Essey Essay Example | Topics and Well Written Essays - 4000 words

Essey - Essay Example Management is the dynamic, life-giving element in every business. Without it the resources of production remain resources and never become production." (Sharma, 2004 11) This definition emphasizes that the managers achieve organizational objectives getting things done through the employees. Human resource Management is very essential for successful running of an enterprise. It ensures proper use of physical and human resources by deriving the best results. It leads to efficient performance and higher productivity. Human Resource Management is very essential for every organization to make productive use of human physical and financial resources or the achievement of the organizational goals. It helps in determination of objectives. No organization can succeed in tits mission unless its objectives an identified and well denied. Management helps in achieving these objectives by the efficient use of resources. The entry of multinationals has also brought in fundamental changes in the work culture, work ethics and remunerating patterns in many countries, all of which have a clear bearing on the career growth path of individuals. Added to this are the rapid changes taking place on the technological front, flattening hierarchies and making people come together more than ever before. Amidst all this change, the high ethical standards of an individual, be it a workman on the shop floor or the Chief Executive Officer, matter more now than ever. The dual ethical standards often maintained by people front-often the exact opposite when it comes of the way they conduct business are counterproductive in the long run. The new authority is emerging and organizations are member led, officer driven, customer focused; a team environment where the whole is greater than the sum of its parts; a flat management structure where employees and managers are learning rather than blame; a clear since of direction and purpose. A firm commitment to delivering high quality public services through a combination of direct-provision and effective partnerships. 2. ROLE OF HUMAN RESOURCE MANAGEMENT Human Resource Management plays a very important role in managing the mode in business organizations, which are complex and complicated. The role of management is summarized below. 1. Role in success. Human Resource Management plays a very important role the success of an organization. It helps in achieving group goals. Human Resource Management assembles and organizes the available recourses for the accomplishment of the goals of enterprise. It adds effectiveness to the efforts of group persons organized to achieve the given objectives. 2. Role in efficiency. Human Resource Management utilizes the available physical and human resources productively. It eliminates all types of wastage and leads to efficiency in all business operations. Thus it results in effective running of business activities. To secure efficiency of operations, management is concerned with reducing the cost of production and increasing the output. Through better planning, organizing and control, and the use of various cost-reduction techniques, efficient management leads to reduced costs and increased output. (Sharma, 2004 13) 3. Role in soundness of organization. Human Resource Management lays down a pattern of authority- responsibility relationship. The structure so formed

Research paper on unemployment Essay Example | Topics and Well Written Essays - 1500 words

Research paper on unemployment - Essay Example According to BLS, those who are qualified for employment are those civilians aged 16 years and above. The employed are those aged 16+ and were working for pay during the survey period or those who did at least 15 hours unpaid work in family owned enterprises. The unemployed on the other hand, refer to those who did not have a job but had been actively looking for work four weeks prior to survey and are currently available to work. The labor force comprises all those employed and unemployed and these amounted to 155 million people out of U.S population of approximately 315 million people in 2013 (BLS, nap). Those not looking for a job such as the retired or schooling are not part of the labor force since they are neither employed nor unemployed. For those who are involuntarily unemployed, they receive government benefits in the form of unemployment insurance (UI) to compensate for lost income (Bakke 734). However, the voluntarily unemployed comprising of those dismissed for gross misc onduct, those who leave work without a good cause, and those who refuse to work do not qualify for UI. The UI eligibility rules also exclude independent contractors, self-employed and agricultural laborers. The basic duration of regular state benefits in U.S is 26 weeks (737). The problem with these definitions is that they ignore those who have given up looking for work but are willing to work and also those in part-time employment and would like to engage in full-time employment as they are counted as employed. Furthermore, the BLS telephone surveys which are carried out every month do not consider those who do not have telephones especially the poor hence they may not be representative of the population. However, over time the results reflect what is happening in the economy and now the big question is; what causes unemployment? One of the major factors that cause unemployment is the

