Nothosaurus - Facts and Figures

Name: Nothosaurus (Greek for false lizard); pronounced NO-tho-SORE-us Habitat: Oceans worldwide Historical Period: Triassic (250-200 million years ago) Size and Weight: About 10 feet long and 150-200 pounds Diet: Fish and crustaceans Distinguishing Characteristics: Long, tapered body; narrow head with numerous teeth; semi-aquatic lifestyle About Nothosaurus With its webbed front and back feet, flexible knees and ankles, and long neck and tapered body--not to mention its numerous teeth--Nothosaurus was a formidable marine reptile that prospered across the nearly 50 million years of the Triassic period. Because it bears a superficial resemblance to modern seals, paleontologists speculate that Nothosaurus may have spent at least some of its time on land; its clear that this vertebrate breathed air, as evidenced by the two nostrils on the top end of its snout, and although it was undoubtedly a sleek swimmer, it wasnt as well adapted to a full-time aquatic lifestyle as later pliosaurs and plesiosaurs like Cryptoclidus and Elasmosaurus. (Nothosaurus is the best known of the family of marine reptiles known as nothosaurs; another well-attested genus is Lariosaurus.) Although its not widely known to the general public, Nothosaurus is one of the most important marine reptiles in the fossil record. There are over a dozen named species of this deep-sea predator, ranging from the type species (N. mirabilis, erected in 1834) to N. zhangi, erected in 2014, and it apparently had a worldwide distribution during the Triassic period, with fossil specimens discovered as far afield as western Europe, northern Africa and eastern Asia. There is also speculation that Nothosaurus, or a closely related genus of nothosaur, was the distant ancestor of the giant plesiosaurs Liopleurodon and Cryptoclidus, which were an order of magnitude bigger and more dangerous!

Quotes For Catcher In The Rye - 2003 Words

I was trying to find some kind of closure at Pencey. This school is not the first place I left before; I even left places I didn’t know I was leaving. Nothing feels worse than leaving a school or place without the proper closure. Whether it is on good or bad terms I want to know it will be the last time I’ll be there. I want to say goodbye to all the troubles and failures I found at Pencey before I can move on with my life. At first glance, Holden is trying to find closure about his short time at Pencey. He wants to let go of all his failures on his own term. Of course, the school is expelling him on their terms, but Holden wants to physically leave and say goodbye on his terms. At a deeper glance, however, Holden wants to feel some†¦show more content†¦I couldn’t visualize any room or house that was descriptive enough to write about. Personally, describing a boring room or place would not turn into a good essay. Instead, I thought of my brother Allie’s baseball mitt. This mitt wasn’t the typical boring mitt, but instead Allie made it to be extraordinary. Allie took a traditional left-handed mitt and wrote poems all over the glove in green ink. This may seem abnormal, but it kept him busy by reading the poems in the field when no one was at bat. Allie’s mitt is no longer being used now, since Allie died. He lost his battle to leukemia when we were in Maine, on July 18, 1946. You would have like him. He was my younger brother by two years, but he was more intelligent than I am. Teachers always wrote to my mother about how Allie was a pleasure in their classroom, but they were never lying. It was true. Allie was not only intelligent, but he was also a sweet boy. He never got mad at anybody. It seems as though Holden never had the chance to grieve over Allie in a proper way. He uses every opportunity he has to talk about Allie. For instance, Holden was suppose to write a essay about a descriptive room or a house, but instead he chose to write about Allie’s descriptive baseball mitt. He chose to ignore the main prompt of the essay and instead wrote about an object that was descriptive and meaningful for him. Due to Holden’s high regard for the glove, he viewed Stradlater’s littleShow MoreRelatedCatcher In The Rye Quotes For Holden Caulfby1805 Words   |  8 PagesHolden Caulfield: Timeless or Time or Meds? J. D. Salinger’s Holden Caulfield has long been hailed as the timeless American teenager, but he has also always had his detractors. One such 15-year-old boy from Long Island said that when they read Catcher in the Rye, everyone in his class hated Holden and wanted to tell him â€Å"Shut up and take your Prozac† (www.nytimes.com). 