The Never-ending Story Sexual Orientation and Genetics...

The Never-ending Story: Sexual Orientation and Genetics It is my observation that the average person gains insight into the nature vs. nurture debate when some particular human trait that is politically or socially volatile at the time is announced as having a specific genetic origin. This observation was confirmed when, in surfing the web, I came across an article entitled, Female Inner Ear Comes Out of the Closet (1). While reporting on a study published by a UT psychology professor who found that homosexual women exhibit tones in the inner ear similar to those of male test subjects, the Daily Texan journalist, with no explanation or sources, effortlessly mixes and confuses the social construction with the science of sexual†¦show more content†¦In fact, all that any study can definitively say is that scientific suggestions, that homosexuality and heterosexuality (bisexuality is far-less explored, or often placed within the former categories) can be partially determined by genetics exist; the essential contradiction of these sug gestions and the definitive ideal that the public identifies with science is inherent within these studies. It was this perplexing contradiction that caused me to ask, what is the point of these studies, and do they really benefit us as a society? The means by which studies themselves are carried out could play a part in the opposing conclusions of nearly identical studies that, by definition, should produce concurrent conclusions. It seems that the most common method for obtaining a sample population for relevant studies is to advertise in gay-identified magazines and newspapers, seeking volunteers to self-identify their sexual orientation, and if necessary, that of their siblings, etc.; information verification, if it is possible, is not always attempted (3). It is very probable that difficulty in obtaining an unbiased and random study sample has a large influence on a studys outcome. Also, when dealing with a politically charged issue, one must be aware of bias on the part of the researcher (3). 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The Purpose of the Organisational Behaviour Assignment

Essays on The Purpose of the Organisational Behaviour Assignment The paper "The Purpose of the Organisational Behaviour" is a wonderful example of an assignment on management. Organizational behaviors involve the way people i.e. individuals and groups apply their knowledge in solving the problems and even taking up the opportunities that underlie on the way. The purpose of the behavior is mainly to improve organizational performance and extend the organizational competitiveness in the market. These have a major effect on the success of the business. In the case study, both the managers of the omega and acme had the same opportunity for success, but it depended on the behaviors and notions that both the top management would implement in the organization. In the acme organization, the president retained the organizational structure, which ensured that the behaviors and motives of the workers did not change, which could have an effect on the organization. In contrast in omega, everything was changed affecting the behaviors in the organization, and th is was directly impacted by the profitability of the organization.Individual differences play a major role in the effectiveness of company performance. Taking into consideration the individual strength and areas of specialization works perfectly in the success of the company. This includes dividing the work into partition according to the individual area of specialization. This ensures that the individual performs better than when subjected to work without specifications. In this case, acme divided its employees into different ranks according to specific jobs and capability, for example, mechanical engineer electrical engineer, and even industrial engineering. This had a major aspect in the full performance of the company and the profit margin of the organization. They were also later able to minimize their cost of production as a result of proper coordination among various groups, therefore, streamlining the activities. This is unlike in Omega Company where the president was also p erforming various activities, which were even out of his specialization e.g., he once operated in the shipping company and even working with some mechanical engineers. This behavior creates confusion in the organization at large developing an effect on the overall performance of the business. This also can be looked at the individual emotions, which may have an impact on the activities undertaken by the company. The above aspect of behavior should, therefore, be used in selecting the individuals to undertake a certain role in the organization as some are more challenging than the others. Individuals have perceptions and decision-making capabilities. As a result, the top management has to have ample knowledge of this as it would help in a grouping of individuals into various partitions according to their capabilities. This was the tactic with omega that gathered their specialists together and worked as a team.

