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analysis of sir Gawain and the green knight
analysis of sir Gawain and the green knight
how did sir gawain have character development
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Sir Gawain and the Green Knight
Part I, lines 130-202
Of the service itself I need say no more, 1
For well you will know no tittle was wanting. 2
Another noise and a new was well-nigh at hand. 3
That the lord might have leave his life to nourish; 4
For scarce were the sweet strains still in the hall, 5
And the first course come to that company fair, 6
There hurtles in at the hall-door an unknown rider, 7
One the greatest on ground in growth of his frame: 8
From broad neck to buttocks so bulky and thick, 9
And his loins and his legs so long and so great, 10
Half a giant on earth I hold him to be, 11
But believe him no less that the largest of men, 12
And that the seemliest in his stature to see, as he rides, 13
For in the back and in breast though his body was grim, 14
His waist in its width was worthily small, 15
And formed with every feature in fair accord 16
was he. 17
In this passage taken from Sir Gawain and the Green Knight Lines 1623-1718, the reader sees how Sir Gawain is the hero of the poem, through the tests of the host. Sir Gawain is speaking to the host of the castle where he is staying for a few days before journeying on to the Green Chapel. The host has just returned from hunting and killing some boar. While the host is out hunting for the boar, we learn that Sir Gawain is developing a love interest in a special lady friend, the wife of the host, who makes several attempts to seduce him. Before this hunt, Gawain and the host make a promise to each other that they will exchange whatever they may win that day for the other's winnings. The host gives Sir Gawain the boar in exchange for two kisses. Then the host says to Sir Gawain "Now we are even" (Norton, 236, line 1641.) There is a vivid description of the meal that follows, as well as the singing of Christmas songs. Then Gawain tells the host that he should be on his way to the Green Chapel to face the Green Knight. The host comments on the fact that he has tested Gawain twice and is quite impressed with his performance. The host then tells Gawain about the third test. In the test, the winner will take all, and the loser takes nothing. Gawain thinks this is all just a game and doesn't realize that it is actually a test. Sir Gawain later decides that he will stay, after learning from the host that the Green Chapel is not too far away from the castle. He has some more drinks with the host. After this, he goes to bed and gets the best night's rest, and is up early the next morning. That morning, the host hunts for some fox as Gawain lies in bed. The passage ends with a description of how the host an...
Though often extensive detail may be condemned as mere flowery language, in understanding Sir Gawain and the Green Knight one must make special emphasis on it. In color and imagery itself, the unknown author paints the very fibers of this work, allowing Sir Gawain to discern the nuances of ritualistic chivalry and truth. His quest after the Green Knight is as simple as ones quest toward himself. Through acute awareness of the physical world he encounters Gawain comes to an understanding of the world beyond chivalry, a connection to G-d, the source of truth. He learns, chivalry, like a machine, will always function properly, but in order to derive meaning from its product he must allow nature to affect him.
2. Mediation allow parties to be involved, they want them to see how everything will go. Some cons about mediation is it can cost a lot of money it is very expensive. A lot of people think maybe one day it will be mandatory. The concerns are that using arbitration will keep companies confidential and in cases like this it will be bad for the company and its business.
Business owners and managers familiar with the court litigation system understand that high litigation costs and long delays make it difficult and expensive to resolve business disputes in court. They also understand that most civil cases that go to court are settled before trial. They are solved after spending considerable amount of time and money in the complex pre-trial phase, but just in time to avoid the risk of trial. Mediation and commercial arbitration provide superior solutions that help in resolving business disputes. Mediation puts the parties immediately in control of the situation and helps them get desirable outcomes without expending vast resources on litigation procedures (Berg, Permanent Court of Arbitration. International Bureau, International Council for Commercial Arbitration, 2005).
Mediation is typically ordered in types of cases that there is significant emotional ties; creating a potential for hostility, loss of relationships or personal feelings getting in the way of reaching an agreement. Arbitration is the best option for cases where the parties simply cannot come to an agreement and decide to have someone else decide the outcome of the case for them, without the expense and formality of a trial. Arbitration is also useful in highly complex cases where it is necessary to have a highly trained professional come to the
In general, mediation is directed by a neutral third party who can by what he had of skills and abilities focus on guiding the behaviors of the parties towards discussing the issues that need to be faced, while receiving separate and confidential communications from the parties until he reached a certain level of understanding with them that the conflict can be resolved.
