Analysis Of Farewell My Concubine English Literature Essay

Analysis Of Farewell My Concubine English Literature Essay The film farewell my concubine is a Chinese film which has received much attention from the world. It explores the impact of the Chinese political turmoil on its citizens during the middle 20th century. The movie illustrates this by using two stars in a form of traditional Chinese theatre maybe with some music playing along, and in this movie there is a woman who comes between the two stars. This movie uses two stars in a Peking opera troupe and a woman as an object to illustrate the predicament and frustrations of the Chinese people which was brought about by its political turmoil. This film was adopted from Lilian Lee novel entitled farewell my concubine. This film is centered on a love triangle which involves two opera singers and a former prostitute, this provides emotionally charged lens through which one is enabled to view and visualize the major chinas historical events of the mid 20th century and also brings clearly out the oppressive communist rule of Chairman Mao. The plays structure is provided by the historical context of the time period then. This play explores a number of themes for instance sex, survival and love. Cheng Dieyi who is a man effeminate, as a boy and through opera trainings he is trained to act like a woman to symbolize the limitations of art and also to demonstrate power in the real world. Dieyi is used as an object to demonstrate power and limitations of art being faced in the actual real world. In this play we also notice that many of the younger characters are being referred to as Xiao meaning small and an indication of childhood. This film starts with an introduction where the audience is introduced to the two stage characters namely YuJi who was effeminate therefore the woman and the man General Xiang Yu, it is important to keep in mind, that the two actors are men. At the beginning of the film we see that when the little boy, Xiao Douzi is taken for training to the Peking opera instructor, Master Guan refuses to take him until Yanhong(his mother) chops off Douzis extra finger, a birth defect with a clever and the contract is signed with a thumb print in blood. This symbolizes the hardships to be endured by the little boy, Douzi in order for him to be trained; it also reflected the numerous challenges awaiting him on this journey which he had to follow. This is also seen in the following proceedings where a ten year contract is signed between the Peking opera trainer and Yanhong during which Douzis life and his earnings goes to the trainer in exchange for the training. At the beginning we said that this film was done to illustrate the frustrations of the Chinese people in the mid 20th century after the political turmoil and this is reflected here in that, this training is not comfortable and the conditions being met for the student to be trained are tough. His extra finger has to be chopped off and this is accompanied with a lot of pain, Douzi has to work for ten years without ever seeing his salary or not even touching it, on addition to already existing tough rules his life belongs to this man meaning he can use him for anything and in any way that he wants. Douzi because of his craving for freedom tries to escape and only returns after seeing a performance that makes him to weep and also enquire on how much they had to endure in order to become stars. Shitou is brutally beaten for allowing Douzi to escape who also after returning receives his share of punishment. It appears like the boy has been sold completely in exchange for the opera training yet life and freedom is important than all this. As away to consol himself he befriends Xiao Shitou who is the informal apprentices leader and due to the long days of practice they both distinguish themselves as the most talented. When the play starts Douzi is chosen dan, or female lead while Shitou is chosen sheng or in other words a male lead (Silbergeld 96-97). As adults having graduated they are employed by an opera company and given new names and Douzi becomes Cheng Dieyi while Shitou becomes Duan Xiaolou the characters we are introduced to at the beginning of the play. In this play theres a lot of weeping as a result of the beatings received which symbolizes the anguish and pain of this people and that is why Douzi yearns for freedom from this imprisonment. During the training Douzi dreams of the outside world to the extend that instead of saying I am a girl by nature, not a boy he says I am in nature a boy. The future of the troupe is brought at risk because of Douzis problem of identifying himself with his new gender and there arises a need for quick remedy in order to secure the troupe. The solution to this is very frightening as his friend Shitou twists a tobacco pipe into his throat until Douzi gargles blood in the pipe which in turn forces him to softly whisper I am in nature a girlà ¢Ã¢â€š ¬Ã‚ ¦not a boy. The pipe is used as an object to symbolize the kind of enforcement they applied to force its victims to subject to the world that was created for them. With such kind of punishment and torture one has no other option but to obey. This is the second time we are coming a cross blood and since life is in the blood whenever you come across blood theres fear since it posses threats to life and it also brings about uncertainty its like venturing in the unknown, in the dark. After the performance Douzi is summoned to meet eunuch Zhagy alone who during there meeting looks at him lustfully