Definition and Examples of the Yes-No Question

https://www.thoughtco.com/inflection-grammar-term-1691168Also known as a  polar interrogative, a  polar question, and a  bipolar question,  a yes-no question is an interrogative construction  (such as, Are you ready?) that expects an answer of either yes or no.  Wh- questions,  on the other hand, can have a number of answers, and potentially more than one correct answer.  In  yes-no  questions, an  auxiliary verb  typically appears  in front of  the  subject—a formation called  subject-auxiliary inversion (SAI).   Three Varieties of Yes-No Questions There are three types of yes-no questions: the inverted question, the inversion with an alternative (which may require more than a simple yes or no  answer),  and the tag question. Are you going? (inversion)Are you staying or going? (inversion with an alternative)Youre going, arent you? (tag) In an inverted question, the subject and the first verb of the verb phrase  are inverted when that verb is either a modal or an auxiliary verb or with the verb be and sometimes have.   She is leaving on Wednesday. (statement)Is she leaving on Wednesday? (question) The question itself may be positive or negative. A positive question appears to be neutral with regard to the expected response—yes or no. A negative question seems to hold out the distinct possibility of a negative response, however, inflection is also a factor that can influence a yes/no response. Are you going? (Yes/No)Arent you going? (No) The Use of Yes-No Questions in Polls and Surveys Yes-no question are often used in surveys to gauge peoples attitudes with regard to specific ideas or beliefs. When enough data is gathered, those conducting the survey will have a measure based on a percentage of the population of how acceptable or unacceptable a proposition is. Here are some typical examples of survey questions: Are you in favor of premarital sex? ___ Yes ___ NoDo you support gun control?  ___ Yes ___ NoShould people be required  to spay/neuter their pets?  ___ Yes ___ NoDo you believe global warming is a hoax?___ Yes ___ NoDo you plan to vote in the next election?___ Yes ___ No Another way to pose yes-no survey questions is in the form of a statement. Women and men can just be friends.  ___ Yes ___ NoGuests are always welcome here.  ___ Yes ___ NoMy mom is the best cook in the world.  ___ Yes ___ NoIve read at least 50 books from the library.  ___ Yes ___ NoI will never eat pizza with pineapple on it.  ___ Yes ___ No Typically, pollsters ask questions that will elicit yes or no answers. Is it necessary to point out that such answers do not give a robust meaning to the phrase public opinion? Were you, for example, to answer No to the question Do you think the drug problem can be reduced by government programs? one would hardly know much of interest or value about your opinion. But allowing you to speak or write at length on the matter would, of course, rule out using statistics.—From Technopoly: The Surrender of Culture to Technology by Neil Postman Examples  of Yes-No Questions Homer: Are you an angel?Moe:  Yes, Homer. All us angels wear Farrah slacks.—The Simpsons Directing a movie is a very overrated job, we all know it. You just have to say yes or no. What else do you do? Nothing. Maestro, should this be red? Yes. Green? No. More extras? Yes. More lipstick? No. Yes. No. Yes. No. Thats directing.—Judi Dench as Liliane La Fleur in Nine Principal McGee: Are you just going to stand there all day?Sonny: No maam. I mean, yes maam. I mean, no maam.Principal McGee: Well, which is it?Sonny: Um, no maam.—Eve Arden and Michael Tucci in Grease Sources​ Wardhaugh, Ronald.Understanding English Grammar: A Linguistic  Approach. Wiley-Blackwell, 2003Evans,  Annabel Ness;  Rooney,  Bryan J.  Methods in Psychological Research, Second Edition. Sage, 2011Postman, Neil. Technopoly: The Surrender of Culture to Technology. Alfred A. Knopf, 1992

Is Macbeth a Tragedy - 2186 Words

A tragedy is often thought of as a sad, pitiful event. The factors used to label an event as tragic are the consequences and the lasting effects. For example, the consequences of one or more deaths can be seen as a tragedy. And tragedies are often remembered long after the event, clearly impacting the future for those involved. Many people interpret events such as a natural disaster, a death of a loved one, or a permanent disability as tragic. However, others say that this definition of a tragedy is incorrect and is misused in modern conversation. The people who think this way use the word tragedy to define literature. The literary definition of the word requires more careful consideration of the character and the overall effect of the†¦show more content†¦He shows this by saying if he had â€Å"died and hour before this chance, [he would have] lived a blessed time† (2.3.103-104). Without a doubt, the play arouses fear and pity in the audience. In addition to arousing