Everything You Need to Know about the Stone Barrington Books

The 36th Stone Barrington novel by Stuart Woods, Scandalous Behavior, debuted at #1 on the bestseller lists, as usual. Thirty-six novels featuring one character is a lot, although it’s not a record—there are examples of books series that span hundreds of books, although most of those feature a mixture of authors. Still, when a series featuring a single character gets to be that long, the author is obviously doing something right, and that kind of success naturally makes a book-hungry person wonder if it could be a rich vein for them to mine when their usual supply of novels runs dry—but on the other hand, thirty-six novels (with the thirty-seventh due out later this year) can be a bit intimidating. So here’s what you need to know about the Stone Barrington novels. Character Sketch So, is Stone Barrington a guy you want to spend a lot of time with? Here’s what you need to know: His parents were both born to wealthy families, but were both disinherited because they refused to conform to familial expectations, a strain of rebelliousness that Stone himself inherited. He grew up in New York and attended public schools and graduated with a law degree, but after a ride-along in a police car decided to join the NYPD. In New York Dead he’s at the tail-end of his career as a Lt. Detective, rehabbing an injury and at odds with his superiors; in the middle of that story he’s forced out of the force and takes the Bar Exam to become a lawyer, and is hired by a tony law firm to be â€Å"of counsel.† Basically, the firm uses Stone to handle cases they don’t want sullying their reputation, and the work slowly makes Barrington a pretty wealthy guy—which is good, because he already had some very expensive tastes. You can’t help but see Woods in Barrington; much of Barrington’s jet-setting lifestyle seems like a slightly exaggerated version of Woods’ own life, from the pilot’s license to the knowledge of wines and food (Woods once wrote a very successful guide to restaurants and hotels in England and Ireland). Barrington travels the world, can handle himself in almost any situation, has a very active love life, and is a lot of fun to spend time with. His dislike of authority and his sense of humor are ideal for a character who is always sticking his intelligent nose where it’s not wanted. By the way, if you think Stone Barrington is a pretty silly name, you’re not alone: Woods’ editors reportedly tried very hard to convince him to change it. In Order The Stone Barrington books include, in publication order: New York Dead (1991)Dirt (1996)Dead in the Water (1997)Swimming to Catalina (1998)Worst Fears Realized (1999)L.A. Dead (2000)Cold Paradise (2001)The Short Forever (2002)Dirty Work (2003)Reckless Abandon (2004)Two Dollar Bill (2005)Dark Harbor (2006)Fresh Disasters (2007)Shoot Him If He Runs (2007)Hot Mahogany (2008)Loitering With Intent (2009)Kisser (2010)Lucid Intervals (2010)Strategic Moves (2011)Bel-Air Dead (2011)Son of Stone (2011)D.C. Dead (2011)Unnatural Acts (2012)Severe Clear (2012)Collateral Damage (2013)Unintended Consequences (2013)Doing Hard Time (2013)Standup Guy (2014)Carnal Curiosity (2014)Cut and Thrust (2014)Paris Match (2014)Insatiable Appetites (2015)Hot Pursuit (2015)Naked Greed (2015)Foreign Affairs (2015)Scandalous Behavior (2016)Family Jewels (T/K 2016) A few quick take-aways here: Through 2010 Woods had written 18 Stone Barrington Novels in 13 years, which is a brisk but not unusual pace; beginning in 2011 he published 19 more in just six years, with as many as four new Barrington novels hitting the shelves in a single year. According to interviews with Woods, he’s not only writing all of these books himself (unlike certain other ‛prolific’ best-sellers), he’s writing so many Barrington novels because his publisher requested that he do so. Key Barrington The series does follow a very loose chronology in the sense that past events and characters do occasionally pop into new stories (and some of Woods’ other characters from other series show up from time to time, as well. That said, this is a series you can read in any order, really, with only the occasional mystery reference to past events. Barrington is one of those characters whose charm is their consistency. The two caveats are: One, read New York Dead first. It’s not only the first-published, it’s the book that sets up Barrington’s back-story, so it’s really the one essential starting point; Two: 2004’s Reckless Abandon is a continuation of a story begun in Woods’ Holly Barker novel Blood Orchid, so you might want to read that one first. So, whether you dig up New York Dead and start at the beginning, pick up the first Barrington book you find, or seek out Scandalous Behavior right now, you’re going to have a pretty good time getting to know one of the thriller world’s best characters.

