Caperucita Roja‘Little Red Riding Hood’ in Spanish

Here is a public-domain version of Caperucita Roja, a Spanish version of the fairy tale known in the English-speaking world Little Red Riding Hood. Grammar and vocabulary notes follow for the aid of Spanish students. Caperucita Roja Habà ­a una vez una nià ±a muy bonita. Su madre le habà ­a hecho una capa roja y la muchachita la llevaba tan a menudo que todo el mundo la llamaba Caperucita Roja. Un dà ­a, su madre le pidià ³ que llevase unos pasteles a su abuela que vivà ­a al otro lado del bosque, recomendà ¡ndole que no se entretuviese por el camino, pues cruzar el bosque era muy peligroso, ya que siempre andaba acechando por allà ­ el lobo. Caperucita Roja recogià ³ la cesta con los pasteles y se puso en camino. La nià ±a tenà ­a que atravesar el bosque para llegar a casa de la abuelita, pero no le daba miedo porque allà ­ siempre se encontraba con muchos amigos: los pà ¡jaros, las ardillas listadas, los ciervos. De repente vio al lobo, que era enorme, delante de ella. —  ¿Adà ³nde vas, nià ±a bonita? — le preguntà ³ el lobo con su voz ronca. — A casa de mi abuelita — le dijo Caperucita. — No està ¡ lejos — pensà ³ el lobo para sà ­, dà ¡ndose media vuelta. Caperucita puso su cesta en la hierba y se entretuvo cogiendo flores: — El lobo se ha ido — pensà ³ — no tengo nada que temer. La abuela se pondrà ¡ muy contenta cuando le lleve un hermoso ramo de flores ademà ¡s de los pasteles. Mientras tanto, el lobo se fue a casa de la abuelita, llamà ³ suavemente a la puerta y la anciana le abrià ³ pensando que era Caperucita. Un cazador que pasaba por allà ­ habà ­a observado la llegada del lobo. El lobo devorà ³ a la abuelita y se puso el gorro rosa de la desdichada, se metià ³ en la cama y cerrà ³ los ojos. No tuvo que esperar mucho, pues Caperucita Roja llegà ³ enseguida, toda contenta. La nià ±a se acercà ³ a la cama y vio que su abuela estaba muy cambiada. — Abuelita, abuelita,  ¡quà © ojos mà ¡s grandes tienes! — Son para verte mejor— dijo el lobo tratando de imitar la voz de la abuela. — Abuelita, abuelita,  ¡quà © orejas mà ¡s grandes tienes! — Son para oà ­rte mejor — siguià ³ diciendo el lobo. — Abuelita, abuelita,  ¡quà © dientes mà ¡s grandes tienes! — Son para...  ¡comerte mejor! — y diciendo esto, el lobo malvado se abalanzà ³ sobre la nià ±ita y la devorà ³, lo mismo que habà ­a hecho con la abuelita. Mientras tanto, el cazador se habà ­a quedado preocupado y creyendo adivinar las malas intenciones del lobo, decidià ³ echar un vistazo a ver si todo iba bien en la casa de la abuelita. Pidià ³ ayuda a un segador y los dos juntos llegaron al lugar. Vieron la puerta de la casa abierta y al lobo tumbado en la cama, dormido de tan harto que estaba. El cazador sacà ³ su cuchillo y rajà ³ el vientre del lobo. La abuelita y Caperucita estaban allà ­,  ¡vivas! Para castigar al lobo malo, el cazador le llenà ³ el vientre de piedras y luego lo volvià ³ a cerrar. Cuando el lobo despertà ³ de su pesado sueà ±o, sintià ³ muchà ­sima sed y se dirigià ³ a una charca prà ³xima para beber. Como las piedras pesaban mucho, cayà ³ en la charca de cabeza y se ahogà ³. En cuanto a Caperucita y su abuela, no sufrieron mà ¡s que un gran susto, pero Caperucita Roja habà ­a aprendido la leccià ³n. Prometià ³ a su abuelita no hablar con ningà ºn desconocido que se encontrara en el camino. De ahora en adelante, seguirà ¡ las juiciosas recomendaciones de su abuelita y de su mamà ¡. Grammar Notes Habà ­a una vez is a common way of saying once upon a time. Its literal meaning is there was a time. Habà ­a is the imperfect tense of the very common hay, which means there is or there are. Muchachita is a diminutive form of muchacha, a word for girl. The diminutive is formed here using the suffix -ita. The diminutive form can indicate that the girl is small or can be used to indicate affection. Abuelita, a form of abuela or grandmother, is another diminutive found in this story. In that case, it is probably being used as a term of affection rather than referring to her size. The name of the story itself is another diminiutive; a caperuza is a hood. The dashes beginning in the fifth paragraph function as type of quotation mark. Words such as verte, oà ­rte, and comerte wont be found in dictionaries, because they are infinitives joined with the object pronoun te. Such pronouns can either be attached to infinitives or be placed before them. Such pronouns can also be attached to gerunds, as in dà ¡ndose. The opposite of a diminutive is an augmentative, and an example here is muchà ­simo, derived from mucho. Vocabulary Definitions in this list are not complete; they are designed to give primarily the meanings of these words as they are used in the story. abalanzarse sobre—to fall on top ofabuela—grandmotheracechar—to stalkahogar—to drownde ahora en adelante—from now onanciano—old personardilla listada—chipmunkatravesar—to go acrossbosque—forestde cabeza—head firstcambiar—to change capa—cape castigar—to punishcazador—huntercesta—basketcharca—pondciervo—deercuchillo—knifeen cuanto a—with regard todar media vuelta—to turn halfway arounddesdichado—unfortunatedespertar—to wake updevorar—to devourdirigirse a—to head towardechar un vistazo—to check things outenseguida—very soonentretener—to get sidetrackedgorro—bonnetharto—full of foodjuicioso—sensiblejunto—togetherllenar—to filllobo—wolfmalvado—wickeda menudo—frequentlymeterse—to entermientras tanto—meanwhileoreja—earpesar—to have weightpiedra—rockprometer—to promiseprà ³ximo—nearbyrajar—to slice openramo—bouquetde repente—at onceronco—hoarsesacar—to take outsed—thirstsegador—harvesterseguir—to follow, to continuesuave—softsusto—frighttratar deâ€⠀to try totumbado—lying downvientre — belly

