Three works of art Essay Example | Topics and Well Written Essays - 750 words

Three works of art - Essay Example Being a book-worm is one thing; to gain knowledge from the book is a different issue. The captured knowledge in books is the great heritage of humanity. The books that have profoundly affected my thinking process and contributed positively are the following. I write their names in the order I read them. I happened to read them at different stages of my life: George Orwell was born in India in 1903. His family having moved to England in 1907, he commenced studies at Eton in 1917, where he contributed to several college magazines. Orwell served with the Indian Imperial Police in Burma from 1922 to 1927.After rendering some military service, his literary career began when he was the literary editor of the Tribune. He also contributed to the Observer and the Manchester Evening News. The book currently under review, Animal Farm, was published in 1945. In the post-World War era, the communist philosophy spread fast, became popular in many European countries. In addition, in Russia and China, communism dominated. People of these countries hoped that Communism will improve their lot in life and great economic transformation will take place, standard of living will substantially improve. The era of plenty and prosperity will begin. But to their great dismay, nothing of that sort happened. Exploitation of people continued, by a new set of rulers. Orwell says about the revolution through the pig, when it addresses an urgently summoned meting of all animals. â€Å"Rebellion! I do not know when that rebellion will come; it might be in a week of in a hundred years†¦..that sooner or later justice will be done†¦.pass on this message of mine to those who come after you, so that future generations shall carry on the struggle until it is victorious.†(Orwell,2004,p.30) Orwell has intelligently taken animals as the characters to describe how one class of animals exercised authority on the weaker section of animals. In the authoritarian regime,

Small Organisation Developpment Essay Example | Topics and Well Written Essays - 2500 words

Small Organisation Developpment - Essay Example This research will begin with the statement that contemporary marketing environments are highly dynamic and complex since marketing situations are largely influenced by technology, globalization and fierce competition in the market. Therefore, marketers are required to look at most effective strategies that can help them achieve competitive advantages as well as long-term profitability. As Carpenter and Sanders noted, marketers are always trying to sell their products or services to the targeted customers with a deliberate attempt to gain an advantage over other providers of the same products or services in the same market, and in order to achieve the marketing objectives, he is required to carry out effective planning and decision making. Armstrong and Kotler emphasized that a marketing plan, probably including its mission and vision, is one that identifies and defines the marketing activities of the business in terms of satisfying basic needs of its customers. Satisfying customersà ¢â‚¬â„¢ specific or general wants and needs is at the core of marketing and this itself is the basis of marketing objectives as well. Experts in the field of business found that a successful entrepreneur is one who brings a newer idea, finds opportunities to convert the same to a profitable venture, uses innovation and technology for producing something new and markets the same in a more attractive way. Treffinger, Isaksen, and Stead-Dorval emphasized that creative thinking is also an important characteristic of an entrepreneur and thus he will be able to create a newer marketing opportunity. Acs and Audretsch argued that an entrepreneur is able to create a better marketing order. When it comes to Down at Hele, company’s founder William Knapman’s outstanding entrepreneurial skills helped him uncover the hidden marketing opportunity surrounding hedgerow. He thought about restoring hedgerow for meeting the environmental management needs and for that purpose he tried to t urn traditional farm buildings into productive use. Though this can simply be considered as the unexpected and incongruous happening of an idea, the same can further be developed and converted to a very long-term profitable marketing opportunity if there are an effective plan and appropriate foreseeing of what and how it should be marketed.

