Cox container case Essay Example for Free

Cox container case Essay Problem Identification: There are quite a good number of problems in the case of CCC, among of which one can define, are the following: 1- Job security for the ethnic minorities who run the workshop for years, while being empowered in the age of Harold Cox, they felt threatened by the introduction of the new management system, that was reflected by the defensive attitude of Aziz and his lack of cooperation which also can be the reaction of being marginalized by Wilson while conducting the company review. 2- Lack of managerial training, which was reflected on how Aziz perceives his job as a shop floor manager whose first and utmost concern, is to deliver production no matter what the outside environment is. 3- Market introduction of new competitors, which dictates the need of full review of the operations, budgeting, supply chain and labor competency. Hence introducing more bureaucracy to the current system and might limit the power of Aziz and his team. 4- The centralization and individuality of Harold Cox in running the company helped the creation of a divisionalized structure and culture as well as developing a high degree of autonomy in the production department and a shallow hierarchy especially in the financial and management accounting area. Analysis: The main reason why Cox asked Wilson to conduct a company review is to get the company moving forward, such an act could have been shared with department managers, despite Wilson’s conclusions, strategies must be compromises that allow the company to move forward (Johnson, 1992). Johnson also argued that Strategic drift takes many years to affect performance, which validates the happening of the falling results of CCC, such a performance made Cox ask Wilson to conduct the review. The resistance to change that Aziz showed can be explained via the framework of Herzberg (1987) at which he argued that job security, as part of the hygiene factors can be a source of job satisfaction and motivation. Despite belittling the effect of hygiene factors on the subject, he did not address such an issue â€Å"job security† on a minority member. Such a factor can be more important than others whether intrinsic or extrinsic since minority members would possess the feeling of fear of losing their jobs and being expelled by the society and not finding another job. Adding the job status of Aziz would add further complexities to the situation as well. The introduction of budgeting and operation optimization without consulting the shop floor manager while he represents the core business of the company could have affected his motivation. These new systems would influence the type of the work that can be done in the shop floor greatly and would change Aziz from a decision maker in his part with all the autonomy and credibility he has to just a regular employee that manages what the new system dictates. Such change would affect Aziz’s motivation to contribute to the new system as discussed by Leavitt (2007). Leavitt argues that the increased bureaucracy and the rigid system turns employees into machines performing the work without thinking, and that would be against the human nature that tends to think and innovate. He also argues that the introduction of IT systems and technologies would be harmful to humans in the work place especially if companies abuse them. He however managed to argue the point from the employee point of view without mentioning the companies perspective at which standardization and new technologies raises the efficiency and performance of the companies and can allocate resources to new departments or new functions. If Aziz were opting the same perspective as   without having the picture cleared that this new system (budgeting and operations review) would benefit him as well as the company, he would tend to resist that change. In the framework of Herzberg (1987), job participation is one of the important myths to job or task enrichment. He emphasizes that giving the employees the big picture and giving them a feeling that they will determine in some measure what they will do in the job; would not be beneficial to the job. Wilson, Straw, Long and Pedder managed to do exactly this part. It would be against Aziz’s benefit if he would resist correcting the situation of the company. He would seem wrong and would hurt himself and his career in CCC if he was explained the current situation and the competitive market condition and how is that affecting CCC and what are the measures needed in the next few weeks / years to correct the competitiveness of CCC. Aziz should have been offered the chance to contribute to the budgeting and even could have been appointed a task in suggesting the best production and budgeting scheme that would save the company time and money. Bassett-Jones Lloyed (2005) negated the approach of Herzberg and emphasized on the importance of employee’s contribution to the job in order to grant satisfaction. By seeing their ideas being implemented without delays and with the approval of the manager that this idea will contribute to the best of the company, the employee will have a sense of ownership and commitment towards making the idea work. Ford, Ford, DAmelio (2008) stated that the resistance to change can be the cause of the management’s actions themselves as they fail to develop trust. They failed to argue that in some cases, the employee(s) have their own agenda and they (employees) are the ones to trigger the resistance. The centralization of the decision making in CCC allowed the formation of a divisional company organization where Aziz’s team form the major part of it. Having this high autonomy formed a specific organization culture perhaps that Aziz is indispensible and hence he is in control. Such a culture would cause Aziz to be reluctant to accept changes specially after CCC lost some of its competitiveness in the market for few years and yet no complain from  Cox and/or the management. Meyers Martin (1987) suggest that as the organization structure form the organization’s