and in the process molests him. From the act of the eunuch its clear that those in power and with resources care less about other people and that is why they exercise this power in unspeakable disgusting way that lowers other peoples dignity to the point that it becomes hard to the people victimized to share the predicament that befall them even to there best friends. This is seen by the fact that his frien d whom he really longed for to be near him so that he could tell him what he was feelings fails to get him to say a word about the proceedings at the eunuchs place and maybe even the purpose for the invitation or more to that why he had to go alone. Also when Douzi notices an abandoned baby on the street and expresses his concerns to take him but he is urged by his master not to do so because even each one of them knows not there fate. People seem to care only for themselves and do not think about the need people around them or even the innocent like that baby who can not speak for themselves or rather struggle to survive as many would do if life became hard or when faced with difficulty circumstances. The form of training given to do this kind of a job is one that hardens and excludes you from the normal life and society norms or culture. On stage the adult Dieyi is in love with Xiaolou though sexually his affection is not being met. Though the two are courting, Xiaolou starts to like Juxian who is allegedly said of as being a prostitute. When Xiaolou intervenes in Juxians attack she proposes marriage to him which is followed by an engagement in order to free her from prostitution and as a result wrangles emerges between the two famous actors who were in love and they fall out. Dieyi after accepting Yuan Siyes invitation due to his frustrations of being left by his love falls in another trouble since he is raped after being made drunk and in the morning ashe lives he takes the sword that they had early seen in the market place which he had wanted to give to Xiaolou as a wedding gift. Dieyi starts to use opium in order for him to get over his frustrations and this symbolizes the crimes and wrong decisions made by the people in order to rid there pain and humiliation. We also see the Japanese soldiers beating up the Chi nese patrons which makes Xiaolou angry to the extend that he refuses to perform the opera farewell my concubine again, this leads to his imprisonment and his freedom is bought by Dieyi thou they fail to keep the terms of that agreement. During the play betrayal is seen and a lot of insincerity as the people fail to keep the promises made and as a result they hurt the other parties in the agreement. Theres fighting for power and this is witnessed when Xiao Si usurps Douzis position as a reflection of the turmoil in the Chinese economy brought about by the fightings for position and power after the withdrawal of the Japanese government. The maliciousness of the leaders is seen and this brings the chinas economy down. The aspect of bribery comes out when Dieyi is released after performing for the government when he had been arrested for treason. Also in the drive and the urge to protect one another Juxian is hit in the stomach and she looses her baby. The baby was as a simple of a new birth, hope, a new beginning but because of strive amongst them its lost through a miscarriage. This sudden death brings about Chinas fall since its surged and put under the control of the liberation army of the communist people. This complex relationship between the three involved parties is an illustration of the political issues affecting china as a nation since its second mid 20th century war. The three actors have been used as a simple to illustrate the underlying issues for instance betrayal emerges when Xiaolou who is in love and also courting Dieyi engages Juxian. This enormous war that frustrated the Chinese citizens was caused by imperialist policy aimed at securing raw material reserves in particularly food and labor and also to cause its domination in politics and military at the expense of its people. There is a few happenings after the airing of the film like for instance the theater troupe is turned to the government and the abandoned baby whom Dieyi trained and was given the name little brother, Xiao Si. In this film we are told that little forth brother has the same sound as little death this is very symbolic as its followed by the burning of the film in china (Zhu 127-130). It can also symbolize an end to the freedom that was there for this people. The limitations in the peoples freedom of speech is seen also when Shitou is questioned by the communist party about the words he uttered many years back which they consider them to be unpatriotic. Theres unknown fate for Xiao Si for usurping Douzis position and Juxian hangs herself when she is rejected by her husband and as a result the reunion of the first relationship between Douzi and Shitou occurs. These deaths are not just for fun but they symbolize dead or an ending. Throughout we are seeing a frustrated people, people that are oppressed and weeping because of the many things that are happening to them and around them. The Chinese people who have been frustrated by war until they lost all the hope and that is why there are children who are very innocent but they have been abandoned by there loved ones, the only people they knew and trusted, people responsible of taking good care of them and giving them brighter future. All this symbolizes the cry of the people who have been abandoned by there government and subjected to a