Willys failures Essay Example for Free

Willys failures Essay The play is certainly not just about the failure of an inadequate human being(s) there is far greater depth to the story. One could argue that the play is also a critique of the American dream, the idea that an ordinary person can just achieve success without too much effort; you just have to be well-liked as Willy puts it. It is Willys obsession with achieving this dream that leads to his madness and his downfall. This could suggest that the dream is impossible to achieve and a person will only end up disappointed if they rely on it. It is after all only a dream and not reality. Despite Willys failure at achieving the dream, it does not necessarily mean that the dream is unobtainable. Miller uses many characters to show the difference in success and failure in the American system. Charley, regarded as another normal person, is actually quite successful under the American system. This contrasts greatly with the financial insecurity of Willy and seems to dispel the idea that this book is a critique of the American dream. The audience will think that Charley has achieved success in the American system; it cannot be too badly flawed therefore. If you look at the play in far greater depth however, you will realise that the play is criticising the American dream. Charley did not sit around waiting for his wealth to just appear like Willy did; who was following the idea of the dream much more closely. Charley went out and worked hard to achieve everything, willing to work from the bottom, and acknowledge that he was working from the bottom. This very different to the American day dreaming Willy, who was too proud to accept a job off Charley and fails to admit, until further into the play, that his job is a low job, at the very bottom of the social ladder. The idea of capitalist values is also criticised in the play such as the way Willy is cruelly fired from his job by Howard to save money and the way that as soon as Willy pays off the payments on his refrigerator and his car they break and he has to buy new ones. Miller is suggesting that although some may benefit from the American system, there are many that do not. It seems that Willy is almost certainly a failure in the play but one could argue otherwise. Firstly, the fact that Willy is willing to give up his life so the family can benefit from the vast life insurance payout, seems, although rather drastic, actually quite noble; a man willing to die for the welfare of his family. It is certainly true that Willy loves his family and one could argue that the main reason for Willys downfall is the failure of his children to make anything of their lives especially Biff. Willy feels somewhat responsible for their lack of success and this does not really show a huge failing on his behalf. Despite the affair, Willy loves his wife greatly as is seen with the guilt he feels when Linda repairs her old stockings. His often-ill treatment of Linda could be regarded as his own guilt and not his failure as a husband. Willy may not seem quite so much the failure as one might think. Despite this, Willy does fail in several areas. He fails to generate a good enough income to support a family and the situation becomes dire when he loses his job. He arguably fails as a father in that his sons are unsuccessful and when they were young he almost encourages them to steal for example. He also seems to fail as a husband in that he has an affair and he generally badly treats his wife. Willys delusion suggests a failure to hold onto his sanity and an inability to adjust with the times. I can conclude therefore that Death of A Salesman is certainly a touching portrayal of Willys failures. I disagree with the idea of the play being merely a touching portrayal however; it is far more than that. We certainly feel sympathetic towards Willys downfall yet we also feel angry at his situation. Miller challenges the ideals of Capitalism and the American dream and this creates almost anger amongst the audience, who feel the rich and great have cheated them. Millers use of a working class low man conveys the idea that every human being has dreams and ambitions not just the powerful man. His is a challenge to the Aristotelian tragedies of old in which it seemed to suggest that only the great kings could ever suffer. His challenge certainly succeeds.

