Article Review On The, Depression, Illness And Blanced...

Spirituality, Depression, Illness And Blanced Living By Stewart Bitkoff | Submitted On October 23, 2012 Recommend Article Article Comments Print Article Share this article on Facebook Share this article on Twitter Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon Share this article on Delicious Share this article on Digg Share this article on Reddit Share this article on Pinterest Expert Author Stewart Bitkoff Balanced Living 1) What is balanced living? From the point of a spiritual search, why is balance important? Much spiritual practice can be defined as an attempt to reach and maintain balance, on a worldly level, so that the spiritual consciousness might awaken and come forward. One of the characteristics of our physical body is the continual effort to maintain a state of homeostasis and relative quiet. From a spiritual perspective this quiet or balance is necessary so that that the traveler may go beyond the surface level and experience what is far below, in the quiet depths, ultimately using this awareness consciously in daily life. In every day life what is required, is a balance between our mental, physical, emotional and spiritual needs; to fully engage in the world, each bodily system necessary to express the many parts of our self. It is said, the entire system must be operating and in balance- in order to achieve full active living and a state of optimal health. In fact, this is one of the requirements of

The Hunger Games By Suzanne Collins - 925 Words

Harliegh Johnson Mrs. Varner English 1 8th Hour October 2, 2015 The Hunger Games The Hunger Games, by Suzanne Collins, is fulfilled with intense action and an ironic love story. The districts are forced to compete against each other, to the death, and must have one winner at the end. The Hunger Games takes place in the future with divided districts controlled by the capitol. The capitol’s president is President Snow. Katniss is a main character. She is from district 12, which is considered the poorest district. She lives with her mom and little sister. Her father died while working in the mines. I think Katniss is a brave, smart, and strong girl. She can be kind of mouthy at points and likes things to be her way. Katniss is always ready to react under pressure, and she is going to take on any challenge without a budge. She strives to be the best at everything she sets out to do. Peeta is a main character. He is from district 12 also. His family owns a bakery. I think Peeta values opinions and gets intimidated. Peeta is a hard worker and caring person. He is very strong physically and mentally. Peeta has the ability to give people what they want. He knows how to put on a show and sometimes it turns into reality. Gale is an important character. I wouldn’t necessarily say he is a main character but still have a lot of value to the book. He is very handsome and is Katniss’s best friend. They both hunt together and are very close to each other s family. Gale is very strongShow MoreRelatedThe Hunger Games By Suzanne Collins3246 Words   |  13 PagesStudy Unit The Hunger Games by Suzanne Collins and Steven Galloway’s The Cellist of Sarajevo demonstrates the way in which people are affected by war, and a brutal dictatorship. The authors illustrates the main purpose for writing their novel through the use of imagery, characterization, foreshadowing, flashback, similes, and symbolism. 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There are many themes in the book hunger games such as ‘the inequality between rich and poor’, ‘suffering as environment’ and ‘the importance of appearances’. In 1984 there is also many themes portrayed such as ‘theRead MoreThe Hunger Games By Suzanne Collins2436 Words   |  10 PagesThe Hunger Games is a science fiction and adventure film, based on the novel written by Suzanne Collins, which explores concepts of Marxism and numerous aspects of its principles through the dystopian world of Panem. The Hunger Games follows Marxist theories on bourgeoisie and proletariat class structure as well as capitalist production and the distribution of good. Thelma and Louise, a 1991 film directed by Ridley Scott, is often referred to by critics as â€Å"the ultimate feminist film†. This film

