Human Resource Planning and Development: Tesco

Human Resource Planning and Development: Tesco Introduction of Tesco Jack Cohen founded Tesco in 1919 when he began to sell surplus groceries from a stall in the east end on London. The Tesco brand first appeared in 1924. Jack Cohen made new label using the first three letters of suppliers name (TES) and the first tow letter of his surname (Co), forming the word TESCO. The first Tesco store was opened in 1992 in Burnt oak, Edgware, Middlesex. Tesco was floated in London stock exchange in 1947 as Tesco Stores (Holding) Limited. The first self service store opened in St. Albans in 1951 and the first supermarket in Maldon in 1956. Tesco is one of the worlds leading international retailers. Nowadays it deals in different sectors like telecom, online services, clothing, insurance, electronics, fuel etc, but the principal activity of the Tesco group is food retailing and it has over 2,500 stores worldwide. Tesco is public owned company its major shareholders as of 2004 were [1] Barclays Global Investors (3.82%) Legal and general (2.79%) Schroder investment Mgt Ltd (2.87%) State street global Advisors (2.73%) Axa Investment Manager (2.63%) Threadneedle Investments (2.63%) Scottish windows (2.08%) M G Investment Mgt Ltd (1.99%) Morley fund Management (1.88%) USB Global Asset Company Profile It is one of the biggest retailer companies in the world which has 702 stores in UK and employee 240,000 people. It originally caters in food but expanded it scope of services to clothing, finance services, electronic, etc. Company strategy is to focus on long term business. Tesco start self service supermarket in US in 1930s. After 20 years Tesco has become a familiar name not only for groceries but also for fresh food, clothing and hundreds of household goods in 1940s. Tesco has built its 100th superstore by 1985 and in 1987. By 1991 the success of its petrol filling station earned for the company Britishs biggest independent petrol retailer. It broke new level in food retailer in 1995 the first customer loyalty card, which offer benefit to regular customer and other different kinds of offers was given to customer like Tesco Baby club for new parents. Tesco acquire the HIT chain of hypermarkets in Poland in July 2002. By the end of 2002/2003 Tesco had 45 percent of its space overseas. Tesco has developed various kinds of Tesco stores like Tesco Extra, Metro Tesco, and Tesco Express. The grocery store is also offer club card for the customer from which a significant 80% of the sales are transacted.after certain points Tesco gives voucher to the customer to met with a similar success as over a billion vouchers are already given away. The market share is now 16.2%. Tesco operate 4 store formats in the UK. Introduction to Human Resource Management Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. However, the term Human Resource Management (HRM) has come to mean more than this because people are different from the other resources that work for an organisation. People have thoughts and feelings, aspirations and needs. The term HRM has thus come to refer to an approach, which takes into account: The need of organization The need of its people Different individuals have their own needs and aspirations. HRM therefore involves finding out about the needs and aspirations of individual employees, for example through the appraisal process and then creating the opportunities within the organisation (e.g. through job enlargement) and outside the organisation for employees to improve themselves. HRM therefore relates to every aspect of the way in which the organisation interacts with its people, e.g. by providing training and development opportunities, appraisal to find out about individual needs, training and development needs analysis, etc. Three key activities of HRM in TESCO Manpower planning: Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. Thus the first step is to take a rough sketch of the existing workforce profile (number, skills, ages etc) of existing employees and then audit for 1,3 and 10 years ahead by amendments for normal turnover, planned staff movements, retirements etc in line with the business plan for the corresponding time frames. What future demands will be is only influenced in part by the forecast of the personnel manager, whose main task may well be to scrutinize and modify the crude predictions of other managers. Future staff needs will derive from: Sales and production forecasts The effects of technological change on task needs Variations in the efficiency, productivity, flexibility of labour as a result of training, work study, organizational change, new motivations, etc. Changes in employment practice Variation which respond to new legislation, eg. Payroll taxes or their abolition, new health and safety requirements Changes in government policies. What should emerge from this blue sky gazing is a thought out and logical staffing demand schedule for varying dates in the future which can then be compared with the crude supply schedules. The comparisons will then indicates what steps must be taken to achieve a balance. That in turn will involve the further planning of such recruitment, training, retraining and labour reductions or change in workforce utilization as will bring supply and demand into equilibrium, not just as a one off but as a continuing workforce planning exercise the inputs to which will need constant varying to reflect actual as against predicted experience on the supply side and changes in production actually achieved as against forecast