Descriptive Essay - Original Writing - 1328 Words

Next Stop, Awesomeville I shut my suitcase and wriggled it off of my bed, giving my room one last sweep before we left for the month. I spun around in anxiety ready for the 6 hour travel to what I had been waiting for all summer. The airport was crowded and I was jostled by the crowd like a fish in the current. I finally found my parents and brother and we handed the lady our tickets before boarding the plane. We found seats next to each other and sat down in comfortable silence. I saw a movie about to start and put on my headphones. Soon I was lulled to sleep by the gentle voices of the fictional, soft-spoken characters. Just before I slipped into the darkness of sleep I wondered if Padfoot was comfortable in the pet section. When I woke up I was being shaken by my mother, who was pointing at James while talking on the phone. I grabbed James and both of our bags, while my parents grabbed theirs. We got off the plane and outside. We called a taxi to pick us up and went to the car dealership. By this time Ja mes had woken up and was playing on my phone. They finally left and got into a purple mustang with green stripes on the front. I gently took my phone back and checked the time. It was four thirty. I knew that Disney World wasn’t far and rolled my window down before giving back my phone and taking a nap. When I woke up, we were at a small apartment building that was close to Disney World. I got out of the car, stretched, and helped my father with the bags. We got the keysShow MoreRelatedDescriptive Essay - Original Writing1110 Words   |  5 PagesI don’t know how I got to where I am, but I’m here now, and I have to win if I want to live. I am in a game, and in order to live, I have to escape. That’s the thing, though: I don’t know how to escape. I was running for my life around this old house that looked like it came straight out of a horror movie. 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Human Resource Management Ethical Standards

Question: Discuss about the Human Resource Management Exhibit High Ethical Standards. Answer: Human Resource Management and Ethics The area of human resource management is an evolving area. There was a time when HR managers were not directly involved in business decision making. However, with time, there has been a change in the basic role of HR function. Therefore, it is important that HR managers must exhibit high ethical standards. In fact, HR managers have a key role to take entire organization towards the future goal. Any organization can have an ethical culture in place only when HR managers and leaders are ethical. This essay would focus on the broad area of human resource management and ethics (Wang Noe, 2014). The specific area that would address in this essay is the integration or linking between HRM and ethics of senior management of multinational organizations. Everyone takes notice when a corporation gets caught acting unethically to increase profits. But the inverse is also true. No one notices when companies act justly and perpetuate a culture of carrying over greed. The truth is that if moral em ployees and leaders stand by and allow immoral people to bypass ethical justice then evil will prevail (Schwepker Schultz, 2015). Every leader has an opportunity to push for a better way and try to make a difference. The desire is for all parties in a business to have more involvement and representation as a whole along with being socially responsible in order to benefit everyone. The ethical implications for conscious capitalism include increased transparency and accountability (Luk, 2012). This is especially important for companies to maintain compliance with ethical standards and guidelines. Ethics or the moral principles serve as a compass for individuals, companies, institutions, and organizations. It is important that the Human Resource managers and leaders must develop the art of ethical functioning. In fact, listening is such an important skill that both servant leaders and people need to be good at. It would be very difficult to serve those people without being able to listen and learn what their needs are. Being a good servant also understands those that are being served (Shamim Ghazali, 2014). It would be correct to say that a true ethical culture could be established only when leaders understand their responsibility and they are willing to serve others. It would be correct to say that servant leadership is the key to establish the ethical culture in the organization. Servant leadership is described as an attitude with values and beliefs that influence the lives of other