Productivity Rate Of Roof Works For Project Scheduling Construction Essay

Productivity Rate Of Roof Works For Project Scheduling Construction Essay Abstract: In Malaysia, there is no research done specifically on collecting construction productivity data to serve as a guideline and standards for use by all players in the construction industry. Similar to JKR, as the largest implementers of government projects, the current practice on approval the schedule of works that submitted by contractors are mostly based on the engineers gut feeling/opinion and past experience. There is no standard procedure and guidelines to review and checking the duration and resources allocation in each activity in contractors work program. As an effort, this study will start with focusing on the identification of factors that influencing roofing works productivity in construction project. Those factors can be obtained through a series of statistical analysis based on the data collected from questionnaire and interview with the experts. Data from previous projects also very important in order to get the actual productivity rate for roof works. Finally, the expected finding for this study will be: a) List of factors that influence the productivity rate for roof works, b) The critical factors affecting most to productivity rate for roofing works, c) A metrics of productivity rate for roof works as a standard and guideline for improving JKR projects scheduling. 1.0 INTRODUCTION Managing construction projects always requires constant monitoring of project performance and the updating on project schedule. Project performance data and productivity data from the construction field is a key role in evaluating and predicting project performance in term of cost and schedule. According to Motwani et al. (1995), the productivity in construction has always been very difficult to measure and control. Even though, productivity in construction hard to measure, there is a need to use it for timely decisions and reduce the negative impacts on cost and schedule. Therefore, the integration of historical productivity data with the on-going performance data in construction field are required (Hwang and Liu, 2005). Hwang and Liu, (2009) presented that an accurate productivity prediction is important for managing construction projects. In fact, a construction project is commonly to be successful when it is delivering within its budget and timeline. The planning and control process also explains the importance of accurate productivity estimate which first, estimating time and cost of construction activities that inevitably requires productivity estimates (Hinze, 1998), and second, integrated management of time and cost must involved productivity factor (Dawood and Molson, 1997). There are most previous studies focusing on defining factors influence productivity and measuring limited parts of activities at micro level to investigate the relationship between factors and productivity. A standard construction productivity metric system that more reliable is a critical element in construction productivity performance evaluation and improvement process. There need a tool to drive performance improvement through internal and external benchmarking. Park, et al., (2005) present that nowadays, demand from the construction industry on developing acceptable construction productivity metrics and standardized productivity data are the main issues to focus by the industry players and researches. Problem Statement As the main technical agencies for the Government of Malaysia, Public Work Department (PWD) or Jabatan Kerja Raya (JKR) entrusted to implement development projects throughout the country. It is the goal of JKR to ensure that the organization is run efficiently and effectively in order to achieve the vision, mission and objectives of the department. JKR is responsible to ensure that all the projects must be implemented well, complete on time, within the budget and provide quality products. In 9th Malaysian Plan (RMK 9), most of JKR projects cannot be deliver on time. For example, about 41% of projects in JKR Wilayah Persekutuan Kuala Lumpur cannot be delivering on time which is most of it are due to wrongly estimate the duration of the construction activities in project scheduling. It is also regarding to lack of competency of JKR officers in reviewing and giving advice to contractors especially in preparing realistic projects work program. This problem can be categorized as serious m atter and give high impact to the overall performance of JKR due to unsatisfaction of client with JKRs reputation. As the biggest technical government agency, there should be a way to solve the problem so that it will improve JKR image and give high reputation to the clients. 1 Master Student, Faculty of Civil Engineering, Universiti Teknologi Malaysia. 