The purpose of the management team

The purpose of the management team The management are the people who guide the team in a right path wherein all together working for the same goal of success. They have to work together with Sincerity, Unity, Courage, Communication, Enthusiasm, Strengths, and Secrets of the company to form the ultimate chain of SUCCESS. The manager who runs the team should have proper interaction with each and every team member with proper updates and feedbacks. Also have to take active participation whatever happens within the team and team members. Since the manager knows about each and every member of his team, has to check with the daily metrics where that particular team member is lacking behind and has to make sure that the person has been well trained, again have to check for the daily metrics to give the feedback. Also have to sympathise and empathise with the person having any personal issues as well. Every individual team player also has to develop knowledge, confidence, time management and sincerity to be a part in the grow th of the company. According to the Mintzbergs managerial roles manager should have quality of leader by motivation and activation of subordinates for staffing and for associated duties. Manager have to monitor various activity and to receive wide range of special information to develop the organization. (Buchanan and Huczynski, 2004, p495). Management also have to face the risk factor in all aspects, regarding their own team members issues and also from the competitor perspective. The management has to take a right decision when taking any risk which should not affect the growth of the company and also have to see the financial criteria as well. If any risk factor is taken it has to be handled in a way that the company overcomes that crisis as earlier as possible with success in taking that risk. The whole team has to work together with proper interaction and dedication to make the risk as a success. Each team player has to be committed with their own work, so all team members work together of common commitment. By virtue of his interpersonal contacts, both with his subordinates and with his network of contacts, the manager emerges as the nerve centre of his organizational unit. He may not know everything, but he typically knows more than any member of his staff Mintzberg (1975). There are a wide range of theories which can be implemented to improve the growth of a particular concern. And these are the two theories which I experienced in the concern which I worked for. 1. Maslow`s theory. 2. Goal Theory. 3. McClellands Theory of motivation. Maslow`s Hierarchy of needs theory: One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow in 1940-50s USA, and the Hierarchy of Needs theory remains valid today for understanding human motivation, management training, and personal development. Indeed, Maslows ideas surrounding the Hierarchy of Needs concerning the responsibility of employers to provide a workplace environment that encourages and enables employees to fulfil their own unique potential (self-actualization) are today more relevant than ever. Self-actualization- personal growth and fulfilment personal growth and fulfilment Esteem needs- achievement, status, responsibility, reputation achievement, status, responsibility, reputation Biological and Physiological needs- basic life needs (air, food, drink, shelter, warmth, sex, sleep, etc). basic life needs air, food, drink, shelter, warmth, sex, sleep, etc. Safety needs- protection, security, order, law, limits, stability, etc. protection, security, order, law, limits, stability, etc. Belongingness and Love needs- family, affection, relationships, work group, etc. family, affection, relationships, work group, etc. Maslows (second edition 1970) I worked for an MNC in India named CSS (Cybernet Slash Suppport) is a call centre in which we give technical support for the customers calling from US and UK regarding the installation of networking devices like modems, router, cameras, adapters etc. In my company the basic need was a graduate with little bit of computer background who knows to speak English with neutral accent. Since I had their requirement I got selected and was put under a team. For the first time I worked with a team with people having little bit of experience and knowledge whereas I was a fresher. So as per Maslow`s diagram I had the basic requirements need by the company. Working with the team gave me lot of experience and knowledge about time management, and relationship with leaders. At first it was very difficult to get along with the team since my other team members had bit experience in handling calls. The other members in the team will finish the work effortlessly within the given time limit, but I struggled a lot by putting my complete effort to finish the task within the given time limit, but finally I completed my task after the given time limit. So I was clearly monitored by my team leader since I was the bottom performer in my team. Then I was given special training by my leader which was my last chance to perform in this company, else I have to leave the company. And my leader gave me training technically and personally as well, which motivated me to do my best with liking towards the job. Finally I