Comparing the philosophies in Camus's The Stranger and Frankl's Man's Essay

Comparing the philosophies in Camus's The Stranger and Frankl's Man's Search for Meaning - Essay Example Meursault is a clerk, who seems to have no feelings and spends afternoons in lovemaking and empty nights in the cinema. He reaches self-knowledge by committing a crime - he shoots an Arab on the beach without explicit reason and motivation - it was hot, the Arab had earlier terrorized him and his friend Raymond, and he had an headache. Meursault is condemned to die as much for his refusal to accept the standards of social behavior as for the crime itself. In his great work, "The Stranger," Albert Camus exposes his readers to the existentialistic parts of philosophy. The existentialism within his work shapes his characters, by determining how they will act and respond to what is going on around them. However, due to the existentialism, the character stands out in a way unique to the characters in that work. Meursault, the protagonist in "The Stranger," is an insensitive individual. He shows no feelings towards anyone throughout the novel. It is this lack of feeling that strongly reflects the philosophy of existentialism. Meursault does not feel any sensations a normal human would have with members of the opposite sex, nor does anything important seem to interest him. This lack of feeling, Meursault does realize it is a problem, for he states himself, "I explained to him, however, that my nature was that my physical needs often got in the way of my feelings.(pg 65)" also sees no reason for change in his life. The common theme is that life will be meaningless if we don't put anything into it. Another good example would be after Maman's funeral, Meursault says that, "It occurred to me that anyway one more Sunday was over, that Maman was buried now, that I was going back to work, and that, really, nothing had changed." The work of Camus show the theme of absurdity that life is meaningless by death and an individual can't make sense of his experience. Work, a home, and a girl is what Meursault has, and he feels nothing more is needed. He is very existentialistic because of his fate. When the priest asks Meursault if he would like a different life, his response was that he would like one that would be exactly the same as this current one. The fate for the rest of his life rolls a rock to the top of a mountain, then stops and watches it roll back past him. There is no way we can control our fate, because it is predetermined. When he was asked whether he would like to move to Paris, Meursault responded that "people never change their lives, that in any case one life was as good as another and that I wasn't dissatisfied with mine here at all." FRANKL'S PHILOSOPHY In general Victor Frankl sees man as a free, self-determined agent who uniquely determines the meaning of his own individual life, having the potential for either great good or great evil. He stresses man's responsibility for his own life: "things determine each other but man is ultimately self-determining" (p.157). He asks, "How can we dare to predict the behavior of man"(p. 155). Yet he cautions that "freedom...is not the last word"(p. 155) but rather "is in danger of degenerating into mere arbitrariness unless it is lived in terms of responsibleness" (p. 156). Frankl sees the primary motivation of man as "the striving to find meaning in one's life" (p. 121). This is not

Human Growth Hormone Replacement Therapy and Aging Essay

Human Growth Hormone Replacement Therapy and Aging - Essay Example in 2001. The scientists state that while the reduction of concentration of somatotropin during aging is documented, there were several problems with previous researches as they did not exclude the various gonadotropic hormones that were also reduced with old age. The study was performed on two groups, a young group, consisting of 8 men and 8 women, and an aging group consisting of 11 women and 10 men. All the subjects had similar body mass indexes and blood samples were taken from each of the test subjects every 10 minutes for 24 hours. The results from the research showed a marked decrease of 32-56% of growth hormone concentration, each according to its sex. 81% of the young group secreted the highest amount of growth hormone during the night period, while 62% of the aging group secreted most of the growth hormone during the day period. The researchers reached the conclusion that there is a decrease in secretion of growth hormone as age increases for both sexes. The reduced concentr ation of growth hormone was, in turn seen as a lack of growth hormone releasing hormone. (Russel-Aulet et al.) Another research focuses on the problem of sarcopenia, which represents a syndrome that manifests itself as a decrease in skeletal muscle mass, as well as in muscle work output. As the natural process of aging involves degradation of skeletal proteins, sarcopenia is expected to appear in most of the elderly, but this condition can be aggravated by the lack of exercise, leading to more frequent physical injuries such as hip fractures. Aware of the low concentration of several hormones that affect protein anabolism in old age, amongst them the growth hormone, the scientists researched the coupled human growth hormone replacement therapy with resistance exercise, which is known to reduce the effects of sarcopenia, in people aged 60 and over. Although the research can be viewed as retrospective, as it presents the various experiments, as well as the results, performed by other researchers, a case-control trial was described that was performed by the authors of the paper. The study invol ved men from 62-75 years of age which were involved in a 16 week exercise program, consisting of modest to high-intensity training in the form of weight lifting exercises with a small repetition. It encompassed muscles from both the upper and lower extremities. One group was given a dose of 12-24 g/kg/d of growth hormone, while the other, control, group performed the same exercises, but was not given anything. The result from their research, as well as results from other researches, led the scientists to conclude that there is not much difference in muscle mass and strength between the control group and the group that received somatotropin. An increase in muscle mass was present, however, but not focused on the skeletal muscles. Furthermore, the scientists concluded that there were significant side effects from the use of somatotropin replacement therapy in aging people, further criticizing the use of somatotropin as a means to prevent sarcopenia. (Zachwieja, Yarasheski). Sarcopenia is but one of the many physiological