The Impact of Ednas Initial Awakening Essay example

Examine the ways in which Chopin reveals and develops the impact of Edna’s initial - awakening - in the central section of the novel. Chopin reveals the impact of Edna’s awakening through a number of different mediums and stylistic devices. Firstly, she uses Edna’s character and her interaction with other people to emphasise the initial development of Edna’s character. In the central section of the novel, Chopin implies a change in Edna’s character this is shown through Doctor Mandelet’s observation, â€Å" he observed his hostess attentively from under his shaggy brows, and noted a subtle change which had transformed her from the listless woman he had known into a being who for the moment, seemed palpitant with the forces of†¦show more content†¦Edna rejects any societal values which she may or may have not have agreed with before but used to adhere to; she behaves towards Leonce in a way which is a total shock to him and therefore the reader because Chopin presents how Leonce feels and reacts as fact. â€Å"Why, what could have taken you out on Tuesday? What did you have to do?† said Mr Pontellier. â€Å"Nothing. I simply felt like going out, and I went out,† this is an example of a total change the way that Edna behaves towards Leonce. She does not behaviour or react the same way that she would have done previously thereby highlighting the change in her persona. Furthermore, the reader is told that there is a change in Edna’s character, or at least in Mr Pontellier’s view, â€Å" her whole attitude toward me and everybody and everything- has changed.† Chopin verifies Mr Pontellier’s comment by showing her reject of involving herself with her acquaintances and engaging in a whole new approach to life, â€Å"she hasn’t been associating with any one. She has abandoned her Tuesdays at home, has thrown over all her acquaintances, and goes tramping about by herself, moping in the street-cars, getting in after dark.† This implies a total rejection of any ‘normal’ routine which Mr Pontellier would like Edna to led and would have been undertaken by all of the women in the Creole society. Once again Chopin

Challenges of Recruitment and Selection in Rio Tinto-Myassignment

Question: Discucss about the challenges of recruitment and selection in Rio Tinto. Answer: Introduction The report gives focus on the major challenges of recruitment and selection in the organization. The Rio Tinto is taken into consideration for this report. It is considered the largest mining and Metal Corporation worldwide. It elaborates that how the organization is taking an active part to resolve the issues globally. It considers the proper strategies that address the key challenges in the organization. Rio Tinto is known as an Australian British multinational corporation. The company operates the activities in the mining and metals products sector. It was established in 1873 and headquarter of the organization is situated in London. The main emphasis is given on the mining and minerals products. The companies deals or conducts the activities by taking into consideration iron, diamonds, and coal. There are almost 50,000 workers who are conducting the operations of the company. The organization is enhancing the profits and revenue effectively. It is analyzed that the organization tries to maintain a good image in the market, so that the profitability and smooth working can be conducted effectively. This is the effective way considered by the company and also it is traded on the London stock exchange and Australian securities exchange (Hurst, 2015). Challenges of recruitment and selection and strategies to minimize these challenges Recruitment and selection It is considered as one the essential function of the human resource management. If there is no proper process of recruitment and selection then it can give negative impact on the activities conducted by the organization. Recruitment gives focus on the candidates who are capable enough to operate the activities in a proper manner. The selection is also a method that on which the company gives more focus, so that the dedicated employees can be selected for the organization. Job analysis is also taken into consideration at the time of the selection. It helps the organization to select those candidates only who can conduct the operations (Kohtamki et al., 2012). Rio Tinto gives emphasis on having proper human resource management so that the benefits can be achieved and also can be given to the employees who are facing challenges in conducting the activities. The challenges for appointing the employees in the Rio Tinto company are discussed below: Demographic Issues It is one of the major concerns taken into consideration by the Rio Tinto company. The demographic problems are related to the workers, diversities and also generation. These problems give direct impact on the operations of the organization and also on the working environment of the company. It is analyzed that the working environment offered to the employees is not so good and especially for the women it is not comfortable to work there in an effective manner. The organization also does not give focus on the maintaining proper diversity in the