Starbucks Recruitment and Selection Process

Starbucks Recruitment and Selection Process Starbucks is a speciality coffee house which originated in Seattle. Today the organisation has over 15,000 outlets worldwide. It sells a range of hot and cold drinks, food items and accessories. Its philosophy is to create an experience for the customer and a human connection. With the introduction of the Starbucks Card purchasing drinks, food etc. from the outlets has now been made a lot easier. Customers can top up their cards and use them as a method of payment. Starbucks products are also available from supermarkets. Some of the range includes packets of coffee, coffee makers, gift sets etc. Starbucks is constantly innovating its offer to keep up to date with competition from McDonalds, Cafe Nero, Costa Coffee etc. You are required to answer the following questions making reference to Starbucks. Task 1 – Recruitment, Selection and Retention A Barista at Starbucks must have a number of personal characteristics and skills which will enable them to carry out their role. These skills and characteristics are likely to include friendliness, attention to detail, a commitment to providing customer service and an ability to work in a fast-paced environment. Pilbeam and Coridge indicate that successful resourcing is as much to do with good organisational fit as it is to do with HRM best practice, and therefore the first stage of recruitment should be to undertake a role or person specification in order to establish the skills and attributes necessary for the role. Phillips and Gully suggest that successful recruitment, selection and retention should also be aligned to the strategic objectives of the firm and therefore care and consideration should be given to the most suitable recruitment and selection methods in order to ensure they will attract the best potential candidates and also that the entire process will result in long t erm employee retention. Bratton and Gold state that recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. Accordingly, Torrington et al observe that there are a number of alternative recruitment and selection strategies including interview, assessment centre, and psychological testing. Each has its own advantages and disadvantages and therefore it is not uncommon for multiple approaches to be used in combination depending on the seniority of the role in question. However, before recruitment and selection can commence it is necessary to determine a suitable specification for the role. Thus the suggested specification for a Barista at Starbucks is given below:- Figure 1: Personal Specification Template for a Barista at Starbucks (Source, Author) Requirement Essential or Desirable? Qualifications / Education / Training: No essential qualifications required, food safety or food hygiene would be desirable Desirable Experience: Customer service, food handling, retail Essential Knowledge: Some retail knowledge would be desirable, along with a knowledge of various coffees Desirable Skills Competencies: attention to detail; ability to work in a high pressure environment, customer-centric Essential Personal Attributes: open friendly, keen to provide an exceptional customer experience Essential Other: Prepared to go the extra mile to offer exceptional service and use own initiative when necessary in order to promote the brand and concept Desirable The specification is not exhaustive and further attributes may be considered such as an ability to communicate in more than one language, especially if the location of the outlet is such that overseas tourists regularly visit (eg parts of London).   The most cost-effective form of recruitment and selection process for Baristas would be CV and subsequent interview as managers in Starbucks at a local level have a clear idea of their local customer demographic and demand and thus potential applications who submit a CV can be easily screened for desirable and essential skills and attributes. The manager can then interview potential applications before making a decision on selection. An interview has further benefits as it allows the manager to identify the personal attributes and characteristics of the application in order to assess how the application would fit within the existing team, as much of the Starbucks ethos and working model requires a high level of teamwork. Potential questions which might be asked at interview for the Barista would include asking the application to describe their retail experiences to date and getting them to explain how these experiences have relevance at Starbucks. This would test for depth of experience and also organisational fit in terms of focus on the customer experience. Other technical questions might relate to Food safety and handling in order to ensure that the application understands the critical importance of this when delivering an exceptional customer experience. From a regulatory perspective the manager conducting the interview must be sure not to inadvertently discriminate against any potential applications during any stage of the recruitment and selection process. Therefore all applications must be asked identical questions and none should relate to issues of gender, age, race, ethnicity or sexual orientation. In short, Starbucks is proud of its heritage as an equal opportunities employer. During the recruitment process potential applications must be offered full opportunity to ask their own questions