Run Flat Tyres Assignment Example | Topics and Well Written Essays - 3500 words

Run Flat Tyres - Assignment Example For any car to perfectly work then it entirely depend on; how large the air chamber between the rim and the tire is, the pressure that the tire can support and the strength quality of the tire. In the reflection John & James (2000) thinks that one big technology that has total revolutionized the car industry is the Flat tire technology since this is a type of tire that losses air very slowly that one would not even notice thus enabling the pressure of the tire to be substantially low enough to cope with the new situation. These strong internal construction that is able to withstand the weight of the car in case of a deflation. This type of tire has the capability to take a car even up to a distance of 80km at the speed of 80km/hr. Most of us have probably been faced with most of the that are associated with flat tire; maybe you missed a date, had to change a tire while being rained on because you didn’t want to miss an appoint meant, or your car tire went flat in the middle of nowhere then it’s for the same reasons that made the stake holders to come up with a tire system that could solve most these problems associated flat tire. In their review Anson & Mike (1998) believes that the idea of coming up with a flat tire system dates back to as early as the early 1980s. It was at this time when this idea was applied in a practical situation. This idea then had been applied on Porsches 959 sports cars. The designer of this car built it to be able to cruise to a top speed of 200mph and thus he recommended tire system that would not disintegrate if it lost air pressure at this high speed it was meant to reach. This idea worked for this car and this was what would give the engineers the needed confidenc e to further look into making these tires for all the cars. According to their writing Anson & Mike (1998) they say that the run flat tires were first commercially produced in the year 1935 though quite different from today’s design since it had an

Job Application Essay Example | Topics and Well Written Essays - 500 words

Job Application - Essay Example I really understand that it is very important to me, so I try to do my best. I learn more about the job and its features, I talk to skillful people who do it inside of their comfort zones, and I do many efforts to fulfill it well. So, I increase my comfort zone! I try to motivate myself to improve the results of my work. I picture in my mind the successful situation which helps me achieve my aim and increase my comfort zone. I need to realize good results and to do my best to get it. So, my ideas become real, and that is the way how to operate outside of my comfort zone. 2. What is a real success Success is a condition of a person who has achieved everything that he planned in his professional and private life. Successful person operates in his comfort zone and achieves very high results inside and outside of it. The most eloquent example of my success is my work achievement, my success at the place of my job. What did I take to achieve it First, I have a good education and high professional skills which let me do my best in my job and achieve high results in it. Second, I have a real picture in my mind of my professional career, and I try to follow this picture. When I have some problems with my work, I realize that my comfort zone should be increased, so I do it and achieve high professional results.

Explain an Evaluate the Principal Features of Adam Smith's Treatment Essay

Explain an Evaluate the Principal Features of Adam Smith's Treatment of Value and Distribution - Essay Example He agreed with government expenditure on public goods, such as, enforcement of the law, infrastructure and security. He also acknowledged what he thought to be drawbacks in development of economy, whether they were in the form of public spending or taxation except only the taxation of value of the land. He also put into consideration the relation between price and value. His conclusion was that that the cost of production is equivalent to the price of the product. He reasoned that when the quantity supplied to the market is enough to meet demand in the market and no extra, then the selling price may be said to be either near or exactly to the natural price, which is the cost of production1. He took this result as an outcome of market bargaining. Adam Smith argued that in a stable economic system and evaluation; many people would react to the enticement of earning extra specializing in their production. These people without intervention of the government they would be of significant v alue in industry and this will make the economy to be more productive and wealthy2. Adam based his argument on that by protecting specific producers will result to inefficient production and hence there will a rise in price. He asserts that when people are trading they value what they are going to buy in comparison to purchased goods’ value. ... The prices will be used to estimate and compare the value of the commodities. Adam Smith allowed for the difference of speed and skill a person has in doing a certain job. He argued that value based on demand is totally subjective. This is because some individuals will pay more amounts on a certain commodity while others will pay less on the same commodity. Smith’s analysis on value should be is considered under circumstances as one of his main purpose. He would make sure that workers were safe from being exploited by their self-interested employers who their main concern was to maximize profits, and hence paying his employees low wages. Given this situation, Adam said, the quality of output will be uniform to the labour they have used. He tried to uplift society significantly, by putting emphasis on free enterprise. He recommended that in a free market each individual is directed in making decisions by an imperceptible hand. This unseen hand guides people to formulate decisio ns that are of importance to the people and society at large without its knowledge. Every person labours so that he or she may provide revenue to the society. The person might not be intending to promote the interest of the public neither does he or she know by how much he has promoted it. The invisible hand is the one which makes the person to promote some part which was not of his objective. By chasing his personal interest he regularly improves that of the society more effectually and efficiently than when he had the intention to support it. In the theory of Adam Smith of how the economy is interrelated he shows how industries and labours function, and the way each one plays a crucial part in the production of goods in the industry3. The