Benefits of Compensation-Free-Samples for Students-Myassignment

Question: Discuss about the Importance and Benefits of Compensation. Answer: Introduction: An organization can only remain strong if the members of that organization participate in their role behavior effectively and necessarily. To motivate the members to contribute effectively, an organization have to provide them with inducements. This transaction process is the heart of the employee-employer relationship. From the perspective of cost management, managing the compensation effectively is often a critical process for the managers (Edmans 2012). Compensation can be referred to all the benefits, financial return and the services an employee receives from the management of the organization as a part of the employee-management relationship (Flood 2017). They might receive pay directly as cash wages and incentives, or they by indirect benefit from the services such as pensions, health insurance and paid time off. There are many programs, which distribute the compensation to the employees and one employer can use more than one program. Compensation can be regarded as one of the most complex disciplines in the talent management field or human resources. The manager who handles the compensation issues requires the knowledge of employment trends, job valuation and the adaptability of the job in various financial conditions (Bryant and Allen 2013). In this critical analysis of the need of benefits and compensation for the development and growth of company and the employee both is going to be discussed. The aim of the report is to focus about the issues the mangers of any organization faces regarding the compensation of the employees. The discussion will include the role of managers to control and motivate the employees for their development and the efficiency of different wages will be discussed. further, the type of compensations and benefits provided to the employees in the context of the Singapore will be discussed in details. Discussion: Efficiency wages of the employees: Pay level can be described as the average compensation paid by any firm, which is similar with their competitors. When an organization sets its pay level, the organization sets its cost to produce a certain level of output. There are many companies who pays their employees efficiency wages. There are four levels of mechanism by which the companies pays their employees the efficiency wages, namely, sorting, turnover, shrinking and gift exchange (Weiss 2014). Sorting is whenever a company pays higher rates to some higher ability employees. Turnover and shrinking are two identical processes, which say that the productivity of a worker is difficult to measure as it permits workers to shrink. The expected effect of shrinking is that, a worker would not risk losing the premium wage. Gift exchange is a process, which contrasts with shrinking. Some organization pays their workers excess wages and in return they expects their workers will give them more effort (Keynes 2016). Importance of compensation and benefits for both employers and employees Compensating employees is an important part of work ethics as valuable and hardworking employees are assets of any company. However, the decision of compensation and benefits are important to attract and retain the right person for right place. The company should offer proper compensation to the employees as per the industry standards and similar to their co-workers. Otherwise, the employees feel neglected and starts looking for other options available in other companies. This situation is not preferable for any good employer wanted to grow their turnover (Sengupta et al. 2012). Nowadays, In Singapore, there are different array of trends for the compensation and benefits proposed for the employees. They are offered with free food, transport, healthcare, gym are among the common trends. However, the important one is offering senior employees company share, so that they can feel connected to the organization. Offering talented and hardworking employees with flexible working hour are on e of the biggest trend in the workplace nowadays. On the other hand, if the company fails to provide the hardworking, loyal and key workers with the compensation they demand for their contribution in the company, they start looking for jobs in the market. However, if their needs are met and they are values for being a part of the company, their job satisfaction increases and loyalty to the company grows as well. It increases their drive to work. Not only the monetary package, but the overall benefit package also enhances the caliber of the employee and through him/her that of the company as well (Odunlade 2012). Role of the managers: The managers are there to see that the systems are in such a way that no money of the organization is being wasted and the money is being used to secure the highest level of productivity. The ideal compensation management system pays the employees enough to keep them motivated, which will make them stay with the