Macbeth Act 4 Coursework Example | Topics and Well Written Essays - 250 words

Macbeth Act 4 - Coursework Example 2. Do you have any sympathy for Macbeth in Act 4, scene 1? We feel sympathy when we learn someone is struggling and suffering, even if they are suffering because of their own sins and faults, in which they sincerely repent. In the case of Macbeth, he is willingly goes to witches; he has seen them before and knows that they are strange, evil and hideous creatures, however he chooses to go to them and, when he comes to their abound, he acts boldly, he commands witches to answer him, even if they will have to call on all the power of hell, and it would mean destruction in nature – he does not care for anything else, he only cares to get his answers. â€Å"Even till destruction sicken, answer me / To what I ask you† (4.1.61-62) 3. Imagine you are directing this scene. How would you: design the set dress Lady Macduff and her son direct the characters to act etc. To maximize the sense of innocence - i.e. the more innocent Lady Macduff and her son seem to the audience, the mor e cruel their murders seem, and the more wicked Macbeth will look. In the castle of Macduff there are usual daily activities that carried out – chores to attend, there are domestic animals, servants. Lady Macduff is in her middle age, tidy, stout woman; she has an apron and a headpiece. She is obviously a head of this household; she speaks gently, yet firmly.

Human resource management & technical change Essay

Human resource management & technical change - Essay Example Megginson, L.C. (1981:6) defines personnel management as the "performance of all managerial functions involved in planning for, recruiting, selecting, developing, utilizing, rewarding, and maximizing the potential of the human resources of an organization". The implication here is that all managers, at all levels, have a duty to perform the personnel function. According to De Cenzo & Robbins (2002:2), inception can also be called "staffing" in that it is a way of getting individuals into the organization. This dimension entails strategic human resource planning, recruitment and selection. Hellriegel et al (1993:246) defines as the process of deciding on and analyzing the organization's mission, overall objectives, general strategies, and major resource allocationsThe overall purpose of strategic planning and management is to deal effectively with environmental opportunities and threats in terms of the organization's strengths and weaknesses". The major elements in strategic planning are mission, objectives, strategies and resource allocation. De Cenzo et al (2002:150) defines recruiting as "the process of discovering potential candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity- bringing together those with jobs to fill and those seeking jobs. In other words, recruitment is the process of looking for persons who possibly may be suitable to fill the vacancies. It does not mean that an interested person has already been appointed in the vacancy, it only tries to find a number of suitable persons from which the final selection can be made. Hellriegel (1993:390) advises that "the organization should develop a pool of job candidates from which to select qualified employees. Candidates are recruited by, for example, running adverts, contacting employment agencies, and visiting college campuses". One thing that should be noted is the importance of trade unions because lower-level workers are recruited by trade unions. They have contact with all their members in the different enterprises and can bring vacancies in all the different enterprises to their members' attention. Selection according to Hellriegel et al (1993:390), "takes place after recruiting candidates for available positions. The organization selects and hires those people who are most likely to perform well on the job. These decisions can be difficult'. It is worth