Harvard Style Annotated Bibliography Essay Example for Free

Harvard Style Annotated Bibliography Essay 1. King, Rosemary. Oxford studies of religion. Preliminary HSC course ed. Melbourne, Victoria: Gary Underwood, 2010. 1-459. Print. 2. Rosemary King is an experienced teacher who worked with government, catholic and independent schools. She successfully completed the Graduate Certificate in World Religions from the University of New England (UNE) and is currently teaching at the Uniting Church’s MLC School located in Sydney, her position is the coordinator of service learning. 3. In the chapter on preliminary ‘Islam’, the topic mainly focuses on the view and study of Islam as one of the major religious traditions as a living religious system. It allows the reader to investigate the religious traditions and belief systems, examine the significance of all relating religious traditions in the life of a Muslim Adherent and communicates ideas, information and issues using the appropriate visual/written forms. 4. This text is written to support the syllabus studies of a preliminary/HSC student for studies of religion 1. 5. I feel that this text was useful when I was researching information regarding the Qu’ran, the Hadith, the Sunna, the Ijma and the Qiyas. The reason being for this was because it explained the purpose of all these traditions and the impact that is forced upon a Muslim by these traditions. Also how they guide a Muslim to living the life by the Qu’ran (Rules and regulations set by Allah, ‘God’) 6. I found that the information in this text was accurate and valid, although it could have been more in detail and less simplistic than it was. For example, when talking about a specific tradition I found that it could have been more in depth and informative.