culture and beliefs, so does the leaders of the company. It can be noticed that Cox influenced the idea that the minorities in his company are indispensible, since they support him politically and socially because of their existence in CCC. It can also be noticed that Cox did the interactions with Aziz and the production team on a personal level and hence when changes were mandatory, Aziz opposed it because it did not come from Cox himself and such resistance will not be punished by Cox. It also can be noticed the degree of autonomy in the company when the budgeting scheme is needed, each manager submitted an estimate of expenditure not the actual amount spent the year before or the required budget needed based on the previous year expenditure and the business forecast for next year. The shallow pyramid of hierarchy especially in the management accounting and financial can explain such autonomy. The creation of the subgroup and hence the subculture allowed the lobbying in the production department to happen and to resist any change as long as it is not in their direct favor. Such collectiveness behavior was developed by the centralization of decision making by Cox and the high degree of autonomy he allowed for such a group. In his study, Polzer (2004) has concluded that subgroups and subcultures in organizations tend to have harmful effect on collective welfare that extends beyond the boundaries of this individualistic subgroup. In CCC case, if the production department’s employees feel threatened; they can trigger actions to stop that threat, such as calling for a strike or threating to collectively resign and hence hurt the company by stopping the production. They are well aware that hiring such a large number of employees in a short time will be deemed impossible especially with all the experience they have. Even if the job has high degree of analyzability and does not require specialists to perform it. Moreover, collective resignation would hurt the image of the company and would cause business to be lost to competition even if it is on a temporarily basis. Perhaps what triggered that defensive mechanism with this subgroup is the introduction of the outsiders even if they were completely in a different  department. As proposed by Johnson (1992), introducing outsiders can help in managing the change since the outsider shall have a fresh view of the organization or the department that is undergoing the change. However, he did not mention how that would affect the change recipients themselves and how far would they accept the outsider. He also did not identify if the outsider came from inside the organization (i.e. internal transfer) or from outside the organization and what difference would that make. Alternatives: So, what would CCC management do to resolve the current situation? 1. Do Nothing. The benefits of calming down the current situation and the production department are to ensure the company is kept in operation. Although margins are dropping, the company is sill profitable. However, the disadvantages of this situation are more than its advantages. The operation department will tend to increase its power and influence on the company since now they felt powerful and indispensible, also, they might try to find another alternative or group together and establish another competing company and resign collectively which would put the company out of business. 2. Use a sacrifition sheep: Firing Aziz and the seniors in the production department and replacing them with other seniors from inside the department can be a solution to send a clear message to the rest of the crew that the change is happening regardless of the opposition. This can benefit CCC by establishing a clear strategy that the company is moving forward with the change and personnel have to choose. However, if it backfires, the company can lose too much and we can revert back to the scenario in solution No.1. 3. Driving changes smoothly and in the welfare of the production department: There is no doubt that political consideration has a major play in such situations and it can resolve lots of issues. By calling Aziz and the seniors in the department and explaining the change to them and how would introducing new budgeting system and/or new operation schemes would benefit the company as a whole and the department specifically; they would tend to comply with that change. Asking for their assistance would be a better solution than resisting the resistance. The situation can be transformed to the benefit of CCC if the production department personnel understand the current challenge and start to challenge the status quo themselves, knowing that what will be done will be reflected on their welfare. By adopting the DICE methodology explained by Sirkin Jackson (2005) to drive the changes as follow: I. Set the Duration of the transformation process with clear and concise milestones. Milestones keep goals tracked and in prospective, encouraging everyone to participate by some sort of recognition would help the process. II. Identify the required personnel and allocate tasks according to their capabilities and traits. That would keep the project Integrity intact and minimizes the risk of duration slippage and/or wrong interpretation of tasks and their requirements. III. Management participation and Commitment to the project as well as employees affected by the change. Management as well should demonstrate how these changes are going to change the welfare of employees and how committed they are to doing so. IV. It should be clarified that each and everyone concerned with this change process should be expected to exert an extra Effort until the transformation is completed. The managem ent should lead by example in this regard and make it clear that any extra effort exerted in this period shall be rewarded on both the long and short term. Recommendations: It is recommended to follow resolution No.3 above, since CCC is considered an SME not a corporate and since they are bound to the acceptance of the strongest department to change. Moreover, this resolution