in order to ensure that they fully appreciate the nature of the role which they may be committing to. Task 2 – Building Winning Teams One of the foremost scholars of team building, Meredith Belbin, identified that in order to function effectively an organisational team requires members with different skills and attributes. In her research she identified that there are nine alternative team roles as she described them (see Appendix for full details). Belbin observed that the most effective teams possessed at least 5 and ideally 7 of the roles, and that an individual member within a team was capable of fulfilling more than one role, but rarely more than two. Tuckman established that when people are first brought together in a team they experience various stages of team development, popularly referred to as forming, norming, storming and performing. This concept is reflected in Figure 2 overleaf. In short, the theory holds that as employee are brought together in a group they experience an evolutionary process whereby they come to understand and appreciate one anothers skills and strengths and then utilise these compl ementary skills for the best advantage of the team as a whole. History has shown that Tuckmans theory has almost universal application, however, when used in combination with Belbins theory it becomes even more powerful as it becomes possible to identify in advance whether or not a group I likely to succeed based on the unique skills and attributes of each team member. For example, if there are too many plants within a group then it is likely that the group will be highly creative but the ideas will rarely be translated into action. Similarly, too many co-ordinations is likely to result in arguments as the co-ordinator role is known to be quite stubborn and even manipulative. When applying these theories and concepts to teams at Starbucks it can be observed that different skills are required for different parts of the operation. Holistic observation of a team working at Starbucks demonstrates the power of team working. Each person has a defined role which they focus upon in order to ensure maximum efficiency and quality of output. For example in any Starbucks outlet one person focuses on taking orders and payments, another one or two (depending on the size of the outlet) focus on making the orders and a further team members is constantly ensuring that the outlet is clean and tidy and well stocked. It can be suggested that this requires a high level of group communication and co-ordination and also a high level of trust as those baristas making the coffee must take on trust the orders given to them by their colleagues. Similarly because two Baristas can work on the same order simultaneously there must be complete understanding and uniformity to the order p roduction process such that they can interchange their roles at any point. Under Tuckmans model it is clear that a team in Starbucks is at the very least in the norming stage of the model and most probably at the performing stage. The concept of team work within organisations has gained increasing prominence in recent years and with good reason as highly effective teams are more efficient and productive. Furthermore, Armstrong identifies the benefits of empowering team members within a role so that they feel more engaged with the organisation and therefore more committed to delivering the best possible experience for the customer or client. At Starbucks one means of achieving this would be to ensure that every team member is fully cross-functional and that they are given stretch performance targets which require them to work as a team. Full cross-functionality means that each team member has an appreciation for other roles and therefore they tend to be more considerate of outcomes. Moreover, a cross -functional team which has accountability for its own results will typically find more effective means of delivering a service in order to reach targets.  Armstrong also discusses how increased responsibility and accountability increase engagement which in turn increases motivation. Some HRM scholars regard the relationship between engagement and motivation as symbiotic, but there is little doubt that engagement and motivation are strong indicators of a high performance team that is committed to exceed expectation and delivering exceptional service. Furthermore, research by Saunders demonstrates that highly engaged teams have lower levels of staff churn. This point is useful as it is closely correlated to the previously discussed matter of recruitment and retention, and thus if the right people are brought into the organisation and they are motivated to stay because they feel the business (for whatever reason) is a good fit for them, then there is reduced churn, increased engagement and greater productivity. In summation, engaged team members are more profitable for the business and thus it becomes a mutually beneficial relationship. Task 3 – Leadership Motivation There is a vast amount of literature and research which embraces the topic of leadership; furthermore, leadership theories have experienced a considerable amount of transition over time as societal perceptions of leadership have changed. Leadership has been defined by Mcquire and Molbherg as the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. Theories of leadership range for discussions as to the traits of leaders their styles of leadership and transactional and