Cases on Contract Essay Example for Free

Cases on Contract Essay The defendant made the highest bid for the plaintiffs goods at an auction sale, but he withdrew his bid before the fall of the auctioneers hammer. It was held that the defendant was not bound to purchase the goods. His bid amounted to an offer which he was entitled to withdraw at any time before the auctioneer signified acceptance by knocking down the hammer. Note: The common law rule laid down in this case has now been codified in s57(2) Sale of Goods Act 1979. Fisher v Bell (1960) A shopkeeper displayed a flick knife with a price tag in the window. The Restriction of Offensive Weapons Act 1959 made it an offence to offer for sale a flick knife. The shopkeeper was prosecuted in the magistrates court but the Justices declined to convict on the basis that the knife had not, in law, been offered for sale. This decision was upheld by the Queens Bench Divisional Court. Lord Parker CJ stated: It is perfectly clear that according to the ordinary law of contract the display of an article with a price on it in a shop window is merely an invitation to treat. It is in no sense an offer for sale the acceptance of which constitutes a contract. PSGB v Boots (1953) The defendants shop was adapted to the self-service system. The question for the Court of Appeal was whether the sales of certain drugs were effected by or under the supervision of a registered pharmacist. The question was answered in the affirmative. Somervell LJ stated that in the case of an ordinary shop, although goods are displayed and it is intended that customers should go and choose what they want, the contract is not completed until, the customer having indicated the articles which he needs, the shopkeeper, or someone on his behalf, accepts that offer. Then the contract is completed. Partridge v Crittenden (1968) It was an offence to offer for sale certain wild birds. The defendant had advertised in a periodical Quality Bramblefinch cocks, Bramblefinch hens, 25s each. His conviction was quashed by the High Court. Lord Parker CJ stated that when one is dealing with advertisements and circulars, unless they indeed come from manufacturers, there is business sense in their being construed as invitations to treat and not offers for sale. In a very different context Lord Herschell in Grainger v Gough (Surveyor of Taxes) [1896] AC 325, said this in dealing with a price list: The transmission of such a price list does not amount to an offer to supply an unlimited quantity of the wine described at the price named, so that as soon as an order is given there is a binding contract to supply that quantity. If it were so, the merchant might find himself involved in any number of contractual obligations to supply wine of a particular description which he would be quite unable to carry out, his stock of wine of that description being necessarily limited. Carlill v Carbolic Smoke Ball Co (1893) An advert was placed for smoke balls to prevent influenza. The advert offered to pay  £100 if anyone contracted influenza after using the ball. The company deposited  £1,000 with the Alliance Bank to show their sincerity in the matter. The plaintiff bought one of the balls but contracted influenza. It was held that she was entitled to recover the  £100. The Court of Appeal held that: (a) the deposit of money showed an intention to be bound, therefore the advert was an offer; (b) it was possible to make an offer to the world at large, which is accepted by anyone who buys a smokeball; (c) the offer of protection would cover the period of use; and (d) the buying and using of the smokeball amounted to acceptance. Harvey v Facey (1893) The plaintiffs sent a telegram to the defendant, Will you sell Bumper Hall Pen? Telegraph lowest cash price. The defendants reply was Lowest price  £900. The plaintiffs telegraphed We agree to buy †¦ for  £900 asked by you. It was held by the Privy Council that the defendants telegram was not an offer but simply an indication of the minimum price the defendants would want, if they decided to sell. The plaintiffs second telegram could not be an acceptance. Gibson v MCC (1979) The council sent to tenants details of a scheme for the sale of council houses. The plaintiff immediately replied, paying the  £3 administration fee. The council replied: The corporation may be prepared to sell the house to you at the purchase price of  £2,725 less 20 per cent.  £2,180 (freehold). The letter gave details about a mortgage and went on This letter should not be regarded as a firm offer of a mortgage. If you would like to make a formal application to buy your council house, please complete the enclosed application form and return it to me as soon as possible. G filled in and returned the form. Labour took control of the council from the Conservatives and instructed their officers not to sell council houses unless they were legally bound to do so. The council declined to sell to G. In the House of Lords, Lord Diplock stated that words italicised seem to make it quite impossible to construe this letter as a contractual offer capable of being converted into a legally enforceable open contract for the sale of land by Gs written acceptance of it. It was a letter setting out the financial terms on which it may be the council would be prepared to consider a sale and purchase in due course. Harvela v Royal Trust (1985) Royal Trust invited offers by sealed tender for shares in a company and undertook to accept the highest offer. Harvela bid $2,175,000 and Sir Leonard Outerbridge bid $2,100,000 or $100,000 in excess of any other offer. Royal Trust accepted Sir Leonards offer. The trial judge gave judgment for Harvela. In the House of Lords, Lord Templeman stated: To constitute a fixed bidding sale all that was necessary was that the vendors should invite confidential offers and should undertake to accept the highest offer. Such was the form of the invitation. It follows that the invitation upon its true construction created a fixed bidding sale and that Sir Leonard was not entitled to submit and the vendors were not entitled to accept a referential bid. Blackpool Aero Club v Blackpool Borough Council (1990) BBC invited tenders to operate an airport, to be submitted by noon on a fixed date. The plaintiffs tender was delivered by hand and put in the Town Hall letter box at 11am. However, the tender was recorded as having been received late and was not considered. The club sued for breach of an alleged warranty that a tender received by the deadline would be considered. The judge awarded damages for breach of contract and negligence. The councils appeal was dismissed by the Court of Appeal. ACCEPTANCE Brogden v MRC (1877) B supplied coal to MRC for many years without an agreement. MRC sent a draft agreement to B who filled in the name of an arbitrator, signed it and returned it to MRCs agent who put it in his desk. Coal was ordered and supplied in accordance with the agreement but after a dispute arose B said there was no binding agreement. It was held that Bs returning of the amended document was not an acceptance but a counter-offer which could be regarded as accepted either when MRC ordered coal or when B actually supplied. By their conduct the parties had indicated their approval of the agreement.