Asignment Performance Management Essay Example for Free

Asignment Performance Management Essay Weiss and Hartle (1997) â€Å"A process for establishing a shared understanding about what is to be achieved and how it is to be achieved, and an approach to managing people that increases the probability of achieving success† * In my experience performance management means different things the different people. In the company I currently work for performance management is thought of in the negative as being a process by which managers are able to take employees to task over bad performance and ultimately get rid of them. This may seem archaic and it is the most negative example I have come across in my work life so far, however, even in more forward thinking companies’ employees are often skeptical and suspicious of the performance management process. Conversely I have been fortunate to see performance management at its best. For me performance management is all about taking the core goals of the organisation and ensuring that departmental, team and individuals tasks and behaviors link to and support these goals. In this way employees understand what is expected of them, why the work is important and how it links into the overall performance of the organisation. They are engaged and feel confident in their work knowing that they are contributing to the success of the company. Performance management assists oganisations in motivating and empowering their employees by setting clear goals and rewarding them not only for what they achieve but also the way in which they achieve. In doing this organisations can focus on what is really important to the success of the business. They can recruit and retain the best employees, and motivate and develop by training and challenging the workforce. Performance management allows succession planning so that job roles can be filled with skilled, motivated, experienced employees. Components of Performance Management Performance management is a cyclical process involving a number different components. Goal setting is a key component of the Performance Management process. The organisation’s overall goals should start the chain and depending of the size and structure of the organization these goals. The process should start with the organisational goals which are designed to ensure the performance of the organisation leads to successful business. These goals cascade down to business areas, departments, teams and individuals. For individual employees their job description and the team’s  goals will form the basis of their individual goals. It is important that they understand how their own goals link into those of the organisation, why the work they are doing is important and how it contributes to the overall success of the organisation. There must be agreement on individual goals if they are to be embraced by the individual and they must be SMART if they are to be effective. Specific Measureable Achievable Results Orientated (Relevant) Time bound It is important that individuals are clear on what is expected of them, that they feel the goals can be achieved and that they that they are challenging and interesting. Key to the achievement of goals is regular communication. Communication may be formal or informal but can include updates from the individuals, feedback from colleagues, managers and clients, one to ones or team meetings. This communication is invaluable in employees on track to achieving their goals and making changes when necessary. Performance appraisals are another important component of performance management. These events are often undertaken annually and provide a formal appraisal of the individual’s competence in their role. Individuals and their managers have the opportunity to discuss, provide feedback and evidence of the individual’s achievements (against goals) and, in some organisations, the way in which those achievements were met (behaviours). Some companies also undertake half yearly reviews or appraisals with the view to making sure that that performance stays on track between annual appraisals. This is also an opportunity to review existing goals and set new ones. Performance improvement or development planning is another part of performance management. Areas for improvement or development may be identified at any time during the performance management process but typically come out of appraisal discussions. As with goals it is important that there is agreement on development plans and that activities to develop individuals are varied and effective. If employees are going to achieve their goals and develop their skills, knowledge and delivery within their role they must have access to the appropriate training and coaching. Whether employees require  development because they do not meet their current performance requirements or in order to progress to the next level, training and coaching are also key elements within a comprehensive performance management process. Motivation and performance Management This relationship between motivation and performance management can be complex and individual to each employee. There are numerous motivational theories all of which have elements of authenticity to them. I have looked at two motivational theories, McGregor and Vroom. Douglas McGregor’s theory ‘details two contrasting models of workforce motivation’ ** Theory X suggests that the average person is basically lazy and don’t like work. They prefer to be told what to do and don’t want responsibility. As such there needs to be tight control of the individual and threats of loss or punishment are the best ways to motivate them. Theory Y is the opposite, assuming that most people enjoy work, that they are happy to take responsibility under the right circumstances and that they can be self-motivated to do a good job. This motivation can be enhanced when managers are able to appreciate the employee and develop their trust. Victor Harold Vroom’s theory, to me, has links to the ‘Y Theory’, the theory suggests that factors such as personality, skills, knowledge, experience and abilities drive an individual’s performance. It proposes that employees are motivated by what they expect to receive in return for their effort and what that expected reward means to the employee. This is referred to as ‘Expectancy theory’ and links together in the following way: Expectancy: Does the individual feel the effort they put in will lead to high performance. What is their levels of confidence in what they are capable of doing? Do they have the appropriate resources, knowledge and training to carry out their role? Instrumentality: If the individual achieves a high level of performance is there reward for their efforts and can they be sure they will receive it. Employees must be able to trust that they will. Valence: Is the reward offered/expected one that the individual values. For the reward to motivate it must have importance for the individual, be it financial, recognition, promotion and so on. For me the key to Vroom’s theory and its success in motivating employees is that every individual is different, each has their own needs, wants, expectations and values based on the individuals frame of reference. Management must know and respect the individual and what they want. Reward within Performance management: I have already discussed reward in relation to motivation and how the reward on offer may need to bespoke to the individual in order to be effective. There is, however, a far wider aspect to reward with a performance management process. Reward to attract and to motivate Pay is usually the first thought when talking about reward in employment. It is important that a realistic but attractive salary is offered initially when recruiting new employees. Pay continues to be important for most individuals throughout their employment, however it is not the only way in way employees can be rewarded. Within my current organization pay is only increased annually, across the board, which has little to do with performance except for acknowledging that employees are rewarded for working for the company in line with cost of living rises. Currently there is no performance management process within my organization other than dealing with poor performance in a ‘theory X’ style, employees are serviced with a notice of improvement linked to termination of their contact. Outside of the annual pay increase financial reward is only given if a good employee threatens to leave. Practice is known to all employees via the grapevine and acts to demotivates those who don’t wish to take this approach. I have, however, worked within another organization where annual increases were calculated on performance throughout the year based on a truly robust appraisal system. Engaged and motivated employees were encouraged to collect factual evidence of their achievements and to present and rate this evidence at their appraisal. Ratings were discussed and agreed and then, then to ensure fairness, underwent cross calibration at departmental level. Employees felt they were treated fairly and rewarded not just for their efforts over the year but for their ownership of managing their own performance. Another type of reward for performance, which is being rolled out currently by my employer, is to provide opportunity for high performing  individuals to their knowledge of the business through a shadowing scheme. This has raised employee’s morale as they feel they will be able to perform more effectively and this could, in turn, lead to better opportunities and perhaps promotion. It has also encouraged other individuals to improve their performance in order to be able participate in the scheme. As I have discussed an employee’ perception of the value of reward will vary from one to another. values The need to provide a variety of rewards in line with employee’s expectations and personal preference is supported in the concept of Total Reward schemes. These scheme look at all the rewards and benefits that are or could be provided to employees recognition work/life balance company culture employee development environment, including job design and the physical workspace. *Management and Motivation, Vroom, V.H., Deci, E.L., Penguin 1983 (first published 1970) ** Wikipedia 3 x components of total reward system 1 of which should b non financial Weiss and Hartle (1997)