organization (Cherian and Jacob 2013). There are many psychological theories that say that good pay influences the behavior of the employees. The pay satisfaction is related to behaviors such as absenteeism, union activity and turnover. From the organizations perspective, the organizational procedure cannot have the effect they desire unless the compensation system of that organization is good. The design of the compensation system affects the employee motivation and can be used to improve safety, creativity and quality of other outcomes, which are critical for the success of the organization. Either the compensation system would increase the payroll costs to raise the salari es of every one of the employees or the same level of money can be distributed amongst the employees in a variety of ways. All the employees can be paid with compensations based on skill, competency, seniority and so on (Shields et al. 2015). The new talents can be drawn to the organizations based on the compensation. The managers of the company have to know how to attract good employees. The companies will also have to maintain a good benefits package to retain the employees (Mishra, Boynton and Mishra, 2014). To hire a new employee and to retain the good employee, the costs must be used to create a quality work environment. To be a good manager to the organization, the manager would have to listen to the employees in order to know about their motivation. This would further help the manager to modify and create the offer and benefits. To attract the quality applicants, the HR managers of the company have to be able to evaluate the companys ability to offer the new applicants attractive wages and benefits, such as health benefits. The base amount of the wage mostly attracts the job seekers. The reputation of the company is also a determinant about whether the company would be the first choice of the jobseekers. The HR man agers have to quote a fair wage while posting an advertisement for the job. The HR managers have to analysis the wages offered by the competitors, market trend and the employment level before posting for a job (Juhdi, Pa'wan and Hansaram 2013). It is evident that compensation matters to every employee. There are many stories about the issues and benefits the companies give. This makes the compensation system more interesting. The managers have to learn to evaluate the pronouncements about the incentives, which generally come down from the high. The managers often faces problem while evaluating the pronouncements, as they have to report the higher authority about that. The managers often work as a link between the common workers and the authority. It is often their job to interview the workers and to know what actually keeps them motivated. It is also a managers job to evaluate if the compensation given by the organization is enough for the workers (Alfes et al. 2013). Many companies offer incentive pay and annual bonuses based on the performance of the employees and the performance of that particular organization. The bonus and incentive offered by the company is very hard to budget far ahead if the company is new. The common type of compensation plans the companies offer for the employees: There are several types of compensation plans, which are used for the employees like pay for the working time, integrated benefit plans like medical care for the employees, which includes temporary disability benefit, survivor benefit, partial and permanent disability benefit, rehabilitation survivor benefit. Other benefits should include retirement plans and, nonretirement plans (Chung, Steenburgh and Sudhir 2013). Medical care: Providing the employees with a good medical care option always helps them to remain attracted for the employees. The offered medical care should includes those plans which would really help the employees such as care for work related injuries, permanent and partial benefit, survivor benefit and rehabilitation. Offering a good, healthcare option always lures new employees to stick to the job (Baxter et al. 2014). The state law covers these types of compensation plans. These laws are compulsory in 47 states and elective in three states. One of the laws, which cover the benefits of the common employees, is self-insurance coverage. This law is applicable in all 48 states and is compulsory for all the industrial employees, farm labors, housekeepers and casual employees. It is also compulsory for every public sector employees as well. Another law covers the occupational diseases the employees suffer from. This law covers only those diseases, which can arise out of the course of employment. This law does not cover the ordinary diseases such as influenza (Noe et al. 2014). Retirement plans: The employee stock ownership plans (ESOP) mainly transfer a part of company stock to a trust account for the benefit of the employees who are retiring. When an employee is retiring from his or her position from that organization, the company is bound to pay the employees the current value of the entire