individuals, as well as, foster and create strong organizational environments that in the en d by sharing knowledge and strengths it produces a domino effect of a caring world (Porter Kramer, 2011). There are twelve principles of servant leadership, which are the following listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, building community, calling and nurturing the spirit. The first five main beliefs (listening, empathy, healing, awareness, persuasion) of servant leadership cross religious and cultural lines because regardless of an individuals religion or cultural background, these are all social skills to possess as a leader. Servant leaders pay more attention on service to their subordinates/followers, along with ethical behaviour. To build an ethical culture within a corporation that is workable for everyone is difficult (Smith, 2011). Ethics is a set of moral principles and values that govern our interactions individually or as a group defining what is considered right or wrong. The difficulty when considering ethics is that everyones standard for appropriate versus inappropriate behaviour is different and finding a consensus is impossible. Ethics can also be described as the third force; not illegal behaviour or behaviour that goes against policy but behaviour that is naturally directed toward the good and can be considered for work and non-related work issues (Daft, 2013). The area of ethics in human resource management is a tricky area. This is a very complex area for HR as it lowers the burden of proof for example if someone applies for a job with forged documents, what HR supposed to do they are not experts in forgeries and reasonable cause to believe (Antonakis House, 2014). So if HR are suspicious and on what ground, they need to contact immigration or not employ the person. This can lead to more problematic issues again for HR; suspicion on facial appearance, language level or anything else that may trigger a case of discrimination. In order to have an ethical culture in the organization, it is important that managers should behave and act as leaders. In an organizational setting, leaders are managers, but not all managers are leaders. This is important to recognize in order to be effective in any organization. Plucknette (2014) describes the four differences between leaders and managers as being planning, organizing, leading and controlling. It is important to notice the component of leadership within these differences. They set managers aside from leaders in that this skill may not always be able to be learned. Some individual are natural born leaders and can be great with additional training. However, there may be instances where people are great managers and succeed more with the logistics of the job, rather than the people leadership aspect. The four key features of management that should be followed by Human Resource Managers can be discussed as: Organizing: will follow the plan of care. For example if the leader has the innovative idea to use an air mattress for the patients who are incontinent of bowel and bladder functions, then she has to have a system to identify the patient population to identify the population at risk to develop pressure ulcers, she has to delegate the task to the admitting nurse to identify the risk patients and communicate the need for special mattress (Bock Zmud, 2005). And she has to authorize the central supply department to issue a bed to those patients. The leaders are responsible to plan education to the nursing staff. Leading: It is the use of influence to motivate employees. In this step the nurse leader can influence the staff through her compassion for nursing, caring attitude, and knowledge. The leaders will reward the team members for participating in implementation of new air mattress. Leaders can monitor the plan by making random rounds and sharing the rounding results with team members (Fong Hills, 2007). The leaders play a significant role by communicating the company vision and the role of innovation to achieve organization goals. For example leaders will share the vision to improve patient outcome by preventing pressure ulcers with the use of air mattress. Controlling: Means monitoring employees activities, progress toward organizational goals. The leaders will assess the data; compare the data with the previous data. The benefits will be communicated and success will be celebrated. The new innovation will be embedded as permanent. It would be correct to say that human resource managers, manage metrics, numbers, and graphs. However, it takes a leader to align that information into action where everyone understands the purpose of the data. The question that must be answered is how will this affect me and how can I be effective. Leadership listens and guides the team towards that end goal, be personal and organizational (Paille Chen, 2014). It is believed that if companies want to move towards being ethical they must be transparent. This allows that stakeholders will be able to truly see the company from every angle. There are no hidden agendas. This is what people need in todays society, which are plagued with corporations that are driven by