Carroway Clothing Essay Example for Free

Carroway Clothing Essay Re: Current accounting issues, employment benefits and financing options. Thank you for the opportunity to address the current accounting issues, employment benefits and financing options facing Carroway Clothing Limited (CCL) 1. SR ED and Development costs treatment: In reviewing the financial statements it appears that the development costs and SRED treatment may not have been recorded appropriately. The SRED are tax credits to be used towards taxable income and should not have been recorded as government grants. Since CCL may not have needed them in the initial years, it can use SRED tax credits against taxable income in the future. It is necessary to identify all SR$ERD activities for proper recording practices so that the credits generated by the SRED can be used against future income. The $975,000 development costs can be expensed or capitalized depending on if the following criteria are met The project is technically feasible CCL intends of complete the project CCL has the ability to use or sell the product There is probability of future economic benefit will be generated Availability of adequate technical and financial recourses CCL has the ability to measure reliably the expenditures attribute to it. Since the Walton Work Wear line is in the production stage, its accumulated development costs should be capitalized. The Carroway Cool Top has not started it commercial production which would allow the development costs not to be amortized yet. Also interest costs on loans to generate financing for the RD activates of a product can be capitalized rather than expensed. The capitalization of interest would allow CCL to reduce taxable income in the future when it is more profitable. I would recommend that CCL make the above changes immediately so that the financail statements are not incorrect. These changes would help CCL reduce its future taxable income when it may be more profitable. 2. Allowance for Doubtful Accounts. CCL currently has no allowance for bad debts. Even though CCL does not have issue with uncollectible, having an allowance account will provide CCL with the ability to write off debts such as the disputed shipment. Without being able to write off the shipment, will leave the Accounts Receivables overstated, which in turn leads to misstated financial statements. Having an AFDA would allow CCL to record the sale but also recognise that they do not expect payment from the client. Leaving this account on the accounts receivable would be misleading to CCLs stakeholders as it would lead them to believe that CCL is expecting to receive the cash in the near future. IF in the future, the dispute is resolved and the payment is received, CCL can recover the bad debt at that time. I would recommend that CCL create a policy regarding Accounts Receivables immediately. The method for determining the bad debt amount should be determined by CCL management. Methods such a percentage of sales or a percentage of Account Receivables can be used. Whichever method is chosen, it should be consistent from year to year and the amount should be reasonable. 3. Long Term Debt or Initial Public offering. CCL is currently looking at an initial public offering (IPO) and long term debt as two options to help finance the new research and development (RD) of new products. The bank loan can provided financial stability but will have the interest repaid over a longer time is higher and would be tax deductible. Banks may require financial statements that are audited. CCL will need to be able to prove that it can repay the loan as well as the interest. It may also be required to maintain a debt to equity ratio that may prevent it from taking advantage of other opportunities in the future. An IPO offering has the potential to increase capital which would improve financial rations such as the debt to equity. The increased cash flow will help CCL pay it current payables and reduce debt by negotiating better interest rates in the future. The disadvantage to an IPO would be the potential to lose control over the company and having to be more accountable to other investors. The IPO would also require the financial statement and note disclosure to conform to more stringent requirements, which increase the cost of producing the financial statements. Financial statements will need to follow IFRS and securities regulators generally require 3 years of annual audited financials. It should also be noted that there is a significant cost to offering an IPO and it can be difficult to evaluate the stock price of the shares. I would recommend that CCL consider the IPO as a viable on to its financing issue as it will be more beneficial in the long term. The change from ASPE to IFRS will be a short term challenge but can be overcome with appropriate professional assistance. I would highly recommend that CCL seek the opinion and assistance of a professional who deals with IPOs. 4. Employee Stock Options. CCL is considering providing employees stock options as a way to reward its employees. As a CCPC, CCL will have no tax consequence for the employees receiving the stock options until they dispose of the shares. The amount taxed as employment income in the year of disposal is the difference between the option price and the FMV of the shares at the time of the option was exercised. The employee may be able to claim a deduction from taxable income equal to half this amount if the shares were worth less than the exercise price when the option was issued or the employee hold the shares for at least two years before selling the shares. There are many alternatives to rewarding employees besides cash bonuses and stock options. Options can range from published recognition to merchandise such as shirts that the company makes. Time off with pay can also work to  motivate employees for hard work. I would recommend that CCL consider alternatives such as free products and time off as these will be less costly to provide than the stock options. Doing an employee survey would provide feedback to the rewards that the employees would value most. 5. Legal issues CCL is currently facing a pending lawsuit regarding a chemical leak and the non-compliance with environmental regulations. When both of the following conditions are met the amount of the contingent loss must be accrued. Disclosure will be need if the following conditions are met: The likely hood that the verdict will be against CCL A reasonable estimate of the amount o f the lawsuit can be made. The lawsuit may also lead customers and the public to believe that CCL acted negligently. This will reflect poorly on CCL and may lead to decreased sales and a damaged reputation If there is no accrual, there should be disclosure in the financial notes, stating the nature of the contingency, estimate of the amount or that an estimate cannot be made and exposure to loss in excess of the amount accrued. If CCL does not disclose, it would be misleading to the financial statement user. I would recommend that CCL consult with their legal advisors immediately to determine the likelihood of a lawsuit and the potential liabilities. Also, CCL should be prepared to address the negative publicity that the lawsuit may create. Should you require further clarification on any matters, please do not hesitate to contact me.