2 Supervisor, Professor Dr, Lecturer of Faculty of Civil Engineering, Universiti Teknologi Malaysia. There should be a standard productivity rate of each activity in the project in order to guide the contractor and the JKR supervision team to plan and implement the projects successfully. Therefore, the study on productivity rate of roof works for building project scheduling as an effort and starting point to develop the standard productivity rate of project activities for JKRs projects. In fact, this study is consistent with JKR strategies and action plan in achieving Effective Implementation of Malaysia 5 Years Plan especially to ensure that projects are implemented through appropriate implementation methodologies to meet customer needs and outcomes. One of the action plans stated in JKR Strategic Framework is to establish effective project performance tracking system which is JKR must analyzing all data that related to the project in order to improve JKR project implementation (JKR, 2007). The Objectives The aim of this study is to establish the productivity rate of roof works for JKR building projects scheduling. In order to achieve this, the following are the objectives of the study: To identify the factors that influence the productivity of roof works To establish the relationship between influence factors and productivity of roof works To develop a metrics of productivity rate for roof works Scope of Study There are certain limitations to be follow to ensure that this study is completed within the time frame given. Firstly, this study only takes into consideration on all projects which implement in central region of Peninsular Malaysia i.e. projects in JKR Wilayah Persekutuan Kuala Lumpur and JKR Selangor. Second, the sample for this study is concentrate only in school projects which are the most of JKR projects implementation in 9th Malaysian Plan. Since standard design was using in school projects, the area of roof is fixed. This given the standardization to estimate the productivity rate for roofing works referring to the floor area involved. Roof trusses in construction projects can be classified in timber roof trusses, hot rolled roof trusses, cold form roof trusses and etc. The third limitation of this study is only taking into consideration of the cold form roof trusses because most of the school projects are using this type of trusses. In addition, JKR already has a list of 22 names of cold form roof trusses suppliers which their design have been reviewed and approved by the JKR Structure Expert Division. This list is for the JKR officers in state and district office to choose for their projects especially school projects. Forth, part of roof covering for this study only take into consideration one(1) types which is concrete roof tiles including insulations. 2.0 LITERATURE REVIEW Recently, construction productivity is on a long-term slide and it is recognized as industry challenge. System, people, materials, information and energy must flow effectively and efficiently to produce its objective at high productivity to complete construction at lowest possible cost with possible shortest timeframe (Picard, 2005). Productivity is critically important in construction industry. Many researchers have expressed their concern over productivity in construction industry. Defining productivity is not a simple task to everybody. Different people will give different definition and understanding. Most of them agreed that marketable output was essentially the main measure used. Increased productivity was a leading concern to all Committee stakeholders such as users, contractors, and construction labor unions and led by the owner. The construction users emphasized the need of collecting data directly relevant to productivity improvement. The Committee was concluded that the front-line construction foreman/supervisor would be a reliable source of information. These informants would be asked to provide their judgment of the greatest impediments to a productive construction project (Tucker, 2003). Definition of productivity Within these several decades, many researchers have defined the productivity term in their studies in a number of ways. The term productivity has different meanings to different people. Many individuals automatically think only of labor unions when the term productivity is mentioned. Others associate capital expenditures with the term. Each of these interpretations is only partly correct (Adrian, 1993). Many researchers have attempted to define precisely the meaning of productivity and below are some of it that referred from their studies: Oglesby et al. (1989), presented that productivity can be defined as in-place value divided by inputs. Some researchers have defined it as works-hours divided by the equivalent quantity of work. In construction, productivity normally can be understood as work quantity divided by man-hours (or work-hours) consumed to accomplish the work. Productivity = Work Quantity Man-hours According to Dolman, Parham, Zheng, (2007), productivity is a measure in order to know how much output is produced per unit of input. Diewert Lawrence, (2006) presented that productivity can be defined as the level of economic output per unit of input and also per worker. Productivity is important to the wealth and well-being of a nation and give efforts to improve productivity occur at all levels of society. Thomas and Mathew, (1986) presented that no standardized productivity definition had been established in the construction industry. It is difficult to define a standard productivity measure because companies use their own systems which are not