lot of pain and suffering. Hopes only revive in china after the death of the chairman Mao which is followed by his political sect being overthrown and consequently there arrest for the crimes they have committed against the people of China. Finally when Xiaolou and Dieyi met a few important things happened which symbolized a re-birth of a better life for the Chinese people, since they had lost most of there former school boys as a result of the numerous chinas political campaigns. These two main actors forgive each other for the ugly things they had spoken and done to each other. Where theres forgiveness theres growth and incomparable peace meaning that the citizens of china have an obligation to forgive each other in order to live in harmony, peace, unity and in love with one another. And once this is done it will pave way for development and on addition it will be easy for everyone to move on with there own lives. Work cited Jerome, Silbergeld. China Into Film. London, UK: Reaktion Books, 1999. Ying, Zhu. Chinese Cinema during the Era of Reforms. Westport,CT: Greenwood publishing group, 2003.

Performance management system at TCS Essay

The performance management process involves all levels in an organization. Strategic goals set by the organization filter through the organization and affect the goals and activities of each employee. In addition, the performance management process gathers and updates current employee data to maintain the human resource information system (HRIS). The HRIS contains a skill bank of employee information that enables the HR department to determine if the organization has the right mix of skills and people to achieve the organization’s goals in an ever-changing world. This information is used in all areas of HR decision-making. Effective performance management requires ongoing communication between supervisors and staff. The assessment and review part of the process provides the opportunity for documentation and formal communication. It’s the time for the supervisor and the employee to set developmental goals that reinforce the organization’s strategic plan and, if th ere are areas of problem performance, action plans for improvement. There should be discussion of the employee’s career progress and plans made for training and long-term career growth. Many supervisors see the appraisal process as a motivation tool to improve employee performance. The employee’s main objective is to obtain feedback from the supervisor on his or her work performance. Ideally, employees receive feedback at all times and not just through the review process. The employee will also expect organizational support in his or her career growth.  Together, the employee and the supervisor should identify areas for improvement and set goals for training and skill development. Anything the supervisor can do to enhance the employee’s skills will benefit both the employee and the organization. If the organization links performance appraisal to compensation, most employees will expect a raise as a result of a positive review. Though supervisors generally conduct the review, they may not have a say in the amount of compensation awarded because compensation is normally determined by organizational policy. This can be particularly problematic for supervisors who want to motivate employees through the appraisal process but find the organizationâ₠¬â„¢s compensation to be a de-motivator when increases are not as much as employees would like. For this reason, many supervisors prefer that compensation increases are not linked to the performance appraisal process. Difference between Performance management and performance appraisal Performance Management Performance Appraisal Performance management is a goal-oriented system to ensure that organizational processes exist to maximize the productivity of employees, teams and, ultimately, the organization. A performance appraisal is a formal system of review and evaluation of individual or team performance. Performance management is an ongoing organizational process that is conducted to maximize the productivity of employees with the overall intention of improving the organization’s effectiveness. The performance appraisal is a periodic event to reflect and evaluate past performance with the intent to identify strengths and weaknesses of an employee’s performance and to identify developmental goals. It is strategic in nature and involves every person and all HR processes in the organization. All are directly tied to achieving the organization’s goals. A performance appraisal is just one part of a performance management system. The Importance of Performance Management The employees are an integral and indispensable part of running a business smoothly and efficiently. That’s why, keeping in mind the crucial role of the employees, a recent trend known as Performance Management has come into practice. Using performance management, we can ensure that our employees not only fulfil their responsibilities, but do so to the best of their abilities and up to your expectations. Performance management allows us to tap the full potential of our staff. It can be described as a comprehensive process starting from monitoring and developing the desired traits to rating their progress and rewarding them for their achievements. I. Involve Employees in the Planning Stage The making of plans alone will not help us to run our business successfully. We must also focus on the appropriate ways to get business tasks done. One way of doing this efficiently is to involve our employees