Introduction to vodafone organization

Introduction to vodafone organization Answer 1: Introduction: Our chosen organization is Vodafone. Vodafone is in existence from 1984. At that time it was formed as a subsidiary of Racal Electronics Plc. In 1991 it completely demerged from its parent company i.e. Racal Electronics Plc then it got its present name as Vodafone Group Plc. At present Vodafone is the worlds leading telecommunication organization, with a mark able presence in countries around the world, whether it is Europe, Africa, Asia Pacific or United States. Lonely it has 323 million customers (www.vodafone.com) all around the world. Why Vodafone: I Choose Vodafone because its large geographic area of operation provide diversity to its operation process, activities in the organization, culture at organization and on as a whole completely different entities existing all together. It gives a good blend of maintaining Brand Image and organizational values along with the localization of the products services. This gives us chance to have a look upon different kinds of cultural leadership traits in the same organization. This kind of organizations gives us a perfect example of unity in diversity. Now coming upon different kinds of traits found in the organization, we have many traits being followed in Vodafone such as Autocratic, Bureaucratic, Democratic, Charismatic, Transformational and many more. These all have their importance in their desired positions and timings. But among these there are four majorly popular leadership styles which are more prominent in Vodafone Group Plc. These leadership styles are given ahead. Transformational Leadership: This is a kind of leadership in which the leaders are highly and spend very much time in communication with their team members. The Transformational leaders always lead from the front just delegate the roles and responsibilities among team members. A Transformational leader is a leader in true sense as he/she inspires the other team members with his leadership skills, vision and enthusiasm. In Vodafone all the executive and top management staff personnel are example of this style of leadership. They inspire their sub-ordinate staff to perform better and better. Democratic Leadership/Participative Leadership: This type of leadership is style is usually found in Vodafone particularly at sub-ordinate staff level. At that level there are many decisions which affect the larger number of peoples. In these kinds of situations this type of democratic leadership style becomes must for the betterment of the organization. Task Oriented: This kind of leadership helps the Vodafone in usually marketing department where the managers are more concerned with the sales and targets achieved. This leadership style has helped Vodafone to acquire a customer base of 323 million users as taking the user-base of the subsidiaries in the proportions of their stake. Situational Leadership: Although all other type of leadership styles have been and are being proved beneficial for the organization, but these all styles have something or other lacking. So, the best leadership style applied is the Situational Leadership as it takes benefits and traits of all other leadership styles as according to the situation. This style removes all lacking from leadership style. The only cause of concern in this leadership style is this that all the decision of traits altering would be dependent on leaders discretion. So here the actual leadership skill takes most from any manager or an executive.(University of Wales, library) Answer 2: Situational variables have influenced Leadership in every era in every part in every season to every possible extent. Now this is different thing that in some situations the impact seen is lower and in some situations it is more. In Vodafone also the situational variables have impacted the organization very much. So the different variables such as increasing environmental issues, growing powers of the different economies, Political relations, the inflation and deflation in different countries, GDP growth in countries, their exposure to external risks, culture of the different operating regions, current financial meltdown have also impacted the Growth of Vodafone Growth Plc. A brief description of these is given below. Growing Environmental Concerns All around the world the people are raising concerns over the environmental issues, whether be increasing global warming, depleting ozone layer, decreasing agricultural land or animals becoming instinct. Increasing wireless communication is concerned as a big cause of disturbing the natural life cycle. So, this has posed as a threat to the Vodafone as well being a mobile operator service provider. So, in these kinds of situations usually the bureaucratic leaders are preferred so that they may tackle the problem and may get a consensus on the issue. Only this would help in uninterrupted working of the organization and to maintain growth. Thus this situational variable has emphasized the presence of a bureaucratic leader in the organization. This may result in other leaders adapting the bureaucratic traits or recruiting new bureaucratic leaders. Growing powers of different countries. Now a day we all know that the developing economies are becoming stronger and stronger day by day. More and more powers are concentrating around them. So to grow with the time Vodafone also has to get presence in these countries. This is because these countries have great opportunities of growth and are providing resources to develop. So at this stage more and more transformational leaders are required, who must be adaptable to the conditions of the organization in new operating division. Only these transformational leaders can inspire the local talent to perform and to make them prosperous by making organizations growth faster. So this situation favors the Transformational Leaders. Political Relations In present scenario almost every country has hard feelings (if not exactly hard then at least non-supporting) feelings towards at least one other countries at the political level. We can take the example of any Islamic country. In present situation almost every Islamic country has non-supporting attitude towards the United States and its citizens. So Vodafone cannot take risk to send any of its staff people to move from US to any Islamic country. This situation favors the autocratic leaders as they can have work from the employees even at the cost of their desires. Current Financial Crises Current financial crisis has caused many job lost and losses of many billions to the organization. This has decreased the morale of the employees of the organization concerning about job security and financial soundness. This very position favors the transformational and charismatic leadership who may again raise the morale of the employees and fill motivation among them. So at different times different situational factors affect and favor the different leadership styles. But real leader are those who survive in every condition and sustain their organization throughout.