profits. As a conclusion, it can be said that ethics plays an important role in conscious capitalism. It helps leaders to lead by example to influence their followers. When an organization uphold ethics in their leadership it helps build an effective support and gain respect amongst their followers (Christensen Mackey, 2014). A leader that is not trusted and dishonest will not be able to influence their followers because of the poor behaviour of power. This type of power is damaging to any organization whereas employees are disgruntled which bring about a disrupted workplace. In the current working environment in Australia and global, people prefer to work for an organization that practices conscious capitalism and has leaders with ethical principles. Companies that have values and are socially responsible are inspirational. They make going to work meaningful and motivate me to work harder. References Antonakis, J. House R.J. (2014) instrumental leadership: measurement and extension of transformational transactional leadership theory, The Leadership Quarterly, volume 25, Issue 4, Pages 746-771 Bock, G. W., Zmud, R. W., Kim, Y. G. and Lee, J. N. (2005) 'Behavioral Intention Formation in Knowledge Sharing: Examining the Roles of Extrinsic Motivators, Social-psychological Forces, and Organizational Climate',MIS Quarterly,Vol. 29, No. 1, pp. 87-111 Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning Fong, P.S., Hills, M.J. Hayles, C.S., (2007) Dynamic Knowledge Creation through Value Management Teams, Journal of Management in Engineering, 23(1), pp40-49 Jones Christensen, L., Mackey, A., Whetten, D. (2014). Taking responsibility for corporate social responsibility: The role of leaders in creating, implementing, sustaining or avoiding socially responsible firm behaviors. Academy Of Management Perspectives, 28(2), 164-178. Luk, S. Y. (2012). Questions of Ethics in Public Sector Management: The Case Study of Hong Kong. Public Personnel Management,41(2), 361-378. Paille, P., Chen, Y., Boiral, O., Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466. Porter, M. E. and Kramer, M. R. (2011) 'Creating Shared Value',Harvard Business Review,pp. 1-13 Schwepker, C. H., Schultz, R. J. (2015). Influence of the ethical servant leader and ethical climate on customer value enhancing sales performance. Journal Of Personal Selling Sales Management, 35(2), 93-107. Shamim, A, Ghazali, Z 2014, 'A Conceptual Model for Developing Customer Value Co-Creation Behaviour in Retailing',Global Business Management Research, 6, 3, pp. 185-196 Smith, E.A., (2011) 'The role of tacit and explicit knowledge in the workplace',Journal of Knowledge Management,5 (4), pp.311-321 Wang,S., Noe R.A. Wang ,Z. (2014) Motivating Knowledge Sharing in Knowledge Management Systems: A QuasiField Experiment Journal of ManagementVol. 40 No. 4, 978-1009

Organizational DNA Analysis

Introduction Threadless is a company that deals with the manufacture of T-shirts worn by all individuals in the society. Since its inception in the year 2000, the company has witnessed tremendous growth that has led to its expansion from a small apartment of about 900 square feet to an area that covers extensive parts of North America. The growth attracted firms and persuaded them to request for collaborations and partnerships.Advertising We will write a custom essay sample on Organizational DNA Analysis specifically for you for only $16.05 $11/page Learn More To elucidate the growth of Threadless, it is imperative to analyze it using organizational DNA. Organizational DNA has four bases that include information, decision rights, structure, and motivators, which are useful in the growth of a company. Therefore, the essay analyzes Threadless from the perspective of motivators, a component of the organizational DNA band, using the evidence, challenges, opp ortunities, as well as leverage of the opportunities. Evidence of Band Element Present from the Focus Case The unique strategy that Threadless presents to its target consumers is a brilliant strategy that facilitates consumer involvement in the design and manufacture of its products. Since the organization uses a social networking platform that is easily accessible to all members of the society from all demographics, it is able to be at par with what consumers expect in the market. According to Parsons and Maclaran, an understanding of clients’ expectations is very crucial for the growth and progress of an organization (22). As opposed to other organizations that employ extensive market surveys, researches, and promotions to identify consumer expectations in the market, the organization employs a strategy that incorporates marketing and presentation of customer needs through a social platform. Thus, it is evident from the case of Threadless that it does not only emphasize on achievement of customer expectations, but it also strives to keep abreast with consumer trends and dynamics in the clothing industry. Through the social networking platform, which the organization uses, several clients are able to present their proposed designs and have them converted into finished products. The act of involving consumers in decision-making process and using their proposals to manufacture finished T-shirts makes the organization build trust among its target consumers.