pity and fear in the audience, the play calls into question man’s relationship with God. At the start of the play, Macbeth’s relationship with God is good. Macbeth fought nobly and courageously for a good cause, defeating the traitor to the king. Similarly, at the end of the play, Young Siward also fights nobly and dies for a good cause, defeating Macbeth. For this reason, Young Siward is described as â€Å"God’s soldier† (5.8.55). Therefore, Macbeth could also be described as â€Å"God’s soldier† (5.8.55) up until he murders Duncan. As the King of Scotland, Duncan can be viewed as God. By killing Duncan, Macbeth has killed God. As a result, Macbeth has become the opposite of God, the devil. From this point on, Macbeth’s relationship with God is bad. At the scene of the murder, Macbeth could not say â€Å"Amen.† After committing a terrible crime, he â€Å"had most need of blessing, and ‘Amenâ€℠¢ stuck in [his] throat† (2.2.47-48). These events show that Macbeth’s relationship with God is questionable, which is one of the characteristics of a tragedy in literature. Another characteristic of a literary tragedy is that the tragic figure must be capable of great suffering. The tragic figure inShow MoreRelatedThe Tragedy Of Macbeth And Macbeth1510 Words   |  7 Pagesone of the most famous authors in the history of old and modern english texts. While living through the 1500s-1600s, and having very little knowledge of psychological issues, Shakespeare portrayed mental illnesses in Macbeth fairly accurately. The characters in the tragedy of Macbeth show many characteristics and warning signs of mental disorders such as Post Traumatic Stress Disorder (PTSD), schizophrenia and depression. Since there is scarce evidence of medical testing and research with the mindRead MoreMacbeth - Tragedy Essay1351 Words   |  6 Pagesclassical view, tragedy should arouse feelings of pity and fear in the audience. Does Macbeth do this? Tragedy has most definitely influenced the viewers thoughts on Macbeth within this play. In Shakespeares Macbeth, the audience sees a gradual breakdown in the character of Macbeth himself, due to the tragic events that unfold during the play. This has a direct effect on the audiences views and thoughts of Macbeth, thus creating pity and fear within the audience. Macbeth, being a man andRead More Macbeth - Tragedy Essay1224 Words   |  5 Pageshistories to tragedies. Perhaps one of his most famous in the tragedy genre is Macbeth. Though Shakespeare can be considered as a scholar in the sense that he was both a renowned and prolific playwright, look back a few hundred years to find Aristotle, one of the most famous scholars and philosophers of all time. In his treatise titled Poetics, he defends poetry against criticism as well as sets standards for tragedies in quot;The Nature of Tragedy,quot; a section of the Poetics. Is Macbeth fit to beRead MoreAnalysis Of The Tragedy Of Macbeth1 207 Words   |  5 Pages The ‘Tragedy of Macbeth’ (also known as ‘Macbeth’) is a play written by William Shakespeare and it was first performed in 1606. This play presents plenty of themes through the action and dialogue throughout the play. Although the play is universally and most commonly referred to as the dark tragedy presented by Shakespeare. The most common themes that were introduced to the audience tend to be femininity versus masculinity, pride and honor, the role of supernatural, temptation and evil and a lotRead More Macbeth - Tragedy Essay1313 Words   |  6 Pagesthe classical view, tragedy should arouse feelings of pity and fear in the audience. Does Macbeth do this? Tragedy has most definitely influenced the viewer’s thoughts on Macbeth within this play. In Shakespeare’s Macbeth, the audience sees a gradual breakdown in the character of Macbeth himself, due to the tragic events that unfold during the play. This has a direct effect on the audience’s views and thoughts of Macbeth, thus creating pity and fear within the audience. Macbeth, being a man and aRead MoreManhood in The Tragedy of Macbeth1133 Words   |  5 PagesIn Shakespeare’s Macbeth, he uses the theme of manhood to create motives for characters to act like a man. This is seen in many occurrences in Macbeth where characters try to act like men for certain reasons. Characters that apply this action are Macbeth, the first murderer, Macduff, and Young Siward. These actions are seen throughout the play, and play a key role in the development of the performance. Macbeth tells himself to act like a man in the following lines: â€Å"Prithee, peace! / I dare doRead MoreThe Tragedy of Macbeth Essay542 Words   |  3 PagesThe Tragedy of Macbeth, written by William Shakespeare in 1604, portrays women in a variety of strengths. In Elizabethan society, women were considered the ‘weaker sex’ but in many of his plays Shakespeare appears to question this patriarchal society. Shakespeare wrote ‘ Macbeth’ intending to flatter King James I, the ruler in