addressed the concerns discussed in the study above which mainly are the job security, motivation, job enrichment of the employees while helping in changing the company culture on the long run by getting the employees to exert extra effort and see their ideas come to live, that would develop a sense of belonging to the company which will benefit the company on the long run. Also, that approach would strengthen the concept that the company is willing to accommodate their employees and work out the changes with them for the best interest of both parties. Plan of actions: Harold Cox, Erica Wilson along with all the company seniors should demonstrate participation and ownership of the change process. It was not a  good idea to leave the interaction being led by the new appointee(s) considering the company culture. The involvement of the top management whose faces are familiar with the production team would ease the effect of the change and indicate that the change are being driven from within not that the outsiders are taking over the company. Depending on the change required; the process duration should be set. Would the management desire only a cost control and lean operations concepts to be implemented or they would require production enhancements by increasing the throughput of the company? Would they procure new technology, which would require training, installation and production scheme change? Would they introduce differentiation either horizontally or vertically to the current products? The easiest change to start with is to introduce cost control and operation optimization associated with achieving the minimum efficient scale of the factory and then drives another change. Driving a major change at once would again be resisted. Mainly the production department would be affected, other departments too, such as financial and management accounting. The latters would be expected to drive the major portion of cost control through supply chain optimization. Introducing operations management department would also help enhancing the operations of the whole company and helping the company to slim the inefficient operations in all departments. It would be expected that some side effects such as additional expenses would follow as sort of rewards to the contributors in the change process to encourage the participation. Also, production lag would occur until the change process is finalized, that could be due to shop floor adjustments or personnel getting accustomed to the new change in the production process, hence, it would be a good idea if the company could produce some reserve capacity to cover this aspect. Bibliography Bassett-Jones, N., Lloyed, G. C. (2005). Does Herzbergs motivation theory have staying power? Journal of management development , 24 (10). Ford, J. D., Ford, L. W., DAmelio, A. (2008). Resistance t change: The rest of the story. The academey of management review , 33 (2), 362-377. Herzberg, F. (1987, September). One more time: How do you motivate employees? Harvard Business Review . Johnson, G. (1992). Managing strategic change strategy, culture and action. Long Range Planning , 25 (1), 28-36. Leavitt, H. J. (2007). Big organizations are unhealthy environment for human beings. Academy of management learning education , 6 (2), 253-263. Meyers, D., Martin, J. (1987). CULTURAL CHANGE: AN INTEGRATION OF THREE DIFFERENT VIEWS. journal of Management Studies , 24 (6), 623-647. Polzer, J. T. (2004). How Subgroup Interests and Reputations Moderate the Effect of Organizational Identification on Cooperation . Journal of Management , 30, 71-96. Sirkin, H. L., Jackson, A. (2005, October). The hard side of change management. Harvard Business Review , 33-47.

Mama Day by Gloria Naylor :: Mama Day Gloria Naylor Literature Essays

Mama Day by Gloria Naylor Mama Day by Gloria Naylor is a fantastic novel filled with vivid imagery and intriguing characters. Naylor weaves a realistic tale, despite the fantastic events that she describes. Her characters are believable and behave like "real people". However, Naylor's greatest asset is her descriptive powers, which not only sets the scene, but enraptures readers into Cocoa's dual worlds of New York City and Willow Springs, imprisoning us with her words. The plot centers around the three main characters: Ophelia/Cocoa/Baby Girl, George and Mama Day. Mama Day is by far the most dominant personality, although we are not inside her mind the same way we are with Cocoa and George. Mama Day represents the power and resilience of nature and the town of Willow Springs itself. She seems to literally be upholding the town, and to be so indispensable, I wonder what the town will do when she is gone, left with only Dr. Buzzard as the resident "medicine man." But Mama Day seems to have no intention of leaving anytime soon. Naylor enhances the connection of Mama Day with nature by associating her with natural imagery. We always see Mama Day in her gardens, or the forest, nursing the land with her skill. She has a connection to nature, and can understand it, as seen by her prediction of the storm. Mama Day represents the last vestiges of the power of the African wise woman, a role that is dying out as society becomes more and more urban. Cocoa straddles the worlds of nature and the city. Her roots are in Willow Springs and she cannot forget that. However, we can never see her taking up the role of wise woman after Mama Day is gone. She has been too changed by the city and its disappointments and heartaches. This division causes much of the conflict between her and George, since she often lashes out when her soul is divided. George Andrews represents, of course, the world of the city. He cannot accept Mama Day's primal power, and loses his life for his lack of belief. His angry retaliation at the helpless chickens represents the urban idea of attempting to control nature. George tries to control something he can't understand, and thus pays the consequences. Each character is associated with their own imagery and language. When each of them speaks, it is with their own unique dialect.