|(Miintel),(Datamonitor,London) Answer 3: Like other multinationals Vodafone also faces problem in posing a single brand and culture along with accepting the locality in their products and services. To have a right way of communication they have to have a right culture in every subsidiary and operating sub-units. Every division must have traits like being a local company so that it may get confidence of the customers and would be able to grow further. Vodafone has also accepted the culture according to their operational base and according to the geographic area in which they are working. Although they have changed their HR activities in different countries, yet they have reserved their self challenging, inspiring, passionate traits within them. Few points from their success stories which came from their culture (either directly or indirectly) can be given as Promoting Leadership: Vodafone has always promoted in built leadership in their employees. It is due to their Natural talent that they are so passionate that they take their job as joy and perform really better than they usually had performed. Because of born talent they not only perform to their best rather they also inspire others to perform up to their maximum. They motivate them to such an extent that they make their unit performance felt apart from other divisions. Originating Passion: Vodafone has a history of inculcating passion in their employees. The culture prevailing in the organization makes the employees so passionate about their work that they not only work but they perform in and for the organization. It is a similar trait found in every business unit of the Vodafone Group Plc. Producing Energy: Vodafone Group Plc has always supported an energetic culture. In this kind of culture every employee himself/herself performs his/her job more sincerely and efficiently. In the work culture given by the Vodafone employees bound to give results and make it more successful day by day. Creative: Vodafone Group Plc has always been known for its innovation in the industry. It has been most innovative organization throughout the world. This is only the culture of the organization which supports the creative thinking of the employees and not only support but also appreciates their ideas as well. This innovation based culture has helped to a great extent to Vodafone Group to increase its customer base become number one in world in telecommunication service industry.(The times) Knowledge Based: Vodafone has always supported and appreciated the knowledge in the employees. The top management of the organization is the proof of the knowledge assessment and support. The culture in Vodafone values the knowledge of a person in spite of their family background, their color, their gender, their religion or the region they belong to. They recruit they best suited people for the job and make no discretion in the compensation paid to them.(organizational Behavior) Overall the culture at the Vodafone takes best out of the employees and in return also makes them happy. Vodafone group believes in the basic human tendency that if you will care the people, they will return the same, i.e. because Vodafone takes care of their employees, employees in turn give their best make Vodafone to perform even better than the every time. Answer 4: At present the Vodafone Group Plc is the leading mobile operator in the world. It has been able to develop emerging leaders to successful businessmen. There are many stories which give validity to the same fact. On the other hand it has also one of the best employers in the world due to its culture and opportunities provided by them. The culture provided by the Vodafone Group Plc has been able to maintain its talent pool throughout the world. Although having many such successful stories in the Vodafone Group Plc, still it has many aspects which are still to be concerned in Vodafone Group. Some of these may be listed as follows. In Leadership: Promoting the new dimensions in leadership. Vodafone has always followed the existing leadership styles. New leadership styles may give more valuable outcomes than the traditional ones. New situational style of leadership has proved more effective as compared to others. Probably too much emphasis on Leadership. It is true that leadership development has proved fruitful for Vodafone Group Plc. But sometime, when the person does not possess leadership qualities, then wealth and time wasted in inculcating leadership qualities among in him/her may cause loss to the organization as a whole. May produce jealousy among employees The employees who dont possess leadership qualities may feel jealousy towards the employees who possess. It is because the persons with leadership skills would be promoted earlier and would also be benefitted more than them. In Culture: Easy acceptability The employees in the Vodafone Group are adaptable, but to a certain extent. This extent may depend upon their back ground, physical conditions around them, their culture, their religion etc. So, to make them easily adaptable to any kind of environment is a really difficult task to achieve. Discrimination Although Vodafone Group Plc has won many awards for its good culture in organization, yet there are some issues like discrimination, which are still there in the organization. These pose problems to the employees at many times. These issues are still to be tackled carefully because it is not only harming the organizational culture, but also encouraging the similar activities in the society as a whole (.www.12manage.com) So, Although Vodafone has emerged as global leader in mobile services operators developing great leaders and enriching the society by providing great place to work, yet there are some areas to look upon, which are deteriorating the organizations performance as well as the Brand Equity among its stakeholders. References: Foti, R.J., Hauenstein, N.M.A. (2007). Pattern and variable approaches in leadership emergence and effectiveness. Journal of Applied Psychology, 92, 347-355. 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: Praeger. Kenny, D.A. Zaccaro, S.J. (1983). An estimate of variance due to traits in leadership. Journal of Applied Psychology, 68, 678-685 Julian Steward 1955 Theory of Culture Change: The Methodology of Multilinear Evolution University of Illinois Press Hasell, Nick (1999-06-30). â€Å"Scramble for Vodafone as blue chips retreat†. The Times (Times Newspapers). Reguly, Eric (1996-11-20). â€Å"Vodafone pockets Peoples Phone†. The Times (Times Newspapers).