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The respective protagonists of these two texts are Igby Slocumb and Holden Caulfield. These two characters are both on a journey motif, a journey of self discovery in which they both attempt to find meaning in life and understand societies values and attitudes. The two protagonists demonstrate non-conformity and rebel against the apparent hypocrisy present inRead More salinger Essay843 Words   |  4 Pagescontroversial in the Catcher in the Rye. Salinger is also known for many of his writings such as Franney and Zooey, Nine Stories, and Raise High the Roof Beam, Carpenters. The summer of 1930 he was voted â€Å"The Most Popular Writer†. â€Å"Salinger is a beautifully deft, professional who gives us a chance to catch quick, half-amused, half-frightened glimpses of ourselves and our contemporaries, as he confronts us with his brilliant mirror images† (Lomazoff 1). In the novel, Catcher in the Rye, there is a relationshipRead MoreF. Salinger s The Catcher Of The Rye1121 Words   |  5 PagesOne of the best known novels in English-speaking countries, J.D Salinger’s Catcher In The Rye deals with Holden Caulfield’s past trauma which is the triggering factor in his depression, anxiety and alienation. Holden tells an unnamed person what has happened in the three days prior to his mental breakdown. Through Holden’s relatable characteristics and Salinger’s narrative treatment, the book continues to engage audiences across generations. The way that Salinger writes gives the audience a veryRead MoreComparative Essay - Catcher in the Rye vs. Igby Goes Down1552 Words   |  7 PagesComparative Essay The Catcher In The Rye by J.D. Salinger and Igby Goes Down by Burr Steers are both displayed as rites of passage texts. The respective protagonists of these two texts are Igby Slocumb and Holden Caulfield. These two characters are both on a journey motif, a journey of self discovery in which they both attempt to find meaning in life and understand societies values and attitudes. The two protagonists demonstrate non-conformity and rebel against the apparent hypocrisy present inRead MoreCatcher In The Rye Title Essay1421 Words   |  6 PagesThe title of the novel, â€Å"The Catcher in the Rye†, plays a significant role throughout the book as it has a substantial connection to Holden’s story. This title greatly allows for the main character, Holden Caulfield, to express his feelings towards life and towards human nature. Holden can see that the world he now lives in as it is becoming filled with corrupted people and minds. He believes the children are ruined by the ribal d behavior of the older generations around them and as he shows the reader

Human Resource Management and Issues No Name Aircraft †Free Samples

Question: Discuss about the Human Resource Management and Issues No Name Aircraft. Answer: Introduction: To have a coherent approach to the management of the most valued assets that are the people who are employed to work there who collectively or individually are making contributions to the achievement of the goals and objectives of No Name Aircraft, it is important to have an efficient and flawless human resource management (Alder Quist, 2014). As a consultant of the International Human Resource Management, the issues in the management of the human resource of No Name Aircraft had been bestowed upon me which provided me with ample of experience in dealing with various concerns and scenario in the aircraft manufacturing company (Ali, Metz Kulik, 2015). It was very much necessary to help No Name Aircraft so that the expatriate staffs could get proper and effective training and scope to work in the cross country subsidiaries of the company that is located in the countries like China, Singapore, and Vietnam. Issues in the human resource management of No Name Aircraft: No Name Aircraft has been facing various issues that are having direct implications on the organizational profits of the aircraft company which would lead to company take over if not addressed immediately. The company had to optimize the return on investment of the shareholders along with obtaining a high price of the shares in order to sustain in the market. However, this could only be achieved if the management of the human resource had been effective without any issues (Armstrong, 2014). The prime issues for No Name Aircraft lied in the human resource management which lingered in the corporate and workplace culture, diversity in the human resource, the performance of the management on the international level, and training and development of the new entrants. Regarding the culture of No Name Aircraft, it was found that there was huge communication gaps and breakdown between all the departments and the subsequent teams and the entire management as a whole. This breakdown in the comm unication had carried to a very negative environment in the workplace in all the subsidiaries (Arp, 2014). The employees had inculcated the objective that achieving some efficiency in the work is equivalent to achieving complete efficiency. The culture of the employees had oriented more into the direction which resisted change and not adapts new and innovative approaches both for the workforce and the job. The breakdown in the communication in the entire aircraft company had been affecting right from the headquarters to all the subsidiaries. No Name Aircraft was known for its high-quality aircraft products. It was seen that the quality of the aircraft products had reduced drastically due to the implications of the communication barriers throughout the company. The reduction in the quality of the aircraft parts products was majorly found in the subsidiary branches of No Name Aircraft in China and Vietnam (Ataullah, Le Sahota, 2014). The spare parts products of aircraft that were manufactured in China and Vietnam were found to be manufactured properly and were requiring modifications post- delivery to the clients. The company used to deliver high-quality products previously due to which it had a high range of customers and clients both from governmental and