Psychological Measure Essay

Team B examines the aspects of psychological tests and measurements by focusing on the Beck Depression Inventory. Examining the two articles over the Beck Depression Inventory aids Team B in deciding services, servers, and backgrounds of the measure. The psychological testing that has developed and progressed and is used in a wide variety of settings by a wide variety of individuals is called the Beck Depression Inventory. Testing aids in serving professionals in figuring out sickness or deficiency and lending a hand in making one of a kind and individual treatment procedures. The Beck Depression Inventory is an individually administered test with 21 items, calculates personal experiences, and psychological symptoms linked with depression. Team B examined both of the articles concerning Beck Depression Inventory and was skilled in deciding the services, servers, and the background where the Beck Depression Inventory is relevant and how the psychological measure is helpful in psycholo gical regulations. Beck Depression Inventory Articles Beck Depression Inventory Beck Depression Inventory (BDI) is a set of 21 self-reported questions to measure the intensity, severity, and depth of depressive symptoms in patients aged 13-80 years old. A shorter BDI consists of seven questions for administration by primary care providers. The Beck Depression Inventory detects, assesses, and monitors changes in depressive symptoms among people in a mental health care environment. Aaron T. Beck, a pioneer in cognitive therapy, developed the first BDI in 1961, adapted in 1969, and copyrighted in 1979. In 1996, a second version of the BDI (BDI-II) was developed and published reflecting the revisions in the fourth edition in the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV-TR) (Fundukian & Wilson, 2008). The long version of the BDI consists of 21 questions or items with four possible responses. Each response contains a score from zero to three indicates the severity of the symptom the patient experienced in the previous two weeks. The version used by primary care providers (BDI-PC) consists of seven self-reported items. Fundukian and Wilson (2008) state, â€Å"Individual questions of the BDI assess mood, pessimism, sense of failure, self-dissatisfaction, guilt, punishment, self-dislike, self-accusation, suicidal ideas, crying, irritability, social withdrawal, body image, work difficulties, insomnia, fatigue, appetite, weight loss, body preoccupation, and loss of libido† (para. 6). BDI also detects depressive symptoms in a primary care setting. Completion of a BDI for a psychological or medical evaluation occurs between five to ten minutes (Fundukian & Wilson, 2008). According to Fundukian and Wilson (2008), BDI tests score differently for general population and clinically depressed individuals. The sum of BDI item scores determines the severity of depression. For the general population, a score of 21 or higher indicates depression. Clinically diagnosed individuals contain a variety of scores. Zero to nine scores indicate minimal depressive symptoms, 10 to 16 scores indicate mild depression, 17 to 29 scores indicate moderate depression, and 30 to 63 scores indicate severe depression. The BDI distinguishes between different subtypes of depressive disorder, such as major depression and dysthymia. The BDI contains content validity because of development from a consensus of clinicians about depressive symptoms in psychiatric patients. The BDI contains concurrent validity because at least 35 studies present concurrent validity between BDI and measures of depression, such as the Hamilton Depression Rating Scale and the Minnesota Multiphasic Personality Inventory-D. The BDI contains construct validity because it relates to medical symptoms, anxiety, stress, loneliness, sleep patterns, alcoholism, suicidal behaviors, and youth adjustment. The BDI contains factor analysis because the BDI interprets as one syndrome composed of three factors: negative self-attitudes, performance impairment, and bodily disturbance. The BDI test for reliability, following established standards for psychological  tests and contains internal consistency. The BDI is valid and reliable and higher scores relate to educational attainment (Fundukian & Wilson, 2008). Breast Cancer and Breast Disease In the Kuopio Breast Cancer Study, 115 women with breast cancer symptoms participated in an in-depth interview and completed standardized questionnaires. Study variables were retrieved before completing diagnostic procedures. BDI evaluated the depression of study participants. Eskelinen and Ollonen (2011) reported, â€Å"Clinical examinations and biopsies discovered breast cancer in 34 patients, 53 patients with benign breast disease, and 28 healthy