Developing People and Performance

Developing People and Performance Introduction Human resource development is the process of assisting employees in a certain organization to improve their personal and organizational skills, their abilities and use of knowledge. This includes helping them through taking them for training, career development t courses, organizational and performance management. According to Joy-Matthews, Megginson, Surtees (2004), the main aim of human resource development is to develop an advanced workforce that will enable the organization to achieve its goals and offer the best to its customers. Human resource development can be done form within the organization or from outside the organization. It can also be done formally such as a planned organization change, offering classroom training to employees or taking them through a certain college course, or informally where a manager may decide to coach the employees on a particular issue. Human resource development in any organization is the role of human resource management. This deals with all t he matters of the employees. This essay therefore looks at the strategic roles of human resource management and ways in which a strategic approach to human resource development can play a strategic role within an organization. Challenges and obstacles to effective human resource management are also discussed in the essay. Nature of strategic HRM Strategic human resource management is a planned move on how to manage the human resources in the organization. Human resources are the employees of the organization. In the International Journal of Human Resource Management, Wright, Dyer, (2003), explains that apart from being strategic, human resource management can also be technical. The definition strategic however lies on the basic functions of human resource management which involves devising and implementing organizational policies that are consistent with its structure and that are aimed at ensuring that the human capital of the organization works towards achieving the goals and objectives of the organization. It is strategic because it considers the internal structure of the organization, the resources of the organizations and the nature of the organizations human capital. The technical human resource management consists of the basic roles of human resource management such as recruitment, selection, training among others. Strategic human resource management combines these basic roles to fit the business strategy therefore resulting to a strategic human resource management. This adopts maximum flexibility in managing human resources and also in utilizing them with the aim of achieving the goals of the organization. Similarly, it helps to place the organization is a competitive position. Yorks (2004) states that for maximum success of the business, it is very important to ensure that the strategy that is adopted is in line with the goal of the organization. Basically, strategic human resource management focuses on building a capacity in the organization that will enable it to withstand external market changes. Having a pool of human resources that is equipped with skills and knowledge that are in line with the organizations strategy is a vehicle to achie ving the goals of the organization by encouraging behavioural effectiveness amongst the employees. HRM strategy HRM strategy relates to the means that can be adopted to implement HRM functions that are in line with the organization strategy. Various factors that must be considered in the HRM strategy include best fit and best practices, close cooperation, and continuous monitoring. Best fit and best practices means that the human resource management strategy should be correlating with the overall strategy of the organization. The general aim of human resource management is to manage the employees so that they can achieve the goals of the organization, but a human resource management strategy aims at managing the human resources by applying the needs of the organizations personnel with the organizational goals. For example, the strategic goals of an organization may be to increase its sales by 20 percent. The practices that it may adopt regarding its human resources should therefore be the best for that objective (Armstrong 2006). Close cooperation means that there is proper coordination between the human resources and the organizations top management in their efforts to develop the organizational strategy. The organizational management should be involved in implementation of the strategy since they are the ones responsible for providing the goods and services required in the process. The human resource department is therefore very important within the organization. Continuous monitoring is also very important as it helps in identification of the difficulties in the process and areas that may need intervention of the senior management. According to Voorde, Paauwe, Veldhoven, (2010) continuous monitoring also helps in receiving feedback on the route taken by the process to be able to estimate on its success. Other components of strategic human resource management include strategic planning, training and implementation all being focused on the goals and objectives of the organization. Strategic planning Strategic planning is an exercise that helps organizations to determine their current position, where they want to head and how they will reach there. Strategic planning is done differently depending on the organization. In some organization, it is done starting with the senior management, supervisors of various departments, employees in various departments and the stakeholders. In other organizations, strategic planning is the work of the senior management only. According to Yang, (2007) for a successful strategic planning process, it is important for the senior management to have clear statement of the vision of the organization. This is a picture of where the organization will end up in the long run. The management should also appoint a leader to guide the whole process of implementation. Strategic training Training is the process of making interventions that are aimed at improving the skills, knowledge and the abilities of the employees in the organization. Before deciding on the training to undertake, it is important for the management to conduct an assessment of the training needs, designing the program to undertake in training and the implementation process, and finally how to evaluate the training process. Lewis, Rothwell, Miller, Osman-Gani., (2009) assessment of the training needs helps to reveal the employees needs that are in line with the goals of the organization. This is because strategic training should be done to equip the employees on matters concerning the organizations goals. The design of training should also involve identification of the goals of the organization so that the topics covered in the training program are also in line with the organizational goals. After training has been carried out, it is important to evaluate it so as to measure its success. This helps in determining whether whatever has been invested in training is paid back. Effectiveness of training is gauged depending on the extent to which the previously set objectives have been accomplished. Feedback from the students can be acquired and this is also a measure of effectiveness of training program. Another measure of effectiveness of training includes assessment of behaviour change and its impact to the organization. This involves checking whether the training program has made impact on the behaviour of the employees after the acquisition of new skills and abilities. Behaviour change can be observed when the employees are carrying out their duties applying the new skills. The impact of training on the organization involves measuring its impact in the particular units where the employees work. This should also be reflected in the entire organization. Aspects such as level of productivity, volume of sales, profits gained and the level at which customers are satisfied can also reflect the impact of training in the organization (Pineda 2006). Link between Strategic HRM and HRD Human resource development is one of the many functions in human resource management. Strategic HRD is the one that is designed to offer an up to date proficiency among the employees. With the current changes in technology, HRD can be used to support various activities of the organization in which competence