Essay on Modernism vs. Traditionalism in The Mayor of Casterbridge

Between 1760 and 1880 there was a huge growth in the size of cities and a population shift as people started to move into the more industrialised areas in search of work. This was because of the transformation of agriculture. Landowners had now decided to ‘enclose’ their lands so as they realised they could make a profit from selling food as the population of Britain was increasing. Enclosure improved the ways of farming

During the past 50 years the autocratic style has been used less and less and criticized more often. It is well known that a company who demonstrates this philosophy will have higher turnover and increased absenteeism than other companies. Now companies adopt the more modern permissive and interactive style. However Job's may never be outmatched by a single entity but due to his unique and aggressive style he single-handedly enhanced an entire organization, something the world never anticipated.

In the beginning of chapter four, The Typographic Mind, Neil Postman delivers an impressive narrative argument about the impact of print information culture on 17th and 19th century minds. Postman makes a few claims with respect to the contrasts between the written and spoken word. In this essay, there are four qualities of the typographic mind: attention span, listening ability, knowledge of issues, and literary language.

“Mrs. Pontellier had brought her sketching materials, which she sometimes dabbled with in an unprofessional way. She liked the dabbling. She felt in it a satisfaction of a kind which no other employment afforded her” (40).

Leslie Slater is a handwriting enthuses who believes that the future of technology is crippling our art of writing and her strong evidence suggest that she might be on to something. The tone in opinion piece is pure and evidential, Leslie mention a substantial amount of studies and she really worry about good old fashion ink writing.

does the thinking,” pp.52. He talks about the way the teachers would scribble with red ink on

At first, Austen reveals the tensions between the working class and the upper class and emphasizes the rigid social structure that existed in nineteenth century London. The rigidity of the social structure can be attributed to the fact that “no class exists for itself but is bound by reciprocated rights and duties to classes above and below” (Kilger 359). Although the classes are separate and very distinct from each other, they still all depend on one another to thrive and succeed. However, this was definitely not the case during the

Modernism describes the ideology of the art and design that were produced during the modernist period. There has been a lot of controversy about when modernism started, yet many believe it initiated sometime in the late 19th century and continued to the early 20th century. The modernist movement was meant to be a break from traditions and it was set up to separate the value of certain works from the conservative realism. For instance, Unlike the traditional art that was aesthetic, this movement was more about space and form. In modernist design, shape and organization of products and buildings were based on their functional requirements. As a result, designs became simpler without the traditional decorative concepts. The idea behind the

The nineteenth century was a time ripe with progress and hope due to booming industrialization. As organizations and workforces grew, people looked for ways to increase their productivity and profit margins. New ideas were needed to satisfy both business owners and their employees and as such, along came theorists such as Marx or other contributors like Frederick Taylor and Elton Mayo. Taylor produced a management style coined Scientific Management whereas Mayo took a slightly different route and conducted the Hawthorne studies. Over the years theorists such as Marx, with his wildly popular theory about alienation in the workplace, have shaped our view of how management should be conducted in

Recognition of local cultural practices, gradual introduction of modern management principles, and clear communication of expectations results in high employee motivation, reduced attrition with the resultant organizational success. The HI management team needs to clearly communicate their expectations to the RDH staff while maintaining beneficial practices in local culture. In essence, forceful execution of modern management principles into a conservative organization is a detrimental practice that managers should avoid at any cost.

Taylorism is a management system which was popular in the late 19th century. It was designed to increase efficiency by breaking down and specialising repetitive tasks. This is exhibited as mentioned in ‘Selection and Development: A new perspective on some old problems’ that several jobs presently no longer consist of clusters of similar tasks, but are now process based collections of activities (Harrington, Hill & Linley 2005). According to Weber’s foundation of organisation theory; bureaucracy was portrayed as an “instrument or tool of unrivalled technical superiority which entailed charismatic, traditional and rational authority” (1978, cited in Clegg 1994). Thereafter, other theories derived based on the instrument being used as a form of manipulation. This is evident in Knights & Roberts’ (1982) concept of human resource management and staff misunderstanding the nature of power, treating it as if it were an individual possession, as opposed to a relationship between people (Knights & Roberts 1982). Subsequently, this led to the establishment of unions and increasing cooperative resistance in the workplace as employees seek change in the occupational structure (Courpasson & Clegg 2012). The change in this occupational structure was based around the ‘superior-inferior’ concept where managers prioritise their own success

Taylor imagined that workers would be able to make out the relationship between completion of more work in units and the economic rewards been increased. Taylors work as described by (Buchanan and Huczynski, 2004) depicts how theories were to take place at shop floor levels, then how facts were substituted for opinion and guess work. Henri Fayol, his fellow classical writer had a different perception which looked at organisation from top to bottom. The pace setters of classical theories had engineering background hence derived theories with scientific approach. (Buchanan and Huczunski, 2004). (Cole, 2004) talks about how the production environment under the classical theory in America had created difficulties, where labour force were skint, uneducated, and in quest of making economic fortunes. (Lemak, 2004) point out how the classical management has had

Marxism and Labour Theory - The Conflicts between Employee and Employer 1. Introduction 1.1 Overview on the essay topic To organisations, employees (labours) are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines, most importantly, they are the profit maker for their employers. However, there is always a problem between employees and employer. Any attempt to manager in a humane way, by consensus, is doomed to failure because of the irresolvable conflict between employees and their employers.

During the first half of the 19th century English society was making the difficult transition from a pre-industrial Britain to ‘modern' Victorian times. In agriculture, most of the transition took place around 1846 with the repeal of the corn laws. This allowed foreign grain to be imported into England for the first time. Consequently, the entire structure and methods of agriculture in Britain were greatly altered. Much of the action in Thomas Hardy's novel The Mayor of Casterbridge takes place during the years surrounding 1846. These were the years in which traditionalists took their last stand before being defeated in the name of progress. The contrasts between

In this philosophy there was a large focus on rules and lack of discretion, thus meaning that the main focus of this philosophy is high control (DeNisi & Griffin, 2014) . This theory of Human resource management is thought to be best suited for X-type workers according to the McGregor X and Y Theory (Robbins & Judge, 2013). Human Resource Managers who would use this viewpoint intend on increasing Productivity by forcing workers to abide by the rules of a strict script because the workers are considered to be lazy and lacked motivation therefore they are need to pushed to perform tasks and have to be forcibly directed to doing tasks the do not like (French & Rees,