Role of The Leader in Organizational Communication

Question: ExplainRole of the leader in organizational communication. Answer: 1. Introduction Organizational culture is ubiquitous. It does retain its presence in every trivial operation of the firm and propelled the action of the individual who involved with that operation. It can be described as the rudiment of organization and its activities. Culture is a type of constrain that subject to evolve but not influenced by any cosmetic adaptation. These adaptations are temporal and related with situational influences regarding the climate which can be considered as a temporal catalyst in this occasion. Organizational communication is directly influenced by organizational culture. In diversified organization ethnic culture contributes in the development of organizational culture. Ethnic values and orientations of the group and individuals within the organization generate communication barrier. This scenario is plausible to Australian organizations because these organizations are diverse and multiethnic in character. Australian immigration policies are offering a chance to the for eign nationals to work in this country as skilled and unskilled worker. Involvement of these people in the organization is the root cause of multicultural atmosphere. Communication is the one of the major central means of the human activity within the organization directed to the attainment of the strategic goal (Jones et al 2004). In this context we also look at the how successful modern leadership in Australian organisations confront ethical issues in relation to managing culturally diverse workforce that requires ethical thinking to bring transparency, impartiality and also clarity of the outcomes Communication structure The pattern of communication can get defined by different graphical pattern, Chin, wheel, star, star, and all channel communication. Communication structure of the organizations is coherent with organization structure. It can exemplify by chain structure of communication. In this pattern of communication, the flow of information does follow the vertical structure of up down movement, in this structure information get strategically structured a decision making authority. In circle network all the information get shared equally among all the members of the group. In wheel structure of communication a centralized leadership works as arbiters to direct the flow of information. These models or the structure of the communication depicts the presence of strategically driven behavior behind the organizational communication. Multiple pattern of communication may get accommodated in a single organization in different level. Depend up on the culture of the organization. Culture has a major infl uence in the communication process, but this influence not only confine only in the existing culture of the organization rather culture of the existing ethnic group and subgroups. Communication process Communication process articulates presence of two prominent bodies sender and receiver. Sender is the body who generates the message and sends it to the receiver. Receiver is the recipient of the message. The process of comprehension plays a cardinal role here. Sending and receiving message influenced by a dormant process of encryption and decryption. Encryption is the process of encoding the message it is the process of a basic criteria formation. it does indicate towards a specific receiver. This is a type of receiver who can decrypt of decode the message and comprehend it. This pre requisite can become more sophisticated to address more sophisticated receiver. Language is a major prerequisite of the communication. The communicator or the sender can codify the message in a certain language which comprehended by only few people In this case the sender will deliberately make interference the whole communication process. Biased communication or deliberate formation of communication ga p may get occurs due to this. Noise is another factor that may generate an undesirable influence over communication ( Hiltz, et al 1986). Noise distorts the message of communication and makes the notion misleading for the receiver. Lingual, cultural and ethnic factors may turn as noise or communication barrier. Cultural influence over communication Some time non verbal communication plays a major role in interpersonal interaction with in organizational atmosphere. The communication without the mediation of verbal language can get defined as non verbal communication. Communication through gesture facial expression and even dressing is the part of non-verbal communication (Chira, D. 2014). This specific type of communication generates an intense impact over interpersonal communication within the organization. Individual and ethnic cultural influence manifests as a prominent factor behind the nonverbal manifestation of human expression. Nonverbal communication is not body language (Chira, D. 2014) but something more comprehensive than that. Perspective of an individual getting reflected in the time of communication, personal attitude belief, and ethical stand plays major role in this regard. This is the major reason behind the ethnic religious and racial influence in the communication process of the diversified work place. Role of the leader in organizational communication Objective driven attitude is one of the cardinal traits of leadership behavior. Leader wants to convey the message to the follower they address the mass activity through their communication (Dewan, Myatt 2008). They want to be communicated. Generating influence is one of the sign of any successful leader. Communication is the means for that purpose. The intension of the leadership cannot be successful without the effective communication. The movement towards strategic direction will be the optimum result of this. In order to get the optimum result the leader should channelized the team towards the sated direction. Multi cultural diverse work place is a plausible challenge for the leaders in this regards. Challenge of communication First challenge emerges as the form of communication. Leader applies direct and indirect communication according to the demand of the situation. Direct communication is the part of the western way of communication. Westerners can make an obvious expression regarding the preference and no preference. But this may not be applicable in the communication of the noon western races. Because beyond the western periphery