did my best and finished the task within the time limit. Since my team leader motivated me, created a good relationship with the leader as per Maslow`s theory. Goal Theory: Goal theory is about how leader motivate subordinate to accomplish designated goal (Peter g, 2010, p125). The leader, the challenge is to use a leadership style that best meets subordinates motivational needs. (Peter g, 2010, p125). In the concern which I worked the leader motivated me well which helped me a lot not only in technical work but also personally to do all works. Since I was the bottom performer in my team my leader always use to motivate me positively to do my work, but my manager use to discourage me that I am not fit for the job. Since my leader always use to motivate which automatically created a character of motivation in me. From then I use to motivate myself personally and officially whatever I do. The managers job is to get the work done from the technicians, so he sets a time limit for each team member in our team in order to get the output. So eventually everyone use to work in order to finish the task within the given time limit. So I motivate myself to complete the work before the time limit given by the manager. I use to set my own time to finish the task which helped me to finish my work earlier, than the time given by the manager. This motivation helped me to get lot of knowledge and experience which also gained me increase in my payroll. According to the House and Mitchell (1974), leadership generators motivation when it increase the number and kind of payroll that subordinate receive from their work. (Peter g, 2010, p125) Goal setting and performance People lacking positive motivation at work may also help gain improved result and a better sense of achievement by setting themselves specific goal and identifying task directly to their work and measurable target of the time and performance. (Laurie and Mullins, 2006, p274) When I was working in the company I was lacking positive motivation which led me to be the bottom performer in the team. Since my team leader motivated me, it helped me a lot in how to do the work faster. So from then I used to build up positive motivation and I use to motivate myself to do the work better than others by setting own time limit for myself which is earlier than the actual time given. So all my team members will finish the work within the time limit given by the manager, whereas I would have finished my work before my team members finishes. And finally I was the top performer in my team and got appreciation from the manager who discouraged me before, which again motivated me to be the top performer consistently. McClellands Theory of motivation: David c, McClellands has contributed to the understanding of motivation by identifying three types of basic motivation needs. He classifies them as the need of power, need of affiliation, and need for motivation. (Koontz and Weihrich, p297) All three drives- power, affiliation, and achievement are of particular relevance to management, since all must be recognised to make an organization enterprise work well. (Koontz and Weihrich, p297) Need For Achievement: Every person in their lifetime they would have achieved something or the other. In the company which I worked, was the place where I learnt about motivation which still helps me to do any kind of work with full dedication towards the work. Since I was the bottom performer in my team in the earlier stage, this motivation given by my leader, leads me finally to be the top performer in the team. So I was promoted to the next level in the team within a short period of time (4 months). Since I had a good relationship with my co-workers and manager, they use to give me high responsibilities and I was able to tackle any kind of situation easily since I worked sincerely with complete liking and dedication towards work, which led me to become a team leader of a team which I consider was a great achievement in my life. So, every single person who motivates themselves and works with complete dedication and liking towards work with reach the ultimate goal of success within a short period of time. People with high need for Achievement have an intense desire for the success and equally intense fear of failure. They want to be challenge and they set moderately difficult (but not impossible) goal for themselves. They take a very realistic approach to the risk; they are not likely to be gambler but rather, prefer to analyse and assess problems, assume personal responsibility for getting a job done and likely specific and prompt. (Koontz and Weihrich, p297) Need for Affiliation: The company which I worked for had the norms or rules for the company which every employer has to be followed. It was a must for every individual to follow the rules of the company which was also considered for the growth of the employer in the company. One of the managers in the company came to the shift drunk and was noticed by the management and was immediately dismissed from the company. In spite of being the manager of a team he was dismissed since he dint not follow the norms of the company. I would use to always follow the norms of the company. I will come in for my shift before my check in time and will work even extending my shift, also