in the planning process. This will not only boost their morale and confidence, but also help us avoid any communication gaps in the process. Additionally, it will also help in providing them with a clear picture of what we expect from them and what they need to accomplish. II. Monitoring the Progress of Our Employees Just as revision of business plans is sometimes necessary for the success of our business, measuring the performance of every employee is also important. This ensures that tasks are efficiently completed on time and on or under budget. It also points out to you any shortcomings of either our staff or business plans, and helps us to take the appropriate corrective actions. III. Ensuring All Around Development of Employees Performance management gives us the tools to install the desired qualities in our employees in order to get the job done. Development is not limited to only individuals in our workplace, but also addresses the performance of the team as a whole. All around employee development not only ensures the  personal and professional growth of our employees, but also the expansion and improvement of our business. IV. Evaluation of Individual Performance Evaluating and rating the performance of our employees on an individual basis is essential. This gives them a clear picture of where they presently stand, areas that they need to work on and what they are good at. This way, they can focus more on their weaknesses and work to strengthen those areas. We should make it company policy to issue performance reviews while providing your employees with the feedback that they need to perform better at their jobs. V. Rewarding Our Employees Rewarding and appreciating our employees’ efforts ensures that the level of their performance and consequently the performance of our business is not compromised. It ensures optimum productivity, Performance and maximum profitability. Rewarding our staff for a job well done not only enhance their performance but also serves as a tool to keep them motivated. Therefore, performance management is an effective system that allows us to achieve the financial goals of our small business. Methods of Performance Appraisal There are a variety of appraisal methods available to organizations. The method selected by the organization should fit well with the organization’s goals and be appropriate to the job being appraised. Some organizations use different methods for different positions. Regardless of the system used, regular communication and feedback from managers are more important than the method used. Graphic rating scale A graphic rating scale is the most commonly used appraisal system. Evaluators record their judgments on a scale that includes about 5–7 categories. Categories are defined by adjectives such as outstanding, meets expectations or needs improvement. This method is popular because it is easy to administer and can be quantified, if desired, by adding a numeric value to each description. Ranking method In the ranking method, the evaluator places employees from a particular group in the order of overall performance, starting with the top performer–who is rated the highest–and moving down to the poorest performer in the group who receives the lowest ranking. Paired comparison is a variation of the ranking method in which the performance of each employee is compared with every other employee. The comparison is often based on a single criterion, such as overall performance. The employee who receives the greatest number of favorable comparisons is ranked the highest. This can be difficult to administer if your work group consists of a large number of employees. Forced distribution method The forced distribution method requires the evaluator to assign individuals to a limited number of categories, much like a normal frequency distribution curve. A few individuals will get very high ratings and a few will get very low ratings, with the majority averaging in the center of the curve. Generally, those with very low ratings are subject to termination. As with the ranking method, this system requires the evaluator to place some employees at the bottom, even if their performance is acceptable, and some at the top, even if performance may actually be less than outstanding. The system makes the erroneous assumption that there must be some outstanding workers and some poor workers, even when that may not be the case. Forced distribution is unpopular among managers because many believe it destroys teamwork and fosters cutthroat competition among employees. Critical incident method The critical incident method requires the evaluator to maintain records of employees’ favorable and unfavorable performances. These critical incidents become the basis for evaluation. The incident log must be maintained over the entire evaluation period to eliminate the problem of just evaluating an employee’s most recent Performance. Essay method In the essay method, the evaluator writes a brief narrative of the employee’s performance. The major criticism of this method is that it is very  subjective because the evaluation criteria left entirely to the discretion of the evaluator and the results are dependent on the writing skills of the evaluator. It can be difficult to compare the results of employee evaluations that use the essay method because there are no common criteria used for evaluation. BARS–behaviorally anchored rating scale BARS is a behaviorally anchored rating scale that combines elements of a traditional rating scale and a critical incident method. Various