The fundamental difference between mediation and conciliation is the degree of involvement by the independent third party. Conciliation allows the neutral third party to advice on substantive matters through formal recommendations and settlement proposals. In contrast, mediation requires that the third party address process issues only and facilitate the parties in reaching a mutually acceptable negotiated agreement.
In this stage the parties begin the communication process, talking with one another as the mediator encourages expression (Mayer, Bernard, as cited in Folberg, Milne, & Salem, 2004, pg. 45). Here, the parties will give their opening statements, the mediator begins setting the agenda, and identify the interests and issues of the parties (Mayer, Bernard, as cited in Folberg, Milne, & Salem, 2004, pg. 45). A facilitative mediator will set a framework which allows each party to tell their individual stories and will act as a facilitator of communication. The task in this stage is to give the parties the opportunity to explain their issues and interests and for the mediator to carefully listen. This will continue throughout the mediation process. The action to complete this task is allowing the parties to meet with the mediator separately in the early stages and then moving towards group sessions once both feel prepared and comfortable enough. A facilitative mediator will also reframe and redefine the issues that are uncovered in order to get to the root or the underlying issues (Mayer, Bernard, as cited in Folberg, Milne, & Salem, 2004, pg. 45). The result of the communicating stage is all parties have the chance to share their stories, explain their interests and concerns, and feel encouraged to continue the
Ott, Marvin C. "Mediation as a Method of Conflict Resolution: Two Cases." International Organization 26.04 (1972): 595-618. JSTOR. Web. 3 Dec. 2013.
Mediation is essential in the workplace because it affords an opportunity for employees in dispute to communicate their position as well as consider the perspective of the other party ("Mediation in the Workplace – A Proactive Approach to Preventing Litigation and Promoting a Healthier Work Environment," 2011). The mediation process helps improve employee engagement and reduce the number of issues referred to a higher authority. The Employment Practices website (http://www.epspros.com/news-resources/whitepapers/2013-prior/mediation-in-the-workplace.html) provides useful information about the importance of mediation in the
In conclusion, a peer mediation program has benefits that could help any organization. Important to an effective peer mediation program is and effective and thorough training plan. The development of this plan should be comprehensive and deliberate. In addition, to the training aspect of this program, developing and recognizing the strengths’ and weakness’ of the mediators is important. Other factors such as the environment and personalities have impactful bearings on the direction of the mediation. Lastly, choosing the correct style of mediation for the situation is necessary. Some styles will work better than other and they are all scenario driven.
Mediation is a suitable solution for competing rights disputes because both participants have a recognized Human Rights Code right that needs to be accommodated. Mediation should be used when the parties can not reach an agreement through negotiation because mediation is effective for resolving complex human rights disputes. Mediation encourages parties to participate in creative and cooperative efforts to reach a beneficial solution. Litigation is less likely then mediation to result in harmonious solutions. Additionally, mediation repairs relationships and aims to make both parties understand each other’s perspectives through open discussion. Furthermore, mediation is effective in competing rights scenarios because settlements are legally enforced. Legal enforcement creates empowerment and trust because both parties are required to comply with the settlement
The most prominent population within any healthcare facility is the geriatric patients. According to Griffin (2011), “While people older than age 65 represent 12 percent of the U.S. population, this group consumes one-third of healthcare services and occupies one-half of all physicians time”. Thus, every healthcare worker should have some degree of training in geriatrics for proper management. The aging population requires additional services in order to recover and live a better quality of life. Understanding gerontology is important considering we cannot treat every patient as if they are the same. With a growing aging population it is best to have geriatrics knowledge and skills so that the outcomes of care improve.
Although functions of mediators and arbitrators have several characteristics in common, there are significant instrumental differences that make them distinct from one another. Firstly, whereas the arbitration process is similar to litigation in its adversarial nature, in which parties have the objective to win the dispute, the fundamental goal of mediation is to bring the disputants to settlement through compromise and cooperation without finding a guilty party. In arbitration, parties compete against each other in “win-lose” situation. During mediation, parties work on mutually acceptable conditions with the assistance of a facilitator. In this process, mediators do not have power to make decisions, they work to reconcile the competing needs and interests of involved parties. The mediator’s tasks are to assist disputants to identify, understand, and articulate their needs and interests to each other (Christopher W. Moore,
Mediation is an extension of the negotiation process and shares some similarity with conciliation process.