this era. James I had very strong opinions regarding women and, particularly, witches. He saw Women as inferior and expected them to be housewives and mothers. ShakespeareRead MoreThe Tragedy Of Macbeth By William Shakespeare1205 Words   |  5 PagesThe first tragic story created in ancient Greece. Tragedies were written as a form of catharsis or purgation of emotions. In these types of plays, the audience finds characters in which they can relate to which is a tragic hero. T he tragic hero creates his own failures based upon their own actions and produces a detrimental fate for himself. The process of the protagonist’s fall is based upon the tragic structure. The structure of a tragedy consists of the exposition, exciting force, hamartia, theRead MoreThe Tragedy Of Macbeth By William Shakespeare1052 Words   |  5 PagesEnglish II 2 October, 2015 â€Å"Tragedy† of Macbeth Macbeth, a play written by one of the most influential English writers of all time William Shakespeare. It was created to be a Shakespearean tragedy. A tragedy as Aristotle defines it as: â€Å"Tragedy, then, is an imitation of an action that is serious, complete, and of a certain magnitude †¦. through pity and fear effecting the proper purgation of these emotions† (Aristotle: Poetics). What this is saying for a tragedy is that it should have the audienceRead MoreAristotelian Tragedy Macbeth Essays611 Words   |  3 PagesAristotelian Tragedy: Macbeth Aristotle is known widely for developing his ideas on tragedy. He recorded these ideas in his Poetics in which he comments on the plot, purpose, and effect that a true tragedy must have. The structure of these tragedies has been an example for many writers including Shakespeare himself. Many of Shakespeare’s plays follow Aristotelian ideas of tragedy, for instance Macbeth does a decent job in shadowing Aristotle’s model. Aristotle describes one of the most important

The Importance of Leadership in the Organizatio Free Essays

In every organization, whether small or large-scale, there is an unambiguous need for a leader. This leader is usually the owner or manager of the business but in some instances may also be an employee who possesses the ability to influence the actions of his or her co-workers. Effective leadership generally makes for a successful business organization. We will write a custom essay sample on The Importance of Leadership in the Organizatio or any similar topic only for you Order Now Conversely, the absence of, or ineffective use of leadership can have dire consequences on the organization for without leadership, organizations may move too slowly, stagnate, or lose their way. Leadership is defined as â€Å"the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement† (Stogdill, 1950, p. 3). Hogan et al (1994) posit that leadership is persuasion not domination, and so true leadership only occurs when others willingly adopt the goals of a group as their own. In a group setting, the individuals who make up the group all have different experiences, values, beliefs and needs. As such, they all have unique views of the world and will support differing ideas. The role of the leader in these instances is to point the individuals of the group in the same direction and harness their efforts jointly. The leader must ensure that each member of the group has an equal opportunity to express their thoughts and ideas. Therefore, a successful and effective leader must be patient and open-minded. If employees perceive that the leader is being unfair or biased, conflict will arise as they (the employees) react to the perceived injustices. It is important to note that the positions of manager and leader are entirely different. Leaders develop visions and drive changes while managers monitor progress and solve problems (Zalenik, 1977). However, sound leadership is a key skill which all managers should possess. A manager can not effectively perform his duties without the ability to lead the individuals in the organization. A leader must be someone respected and looked up to by those in the organization. Thus, the employees will freely follow the path charted by the leader in order to achieve organizational goals. Moreover, a well-liked leader usually means that employees are satisfied with their job environment and are therefore more motivated and determined to see a task or project through to the end. Employees who feel appreciated in the organization usually display a higher quality of work and also higher levels of productivity are also associated with workers who favour their leader. On the other hand, ineffective leadership can result in reduced motivation and dissatisfaction of employees. Unclearly defined goals and an unsatisfactory work environment, symptoms of improper leadership result in frustrated workers which will eventually result in workers exiting the workplace or neglecting their duties. As a result the output efficiency of the organization suffers and its yield will decline. How to cite The Importance of Leadership in the Organizatio, Essay examples

