Essay on Disobedience in William Shakespeares King Lear

Disobedience in William Shakespeares King Lear How sharper than a serpents tooth it is to have a thankless child. Filial disobedience is a key theme in the play King Lear and in both the times it was set and written, children were not expected to disobey their fathers. Jacobean England was an extremely hierarchical society meaning that respect should not only be shown to the powerful and rich but also to parents and the elderly. Seventeenth century England would have been more devout in terms of religion than today and undoubtedly a Jacobean audience would have been familiar with the fifth commandment, Honour thy father and mother. Lear, like any king, Pagan or otherwise, would have been†¦show more content†¦This is the source of Lears outrage and he cannot believe that his most beloved daughter would not only go against his wishes, but also against the basic expectations he has of his children. This helps Shakespeare to show what an unstable character Lear is because he does not realise that Cordelia has actually done w hat he has asked and told him how much she loves him. Lears emotions at this point swing between the extremes of love and anger because of this: Here I disclaim all my paternal care, Propinquity and property of blood And as a stranger to my heart and me. I.i.109-111 In his rage, Lear is willing to give up his love for his daughter even though he loves her immensely. It illustrates the fury and rash judgements that have become ingrained in his nature whilst king. He wants to prove to the court and possibly himself that, even though he is abdicating, he still wants to be seen as omnipotent. His self-importance and need for praise leads him to thinking that Cordelia has shamed him and therefore banishes her. In spite of Goneril and Regans obvious lies, Lear foolishly divides the kingdom between. Where Lear falls for their shallow lies, the audience sees through them and their sympathy lies with Cordelia. The audience also learn that the family dynamics depend on whether LearShow MoreRelatedAllegorical Elements In Macbeth Essay761 Words   |  4 Pagesit’s narrative and thus open a discussion King Lear , another of Shakespeare’s principle tragedies also opens a discourse into the political environment of Jacobean England or more sp ecifically the act of union. The drama explores a Kingdom that is divided and thus succumbs to chaos, it is only restored to natural order when the it unites again. This provides an opportunity to reinforce the act of union while condemning the division and civil disobedience/war. Much of the twentieth-century scholarshipRead MoreFemale Sexuality in Shakespeare4830 Words   |  20 PagesQuestion Compare and contrast the representation of female sexuality in Cymbeline, the Sonnets, and one of the plays: A Midsummer Night’s Dream, Richard II, Hamlet, Antony and Cleopatra, Measure for Measure or King Lear.       Both Cymbeline and A Midsummer Night’s Dream  (AMND)  are both set in a patriarchal environment where both genders grapple for control. Valerie Traub defines the distinction between gender sex and gender behavior as â€Å"Sex refers to the . . . biological distinctions between

Analysis of The Canons Yeomans Tale Essay - 762 Words

Summary and Analysis of The Canons Yeomans Tale (The Canterbury Tales) Prologue to the Canons Yeomans Tale: When the story of Saint Cecilia was finished and the company continued on their journey, they came across two men. One of them was clad all in black and had been traveling quickly on their horses; the narrator believes that he must be a canon (an alchemist). The Canons Yeoman said that they wished to join the company on their journey, for they had heard of their tales. The Host asked if the Canon could tell a tale, and the Yeoman answers that the Canon knows tales of mirth and jollity, and is a man whom anybody would be honored to know. The Host guesses that his master was a clerk, but the Yeoman says that he is something†¦show more content†¦Chaucer introduces two new characters, the Canon and his Yeoman. The Canon is an imposing figure, a mysterious and intimidating character who differs greatly from the Canterbury pilgrims, who are either jovial and boisterous or quiet and respectable. The Canon is nearly silent, yet his reticence does not stem from chivalric honor or rel igious principles. He is a man of menacing action afraid to be definitely identified as part of his dubious profession. This automatically marks him as different from the other travelers, who primarily exist as part of their particular job and accept it, even when that line of work  ­ as in the cases of the summoner and the pardoner  ­ is not respectable. The Canons Yeoman serves as the voice of his master, but that voice proves inadequate. The Canons Yeoman reveals too much about his master and then turns on him, condemning the Canon for his fraudulent practices. The Canon Yeomans Tale: The Canons Yeoman admits that he has served the Canon for seven years and knows a great deal about his craft. He warns that anybody who becomes involved with a canon will suffer similar miseries: losing ones wealth and esteem. He tells about the wicked craft of alchemy from which they try to gain wealth. He claims that there is a canon of religion of how an alchemist can defraud a person. He then begins his tale of a priest in London who was visited by a false canon who begged for a loan. Two days

Horror Essay Free Essays

Schlenz 1 Jarid Schlenz Professor Fahey English 1A 13 October 2011 Horror Movies Scare Us So Why Do We Watch Them? Scary, creepy, and downright disturbing images have existed in film, art, and literature as long as we have had the ability to invent them, perceive them and construct them. Not only have they simply existed, but they permeate these mediums: â€Å"horror has become a staple across contemporary art forms, popular and otherwise, spawning vampires, trolls, gremlins, zombies, werewolves, demonically possessed children, space monsters of all sizes, ghosts, and other unnameable concoctions† (Carroll, 51). Horror is easily accessible to appease a growing appetite for scary in society. We will write a custom essay sample on Horror Essay or any similar topic only for you Order Now But why? Why would we want to put ourselves through the terror and agony of sitting on the edge of our seats, heart racing, sweaty palms, eyes squinted? It is one of the most frightening experiences to be at the mercy of someone or something else, yet we do it constantly and voluntarily. One of the reasons why we may feel the need to watch this genre of movie is to simply gain the excitement of living on the edge. Another may include the curiosity of the unknown, the unexpected, and the unseen, all of which are elements that that make a good horror movie good. While at the same time there is a need to watch others feel helpless, act under pressure and deal with the. Even the appeal of seeing a new creature