non-governmental organizations. The company is facing complaints regarding the degraded quality of the aircraft products in the form of warnings regarding the improvements in six months which reflects the degree of deterioration in the quality. The company is facing warnings of not getting the partial payments and quotation regarding the payback in percentages by its clients which have been being a liability on the company. As per Azmi Mushtaq, the communication barrier had been spreading across various teams which are basically required to work in coordination with each other. It was found that the teams were lacking coordination and integration in work which was quite evident from the manufacturing of the products and the performance and productivity of the employees and the teams as well (Azmi Mushtaq, 2015). None of the teams were found to coordinate their work with the subsequent teams due to biases and negative feelings towards each other and thus, the members of all teams were letting the negativity get in the way of the work they were doing. This was found to block the communication regarding the work restrict the production of aircraft parts according to the defined requirements which were resulting in complaints from the customers and clients. It was observed that the management of all the branches in China, Singapore, and Vietnam was going through the similar issues regarding culture (Bartram Dowling, 2013). Regarding the management of diversity at No Name Aircraft, it was included among its organizational objectives that every individual was supposed to be treated equally irrespective of age, gender, race, ethnicity, physical abilities, religious beliefs, sexual orientation, and other philosophies. However, the contradiction regarding this specific organizational objective was found in the management of human resource. The benefits of working in the organizational climate with diverse culture were found to be no longer realized. According to Beltrn?Martn Roca?Puig, the workforce was found to be intolerant towards each other. There was biasing and differentiation among the employees on the basis of generation which was leading to employee resentment (Beltrn?Martn Roca?Puig, 2013). The senior employees were found to have more resentment towards the junior employees and subordinates with the misconception that if the latter gained much knowledge that would become a hindrance to the promotional process of the senior employees. Thus, the relationship between the senior employees and the subordinates are strained which had direct implications on the quality of the products that were manufactured at the branches of No Name Aircraft in Singapore, china, and Vietnam (Bratton Gold, 2015). It was also observed in the branch of No Name Aircraft in China that there was a lack of the recruitment of eligible people with disabilities which had better knowledge, skills, and capabilities that the other candidates in the workforce. This discrimination in the recruitment which was done by the managers in the subsidiary in China was restricting the improvement in the quality workforce pool of the Aircraft Company (Camps, et al., 2015). This discrimination on the basis of disability by the managers in China even has the probability of legal actions by any rejected candidate with disability. As per Cross, et al, the human resource managers were found to have no clear measures to make the employees get associated with each other. The human resource manager also did not give any importance to the perceptions and the associations the employees had for each other, hence, were found to not give any importance to the matter which is in real having huge implications on the productivity of the company (Cross, et al., 2013). The importance of diversity in the company was not been realized and appreciated both by the human resource manager and the entire workforce of the No Name Aircraft. The employees were found to discriminate among each other on the basis of cultural diversity which was resulting in drastic reduction in the coordination among the employees regarding any particular job. In the aspect of the management of the international performance, various issues were found in relation to the appraisals (Dries, 2013). The performance reviews which are basically a very crucial factor to be done in the company was only maintained at the headquarters of the company in Australia and was lacking at the subsidiaries in China, Vietnam, and Singapore. The expatriates who are relocated to different subsidiaries are facing the issues due to the cultural biasing along with the lack of formal appraisal of performance. It was found that the decision that was made in the headquarters was also not followed by the subsidiary branches which resulted in variation and issues in the productivity. There were no specific policies framed to determine the management of performance at No Name Aircraft (Koch, Forgues Monties, 2015). Regarding the training and development, adequate training was not provided to the expatriates and the new recruits in the headquarters of the company in Australia. The HR managers are not concerned about the provision of specific training that should be given to the expatriates regarding ways to integrate and adapt to new surroundings and the ways in which work is being carried out in the