Diversity in the Workplace

Question: Whyhasdiversityintheworkplacebeengivensomuchattentionlately? Answer: Introduction Diversity in places of work encompasses racial, sexual and religious differences by the employees of an organization. Moreover, a diverse organization should have people of different age groups, disabled workers, people whose lifestyles differ and even those with different physical traits (Fassinger, 2008). Initially, several organizations did not see the need to have a diverse human resource. Most only employed people from various backgrounds so that they may seem equitable( Rice, 2015). Interestingly, it has been discovered that a diverse human resource is more beneficial than a nearly homogenous one. As a result, several corporations give a lot of attention to this area. A diverse workplace can be described as a mosaic, meaning that individuals within that environment retain their individuality as they contribute to the goals of the organization (Canas, and Sondak, 2013). A look at some of the advantages of such working places can give us insights on how why most organizations are keen on having a diverse workforce. Discussion Organizations that are keen to adapt to fluctuations in the markets have to ensure that their workers are from different backgrounds. This is because the employees bring a variety of solutions to a particular problem (Barak,2016). The ideas generated by the employees during sourcing, allocation of resources, or while in service are from several perspectives meaning that the best solution to the problem will be found. Besides, the ideas generated most of the time target particular groups in the market who are well known by a given section of the employees (Barak,2016). The change in the consumer tastes hence can be noticed very fast and the appropriate action taken so that the grip on the market is not lost. As a result, it is a good idea to make sure there are people from different places in an organization. There is also better service provision, meaning that companies having a diverse human resource tend to have more satisfied customers. This has also contributed to the keenness of businesses on the issue of diversity (Herring,2009). A client who is able to, for example, relate to an individual in the organization or feel that he or she has something in common with a person within the organization will trust it. He or she might feel free to consult those they feel linked to for any clarification or advice in case the need arises (Roberge and van Dick,2010). They, as a result, get satisfied by the devices of the organization and may even influence others to transact with the organization. People from different groups do not share a similar organizational culture. Hence, they define their experiences within their set of cultural systems. The various groups present in a diverse organization identify or define their experience uniquely (Pitts, and Recascino Wise, 2010). Most of the time, females hold lower positions and thus view the organization from a perspective different from their male counterparts at the top who are usually more salaried (Nishii, 2013). In addition, other minorities in any organization interpret occurrences differently from the majority. As a result, they tend to execute they perform better since some problems may be opportunities to other groups. Moreover, those from the minority may are able to perform their duties better due to the cohesion and understanding between themselves. This results in companies that produce faster. Diversity also makes companies find talented or gifted people very easily. Sometimes there may be a need for certain skills such as mathematical ability or analytical competencies in an organization. The identification of individuals with the skills required would require the organization to search far and wide, and at times train those whom they find to meet their objective. This would be time-consuming and costly. A diverse organization raises the chances of having uniquely gifted individuals. Moreover, they are easy to identify when they work for the organization. Managers will only need to make inquiries about the background of the people whom they suspect of being gifted in certain fields based on the traits of the people from their country or background. If for example he or she comes from a region where most of the population are astute business persons it would be safe to assume that due to the influence of others the person in question is probably good in that sector. Hence , companies need a diverse workforce. The amount of revenue that organizations receive as a result of having employees from different backgrounds is also higher than those from homogeneous organizations. This is the reason why several companies, notably Solectron, based in the Silicon Valley are keen