or monster brings people to watch horror movies. But the unifying pull lies in the ability of experiencing something new without losing control. Schlenz 2 One reason often used to explain the desire and need to watch horror movies stems from physical reactions. There is the appeal of the adrenaline rush, which gives horror movies the same draw as a roller coaster at a theme park. The difference, however, is that horror movies lack the real danger of things that normally give humans an adrenaline rush. Even a roller coaster, which simulates deathly falls and flying at incredible speeds, contains the real danger of death if it malfunctions. But the act of watching a movie contains no danger. Still, â€Å"when people watch horrific images, their heartbeat increases as much as 15 beats per minute†¦ their palms sweat, their skin temperature drops several degrees, their muscles tense, and their blood pressure spikes† (Sine, 2). The affects of the scenes people watch are there, without any of the actual danger. This allows people to experience the thrill, high energy, and, perhaps, new sensations of being out of control, without ever relinquishing control of their surroundings and lives. More than just physical reactions, though, horror equally appeals to and disturbs the mind. One of the primary appeals, mentally, about horror is the unknown. The unknown, unexpected, and unseen disturb our sense of safety and comfort and our ideas of how the world should work. They take away the rules we use to deal with reality and make the familiar become unfamiliar. In the unknown anything could happen and anything could emerge from the darkness. The unknown takes away control, but it also excites curiosity. Our imaginations are so quick to run away with what is being presented to us that we are left clinging to our seats in desperation. Everything known comes from the unknown so it has an endless power to keep our attention. With our attention captive, and our minds guessing, the unknown allows movies to employ shock. Our stomach plummets when the killer rises again after being smashed in the head, shot, and pushed down the stairs. Unnatural creatures and occurrences make us feel uncomfortable and Schlenz 3 confused. This is sometimes referred to as the â€Å"shock horror,† or the â€Å"employment of graphic, visceral shock to access the historical substrate of traumatic experience† (Lowenstein, 37). Shock horror intensifies the adrenaline and physical reactions to horror by engaging the mind as well. Many movies also combine shock horror with a sense of surrealism. The surrealist movement in art and film takes the familiar and adds a sense of distortion or unknown. Surrealism â€Å"might be better understood as a violent, embodied assault on the social structures propping up modernity,† (Lowenstein, 37). Again, people are drawn in by curiosity, captivated by the unknown aspect of surrealist images, and horrified by the results. When you watch a horror movie, most of the time you start to feel compassion for the victim and start to wonder how you would handle the situation and what you would do differently. It is hard to watch a horror movie and not get emotional as you start to ponder these questions and then feel sorry for the victim for having to go through the traumatic ordeal. A feeling of helplessness is usually portrayed to the audience and nothing could possibly feel worse than the inability to affect your own fate. In horror movies there is a complete lack of power on the victim’s part, they are going to die, the question is when. We can relate to the anguish of helplessness as we all have felt helpless at times. The victims in horror movies are typically helpless because they are under so much pressure. With the slow build of tension becomes the increasing need to do something. When we see a character buckle under the pressure we feel some king of affection for them and when we see the characters rise under pressure you feel yourself urging them on. Pressure combined with urgency can push a character to accomplish great feats. When we begin to sympathize with the victims or characters the movie can become quite intense. With danger comes a heightened awareness that enhances all emotions, positive Schlenz 4 and negative, drawing attention to every detail. The threat of death often drives people to celebrate life, so we see romance running hand and hand with horror at times. Intensity of emotion and sensation drowns out common sense and this overloading of the senses can appeal to those used to living calmer lives. Horror movies have the ability to scare you half to death and after watching a horror movie one know that there is no way that they am going to sleep for at least another few hours. A horror movie works by engaging a basic defense mechanism; if there’s something out there to get you, you don’t let your guard down, and you certainly don’t shut off your brain for a few hours. You know that it was just a movie, but some part of your brain, perhaps the part that has the fight or flight reflex, keeps telling you that you are not going to sleep yet, it isn’t safe and that there is something strange in the corner of your room. You know that it is just your coat but you can’t seem to convince yourself, it wasn’t there last night, you don’t even remember putting it there. Eventually you get up and turn the lights on, confirm that it was just your coat and put it away in the closet. However, you are still not safe because now your brain has fixated on something else. Don’t be embarrassed to feel this way. No matter how scared someone gets when they watch horror movies they are still compelled to watch another one. One enjoys pushing their limits and finding out just what they can stomach is an intense adrenaline rush. Being scared is fun but only as long as they know that in a few hours it will all be over and they will come out alive and unharmed. Schlenz 5 Works Cited Lowenstein, Adam. Films without a Face: Shock Horror in the Cinema of Georges Franju. University of Texas Press, 1998. Carroll, Noel. â€Å"The Nature of Horror† The Journal of Aesthetics and Art Criticism. Blackwell Publishing, 1987 Briefel, Aviva. â€Å"Monster Pains† Film Quarterly. University of California Press. Spring 2005 Sine, Richard. â€Å"Why We love Scary Movies. † October 8, 2011. How to cite Horror Essay, Essay examples

Language contrasts Essay Example For Students

