) traditionally defined HF as the study of the interaction between human and machine which was extended to include the effect of the individual, group and organisational factors on overall safety. Mark S. Sanders and Ernest J. McCormick (1993) approached the definition of human factor in terms of the following areas. IN TERM OF FOCUS; human factor focuses on human dealings with product, equipment, facility, procedures and the environment which the work is performed, it lays emphasis on human beings (and not on technical engineering issues) and how they are affected by the design of things. Human factor aims at improving the things people use and the environment in which they are used to match with the capabilities, limitations and needs of the people. IN TERMS OF OBJECTIVE; there are two main objectives of human factor, firstly is the improvement of the effectiveness and efficiency of which work is performed which brings about reduced error, increased convenience of use and productivity. Secondly is the improvement of certain desirable human values which includes improved safety, quality of life and job fulfilment. IN TERMS OF APPROACH; the approach of human factor to design is a methodical application of essential information on human characteristics, capability, limitations and behaviour to the design of things and procedures used by human and the environment they are used. This information provides the basis on which the design recommendations are made this area also involves the assessment of design to be certain they meet the intended objectives. Mark and Ernest (1993) also defined HF concisely stating that “Human factor discovers and applies information about human behaviour, ability, limitations and other characteristics to the design of tools, machines, systems, tasks, job and environment for productive, save, comfortable and effective human use”. NAC first report, June (2000): further defined HF “as a professional discipline concerned with improving the integration of human issues into the analysis, design, development, implementation, and the operational use of work systems.” According to Tanja 2008 HF was defined by HSE as written bellow “Human factors refers to environmental, organisational and job factors, and human and individual characteristics which influence behaviour at work in a way which can affect health and safety.”[15] She suggested that a simple way to view human factors is to think about the job, the individual and the organisation and their impact on people’s health and safety behaviours. She further classified it as follows. THE JOB; Task Workload Environment Display

LEJ 300 Park University Unit 6 Frankenstein Novel Discussion

LEJ 300 Park University Unit 6 Frankenstein Novel Discussion.

InstructionsPlease choose two of the following questions to answer for this unit by Wednesday at 11:59pm (CST). You should also respond to two of your classmates’ postings by Sunday at 11:59pm (CST).Before answering this unit’s questions, you should view a Frankenstein film of your own choosing. IMDB.com lists over 385 choices, when you search by the title character’s name, so be creative in your choice. Also, you should complete Mary Shelley’s novel Frankenstein.Keep in mind, as you view the film and read the novel, a few of the questions posted below.DirectionsFull-bodied entries—of at least ten sentences of writing from you (in addition to quotations from the text)—are more likely to receive full credit. Lesser credit will be assigned to work that is missing, brief, or clearly disengaged or sloppily produced such that miscues interfere with readability.Your responses to other students’ work are also assessed. Students often resist commenting on each others’ work in substantial ways; instead choosing to post simply “good job” or “looks okay to me.” This kind of peer response doesn’t help your own—or your peers’—development as a writer and thinker.Acceptable peer responses will, among other things:
Explicitly identify what was learned from someone else’s work.
Ask a follow-up question.
Offer an alternative interpretation.
Offer concrete strategies for improvement.
Questions (Film/Novel)Choose two questions to answer:
Describe your chosen film for your classmates. As part of the description, show us what you believe the film’s argument and focus to be. What genre would your film fit in? How does your film develop similarities or differences with the novel?
What do you believe the ultimate argument of the novel Frankenstein to be? How can we develop this argument as part of a class in serial killer media? As this is the only novel that we’ll be reading from the 18th century, how does this older work inform the writings that we have thus far read in class?
Why does Frankenstein’s monster kill in the novel? This is a deceptively simple question, so let me elaborate just a bit. What is his reason and motive for revenge? How does the monster admit that all of his killing could have been avoided? What moral burden does this place on us as readers?
LEJ 300 Park University Unit 6 Frankenstein Novel Discussion

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