had a good rapport with the team members. Since I was promoted as a team leader and was already a team player before was able to know about each individual clearly which helped me to know which work to be given to whom and whom has to be well trained in where they are lacking behind. So I always had a proper relationship, interaction and active participation with my team members in updating all the informations and techniques to give the output soon. People with high need for affiliation usually derive pleasure from being loved and tend to avoid the pain of being rejected by a social group. As individual, they are likely to be concerned with maintaining pleasant social relationship to enjoy a sense of intimacy and understanding, to be ready to console and help other in trouble and enjoy friendly interaction with other. (Koontz and Weihrich, p297) Need for Power: A leader or a manager has the quality of power by taking or handling any kind of situation which does not affect the growth of the company. Since I was the team leader in the company which I worked, my main job was to get the work done by my team members by giving them proper training and consistently updating the technical information. My job was also to monitor my team in each interval and have to update myself about my team members of their performance. So after analysing the performance of team I have to give feedback to the team members with hurting anybodys feeling or by discouraging them and have to appreciate who have performed well and have to give proper training to those of them who are lacking behind. So in this kind of situation a leader or manager has to use their power to handle the situation for the growth of the company and also the growth of each individual by motivating them positively. According to the people with high need for power have a great concern with exercising influence and control such individual are generally seeking position of leadership; they are frequently good conversationalist, though argumentative; they are forcefully outspoken, hard headed, and demanding; and they enjoying Teaching and public speaking. (Koontz and Weihrich, p297) Organisation as Culture: Organisational cultures are of many types; power culture, where individual controls everything and group work cannot exits. Hence no feedback from staffs is entertained. There is role culture, where everyone is assigned a role to complete. Most organisations follow this. Staffs know what to do and everyone knows their boundaries (Mullins 2007: p.722-723). Power Culture: The power culture is, every individual have their own power to take their own decision since they are not working in a group. For Example: I participated in a group work in my tutor VINCE DISPENZA class which was an activity cave rescue. So the total class were divided into 5 groups having 6 members in each group. So the task given to us was to rescue the people who were trapped in the cave and the people who were trapped in the cave were given importance in different order which is equally important that we have to rescue all. So we worked as a group, but there were no proper co-ordination in my group. No one was ready to interact with each other, so I took the leadership and gave my own ideas and tried to interact with my group members. But they were not showing interest and also not ready to give their own points. So finally I had to give my own points when discussed with my tutor. So this power culture exists only in a very small group like this and cannot exist in an organization. Role Culture: The role culture is, every individual will be assigned a task where they have to work in groups. Here an individual cannot work separately or cannot take an own decision without discussing with the team members or leaders like the power culture. For Example: In the organization which I worked, I had to work only in groups. Since I was the team leader my job was to mainly get the works done from the team members of my team by giving them proper training in order to get the output. So here it is not possible to work separately like the power culture. So this role culture is followed by all organization to make the work easier and simpler. Organisation as a processor of information: Information is a critical part of any business we take. Proper information will lead to the success of a firm. For e.g. information about customer needs, information on what products will satisfy those needs, and how those products can be prepared and delivered, and so on. The idea of information processor highlights that an organisation is successful if it uses its information efficiently and learns to go on using it (Wickham,P,2006:P.276). Organisation as Social system: Social system consists of hierarchical ordering; number of subsystems, interdependence, and one component depends on other and permeability. (Farace et al., 1977) said system is input-throughput-output. That is a system inputs material and works on this input which is throughput and gives the output. (Miller 1995: p.87-89) A simple organization can be a very good example of a system, explained by two authors above. Organisation has subsystems like staff, team leader, manager, CEO Etc. They all are interdependent and takes input in the form of information or projects