organization. This can be the major problem faced by the company. Also, cultural differences, conflicts and increasing of the generation gap give negative impact on the working pattern of the organization (Shaw et al., 2013). Wages are also considered as an important aspect for every employee who is conducting the activities of the organization. The major problem faced by analyzed in the company is related to the wages only. The company does not offer attractive opportunities to the women who are working in the organization. There are also many changes in wages and also in the pay system of the women and men. Also, gender issue is one of the biggest problems that are seen in the company. Just due to the generation gap the organization is not able to maintain proper teamwork and coordination among the workers (Kehoe and Wright, 2013). Strategy recommended The organization should give emphasis on the demographic issue so that the goodwill can be enhanced. It is the responsibility of the top management to analyze the performance of the employees. If the performance is not good then corrective actions should be taken so that the goals and objectives can be accomplished. The manager should provide the proper environment to the employees, so that they can work with their full dedication (Lynch et al., 2012). Also, proper communication should be made between the management and the employees, so that the issues can be discussed and resolved in a proper manner. The organization should make rules and regulations for both men and women, so that the activities can be conducted with proper management. Cross-cultural training is also one of the important aspects of every organization. If it is conducted then it can give a brief explanation of the culture related to the organization. So Rio Tinto should give focus on maintaining proper cross culture training so that goals and objectives can be attained effectively. The company should also give emphasis on minimizing the age difference within the company (Berlin et al., 2013). Organizational image Every organization tries to maintain a proper organizational image, so that the growth and profitability can be accomplished. The challenge is related to the organizational image only. The growth and success of the organization are only dependent on the image of the organization. If the organizational image is proper then the company can attain various benefits in a proper manner (Wright and McMahan, 2011). The competitors of the organization are BHP Billiton and Anglo American Plc. The organization does not offer regular wage and salary to the workers, especially to the women. So, the organizational image and goodwill of the organization are not good. It is important for the organization to maintain the proper image in the market, and then only the company can attain growth. Due to the lack of goodwill in the market, the company issue related to recruitment. The candidates do not take interest to apply in the organization. So, the organization has to face many risk and loss just due to the poor image in the market (Castillo et al., 2013). Strategy recommended The organization should give emphasis on maintaining proper strategies so that the challenges can be addressed at the workstation. The organization should give emphasis on enhancing the goodwill in the market and also attract more candidates to apply for the job opening. There should be a proper evaluation of the strategies that are considered by the competitors, so that the company can conduct the activities according to the level of competition in the market (Pearson and Daff, 2011). The company should consider the policies and strategies to gain advantage for the long term. If the organization offer proper employment opportunities to the workers, then it can be possible to build a proper image in the market. The organization should also try to make creative leadership strategy so that the good position can be maintained in the organization. It is important to maintain the good environment and also the corporate culture should be proper so that the candidates can be attracted towards the organization. It is evaluated that if the organization have good working environment then it can easy to accomplish the goals and objectives (Bangerter et al., 2012). Issues related to Labor supply and demand Labor supply and demand are considered as the important elements of economics. It is known as the backbone of the organization. If efficient labor is not there in the organization, then it can be difficult for the organization to survive in the competitive environment. The competitive environment consists of many competitors who consider proper strategies for growth in the market. Without labor, no organization can conduct the operations in an effective manner. The efficiency of the labor can be enhanced if the company has a proper flow of communication (Kemp et al., 2011). For the employees, communication is one of the important aspects, so that the activities can be conducted smoothly. There are many factors that give direct impact on the labor supply and demand. The factors that give impact are globalization, compensation, and economy. The supply and demand of the labor are analyzed by