individuals. Healthy women exhibited less sadness (BDI mean score, 0.27) than women with breast cancer (BDI mean score, 0.56) and women with benign breast disease (BDI mean score, 0.49). Healthy women were less pessimistic (BDI mean score, 0.15) than patients in the breast cancer group (BDI mean score, 0.44) and the benign breast disease (BD mean score, 0.42)† (para. 3). The group of healthy women contained less self-accusation than the breast cancer group and breast benign disease group. The group of healthy women reported less work inhibition and weight loss than the breast cancer group and breast benign disease group. The results of the study do not report a specific relation between BDI scores and breast cancer risk, but patients with breast cancer and breast benign disease have an increased risk for depressive symptoms (Eskelinen & Ollonen, 2011). Compare and Contrast Each articles contains specific information about Beck Depression Inventory. The first article focuses on the definition, purpose, precautions, description, and results of the BDI. The second article focuses on a case study relating BDI to women with breast cancer and breast cancer disease. The first article focuses on an overview of BDI, but also includes BDI contains content validity, concurrent validity, construct validity, factor analysis, and reliability. The second article focuses on a specific disease and case study connecting with BDI. Both articles relate because they include BDI scores and depressive bodily symptoms relating to BDI. Analysis of the Beck Depression Inventory Beck Depression Inventory (DBI) is a questionnaire that consists of â€Å"21 items, each describing a behavioral manifestation together with between four and six self – evaluative statements from which the respondent is ask to choose the one that is most applicable† (Colman, 2006, p. 84). The originally developed in 1961and revised in1993 the DBI-II was published in 1996. There are more DBI tests that are designed to measure other conditions such as suicide, anxiety and hopelessness (Colman, 2006, p, 84). This test can be self – administered or oral for people with learning disabilities. Anyone can be trained to administer and score this test however; according to (Beck, Steer, & Brown, 2012, para. 6) it can only be properly interpreted by a psychiatrist. This process begins when the patient first sees their primary care physician and complains of feeling sad, hopelessness, loss of sleep, problems with eating whether eating too little or over eating, or even ache s and pains. â€Å"In Beck’s view, the person who becomes depressed usually has a pattern of negative thoughts† (Robbins, 2003, p. 145, para 11). Some things that might be experienced by the patient are a belief of inadequacy, failure, and they are receiving unfair treatment by life. It is a common practice to have a brief questionnaire in the primary care physician office concerning the signs and symptoms of depression to help identify people with depression. Once the primary care has exhausted their scope of treatment, they will refer the patient to a psychiatrist or psychologist for further evaluation and treatment who will administer a more detailed version of the BDI, BDI-II or the Hamilton Depression Rating Scale. Settings that the DBI can be used in are a clinic, in or out patients setting, counselor office, cognitive therapist, or by a psychologist. The place would depend on the patient and his or her state of mind and physical condition at the time undergoing the necessary treatment for depression. For instance the person had tried to commit suicide and needed to remain hospitalized a social worker would interview them and refer him or her to a psychologist or psychiatrist for proper treatment. Valid or Invalid The Beck Depression Inventory â€Å"has been used for 35 years to identify and assess depressive symptoms, and has been reported to be highly reliable  regardless of the population. It has a high coefficient alpha, its construct validity has been established, and it is able to differentiate depressed from non-depressed patients† (Beck, Steer; Brown, 2006). â€Å"The BDI-II manual reports correlations with a variety of other tests, arguing for both convergent and discriminant validity. It attempts to show, in the case of discriminant validity, that the test is not primarily a measure of anxiety. A factor analysis suggests that the BDI-II items tap two dimensions, one labeled Somatic-Affective, the other labeled Cognitive† (Hogan, 2007, p. 501). â€Å"The manual presents reliability and validity data based on a sample of 500 outpatients clinically diagnosed according to DSM criteria at four sites, as well as on a sample of 120 students from one Canadian college. The BDI-II manual reports alpha coefficients of .92 for the outpatient sample and .93 for the college sample. Test-retest reliability of .93 is reported for a subsample of 26 cases from the outpatient group, with a retest interval of one week† (Hogan, 2007, p. 502). â€Å"The mean scores of the first and second total scores were comparable with a paired t (25) =1.08, which was not significant† (Beck, Steer; Brown, 2006). According to a research conducted â€Å"The widely used Beck Depression Inventory-II (BDI-II) was initially standardized on a sample of Caucasian university students and its use with minorities has only recently been investigated† (Sashidharan, Pawlow; Pettibone, 2012, p. 203). The research called an examination of racial bias in the Beck Depression Inventory-II, intended to examine the possibilities of bias within ethics groups and in more specific the African American race. â€Å"A hierarchical multiple regression compared the scores of the BDI-II with a similar measure of depression that is standardized for use with African Americans† (Sashidharan, Pawlow; Pettibone, 2012, p. 203 ) â€Å"The studied was perform with â€Å"977 students (139 African American students [14.2%] and 838 Caucasian students [85.8%]) was recruited from a medium-sized, public, American midwestern university’s undergraduate psychology participant pool. Data were collected over the course of an academic year, with the goal of obtaining a minimum of 100 African American participants† (Sashidharan, Pawlow; Pettibone, 2012, p. 204). â€Å"There was no evidence of racial bias discovered in the BDI-II in this sample. Implications and future directions of research are discussed.† (Sashidharan, Pawlow; Pettibone, 2012, p. 203). Conclusion The Beck Depression Inventory is helpful in psychological measurements and regulations. Team B decided the services, servers, and backgrounds of the measure while explaining the definition and uses of Beck Depression Inventory. Beck Depression Inventory aids professionals in discovering sicknesses and deficiencies in patients and aids in providing unique, individual treatment procedures. In the conclusion of Team B’s research, the team discovered the Beck Depression Inventory is relevant, helpful, and a complex topic. References Beck, A. T., Steer, R. A., & Brown, G. K. (2012, September 11). BECK DEPRESSION INVENTORY-SECOND EDITION (BDI-II); 1996. Retrieved from http://www.acf.hhs,gov/programs/opre/ehs/perf†¦/res_meas_phic.html Beck Depression Inventory. (2008). In L. J. Fundukian & J. Wilson (Eds.), The Gale Encyclopedia of Mental Health (2nd ed., Vol. 1, pp. 123-124). Detroit: Gale. Retrieved from http://go.galegroup.com.ezproxy.apollolibrary.com/ps/i.do?id=GALE%7CCX2699900051&v=2.1&u=uphoenix&it=r&p=GVRL&sw=w Colman, A. M. (2006). OXFORD DICTIONARY OF PSYCHOLOGY (2nd ed.). New York, NY: Oxford University Press, Inc. Eskelinen, M. & Ollonen, P. (2011). Beck Depression Inventory (BDI) in patients with breast disease and breast cancer: a prospective case-control study. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/21282743 Hogan, T. P. (2007). Psychological testing: A practical introduction (2nd ed.). Hoboken, NJ: Wiley. Robbins, P. R. (2003). understanding PSYCHOLOGY (3rd ed.). Portland, ME: Walch Publishing. Sashidharan, T., Pawlow, L. A., & Pettibone, J. C. (2012). An examination of racial bias in the Beck Depression Inventory-II. Cultural Diversity And Ethnic Minority Psychology, 18(2), 203-209. doi:10.1037/a0027689 T. Beck, R. A. Steer, & G. K. Brown (2006). RCMAR Measurement Tools Beck Depression Inventory – 2nd Edition (BDI-II). Retrieved from http://www.musc.edu/dfm/RCMAR/Beck.html

Rhetorical Analysis Of Rhetorical And Rhetorical Analysis

1. Rhetorical Analysis is the careful examination of texts, videos, and images to understand how they function in conveying their message. The definition of rhetorical analysis will help me better understand what I should be looking for when I receive a text, as rhetorical analysis is different than literary analysis. Therefore, the devices for each are also different (Lunsford et al. 88). 2. Intended audience is the initial step to any rhetorical analysis. If you are unable to identify an audience, you will be unable to identify the manner and means by which the speaker’s message resonated with the intended audience. Understanding the first step to rhetorical analysis will help me keep my analysis in-depth, yet precise. Without†¦show more content†¦Through understanding the motives of a speaker, I will be able to have a better grasp of their purpose with regards to a specific text (Lunsford et al.). 7. Recognizing a speaker’s intended audience is crucial to understanding the effectiveness of rhetorical appeals and the overall argument. If I am able to successfully identify the intended audience of a speaker, I will be able to more thoroughly analyze the effectiveness of the speaker’ rhetorical appeals and devices (Lunsford et al. 92,93). 