Language contrasts Essay Their language, accent and ability to use language contrasts greatly.  Mickey appears to have a posh accent, or just a lot more posh than  Mickeys. When they first meet the language differences are  highlighted.  Mickey: ..because Im pissed off.  Eddie (awed) Pissed off! You say smashing things, dont you?  Mickey says things like pissed off and he later says the F word. He  doesnt know what they mean but has probably heard them being said  around the house or estate by older people who he wants to be like. Eddie obviously hasnt heard words like this before as he was brought  up in a well-spoken family and environment and compared to Mickey has  had very little taste of the outside world. He also says words like  smashing which you would never hear Mickey say. Hed probably say  something like great or any much simpler word and when hes older he  would probably swear somewhere in the sentence. Their accent  obviously isnt heard but it is extremely likely that Mickey has a  broad Scouse accent whereas Eddie probably has a normal slightly posh  accent. Mickey is a lot less educated than Eddie is. This has much to do with  the wealth of their parents and the time that they have for their  child. Mickey is the last of 8 children in total, so he will have had  a lot less time with his mum in a single parent family. With seven  hungry mouths to feed and one more nearly due. Eddie looks up words  that he doesnt know in a dictionary. Just after Mickey tells him the  F word he says Fantastic. When I get home I shall look that up in  the dictionary. Mickey responds with In the what? This highlights  the difference in intelligence between them. Eddie knows what a  dictionary is and also how to use it and Mickey doesnt know either. Eddie is also very polite to most people, especially Mickeys mum, and  doesnt tend to do as many bad things as Mickey. For example Mickey  talked about how he dealt with policemen and Eddie appears to have  never spoken to one, or at least respects them and the law a lot  more.  Later on in their lives, Eddie achieves a lot more financially that  Mickey does. This is almost purely due to do with his family because  he takes over the job from his dad. Mickey later finds out that the  job that he has at the moment is only his because Eddie got it for  him, otherwise he would probably be unemployed. However, Mickey is  married and has lot more friends that Eddie. For example when they  are talking in the factory:  Ã‚  Eddie: ..Whats wrong?  Mickey: Look its its the other lads . Theyre looking.  Here, Mickey doesnt want to be seen with Eddie because hes the boss  and his friends dont like him talking to him.  Generally, Willie Russell puts over his views about the nature/nurture  debate very clearly. Mickey has a poor upbringing and becomes poor  whereas Eddie has a good upbringing and becomes very successful.  Then when the boys grew up and were seven, it was shown by the  clothes they were wearing and the way in which they spoke. Then once they were old and at secondary school it was shown by the  fact that Edward was going to a private school and Mickey to a local  state school. Once they were much older it was shown by the fact that  that Edward went to university and became a local councillor and  Mickey went to work in a factory and eventually went to prison. This  was in my opinion the main theme of the play and so is why it was so  well developed and there were so many references to it.  The interventionists narrator role was to tell the story of the play  and to add thought into the audiences mind and to really make them  think about what is happening. He is trying to play the two mothers  off against each other and try to make the audience decide between  them. His job is also to add things to the play, for example add  props, costumes or to speak about the characters. .u8803fac141ebf138e1985b0f48af0922 , .u8803fac141ebf138e1985b0f48af0922 .postImageUrl , .u8803fac141ebf138e1985b0f48af0922 .centered-text-area { min-height: 80px; position: relative; } .u8803fac141ebf138e1985b0f48af0922 , .u8803fac141ebf138e1985b0f48af0922:hover , .u8803fac141ebf138e1985b0f48af0922:visited , .u8803fac141ebf138e1985b0f48af0922:active { border:0!important; } .u8803fac141ebf138e1985b0f48af0922 .clearfix:after { content: ""; display: table; clear: both; } .u8803fac141ebf138e1985b0f48af0922 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8803fac141ebf138e1985b0f48af0922:active , .u8803fac141ebf138e1985b0f48af0922:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8803fac141ebf138e1985b0f48af0922 .centered-text-area { width: 100%; position: relative ; } .u8803fac141ebf138e1985b0f48af0922 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8803fac141ebf138e1985b0f48af0922 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8803fac141ebf138e1985b0f48af0922 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8803fac141ebf138e1985b0f48af0922:hover .ctaButton { background-color: #34495E!important; } .u8803fac141ebf138e1985b0f48af0922 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8803fac141ebf138e1985b0f48af0922 .u8803fac141ebf138e1985b0f48af0922-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8803fac141ebf138e1985b0f48af0922:after { content: ""; display: block; clear: both; } READ: 1984 And Brave New World EssayHe appears to be  watching the whole story, thats why he is always seen on stage  somewhere looking onto the performance and making decision about the  characters and their actions. He is a very effective dramatic tool to  make the performance really hard hitting and to make the audience look  further into the performance than what they would otherwise.  Dramatic effects that were used in the play were things like Action  Before Narration. This was used at the start of the play, it had to  the two bodies on stage covered over. This was very effective because  it showed that the play would end in tragedy, however it did not gi ve  too much away about the story. Other techniques used were soliloquys,  which were used in the form of the songs, and symbolism. Symbolism was  used in several ways, physical and spiritual. An example of spiritual  symbolism is the fact that Mrs Johnstone always referrers to Marilyn  Monroe as her idol. An example of physical symbolism is the locket that  Mrs Johnstone gives to Edward as he moves away with a picture of him  as a baby but she tells Edward that it is her and Mickey and he does  not know that it is actually him. This backs up the theme of innocence  and is also an example of dramatic irony.  The songs in the play acted as a way in which the character could  express their true feelings. They could, in the song say what they  thought, felt and wanted without other characters knowing. They added  another layer to the performance without making it a musical. The  songs enhanced the production because they made it much more  interesting as opposed to normal soliloquy which does not involve  singing and music.  Based on the performance at Cathkin High School in 2002  The lighting in the play was very effective. For example the lighting  at the beginning of the play (action before narration) was effective,  the red patches on the wire curtain with the while light shining  through the curtain. This I felt was very effective and showed that  something tragic was happening. Other lighting effect were when  spotlights were used for when the interventionist narrator was  speaking. The stage lights dimmed and a bright white spot light was  used on the narrator.