company stock purchased by the retiring employee during his or her tenure in that company. The organization also gives the employees the benefits of using the other retirement plans and profit sharing plans (Sonnega et al. 2014). The HR managers of the company are there to help the retiring employees to choose the type of the retirement plan, which might be better for them. To do this, the managers should have a detailed knowledge about all the retirement plans and the laws regarding financial laws and regulation. One tough problem the managers follow regarding this is they have to assess the allover performance of that employee in the organization and report it to the authority. Over this assessment, the company implies the retirement plan of the employee. Generally, this issue puts the managers into dilemma (Wiatrowski 2012). Non-Retirement plans: The employee stock option plans (ESO) helps the current employees of one organization to buy the stocks of the company for a limited number of years, per say 5 years or 10 years. This also a type of the compensation plan offered by the company for a limited number of years as the employee would be gaining from the whole program after the end of the mentioned number of years. The company generally allows the employees to buy their stock at discount and give the employees an immediate ownership rights (Bova, Dou and Hope 2015). The managers should have a detailed knowledge about ESO, and ESPP (employee stock purchase plan) options as they can help the employees to choose the right form of the plan. The managers should let the employees to know about the benefits of these plans, as it would provide the employees to have a large amount of money after a limited number of years (Spalt 2013). The ethical issues faced by the managers regarding compensation: The managers are responsible for the behaviors of the employee in that organization, be it ethical or unethical. The managers also have to make sure that, the staffs they hire are also ethical people who would contribute in the ethical workforce of that company. The managers will also have to ensure that, the people working there also receive training to be ethical. The ethics of an employee also depends on the manager as the manager trains the people to have ethical work culture. The good performance of an employee makes the company to motivate him or her to perform better. This leads the company to give the employee a good compensation as a reward (Berman et al. 2012). Sometimes a manager does not conduct the appraisal process fairly. Some research shows that, sometimes the managers does not appraise those employees with whom they does not get along or wants them to leave the firm. These managers ignore the accuracy of the compensation system and are dishonest. This is important for a manager to set up a fair standard in order to compensate the employees. A manager is also responsible for evaluating the performance of an employee and it is their task to reward the employee according to their performance. It is also the job of a manager to penalize the employees, who are conducting some unethical practices within the organization (Deresky 2017). It is also a job for a manager to determine the pay rates of the employee working in the organization. Generally, the company pays an employee either directly (through wages, incentives and benefits) or indirectly (through vacations and insurance). The direct wages are for every employees and the company exclusively rewards an employee through the indirect pay. It is the job of the managers to evaluate which employee is eligible for the pay or not. An honest and unbiased view of the managers is necessary for an unbiased evaluation. Generally, the employees like to have a combination of timely pay and incentives (Johnson 2017). The equity issues regarding compensation, which are faced by the managers: There are many theories of equity, which are applicable in the compensation system of any organization. One of those theories is motivational theory of equity, which states that the people are like to stay motivated in order to do good work. The equity theory explains that, when somebody does not have equity, he tries to perceive it. In order to perceive the equity he deserves, he becomes motivated, eliminates the drive, and perceives equity. Four types of equity issues generally face the managers (McEvoy and Buller 2013). External: This is regarding the equivalency of the pay rate in relation to the competitor organizations. Internal: The equivalency of pay rates in relation to the earnings of the co-workers of the same company. Individual: The equivalency of the pay rate to the other jobs of many competitor companies. Procedural: It relates to the fairness of processes needed to make decisions related to the compensations. The managers have to face all these issues regarding compensation and pay role. They can solve the issues by many different ways. Such as, the managers should monitor the salary structures of the other competitor companies in the