performance levels are described on a scale, and the evaluator compares the employee’s performance to the levels described. The descriptions provided reduce the amount of judgment required of the evaluator and rely on the evaluator’s observations of the employee’s work behavior. MBO–management by objectives Management by objectives, or MBO, is a results-based system that relies on the manager and the employee to jointly agree on objectives, the attainment of which becomes the basis of evaluation for the next appraisal period. TCS- Tata Consultancy Service About The Company Tata consultancy services limited (TCS) is the world-leading information technology consulting, services, and business process outsourcing organization that envisioned and pioneered the adoption of flexible global and pioneered the adoption of the flexible global business practices that today enable companies to operate more efficiently and produce more value. They are part of one of Asia’s largest conglomerates- the TATA Group- which, with its interests in Energy, Telecommunications, Financial Services, Chemicals, provides us with a grounded understanding of specific business challenges facing global companies. The role of HR assumes unthinkable proportions and is subject to mammoth challenges. With this sensitive breed of IT professionals, how has TCS grown to and sustained at the number one position is a question which market watchers have asked themselves a thousand times. There is but one answer- passion for excellence in the workforce practices. TCS has developed an unbreakable bond with sound HR  practices in an environment that defines traditional roles and responsibilities. The TCS-HR group operates with technical experts to create a synergy which is enviable. The role of HR, which is that of a facilitator. So whether it is recruitment or even career development, HR is the catalyst which initiates and institutionalizes processes. To manage all the functions for over 14000 employees is a difficult task but the smoothness of operations is intriguing. The HR structure, which allows flexibility and empowerment, is the solution. Performance Appraisal Criteria at TCS Objective Data relating to performance assessment of employees are recorded, stored and used for different purposes: MAIN PURPOSE OF PERFORMANCE APPRAISAL General Applications Specific purposes Developmental Uses Identification of individual needs Performance feedback Determining Transfers and job assignments Identification of individual strengths and development needs. Administrative Uses Salary Promotion Retention or termination Recognition of individual performance Lay-offs Identification of poor performers Organizational Maintenance/ Objectives HR planning Determining organization training needs Evaluation of organizational gal achievement Information for goal identification Evaluation of HR systems Reinforcement of organizational development needs Documentation Criteria for validation research Documentation for HR decisions Helping to meet legal requirements Performance Appraisal and Competitive Advantages in TCS The objectives of performance appraisal, point out the purpose which such an exercise seeks to meet. What needs emphasis is that performance evaluation contributes to TCS’s competitive strength. Besides encouraging high levels of performance, the evaluation system helps identify employees with potential, reward performance equitable and determine employee’s need for training. Specifically, performance appraisal has helped the TCS gain competitive edge in the following ways: Improving performance Making correct decisions Ensuring legal compliance Minimizing dissatisfaction and turnover Values and behaviour Strategy and behaviour TCS conducts two appraisals: 1. At the end of the year 2. At the end of a project Appraisals are based on Balanced Scorecard, which tracks the achievement of employees on the basis of targets at four levels: Based on their individual achievements, employees are rated on a scale of one to five (five = â€Å"superstar†). If employees get a low rating (less than two) in two consecutive appraisals, the warning flags go up. â€Å"If the poor performer continues getting low scores then the exit option may be considered. Over the years TCS has found the pattern that leads to the maximum decline in performance. If employees work for more than two years on  the same project, typically either their performance dips or they leave the organisation. To avoid that, TCS shuffles its employees between projects every 18 months or so. â€Å"Performance drops if motivation drops† the employee satisfaction depends upon the fact whether his performance is being appreciated and recognized. TCS’s performance management system has metamorphosed into one that emphasizes objectivity and a system that mandates performance evaluation against pre-determined criteria. What Deserve special mention is the active participation of the senior management in the determination of guidelines for the Performance Appraisal Process. The process ensure buy in of the employees since the guidelines for the rating system and its conversion into money terms is not unilaterally decided by HR but is a consensus of a cross functional team with representation from all levels. TCS’s performance appraisal system is supported by an online system called the Human Resource management system an Oracle Developer 2000 based tool. An employee’s performance history at the click of a button and this accurately maintained for 14000 employees. Right from his entry, an employee in TCS get