is required. According to McLean, Osman-Gani, Cho, (2004) the current business environment requires that HRD to play a fundamental role enforcing the organizational strategy. Human resource development is continuing to play a critical role in formulation of organizations strategy. This is because organizational that are able to achieve a quality level of employee expertise stand a better chance in the current competitive business environment. Functions of strategic human resource development include training and development, organizational development and career development. Training and development is the act of conveying specific knowledge, skills and abilities to the employees. It attempts to improve their current and future performance by the process of learning. Deficiency in the performance of the employees dictates the need for training and development (Mello 2010). This is computed as follows: Standard performance Actual performance = Training and development. Development is the aspect of creating opportunities that may facilitate the employees to grow. This does not necessarily focus on improving the skills but on offering general knowledge and changing the attitude of the employees so that they can handle higher positions. Most of developmental activities are not offered on compulsory by the management but are in most cases on voluntary basis. The main aim of training and development is to add value to its human resources so that the organization can achieve its purpose. In other words, it is investing on the employees on behalf of the organization so that the employees can feel motivated to use their natural capabilities. Inputs in training and development include skills, education, and ethics (Brome 2010). Skills are necessary in areas such as operation of machinery, and other equipments so as not to cause damage or injury. These are the basic skills that one cannot operate equipments in the organization without them. Elwood, Holton, James, Trott, (2006) explains that education involves offering theoretical ideas and instilling logic in the employees. This helps them in making rational decisions. This is mostly important for the supervisors and the management team since it helps them in deciding matters concerning the organization. Ethics involves practices that are acceptable to the organization. It is important for the human resource manager to enlighten the employees on the ethical practices in marketing, finance and other departments in the organization. This is because whatever is acceptable in one department may be different from what is acceptable in another. Training and development helps the organization to gain competitive advantage. This is because they eliminate deficiencie s in the performance of the employee which may be either due to lack of skills or behaviours that may prevent the employees from appropriate performance. Training and development helps in improving organizations stability enabling it to withstand competitive forces (Green 2002). Organizational development is defined by Bennis (1999) the process of embracing the change that results from training and development. It is the process of improving the situation in the organization and the well being of the employees through application of the learnt concepts. Basically, human resource development facilitates change in the organization. It is a response to change, in other words, a strategy that may change the beliefs, values and the structure of the organization so that the employees and other players can be able to function under new technology, new structure and also face the challenges that comes along. It is continuous process that goes along with the changing processes in the organization (Reid, Barrington, Brown 2004). Career development is a continuous process by which employees of an organization go through various changes until they acquire maximum level of achievement. According to Jackson (2000) helping the employees to progress in their career prepares them for achievement of the ultimate goals of the organization. An organization should therefore design programs for career development that will help the employees to attain their maximum potential. Career development can be used by the organization to identify the pool of talents that the employees possess and that can be used towards achievement of the organizational goals. Obstacles and challenges of implementing strategic HRD initiatives The process of implementing initiatives that focuses on strategic human resource development faces many challenges and obstacles. The main challenge that is facing this process is the changing work environment. The changing work environment includes diversity in the work force, changes in technology, globalization, and the changing nature of work. Work force diversity is a challenge in human resource development because the employees differ in their age, race, gender, education background, level of skills and knowledge. Managing all these differences under similar conditions so that they can all point to a common goal is a real challenge to the human resource manager. For the success of any organization, the human resource manager must work on all these factors to produce innovativeness in the work of the employees. Some of the employees may have problems relating with others, some may be slow in learning and in working while others may be resistant to change. The human resource manager should therefore devise ways of helping such characters for example by creating a working culture that will compel all the employees to work as desired regardless of their differences (Salaman, Storey, Billsberry, 2005). Technological changes are also posing a great challenge in human resource development. In todays world, technology is ever changing and new innovations are being done. Machineries that are used in doing certain jobs keep changing with new ones being invented. This means that human resource development has the main function in supporting this. New inventions must be followed by employee training so that the organization can also have up to date expertise. This must be done to enable the organization withstand the competitive business environment. This is a financial challenge to the organization since it must also keep purchasing the newly invented equipments to move with technology (Grieves 2003). Globalization is also a challenge to human resource development. Globalization has brought together business organizations from all over the world therefore increasing competition. Armstrong (2000) this means that for an organization to meet the challenges in the global market, it must have the pool of most experienced and effective workforce. Secondly, this work force must be well retained since they are in high demand. Every organization must therefore maintain its employees in quality standards so as to retain them. This means that they have to give the best rewards and motivators to retain the employees. Globalization also brought into light the aspect of labour laws which must be observed by the employer. Globalization has therefore resulted in changes in the working environment which is a great challenge to the human resource managers. With all the changes that are taking place in the business world such as globalization and technology, the nature of work is also changing. This is because the desires of the clients are also changing following a global trend and therefore the organizational goals have to change towards that direction. Human resource managers must therefore devise their policies to follow the world trend. Conclusion Strategic human resource development as a function strategic human resource development plays a very vital role in ensuring success of the organization. For the goals and objectives of the organization to be met, all the employees must have their efforts directed towards the same point. A strategic approach to managing the human resources must therefore be designed so that all functions are aligned with the goals of the organization. Planning and training must be done strategically so that they do not deviate from the goals of the organization. However, there are challenges and obstacles in this process. All the aspects of HRM should therefore be strategic so that the goals of the organization are maintained. The human resource managers also need to have strategies son how to meet those challenges so that they may not hinder human resource development.