standardized. Association simply illustrates the productivity between an output and an input. The form has been widely used and existing in literature over the years in construction industry is; Productivity = Input/Output 2.3 Measurement of productivity There is controversy surrounding productivity that rooted in the differences in data collection. It is due to incorrect in assuming productivity measured uniformly and that all published productivity values have the same basis (Whiteside, 2006). Overall conception of productivity is difficult to express or to measure. It is sometimes expressed either in terms of output from labor or from services or from capital invested. These parts of expressions often do not give an accurate picture of the overall position. Although, there are measurements of some or all of the inputs and outputs of the industry but they still failed to combine these measurements into any satisfactory measure of efficiency. In fact, the ratio is easy to compute if the unit uses a single input to produce a single output (Choy, 2008). Although there are numbers of publications exist on construction productivity, there is no agreed upon definition of work activities nor a standard productivity measurement system. Most of researchers have concluded that it is difficult to obtain a standard method to measure construction labor productivity because of project complexity and unique characteristics of the construction projects (Oglesby et al. 1989). The uniqueness and non repetitive of operation in construction projects make it is difficult to develop a standard productivity definition and measure (Sweis, 2000). Factors influence productivity in construction Lim et al., (1995) has studied that factors affecting productivity in the construction industry in Singapore, indicated the problems affecting productivity were difficulty with recruitment of supervisors, difficulty with recruitment of workers, high rate of labor turnover, absenteeism from the work site and communication problems with the foreign workers. Olomolaiye et al., (1996) also studied that factors affecting productivity of craftsmen in Indonesia show the findings indicating craftsmen in this country spent 75 % of their time working productively. There are five specific productivity problems were identified such as lack of materials, rework, absenteeism, lack of equipment and tools. Kane et al., (cited in Herbsman et al., 1990) has classified the factors affecting construction productivity into two main groups which is technological factors and administrative factors. The technological factors involved those related to the design of the project and the administrative group factors are related to the management and construction of the project. Technological factors are comprises of sub-groups such as design factors, material factors and location factors. Administrative factors are comprises of sub-groups, such as construction methods and procedural factors, equipment factors, labor factors and social factors. Based on Heizer and Render (1990), they classified that factors influencing site productivity into 3 groups which are labour characteristic factors, project work conditions factors and non-productive activities. Olomolaiye et al., (1998) also stated that factors affecting construction productivity are rarely constant and may vary from country to country, fro m project to project and even within the same project which are depending on circumstances. They classified the factors influencing construction productivity into 2 categories which are external and internal. That means its representing those outside the control of the firms management and those originating within the firm. The external factors included the nature of the industry, construction client knowledge of construction procedure, weather and level of economic development. The internal factors included management, technology, labor and labor unions. Choi, (2007), stated that based on his finding, weather and poor communication prove to be the greatest impediment to roofing productivity, whereas the field workers pointed out that roof pitch, height and age of the roof along weather were major causes for lack of productivity in their job at site. He also stressed that roofing contractor generally not consider safety as a high priority in their business. Metrics an overview According to Melnyk et al., (2004), they stated that metrics are fulfill with the fundamental activities measuring (evaluating how we are doing), educating (communicating what is important and how we intend to deliver value to our customers) and directing (flagging potential problems by size of gap between the metrics and standards). Ideally, metrics are consistent with the way operation delivers value to the customers. Based on Melnyk et al., (2005), they presented that metric is a verifiable measure which consists of three elements such as; a) the specific measure, b) the standard (the numerical values that identifies the minimum threshold of performance, and c) the environment which the activity or person being measured operates. RESEARCH METHODOLOGY In order to achieve the objectives, Figure 1.1 illustrated the schematic of research methodology for this study. Generally, it consists of four distinct phases, which are phase 1, phase 2, phase 3 and phase 4. 