Internet Rewires Our Brain

The Internet has become an essential part of human life. It is impossible to imagine a civilized house without an Internet. All the companies work with the help of the Internet and it seems that people are unable to live without this innovation. The Internet gives people much.Advertising We will write a custom essay sample on Internet Rewires Our Brain specifically for you for only $16.05 $11/page Learn More News is considered on the Internet, all the information people need may be found online, people communicate and entertain with the help of the Internet. However, many scientists start warning people about the harmful effect of the Internet on human brain. To operate actively and successfully, human brain should work. The Internet prevents people from thinking that results in stunting their mental growth. Much research is initiated in this direction and thinking critically it is possible to find many reasons why people should start warring about their brain rewire. Reading the article ‘As the Internet rewires our brains’ written on February 28, 2009 by Kurt Cagle, it is impossible to disagree with the statements provided there that the Internet â€Å"is turning us into idiot savants, Aspergers and reverting our brains to a more primitive state†. Starting the discussion with the most popular Internet services, it is essential to speak about Facebook and Twitter. These services affect human ability to think. Children who start communicating in these social nets stop thinking critically. Heavy use of Facebook and Twitter makes children just repeat the said, think primitive and forget about critical skills. To be critically developed, human brain has to work. Such services as Facebook and Twitter do not give people an opportunity to think, they just make them consume some information which does not train human brain. People repeat primitive statements, they get to know the simplest news about the life of other pe ople, but this information does not make people think, therefore, their brain remains stable. As it has already been mentioned, people have to train their brain to have the skills of critical thinking and to have brain work, in general. What is Facebook? It is a social network which helps people to get in touch, but, in practice, many people have made it the way of their life. Twitter is a more primitive way of social life, and it also makes people degrade. How else does the social network affect people? Thinking about the Internet, the most spread facility which comes to mind is communication.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is obvious that many people communicate online with friends and relatives who live far away. But the main problem is that there are people who begin to think that online communication is the only way of interaction. Kurt Cagle in his article presents sev eral examples of the cases when people could not understand each other when speaking in the real world. Live communications are not interesting for people. Modern youth would better write a message online than call to a person or arrange a meeting. Online people have an opportunity to speak with many friends at one and the same time and there is no need to leave the house. Moreover, people are able to write messages without showing intonation and face reaction. People can think about the answer for some time. All these aspects make people lazy. Therefore, when they speak in a real world, from eye to eye, it seems that they fail to understand each other as there is not much time on thinking. Rereading a message or answering it online people may think thoroughly, but there is no such an opportunity while real communication. Speaking in a real world people forget how to express their opinion. They have to think fast, but the absence of constant training and practice does not give them a chance to express their thoughts adequately that leads to full misunderstanding. One more problem of the Internet which confirms the opinion that it rewires our brains is the absence of the concentration while reading. When people read books they have to be too concentrated not to leave important details. Now, reading a book, people do not need to think about it. There is a lot of software and other possibilities which help people find necessary information in the text without reading the whole part. Moreover, having forgotten the place where the information is located people can easily search for that fragment using the innovative technologies. This also leaves people without the necessity to train their brain. According to Kurt Cagle, human brain has to work in order to be active. When people read information with the desire to remember it brain works, but if people do not try to memorize the most important parts, when they are not interested in thinking critically brain stops w orking. Moreover, the Internet is full of many comments and reviews on the necessary topic and many people use them. It is easier to ask at Yahoo or use another service online where those who think may answer this question. This information is referred to. Unfortunately, the Internet gives people too much information. The intensive stream of information lowers human attention. It is a fact that when people consume too much information they do not need to, they stop paying much attention to it, their attention lowers and it leads to inability to remember information. Those facts which people have to remember may be found online, why should they memorize them?Advertising We will write a custom essay sample on Internet Rewires Our Brain specifically for you for only $16.05 $11/page Learn More Kurt Cagle says that all the changes in human activities lead to changes in human mind. When people learnt speaking their brain changed. The development of reading an d writing also affected human mind. Now the Internet era has come and it is a big question whether it benefits human brain or harms it. According to the facts and research which has already been conducted, the Internet â€Å"kills† the skills people have been obtaining during many centuries. The innovations assist people and make their lives easier. However, they also prevent human brain from work which is a negative side. In conclusion, I would like to state that I agree with the article ‘As the Internet rewires our brains’ by Kurt Cagle. People stop learning. Getting more information, they do not see a necessity to remember it that prevents their brain from work. It is obvious that human live communication is important, but people do not tend to speak to each other eye to eye as it is easier to write a message. All these factors are upsetting as the destinations of many centuries are ruined. New generations would follow the examples of their parents and they wo uld refuse to think. Thus, I suppose that in several centuries we will have to start learning writing and critical thinking as our ancestries did. This essay on Internet Rewires Our Brain was written and submitted by user Kairi Maxwell to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Here Is the Reason Why Dry Ice Makes Fog

Here Is the Reason Why Dry Ice Makes Fog Why you put a piece of dry ice in water, youll see a cloud of what looks like smoke or fog billow away from the surface and down toward the floor. The cloud is not carbon dioxide, but actual water fog.   How Dry Ice Produces Water Fog Dry ice is the solid form of carbon dioxide, a molecule that is found as a gas in the air. Carbon dioxide has to be cooled to at least  -109.3  °F to become a solid. When a chunk of dry ice is exposed to room temperature air it undergoes sublimation, which means it changes from a solid directly into a gas, without melting into a liquid first. Under ordinary conditions, this occurs at the rate of 5-10 pounds of dry ice converting into gaseous carbon dioxide per day. Initially, the gas is much colder than the surrounding air. The sudden drop in temperature causes water vapor in the air to condense into tiny droplets, forming fog. Only a small amount of fog is visible in the air around a piece of dry ice. However, if you drop dry ice in water, especially hot water, the effect is magnified. The carbon dioxide forms bubbles of cold gas in the water. When the bubbles escape at the surface of the water, the warmer moist air condenses into lots of fog. The fog sinks toward the floor both because it is colder than the air and because carbon dioxide is denser than air. After a time, the gas warms up, so the fog dissipates. When you make dry ice fog, the concentration of carbon dioxide is increased near the floor. Ready to try it yourself? Heres how to make dry ice fog, safely.