and works among them and gives out the output as product. Hence, they can form social system. Effective reading of the situation being addressed encounters using the mangers creative ability that gives way to do things differently or new leverage in solving complex issues. Reading itself does not denote a mechanical process or the application of the metaphors discussed above. It is about building a relationship with a vastly complex phenomenon to understand it by analysing it in different angles. (Morgan, 2006: p.361). These different perspectives of organisation are not mutually exclusive; indeed to the some extent they are complementary. There is no proper perspective which an organisation follow but these are one of the perspectives which organisation do follow. Change Management: Apart from these perspectives discussed above this is also necessary that a manager should take care. Managers often think that change can be a problem but sometimes managers forget that change can also be the solution for their problems. All managers must realize that one cannot separate change management from organizational strategy. According to Burnes(2004),change is now a present future of organizational life(Paton,R McCalman,J ,2008:p.39). CHANGE MANAGEMENT NEW CHANGED ORGANIZATION OLD ORGANIZATION As the figure says, for developing an old organisation into new improved one requires change. The scope for change management are managing project, quality, corporate development, IT and in human resource (Recklies,O,2001). Another point to be noted is that once the change has been done there is no chance to undo mistakes. Once a manager fails in the change management process, there is hardly any chance for him to motivate the employees again. There may also be many barriers to change. There may be barriers of perception like stereotypes in analysis, misjudgement etc. Also, emotional barriers like fear to make mistakes, not spending enough time to think. There may be environmental barriers like lack of support from the staffs, lack of accepting criticism when others do. At last there may be cultural barriers like tradition. It is very challenging task to overcome traditions. Character of a taboo in an organisation can also cause a problem (Recklies,O,2001). Research: Conclusion:

Avon’s Dividend Policy Essay

A firm’s decisions about dividends are often mixed up with other financing and investment decisions. Some firms pay low dividends because management is optimistic about the firm’s future and wishes to retain earnings for expansion. Other firms might finance capital expenditures largely by borrowing. All the above are examples of dividend policies which can be defined more precisely as the trade-off between retaining earnings on the one hand and paying out cash and issuing new shares on the other. In order to understand the dividend policy we must understand that this phrase means different things to different people (R.A. Brealey & S.C. Myers, 2003). Avon Products, Inc. announced both a change in its business focus and a reduction of its dividend in June 1988. To offset the likely stock price effect of the dividend reduction, Avon announced at the same time an unusual exchange offer under which it would take up to 25% of its common stock. The case traces the history of Avon from 1979-88. We will evaluate Avon’s efforts at diversification in the early 1980s, and will relate that effort to the company’s dividend history. Moreover we will evaluate Avon’s operating and financial strategies from 1979 to 1988 and the company’s financial condition in mid-1988. PERFORMANCE OF AVON’S STOCK FROM 1978-1988Based on Exhibit 4, Avon’s stock price has declined from $50.75 in 1978 to $24.125 in 1988 (decline equal to 52.5%). At the same time, S&P 500 has increased from $96.11 in 1978 to $266.69 in 1988 (increase equal to 177.5%). This rather poor performance of Avon stock contradicts with the performance of the overall market. Moreover, based on Exhibit 1, ROE decreased from 31% in 1978 to 21% in 1988. This is due to the following factors: Avon in the early 1980 made the major strategic decision to diversify its business by entering the health care field. In order to support its diversification strategy it invested heavily in subsequent acquisitions of Health care companies. It acquired Mallinkdroft in 1982, Foster Medical in 1984, Retirement Inns in 1985 and  Mediplex in 1986. Even though its health care division showed increasing net sales from 1982 till 1984, the situation changed during 1985, with a sudden drop of more than 50% in net sales. The inability of the health care sector to grow at attractive rates worsened in the years to come (largely because of the change in Medicare in 1986) and proved that it was a strategic mistake to go for diversification. Not only did not the market appreciate this decision, but also the firm found itself highly leveraged with a long term dept of $816.4 million in 1987, because of subsequent acquisitions. The heavy borrowing of the Avon obliged it to announce a dividend cut from $3.00 to $2.50 in 1982, and to $2.00 from 1983 till 1987. This dividend cutting policy, which was already expected and negatively perceived by the market from the early 1981 severely influenced Avon stock price (a decline in the share price