3.1 Phase 1 Selection of the topic has been done after gone through JKR listing of significance topics that can contribute to department as a whole. Topic of the study and proposed productivity rate of roof works is important to JKR building project scheduling to ensure all project can be completed on time with good quality. Based on previous researchers, there are several measurements on productivity rate in construction. This study will be focusing on the identification of factors that influencing roofing works productivity in JKR projects. From this scenario, the objectives of this study has been identified which are identifying of factors influence, the relationship and the establishing productivity rate of roof works. In such way, the focus of this topic must be in line with study limitation. In order to strengthen knowledge and ideas in this research area, extensive reading from journals and books must be thoroughly done. Besides that, preliminary site observation has been conducted to the selected site. Furthermore, the preliminary interview was conducted to get overview information about productivity rate of roof works. Due to time constraint, the observation has been done only for school projects. 3.2 Phase 2 A few samples of studies will be identifying purposely for running through the method of productivity measurement for getting accurate and practical data. Observation on quantity of roof works per man hours should be performing at site. During observation at site, interview with the expert is use as a tool to collect information data on how the productivity rate of roof works can be estimate and what are the factors influences the productivity rate Several interviewees will be selected based on qualification and experienced more than 10 years especially contractors and suppliers. Beside that, questionnaire will be distributed to technical person such as supervisor, engineer, manager and contractors to obtain their opinion in term of productivity rate of roof works. 3.3 Phase 3 In this stage, all the data from the questionnaires and interviews will compile. The data will be analyze accordingly and transform into productivity rate. Data analyzing, there will be a confirmation on what are the factors influence productivity rate of roof works will be getting through data analyzing, while standard productivity rate metrics of roof works will be producing after transform all the data into productivity rate by using appropriate statistical analysis. 3.4 Phase 4 Extract from data obtained in Phase 3, some proposal or recommendation will be highlighted in order to enhance a metrics of standard productivity rate for future building project scheduling. EXPECTED RESULTS The expected results of this study in next semester are: a) List of factors that influence the productivity rate for roof works, b) The critical factors affecting most to productivity rate for roofing works, c) A metrics of productivity rate for roof works as a standard and guideline for improving JKR projects scheduling. Selection of Topic Identify the Objective and Scope Phase 1 Preliminary Site Observation Literature Review Preliminary Interview Objective.(c) Objective.(b) Objective.(a) Case Studies Identify the factors influence Observation on quantity of works/ man hours DATA COLLECTION Interview with Experts Selecting several experts with experience more than 10 years Phase 2 DATA ANALYSIS Figure 1.1: Schematic of Research Methodology TENTATIVE SCHEDULE The following table is the tentative schedule for final project in next semester:

Developing Professional Practice Essay

1. Briefly explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. The HR profession Map captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required activities, behaviour and knowledge. It covers 10 professional areas and 8 behaviours, set out in 4 bands of competence. The Map covers every level of the HR profession: Band 1 being the start of your HR career through to Band 4 for the most senior leaders. The bands set out what you need to do and what you need to know for each area of the HR profession. As per the CIPD Website, the bands cover the following areas: Band 1: Supports colleagues with administration and processes. Effectively manages information and date and is customer orientated. Band 2: Advises on and/or manages HR related issues relating to an individual or at team. Has a clear understanding of the evaluation process and the solutions available. Band 3: Leads a professional area acting as a consultant or partner, addresses key HR challenges at an organisational level for the medium and long term. Band 4: Leads and manages a professional area(s) and/or the organisation. Responsible for developing and delivering organisational and HR strategy. The two professional areas, Insight, Strategy and Solutions and Leading HR sit at the heart of the profession and are applicable to all HR professionals, regardless of role, location or stage of their HR career. There are 8 behaviours that identify in detail how professionals need to carry out their activities and make a contribution to organisational success. The behaviours are: †¢ Curious †¢ Decisive thinker †¢ Skilled influencer †¢ Personally credible †¢ Collaborative †¢ Driven to deliver †¢ Courage to challenge †¢ Role Model CIPD website refers to the HR Map as: â€Å"This is a powerful and simple to use personal development tool for professionals operating at all levels in HR. Not only is it free for members to use, we’ve also carefully designed it to ensure that many of the suggested actions to help professionals progress are low-cost or no-cost – which will be particularly welcome at a time when the recession is ensuring resources for development are tight. Professionals can use the tool to develop in their roles and pursue their career plans. We hope the insights it delivers will quickly become a firm fixture in the performance and development reviews of HR professionals in organisations of all shapes and sizes and across all sectors.† (Stephanie Bird, April 2010). 2. Evaluate how the two core professional areas, the bands and any two selected behaviours uphold the concept of ‘HR Professionalism’, giving two examples from the knowledge and activities at band 2. The two professional areas Insight, Strategy and Solutions and Leading HR sit at the heart profession and are applicable to all HR professionals. They underpin the direction of the profession as an applied business discipline with a people and organisation discipline and describe how great HR professionals work for HR’s purpose. HR can only deliver it’s purpose of sustainable organisation performance if it works from a deep business, contextual and organisational understanding to develop actionable insight. This allows us to creative prioritised and situational strategies that make the most difference and build a compelling case for change. It includes: †¢ Building a picture †¢ Developing actionable insight †¢ Delivering situational HR solutions that stick †¢ Building capacity and capability †¢ Working with agility The successful HR professional provides active, insight led leadership. Owning, shaping and driving themselves, others and activity within the organisation. They develop across three main areas of leadership – personal leadership, leading others and leading issues. It includes: †¢ Personal leadership †¢ Leading others †¢ HR function design and service delivery †¢ HR recourse planning and delivery †¢ Delivering value and performance in HR teams †¢ Managing HR budgets and finances This being based as the heart of the profession, there are 8 main behaviours expected, including; †¢ Role Model – Consistently leads by example. Acts with integrity, impartiality and independence, balancing personal, organisation and legal parameters. †¢ Skilled Influencer – Demonstrates the ability to influence to gain the necessary support from drivers stakeholders in pursuit of organisational value. The CIPD (2005a) has stated that: All personnel and development specialists must be thinking performers. That is, their central task is to be knowledgeable and competent in their various fields and to be able to move beyond compliance to provide a critique of organisational policies and procedures and to advise on how organizations should develop in the future. HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals. Legge (1995) made a similar point when she referred to HRM as a process of ‘thinking pragmatism’. Harrison (2007) commented that the ‘thinking performer’ philosophy focuses on the ways in which HR fields of activity should link to produce a whole that is greater than the sum of its parts, on strategic awareness and on evidence based practice. The CIPD ‘The Thinking Performer Concept’ (2007) believes: â€Å"The non thinking performer will privately regard many of the things her or she is required to do as absurd, indefensible, inefficient, even immoral or corrupt, but will say nothing †¦Ã¢â‚¬ ¦ the non thinking performer is a ‘ lifetime liability’ to the organisation.† Looking at the requirements in Band 2 of the HR Map, and taking into consideration the behaviours within this, you need to build strong relationships with your customers. Managers need to feel comfortable approaching your for advise, and confident that you will be able to lead and advise them on the appropriate approach to take. You need to be skilled in influencing the manager to the correct way of thinking, to handle the situation in the correct manner, but also be flexible in your approach and listen to their ideas/requirements. And together, agree on the best action and way forward. The need for HR theory, Ulrich (1997a): To make practices more than isolates acts managers and HR professionals must master the theory behind HR work; they need to be able to explain conceptually how and why HR practices lead to their outcomes. Regardless of the preferred theory, managers and HR professionals should extract from it a higher level of reasoning for their day to day work and thus better explain why their work accomplishes goals. 