taking into consideration the labor market. The organization needs more workers so that positive impact can be given to the profitability and productivity level of the organization. In the recent scenario, the employees require good wages to work in an effective manner. If good wages are not provided by the organization then it can be difficult for the organization to retain the workers for a long time. The labor supply and demand are affected by the factors like latest technologies, social factor and also an economic factor (Jenkins et al., 2012). Strategies recommended If the organization requires achieving proper goals and objectives then the company should give focus on maintaining proper strategies. There should be a proper balance between the labor supply and demand so that the activities can be conducted smoothly. The wages provided to the employees should be proper so that the productivity and profitability of the organization can be enhanced (Schmitt and Raisch, 2013). The organization should offer wages and salary to the workers by considering the productivity and performance. Rio Tinto should give focus on maintaining proper communication channels, so that the employees feel comfortable to conduct the activities. Proper training should also be provided by the company to its workers, so that the motivation and dedication level of the employees can be enhanced effectively. It can also give a positive impact on the overall performance level of the workers working in the organization. The organization should give emphasis on maintaining a prop er balance between the labor supply and demand, so that issues can be resolved in a proper manner (Alfes et al., 2013). Conclusion By analyzing the report, it is concluded that the company should have proper human resource department so that the activities can be managed in an effective manner. It is essential for every organization to have proper and sustainable human resource management within the company. There are many challenges and issues that are faced by the company. So Rio Tinto should take into consideration effective strategies so that the overall goals and objectives can be accomplished. Proper strategies help the organization to conduct the activities in the competitive environment. It will assist the company to increase the overall job satisfaction and morale of the workers conducting the routine activities in the organization. The organization should offer a good environment to the workers so that the activities can be operated in a proper way. This is the best way by which the company can compete properly in the competitive environment. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Bangerter, A., Roulin, N., Knig, C. J. (2012). Personnel selection as a signaling game.Journal of Applied Psychology,97(4), 719. Berlin, C., Dedering, C., Jnsdttir, G. R., Stahre, J. (2013, September). Social sustainability challenges for European manufacturing industry: attract, recruit and sustain. InIFIP International Conference on Advances in Production Management Systems(pp. 78-85). Springer, Berlin, Heidelberg. Castillo, S., Jess, D., de la Campa, A. M. S., Gonzlez-Castanedo, Y., Fernndez-Caliani, J. C., Gonzalez, I., Romero, A. (2013). Contribution of mine wastes to atmospheric metal deposition in the surrounding area of an abandoned heavily polluted mining district (Rio Tinto mines, Spain).Science of the Total Environment,449, 363-372. Hurst, L. (2015). Assessing the competitiveness of the supply side response to China's iron ore demand shock.Resources Policy,45, 247-254. Jenkins, M. K., Moon, J. J. (2012). The role of naive T cell precursor frequency and recruitment in dictating immune response magnitude.The Journal of Immunology,188(9), 4135-4140. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kemp, D., Owen, J. R., Gotzmann, N., Bond, C. J. (2011). Just relations and companycommunity conflict in mining.Journal of Business Ethics,101(1), 93-109. Kohtamki, M., Kraus, S., Mkel, M., Rnkk, M. (2012). The role of personnel commitment to strategy implementation and organisational learning within the relationship between strategic planning and company performance.International Journal of Entrepreneurial Behavior Research,18(2), 159-178. Lynch, M. D., Smith, A. J., De Gobbi, M., Flenley, M., Hughes, J. R., Vernimmen, D., ... Meek, S. (2012). An interspecies analysis reveals a key role for unmethylated CpG dinucleotides in vertebrate Polycomb complex recruitment.The EMBO journal,31(2), 317-329. Pearson, C. A., Daff, S. (2011). Extending boundaries of human resource concepts and practices: An innovative recruitment method for Indigenous Australians in remote regions.Asia Pacific Journal of Human Resources,49(3), 325-343. Schmitt, A., Raisch, S. (2013). Corporate turnarounds: The duality of retrenchment and recovery.Journal of Management Studies,50(7), 1216-1244. Shaw, J. D., Park, T. Y., Kim, E. (2013). A resource?based perspective on human capital losses, HRM investments, and organizational performance.Strategic management journal,34(5), 572-589. Wright, P. M., McMahan, G. C. (2011). Exploring human capital: putting humanback into strategic human resource management.Human Resource Management Journal,21(2), 93-104.