on the demand side. Recruitment and selection: The overall aim of the recruitment and selection process should be to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of Tesco. The three stages of recruitment and selections are Defining recruitments Attracting candidates Selecting candidates The number and categories of people required should be specified in the recruitment programme, which is derived from human resource plan. In addition there will be demands for replacements or for new jobs to be filled, and these demands should be checked to ensure that they are justified. It may be particularly necessary to check on the need for a replacement of the level of type of employee that is specified. These provide the basic information required to draft advertisements, brief agencies or recruitment consultants, and assess candidates. A role profile listing competences skill, educational and experience requirements produces the job criteria against which candidates will be assessed at the interview of by means of psychological tests. Attracting candidates: Attracting candidates is primarily a matter of identifying, evaluating and using the most appropriate sources of applicants. However in cases where difficulties in attracting or retaining candidates are being met or anticipated, it may be necessary to carry out a preliminary study of the factors that are likely to attract or repel candidates the strengths and weakness of the organization as an employer. Advertising is the most obvious method of attracting candidates. Tesco basically advertise its vacancy on its web site. This means looking at the alternative sources mentioned above and confirming preferably on the basis of experience, that they will not do. Consideration should be given as to whether it might be better to use an agency of a selection consultant. When making the choice, refer to the three criteria of cost, speed and the likelihood of providing good candidates. The objectives of an advertisement should be to attract attention, create and maintain interest and stimulate action. Employee Motivation: Tesco employees are encouraged to ask themselves strategic questions in order to assess their skills and ability to progress. Employee motivation is important for the organisation. It is one of the basic activities needed for the smooth running of an organization. To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. Basic financial rewards and conditions of services are determined externally in many occupations but as much as 50 % of the gross pay of manual workers is often the result of local negotiations and details of conditions of services are often more important than the basics. Hence there is scope for financial and other motivations to be used at local levels. As staff needs vary will vary with productivity of the workforce so good personnel policies are desirable. The latter can depends upon Other factor but unless the wage packet is accepted as fair and just there will be no motivation. Following are the motivation techniques Celebrating annual holidays: the regular celebration of annual events help form the company culture, the environment you provide for people at work. Tesco gives pay holiday for its employee which will motivate its employee. If the workers are involved in creative work by which they share their ideas and culture with each other which helps keep the culture of an organization well. Tesco provides different kinds of bonuses and voucher to its employee which helps to motivate them. Ranking the workers and giving them the rewards which help employee to spend all their time at work place and company gain good profit from this. Providing benefit, medical treatment and basic requirement facilities to the workers motivate workers to give good output to an organization Human Resource Management Models of Tesco: This company has introduced a high commitment model which offers training and development to all employees. They have developed their culture through extending their logo every little helps to prove commitment. This organisation was chosen, through their introduction of strategies which has led to an increase in business. This has demonstrated they are a first class provider of training to their employments, and has given opportunity to expand into new markets. The matching Model The early HRM model developed by Fombrun emphasizes the interrelatedness and the coherence of human resource management activities. The human resource management cycle in their model consist of four constituent components: Selection, appraisal, development and reward these four human resource activities aim to increase organizational performance. Rewards Performance Performance Management Selection Human Resource Development This model also ignores different stakeholder interests, situational factors and the notion of managements strategies choice. The strength of the model however is that it express the coherence of internal HRM polices and the importance of matching internal HRM policies and practices to the organizations external business strategy. The HRM cycle is also a simple model that serves as a pedagogical framework for explaining the nature and significance of key HR practices and the interactions among the factors making up the complex fields of human resource management. As we progress through the book, we will refer to the HRM cycle to explain the relationship of each individual HRM function to other HRM practices. The Harvard model of HRM The analytical framework of the Harvard model offered by Beet consists of six basic