3. Explain, with related examples, why HR professionals need to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation. HR professionals provide insight led leadership. They need to own and shape themselves as well as others within the organisation. They need to personally lead themselves, as well as teams and upwards within the organisation. The definition of management as stated by Michael Armstrong is ‘Management is defined as deciding what to do and then getting it done through the effective use of recourses’. The main processes of management are planning, organizing, motivating and controlling. HRMagazine say: HR must turn outside business trends and stakeholders expectations into internal actions, and should focus on both business results and human capital improvement. HR professionals should target both individual ability and organisation capabilities. HR is not an isolated activity, but sustainable and integrated solutions. An effective HR professional melds individual abilities into an effective and strong organisation by helping to define and build its organisation capabilities. Organisation is not a structure or process, it is a distinct set of capabilities. HR professionals can help line managers create meaning, so that the capability of the organisation reflects the deeper values of the employees. HR professionals are credible activists because they build their personal trust through business acumen. Credibility comes when HR professionals do what they promise, build personal relationships of trust and can be relied on. In order to be an effective HR professional, it is important that they are able to manage themselves in order to show their teams and organisation that they can be trusted. They can then go on to manage their teams effectively, through to managing across the organisation. HR professionals make change happen at institutional , initiative and individual levels. 1. Undertake a self-assessment against the specification of HR professional practice capabilities, such as the CIPD Associate Membership criteria, to identify professional development needs. See appendix 1 for SWOT analysis. 2. Evaluate and select at least three development options to meet your needs , explaining the advantages and disadvantages of each, and their fit with your preferred learning style and career aspirations. Continued Professional Development (CPD) is a necessity in the HR environment. The profession is a very high pace with changes to the law and best practise. CPD makes sure your knowledge is up to date and fresh. New ideas and developments are happening all the time and being dedicated to CPD ensures you are professional and consistent. 20 years ago CPD was not widely spoken of, or used in the HR environment. Until recently the profession has not recognised the need to adhere to the requirements of other professional bodies (medical, law etc) as HR was seen as a job anyone could do, but the recent introduction of the HR standards and HR Map means all HR professionals need to continue with CPD to reflect the professionalism of their career. In recent years the concept of ‘a job for life’ has subsided and now employees in all professions need to continue to prove their worth and stay valuable to the organisation. Keeping up to date with CPD means you are actively trying to develop yourself and have an interest in developing yourself to benefit the organisation and profession. I have undertaken a SWOT analysis (Appendix 1) on my current developmental needs. I have also used the HR map to find out where my weaknesses lie as an HR professional. I found this exercise an interesting and useful tool for working out my developmental needs. I have included a Career Development Plan (Appendix 2), this shows my current development needs and I will be referring to them below. My first, and most important need, is an update on HR Law. This is needs so I can give better advice to managers and have the confidence to act on my own beliefs. My second is updating my knowledge on how to deal with Absence Management, a high level of absenteeism can be extremely costly to an organisation and I would like to develop my knowledge so I can help the absent employee and also help the organisation’s statistics and costs in turn. My third developmental need is Reward Strategies. I find the topic fresh and a lot of organisations are not fully using the strategies. I would like to enhance my knowledge and research best practise to see what recommendations I can make for the organisation I am employed by. I intend to satisfy these needs by taking advantage of courses offered by the CIPD, in house training and by attending the Intermediate Certificate in HR Management at Bridgwater College. It is also important for me to use other tools for learning, for example journals, on line resources and many of the books available at local libraries. To satisfy the needs for enhancing my knowledge of HR Law I will be attending the unit on the subject at Bridgwater College and I also regularly attend HR Breakfast’s at FootAnstey Solicitors. They cover a wide range of topics, including sessions on Employment Law. Absence Management will be researched by looking at the media available, for example previous research and best practise. I will also look to attend relevant CIPD courses being held in the South West area. Reward strategies are reasonably new and important when it comes to employee satisfaction and retention. Researching the subject will enable me to make use of best practise and o ffer recommendations.