from $30 to $20.375 immediately after the announcement of the following dividend policy) and contributed largely to its poor performance. This poor performance was also partly due to the disappointing financial results of the Beauty care sector from 1982 till 1985 (Exhibit 2). It was only in 1986 that the Beauty care sector showed again positive signs of improving prospects. The wrong commitment of Avon to its Health care sector together with the demographic shifts of the 1980’s, that decreased both its sales force and customer base are the main reasons for the Beauty Care sector’s disappointing results. EVALUATION OF AVON’ S FINANCIAL CONDITION IN MID-1988Avon in mid-1988 divested its healthcare business and acquired fragrance companies. In that way, Avon has demonstrated renewed commitment to beauty business and continued investment in that business. While its long term debt was only $4.1million in 1979 and its net earnings amounted to $250.7 million, Avon found itself heavily burdened with total long term debt of $816.4 million in 1988 decreasing net earnings of $159 million and just before divesting two of its health care businesses probably at considerable book losses. The decision of the company to finance its acquisitions with debt, starting from 1982, resulted to high interest expense payments every year (Exhibit 1). These high interest expense payments, combined with the decreasing net earnings made it very difficult for Avon to meet successfully its generous dividend payment policy. So the company had to reduce its yearly dividend  payments starting from 1982 and onwards. Under its financial condition in 1988 Avon has no other choice but to go for further reductions in dividends. That way the company will be able to meet its heavy debt obligations and at the same time finance the â€Å"come back† to its core beauty products business. PURPOSE OF THE EXCHANGE OFFERThe purpose of the exchange offer was to avoid having a dividend reduction drive down the stock price and find the â€Å"golden mean† between its own interests and the interests of its 25 large Institutional shareholders. Those shareholders owned 46.5 % of total Avon’s outstanding shares (Exhibit 5) and expected high dividends from them. Some investors, as it is mentioned in the case, have stated that they held Avon stock because it paid high dividends. Hence, a reduction of dividends would most likely have caused investors to sell their stocks and evoke share price delay. Therefore, Morgan Stanley, the financial adviser of Avon offered to exchange one share of a new $2.00 PERCS for each of up to $18 million of Avon’s 7.17 million outstanding common shares. PERCS are mandatory convertibles that work as equity-linked hybrid securities and automatically convert to common stock on a pre-specified date (Yan, A. et al, 2003). The PERCS assured the same dividends ($2.00 a year) until September 1991. The company would also have an option of redeeming the preferred shares for either cash or common shares after that date. In addition, the exchange offer was made in order to support the following four key elements that Avon should have taken into consideration (Ross, S.A., et al 2008):†¢Select Additional capital budgeting projects. Through the capital savings Avon will be able to finance additional projects with positive NPV. †¢Available funds for further acquisitions. To avoid the payment of dividends Avon might use excess cash to acquire another company. With this method the company will be able to support more efficiently its turnaround strategy towards the beauty business. †¢Repurchase shares. Avon will be able to support its market price which has reached the lowest level of approximately $24 by repurchasing shares. At the same time shareholders benefit from the fact that when selling shares they pay lower taxes than when they receive dividends. †¢Personal taxes. Money earned from dividends is considered as personal income so it is taxed. EVALUATION OF THE TRADE-OFFEach decision to go for either the new preferred stock or to keep the common stock has pros and cons. The new PERCS should be appealing to the majority of its institutional investors, since they guarantee to them a stable and relatively high enough quarterly dividend of 50 cents, which is always paid before any other common dividend payment. In this way its large institutional investors can feel certain that they will have a secured return on their investment, without incurring any transaction costs when selling off shares for current consumption. The holders of the new PERCS can also share the benefits of a stock price increase up to $31.5 but also the losses in case of a stock price drop. The great opportunity that the holders of the new PERCS are loosing is in case Avon stock price goes beyond $31.5. Its stock is currently undervalued to approximately $24 and there is a high probability that within the predetermined 3 years its stock price will increase beyond the price of $31.5, as Avon is undergoing a restructuring towards its core beauty care business and the market is expected to react positively to that news. If that will be the case, then they will loose any excess gains incurred beyond the $31.5 stock price. Being a common shareholder, an institutional investor experiences losses in revenues