components: Situational factors Stakeholder interests Human resource management policy choices HR outcomes Long-term consequences A feedback loop through which the outputs flow directly into the organization and to the stakeholders The situational factors influence managements choice of HR strategy. This normative model incorporates workforce characteristics, management philosophy, labour market regulations, societal values and patterns of unionization, and suggests a meshing of both product market and socio-cultural . The framework is based on the belief that the problems of historical personnel management can only be solved when general managers develop a viewpoint of how they wish to see employees involved in and developed by the enterprise, and of what HRM policies and practices may achieve those goals. Without either a central philosophy or a strategic vision- which can be provided only by general manager- HRM is likely to remain a set of independent activities, each guided by its own practice tradition. Beer and his colleagues believed that today many pressures are demanding a broader, more comprehensive and more strategic perspective with regard to the organizations human resources. These pressures have created a need for a longer- term perspective in managing people and consideration of people as potential assets rather than merely a variable cost. They were the first to underline the HRM tenet that HRM belongs to line managers. They also state that Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees- its human resources. They suggest two characteristic features one is line managers accept more responsibility for ensuring the alignment of competitive policies that govern how personnel activities are developed and implemented in ways that make them more mutually reinforcing. Human Resource Planning and Development for Tesco Every organisation has its own HR planning and development process under consideration. Human resource planning is indeed concerned with broader issues about the employment of people than the traditional qualitative approaches of manpower planning. Appraisal of HR Planning Training and Development Programme Selection Process Recruitment Plan Determine Job Requirement Work Study Demand forecasting Inventory of HR skills (Findings Gaps) Objective of HR Planning Fig: The Process of Human Resource Planning Objectives of Manpower Planning:- The persons concerned with manpower planning must be clear about goals of manpower planning because once the wrong forecast of future requirement of human resources are made, it may not be possible to rectify the errors in short-run. Inventory of Skills: Assessment of demand for operating personnel presents less problems of uncertainty current manpower supply can be adjusted accordingly. But for supervisory and managerial levels projection is complex problem because required talents are not available at a short notice. This will also help in drawing recruitment development plans to meet the needs of certain skills future. Demand Forecasting: A proper forecast of manpower required in future say, after one year, two years so on must be attempted. The factors relevant for manpower forecasting are as follows. (i) Employment Trends: Manpower planning committee examine number of employees on pay roll during past 5 year to know trend within each group to determine whether particular group has been stable or unstable. (ii) Replacement Needs: if staffs leave the job due to death, retirement, resignation termination of employees. It may relate to supervisory, skilled, clerical groups and must be anticipated in advance. In this case the HR planner set a develop plan to replace staff. (iii) Productivity: Gain in productivity will also influence requirements of manpower. Planning for productivity has several aspects. The first aspect relates to effective utilisation of manpower. The second aspect relates to installation of more productive tools, equipments. The last aspect relates to matching of skills with requirements of jobs. (v) Absenteeism: Means a situation when a person fails to come for work when he is scheduled to work. Due to absenteeism work get upset leading to overtime work which in turn leads to increased cost of production. The management should go into cause of absenteeism attempt to reduce absentism as far as possible. (vi) Work Study: Can be used when it is possible to apply work measurement to know how long operations should take amount of labour required. This is also known as workload analysis. Job Requirements: Job assessment is done to find out the requirements of the worker, like if employee needs any help from the managerial side, if they need any type of benefits and support from other. If they need to transfer form one department to another, whether the number of staff is low or high and so on. Employment Plans: This phase deals with planning how organisation can obtain required number of right type of personnel as reflected by personnel forecasts. Training Development Programme: Training is essential not only for new employees but also for old employees for improving their performance. Similarly executive development programmes have to be devised for development of managerial personnel. The talent of employees are not fully productive without a systematic programme of training development. Appraisal of Manpower Planning: After training programmes have been implemented, an appraisal must be made of effectiveness of manpower planning. Deficiencies in programs should be pointed out catalogue of manpower inventory should be updated periodically. Connective actions should also be taken whenever it is necessary to remove deficiencies in manpower planning. Evaluation of HRM planning and development methods of Tesco According to the method described is one of the best methods for HR planning and development method. By following the above method an HR department of an organization is good at organizing the manpower. It covers the methods form the beginning of the recruitment process to management level. It first evaluate whether the employee is needed or not then after is set up a plan for the recruitment process and goes on to the recruitment process. After that it analyse whether employee needs any training, transfer, motivation etc. So this method is effective development method. Performance Appraisal Tesco measures the abilities of its employees to check it has the correct skills for the future. After reviewing and career discussion if staffs need training then they can apply for training. Tesco mainly focus on three things Customer, working with other and own behaviour. This will help to select the leader. Decision is taken for giving training or promoting the staff according to the performance audit of the employee. In this step job performance of an employee is evaluated typically by the corresponding manager or supervisor. A performance appraisal is a part of a guiding and managing career development. It is the process of analysing, obtaining and recording information about the relative worth of an employee to the organization. It is also the judgement of an employees performance in a job based on considerations other then productivity alone. There is the long process of evaluating the performance of an employees in Tesco. Managerial team prepare an appraisal sheet where individual employee fills in the form in monthly basis. Which includes the feedback on performance of the employee and then manager analyse the sheet collected from different employee and identify whether training is needed and document the criteria used to allocate organizational reward. It also analyse the personal evaluation and decide whether to improve salary, promotion, disciplinary action, bonus etc. It also provides opportunity for organization to diagnosis and develops in facility provided to the communication facilities between employee and administration. Its main aim is to provide performance through counselling, coaching and development of organization. Methods of Performance Appraisal: A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives. In some companies, employees receive assessment from their manager, subordinates and customers while also performing a self assessment. Establishing performance standards: setting up of the stanandards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the peroformance of the employee as succesful or unsuccesful and the degees of theri comtrubution to the organizational goal and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot mesasured, great care should be taken to describe the standards. Establishing performance standards Communicating standards and expectations Measuring the actual performance Comparing with standards Discussing Results Decision making-taking corrective actions Communicating the standards: Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly expained. This will help them to understand their roles and to know what exactly is expected form them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators. Measuring the aperformance: it is difficult to measur the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throught the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfaceing in an employees work. Comparing the actula with desired performance: the comparision tells the deviations in the performance of teh employees from the standard set. The result can show the actual performance being more than the desired performance or the actual performance being less than the desired performance depiciting a negative deviation in the organizational perofrmane. It includes recalling, evaluating and analysis of data related to the employees performance. The result of the appraisal is communicated and discussed with the employees on one to one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with tha aim of problem solving and reaching conssensus. The feedback should be given with a positive attitude as this can have an effect on the employees future performance. The pressure of teh metting should be to solve the problem faced and motivate the employees to perform better. The last step of the process is to take decisions which can be taken either to improve the performance of the employees, takes the required corrctive actions, or the related HR decisions lile rewards, promotions, demotions, transfers etc. Conclusion: Tesco  is a succesful organization in UK. They have incresase market share and retails unit over the last five year. Their model of HR is strong and highly practiced and highly commited. Their main focus on the training issues and also on vital to the success of the organisation, without commitment, it would amount to a wsate of resources. The entire organisation is involven in training and is offered to all levels within the organisation.Give good training and development of its employees is necessary for Tesco to continue its work and sustain in the world as a world leading retailer. It uses same approach with both existing and new employees. This ensure the staff of this comapay have right skills to provide a strong base to support future growth of the business.

How a City Slowly Drowned Essay

This case summarizes events preceding the Hurricane Katrina, which was one of the worst natural catastrophes in the modern history of the USA. It raises questions about the lack of reasonable prevention and preparation actions due to flimsy structure and management of the responsible organizations and persons, invalidity and inconsistence of their actions and incapability of making the decisions in a timely manner. As a result of the unstructured and incoherent activities, we could observe several ineffective and costly attempts to mitigate floods and hurricanes. In the beginning the local officials, U.S. Army Corps of Engineers and â€Å"White Houses past and present always seem penny-wise and pound-foolish† because of the chain of the wrong decisions, which is indicated by Republican Sen. David Vitter’s words â€Å"Instead of spending millions now, we are going to spend billions later† (Grunwald and Glasser). One of the key actors in this case who made the most important decisions was the U.S. Army Corps of Engineers. The agency had a budget formulated by the earmarks. The Corps in Louisiana were getting more money for the protection from hurricanes than any other state, yet, the actions were not taken care of until the very last moment. In the late 19th century the Corps, were holding to â€Å"levees-only† policy. So it is not surprising, that the U.S. Army Corps have implemented the Mississippi River Gulf Outlet project in 1965, which increased the storm wave when Katrina hit New Orleans (Grunwald and Glasser). This is an evidence of poorly thought-out decision made by this agency. The Corps haven’t been interested in hurricanes until Betsy hit the city. No wonder that evaluation of the threats was again commissioned to the Corps instead of another research institute or agency. It becomes obvious that the Corps had failed their mission, but still had the authority for the implementation. Other key actors of the case are politicians, particularly the local officials and the Congress. Local officials didn’t want to spend money on expensive but effective projects, which could have saved the lives and infrastructure of the city if implemented on time. It is though surprising that there has been shown no considerable interest of the local population or non-governmental organizations in prevention and mitigation of the disasters. However, it is important to mention the concern of the local scientists who tried to warn the officials about the approaching danger. LSU professor Joe Suhayda tried to push the Corps to upgrade the city’s  defenses, but was told to choose the â€Å"stepwise process† which put up the solution of the problem on the shelf (Grunwald and Glasser). On the other side, the community and its leaders should have put greater pressure on the local officials and the federal government to make changes in the law and take actions before the hurricane hit New Orleans, make them take care of the worst case scenario, not the Category 3 hurricanes. It would also be a good option if NGOs could make an independent analysis of the environmental situation in the area, involve the experienced specialists from other countries to the projects, and get their advice before letting the Corps implement anything in the area. There was no performance measurement of the problem handling. In my opinion, there should have been some agencies or private companies hired by the government to check and follow up the actions taken by the Corps. Local population was not getting information on how efficiently tax payers’ money was spent. No visible actions had been taken by the city mayor, who was responsible for the social welfare and protection of human l ives. The main problem of the politicians and the governmental agencies in this case was the model they chose to make their decisions. In fact, they chose incremental (branch) method instead of the root method described by Lindblom in his article (â€Å"The Science of â€Å"Muddling Through†). Branch method does not give opportunity to look for alternative solutions; decisions are made based on assumptions, and there is no overall strategy. The decision can be made even without an agreement on objectives. On the contrary, the root method that is although more for an ideal world would make a better effect. It combines such positive features like being more theory oriented and assuming complete knowledge. It gives possibility of making a choice among several alternative solutions, not the first available and etc. One good example of the decision made according to the branch method in this case, would be the construction of the lock for the New Orleans Industrial Canal. This project was justified only economically, â€Å"without prior values or objectives† (Lindblom) and would never be approved by the â€Å"regular decision process† (Grunwald and Glasser). This suggests that if the root method was implemented, the decision would not be accepted, because, the par ticipants of the discussion had some agreement, which made it possible to make a decision in favor of approval of the shipping lock to be built. However, if the root method was applied, there would have to be an  overall agreement based on in depth analysis. Another reason not to choose the branch method is that it does not sufficiently rely on theory. We can observe that in the case when the Corps decided to build the shipping canal to the Port of New Orleans. Nobody thought of the consequences of this decision. The construction only aggravated the situation when Katrina hit Louisiana, because there hadn’t been any research or experiments carried out. The politicians were choosing this method, because it seemed safer for them. They did not have to take a big responsibility and could delegate it to the lower-level agencies. In the branch method there is a â€Å"watchdog† system that should keep the values in balance (Lindblom). For example, Former Democratic senator Bennett Johnston Jr. was criticizing the Corps for spending too much money. But later on, we see that he had his own pet project, a $2 billion eff ort to subdue the Red River between the Mississippi and Shrevport, LA which he pushed through the Congress. This method is more adaptive to internal and external changes, so the Corps and the politicians could make any micro changes they wanted. â€Å"In 1982, the Orleans Levee District urged the Corps to lower its design standards to provide more realistic hurricane protection and also switched to 100-year storm protection from 200-year plan to save money† (Grunwald and Glasser). The whole tragedy can be described just by the quote of Vic Landry, a Corps engineer â€Å"Let’s hope it doesn’t come on our watch† (Grunwald and Glasser). This was the overall point of view of the responsible parties of this case. Basically, nobody wanted to soil himself and take a responsibility to solve the problem as one unit. Essentially, if the root method had been chosen for making decisions, it would have a more positive effect on the situation. When the cost is the human lives you should look for the best opportunities to prevent the problem, not the first satisficing solution available, you should find the most efficient ways to get a result, not the cheapest. You need a deeper view of the problem. You need to be able to see the whole picture, identify the problem and find the alternative solutions to the problem. Congress was well informed that the US did not have a water resources policy and could actually pass the law or the bill to have it. If there was a water resources policy for prevention of natural disasters, that would also decrease the caused damage. In this case, the Corps would have to come up with a better plan to prevent or at least to mitigate the disaster.  The Corps had already faced a tragedy of previous hurricanes and should have been more prepared to this situation. If there was better research, it would be clear, that if the Category 3 or higher hurricane happens, the lakes in the area would flood New Orleans. That would expose the problematic issues and give an opportunity to establish fiscal responsibility, so there wouldn’t be any over limits of the budget. Beyond all doubt, if there was one center to control the processes, to plan the mitigation actions and etc. there wouldn’t be any projects that contradict each other. The structures built for flood w ere not corresponding to the structures built for storm and vice versa, only worsen the consequences. Obviously, it takes too long for the politicians to make any decision and it takes even longer to change laws. Besides, some decisions were made blindly, without any forecasts for future. For example, there was a cut in budget of the Corps in 2002 by President Bush which as a result impacted New Orleans hurricane defenses. However, this kind of decision should have been made only after in depth analysis. What is really demanded is the change in the structures of the governmental agencies. Their actions should not depend on the decisions of the certain politicians that want to pass the particular projects for their own advantage which is not necessarily something positive for the social welfare. â€Å"The lock for the New Orleans Industrial Canal which cost $750 million was justified by predictions of increasing ship traffic, but traffic rapidly declined† (Grunwald and Glasser). The process of getting funding from the government should be more complicated to stop squandering money of the tax payers. As French composer Hector Berlioz once said, â€Å"Time is a great teacher, but unfortunately it kills all its pupils† (Berlioz). I hope that the experience of lost time will teach the government and all responsible people to manage their resources properly and wisely, not to let American nation stay red-faced and homeless because of the wrong decisions and ambitions of certain people. Reference list: 1. Michael Grunwald and Susan B. Glasser / How a City Slowly Drowned. The Washington Post, National Weekly Edition, October 17 to 23, (2005) pp. 6-10 2. Charles E. Lindblom â€Å"The Science Of ‘Muddling Through† (1959) 3. Letter written in November 1856, published in Pierre Citron (ed.) Hector Berlioz. Correspondance gà ©nà ©rale (Paris: Flammarion, 1989) vol. 5, p. 390; Paul Davies About Time: Einstein’s Unfinished Revolution (New York: Simon & Schuster, 1996) p. 214.