transformational theories of leadership. One of the most popular theories used to explain leadership style is the Managerial Grid as developed by Blake and Mouton and shown in figure 3 below:- As can be seen in the figure, the Managerial Grid examines the prevailing managerial technique of leaders within an organisation in order to identify their preferred style. In ideal circumstances Blake and Mouton believe that a manager and leader should adopt a team style which is participative and empowering and allows the employees of the organisation to make their own decisions within the remit of the organisations objectives. It can be suggested that the concepts of the Managerial Grid share some parallels with the discussions as to transformational and transactional leadership whereby Burns argues that in the longer term transformation leadership is far more effective because it empowers employees to deliver the best possible performance as they have accountability for their own daily working lives. It is evident that there are close linkages between leadership and motivation insofar as good leaders motivate their employees and team members to succeed through a combination of techniques such as engagement, empowerment and delegation of power. Armstrong and Cheese et al believe that the use of these techniques in conjunction with other factors such as employee voice ensure that individual employees align their personal aims and objectives with those of the organisation and therefore voluntarily strive to ensure that the service provided by the organisation is a success. It should also be acknowledge that several scholars perceive there is a difference between a manager and a leader within an organisation. The distinction is subtle and relates to the fact that managers generally focus on day to day operational tasks and leaders tend to occupy a more strategic role. However the distinction is certainly not clear cut and considerable debate still centres on this division of roles. Furthermore a leader can also be a manager by dint of their role within the organisation, and thus leadership tends to be regarded as a personality trait as opposed to an organisational position. In short, a leader tends to be more effective at motivating and inspiring employees because of their ability to engage them and encourage them to strive for enhanced performance. In times of change and development, and also in times of difficult circumstances such as recession, leadership and talent management skills are highly valued. In application to Starbucks it should be observed that in times of recession when consumers tend to cut back on luxuries such as coffee from coffee shops, Starbucks must strive to offer improved service to customers in order to retain them. The managers (and ideally leaders) of Starbucks must also continually strive to motivate Baristas to deliver exceptional service even when customers become more demanding. This concept is closely correlated with that change management and goal setting whereby engaging Baristas with the process can ensure that they feel empowered to respond to the challenge and that they have responsibility for it. At a local level this may mean running small promotions which would suit the customer demographic in order to attract and retain more customers. Furthermore, if Starbucks wish to retain their emplo yees it is prudent to continue to invest in training and development in order to ensure that they are highly skilled and capable of responding rapidly to changes in customer demand. This might include job exchanges with Baristas from other retail outlets in order to share best practice, or creating a forum where Baristas can put forward their suggestions for improvement. Although these are relatively small steps they can help individual Baristas to progress within Starbucks and this ensures that Starbucks generates a reputation as an employer of choice which fosters home grown talent and treats employees with fairness and respect.  Research into the prevailing management style at Starbucks reveals that they have a relatively flat hierarchy which ensures that it is easy to disseminate information widely and effectively within the organisation. Starbucks has a clear mission to inspire and nurture the human spirit – one person, one cup and one neighbourhood at a time and this is fully evidenced in their training policies and ethos. The structure and leadership style of Starbucks also ensures that the business can be responsive to customer needs because the baristas are in direct contact with customers every single day and also have the necessary mechanisms to ensure that they can provide valid and timely feedback to their managers in order to improve the customer experience. Task 4 – Work and Development Needs and Performance Management Armstrong defines performance management as a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. It is important to observe that from a HRM perspective performance management is not solely concerned with disciplinary procedures, but rather it is concerned with ensuring that each and every employee has the necessary support to achieve their objectives and potential. Thus, performance management is often closely correlated with learning and development as in order to achieve to their maximum potential employees must continue to expand their skills and to develop their capabilities. Furthermore, scholars such as Benson et al have observed a link between training and development and employee retention, which as previously identified, helps to ensure increased engagement and reduced employee churn. However in order to monitor and improve employee performance it is first necessary to set suitable objectives and targets and to apply metrics and benchmarks to these objectives and targets in order to objectively assess employee performance and development. At Starbucks there are two core elements which form the basis of employee performance; these are technical capability that is to say the ability to consistently produce a high quality cup of coffee, and secondly the ability to interact with other stakeholders including team colleagues and customers. The former can be objectively assessed by observation against agreed performance metrics such as speed of production and consistency of taste. This has benefit to individual employees and Starbucks as a whole because it ensures consistency of service and product quality across the network of franchises meaning that the reputation of Starbucks is maintained and also that Baristas are employable across a range of franchises that they ma y be prepared to travel to, thus increasing their value to the company. The second performance metric to assess is more intangible and pertains to perceived service level and customer and colleague interaction. In terms of colleague interaction this can be assessed through a variety of measures such as 360 degree feedback, line manager observation and self-reflection during a performance review. Research has shown that generally speaking individual employees are reasonably self-aware of their skills and capabilities and it is rare that a performance review highlights anything that the employee was not at least already aware of at some level. However the benefit of performance review is that it can demonstrate to individual employees specific areas where they could improve or would benefit from training to enhance their skills set. For example a food safety certificate to help ensure that an individual franchise was fully compliant with legislation, or perhaps rudimentary book-keeping skills to help ensure that the cash is managed accurately in each store . In terms of assessing Barista performance when interacting with customers this can be achieved through feedback forms and customer incentives. For example it is becoming increasingly common that receipts from retailers encourage customers to provide feedback about their service online. This has the dual benefit of helping the organisation to become more engaged with customers and response more rapidly to customer feedback. It can also be used to gather individual barista feedback if specific questions in the feedback questionnaire relate to performance and service such as speed and friendliness and helpfulness of the Barista. The information gathered from feedback surveys can be fed back to each barista in regular performance reviews in order to help them identify areas of development and subsequently improve performance. As noted at the outset of this section, performance management techniques should not be designed with the sole intention of discipline employees, although it is alm ost inevitable that at some stage a form of discipline may be required for certain employee. However, best practice makes it clear that regular performance reviews can help to forestall any such issues as if they are held regularly and reasonably frequently it should be possible to forestall any problems before they become issues of concern. Finally it is necessary to consider how Starbucks applies principles of delegation in order to motivate Baristas. As discussed previously in this review, Starbucks encourages team working and the creation of stretch targets to help Baristas develop and to take responsibility for their own areas of production. This approach is closely linked to effective performance management because empowering Baristas to set and achieve their own targets helps to motivate them to achieve as they feel in control of their targets and daily responsibilities. Targets can be used to monitor and evaluate Barista performance and at each performance review they can be revised as necessary in order to help the Barista improve. For example in the early days of a baristas employment this could be to improve the speed of production and to obtain a certain customer service rating. In due course this could progress to internal training courses in advanced customer service management and customer experience. This holistic process also helps Baristas to appreciate that they are valued and therefore this leads to them becoming more engaged and motivated and delivering improved performance. References Armstrong, M. (2009) A Handbook of Human Resource Management Practice (11th Edition) – Kogan Page, London  Beardwell, J. Claydon, T. (2007) Human Resource Management: A Contemporary Approach (5th Edition) – Pearson Education, London  Belbin, R.M. (2010) Management teams: why they succeed or fail. 3rd ed. London: Butterworth-Heinemann.  Benson, G. S., Finegold, D., Mohrman, S. A. (2004) You paid for the skills, now keep them: Tuition-reimbursement and voluntary turnover. Academy of Management Journal, 47(3): 315–331.  Blake, R.; Mouton, J. (1985). The Managerial Grid III: The Key to Leadership Excellence. Houston: Gulf Publishing Co.  Bloisi, W. 2007. Management and organisational behaviour. 2nd ed. Maidenhead: McGraw-Hill.  Boddy, D (2008) Management: An Introduction (4th Edition) – Prentice Hall, London  Bratton, J. Gold (2007). Work and organizational behaviour. 2nd ed. Basingstoke: Palgrave Macmillan.  Burns, J. M. (1978). Leadership. New York: Harper and Row Publishers Inc..  Cheese, P., Thomas, R.J. and Craig, E. (2008) The talent powered organization: strategies for globalization, talent management and high performance. London: Kogan Page.  Foti, R.J., Hauenstein, N.M.A. (2007). Pattern and variable approaches in leadership emergence and effectiveness. Journal of Applied Psychology, 92, 347-355.  Govaerts, Natalie, et al. (2010) Influence of learning and working climate on the retention of talented employees, Journal of Workplace Learning 23:1.  Harrison R (2009) Learning and Development, London, CIPD  Hoque, K Noon, M (2004) Equal Opportunities Policy and Practice in Britain in Work, Employment Society vol.18 no.3 pp.481-506  Huczynski A, Buchanan D (2003) Organisational Behaviour: An Introductory Text – Pearson Higher Education, London  Mcquire, D., Molbherg J. K., (2011) Human Resource Development Theory Practice London: Sage.  Murphy, N. (2009) Talent managements role in a time of recession. IRS Employment Review. No 927, 13 August. 5pp.  Phillips and Gully (2009) Strategic Staffing Pearson Education, Upper Saddle River, New Jersey, pp12-35  Pilbeam, S. Corbridge, M. (2010) People Resourcing: Contemporary HRM in practice. 4th ed. London: Prentice Hall International. Ch 2  Saunders, M.N.K., (2011) Trust and strategic change: an organisational justice perspective in R Searle and D Skinner (eds) Trust and Human Resource Management. Cheltenham: Edward Elgar.  Starbucks (2012) Search and Apply [online] available at http://careers.starbucks.co.uk/job-search-and-apply retrieved 3rd Feb 2012  Starbucks (2012) Mission Statement [online] available at http://starbucks.co.uk/about-us/company-information/mission-statement retrieved 3rd Feb 2012  Torrington, D. Hall, L. Taylor S (2007) Human Resource Management (7th Edition) – Prentice Hall, London  Zaccaro, S. J., Gulick, L.M.V. Khare, V.P. (2008). Personality and leadership. In C. J. Hoyt, G. R. Goethals D. R. Forsyth (Eds.), Leadership at the crossroads (Vol 1) (pp. 13-29). Westport, CT: Praege

Epistemic Opacity

Michelle Freeman 05/24/2012 English 101 Epistemic Opacity Computers, tablets, I-phones, I-pads, cellular phones, e-readers and more are now considered daily necessities as well as pleasure apparatus’ that society relies on exponentially to get through each day. From the time we wake until we lie our heads down at night, society is constantly â€Å"plugged in† to some sort of technological advance. Due to this dependency on these electronic devices, society has succumb to a world of bits and bytes with no real consideration to how these tools work or provide the connection(s) we have come to count on.Sherry Turkle, an Abby Rockefeller Mauze Professor of the Social Studies of Science and Technology at the Massachusetts Institute of Technology states in her essay How Computers Change the Way We Think, â€Å"Some thinkers argue that the new opacity is empowering, enabling anyone to use the most sophisticated technological tools and to experiment with in complex and creativ e ways. But it is also true that our tools carry the message that they are beyond our understanding. It is possible that in daily life, epistemic opacity can lead to passivity† (568).Epistemic opacity is a fancy way of saying that the understanding of how something actually works does not mean that you don’t know how to use or work that same something. Take a lawnmower for example; a person of general intelligence understands that gasoline needs to be put into the engine in order for it to run. That same person understands that depositing of oil is equally important for the engine to maintain lubrication and cooling. A turning of a sharp blade that is powered by the engine is what cuts the grass.Intellectually we understand not only how to use the lawnmower but how the lawnmower actually works. Typically we are not passive in our acceptance of such general day to day use items, such as said lawnmower. Technology however, is different. The intellectual understanding of t echnology and how it actually works does not seem to be a priority for the masses of today. The importance of understanding of personal technologies is key to counteracting this opacity that appears to be more and more prevalent as technological developments continue to progress.By not paying attention to the basic understanding of technology, we are willingly and openly allowing ourselves to be directed and manipulated in a way that removes individual opportunity for growth and understanding where technology is concerned; our development in this arena is left to creators of technology to decide. Intellectual lack and lesser intelligence regarding these tools of technology does not appear to be the consensus opinion among our fellow citizens but rather there is the general thought that we are all part of a growing technological wave that makes us all smarter and more advanced.However, in all actuality, it is more that cognitively people are running the risk of intellectual deficienc y and passivity as Turkle expresses. Turkle states that soon after she joined the faculty at the Massachusetts Institute of Technology in the late 70’s, which was coincidentally the end of an era of the slide rule and the beginning of the era of