Successful, Enlightened, But Excessive - 1197 Words

Josephine Joliff 11/23/15 Period 5 Ms. Green Successful, Enlightened, but Excessive Throughout history, revolutions have occurred for many different reasons all around the world, in many different ways. But, there is always a certain extent to which each revolution can be successful, and also enlightened. The word successful is defined by Oxford Dictionary as accomplishing an aim or purpose, and enlightened is defined as having or showing a rational, modern, and well-informed outlook. During the 18th century, a new intellectual movement that stressed reason and thought and the power of individuals to solve problems, called the Enlightenment was highly influential in†¦show more content†¦Before the revolution, king after king ruled over France with full power, and often did not take into consideration the people’s thoughts, beliefs, and opinions. Throughout the revolution, citizens from the third estate began bringing attention to themselves and fighting for what they wanted, starting to let their voices be heard. On July 14th, 1789, many suppressed f rench peasants intensely stormed the Bastille, an important prison in France, and also captured, imprisoned, and killed french royalty to show their anger against how they had been previously treated. This act forced King Louis VI to pay attention to these threats from the lower class, and minimize power in the high society. Also, this was one of the first key events that led to the french revolution’s success, and the abolition of the monarchy. Later, on October 4th in 1789, an important march took place, in which a great amount of hungry, angry women marched towards Versailles demanding bread. The king and queen were once again forced to recognize this event led by unhappy lower class parisians, and moved from Versailles to Paris on October 6th. Both of these events led to the legitimization of the National Assembly, which eventually caused the writing of the constitution and France becoming an official republic in 1972. This matters because it marked the end of an unfair g overnment where the third estate was

Descriptive Essay The Wind Essay - 824 Words

The opening to this passage appears very therapeutic as befitting with the imagery of the lulling ocean: â€Å"the wind was nearly calm, and being bound down the river, the only thing for it was to come to and wait for the turn of the tide.† The calm and peacefulness is reflected in the behaviour of the ship crew as they appear to be very relaxed: â€Å"We felt meditative, and fit for nothing but passive staring. The day was ending in a serenity of still and exquisite brilliance. The water shone pacifically†¦ and draping the low shores in diaphanous folds.† This sense of tranquil is quickly overshadowed with the subtle foreboding and suggestion that it is merely the calm before the storm: â€Å"only the gloom to the west, brooding over the upper reaches, became more sombre every minute, as if angered by the approach of the Sun.† this suggests that the darkness is imminent and will easily over-empower the light that keeps the keeps the chaos at bay. The idea of the calm before the storm also fits in nicely with the imagery and narrative of the extract as it is clear that it takes place on a ship that is anchored and in potential danger from any turn in the weather. This immediate sense of foreboding within the opening of the novel suggests that later on in the narrative the darkness might overpower the light and take over to create chaos from natural harmony. This idea of the calm before the storm is actually reiterated within the structure of the opening itself. The first couple of pagesShow MoreRelatedAnalysis Of The Santa Ana And Linda Thomass Brush Fire1500 Words   |  6 PagesJoan Didion in her essay, â€Å"The Santa Ana† and Linda Thomas in her essay, â€Å"Brush Fire† describes the Santa Ana in two opposing stands with similar moves. Didions purpose in writing her essay for the Santa Ana is to inform her readers. She informs them about the Santa Ana, the effect the winds have on human behavior, and how they have to live with the Santa Ana. Thomas writes her essay to engage readers on the Santa Ana’s effect on brushes. She gives details on how the Santa Ana causes natural brushRead MoreThe Beach Essay781 Words   |  4 PagesDescriptive Essay- Beach, Vacation The place where I feel most comfortable is a place where I am calm. A place that is peaceful in its own ways. It is the place to go to get away from all my troubles. It is the one place where I could sit forever, and never get tired of just staring into the deepest blue I have ever seen. It is the place where I can sit and think the best. A place where nothing