market. The evaluation and analysis of the job techniques are the best way to maintain equity. The managers should follow the performance appraisal system to maintain the internal equity of the organization. The managers can ensure that the people working in the organization is ethical by taking to them and by conducting frequent surveys in the market which reflects the mindset of the employees about the pay plan. The managers need to find out about how satisfied the employees are with the pay plan by those surveys (Bell and Martin 2012). Fig: A fishtail flow chart showing the relation of the employee compensation with the four issues faced by a manager ( Liu 2016) Other issues faced by the managers: Evaluation of the dysfunctional behavior of the employees: The main issue about the motivational theory is that if this theory really changes the behavior. According to this theory, the compensation system is powerful in motivating the desired behavior. Some of the studies shows that good incentives and compensation system alters the desired behavior for the employees (Leary et al. 2013). There is an argument, which shows that the incentive and compensation system sometimes is not effective. The position proposes that when money and the desired behavior of the employee is related, the employees sometimes behaves dysfunctionally in order to obtain the desired money. A paper described an incident of a school in Atlanta, which states that, in order to get the desired incentives, the teachers, and the principal of that school tried to improvise the performance of the student like erasing the incorrect answer in the page and then putting the correct answer, in order to get the incentives. A paper offered a framework, which explains that the compensation system, which are given to enhance the performance of the employees, gives rise to a serious problem of workplace bullying (Boddy 2014). This leads to an important issue that the managers have to follow, which is to evaluate the dysfunctional behavior of the employees within the workplace. The managers of the organization have to follow the behavior of the employees closely in order to identify any dis-functionality. The manager should also talk to the employees in the grass root level in order to see if any of the employees are being bullied from the other employees. It is the work of the manager to understand the issues around the whole compensation system (Greaves, Zibarras and Stride 2013). Supporting the emotional stability of the employees: The performance of any of the company is dependent on the emotional stability of the employees. Providing the employees with the wages and salaries are not enough for the employees in todays world. It is amongst the task of the managers to see that if the people are satisfied with the wage or if they need anything else apart from the compensation to maintain their emotional stability (Kaplan et al. 2014). The managers are also has to be able to be the communication system between the employees and the management authority. The management of any company needs loyalty, cooperation, profits and commitments from the employees. The employees also need healthy work environment, career development, safety, security, and compensation from the management. The managers needs to balance between both the systems in order to see if the work environment is maintained and whether the management have been showering compensation and efficiency wages to the right employee (Albrecht et al. 2015). Conclusion: When a company hires an employee, they are interested in that job offer as per the pay. They also do market research to see if their pay is below the company standards. If they find out their normal pay-level is far below the company standards, they would feel discriminated. The managers are there to see if the company is providing the workers with enough wages. As well as the human resource team of the company are been hired to monitor human rights for employees are being followed or not. Therefore, the compensation and benefits of employee is the responsibility of the company and failing to protect it, the employees are forced to leave the company and look for better market options available. This process is not only harmful for the employee, but the company also lost its reputation as the word of mouth is against them. Hence, the company should focus on the monetary compensation as well as benefits such as med claims, References: Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Baxter, S., Sanderson, K., Venn, A.J., Blizzard, C.L. and Palmer, A.J., 2014. The relationship between return on investment and quality of study methodology in workplace health promotion programs.American Journal of Health Promotion,28(6), pp.347-363. Bell, R.L. and Martin, J.S., 2012. The relevance of scientific management and equity theory in everyday managerial communication situations. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage. Boddy, C.R., 2014. Corporate psychopaths, conflict, employee affective well-being and counterproductive work behaviour.Journal of Business Ethics,121(1), pp.107-121. Bova, F., Dou, Y. and Hope, O.K., 2015. Employee ownership and firm disclosure.Contemporary Accounting Research,32(2), pp.639-673. Bryant, P.C. and Allen, D.G., 2013. Compensation, benefits and employee turnover: HR strategies for retaining top talent.Compensation Benefits Review,45(3), pp.171-175. Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), p.80. Chung, D.J., Steenburgh, T. and Sudhir, K., 2013. Do bonuses enhance sales productivity? A dynamic structural analysis of bonus-based compensation plans.Marketing Science,33(2), pp.165-187. Deresky, H., 2017.International management: Managing across borders and cultures. Pearson Education India. https://books.google.co.in/books?hl=enlr=id=52odL0y_OCcCoi=fndpg=PR13dq=The+ethical+issues+faced+by+the+managers+regarding+compensation:ots=z79nlLo1oEsig=YFE-Vwp7DEPWyRNTeu3YGlh8TWs#v=onepageq=The%20ethical%20issues%20faced%20by%20the%20managers%20regarding%20compensation%3Af=false Edmans, A., 2012. The link between job satisfaction and firm value, with implications for corporate social responsibility.The Academy of Management Perspectives,26(4), pp.1-19. Flood, J.M., ASC 715 CompensationRetirement Benefits.Wiley GAAP 2017?Interpretation and Application of Generally Accepted Accounting Principles, pp.721-768. Greaves, M., Zibarras, L.D. and Stride, C., 2013. Using the theory of planned behavior to explore environmental behavioral intentions in the workplace.Journal of Environmental Psychology,34, pp.109-120. Johnson, C.E., 2017.Meeting the ethical challenges of leadership: Casting light or shadow. Sage Publications. https://books.google.co.in/books?hl=enlr=id=J2PgDQAAQBAJoi=fndpg=PP1dq=The+ethical+issues+faced+by+the+managers+regarding+compensation:ots=1CD-01ngWYsig=Fm_c2oAAEQqpee7nxTJv4ZuPrsE#v=onepageq=The%20ethical%20issues%20faced%20by%20the%20managers%20regarding%20compensation%3Af=false Juhdi, N., Pa'wan, F. and Hansaram, R.M.K., 2013. HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia.The International Journal of Human Resource Management,24(15), pp.3002-3019. Kaplan, S., Cortina, J., Ruark, G., LaPort, K. and Nicolaides, V., 2014. The role of organizational leaders in employee emotion management: A theoretical model.The Leadership Quarterly,25(3), pp.563-580. Keynes, J.M., 2016.General theory of employment, interest and money. Atlantic Publishers Dist. https://books.google.co.in/books?hl=enlr=id=xpw-96rynOcCoi=fndpg=PR5dq=wages+according+to+the+efficiency+of+the+employeesots=WYigttmGFHsig=A0yRLzNQj3qqqpsh3fzM7QIsmKs#v=onepageq=wages%20according%20to%20the%20efficiency%20of%20the%20employeesf=false Leary, T.G., Green, R., Denson, K., Schoenfeld, G., Henley, T. and Langford, H., 2013. The relationship among dysfunctional leadership dispositions, employee engagement, job satisfaction, and burnout.The Psychologist-Manager Journal,16(2), p.112. Liu, W., 2016. The International Mobility of Chinese Students: A Cultural Perspective.The Canadian Journal of Higher Education,46(4), p.41. McEvoy, G.M. and Buller, P.F., 2013. Research for practice: The management of expatriates.Thunderbird International Business Review,55(2), pp.213-226. Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded role of internal communications.International Journal of Business Communication,51(2), pp.183-202. Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in Construct Definition and Investigation ofAntecedents.Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-189. Odunlade, R.O., 2012. Managing employee compensation and benefits for job satisfaction in libraries and information centres in Nigeria. Sengupta, I., Reno, V.P., Burton Jr, J.F. and Baldwin, M.L., 2012. Workers compensation: Benefits, coverage, and costs, 2010. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. https://books.google.co.in/books?hl=enlr=id=mqKNCgAAQBAJoi=fndpg=PR8dq=role+of+managers+in+employee+motivationots=P5WjkbTlwjsig=Y2GaZKLHcslbSNGdDUe4EFGeehc#v=onepageq=role%20of%20managers%20in%20employee%20motivationf=false Sonnega, A., Faul, J.D., Ofstedal, M.B., Langa, K.M., Phillips, J.W. and Weir, D.R., 2014. Cohort profile: the health and retirement study (HRS).International journal of epidemiology,43(2), pp.576-585. Spalt, O.G., 2013. Probability weighting and employee stock options.Journal of Financial and Quantitative analysis,48(4), pp.1085-1118. Weiss, A., 2014.Efficiency wages: Models of unemployment, layoffs, and wage dispersion. Princeton University Press. https://books.google.co.in/books?hl=enlr=id=7CoABAAAQBAJoi=fndpg=PP1dq=wages+according+to+the+efficiency+of+the+employeesots=eccmo3HAhGsig=bN9rHmxSJj5gMZcylpzZk9yt8lI#v=onepageq=wages%20according%20to%20the%20efficiency%20of%20the%20employeesf=false Wiatrowski, W.J., 2012. The last private industry pension plans: A visual essay.Monthly Lab. Rev.,135, p.3. Xavier, B., 2014. Shaping the future research agenda for compensation and benefits management: Some thoughts based on a stakeholder inquiry.Human resource management review,24(1), pp.31-40.