on implementing and improving diversity programs. The revenues of the firm at some point tripled after it launched a cultural awareness program for its employees, making them win the Baldridge Prize. The success of the company can be attributed to the efficiency of the different groups that work for the organization (Brown, 2007). Another company that managed to increase its revenue significantly is Voice Processing Corp, which has people from different countries. The marketing of their product has been successful because of the number of markets that they are able to penetrate as a result of a workforce composed of people from different nationalities. This proves that diversity increases access to markets, and has the poten tial of making company operations global. Consequently, several companies are now keen on making their human resource as diverse as possible. Another reason why companies are keen to embrace diversity is that of the lower cost of labor in a diverse organization. This scenario is evident in countries that accept a lot of immigrants every year. Most of these people move to their new localities with the aim of finding greener pastures, meaning that they can settle for less when it comes to the wages they receive. Natives on the other hand, due to the presence of institutions such as labor unions rarely accept low payment. Hiring for the purpose of cheaper skilled labor may be seen as manipulation by some people, even though it is a clever business strategy. However, countries that have organizations whose workforce demand too much money as salary are keen on diversifying so that they may make a good profit. Diversity Challenges and opportunities Workplaces consisting of people from different ethnic groups, age gaps, lifestyles or gender, do are also faced with some challenges because of the differences in beliefs, cultures or values of their workforce. These challenges may translate to poor relationships or seclusion of some groups within the organization. Communication between different groups in such a company may be difficult. There may be language barriers in such environments. Moreover, differences in accents can make the employees fail to understand one another within a short time hence making them fail to meet some objectives of the organization (Harvey and Allard, 2015). Besides, there are chances that failure to communicate effectively can lead to frustrations and thus strained relationships between the workers. The minority groups may also feel alienated when have to clarify themselves continually. It is hence important for organizations to ensure that they develop ways of avoiding problems in communication as a result of differences in the nationalities of their workers. Resistance to change is another issue that can face such organizations. There is always some level of competition between employees from different groups. When they manage to meet an objective successfully, chances are that they will try as much as possible to maintain their position as a successful lot. This would translate to rigidity. Other groups fail to adapt to new practices because they may feel that such changes would compromise their beliefs or culture (Jackson and Joshi, 2011). Failure to change would result in stagnation in specific departments. In addition, adapting to new market demands for the organization would be a bit difficult when a group chooses to remain rigid. Hence, managers need to be keen when dealing with people from diverse backgrounds. The management may also be faced with difficulty when trying to implement policies that encourage diversity. There may be discord between the majority and minority groups when they feel that minority are granted more freedom ( Ozbilgin and Tatli, 2008). Accommodation of different cultural values may take a lot of time as the management tries to find ways of not making some section of the human resource not feel that they are being sidelined. During the implementation of the developed policies, there are chances that some people may even quit working for these organizations because of suspicion that their working conditions may deteriorate as a result of the inclusion of people that they do not like. There is always prejudice or misplaced belief about people from various backgrounds meaning that policies that favor them can be viewed as a betrayal by other workers. Hence managers need to make sure that the policies that they intend to use for the purpose of creating an inclusive workf orce are carefully evaluated and in case they may cause discord, they need to be modified. Generation gap may also cause problems in organizations that have embraced diversity. Chances are that, due to the differences in the perspectives of these people, they may fail to work in unison. Moreover, their views may differ on several issues resulting in friction between them (Kapoor and Solomon, 2011). Cliques may be triggered thereby