8. Pathos is often employed in an attempt to win over the audience with emotion of some kind. While logos utilizes facts to convince an audience of an argument, pathos is utilized by speakers to entice an audience with their argument. By understanding the use of pathos, I can better understand how emotional appeals affect an intended audience (Lunsford et al. 95). 9. It is important to identify what type of emotion is evoked by a speaker’s pathos. Anger and love are vastly different emotions that would produce dissimilar reactions within the audience. I think it is important to detect the specific emotions evoked by Pathos, as properly labeling those emotions is an important aspect of identifying the speaker’s purpose (Lunsford et al. 96). 10. Juxtaposition is an important device that places two contrasting ideas close together. I think this device is important to rhetorical analysis, as it is a commonShow MoreRelatedRhetorical Analysis Of Rhetorical Analysis1675 Words   |  7 PagesRhetorical analysis is the way we could communicate effectively by understanding the content, in which to lead us to achieve our goals. According to an article, rhetorical analysis â€Å"is the form of criticism that employs the principles of rhetoric†. It is also a practice of effective communication by using the language of art and media to achieve specific goals. The components I will use in a rhetorical analysis are introduction, rhetorical situation, rhetorical appeals and a conclusion. 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Hsu, a Taiwanese American author and editor, wrote this essay in order to express his views on the negative connotations that occur with some of the racially charged objects present in society. More specifically, the essay deals with the stereotypical nature of The Chin Family. The Chin Family is the name of Stefano Giovannoni’s tabletop collection, which includes salt and pepper shakers that haveRead MoreRhetorical Analysis1841 Words   |  7 PagesIntroduction A rhetorical analysis assignment is to see how an author tries to present his work to a certain group of people. There is present certain meaning in all the texts and it is up to the author to communicate it in the required way. The purpose of this assignment was to review the article and see how the author made use of different strategies. It appears that a major aim that the author had was trying to convince the readers about revenue based financing. The author made use of severalRead MoreRhetorical Analysis803 Words   |  4 PagesRhetorical Analysis of Pedigree Advertisements Advertisements are everywhere. From billboards, to magazines, to newspapers, flyers and TV commercials, chances are that you won’t go a day without observing some sort of ad. In most cases, companies use these ads as persuasive tools, deploying rhetorical appeals—logos, pathos, and ethos—to move their audiences to think or act in a certain way. The two magazine ads featured here, both endorsing Pedigree products, serve as excellent examplesRead MoreRhetorical Analysis1205 Words   |  5 PagesBrandon Vanwert 11/6/12 Eng101LecR5 Soma Feldmar Imagination and Reality Rhetorical Analysis The essay Imagination and Reality was written by Jeanette Winterson. Winterson is a British writer who was born in Manchester, England. After moving to London, her first novel, Oranges Are Not the Only Fruit, won the 1985 Whitbread Prize for a First Novel, and was adapted for television by Winterson in 1990. This in turn won the BAFTA Award for Best Drama. She won the 1987 John Llewellyn Rhys PrizeRead MoreRhetorical Analysis1044 Words   |  5 Pagesï » ¿ Rhetorical Analysis of the U.S Army Advertisement â€Å"Army Strong† Campaign Christina DoBynes DeVry University Rhetorical Analysis of the U.S Army Advertisement â€Å"Army Strong† Campaign When you see a solider in his or her uniform, you are proud that they are serving this country to protect our freedom, securing our country, and defending democracy worldwide. The solider can come from different branches of the Military. The one you might be familiar with is the U.S. Army. TheseRead MoreRhetorical Analysis1431 Words   |  6 Pagesï » ¿Rhetorical Analysis Raina Kelley covers societys issues and cultural controversies for Newsweek and The Daily Beast.’s. In her article â€Å"Beauty Is Defined, and Not By You† aims to convince her readers that women success or not is not depends on beauty. â€Å"When I’m on m deathbed, I hope to be smiling in satisfaction about all I accomplished, not that I made it to 102 without any cellulite.† One of her goals is to remain all girls do not get influence by this society, just be brave and continue to