Julius Caesar Essay -- essays research papers

Cassius If there were to be a villain in the Tragedy of Julius Caesar Cassius would be it. Cassius is the character who first thought up of the conspiracy against Julius Caesar. His motives weren’t as noble as Brutus’ but he made Brutus believe they were. Cassius did whatever it took to get Brutus to join in the conspiracy. We can clearly see Cassius’ true nature by what he does and says in the play. Cassius is a sly, deceitful and an untrustworthy character. Caesar described him best. He said (act1, scene 2, line 195), â€Å"Yond Cassius has a lean and hungry look; He thinks too much. Such men are dangerous†. Cassius is very superstitious. This is shown when he says (act 5, scene 1, line 75) â€Å" you know I held Epicurus strong, and his opinion. Now I change my mind, and partly credit things that do presage†¦Ã¢â‚¬ . He believes in omen and signs that foretell events to come. Cassius is conceded. This is shown when he says to Brutus (act1, scene 2, line 116), â€Å" And this man is now become a god, and Cassius is now a wretched creature, and must bend his body if Caesar careless but nod on him†¦Ã¢â‚¬ . Cassius continues on saying about times when he saved Caesar from drowning and when he saw Caesar with a fever and he started to shake. All this tells us that Cassius thinks he is just as good or even better than Caesar. Cassius first shows his character of deceit when he put false notes from people in the window of Brutus. This was so Brutus would think a lot of people would be with him if he ...

Cannery Row :: essays research papers

Cannery Row is a relatively simple novel with basically little or no plot to it. Many critics are quick to call the novel trivial and second rate as compared with Steinbeck’s other works. However this book shows Steinbeck’s renewed interest in the comic portrayal of the basic, uncomplicated lifestyles of the working class. Steinbeck incorporates a few themes into the novel such as failure and historical themes like the depression era. The book is overall optimistic, but Steinbeck takes some off topic chapters to capture some of the darkness that happens within Cannery Row. The underlying story in Cannery Row is about Mack and the boys trying to hold a party for Doc. Mack and the boys are a group of unemployed men living together in the run down fish-meal shack. Doc is a very intelligent and caring man who runs a biological supply house. The boys set up a party at Doc’s place, but Doc is late to get there and the party ends without him there. The boys are upset about their failure. When Doc helps out their dog, the boys decide to hold another party for Doc. This time he is able to go to it and everyone has a good time. (sparknotes.com) Cannery Row does not have much of a plot, but it is still very active as a social document about the attitudes of society during the depression era of the 1930’s. Although the book was published after World War II had ended, it strongly suggests the depression period with both tone and spirit. The majority of the people in the novel are the unemployed are poverty stricken, but all are considered as the good people. There are also no antagonists in this novel, only people who tightly hold on to what they have, such as Lee Chong, and see everyone in distrust.