formal performance feedback once every 2 months till such time that he is confirmed after which the performance feedback is provided twice every year on a formal basis. TCS however widely encourages informal feedback discussions between Project leader & Team Members and this concept have found an overwhelming appeal among the people. Recognition at TCS Guaranteed high motivation levels at TCS through competitive compensation packages, stimulating job content, outstanding development opportunities, and not the least, an innovative recognition mechanism. The various ways in which TCS recognizes its people are listed below: Project milestone parties — to encourage efficient execution of projects. Recognition of star performers / high fliers — to recognize outstanding talent. Nomination to covet training programmes — to encourage self-development. Best project award — to promote a spirit of internal competition across work groups and to foster teamwork. Best PIP award — to encourage innovation and continuous improvement. Best auditor award — to acknowledge participation in critical support roles Spot awards — to ensure  real-time recognition of employees. Recommendations for new technology assignments / key positions — to ensure career progression and development of employees’ full potential. Performance-based annual increments — to recognize high performers Early confirmations for new employees — to reward high-performing new employees Long-service awards à ¢â‚¬â€ to build organisational loyalty EVA-based increments — to ensure performance-based salaries. On-the-spot recognition —to guarantee immediate recognition of good performance.

Long distance migrations Essay

During the time period of 1700 to 1900, there were many changes in long distance migration. Near the end of this period the slave trade across the atlantic was outlawed, so indentured servants from east and south asia began migrating to the U.S. There was activity throughout America and Ireland, while some changes in long distance migration from that time period occurred as European, African, and Chinese laborers were sent to the Americas. There was continuity in long distance migrations during this time in that, there remained a steady flow of foreign migrators into the U.S who seek economic gain and religious freedom. There were changes in european and U.S migrations around the world. Before, the irish population remained in Ireland developing culture, but that eventually changed to their migrations to the U.S. This migration was cause by a severe potato famine, seeking a better life with a more constant food supply. Many people migrated to the U.S. Secondly, at first the British had many colonies without many of their own people in them, but that changed to the british sending captives to Australia and New Zealand to begin a penal colony. The irish respond to their famine and poverty by revolutionizing instead of migrating. Unlike the rest of the world, the U.S received many migrators rather than provided many. Firstly, in the beginning of this time period, the U.S accepted many slave migrations to work on the plantations of sugar, cotton, and tobacco, but that changed to the use of indentured servants who came not just from west africa, but from east and south east asia. The outlaw of the slave trade was caused by the british who decided that it should be ended for economic reasons and who spent just as much money as they earned from the profits of the slave trade to stop it in the atlantic ocean. Also in the U.S, at first they accepted and welcomed many foreign migrants, but that changed to not allowing certain people to migrate there by passing acts, such as the Chinese exclusion act. This type of act is similar to how china, in its days of isolation, kept out and restricted any foreign interference and interaction. There were many continuities over this time period in both europe and the U.S. FIrst, the main reason people migrate is for economic reasons and that remained throughout the time period. Even the australian penal colonies had this incentive as Britain did  not want to have to use tax money to hold and secure prisoners. Secondly, the migrants bring culture with them which causes syncretism such as the creation of the vodun religion in african slaves. Thirdly, world migrations in both the U.S and europe at this time caused widespread disease, such as the smallpox epidemic. The Africans especially had to acclimate to a new world in the U.S. Also, the U.S and the europeans had to worry about diseases like HIV and malaria when in africa. Finally, there was and remained throughout the period, a constant flow of migrants into the U.S no matter where they came from in the world. Another continuity is the flow of people from europe to africa. At this time, europe is still heavily imperialistic, especially in africa because it has gone unconquered by a colonial force. European economic interest in african goods caused this continuous through relatively small, migration of europeans to america to govern colonies, connect and sell goods as merchants, and even step up colonies who enjoy extraterritoriality. Colonies such as british, south africa, and france are examples of this. Throughout the time period of the 1700 through 1900, many chang es and continuities occurred. The irish population remained in ireland developing culture, eventually changing to the U.S, Europeans migrating to the americas, and the migration of the slave trade. All migrations contributed both positive and negative factors to what our world is today.