Literary Analysis Of Sylvia Plaths Mirror - 1075 Words

Poetry lives in spaces where ordinary language cannot do the work, it finds a way to survive through intros in rap songs, commercials or ads, and monologues in movies. Poetry depicts the emotions nobody dares to talk about in public and shows how much a situations can impact you. These events create emotions into art. Sylvia Plath’s story and motive to write poems begins around the same time her father passes, an event that will impact her poetry deeply. A little after Plath’s eighth birthday her father dies from a case of diabetes that he ignores to treat. Plath published one of her first poems at the early age of eight in the children’s section of the Boston Herald. Later, in 1950, she is accepted by Smith College, where she meets an†¦show more content†¦She teaches at Smith and writes. Hughes and Plath eventually go back to England where Plath suffers from a miscarriage and goes on to give birth to two other children. Her and Hughes marriage didnâ⠂¬â„¢t go too well, her husband having mistresses. In 1963, Plath wrote â€Å"Daddy† while they were in the process of divorcing. In Daddy Sylvia Plath uses metaphors and imagery to portray herself as a victim who feels resentment and sadomanchism. In the first stanza Plath begins by saying, You do not do, you do not do/ Anymore black shoe/ In which I have lived like a foot/ For thirty years, poor and white,/ Barely daring to breathe or Achoo(Daddy). In the poem the word achoo represents the German word Achtung, it suggests that Plath is using the word to illustrate Nazi atrocities which will help to introduce the metaphor for her situation. A critic, Mary Lynn Broe, from Poetry for Students writes the real victim is the poet-performer who, despite her straining toward identification with the public events of holocaust and destruction of World War II, becomes more murderously persecuting than the â€Å"panzer-man† who smothered her, and who abandoned her with a paradoxical love, guilt, and fear(Broe 80). In other words Broe is saying that she is using imagery to show that Plath is the victim while she p aints her father as this model and power over her and her emotions. As the poem goes on we get to stanza two where she begins by saying, Daddy IShow MoreRelatedBiography of Sylvia Plath1452 Words   |  6 PagesCritical Analysis Sylvia Plath, a great American author, focuses mostly on actual experiences. Plath’s poetry displays feelings and emotions. Plath had the ability to transform everyday happenings into poems or diary entries. Plath had a passion for poetry and her work was valued. She was inspired by novelists and her own skills. Her poetry was also very important to readers and critics. Sylvia Plath’s work shows change throughout her lifetime, relates to feelings and emotions, and focuses on dayRead MoreOutline Structure For Literary Analysis : Daffodils By Ted Hughes960 Words   |  4 PagesOutline Structure for Literary Analysis Essay I. An Enemy or a Friend: â€Å"Daffodils† by Ted Hughes II. Paragraph 1: Introduction A.)This poem is focused all about daffodil flowers which i believe is a resemblance of his wife Sylvia Plath. B. The author of the poem is Ted Hughes .The poem is based around how years Hughes and his children would sell the daffodils to make a living but never realized how much they were taking the daffodil for grant. C. The title of the poem is â€Å"Daffodils.† F. The mainRead MoreHow Sylvia Plaths Life is Reflected in the Poems Daddy, Morning Song, and Lady Lazarus2237 Words   |  9 PagesHow Sylvia Plaths Life is Reflected in the Poems Daddy, Morning Song, and Lady Lazarus Sylvia Plath has had an exciting life, if I can use this word. Her father died from an undiagnosed diabetes when she was eight. At the same time, a short couplet that she wrote was published in the Boston Sunday Herald. Later, she won scholarships to study in Smith, Harvard, and finally Cambridge. There, Plath married Ted Hughes, who was a good poet, too. What amazes me in her lifeRead MoreThe Bell Jar by Sylvia Plath1211 Words   |  5 PagesSylvia Plath Research Paper Title The Bell Jar place[s] [the] turbulent months[of an adolescent’s life] in[to] mature perspective (Hall, 30). In The Bell Jar, Sylvia Plath uses parallelism, stream of consciousness, the motif of renewal and rebirth, symbolism of the boundary-driven entrapped mentally ill, and auto-biographical details to epitomize the mental downfall of protagonist, Esther Greenwood. Plath also explores the idea of how grave these timeless and poignant issues can affect a fragile

Essay Comparison of A Rose for Emily and The Possibility...