matters but what is in that little moment. The one place capable of sending my senses into an overloadRead MoreCage Bird and How to Say Nothing in 500 Words768 Words   |  4 PagesI start to review narrative and descriptive essays, I have to try to understand what separates the two. I chose to compare â€Å"Caged Bird†, by Maya Angelou as my Descriptive essay and â€Å"How to say nothing in 500 words†, by Paul McHenry Roberts as my narrative essay. To me these two essays set themselves apart from each other, not just because of the different styles of writers, but the meaningful message that was delivered in b oth essays. While both of these essays have a strong message that it deliversRead MorePoetry from Linda Thomas and Joan Didion on The Santa Ana Wind811 Words   |  4 PagesThe Santa Ana Wind Linda Thomas and Joan Didion are both natives of Southern California and wrote about the Santa Ana, a wind that blows from northeast to Southern California every year. Didion, the author of The Santa Ana, mostly writes about the area where she was born in 1934. Thomas, the author of Brush Fire, was also born in Southern California. She has been writing poems, stories and essays for 25 years. Her writing has appeared in numerous print journals like American Poetry Review. BothRead MoreLos Angeles Notebook by John Didion1011 Words   |  4 Pagesemotion. Joan Didion explores this relationship in her essay â€Å"Los Angeles Notebook† Through looking at Santa Ana winds; she identifies her view that peoples actions can be affected both before and during the wind through feelings and mechanical behavior. Didions express the sense of anxiety and apprehension that overcomes Los Angeles whenever the Santa Ana winds blow, but also Didions belief that the winds make people unhappy. Santa Ana winds create a sense of the great effect they have on not onlyRead MoreLoss of Freedom in Sedaris This Old House and Angelous Caged Bird1274 Words   |  6 Pageswriting, and Angelou explores her concerns through descriptive writing with the analogy of a bird, they still are exploring the similar topic of perceived loss. The loss of freedom, demonstrated by the demand to uphold a family image, versus the caged bird, remain very similar in both pieces due to percei ved entrapment, disappointment and self-nonentity. Descriptive essays leave room for misinterpretation and confusion, where as a narrative essay is straightforward and to the point. The loss of freedomRead MoreThe Task Of Composing A Descriptive Essay1310 Words   |  6 PagesRecently, my Composition I teacher assigned the class the task of composing a descriptive essay. This led me to the question, â€Å"what is a descriptive essay?† What topic could I possible write about for three whole pages? What have I done, seen, or experience that could fill these three long pages? My life thus far has been quite sheltered, so this has created quite the dilemma for me. Being that I am supposed to be descriptive, I feel the need to describe the stress that this has created for me. My physicalRead MoreExpository827 Words   |  3 Pagescellars†¦I have found them I hospitals and in the den of the rattlesnake†¦. (176) In this quote Grice start with first person in place and with the repetition of â€Å"I† so that the reader can get the attention into it. Grice’s purpose in the â€Å" Black widow† essay is to inform the audience about t he widow’s life style. He shows inspiration, fascination, respect and love for widows. He furthers his purpose by using rhetorical strategies throughout his text. Grice’s uses imagery, metaphors, similes, personificationRead More Clash with the Hurricane- Personal Narrative Essay868 Words   |  4 Pages The sky darkened from the blue light sky, it turned suddenly to a dark black gloomy sky hovering with a mist cloud. I walked back into the car, seemingly it was going to pour down. Heavily, the wind blew. I turned to shut the windows, but, as I looked closer out of the window, huge clouds started fusing together which then created a huge immense hurricane. I could not believe my eyes, a hurricane was coming our way. I could notRead MoreOverview of Key Image Terms: Simile, Metaphor, Personification, Dominant Impression, and Connotation1491 Words   |  6 Pagessomething else. This metaphor could mean that there was something bad happening. The river didnt literally turn into blood. It means that far away there was foreshadowing that there would soon be conflict. Example #2: In Alex Hess college application essay, Sharing Time, he describes an experience from kindergarten in which he was seeking the glory of sitting on the orange line on the classrooms carpet. He then goes on to describe how he has been continuing to pursue the orange line. Commentary: