Great Expectations - A Cinderella Story Essay example -- Great Expect

Great Expectations - A Cinderella Story In the profound novel, Great Expectations, written by Charles Dickens, the main character "Pip" is put through many tests that examine the type of man Pip strives to be and the type of man Pip really is. Pip's relationships with two central characters, Tom and Magwitch, are examined closely in this essay, and through these relationships, Pip's character is visible. Great Expectations is, in a sense, a Cinderella story in which Pip's fairy godmother turns out to be a convict running from the law. This "amulet" gives Pip a gift that changes Pip and his life. In the beginning of the novel, Pip is a young boy that lives in an inhospitable home with his older sister and her husband. Although Pip's relationship with his sister is unkind, the relationship Pip develops with her husband is affable. Pip's brother-in-law, Joe, has taken Pip under his wing, and wants to take care of Pip. Critic Christopher Morris writes, "Pip claims to have developed a solicitude for Joe" in the opening of the novel, but later "that claim is everywhere contradicted by his actions." One example that Morris writes of to prove his point is, after Pip learns of the "selfless rational for Joe's acquiescence in Mrs. Joe's government", Pip writes: Young as I was, I believe that I dated a new admiration of Joe from that night. We were equals afterwards, as we has been before: but afterwards, at quiet times when I sat looking at Joe and thinking about him, I had a new sensation of feeling conscious that I was looking up to Joe in my heart. (7, 52)3 Morris* points out the fact, that throughout the novel, this is the only time Pip will regard Joe as his equal. In chapter VIII, Pip is offere... ...ip as a very low person. Later, when Pip began to except Magwhich, he was able to shut the ideas of the man's past out. Their relationship became that of a very strong friendship because they did see each other's faults but chose to ignore them. When a friendship is composed, the two parties have an unspoken agreement to except any flaws the other has. This is much more meaningful than love, because the human will is involved. The outcome of love may seem more important, but there is always the chance a lover will regain their true sight and not be able to accept your faults. In the case of friendship, there is a bond because the other is all ready at ease with your faults, and your bond can only become stronger. * In an article written by Christopher D. Morris, the actions and moral bad faith that the central character, Pip, exhibits are examined.

Position Paper- Palliative vs Curative Care

According to the World Heath Organisation (WHO, 2011), Palliative care is an approach, which aims to improve quality of life of patients and families who are crippled with life threatening illnesses. Alternatively, curative care is an approach that aims to prolong life through technological advances and medicine. It seems that the best approach to health care, would be to improve the quality of life as well as prolong life, through a combination of both curative and palliative care. The best approach to health care is a combination of both curative and palliative care. Combining the best of life prolonging technological advances whilst maximising quality of life should be the ultimate aim of all medical practitioners. The basic endeavour should be to cure an individual; however, if the quality of life is impacted it may not be an advisable or worthwhile process. This is the reason why there is a necessity for the integration of both. By curing someone of their disease or illness whilst concurrently giving them a high quality of life through palliative treatment, the objective is achieved. This approach is more appropriate than choosing between palliative and curative, due to the blurred boundaries between what represents curative and what represents palliative care. The natural course and the severity of the disease, and a better understanding of symptoms such as pain, cause the blurred boundaries. (Cooney, 2005). The definition between curative and palliative care are considered dichotomous. However, both methods are needed to achieve optimal results. There are many misconceptions that suggest an ‘either-or’ method. This is heightened by Medicare policies and regulations, and equivalent requirements of some health plans and insurance guidelines (Byock, 2000). Many do not understand that there is an option for both, which is the ultimate alternative. Within the health care system where cure should be valued vastly, palliative is perceived as the second best option and is only presented when there are no better options is available. However, the basic principle of palliative care stresses the value of consistent stability of care such as symptom management (Byock, 2000). Curative care is directed towards seeking a cure for