Effective Rhetorical Strategies of Repetition

Care to know how to bore your readers to tears? Repeat yourself. Carelessly, excessively, needlessly, endlessly, repeat yourself. (That tedious strategy is called battology.) Would you like to know how to keep your readers interested? Repeat yourself. Imaginatively, forcefully, thoughtfully, amusingly, repeat yourself. Needless repetition is deadly—no two ways about it. Its the kind of clutter that can put to sleep a circus full of hyperactive children. But not all repetition is bad. Used strategically, repetition can wake our readers up and help them to focus on a key idea—or, at times, even raise a smile. When it came to practicing effective strategies of repetition, rhetoricians in ancient Greece and Rome had a big bag full of tricks, each with a fancy name. Many of these devices appear in our Grammar Rhetoric Glossary. Here are seven common strategies—with some fairly up-to-date examples. Anaphora (pronounced ah-NAF-oh-rah)Repetition of the same word or phrase at the beginning of successive clauses or verses.This memorable device appears most famously throughout Dr. Kings I Have a Dream speech. Early in World War II, Winston Churchill relied on anaphora to inspire the British people: We shall go on to the end, we shall fight in France, we shall fight on the seas and oceans, we shall fight with growing confidence and growing strength in the air, we shall defend our Island, whatever the cost may be, we shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills; we shall never surrender. Commoratio (pronounced ko mo RAHT see oh)Repetition of an idea several times in different words.If youre a fan of Monty Pythons Flying Circus, you probably recall how John Cleese used commoratio beyond the point of absurdity in the Dead Parrot Sketch: Hes passed on! This parrot is no more! He has ceased to be! Hes expired and gone to meet his maker! Hes a stiff! Bereft of life, he rests in peace! If you hadnt nailed him to the perch hed be pushing up the daisies! His metabolic processes are now history! Hes off the twig! Hes kicked the bucket, hes shuffled off his mortal coil, run down the curtain and joined the bleedin choir invisible! THIS IS AN EX-PARROT! Diacope (pronounced dee-AK-o-pee)Repetition that is broken up by one or more intervening words.Shel Silverstein used diacope in a delightfully dreadful childrens poem called, naturally, Dreadful: Someone ate the baby,Its rather sad to say.Someone ate the babySo she wont be out to play.Well never hear her whiny cryOr have to feel if she is dry.Well never hear her asking, Why?Someone ate the baby. Epimone (pronounced eh-PIM-o-nee)Frequent repetition of a phrase or question; dwelling on a point.One of the best-known examples of epimone is Travis Bickles self-interrogation in the film Taxi Driver (1976): You talkin to me? You talkin to me? You talkin to me? Then who the hell else are you talking . . . you talking to me? Well, Im the only one here. Who . . . do you think youre talking to? Oh yeah? Okay. Epiphora (pronounced ep-i-FOR-ah)Repetition of a word or phrase at the end of several clauses.A week after Hurricane Katrina devastated the Gulf Coast late in the summer of 2005, the president of Jefferson Parish, Aaron Broussard, employed epiphora in an emotional interview with CBS News: Take whatever idiot they have at the top of whatever agency and give me a better idiot. Give me a caring idiot. Give me a sensitive idiot. Just don’t give me the same idiot. Epizeuxis (pronounced ep-uh-ZOOX-sis)Repetition of a word for emphasis (usually with no words in between).This device appears often in song lyrics, as in these opening lines from Ani DiFrancos Back, Back, Back: Back back back in the back of your mindare you learning an angry language,tell me boy boy boy are you tending to your joyor are you just letting it vanquish?Back back back in the dark of your mindwhere the eyes of your demons are gleamingare you mad mad madabout the life you never hadeven when you are dreaming?( from the album To the Teeth , 1999) Polyptoton (pronounced, po-LIP-ti-tun)Repetition of words derived from the same root but with different endings. The poet Robert Frost employed polyptoton in a memorable definition. Love, he wrote, is an irresistible desire to be irresistibly desired. So, if you simply want to bore your readers, go right ahead and repeat yourself needlessly. But if, instead, you want to write something memorable, to inspire your readers or perhaps entertain them, well then, repeat yourself—imaginatively, forcefully, thoughtfully, and strategically.

The Impact Of Transformational Leadership On Employee...