because of the dividend reduction. What is extremely important though is that this implies a policy of retaining earnings to help finance the business, which is currently being restructured. So having a long term perspective an institutional investor can select common stocks and bet on a stock price increase far beyond $31.5. If that will be the case then he will certainly outperform any losses he has experienced so far because of the dividend reduction. In addition, based on Exhibit 5 we can distinguish four types of institutional investors depending on their preferences:†¢Yield. In this case the institutional investors have as a primary objective, the amount of dividends they will receive divided by the purchase price. This is not an accurate measure of total return, since it does not factor in capital gains. (http://www.investorwords.com/5362/yield.html)†¢Turnaround. A speculator may profit from a turnaround if he or she accurately anticipates the improvement of a poorly performing company. (http://financial-dictionary.thefreedictionary.com/turnaround)†¢Mixed. An investor with a combination of yield and turnaround incentives. †¢Index. Investors trading index options are essentially betting on the overall movement of the stock market as represented by a basket of stocks. These investors are considered to care a lot about acquiring stocks that help them diversify the risk of their overall portfolio (http://financial-dictionary.thefreedictionary.com/Index+Option). Concluding we assume that according to investors’ preferences we would have a different selection. The yield investor will probably prefer the PERCS, the turnaround investor would keep its common stocks, the mixed would consider both options and finally the index investor will first look at its entire portfolio and decide to keep the stock or not irrespective of the benefits that PERCS or common stock offer as he mainly cares for risk diversification. REFERENCES †¢Ross, S.A., Westerfield, R.W., Jaffe, J., Jordan, B.D. â€Å"Modern Financial Management†. McGraw-Hill, Eighth Edition, (2008)†¢R.A. Brealey and S.C. Myers, â€Å"Principles of Corporate Finance†, McGraw-Hill, Seventh Edition, (2003). †¢Yan, A., Nandy, D., and Chemmanur, T. â€Å"Why issue mandatory convertibles? Theory and empirical evidence, February (2003) Retrieved on 18.3.2008 (http://ideas.repec.org/p/ecm/nawm04/456.html)†¢http://www.investorwords.com/5362/yield.html. 18/3/2008. †¢http://financial-dictionary.thefreedictionary.com/turnaround 18/3/2008. †¢http://financial-dictionary.thefreedictionary.com/Index+Option 18/3/2008.

The Presidential Election Of The United States - 1507 Words

The 1980 presidential election of the United States featured three primary candidates, Republican Ronald Reagan, Democrat Jimmy Carter and liberal Republican John Anderson. Ronald Reagan was the governor of California before he decided to run for the presidency. John Anderson was a representative in Illinois and Carter was the incumbent. The lengthy Iran hostage crisis sharpened public opinions by the beginning of the election season. In the 1970s, the United States were experiencing a straining episode of low economic growth, high price increases and interest rates and an irregular energy crisis. The sense of discomfort in both domestic and foreign affairs in the nation were heading downward, this added to the downward spiral that was already going on. Between Carter, Anderson and Reagan, the general election campaign of the 1980s seemed more concerned with shadowboxing around political issues rather than a serious discussion of the issues that concerned voters. 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Charles Dickens Great Expectations Essay - 1740 Words

Charles Dickens Great Expectations In chapter eight Dickens begins with a detailed description of Satis House, we are given a vivid idea of what is in store for Pip right from the beginning. The language and phrases used emphasise the darkness and forbidding nature of the house. When Pip first enters the house he describes it as having, old bricks, and dismal, and had a great many iron bars to it. Some of the windows had been walled up; of those that remained, all the lower were rustily barred. This adds to the atmosphere of darkness, because all the windows had been walled up. In addition, there is a feeling of old age and this is portrayed when Dickens talks about the windows being rustily barred and how the house†¦show more content†¦She is isolated and locked in her own house that is seen visually as a prison, but also it can be sensed emotionally. Satis House is also enclosed, which brings us back to the idea of a prison. We know this because it is secluded and isolated from the rest of the world, by being trapped by its high enclosing walls. The shadowy darkness of the house is constantly felt by Pip; the vision of this becomes more recognizable when Miss Havisham tells Pip she has never seen daylight. Dickens seems to create an image of a funeral and death by relating it to Miss Havisham and Satis House. One example of this is when Miss Havisham is described as corpse like. Pip sees Miss Havisham as the strangest lady he has ever seen which adds to the mysterious and scary environment of the house. Everything that is said by Miss Havisham and the