new environment. It was also found that the workforce planning and management were not systematic. The employees working in the aircraft company are not aware of the career prospects and the growth in the company, hence, their skills are not been utilized to the maximum extent. No Name Aircraft also was found to have lack of professional development (Long Perumal, 2014). Dealing with the issues: The management of No Name Aircraft needs to realize and accept the significance and merits of having a diversified workforce in the aircraft company. As per Obeidat, et , the management of at various subsidiaries along with the management of No Name Aircraft needs to first realize the importance and the benefits that a diversified workforce would provide to the company. thus, the respective management of the subsidiaries of the company need to make efforts in inculcating the age within their workforce so that the employees begin to respect, appreciate and accept each other irrespective of any discrimination regarding age, gender, race, etc. the management needs to initiate regular meetings where the concerns and issues that the employees are facing can be addressed and the employees can have direct convey their opinions and requirements directly to the management (Obeidat, et al., 2016). Along with these type of meetings, training and consultancy sessions should be conducted where the employees can be trained and make to realize the need for having better cooperation and in which manner it would affect their own individual performance in the company. The employees are also required to be explained how having good cooperation among each other would directly relate to their effectiveness and efficiency in productivity and growth in the company. Through these sessions the management can encourage the employees to have better and effective communication and the ways to overcome the misconceptions regarding the cultural biasing in relation to the work. The employees should be explained regarding the significance of adapting and accepting changes and innovation in the company and in which way the changes would bring out the best output of the individuals in their own work (Roman, 2016). The management of No Name Aircraft must inculcate leisure and recreational activities in which all the employees would be made to take part. It would provide good scope for the employees to wind up and get bonded with each other. Regular training and meeting sessions should also be conducted for the expatriates along with the regular employees who would provide them with the knowledge regarding various cultures into which they can easily get adapted and integrate themselves to understand the ways work is done in different subsidiaries of No Name Aircraft (Varma, Budhwar McCusker, 2014). The company also needs to follow the global performance management practices which are crucial to fulfil the legislative and regulatory standards of various countries in which the company is operating, i.e., China, Singapore, and Vietnam. The management of all the subsidiaries of No Name Aircraft is also required to design the international performance appraisal system based on the cultural parameters of the international environment (Schaaper, et al., 2013). The benchmarks and the appraisal system of performance need to be formulated on the basis of unbiased assessment. The management at all the subsidiaries needs to make efforts bridging the gap between the different generations of employees by creating a framework which would not be having organizational hierarchy. The management should include the reward programs which would be based on the performance of the employees both collectively in group as well as individually which would create healthy competition and cooperation among the teams of No name Aircraft. The management would have to incorporate appropriate patterns of incentives for the employees belonging to different generations. However, the management has to consider various cultures while adapting and framing these structures. Various development programs and training sessions need to be undertaken for the expatriates in which the didactic training would be included (Scott, 2016). Various cultural parameters such as the dress code, greeting manner, and other practices and behaviours at the workplace should be included in the training that would be imparted to the expatriates. The management of the aircraft company should also include the experiential training methods in its organization for the expatriates that would include the workshops, seminars and various other practical experiences of various countries in which the company is functional. These training should be conducted before the induction training. Incorporating these strategies and measures into the management of No Name Aircraft would reduce the chances of occurrence of the previous issues again that would not let the company go through the same phases again (Thomas Lazarova, 2013). Recommendation: No Name Aircraft needs to design the performance appraisal system that is based on scores of the various dimensions of culture. Various types of training programs should be designed by No Name Aircraft such as the experiential, interaction, didactic, and sequential training that would assist the different generations that are employed in the aircraft company