These guys do Hamlet backwards soup

These guys do Hamlet backwards: soup-to-nuts Shakespeare in two hours flat Essay The first American Shakespeare company to claim the distinction of having its entire repertoire booked into Londons West End offers a succinct statement of its artistic philosophy: To put the shake back into Shakespeare. Indeed, the American RSC Reduced Shakespeare Company, that is does everything succinctly. The three-actor troupe crams all 37 plays plus the sonnets into one athletic and irreverent performance piece of less than two hours. The open-ended West End run that began March 23 at the Arts Theatre is a tribute to the popularity of the companys 1991 tour of England, which came on the heels of four well-received engagements at the Edinburgh Festival Fringe. Jess Borgeson, one of three Converse hightop-shod performers who play all the roles, notes, English audiences probably like us because we do Shakespeare exactly the way they think three guys from California might be expected to do Shakespeare. We will write a custom essay on These guys do Hamlet backwards: soup-to-nuts Shakespeare in two hours flat specifically for you for only $16.38 $13.9/page Order now Their way with the Bard has been described as high-speed collegiate humor, manic silliness, a loving subversion which pays tribute to its source while sending it up at the same time and one of the funniest shows you are likely to see in your entire lifetime. Although those kudos all come from Montreal critics, the Reduced Shakespeare Company has garnered similar accolades from American, Australian, Irish and Japanese audiences. What will London audiences get when they buy tickets to the Yankee RSC? The show has changed little in basic format since its inception in 1981, though audience participation and topical references go a long way toward keeping it fresh. Act 1 incorporates snippets or at least passing mention of 36 plays: Othello becomes a rap song; the histories compress neatly into a football game Reds vs. Whites, with the crown as football; Titus Andronicus metamorphoses into a cooking show, with body parts as the basic ingredients; and a 15-minute Romeo and Juliet anchors the act. Act 2 belongs to Hamlet: a half-hour version followed by a two-minute reprise then a 30-second encore, capped by a high-speed version played backwards so you can hear the subliminal satanic messages. Ophelias drowning is represented by a goblet of water dashed in her face; in reverse-action Ophelia spews a mouthful of water into the goblet. Front-row spectators are shanghaied to stand in for Hamlet and Ophelia while the actors lead the audience in chanting the conflicting instructions of Ophelias id, ego and super-ego. In Dublin the trio got a Catholic priest to be Ophelia, and in Kansas City, a pregnant woman. The tenor and length of this audience-participation sequence can vary considerably. Borgeson explains, If we get to a certain point and the audience giggles, well go one way; if they guffaw, well go another. We know where were going to end up, but there are different routes we can take to get there. Thats part of our fun. Borgeson got his first taste of reduced Shakespeare at the University of California, Berkeley, when he appeared in The (15-Minute) Doggs Troupe Hamlet by Tom Stoppard. Soon he gravitated toward two other mini-Shakespeareans, Daniel Singer author of a four-person Hamlet, and actor Adam Long. In 1987 the trio took its one-hour version of the Complete Works to the Edinburgh Festival. Appearing often outdoors, they learned that there was a clear relationship between fast pacing, the laugh quotient and the number of coins that went into the hat they passed after every performance. That realization spurred the trio to develop their breakneck, laugh-a-second pace. In 1989, when Singer left the company to take a job at Walt Disney Studios, Borgeson called Reed Martin, a fellow Berkeley classmate who had been on the road for two years as a circus clown