Mr. Helen Swift From The University Of Oxford - 804 Words

Interviews at Oxford are somehow misrepresented as something to be afraid about, full of big mathematical problems and trick questions, however, the only thing students need to worry about is to make sure to bring their personality to the interview. Dr. Helen Swift from the University of Oxford offered some advice: We are genuinely interested in people s honest views about what they have read. The questions are going to be challenging... but we are not expecting people to get everything right. In the first part we addressed issues regarding who will be conducting the interview, how to prepare before you attend and how to impress the tutors of Oxford. In the second part we are offering advice on what to expect from the interview, and how to deal with pre-interview nerves. What if I don t know the answer? Ask the interviewer to repeat the question if you feel that you may have misheard what was asked, or ask them to elaborate. You could even repeat the question in your own words to verify that you understand correctly. Additionally, the questions won t have a simple answer, and some may be quite broad. If this is the case then feel comfortable to break them down and work your way through them to tackle each part of the question. If you feel that you might not know the answer to a question you can explore it as part of a question. Here are some sample interview questions from previous interviews. How to deal with nerves Every candidate will get nervous to a degree,Show MoreRelatedEssay on may 4th movement2171 Words   |  9 PagesBeijing intellectuals met in Tiananmen Square to protest the results of the Paris Peace Treaty. The protesters disagreed with the Beijing governments decision to accept the lot given China in the post-war world. Over the next month students and workers from across China marched, held strikes, and boycott Japanese and western products, eventually causing the Chinese government to capitulate to their demands and make a stand on the world stage. This was the first mass protest in 20th century Chinese historyRead MoreChildrens Literature13219 Words   |  53 Pagestime. As a term, â€Å"children’s literature† does not easily fit into any cultural or academic category; rather, it is a diverse and paradoxical area of study. Its richness is reflected in the vast amount of theories that permeate and surround the term. From feminist studies to new historicism, liter ary theory places the child/text/context relationship on varying ideological and political axes. The reconceptualization of its history and the postmodern growth of radical alternative literary â€Å"histories†Read MoreThe taste of melon by borden deal11847 Words   |  48 Pageswalked that way last year. He said she’d walked like any other human being. So then I said, put on or not, I liked the way she walked, and then there was a large silence. It wasn’t a comfortable silence, because of Mr. Wills, Willadean’s father. We were all afraid of Mr. Wills. Mr. Wills was a big man. He had bright, fierce eyes under heavy brows and, when he looked down at you, you just withered. The idea of having him directly and immediately angry at one of us was enough to shrivel the soulRead MoreIgbo Dictionary129408 Words   |  518 Pagescolloquial conjunction demonstrative English enclitic especially extensional suffix Hausa inflectional suffix interjection interrogative literally noun numeral proper name preposition pronoun possessive pronoun quantifier usually verb Yoruba derived from Igbo Dictionary: KayWilliamson. Draft of Edition II Editor’s Preface The present Igbo dictionary is a much revised and expanded version of the Igbo dictionary published by Kay Williamson, Ethiope Press, Benin City in 1972. Professor WilliamsonRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesbuilt-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore