Jane Austens views upon marriages essays

Jane Austens views upon marriages essays Jane Austens novel Pride and Prejudice carries through a lot of thoughts about marriages in the 18:th and 19:th century. In the novel, Jane Austen is rather critical about the whole system of hierarchy during the time. The critics are especially directed towards the situation for women. This can be seen in several of the marriages, where she uses them as examples of the focus on class and money, instead of on love. Another part of the novel is where she gives a warning to everyone, telling you to be really careful with who you marries, and not just take the first one. Yet, she does not only complain about how it works, but she also shows us what she considers to be a wealthy marriage. In Jane Austens novel Pride and Prejudice there is a lot of criticism upon the system of hierarchy. This is shown in many of the different marriages, with the way they do not like each other, persons marrying for class instead of love, and several other aspects. One example of people marrying just for the different advantages it means in society, is the Collins. Charlotte goes into the marriage with the reflections of it to be general satisfactory (90).The result of it is being rather depressing. Already in the beginning of the engagement Charlotte feels that she [cares] not how soon that establishment were gained (90) . All because of the societys demands on how a marriage should look like, and also because of the trap Jane Austen consider young girls to be held captured in. Since girls can not own anything in any way, they have to marry. Otherwise they take the risk of being thrown out a house some day. An highly uncomfortable situation for the women who can sometimes come even f rom the upper gentry. Therefore, if you are approaching the age of being to old for marriage, you should seriously consider to get married as soon as possible, just like Charlotte Lucas. Another big part of the novel is wh...

Learn How to Delegate Responsibility to Your Employees

Learn How to Delegate Responsibility to Your Employees ]Time is your most precious commodity. No matter how hard you try, you can’t do everything by yourself. Many supervisors avoid delegating responsibilities and the reasons for this vary. Those who have moved up through the ranks of a company may be uncomfortable or simply not used to delegating. Others live by the words â€Å"If you want something done right, do it yourself.† And then there are some who fear delegating may mean being outshined by their employee. Whatever your feelings, as a manager you need to realize that you are not a regular employee, you are a coach. Coaches must understand the importance of teaching, motivating, and taking pride in the performance of their charges. To do this, you must learn how to delegate efficiently and responsibly. Some Things Should Not Be Delegated Never delegate sensitive projects to your employees. If you are in charge of the project because of your expertise, you should complete it yourself. If the project is confidential in any way, be very careful about outsourcing the work. Keep in mind that some jobs need to be done by the person in charge. At the same time, try to avoid delegating only the â€Å"dirty work†. Give your employees something fun and interesting to do once in awhile. Evaluating Employee Abilities There are many things to evaluate before delegating duties. Consider your employees’ skill level, motivation, and dependability. Remember, not every employee is created equal. Certain people will be more efficient than others depending upon the facet in which they thrive. At the same time, try not to typecast your employees. Give them opportunities to broaden their horizons and become more valuable to the team. Matching the proper person to each task can be difficult. Start small and be patient. Providing Clear Instructions When you are assigning unfamiliar duties, be very specific when you explain what you need. By detailing an assignment, you leave no room for confusion and therefore, no room for error. If you have a long list of verbal instructions, type them out. This will give your employee something to refer to when they are performing a task that is unfamiliar to them. If possible, train two people to do the same thing. This way, they can refer to one another for questions, rather than coming to you. It is also essential that your employee has a clear understanding of their authority in each situation. When a decision needs to be made regarding their assignment, should they use their best judgment or should they come to you immediately for clarification? This will be one of your hardest decisions to make because it could mean the difference between success and failure. When in doubt, retain control. Once an employee had proved their capability, give them more responsibility in the decision-making department. Measuring Performance and Controlling Projects Measure the performance of employees and delegated projects. Explain to them how performance will be measured and let the employee know the level of accountability that comes with the task. Clarifying these things beforehand will make everything run much smoother. Large projects may be easier to monitor if they are broken into smaller segments. Spread the assignments throughout your staff and make them report to you after each segment of the project has been finished. Also, get feedback from your employees via meetings and reports. Do this daily, weekly, or monthly. Know what’s going on around you. Staying informed limits the possibility of failure. As a supervisor, you are responsible and accountable for your employees and their work. Coaching Your Staff One of the most important parts of delegation is coaching. When you delegate an assignment, make it clear to them that they can come to you with questions. New tasks can be confusing. Above all, be patient. You should consistently motivate your staff and commend them when they do well. If they complete an assignment, but they don’t do a good job, find out why. Pinpoint what went wrong and take steps to address the issue. On the other hand, when tasks are completed effectively, give your employee the recognition they deserve. Whether it is public recognition or one-on-one, your employee will value being given credit for their work. Doing this not only makes your employee feel good, it will also motivate them to continue their on-the-job success.