Macbeth story free essay sample

William Shakespearean last tragedy, the timeless Macbeth, has not become obsolete due to the universal concerns that remain pertinent in our society. In his play he portrays many themes through the use of controversial characters; Many of these concept have ongoing relevance to our world today that subsequently produce sinister connotations. But the ingenuity with which Shakespeare painted the portraits of the eventual corruption and moral decay of ones pureness, caused by the rapid influx of power bestowed upon a single individual, and the adverse effects of allotting the great chain of being, truly resonate with modern audiences. Shakespearean representation of the ramifications that a disruption to the Great Chain of Being would cause is one of the reasons for its ongoing relevance. Historically, Shakespeare has paid great reverence to the hierarchical order in which society must abide by in Renaissance England. It was believed that the health of a country and positive elements was directly related to the moral legitimacy of its king. We will write a custom essay sample on Macbeth story or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As such in the 21st century, if the leader of a nation is good and Just then the nation will operate smoothly. This concept is demonstrated when Macbeth disturbs the chain by murdering Duncan and usurping the throne, nature goes haywire. Lennox Some say, the earth was ferrous and did shake, (2. 3. 46-53). The earth is a states personified component used to demonstrate the effect of what happens when a move is made against Gods will. This entire soliloquy is a pathetic fallacy that displays the negative effects of uncontrolled power. Machetes regicide at Inverness initiates chaos in Scotland, as any attempt of displacement would be a slight against god which is supplemented with disorder in the natural universe. A statement made by Marina Villa in her critical analysis of this text, Macbeth focuses on the oedipal complex; the father/son struggle between Macbeth and Duncan and the fall of the heroes through fatal conscience explains that the Oedipus complex is incorporated into the play. The theory is used to describe the relationship between Duncan and Macbeth and how it leads to corruption. The Oedipus complex is a psychoanalytic theory; it is the desire for sexual involvement with the parent of the opposite sex and a sense of rivalry with the parent of the same sex. But in Macbeth he sexual side of the theory is suppressed and the role of the mother is symbolized by the power that comes with the title, King. This emphasizes Macbeth thirst for power. Machetes lust for power caused him to make sinister decisions that created corruption. The way Shakespeare depicted the repercussions that this may result in, such as the formation of destructive tyrants, are two other notable themes that have strong relevance. Though in the present day, instead of divine kings and monarchs we have politically elected people who wish to fulfill their power but have become erupted in the process. The infamous dictators of our society that also abused power in this way; Muhammad Qaeda, Sad Hussein and Did Main prove that this type of corruption leads to an individual becoming a tyrannical oppressor. A state of corruption is not one that a person can easily withdraw from as advocated by Macbeth when he states, all causes shall give way. I am in blood stepped in so far that should I wade no more. The metaphoric language used in that line that he states to the instigator that planted the seed to power into his mind Lady Macbeth, ashes forward the fact that he is so far in corruption there is no point in going back and he may as well go forth with his dishonesty. This quote also articulates how boundless power creates tyranny. The rhyming couplet Hear it not, Duncan; for it is a knell that summons thee to heaven or to hell, dramatists the corruption in Machetes decision to kill Duncan. Though he is hesitant at first, his desire to be the new monarch of Scotland and his thirst for power overcomes his good nature, hence the birth of Machetes tyrannical side. Macbeth is paranoid that now a couple of the vents in the witches prophecy have come true, the likelihood of the other prediction, Banquet descendants taking the throne, is at large. This is shown through the dramatic mood set by the rhyming couplets used in his small soliloquy after his conversation with the murderers in the first scene of act 1 where he states, It is concluded . Banquet, thy souls flight, if it find heave, must find it out tonight. The personified dialect in which Banquet soul is referred to in that soliloquy suggests that the mood is not only dramatic but also one reeking of audaciousness. This homebodies unchecked power brings about a thought of invincibility. Shakespearean Macbeth is expressed through the exploration of a wide range of contextual themes which have many parallels that can be drawn between those morals of our world today. At the forefront of these concepts, he depicts how violating the great chain as a portent of Mother Nature wreaking havoc and the greed for power is the catalyst which in turn causes corruption, beautifully. This play is incredibly relevant due to society being able to relate to and understand the consequences caused by these morally deficient and inherently flawed themes.