Perraults Puss in Boots :: Perrault Puss Boots Essays

Perrault's Puss in Boots The myriad characters in every fairy tale each contribute a great deal to the plot structure, their slightest actions bringing forth a favourable or grievous outcome. The overall sense of a story lies almost entirely on what is included in their dialogue and descriptions. In comparing the well known Rapunzel, as told by the brothers Grimm, to a lesser known version Petrosinella, by Giambattista Basile, a reader can distinguish each as unique based on these elements. Further analysis reveals what all characters donate to create each storyline, as well as a pair of equally distinctive endings. The Grimm Rapunzel is remarkably descriptive when compared with the 1637 Basile variation. The Grimm’s introduce a man and wife that have long wished for God to grant them a child, going on to describe the beauty of the neighbour's garden and the wife’s long and intense yearning for the rapunzel. What takes the better part of a page in Rapunzel condenses into three short sentences in Petrosinella, which comes across as far more abrupt. The first character is introduced, sees what she wants next door, and craves it; no other clarification is provided. The opening sentence states that â€Å"there lived a woman named Pascaddozia, who was pregnant.† Already there are three factors not present in the Grimm tale. Firstly, the woman is living alone-there is never mention of a husband. Second, she is named, which is very unusual in any fairy tale because the parent(s) often have a very small role overall and are not so important as to have names. Third, she is with child, and we are given no indication that there were the classic problems of conceiving. These points summon an image of a strong, single mother, more significant in the life of her child than the Grimm’s couple. Rapunzel describes how the man yields to his wife and fetches her some of the herb from the witch’s garden. Pascaddozia, however, steals into the garden several times to indulge her cravings. This bravery shown by the mother again reflects on how different she is from the Grimm wife, a trait that is revealed in her daughter Petrosinella. The witches also differ in each tale. Petrosinella portrays a rather slow-witted antagonist that behaves with more fury. Reacting to the theft in her garden, this one vows revenge if she catches the culprit.

Stereotypes and Stereotyping in Invisble Man :: Invisible Man Essays

Powerful Stereotypes in Invisble Man Ellison creates many stereotypes of African Americans of his time. He uses this to bring less informed readers to understand certain characters motives, thoughts, and reasoning. By using each personality of an African American in extremes, Ellison adds passion to the novel, a passion that would not be there if he would let individualism into his characters. Individualism, or lack there of is also significant to the novel. It supports his view of an anti-racial America, because by using stereotypes he makes his characters racial these are the characters that the Americans misunderstand and abominate. Dr. Bledsoe is the stereotypical submissive African American. He seemingly is peremptory, but this is just a façade. Though all of the African Americans in his community hold him in a high regard, he has no such respect in the "white-mans" world. College students tell stories about how when in the north, he is called Mr. Doctor Bledsoe. Yet in his letter addressed to Mr. Emerson, he ended the letter with, "I am your humble servant." It is this cowardly submission that Bledsoe uses to "gain power." He enjoys what little power he has in the African American community, so much in fact that he says that he would rather see every black man in the country lynched than give up his "power." Ras the Exhorter (later the Destroyer) is the stereotypical black supremacist. One of the most memorable characters to me, Ras battles for social equality; literally. Literally meaning prince in one of Ethiopia's languages and mimicking the sound of Ra, the Egyptian sun God, Ras encompasses the stereotypical black-nationalist. By using these allusions, Ellison is establishing the character's personality even before he acts. Ras's philosophy, one that was unorthodox at the time of publishing, is that blacks should cast off oppression and prejudice by destroying the ability of white men to control them. This inevitably leads to violence. This anti-segregation from blacks was unheard of. These two offer the reader a sense of variety and contrast. Both causes conflict with the Invisible Man, yet they also offer an inspiration and wisdom. Bledsoe taught him to not be so naïve, even to his own people.