Challenges of Cross-Cultural Team

Corporate sectors have been using the concept of cross culture within their business operation. According to the views of corporate culture, they prioritize the ways in which interaction takes place between the management and the employees (Bonache and Noethen 2014). The dress code, office set-up, business hours, hiring decision, the ways in which clients are treated and even the business hours are dependent on the employees working and the culture to which they belongs. Cross culture is an important concept in business nowadays. The way to initiate the harmony between different groups of people within the organization and improve the efficiency of the same with their help is known as managing cross-cultural team (Corkindale 2015). Through these methods the company can develop by increasing their understanding of the ways in which different groups of people belonging to different culture communicate and interact amongst themselves. There have been several theories relating to cross c ultural dimension as used by the different companies within their course of operation and the benefits it yielded to the company. The chosen organization for this report is Aldi supermarket. Karl Albrecht and Theo Albrecht have founded the supermarket chain established in Germany. According to BBC news published on 2016, the company was planning to employ 5000 staff in their company. The company has several district managers within their organization who has been engaged in managing the daily business and keeping things into law and order (Ward 2015). They have around 25 expatriate area managers in their team. They are also into expanding their business into Chinese market for which they need to recruit new managers in their organization. This report tries to focus on the ways in which these cross-cultural dimensions can be helpful in the recruitment procedure of the company and the challenges faced by the management of the company. The first segment of the report gives a brief review of the existing literature and the beneficial impact of cross-cultural dimension. In addition, the ways in which Hofstede model has been used in the company has also been observed through this report. The ways in which the company uses the theory of Hofstede while trying to recruit the expatriate managers and the problems faced by them in their operation has been highlighted in the second segment of this report. The report also tried to focus on the skills and abilities that a successful manager must possess in any organization.   The multivariate criteria that can be used to analyze the capability of an international manager has also been observed here. The final part of the report highlights the acculturation issues faced within the organization. The advent of time has led many companies to improve their procedure of recruitment within their organizations. According to Anand and Chitra Devi (2016), the companies are now moving towards having an e-recruitment procedure through which it is going to hire its employees even the top-level management groups. Through this paper, the author saw that still today there is superiority of the real-time communication over the e-recruitment process. Again the paper also highlights that HR department is benefitted by the e-recruitment as much of their work pressure is relieved through this (Anand and Chitra Devi 2016). Another journal reveals that in some companies of Sweden the recruitment of top managements are done based on the parameter of homosociality. The entire recruitment procedure has given more importance to two different practices through which recruitment took place. They are: hierarchy and competency and giving preference to males than females (Holgersson 2013). In other words through the report, it has been observed that in countries like Sweden preference is given to male employees than female employees. According to the Engelen et al. (2014) there has been an established relationship between the top management leadership and the level of innovation within the firm.   Through the journal the author has tried to find out the ways in which any organization is benefited by the level of innovation and the behavior of the leader in this respect. The report found out that there are 6 components in the transformational behavior of the leaders. It is these components of the leaders that has influenced the innovation within the organization in a positive way (Engelen et al. 2014) It has also been observed that the extent to which the components have influenced the organization is different but each of them has a positive impact within the company. Another journal suggests that the influence of cultural relationship of the employees on the designing of new products and the technological innovation within the domain which leads to the growth of the organization (Turro, Urbano and Peris-Ortiz 2014). The report found out that there has been a positive relationship between the design innovations on strengthening the market share of the organization. It has been observed that as individualism increases there has been an increase in the positive influence of the organization’s business strategy. The above literature survey suggests that throughout the global economy, different organizations have opted for different methods while recruiting the top-level managers within their organization. In spite of the fact that different methods have been used, all the organizations came into one concluding point that is everyone realized the need and benefit of using cross-cultural dimension within their organization. Most of the organizations have started employing people from different cultures within their organization’s domain. The following part initially talks about a brief theory of the Greer Hofstede Model followed by the issues, which Aldi faces in recruiting their expatriate managers. Hofstede was a social psychologist who was an ex-employer of IBM. The model was initiated with a survey done on the employees of IBM globally during 1969-73. The main purpose of his model was to establish the impact of the different culture on the values imbibed on the people of that nation. In other hand, this model was established to understand the influence of these six different components on the organization (De Mooij 2015). The six different dimensions of Hofstede’s model is given as follows:   Individualistic/ Collectivism: This dimension tries to highlight the ways in which individual people prioritizes their own needs and goals in their daily business operation. The ways in which the individual needs of these employees can influence and generate the goals and needs of the entire organization is shown through this dimension (Evanschitzky et al. 2014). Masculine/ Feminine: This dimension highlights the gender biasness existing within the society. Under the feminine culture there is less differentiation amongst the males and females within the society. On other hand, there are different rules for masculine society whereby the females and males are treated differently. Uncertainty Avoidance: The capability of people to adept to the changes in the society, organization and work culture has been seen through this dimension. People can be classified as risk lovers, risk neutral and risk averse. The risk lovers show low level of uncertainty avoidance that is they are capable of diving into uncertain situations whereas the risk averse person shows high uncertainty avoidance where they are not ready to adopt uncertain situation (Corkindale 2015). Power Distance: This dimension highlights the employee’s capability to acknowledge the existence of inequality within the organization. There is always existence of inequality in terms of income distribution and power distribution within the society. The ways in which the employees accept this disparity matter a lot in their performance. Time Perspective: The success of an organization depends on future planning of the company, long term perspective. The short time goals taken up by the company based on their past and present situation matters