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The social networking creates an avenue of sharing ideas and art works; hence, provides an environment where consumers and employees listen to one another while exchanging their ideas concerning improvement of product quality. When employees and clients interact and exchange their ideas, the organization acquires the ability to deliver products of good quality, a nd hence, derive satisfaction from the achievement. Moreover, satisfaction expressed by consumers after receiving products of their perceived quality compounds the level of satisfaction that employees of Threadless hold. Motivation occasions from the achievement of organizational goals and acquisition of a corresponding appreciation from the subject organization (Podmoroff 16). It is imperative to understand that employee and consumer satisfaction is a key ingredient that catalyzes employee motivation and commitment, and thus sustain delivery of products required by potential clients. Organizational Challenges and Opportunities in this Band Area Some of the challenges associated with the Threadless relates to the limited capacity of its staff to make decisions that can propel it to a higher level. Moreover, due to the spontaneous growth of the organization that took a snowball design, it experienced a challenge in supplying its products to the target consumers. From the case, it is clear that the organization has inadequate financial ability to meet the spiraling demand for its products, which was about 30 million in the year 2008 (Daft 427). When it commenced its activities in the year 2000, the Threadless expected to witness a gradual growth and steady revenue base. Conversely, soon after its introduction, the strategy occasioned a spontaneous growth that spiraled out of its control. Merger with other organizations that are bigger than the organization can be a practical strategy in the quest to amplify the market share and supply of products that the organization manufactures and supplies in the market. The main opportunity that the organization enjoys is its ability to engage its employees and potential customers through a social networking platform. From the platform, employees identify consumer needs, preferences, and expectations, whereas clients get the chance to relay their suggestions. As a result, the organization reduces the costs associated with p romotion and marketing.Advertising We will write a custom essay sample on Organizational DNA Analysis specifically for you for only $16.05 $11/page Learn More Interaction between employees and potential consumers is a rare opportunity and a very practical platform that does not only lead to manufacture of products that match client expectations, but also initiate employee motivation. Remarkably, the platform facilities an environment where the organization easily accesses feedback from customers and use it in bridging any present knowledge gaps related to product quality. According to McMeekin, some factors dictate consumers to purchase products in line with their preferences (12). Therefore, development of a platform where consumers interact with employees enables the organization to understand and cope with the ever-changing consumer needs. Leverage of Opportunities to Meet Organizational Aims The act of social networking that employees and potential consumers in the organization practice is among the measures that the organization can utilize in the resolution of its challenges. Since social networking results in quick and efficient conveyance of feedback concerning product quality, organizations can identify the needs of clients and quickly bridge the gaps that affect product quality (Zarrella 3). Furthermore, the culture of hard work, transparency, good relationship, and communication that the organization nurtures among its employees facilitates resolution of its challenges in terms of production, supply, and delivery of its products. The culture also promotes productivity and enhances employee motivation and commitment. The ability to interact and exchange ideas with its potential consumers is a very vital opportunity that helps the organization to control and manage its challenges. Works Cited Daft, Richard. Organization Theory and Design. New York: Cengage Learning, 2010. Print. McMeekin, Andrew. Innovation by Demand: An Interdisciplinary Approach to the Study  of Demand and Its Role in Innovation. Manchester : Manchester University Press, 2002. Print.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Parsons, Elizabeth, and Pauline Maclaran. Contemporary Issues in Marketing and  Consumer Behaviour. New York: Routledge, 2009. Print. Podmoroff, Dianna. 365 Ways to Motivate and Reward Your Employees Every Day-  with Little Or No Money. Atlantic: Atlantic Publishing Company, 2005. Print. Zarrella, Dan. The Social Media Marketing Book. London: O’Reilly Media, Inc, 2009. Print. This essay on Organizational DNA Analysis was written and submitted by user Johnny Harris to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.