making teamwork difficult to achieve. Teenagers and young adults may also fail to understand their older counterparts or behave in ways that are considered inappropriate when they interact with themselves. (Jackson, and Joshi, 2011) Besides, the younger workers may consider their older counterparts as being backward at times or even have the notion that they are better suited for working for the organization due to their knowledge or ability to use the latest technology. Hence, managers need to make sure that there is no discord between people who belong to different generations. Organizations that have not implemented diversity programs need to do so because it is a powerful tool not only for increasing the production of the firms but also portraying the business as a friendly, inclusive corporation (Trompenaars and Hampden-Turner,2011). Several diversity programs serve to prevent harassment of specific groups such as women and those from other nations. A good reputation makes it easy gain global access to the markets. Managers also need to train on diversity management if they are to realize the benefits of having a workforce composed of different people (Wales, Gorman, and Hope, 2010). To sum up, diversity also brings the opportunity of accessing cheap labor since people from other nations or even gender tend not to demand high wages compared to the locals and the majority. As a result, organizations that feel their operation costs are high as a consequence of the wages spent on payment of their workers can turn to diversity as a way of making things bette r. Conclusion To sum up, when the benefits and challenges as a result of diversity are compared it is evident that firms need to have people from different backgrounds. It is also prudent for managers to try and foster equality in the workplace. Areas that are overlooked when promoting equality and diversity such as gender balance need to be keenly addressed. When organization take diversity seriously, chances are that they will prosper. Most organizations are of late keen on embracing diversity because they have realized that there are a lot of benefits that result from having a workforce which consists of people from different backgrounds, ethnicities or even races. They have discovered that productivity is increased when the workforce is not homogenous as initially assumed by most companies. Moreover, they are able to expand their market by opening branches in the countries that those who work for the organizations belong to. In addition, the companies tend to have more satisfied customers mean ing that their growth is inevitable since customers tend to recommend such places to friends or family. Diversifying the human resource in an organization also has some challenges. These include the resistance to change, or adapt by sections of the workers. Besides, it is also difficult to implement policies that promote equality among the workers. In addition, generation gap and prejudice can cause communication problems between the workers. However, companies need to make an attempt of being diverse. References Barak, M.E.M., 2016.Managing Diversity: Toward a Globally Inclusive workplace. Sage Publications. Brown, M.G., 2007.The pocket guide to the Baldrige award criteria. CRC Press. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Dychtwald, K., Erickson, T.J., and Morison, R., 2013.Workforce Crisis: How to Beat the coming shortage of skills and talent. Harvard Business Press. Fassinger, R.E., 2008. Workplace diversity and public policy: Challenges and opportunities for psychology.American Psychologist,63(4), p.252. Harvey, C.P., and Allard, M., 2015.Understanding and managing diversity. Pearson. Herring, C., 2009. Does diversity pay?: Race, gender, and the business case for diversity.American Sociological Review,74(2), pp.208-224. Jackson, S.E. and Joshi, A., 2011. Work team diversity. Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the workplace.Worldwide Hospitality and Tourism Themes,3(4), pp.308-318. Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups.Academy of Management Journal,56(6), pp.1754-1774. Ozbilgin, M. and Tatli, A., 2008.Global diversity management: An evidence-based approach. Palgrave Macmillan. Pitts, D.W. and Recascino Wise, L., 2010. Workforce diversity in the new Millennium: Prospects for research.Review of public personnel administration,30(1), pp.44-69. Rice, M.F., 2015.Diversity and public administration. ME Sharpe. Roberge, M.E., and Van Dick, R., 2010. Recognizing the benefits of diversity: When and how does diversity increase group performance?.Human Resource Management Review,20(4), pp.295-308. Trompenaars, F. and Hampden-Turner, C., 2011.Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing. Wales, A., Gorman, M., and Hope, D., 2010.Big Business, Big Responsibilities: From Villains to Visionaries: How Companies are Tackling the World's Greatest Challenges. Palgrave Macmillan.