a lot for the company’s growth. Indulgence/Restraint: The extent to which any organization gets benefitted by taking up little fun sessions amidst the strict rules of the company is seen through this dimension (Wurtz and Suutari 2014). If the employees are engaged into work for the entire office hours then it would dampen their productivity and henceforth little fun activity and enjoyment should be provided within the same. The managers of Aldi has comes from different regions with different imbibed cultures. It has been seen that they often faces several issues in their daily course of business. Few such issues faced by them have been discussed below with comparison with the learning of the Hofstede’s model. Before discussing the issue, a graph comparing Aldi operating in Australia and in two other nation has been provided based on Geert Hofstede’s Model. Figure 1: Comparison of ALDI in Australia, Denmark and Sweden The graph above shows that Aldi has performed differently in different nation when it has been judged on Hofstede’s model. Along with Aldi operating at Australia, the performance of the company in two other nation have been highlighted through the graph. It is clearly seen that other than long-term orientation and indulgence, the ranks in all other parameters are well above when compared with other two nations. In Australia, the component of masculinity got highest rank whereas the other two nations namely, Denmark and Sweden ranks much below. Hence, the graph above indicates that there is existence of gender biasness within the Australian nation when it comes to hiring the top level managers in the organization.   Ã‚   Individualistic approach: Each individual has some cultures and ethics imbibed within them, which gets reflected in the way they conduct themselves n their life, in front of the society and within their business domain (Gido and Clements 2014). The managers of Aldi who have been hired from other nations face the problem of conflict whereby they try to abide by their culture and takes time in adapting the already existing culture within the society.   Facing problem in cultural aspect can seriously dampen their performance and hence there is a need for Aldi to implement the cross-cultural approach thoroughly within their system. Masculine: It has already been observed from the figure above that within Australia, ALDI has been showing strict biasness while recruiting their management employees in top ranks.   Though the nation talks about bringing gender equality but whenever it comes to recruiting a high level executive in their company they give preference to the male candidate. One possible reason could be that it is easier for the males to leave their home and reside abroad for work purpose whereas the female might face problems in moving abroad.   Even there has been several instances where the expatriate management employees feel lonely when staying amidst everyone in their organization (Cuddy et al 2015). Uncertainty avoidance: The Company gets a score of 54 in this dimension. It is also nearly double than it got in other two nation. Hence, while recruiting the managers the issues faced by Aldi are that it recruits the managers who are risk averse in nature. Long term Orientation: The Company ranks low in this dimension. While recruiting the managers the company thinks of the short-term goals and not the long-term scenario. However, it reality the company should think about the long-term prospective of the organization when recruiting the managers as recruiting them, providing them with proper training requires huge amount of cost that is to be borne by the company (Gooderham, Gooderham and Grogaard 2013). Hence, the focus should be on short-term goals. Indulgence: The expatriate managers are often stressed out in their initial days within their organization. The stressed out managers cannot perform well and it can demoralize the other employees within the organization. Henceforth, indulgence in the form of group interaction, short fun sessions and other fun-filled activities often helps them to get accustomed within their organization (Wurtz and Suutari 2014). This short session not only helps the managers to relief their stress but also it helps the lower level employees to have a healthy work relation with the higher authority creating synchronization between the different hierarchy. The discussion above clearly highlighted the issues that Aldi faced in their domain when recruiting expatriate managers. The company believes in retaining its employees and avoids hiring new people in the top managerial level arriving from different cultures and nations. Henceforth, It has been observed that in order to retain their previous employees the company offers them a lump-sum salary hike along with other facilities like iPhone and AUDI A3. Aldi provides high amount of rewards and recognition to their employees because the company believes in promoting their staff within their domain. Other than the above-mentioned issues, the recruitment procedure within the organization prioritizes some other issues like the experience of the candidate who is sitting for the position. In addition, the company also looks for ability of the competing candidates and the ways in which the manager can adopt the different culture within the organization. The success of any business depends largely on the skills and effectiveness of the top-notch managers within that organization. The efficiency of the managers gets highly prioritized when the company or organization is involved in managing cross country teams (Bonache and Noethen 2014). The main reason is that managers who deals with teams of indigenous people are well aware of the cultural notions imbibed within its employees and the things that could hurt their sentiments (Gooderham, Gooderham and Grogaard 2013). On other hand, within cross-cultural teams the employees may have sentiments regarding several different issues and may be compatible working under several schemes. Henceforth, the abilities and skills that a successful expatriate international manager must possess have been discussed here. The international must possess this following abilities and skills: Self-Awareness: It has been observed that people at the higher authority have the tendency to be bossy and always assumes that they are right while their juniors might be wrong. The basic notion of becoming a successful international manager is to realize the fact that they might not always be right while others might not always be wrong. In other words, the international manager must possess the skill of having self-awareness whereby they recognize and accept the fact that other view can differ from his views (Gido and Clements 2014). Adventurousness: The ability to take risk and grasp a new method in business operation deviating from the traditional ways is very necessary for the long term growth of any organization. Hence, a good international manager must be adventurous in their work and try out new innovative ways of operation. In case of Aldi, it is this innovative idea taken up by its expatriate managers that led to the growth of the organization. Good negotiator: Working in a globally acknowledged company requires good negotiating skills of the managers. There may be several cases where they need to negotiate with the clients and other companies and establish their own views in front of them while strategically disregarding the opponent’s views. Well-Spoken: The important skill that successful managers possess is that of being an orator. In order to be in a brownie point and win over others while communicating with international clients, the managers have to be a good orator. In addition, if the person can speak in the native language of his client, then he gets an upper hand in influencing and getting a good business done (Moran, Abramson and Moran 2014). Presence or flexibility: An expatriate manager must possess a charismatic attitude reflected through his energy level, dress, interests, self confidence and code of conduct. The way in which the person can gel with his colleagues matters a lot in the success of the business.    