personal computers, she witnessed several senior professors in engineering complaining that the transitions from slide rule (a mechanical analog computer used primarily for multiplication and division) to calculators had affected their students ability to deal with issues of scale (564). The Professors were arguing that when students used slide rules, they had to insert decimal points themselves. They insisted that inserting the points themselves required students to maintain a mental sense of scale, whereas those who relied on calculators made frequent errors in orders of magnitude. Because of this, the students with calculators had lost their ability to do â€Å"back of the envelope† calculations, and with that, an intuitive feel for the material† (564).It is possible that because society accepts at face value the technology that we have come to depend on, that the level of passivity is leading to a reduced intelligence as a whole. Personal experience has led me to witness many people more interested in the brand, make and model of their personal technological items than as to how these items send, receive, record and process information. The general core mechanics of each individual piece of technology should be made common public knowledge.It is not so much that people need to understand the inner workings of every motherboard out there; as it is that we receive a general understanding of how personal technologies work. How does a touchscreen actually operate? How can picture messages float through the air and land inside another phone or make their way to someone’s email inbox? What do we know really about the implication of radiation, if any regarding consistently placing technology aga inst the sides of our heads?I cannot answer these questions and many others because that information is not something readily available to or sought after by the general public. Society accepts openly that these technological items do what they are marketed and sold to do. Through blind acceptance we become susceptible to a possible deprivation of necessary knowledge. It is important to comprehend the effects and/or implications of daily use, in order to facilitate continued intellectual growth that parallels the technological boom.Charles McGrath, writer and editor for the New York Times, touches on epistemic opacity in his essay The Pleasures of the text. McGrath is referring to text-messaging when he states â€Å"text-messaging is â€Å"lateral† rather than â€Å"penetrative,† and the medium encourages blandness and even mindlessness† (474). McGrath suggests that as Americans we use text-messaging with no real consideration or thought. He is referencing a com mon practice among individuals who use text-messaging to convey quick, mindless jargon in an efficient and non-personal way (474).This line of thought connects to opacity in that it shows how text-messaging is just one example of many how society has become so relaxed and comfortable in the use of technology that not only do we not consider how technology works, we have taken it even further and we don’t even truly consider what we put out into the world with our technological devices. Society has become lazy where this is concerned. Turkle supports this idea in her aforementioned essay when she expresses her personal witness to the psychological effects of computational objects in everyday life.She states that passivity regarding technology is becoming more and more apparent in that the â€Å"people who built or bought the first generation of personal computers understood them completely. The next generation of operating systems were more complex, but they still invited tha t old-time reductive understanding†. Turkle states that contemporary information technology encourages different habits of mind. She goes on to say â€Å"today’s college students are already used to taking things at (inter)face value† (568). I witness this daily in my own life every time I see my children access all different types of technology.When I ask them to explain the deeper operation of the technology they are currently using, they cannot do it. They explain it is not important to be able to use the current chosen technology. This attitude causes me concern because I worry that they are becoming a culture that does not ask the deeper questions. They just accept at (inter)face value as Turkle expressed. To grow along with the technological boom and to understand the deeper reasoning behind the operation of said technology will keep minds active and aware.It is important that resignation to acceptance of our technological world does not continue to grow an d expand. We can accomplish this by thinking for ourselves, preparing for our children and teaching future generations they must not blindly accept what is given to them. If they do, opacity and passivity will prevail to the point that we are all walking around filled with intellectual knowledge that has been directly controlled, removing individuality of thought and expression.Technology today is an amazing and powerful thing, at times it might even be considered beautiful. I personally look forward to technological advances and the wonderful happenings that will accompany these events; however, it must not be at the cost of our own personal intellectual development. Opacity and passivity are not conducive to society maintaining an upward intellectual growth regarding technology. Let us grow with and because of, technology.