to receive adequate knowledge and expansion in their visions and objectives in the orientation of the company. Adequate training to the regular and expatriate staffs should be provided in which different aspects and viewpoints of the various cultures of Australia, china, Vietnam and Singapore is included. The performance appraisal programs are to be incorporated by all the subsidiaries of No Name Aircraft to evaluate the performance of on a regular basis to analyse the performance as well as extent to which the employees in all the subsidiaries have adapted and accepted the cultures of all the people working in the Australian, china , Singapore and Vietnam. It would also generate effective feedback from the appraiser which would help in increasing the productivity of the company on the global level. Effective communication tools in order to gain sustainable and effective interaction between employees and expatriates should be employed by the management in order to have an efficient communication flow among the employees. Conclusion: The analysis of the issues as an international human resource management consultant assisted in knowledge regarding various perceptions of the employees in different subsidiaries. the analysis of the issues in the human resource management of No Name Aircraft reflects that the management of the company can formulate better and efficient strategies for the mitigation of cultural differences among the employees and bridge the communication gap that exists between various departments, teams, nonetheless, between the headquarter and subsidiary branches. Through the analysis it various types of understanding regarding cultures and performance appraisal systems that could be designed by No Name Aircraft could be reflected. In order to sustain in the global market, the company needs to realize the importance of all the aspects of the human resource management. References Alder, G.S. and Quist, D.M., 2014. Rethinking love at the office: Antecedents and consequences of coworker evaluations of workplace romances.Human Resource Management,53(3), pp.329-351. Ali, M., Metz, I. and Kulik, C.T., 2015. The impact of workfamily programs on the relationship between gender diversity and performance.Human Resource Management,54(4), pp.553-576. Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.New Perspectives On Human Resource Management op. cit. at, pp.154-166. Arp, F., 2014. Emerging giants, aspiring multinationals, and foreign executives: Leapfrogging, capability building, and competing with developed country multinationals.Human Resource Management,53(6), pp.851-876. Ataullah, A., Le, H. and Sahota, A.S., 2014. Employee Productivity, Employment Growth, and the Cross?Border Acquisitions by Emerging Market Firms.Human Resource Management,53(6), pp.987-1004. Azmi, F.T. and Mushtaq, S., 2015. Role of line managers in human resource management: empirical evidence from India.The International Journal of Human Resource Management,26(5), pp.616-639. Bartram, T. and Dowling, P.J., 2013. An international perspective on human resource management and performance in the health care sector: toward a research agenda. Beltrn?Martn, I. and Roca?Puig, V., 2013. Promoting employee flexibility through HR practices.Human Resource Management,52(5), pp.645-674. Bratton, J. and Gold, J., 2015. Towards critical human resource management education (CHRME): a sociological imagination approach.Work, Employment Society, p.0950017014545266. Camps, J., Oltra, V., Alds?Manzano, J., Buenaventura?Vera, G. and Torres?Carballo, F., 2015. Individual Performance in Turbulent Environments: The Role of Organizational Learning Capability and Employee Flexibility.Human Resource Management. Cross, R., Kae, R., Kilduff, M. and King, Z., 2013. Bridging the gap between research and practice in organizational network analysis: A conversation between Rob Cross and Martin Kilduff.Human Resource Management,52(4), pp.627-644. Dries, N., 2013. Talent management, from phenomenon to theory.Human Resource Management Review,23(4), pp.267-271. Koch, M., Forgues, B. and Monties, V., 2015. The way to the top: Career patterns of fortune 100 CEOS.Human Resource Management. Long, C.S. and Perumal, P., 2014. EXAMINING THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES'TURNOVER INTENTION.International Journal of Business and society,15(1), p.111. Obeidat, B., Al-Sarayrah, S., Tarhini, A., Al-Dmour, R.H., Al-Salti, Z. and Sweis, R., 2016. Cultural influence on strategic human resource management practices: A Jordanian case study.International Business Research,9(10), p.94. Roman, E.R., 2016. Human Resource Management Practices in the Philippines.Philippine Management Review,7(1). Schaaper, J., Amann, B., Jaussaud, J., Nakamura, H. and Mizoguchi, S., 2013. Human resource management in Asian subsidiaries: comparison of French and Japanese MNCs.The International Journal of Human Resource Management,24(7), pp.1454-1470. Scott, E., 2016. Ethics and Human Resource Management. InPracticing Professional Ethics in Economics and Public Policy(pp. 215-221). Springer Netherlands. Thomas, D.C. and Lazarova, M.B., 2013.Essentials of international human resource management: Managing people globally. SAGE Publications. Varma, A., Budhwar, P. and McCusker, C., 2014. The Routledge companion to international human resource management.