Sensitive towards cultural diversity: The ability to adopt the cultural diversity within the organization is the most important skill that international managers must possess. It might happen that not being able to eat raw fish or touching your colleagues or clients with left hand might offset the manager image as well as de-motivate the potential clients. Hence, the managers must be well-informed and adapted to the rituals of the region where he or she may be posted in their job. Open minded: A successful international managers are also found to be open minded. They are ready to accept the fact that some other organization or people within the organization might be better than them. By accepting this fact they always try to improve themselves and match with the global situation. It has been observed that the managers of Aldi possess almost all the skills mentioned above. It is during the recruitment procedure of these managers that the higher authority checks and analyzes the charismatic personality of the competing candidates. The higher authority gives more importance to the X-factors rather than the academic knowledge of the candidates. The managers of Aldi have been seen to possess high level of dedication in their work field with an in depth understanding about the same. Multivariate analysis presents the opportunity of using statistical tools for analyzing multiple independent variables with multiple criterion variables. Human behaviour and the studies related to the same is complex. It makes studying the dependent outcomes of such behaviour hard, as the behaviours cannot be described in terms of other variables. Measuring these traits directly is not possible, which requires multiple factors of variables to determine the behaviour of the dependent variable. The observation and the variables have to be analyzed simultaneously, which makes the process more difficult. Multivariate analysis helps the researcher in using all the independent variables to analyze the dependent variable simultaneously and find out at the same time the significances of the independent variables on the dependent variable. According to Mach and Baruch (2015), the scope of using multivariate analysis in effectively managing cross cultural teams is huge as the independent variables determines altogether the effectiveness of the dependent variable. The conditional effects of team composition keeping in mind the expatriation and repatriation of the, on the performance can be done thorough multivariate analysis. It will help to understand how group consensus, collective orientation of team, and trust among the members of the team help explaining the objective performance of the team in the context of cross cultural teams. The research has its boundaries in the sense of the countries of origin from where the team members belong. According to the ideas given by Davies (2015), the change of origin places plays a crucial role in determining the significance of the independent variables. The result shows one of the things that bind a team together is trust. Following the views of Burns, Minnick and Starks (2015), it can be said that, there are many variables that determines whether the trust and bond between the team members will be built. The reason the team lacks trust and bond among the team members are numerous. For example, the gap between two member’s payments differentiates between the members. The structure the organizations follow in the cross-country model is that of a tournament structure. It also determines the values and ethical grounds of the organizations. The variables regarding the differences between cultures and thought process of the workers are thus has to be taken with unbiased attitude. According to the ideas given by Moran, Abramson and Moran (2014), the cross culture teams are now available in all the economies around the globe due to the globalization. With more reduction in barriers, the international economy increases by its size. It nourishes cross culture teams at different stages of production in the organizations. Although there are cultural dissimilarities in different countries, but the integration of the market has created a scenario where the problems organizations face are more or less similar across the globe. Following the views of Cramton and Hinds (2014), it can be stated that, the variables that define several issues in cross-cultural teams are similar in different countries, which are operating in the open market structure. In Multinational Corporations, the same work culture is followed in its overseas companies. This might disconnect employees from their cultural roots in the overseas companies. It creates problems, which are the results of mis understanding between the team members. The reasons of the misunderstanding are sensitization of social culture of the locality. As stated by Stahl and Tung (2015), the cross-cultural teams are supposed to increase the team’s morale and motivate the team members working in a diverse workforce. It helps growing a sense of responsibility and commitment in the team. The cultural differences can be shown using the Hofstede’s model of cultural dimensions. The individualistic or collective dimensions give the idea about the demands that has to be taken care of by the managers by prioritizing the significance of the demands. As stated by Pioch and Gerhard (2014), the management rules might differ due to the structural differences in the societies. The six cultural dimensions in Hofstede’s model can be used as the independent variables to understand the cross cultural teams’ issues in global business. According to the ideas given by Dà ¼rr et al. (2016), the global businesses require recruitment of managers, who are internationally experienced. Hiring international managers will help the o rganizations to address the issues of cross-cultural teams. This can also be used as a measuring scale for the managers. According to Charleston, Mattos and Chapman (2017), the international managers will be far more advanced in addressing the cross cultural issues than the local managers. The cross cultural teams also depends on the level of communication that the manager provides. Different people from different cultural backgrounds have different ways of communication. The international managers’ job here is to provide the team an opportunity to communicate freely following the ethical boundaries of the organization. The manager also has to train the team members different ways of communication that they can use while communicating. According to the ideas Verbeke (2013), the international managers are required to do follow certain strategies, which will help them in creating a strong bond within the team with people from different cultures. The managers should have the quality of acculturating a new work environment with different cultural aspects and values. Capability is required where the managers have to be both qualified and experienced to manage a team with people from different cultures. The international managers have to care for the people they lead in an unbiased manner while showing same level of passion for different cultures. Interacting effectively with the people from different cultural backgrounds to develop relation which will support good communication is one of the most important and critical responsibilities of the international managers. As stated by Metzger (2014), dealing with cultural diversity requires awareness of the surroundings in the team as well as outside of the team. The manager has to make sure that this awareness is properly achieved before approaching the employees collectively. Comparing and finding out the contrasts in the behaviours from different cultures is a quality that the managers must have to manage a cross cultural team. From these requirements the independent variables can be drawn which will be required to find out whether a manager is capable of being an international manager. The objective of this research is to find out whether an individual