Narrative Of The Enchanted By Rene Denfeld - 1468 Words

Narrative power is a unique thing in that it does not matter what the story says or the truth to it but rather how it is conveyed; how does the story create meaning and understanding for the reader. It is one thing to read the novel for the facts but it is another thing to understand why the facts were told the way they were; the importance behind the facts. Authors achieve this by using copious different points of view including: second person, third person-limited, third person-omniscient, and in the example of The Enchanted, first person. First person point of view is where the story is told through the experiences of an individual within the story. The author of The Enchanted, Rene Denfeld, slightly alters this in the sense that she†¦show more content†¦This emotional appreciation is driven from emotions such as sorrow, sympathy, pity and empathy. The narrator of The Enchanted is Arden which is unique in that the reader does not know he is the narrator until the end of t he book. A great deal of personal information is acquired about Arden but as a reader you believe that you have little information and he is of little importance. We see the development of Arden, someone who was once a stone cold killer and possible rapist has now progressed into a relatively weak man who hides under his covers. There was a transformation that was rooted in one thing, something that took this man of mistakes and made him understand. Knowledge is the sole thing that can transform someone in this way; even if they know it or not. This idea of awakening through knowledge is alluded to in â€Å"The Mind is an Enchanting Thing† by Marianne Moore where she says: ...the mind feeling its way as though blind, walks along with its eyes to the ground. (Stanza 2: Lines 10-12) Throughout Arden s life he had little education; he dropped out of school at age eight and never went back. Arden was blind his whole life, until he got to prison and did the â€Å"bad things†. He decided to stick close to the library while in prison and little did he know that this would change his view on life forever. He read everything he could possibly get his hands on in â€Å"thisShow MoreRelatedAnalysis Of Rene Denfelds The Enchanted824 Words   |  4 PagesRene Denfeld’s novel The Enchanted applies a creative method of storytelling to an intriguing subject. While discussing the corrupt inner workings of a prison, the unfortunate and sickening lives of all the characters, and what justice happens to be, Denfeld alludes to several other works to help her express the points being made. Due to the narrative aspects of this novel the reader is subjected to a wide range of emotions including sympathy, sorrow, and scorn and kept in the dark while somehowRead MoreLit erary Analysis Of Rene Denfelds The Enchanted1329 Words   |  6 PagesRene Denfeld’s novel The Enchanted applies a creative method of storytelling to an intriguing subject. While discussing the corrupt inner workings of a prison, the unfortunate and sickening lives of all the characters, and what justice happens to be, Denfeld alludes to several other works to help her express the points being made. Due to the narrative aspects of this novel the reader is subjected to a wide range of emotions including sympathy, sorrow, and scorn and kept in the dark while somehow

The Circle by Dave Egger - Free Essay Example

Sample details Pages: 4 Words: 1109 Downloads: 5 Date added: 2018/12/30 Category Literature Essay Type Book review Level High school Did you like this example? Technological Advancement comes with a price In Dave Eggers novel The circle there is the existence of a technological company in America that is growing at a very high rate. The company is called The Circle, and it was founded by ?some three wise men. The main character in the story is a lady by the name Mae Holland. This essay is an emphasis of whether technological advancement comes with a price to pay or not about the novel. Technology is a branch of knowledge that deals with scientific applications as in an industrial set up. Arguments for technological advancement comes with a price Maes ex-boyfriend, Mercer Mae ends up losing her ex-boyfriend Mercer because of the technological progress that they had invented at The Circle. Mercer is apparently against the idea, and at some point, he opens up and tells Mae that he does not like. This is because when they talk, he feels like its not only the two of them since there are other people watching them. He does not trust it, and so he keeps off. Later when Mae corners him up and puts him on the light, he feels so depressed about it, and he ends up driving off a cliff. Mercers death is caused by the fact that he is exposed to the cameras that are brought about by technological advancement. Consequently, Mae ends up losing him all because of the technology they invented. She is much affected by this fact until one of the wise men consoles her that Mercer was a depressed and anti-social person who needed help but instead he decided to run away when they wanted to help him. He compared him to a sick patient who locked himself in a room, and when he sees the doctor break-in, he decides to jump off through the window and ended up losing his life. Don’t waste time! Our writers will create an original "The Circle by Dave Egger" essay for you Create order Annie who is Maes best friend Annie was Maes best friend and roommate back in college. She is the one who invited Mae over to work at The Circle. However, Mae gets into the company and becomes enthusiastic thus she rises from customer experience to higher ranks in the business. Mae rises to these more great posts due to the positions she took to promote their new technological innovations and transparency. For this reason, Annie becomes jealous of Mae, and so she takes up the opportunity to encourage another innovation that allowed people to connect with their ancestors. This, in turn, leads to her great downfall as it exposed the evil deeds of her ancestors, therefore, embarrassing her and as a result, she suffers from a nervous breakdown. It is consequently the technological advancement that led to Annies great downfall and even the distance that emerged from their friendship. It is unfortunate as the novel even ends when she is in a comma. Maes family Mae installed the SeeChange cameras in her parentshome, and they were very uneasy with these cameras that were everywhere since Mae would at times stream in videos in the house. They felt like their privacy was invaded as the public had access to what they were doing at any time. Her parents had to live with some form of uneasiness, and so they could not lead their normal easy life. Maes parents had to pay a very high price as a result of technological advancement since it cost them their freedom in their own home. Ty who is one of the wise men Ty is the mysterious Kalden. Ty is one of the founders of The Circle, and he has been buying time on bringing it down, but when he sees the kind of damage that the technological advancement has brought to the society, he feels its high time to bring the company down. However, due to his fear he cant face the other wise men to tell them that, so he thinks he can use Mae to help him bring it down because he is sure he cannot manage it all alone. Mae plays along but goes right behind Ty and stabs him in the back by telling the other wise men his intentions. This then leads to Ty being fired from the company. Through this, it is evident that it is because of this technological advancement that Ty was fired for his thoughts about the company he founded. In addition to that, it has cost Mae her relationship with Ty after she told him off. Maes life Mae herself had to pay a considerable price for the sake of technological advancement. She had to sacrifice her private entity for transparency to promote TruYou and SeeChange. Her social life and private life was exposed to the public and everything she did. It is because of technology that she cannot lead her healthy life. She hides in happiness and pretends to be okay even when she is worried. She does this for the sake of the cameras making herself a slave of her own life due to technological advancement. Moreover, she ends up losing touch with her friends and close family. Argument against technological advancement comes with a price Maes life In as much as Maes privacy was infringed by technological progress, and other adverse things like losing her ex-boyfriend, it also acted as a ladder to her professional life. It is through it that she was able to rise and become one of the most significant people in The Circle. It also helped in making her famous and known to the public whereby her life became their business. In this case, we see how technological advancement has brought positive things in her life. Reducing crime, abduction and domestic violence Technological advancement led to greater things in the society like reduction of crime, kidnapping and domestic violence since peoples lives were made public as there were always people watching hence safety was ensured. This was enhanced by the fact that someone could not harm you knowing very well there were people watching. Conclusion In conclusion, I agree with the fact that technological advancement comes with a huge price to pay. Mae had to pay dearly by losing friends and family as illustrated in the novel. She also lost her freedom as everything she did was exposed to the public forcing her to act on the person she was not. Even though technological advancement has also led to positive things in her life like gaining fame and power hence the rise she always yearned for, the negative stuff outdo the positive stuff. It is also evident in the modern society how technological advancement has led to both positive and negative things.