Definition: James Macgregor Burns, the man who first introduced the idea of Transformational leadership defined it as follows, â€Å"leaders and followers help each other to advance to a higher level of morale and motivation.† Burns, J. M. (1978). Leadership. New York: Harper Row. Summary: The author of this article is Bacha, Eliane she is a well-respected professor of HRM OB at SKEMA business school. This article is entitled, â€Å"The relationship between transformational leadership, task performance and job characteristics† (Burns, 1978) and is published in, â€Å"The Journal of Management Development.† This article is a study of 100 French employees, on the relationship between; task performance, transformational leadership, and perceived job characteristics. The purpose of this article is to show the positive impact that transformational leadership can have on employee task performance and their core job characteristics. The article states that the theory of transformational leadership has four primary leader behaviors. These four behaviors are as follows; individualized consideration, intellectual stimulation, inspirational motivation, and the most important of the four, idealized influence. Throughout the articles analysis of other literary works, which prove the fact that transformational leadership has a positive impact on employee work performance. The article then begins on its own study, taking 100 French; large, medium, and small companies as their group of participants.Show MoreRelatedEffective Managerial Skills For A Company s Overall Success Essay1064 Words   |  5 PagesProper managerial skills give us the opportunity to lead, supervise, mentor and motivate those around us. â€Å"According to Gallup research, only 28% of U.S. employees are engaged, or are actively pursuing top performance on behalf of their organizations† (Michelman, 2008). 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Ethics Hw Week 6 Free Essays

string(58) " not report the harassment and suffered no tangible loss\." ETHICS HW WEEK 6 ————————————————- 1. | Question:| Teddy’s Supplies’ CEO has asked you to advise him on the facts of the case, and your opinion of their potential liability. Write a memo to him which states your view of whether the company is exposed to liability on all issues you feel are in play. We will write a custom essay sample on Ethics Hw Week 6 or any similar topic only for you Order Now Include in your memo any laws which apply and any precedential cases either for or against Teddy’s case which impact liability. Include your opinion of the â€Å"worst case† of damages the company may have to pay to Virginia.   | Your Answer:| Memo to CEO: Your company is in fact in liability for negligence in protecting the best interest of your employee, Pollard. Even though she participated in many of the sexual harassment situations your upper management did anything to stop or report any of the activities they were aware of. The people put n charge failed the company and Ms Pollard by not being responsible and assuming just as much responsibility as she had in the situation. Per the EEO guidelines: An employer is always responsible for harassment by a supervisor that culminated in a tangible employment action. If the harassment did not lead to a tangible employment action, the employer is liable unless it proves that: 1) it exercised reasonable care to prevent and promptly correct any harassment; and 2) the employee unreasonably failed to complain to management or to avoid harm otherwise An individual qualifies as an employee’s â€Å"supervisor† if the individual has the authority to recommend tangible employment decisions affecting the employee or if the individual has the authority to direct the employee’s daily work activities. A â€Å"tangible employment action† means a significant change in employment status. Examples include hiring, firing, promotion, demotion, undesirable reassignment, a decision causing a significant change in benefits, compensation decisions, and work assignment Employers should establish, distribute to all employees, and enforce a policy prohibiting harassment and setting out a procedure for making complaints. In most cases, the policy and procedure should be in writing. Small businesses may be able to discharge their responsibility to prevent and correct harassment through less formal means. For example, if a business is sufficiently small that the owner maintains regular contact with all employees, the owner can tell the employees at staff meetings that harassment is prohibited, that employees should report such conduct promptly, and that a complaint can be brought â€Å"straight to the top. † If the business conducts a prompt, thorough, and impartial investigation of any complaint that arises and undertakes swift and appropriate corrective action, it will have fulfilled its responsibility to â€Å"effectively prevent and correct harassment http://www. eoc. gov/policy/docs/harassment-facts. html By violating al of the above content we would recommend that Virginia be awarded damages for back pay, a psychological evaluation, a percentage of stocks/shares in the company for future earnings and action disciplinary to be taken against all parties involved| | | Points Received:| 25 of 30 | | Comments:| How did the management fail her? | 2. | Question:| The NJ Human R ights commission found that Pollard was the victim of Sexual Harassment and disparate treatment. Please answer these questions:   a. Provide the most current definition of â€Å"sexual harassment,† including a definition of quid pro quo and hostile environment sexual harassment. Name an appellate  court case where an employer was found liable for either quid pro quo or hostile environment sexual harassment. Describe the facts of the case, and the decision the court came to in the case. Include the citation to the case and a link to it online. Would the case apply to Pollard’s case? Why or why not? Would you want to use this case in Teddy’s favor or Pollard’s favor? (10 points)b. Explain which form of sexual harassment that you suspect NJ Human Rights commission found Virginia had been a victim of and why you feel that is the case. Provide law or a case to support your position. If