an existing disease or medical condition. Through technology and medicine it prolongs life. Paul Jewell’s (2005) article on the sanctity of life states that this notion of the sanctity of life is promoted as an ethical standard, a conduct to professional practice and legislated constraints. His article further suggests that medical practitioners are expected to work in ways that correspond to common social expectations and legal restrictions. Thus, signifying that the main concern should be the wellbeing of the patient. Within the Australian Medical Association’s code of ethics, it is stated that there is a responsibility to preserve life, however, where death is deemed to be pending and where curative or life-prolonging treatment is absent, one must try to certify that death transpires with dignity and relief through palliative care (AMA, Code of Ethics, 2004). It is through the reasons listed above and a basic understanding of human rights that insist that all individuals should aim to be cured. Curative methods such as chemotherapy are expensive procedures. According to Simoens et, al. (2010), the smallest proportion of hospital costs are in the palliative care unit. For some this may be a motivation to choose palliative over curative, however, the value of life is more important than the cost. Palliative care is as essential as curative because there is no point in curing a patient and then leaving them with a poor quality of life. The aim of palliative care is to relive symptoms of ill patients and improve quality of life. Despite the technological advancements in medicine, many illnesses elude cure. Thus it leaves terminally ill patients, and patients with chronic diseases with palliative care being a necessity (Doyle et, al. 20). Therefore palliative is highly important and possibly the only option for the treatment of those individuals. Palliative care specifically cares for those who are terminally ill focusing not on curing them but treating their symptoms, making them comfortable while controlling their pain. It allows the patient to feel in control of their treatment and their quality of life. It also allows individuals and families to understand that dying is a normal stage and an inherent part of life, and to come to terms with the inevitable. Through a developmental approach, this step presents perspective and opportunity for the individual to discover ways of growing and developing towards a â€Å"self-determined sense of completion in personal, interpersonal and spiritual realms of life† (Byock, 2000). During this last stage of life, palliative care of terminally ill patients allows growth and a sense of closure between patients and families, both individually and together (Byock, 2000). These patients are offered not only relief from pain and other symptoms, but also psychological and emotional support from psychologists and counsellors for them and their families (WHO, 2011). For terminally ill patients, palliative care offers quality of life treatments both at the hospital and at home such as nursing, supportive therapy, and physiotherapy, etc. Simoens et, al. 2010). Aged patients generally choose palliative care over curative despite the fact that their illness may be curable. The suffering of their family and friends around them generally influences this decision. The Social Cognitive Theory, illustrates how individual aspects as well as environmental factors and human behaviour apply influence upon each other (National Cancer Institute, 2005). Thus careful decision-making needs to be made with the interest of the aged patient in mind. Palliative care is also highly important for individuals who are not suffering from terminal illnesses, and also for those who have chosen curative methods. It allows them to have a better quality of life throughout the procedure and the recovery period. Without palliative care assisting curative methods, individuals would be unlikely to choose to go through the curative methods knowing there would be a poor quality of life after. In conclusion through a close analysis of both curative and palliative care, the best approach to health care would be an integration of both methods. Each individual circumstance needs to be looked at holistically. Curative methods are essential in pro-longing an individuals life. However, there is sanctity of life, which needs to be valued. By not providing cure of illness or disease one does not recognise the sanctity of their life. Palliative care is just as important as curative. It is important for patients who are not only terminally ill or aged, but those who choose curative methods. By curing a patient, one needs to palliate them by relieving symptoms of possible pain or discomfort. If palliative care is not provided, there would be no point in curing a patient by giving them a poor quality of life. Thus they need to work in conjunction with each other for the most successful results.

Labour Law and Legislation - Free Essay Example

Sample details Pages: 5 Words: 1487 Downloads: 3 Date added: 2017/06/26 Category Law Essay Type Research paper Did you like this example? Introduction Singapore is therefore able to set, enforced and moderate the workplace rules and rights obligations via four main mechanisms: Collective Agreements, Common Law, Tripartism and Labor-related Legislations. (Lim, et al. 2012) However, Labor-related Legislations will be the main focus in this assessment as it is one of the main principles behind the Singaporeà ¢Ã¢â€š ¬Ã¢â€ž ¢s labor relations systems. Don’t waste time! Our writers will create an original "Labour Law and Legislation" essay for you Create order Under the Legislations, there are more than two handfuls that are created to safeguard the employees in different areas. Out of all, Employment Act will be the main discussion in the assessment. Employment Act The Employment Act is designed to protect the rights of most of the employees in Singapore except domestic workers, Professionals, Managers and Executives (PMEs) (Ministry of Manpower 2013). The Act is divided into several parts so as to deal with different workplace issues effectively and efficiently. Among all of the Parts that Employment Act has, only a few will be elaborated. Part II of the Act: Termination of Contract of Service Under this Part of the Act, the employer is only allowed to terminate the employee once the terms has been fulfilled or expired. But, the employer is also able to terminate the employee with or without Notice depending on the situation. One of which is termination with Notice, it has to be written from one party to another and the Notice period varies with the year(s) of employment. For example, if the employee is hired for less than 2 years, the Notice period will be between 1 day and 1 week. Then again, if the employee is hired for more than 2 years, the Notice period will be between 2 weeks and 4 weeks. The other is dismissing the employee on the spot which is known as termination without Notice. However, it is only allowed if the employer pays the amount of salary that the employee would have earned during the Notice period or the employees is absence from work for more than 2 working days without informing the employer. Therefore, it is important for the employee to k now their rights and responsibilities by reading and understanding the contract carefully. By doing so, the employee is able to stand up for their rights if they are wrongfully dismissed. Part IV of the Act: Minimum Conditions of Employment This Part of the Act covers all of the employees except domestic workers, Managers and Executives. The entitled employees will be covered by a set of minimum employment conditions such as maximum working hours and annual leaves. The maximum working hours for the entitled employee is either 48 hours per week or an average of 44 hours in any continuous two week period. Whereas for the allocation of annual leave is given according to the year(s) of employment. During the first year of employment, the employee is entitled to a total of 7 days. An additional annual leave will be entitled with an additional year of employment until the total annual leave is 14 days per year. However, in order to be eligible for annual leave, the individual has to be covered by Part IV of the Act and has been employed for at least 3 months. Part IX of the Act: Maternity Leave for Parent This Part of the Act covers all of the female employees regardless of nationality and marital status. Entitled mothers will receive a total of 12 weeks of Maternity Leave provided that they are employed for at least 3 months before the birth of the child. However, the employer will only pay the first 8 weeks of leave if the mother has less than 3 children including the new-born. Whereas for the last 4 weeks, it can be claimed flexibly within the 12-month period from the childà ¢Ã¢â€š ¬Ã¢â€ž ¢s birth. So as to boost the low birth rates in Singapore, The Child Development Co-Savings Act (CDCA) increases the Maternity Leave to a total of 16 weeks for the mothers who fulfil the following: parents are lawfully married, the child is born as a Singapore Citizen and the mother has been employed for more than 3 months. So as to further protect the parents, the Government prohibit the employer to dismiss any parents who are on Maternity Leave. If the employer failed to comply with the Act, the employer will be facing with either fine or imprisonment or both. How does it affect the management and promote workplace equality In effect to the different Parts of the Employment Act, it is important for the Human Resource (HR) department to ensure that the organisation follows the Legislations framework while developing new approach to manage the employees. The employer has to promote Fair Treatment Practices in the workplace by creating policy and guidelines. The Anti-discrimination policy is one of the important policies as the Singapore Government has been encouraging more elderly, women and minority to enter the workforce. Thus, the HR has to further emphasize on the policy by using guidelines that is provided by The Tripartite Alliance for Fair Employment Practices (TAFEP) as a reference. The guidelines ensure the employer to recruit the employees based on knowledge, skills and ability to perform the job without discrimination. Also, the employer has to provide necessary training and reward the employees based on performance. This will encourage the employees to put in extra effort to improve th e sales and the customersà ¢Ã¢â€š ¬Ã¢â€ž ¢ satisfaction. With the Fair Treatment Practices in place, the employer has to integrate it together with the Employment Act to have a double effect. On one hand, it is able to attract; recruit and retain employee. Whereas on the other hand it ensures that they are following with the Legislations. For instance, the employer is not allowed to terminate any employees due to discrimination. Instead, the employer should provide training to unleash the full potential of the employees which will provides the employer with a wider range of knowledge and creativity. But it is also essential for the HR to educate the employees on the Legislations, policies and guidelines by conducting seminars in different languages. This will ensure the employees to know their rights and responsibilities and remove any forms of discrimination within the organisation. Subsequently, the HR is able to propose to the top management to carry out protected co nversation with the employees. The main purpose is to carry out one-to-one conversation to discover the underlying issues within the organisation. Therefore, it is critical for the employer to promote equality in the organisation or else the organisation will be paying it with their productivity and reputation. Case study on SMRT bus drivers This case study discuss on how does the SMRT Management handles the bus drivers that goes on a strike back in November 2012 (AsiaOne 2013). The strike is carried out by a group of China SMRT bus drivers who is protesting over their pay and working conditions. According to Criminal Law Act, the employer has the rights to terminate the 171 employees (AsiaOne 2013) that go on strike as the bus service is an essential service in Singapore. Out of the employees, some of them were sent back to China while the rest were released on bail and was told to return back to work the next day. Among the employees who were released on bail, 3 of which refused to report for work for 6 weeks before SMRT officially terminate their contracts. According to Part II of the Employment Act, SMRT should have terminated their contracts 2 days after they were released from the bail. This is because that they failed to inform SMRT on their absence in 2 continuous working days. Instead of terminatin g the contracts, SMRT has been communicating with the 3 bus drivers and remunerate according to their terms. Even with the compensation, the 3 bus drivers refused to report for work instead they moved out of the SMRTà ¢Ã¢â€š ¬Ã¢â€ž ¢s accommodation. Then they refused to communicate with the SMRT and rejected all of the remunerations. The decisions made by the 3 bus drivers left SMRT with no choice but to terminate their contracts with immediate effect. This incident point out that SMRT is a responsible and patience employer. As they tried to compensate the 3 bus drivers for at least 6 weeks before deciding to officially terminate their contracts. But this incident also reminds the SMRT to treat all of the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ equally in terms of pay and working conditions especially when the bus services is an essential service in Singapore. Conclusion With the mission to protect the employees against discrimination; equal pay and wrongful dismissal, the HR has to continual sought for more ways to further emphasize the Legislations. However, for the Legislations to work, the HR has to work together with the employer but at the same time establishing communication with the employees. This assessment has effectively analysed on the approaches that HR is able to use on both the organisation and the employees. These approaches will help the employer to attract, recruit, retain and boost the morale of the employees as they are treated equality. This will guarantee the organisation with continual growth and sustaining their competitive advantage.