with Ringling Brothers. Today the company is a five-person partnership composed of the three performers, costume/prop wizard Sa Thomson and business manager Scott Ewing. .u52f26895b6583dad5e6f1d87aae09fce , .u52f26895b6583dad5e6f1d87aae09fce .postImageUrl , .u52f26895b6583dad5e6f1d87aae09fce .centered-text-area { min-height: 80px; position: relative; } .u52f26895b6583dad5e6f1d87aae09fce , .u52f26895b6583dad5e6f1d87aae09fce:hover , .u52f26895b6583dad5e6f1d87aae09fce:visited , .u52f26895b6583dad5e6f1d87aae09fce:active { border:0!important; } .u52f26895b6583dad5e6f1d87aae09fce .clearfix:after { content: ""; display: table; clear: both; } .u52f26895b6583dad5e6f1d87aae09fce { 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; } .u52f26895b6583dad5e6f1d87aae09fce:active , .u52f26895b6583dad5e6f1d87aae09fce:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u52f26895b6583dad5e6f1d87aae09fce .centered-text-area { width: 100%; position: relative ; } .u52f26895b6583dad5e6f1d87aae09fce .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u52f26895b6583dad5e6f1d87aae09fce .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u52f26895b6583dad5e6f1d87aae09fce .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; } .u52f26895b6583dad5e6f1d87aae09fce:hover .ctaButton { background-color: #34495E!important; } .u52f26895b6583dad5e6f1d87aae09fce .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u52f26895b6583dad5e6f1d87aae09fce .u52f26895b6583dad5e6f1d87aae09fce-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u52f26895b6583dad5e6f1d87aae09fce:after { content: ""; display: block; clear: both; } READ: Hamlet – The Character Of Hamlet EssayAlthough much of the show is based upon the performers, personalities, Martin quickly felt at ease with it and contributed material based upon his clown skills: fire-eating, accordion-playing and even tapping out the William Tell Overture on the sides of his neck. The three personas, as projected in performance, are finely balanced: the exuberant intellectual Borgeson, the innocent idealist Long and the deadpan pragmatist Martin. Offstage they wear bomber jackets with the company emblem on the back. A circular red-bordered patch on the right arm proclaims 2B, while the left-arm sports 2B with a red bar through it. A Tokyo engagement in 1991 challenged the troupes communication skills to the fullest. The best laughs came when they hit or kicked each other, so they found themselves doing a lot of hitting and kicking. After noticing that people would bring their dinners to eat during the performance, Borgeson, Long and Martin decided to incorporate that practice into the performance. They would run out into the audience, take peoples food away from them and eat it on stage. The audience loved it, and Long remembers that as the most popular segment of the show. Martin learned a few Japanese phrases to help explain what they were doing. To introduce the reverse-action Hamlet, he asked someone how to say We will do it backwards. In performance, however, his Japanese brought only blank stares. Later he found that what he had said meant, We will do it behind ourselves. For the audience-participation sequence, Martin coached the super-ego section of the audience to pronounce Get thee to a nunnery! But when he cued them to call out the line at the crucial moment, he was taken aback to hear, from the entire audience in unison, Get thee to a brewery! Between moments like these, the RSC allows audiences only the briefest glimpse of its genuine reverence for the Bard. Amid the hilarity of the trios Hamlet send-up, theres a powerful moment when the tomfoolery skids to a halt, and Long recites simply and guilelessly, without a trace of interpretation, Hamlets What a piece of work is man sequence. Suddenly the bellylaughs cease, and the audience, seduced by words, holds its collective breath. You know Borgeson is right when he says, We should probably get over our inferiority complex about playing Shakespeare straight.