you feel Pollard was not a victim of harassment in this case, explain why you feel that way, and provide law or a case to support your position;  Ã‚  (10 points)c. Explain what defenses to sexual harassment Teddy’s had in this case (Include the name and citation of  at least two  federal or state sexual harassment case(s) which provide precedential support to your defense statement. (10 points. )d. What is disparate treatment and why do you think the Human Rights commission found it had occurred? Do you agree with this decision? (10 points. )  |   | Your Answer:| A. The legal definition of sexual harrassment is a form of sex discrimination. The legal definition of sexual harassment is â€Å"unwelcome verbal, visual, or physical conduct of a sexual nature that is s evere or pervasive and affects working conditions or creates a hostile work environment. Quid pro quo, a Latin term meaning â€Å"this for that,† occurs when your boss offers you benefits, or threatens to change your working conditions, based on your response to his demands for sexual favors. â€Å"I’ll give you a raise if you go out with me†¦. † or â€Å"I’ll demote you if you don’t have sex with me† are examples of â€Å"quid pro quo† harassment. Hostile environment harassment occurs when physical, verbal, or visual sexual harassment is severe or pervasive enough to create a hostile or abusive work environment. This type of harassment does not require a loss or threat of loss of your job, or the promise of benefits. Comments about your body, sexual remarks, pornographic pictures displayed at the workplace, and touching and grabbing may all create a hostile work environment. In addition, the conduct must be unwelcome to you. If you like, want, or welcome the conduct, then you are not being sexually harassed. And if the conduct does not relate to your sex or have sexual references, it’s not sexual harassment. 1998 the Supreme Court decided in Ellerth v. Burlington Industries, No. 7-569 and Faragher v. City of Boca Raton, No. 97-282 that companies may be held vicariously liable if supervisors sexually harass workers even if the employees do not report the harassment and suffered no tangible loss. You read "Ethics Hw Week 6" in category "Papers" By making employers liable for supervisors’ sexual harassment encourages an employer, as no other regime does, to exercise the greatest p ossible care in screening prospective managers and in training, supervising and monitoring supervisory personnel. It gives employers an incentive to put effective policies and training programs in place. In fact, 54% of Fortune 500 employers admitted in one survey that fears of legal exposure prompted them to establish company policies against harassment. And experience has shown these policies and programs work. Companies that have implemented sexual harassment training programs have reported reduced numbers of claims that develop into lawsuits. http://www. hr-guide. com/data/A07202. htm yes this case would apply to pollards case because in this case too the sexual harassment was not being reported. The companies were too held liable for what was going on with their employers. B. I think they used the basic form of sexual haraasment in th eworkplcae because the boss did not threaten her with sexual advances but condonednthe mistreatment the other male employees had put on her. Even though she did not properly report the abuse I do feel that she was a victim because she encountered several incidents where her right swere violated. C. On June 26th, the U. S. Supreme Court decided the following two cases: Burlington Industries v. Ellerth Facts—The employee, Kimberly Ellerth, worked for Burlington Industries from March 1993-May 1994, as a salesperson in one of Burlington’s divisions in Chicago, Ill. During her employment, she claims she was subjected to constant sexual harassment by her supervisor, Ted Slowik. Slowik was a mid-level manager. Burlington has eight divisions, employing more than 22,000 people in 50 plants around the U. S. Slowick was a vice president in one of five business units within one of the divisions. He had authority to make hiring and promotion decisions subject to the approval of his supervisor, who signed the paperwork. Slowik was not Ellerth’s immediate supervisor. Ellerth worked in a two-person office in Chicago, and she answered to her colleague, who in turn answered to Slowik in New York. ttp://www. lkorn-law. com/articles/relevent/supreme_decides_sex_har. htm Faragher v. City of Boca Raton, and Burlington Industries Inc. v. Ellerth, the Supreme Court basically stated that the employer is responsible for the actions of the supervisor, even when the employer is unaware of the supervisor’s behavior. An employer can no longer claim that th ey did not know about the sexual harassment because the employee did not inform them, nor can they claim that they were unaware of the supervisor’s behavior. Out of the two cases listed above the first one is relevant to the case because even though she was disciplined for cell phone usage she was still sent to another area to be subjected to further humiliation by her male co-workers. The second case states where even though the Pollard did not reprt the abuse the supervisor was well aware of what was going on. D. Intentional discriminatory dealing with individuals having a disability or belonging to a particular group based on their age, ethnicity, race, or sex. The Human Rights commssion saw that Pollard was discriminated on due to her sex. Yes I fully agree with their decision. She should be awarded for all damages and future earnings. I would not want that particular job back but one in another area with maybe the same company. Read more: http://www. businessdictionary. com/definition/disparate-treatment. html#ixzz17DKebnxM | | | Points Received:| 40 of 40 | | Comments:| Great that you answered all parts of the question! Also I like that you used the case in which the cell phone discipline took place while it was determined that harassment occurred. This shows that 2 wrongs do not make a right! | 3. Question:| The CEO asks you to review the sexual harassment policy currently in place, which Virginia signed. He wants you to provide him with suggestions for change to it. Review the policy and give three recommendations for changes, enhancements and ideas for making the policy stronger. Include your reasons for these suggestions. If you find information online for making these changes, include citations and/or links to t hat information. Explain how your suggestions may have protected Teddy’s in this case. Support these recommendations with current case law.   | Your Answer:| The contract signed by Virginia was vague. It also states that there will be a warning. She was terminated immediately. My suggestion would be to go further by having the employees attend sexual harassment training. They should also offer some type of support for their employees who think they are experiencing it or actually experiencing it. They should also make the supervisors and all employees aware of their no tolerance policy. â€Å"An employer should correct harassment that is clearly unwelcome regardless of whether a complaint is filed. For example, if there is graffiti in the workplace containing racial or sexual epithets, management should not wait for a complaint before erasing it. An employer should ensure that its supervisors and managers understand their responsibilities under the organization’s anti-harassment policy and complaint procedures. An employer should screen applicants for supervisory jobs to see if they have a history of engaging in harassment. If so, and the employer hires such a candidate, it must take steps to monitor actions taken by that individual in order to prevent harassment†. An employer should keep records of harassment complaints and check those records when a complaint of harassment is made to reveal any patterns of harassment by the same individuals. http://www. eeoc. gov/policy/docs/harassment-facts. html| | | Points Received:| 18 of 20 | | Comments:| How should the employer â€Å"support † employees? | 4. | Question:| How would Pollard’s case be impacted if her replacement had been a female? Would her case be different? Would her damages be different? Explain your answer.   | Your Answer:| Had Pollard been replaced by a female it would make her case weaker stating that it was her and her character in that position that caused the men to react the way that they did towards her. Replacing her with another male shows guilt on the companies side. Had they not been aware of the situation at hand or been doing something to avoid it, it wouldn’t have made a difference if they would have hired another female. Her case would have been different because had they hired another female would have shown them being less guilty of any of the accusations against them. ecause they did hire a male, made them look more cautious or even suspicious. I don’t know for sure if her damages would have been different but her case would have been. she was awarded damages on the jury thinking she was fired unlawfully. | | | Points Received:| 5 of 10 | | Comments:| Why do we blame the woman? The employer has a duty to protect its employees from harassment – that means the men MUST be required to abstain from harassment – not just work with all men. | Bottom of Form How to cite Ethics Hw Week 6, Papers

Microbiology for Developing the Culture and Storing

Question: Discuss about a man with a surgical wound after a prosthetic hip placement? Answer: Introduction Appropriate lab practices can save lives and improve the quality of life (Hakim et al., 2014). In this case, if appropriate collection, safety and culture conditions were maintained then the patient would not have suffered repeated bouts of pain. This report discusses the optimal practices in the lab which can help maintain the safekeeping standards. Specimen collection protocol The specimen collection protocol should be followed, the type of specimen should be recognized, after collection the specimen should be transported in the appropriate container. In the hospital, the collection environment should be maintained (Crouch, 2014). In this case, the joint aspirate examination was performed with caution which revealed cloudy synovial fluid. Laboratory safety Personal and professional levels of lab safety should be maintained in the lab to ensure that every sample that comes in for testing is tested properly, no contaminant is mixed in the process, and the person performing the test is not affected by the infection. In the case discussed, high blood pressure, blister on the wound and cloudy synovial fluid reveals that either a persistent infection is there or injury has not healed properly. Culture Condition The quality of the culture should be maintained to ensure accurate results. Environmental factors have to be considered while developing the culture and storing the culture. Causative Agents Infections can be caused due to a number of microorganisms. In this case, bacterial infection was not found in the gram staining report, but the presence of blisters on the wound indicates that there was some unidentified infectious agent at work. The continued pain and tenderness of the surgical wound may indicate infection or unhealed wound. Pathogenesis The infection can spread from the operating theater or the home environment of the patient in case of infection after surgery. The infection can get transferred from the apparatus, clothes or bodies of individuals through tears, cuts, and wounds. Treatment The infections can be treated by surgical and non-surgical techniques. The mode of treatment depends on the severity of the infection, the effect of the infection and the expected result. Prevention Preventative measures are taken to ensure that surgical wounds are kept away from infections. The wound is kept clean and protected at all times. Conclusion Disease control and prevention is not an easy job. More importantly, infections after surgery should be avoided or treated properly. References Crouch, R. D. (2014, August). Reinforcing safety in the lab through a sequence of activities in the first four semesters of the chemistry curriculum. InABSTRACTS OF PAPERS OF THE AMERICAN CHEMICAL SOCIETY(Vol. 248). 1155 16TH ST, NW, WASHINGTON, DC 20036 USA: AMER CHEMICAL SOC. Hakim, J., Matenga, J., Borok, M., Mandinger, N., Ndemera, B., Taziwa, A. (2014). SIDE LAB MANUAL.