manager is capable to become an international manager. The person is not eligible for being the international manager in Aldi. The person is eligible for being the international manager in Aldi. o run this multivariate analysis primary data is required. Secondary data has no significant impact on the results. The primary data will be used for each individual to find out whether a manager can be recruited as an international manager. The primary data will be collected from the subjects’ past records in different platforms. The data will be collected using the managers’ past employer’s data bank as the source. This data might be stored in order to create a variable through which future subjects can be judged (Aldridge, Kilgo and Christensen 2014). The same process will be used for all the subjects individually. The data will be collected for the manager’s experience in the field, managing ability, performance of the teams under his supervision, understanding of different cultures, attitude towards the other cultures, and others. These are the independent variables required for the multivariate analysis. The dependent variable is the credibility of the international manager. The independent variables will be recorded and then divided into two categories. The manager’s experience in the field, performance of the teams under his supervision, and managing ability will be broadly taken in production category. Understanding of different cultures and attitude towards the other cultures will be broadly categorized under sensitivity regarding cultures. â€Å"Hofstede’s cultural dimensions† study will help in creating the variables under the context of cultures (Geppert, Williams and Wortmann 2015). For the analysis purpose Microsoft Excel software will be used where the significance of the independent variables on the dependent variable will be analyzed. From the analysis the null hypothesis or alternative hypothesis will be selected as true for a person of interest. The result of the final analysis will be used as the subject’s score. This score of all the available managers will be compared for finding out which manager will be the most suitable for the job of international manager in the organization Aldi. The outcomes from the analysis are expected to have a significant effect on the management recruiting process. The independent variables for each subject are expected to be of high significance with the dependent variable. For those, who are not good with cross-cultural teams will the null hypothesis H0 will be true. For the others, the alternative hypothesis H1 will be true. The definition of acculturation states that it is a process where a cultural change occurs. Multiple cultures meeting, often results in a mixture of the cultures in the society. The process of mixing of the cultures is termed as acculturation (Thomas and Peterson 2014). It is considered as a direct change of one’s culture under the influence of other culture. Acculturation issues might be present in expatriation and repatriation of international managers. The issues are discussed below: During expatriation, one person permanently or temporarily starts living in a foreign country among their culture. The international managers who are expatriated face several issues regarding acculturation. The managers looking for acculturation after expatriation faces problems regarding several contemporary issues like transition and high expectation. Moreover, the providers of diversified cultures can be divided in dominant and non-dominant. The different cultures, in the context of acculturation have to be merged to form a mixed culture.   According to Tee, Goh and Cheah (2015), in the case of expatriation, a person feels out of place in an acculturated society or working place.   It leads to loneliness and frustration for the person. The issue of cultural differences can disturb the person considered. Here, the international manager can suffer due to the cultural differences and thus should have experience with different cultures. The cost of staying in the circle full of ne w people from different culture can be intimidating for a person. The cost can be in the terms of mental and physical. The mental or psychological issues can come in the form of frustration and depression. The physical issues will incorporate workplace violence, change in cost of living, and other physical matters. According to Ang and Dyne (2015), the new person be it a manager or a team member can face problems regarding relationship with the team members. The new people a person meets during expatriation might present different cultural values, which his cultural values do not approve. This will create a situation of dilemma disrupting the workplace environment. The issues related to the repatriation can present severe problems for the workers in a team. Normally, during repatriation the workers become relaxed assuming that the process will be easy and the cultural fit will be perfect. Often the process presents problems, which creates distance and lack of trust in the team. This can break the team spirit and hence the productivity of the team as a whole. According to Hoch and Kozlowski (2014), the international managers during repatriation might expect the team to function in a way, which otherwise he would not have expected. The unrealistic expectation might lead to bad managing of the production process. It can ruin the communication process in the company. Following the views of Nahavandi (2016), it can be said that, leaving the system the manager became used to might result in emotional shocks. Often the managers think that the culture in the organization is the same as it was when he left before. In reality, the cultural traits of an organization changes with time. This creates cultural gap between expectations of the international manager and the team he backs to. This will again create communication gap and affect the teams’ productivity in a negative way. The cultural values are evolving in nature. During repatriation, the manager might face almost a new set of cultural values. It might give the international manager the feeling like expatriation. This will again produce challenges for the manager to work with the production units. The report can be summarized by stating that for an organization to run successfully within the global domain it needs lots of market research and adaptive capacity within themselves. Following Geert Hofstede’s cultural dimesnsion model it has been observed that an expatriate managers faces several issues in their daily line of operation. The recruitment of the manager follows several cautious steps taken by the higher authority based on several criteria. An international manager must possess several qualities and skills so that the company gets benefitted in the long run by exploiting those skills of the top-notch managers. The several skills include being a good orator, being adaptive and culturally sentimental, flexible and a good negotiator. It can be said that the multivariate analysis will help the international organization Aldi in recruiting international managers. The main issues regarding hiring an international manager incorporate productivity, performance, and cult ural sensitivity. If the international manager has experience of working in an environment with cross cultural teams, then he will add value to the production process. This will help Aldi in recruiting the potential workers for the production and other purposes. The multivariate analysis shows that the independent variables will figure out how much those can affect the dependent variable. The independent variables cover both production and cultural contexts. The cross cultural working environment is a challenging one for the international managers for which the acculturation issues occur. The acculturation issues can occur in expatriation and repatriation of the international managers. During expatriation the acculturation issues creates boundaries for the international manager to work with the new employees. 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