Comparison Between Two Poems Essay

The two poems, Plug In, Turn On, Look Out and Portrait of a Machine both talks about machines and they are related to our everyday lives. There are quite a few differences and similarities in the two poems, Plug In, Turn On, Look Out and Portrait of a Machine. To start off with, the poem Plug In, Turn On, Look Out is warning everyone about how the machines would take over the world and teaching all of us what we should do usually to prevent them taking over and hurting us. The poem picks out all those horrible facts of machines, but on the other hand, the poem Portrait of a Machine is praising how beautiful and fantastic machines are. Both poems has one voice in the poem, only one person is talking and their intended audience are both the world in general, although, the poem, Plug In, Turn On, Look Out also speaks directly to you whilst you are reading the poem. Both poems have two stanzas, enjambment was used in both and the vocabulary in both poems were carefully chosen, each word stringed together into a phrase would add more detail to the image constructed in our minds. There are also quite a few differences, Plug In, Turn On, Look Out is a free verse, when Portrait of a Machine is a sonnet. In the poem, Plug In, Turn On, Look Out, all three tenses are used, to give the feeling that the machines has already started taking over the world, but it has not ended yet. On the other hand, Portrait of a Machine only uses the present tense throughout the whole poem. For the poem, Plug In, Turn On, Look Out, a lot of techniques were used but for the poem, Portrait of a Machine, not many techniques were used. In Plug In, Turn On, Look Out, personification was used, for example. machines are on the march. It emphasises that the machines are coming to get you, by using the word march. Metaphors were effectively used, for example, it came at me, snarling through its thirty-four rotary teeth and flicking its flexy tail. Those both quotes are used to build up atmosphere and add to the image created in the readers mind. It also exaggerates the terrifying side of machines. Alliteration was used, for example, I turned the telly on tonight and it turned itself off  again and flicking its flexy tail. The repetition of t starting words in I turned the telly on tonight and it turned itself off again makes us think of the ticking sounds when switching on and off the telly, coming from the remote and telly. The repetition of f in flicking its flexy tail is to make us think of flipping noises of tails. The poem was quite imperative as well, having the phrases, Keep your electric lawnmower securely tethered and Cut down supplies of food to your refrigerator. It is ordering you to do it immediately in order for you to stay safe. But for the other poem, Portrait of a Machine, there are only a few techniques used. Sibilant was used; the s sound was exaggerated in hiss. There was also a standard sonnet rhyming scheme to it, abbabba cdcdcd. If you put all the rhyming words from abbabba, it would create the sounds of huge machines at work with rods plunging down. The poet in Plug In, Turn On, Look Out seems to be quite scared about machines taking over the world. But the poet in Portrait of a Machine seems sarcastic and seems to be making fun of the people who uses machines in their daily life. Both poems are written to warn the world that we are replying too much on machines and technology that it is taking over our lives and we are losing ourselves. These two poems have different ways of warning us, Plug In, Turn On, Look Out has a very explicit warning to us, telling us to be careful what they will do, but on the other hand, Portrait of a Machine has a very implicit warning to us, telling us how beautiful machines are, in the eyes of people who are living in the modern society, then reminding us about not to lose ourselves. I had totally different emotions and reactions to the two poems. After reading Plug In, Turn On, Look Out, I was amused and I thought it was very interesting because it seemed to entertain me more than warn me, due to the fact that I know machines will not literally take over the world, on the other hand, Portrait of a Machine made me think, it was very deep that I read it over a few times, before I got the real meaning and purpose of the poem. The effectiveness of Plug In, Turn On, Look Out was not that effective but, for Portrait of a Machine, it had a strong effect and it was so heavy, that I will respond and think about the poem after reading the poem. Bibliography, http://www.oldmonovians.com/text2/allpassverse1962.htm