presentation of herself and her house, adds to the effective description, which is related to death and darkness. When Pip describes her and says, Everything within my view which ought to be white, and had been white long ago, and now had lost its lustre and was faded and yellow this brings out the dullness and darkness, and especially the old age of the character as well as surroundings. Dickens makes Miss Havisham seem dead, by relating his description of her to death, for example skeleton in the ashes of a rich dress that had been dug out of a vault under the churchShow MoreRelatedGreat Expectations By Charles Dickens1113 Words   |  5 Pagesadventures that the male characters go on. This seems to be relevant in a lot of movies and books like the story Great Expectations by Charles Dickens. In Great Expectations there are multiple female characters like Estella, Biddy, and Miss Havisham who all play a large part in the main character, Pip’s life. One of the first that we meet the character Estella in Charles Dickens’ Great Expectations is when Pip goes to Miss Havisham’s to play with her. The two kids play the game beggar my neighbor when EstellaRead MoreGreat Expectations By Charles Dickens1347 Words   |  6 Pagespoor status of the economy, social mobility does not seem to be occurring at high rates, with the poor getting poorer and rich getting richer. Despite this, social mobility is alive and well, and has been for centuries. In his novel, Great Expectations, Charles Dickens voices the concerns of many that lived in Victorian England during the 19th century by promoting such a desire to live life in a more prosperous social class. One of the most fundamental and reoccurring themes in the novel is that ofRead MoreGreat Expectations By Charles Dickens1426 Words   |  6 Pages Twelve-year-old Charles dickens gets ready for bed after a long day at the blacking house. These Victorian-aged memories will provide him with many ideas for his highly acclaimed novel Great Expectations. 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In many ways the narrator/protagonist Pip is Charles Dickens in body and mind. While there are many differences between the story and Charles Dickens life there remains one constant. This constant is the way Pip as the narra tor feels, because these feelings are Dickens s own feelings about the life he lead. Since Great Expectations was written towards end of Charles Dickens life, he was wiser and able to make out the mistakesRead MoreGreat Expectations By Charles Dickens1375 Words   |  6 PagesGreat Expectations by Charles Dickens and The Talented Mr Ripley by Anthony Minghella present similar criticisms of society to a large extent. Both of these texts consider the criticisms of rich social contexts (wealth and status), societal morality (whether a society is good or not. Status [can lead to the wrong people being in a high position i.e. making bad decisions affecting the community/society] Appearance [society appears to be moral/good (if you’re from a higher status) {dickens criticisesRead MoreCharles Dickens Great Expectations1223 Words   |  5 PagesBeloved author Charles Dickens was born on February 7, 1812 in Portsmouth, England. Growing up in a life of poverty, his childhood hardshi ps provided the inspiration to write a myriad of classic novels including his 1861 seminole masterpiece, Great Expectations (â€Å"BBC History - Charles Dickens†). Great Expectations follows the life of an orphan named Pip, who’s perspective of the world is altered when he is attacked by an escaped convict in his parents’ graveyard in the town of Kent. Throughout hisRead MoreGreat Expectations By Charles Dickens924 Words   |  4 Pagesa character driven novel, or a mix of the two. In order for a novel to be character driven, it must revolve more around the characters’ individual thoughts, feelings, and inner struggles, rather than around the quest of the story. Great Expectations, by Charles Dickens, is a character driven novel. While the story does have a plot, it is not contingent upon that plot, but rather is reliant upon its characters and their natures. This is evident from the beginning of the novel. From the opening ofRead MoreCharles Dickens Great Expectations1669 Words   |  7 PagesCharles Dickens He was one of England s greatest authors of the 1800 s, better known as the Victorian era. The various themes and ideas of that time are perfectly showcased in his many novels and short stories, such as Nicholas Nickelby, Great Expectations, Oliver Twist, A Tale of Two Cities, and A Christmas Carol. Much of the inspiration for these works came from the trials and conflicts that he dealt with in his own life. His volumes of fictional writing show the greatRead MoreCharles Dickens Great Expectations1017 Words   |  5 Pagesexperiencer is somewhere else absorbing knowledge of a different setting.This abstract adventure is seized by author Charles Dickens in Great Expectations. Great Expectations is historical fiction giving readers comprehension of the Victorian Era.Upon the reading, readers begin to catch on the intended purpose and its significance. A person who lived during the Victorian Era was Charles Dickens himself.He grew up during a time where differences in social class were to an extreme degree.Dickens went through