The drama continues Essay Example For Students

The drama continues Essay J. B Priestleys purpose of the play is to make people question themselves both the audience and the characters; are we too self-satisfied and wrapped up in are own lives so much so we do not care for others? The characters that question themselves the most and learn their lesson are the younger Birlings, Sheila and Eric. The audience are made to dislike the children at first by Priestley, as they seem very self-satisfied and quite spoilt. At the beginning of the play the family are celebrating Sheilas engagement and Sheila asks her mother to celebrate the news. Yes, go on, mummy. You must drink to our health. Sheila speaks in a posh dialect so the audience get the impression she is spoilt. We will write a custom essay on The drama continues specifically for you for only $16.38 $13.9/page Order now As the drama continues, Priestley manipulates the audience further by getting them to begin to warm to Sheila and Eric as they begin to change and show remorse for the death of Eva. The children start to realise that they were involved in Eva Smiths suicide after being questioned by the police inspector, Inspector Goole, who visits the family during the meal. Sheila starts to learn of her involvement while Mr Birling is set too much in his ways to change and understand that the inspector (Priestley) has a message to teach all the family, for example Sheila says I didnt seem to think it amounted to much but I felt rotten about it at the time. Sheila feels guilty and is deeply upset about the death of Eva, she realises the inspectors message that everybody should look after one another. Priestleys hopes for the future lie with the younger generation, but this optimism is a false interpretation as audiences today still have not learnt this lesson about caring for others as war and people arguing still occur today. An Inspector Calls has a strong theme which makes the audience question themselves. Are we too selfish like the Birling Family? This is why the drama still has a strong appeal to audiences today. Having the audience questioning themselves creates tension and interest meaning the play has been successful in delivering an important message to its listeners. Priestley not only influences the Birling family but he represents the Inspector. When Inspector Goole questions the family about the suicide of the young woman the audience are really hearing Priestleys words. The Inspector is J B Priestley. The playwright gives the Inspector his name for a purpose. Inspector Goole is play on words of ghoul a ghost/spiritual being. By doing this Priestley could be letting the audience know that the Inspector is a ghost, and he is a conscience paying the family a visit to warn the Birlings that if they do not change their ways they will suffer severe consequences. The inspector is the person who tries to teach the Birlings that we must work as a community. He is stern and stays strong, refusing to let Birling intimidate him. I think you remember Eva Smith now, dont you, Mr. Birling. This shows how Priestley wants the inspector to stay in control and make Mr. Birling feel as low as possible so he realises he is partly to blame in the girls suicide. The most important speech through which the audience will understand Priestleys message is delivered by the Inspector telling the family they must change or they will experience difficult times! We dont live alone. We are members of one body. We are responsible for each other. This is the inspector talking but we are really hearing the voice of Priestley. This speech makes the audience think of times when they have had problems and makes them learn this lesson to change to make the world a more peaceful place. Even though the audience have learnt this lesson from the play, selfish and complacent people still exist meaning Priestleys lesson has not been learnt. Sheila learns the Inspectors/Priestleys message showing his view on how the young only learn while as for the old generation, change comes slowly and takes years to understand. It doesnt make any real difference, a girl has died. .u0c59a1fb6f4d3b43beac47233a040f47 , .u0c59a1fb6f4d3b43beac47233a040f47 .postImageUrl , .u0c59a1fb6f4d3b43beac47233a040f47 .centered-text-area { min-height: 80px; position: relative; } .u0c59a1fb6f4d3b43beac47233a040f47 , .u0c59a1fb6f4d3b43beac47233a040f47:hover , .u0c59a1fb6f4d3b43beac47233a040f47:visited , .u0c59a1fb6f4d3b43beac47233a040f47:active { border:0!important; } .u0c59a1fb6f4d3b43beac47233a040f47 .clearfix:after { content: ""; display: table; clear: both; } .u0c59a1fb6f4d3b43beac47233a040f47 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0c59a1fb6f4d3b43beac47233a040f47:active , .u0c59a1fb6f4d3b43beac47233a040f47:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0c59a1fb6f4d3b43beac47233a040f47 .centered-text-area { width: 100%; position: relative ; } .u0c59a1fb6f4d3b43beac47233a040f47 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0c59a1fb6f4d3b43beac47233a040f47 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0c59a1fb6f4d3b43beac47233a040f47 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0c59a1fb6f4d3b43beac47233a040f47:hover .ctaButton { background-color: #34495E!important; } .u0c59a1fb6f4d3b43beac47233a040f47 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0c59a1fb6f4d3b43beac47233a040f47 .u0c59a1fb6f4d3b43beac47233a040f47-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0c59a1fb6f4d3b43beac47233a040f47:after { content: ""; display: block; clear: both; } READ: Are Romeo And Juliet Really In Love EssayThe play was written in 1944 to 1945 just after the Second World War. During this period many people suffered great devastation as homes were destroyed, families were killed and communities were separated. After the war there was great optimism that the world would be more peaceful and that people would learn to stop wars from arising, Priestley was one of those optimistic people. He wrote this play to try to teach his audience this very important message. The play would have been extremely poignant for audiences around 1945 as they would have just experienced this miserable and disastrous war. You may think this play would have had more of an influence on the audiences of 1945 than the audiences of 2002, but war still exists today. For example the September 11th tragedy in New York, where two aeroplanes were purposely flown into the twin tower buildings and thousands of people were killed. This was an act of terrorism and it shows how even though the play has a strong, clear message and is still performed to audiences today we have still not learnt the lesson, people should learn to get along and look out for one another. This is why the play is still relevant today and attracts as many audiences now as the play An Inspector Calls did in the late 1940s. Another method Priestley uses to portray a dramatic thriller which makes the audiences of today enjoy An Inspector Calls is the social setting and historical setting of when Priestley wrote the play. The whole drama is set in one room, the dining room. It is here where the audience become involved deeply in the unfolding thriller and develop relationships with the different characters. We are told that: The dining room is of a fairly large suburban house/it has good solid furniture of the period. By only using one room Priestley does not confuse his audience with different sets and this allows the audience to concentrate more on the characters and the message of the play. The social setting and class boundaries of characters in the play are a very strong influence on the audience. Priestley uses the different social classes to make the audience like and dislike certain characters as some aspire to be of a higher class than they are. The main character in which Priestley uses the social setting is Mr. Birling. The Birling family are a wealthy, middle class family but aspire to be upper class. Mr. Birling tries to use received pronunciation to act of a higher class but sometimes his proper accent comes out By Jingo and Chump The class boundaries are very clearly defined by the way the characters speak, this sets the play 1912. Priestley deliberately uses these words for this purpose, Steady the Buffs and Squiffy. Another part of the play where social class is considered important in 1912 is between Sheila and Gerald who are engaged to be married. The Birlings are of a lower class than the Crofts and it shows just how important social classes are as the Crofts think Sheila is not good enough for Gerald while Mr. Birling thinks she is. Here Priestley shows that Mr. Birling is of a lower class than the Crofts as Mr. Birling refers to Mrs. Croft as Lady Croft. This is suggested that classes are very important. The different social classes interest the audience making An Inspector Calls more entertaining. In An Inspector Calls the playwright J B Priestley also uses a range of theatrical devices to create tension and interest for his audience. One type of stage craft he uses is interruptions. These interruptions could be a phone call or a door bell ring which interrupts a characters speech. This is symbolic. A doorbell rings in the middle of Birlings speech for a reason, But take my word for it, you youngster-and Ive learnt in the good hard school of experience- that a man has to mind his own business and look after himself and his own-and- The doorbell cuts off Mr Birling on purpose. This is a dramatic device Priestley uses to show the audience that what Mr Birling was about to say was false and wrong. This pattern occurs through out the play which the audience come to realise and recognise. This is an extremely good way of keeping the audience interested and understanding the message of the play.