Comparison of A Rose for Emily and The Possibility of Evil In the short stories â€Å"A Rose For Emily,† by William Faulkner and â€Å"The Possibility of Evil,† by Shirley Jackson both authors create similar characters and settings that illustrate daring images of evil. Both Emily Grierson and Adela Strangeworth are women who share similar characteristics yet pose completely different motives. Their stories take place in close-knit towns, which play essential roles in their motives for evil. Emily Grierson and Adela Strangeworth demonstrate similarities and differences that develop their actions, revealing the possibility of evil within them. Both towns that Emily Grierson and Adela Strangeworth exist in are important settings for their†¦show more content†¦The second part of the definition, â€Å"low in public esteem,† creates an area of contrast for the two women. â€Å"Her letters all dealt with the more negotiable stuff of suspicion† (JACKSON 467), the letters she writes are all assumptions, lacking e vidence and facts for such accusations. Adela Strangeworth’s acts were so cruel in the public’s eye that they destroy her rose bushes. Emily’s public, however, does not maintain her at a low esteem. They actually idolize her as a â€Å"fallen monument† (FAULKNER 87) to their town’s history. Throughout her story and even after the townspeople discover the murder of Homer Barron, the town consistently feels bad for Emily. By reexamining the definition provided by the American Heritage Dictionary Adela’s actions are much move evil in her public’s esteem then Emily’s public was. Achieving control is the main motive behind Adela Strangeworth and Emily Grierson’s subconscious’. Yet each woman sought control in extremely different ways. Adela sought to prevent her whole town from committing possible acts of evil. She disguised herself by writing letters anonymously, this gives her the freedom to be unknown, yet still mai ntain her control over her little town. Emily Grierson’s situation was different. She sought control over her own life, which her town had denied her of. They starved her of her only love, Homer Barron. The town felt that it was improper of noblesse oblige to be engaged toShow MoreRelatedTypes Of Poetry : A Poem Which Deals With Religious Themes, Love, Tragedy, Domestic Crimes, Essay2495 Words   |  10 Pagesthe Revolution. It also describes how powerful people can change the ideology of a society. 4. Sonnet: Normally a 14 line iambic pentameter poem. Example- William Shakespearean Sonnet From fairest creatures we desire increase, That thereby beauty’s rose might never die. But as the riper should by time decease, His tender heir might bear his memory: But thou, contracted to thine own bright eyes, Feed’st thy light’s flame with self-substantial fuel, Making a famine where abundance lies, Thyself thyRead MoreWhat is Hope?2792 Words   |  11 Pagesbelieved in hope, as I saw it as a double-edged sword that society fell upon time and time again over the centuries. However over the course of the semester as we explored tragedy after tragedy, as well as tried to grab an understanding of what is true evil and suffering, we never failed to (especially towards the end of the semester) find the bright end at the end of the tunnel that represented hope. That in particular stood out to me, and that’s why I decided to further investigate the topic as wellRead MoreHow Fa Has the Use of English Language Enriched or Disrupted Life and Culture in Mauritius15928 Words   |  64 PagesREADINGS CLOSE READINGS Post your close reading posts here. Share this: †¢ Twitter †¢ Facebook †¢ Like this: Like Loading... [pic] 26 Comments on â€Å"CLOSE READINGS† 1. [pic]John Cooper says: July 13, 2011 at 3:36 pm Emily Dickenson’s poem â€Å"Because I could not stop for Death† details the events the narrator experiences after dying. 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