a different process of communication does exist and this process may not acknowledge the western attributes as the means of effective communication. Contemporary manifestation of effective leadership communication is discursive leadership. Development of common commitment over the strategic issue is the central intension of leadership communication with other team members (Markoczy, 2001: 1014). The proposition from leaders end and the sanction from the subordinates cannot be the mechanical one; the response should get emerged as epitome of authentic involvement with the sub ject. Leader may not get the response as he expect from the person belong to western cultural background. Same expressiveness may not traceable in all the cases but the comprehension of the notion does represent the cohesiveness of the organization. The eligibility of the competent leadership got determined by that. Lingual impediment is another plausible challenge fir the leader of a diversified multicultural work place such as many Australian companies. English is the official language and the only language of communication this country. Being a citizen of this mono lingual atmosphere one may harbor the same expectation from his work environment. A multicultural diverse atmosphere a not comply with that expectation. Workforce from out of Anglo sphere can caused discord at the time of collective learning. Worker with the vernacular accent of non English speaking country can become noticed and ostracized by the mainstream English speaking population. A sense of superiority complex may become predominating among the English speaking worker community. Leader need to address this area; because it invites a direct threat to the cohesiveness of the organization generate impact over the productivity. Employee from different part of the world does not harbor the same attitude towards the hierarchy. According to the organization culture of different country individual differ in terms of attitude. Organization of some country replicates their social structure and maintains identical strata or layer on their structure. This trait does generate an attitude of stratified society among the workers. The worker with some specific attitude fined difficulty to adjust himself with the changed work atmosphere. It is the responsibility of the leader to turn him in a proper direction so he can make himself accustomed with this. Organization communication in culturally diverse work place has confront another major challenge in decision making and communicating the decision if the individual. Decision making process tend to be reactive and depend up on comprehension of the situation. A person from local background comprehends the situation from a certain angle and another person from another ethnic background does it in complete different manner. There is a possibility of conflict lies here. the direction of decision making may not get match all the time and the style of comprehension may caused discord in the organization. The responsibility of the happeng and eventuality sapose to get imposes over leadership. The proof of competent leadership may get validated on the basis of reconciliation that substantiate efficacy of the governance. The process of decision making is not an isolated one rather comprehensive; it has its expansion from micro to macro level. In micro level it does influence individual and hi s eventuality and in macro level it address the community or organization itself. The normative movement to a prescribe direction may not represent a liberal decision. It is the challenge the leader has confronted to retain the value of cohesiveness and facilitate the organization to get evolves on that basis. 2.Brief Background In culturally diverse Australian organisations to confront ethical issues the Leadership have themselves to be ethical in behaviour and thereby bring transparency in work, impartiality in judgements and clarity in the outcomes. We deal with this in detail further in the assignment in diversity and challenges and also while managing diversity where Leadership and their behaviours play a vital part in confronting the ethical issues in culturally diverse workforce in the Australian organisations. While we live in this diverse society and the same is reflected in workplaces. Diversity is considered broader than the ethnicity, race and gender. Diversity is what that makes each other unique which includes our beliefs, personality, backgrounds and also life experiences. Therefore it is all these that make us who or what we are. It is therefore the combination of visible and the invisible differences which shape our view of this world that is our perspective and approach. Dimensions pertaining to diversity includes age, ethnicity, gender, physical abilities, ancestry, race, educational background, sexual orientation, marital status, geographic location, income, parental status, religious beliefs and work experiences etc. to name a few. In this context it is vital to know how all these dimensions affect the performance, success, motivations and his dealings with others. It is therefore that these Institutional structures and also practices that present as barriers to few dimensions of the diversity be examined, challenged, worked upon and removed. Managing diversity is referred to planning and thereby implementing these organisational systems and the practices in order to manage people in such ways that potential advantages of this diversity are truly maximised and the disadvantages are minimised. Managing diversity therefore provides the distinct advantage in this era when creativity and flexibility are vital to competitiveness. An organisation has to be adaptable and flexible in order to meet the new customer wants and needs which in turn will increase profitability. Diversity as a concept is having potential to know about international market, contribute to diverse operational related skills, represent varied customer bases and helps in the decision making and also with diverse age and the experiences that provide different perspectives (Stone2013). Therefore managing diversity in Australian organisations is proactive recruitment and the retention of these diverse workforces in such ways that the employee differences become asset for rather than becoming liability to the organisation. It is therefore by harnessing these diverse differences helps to create productive environment where every individual feels valued, feel that their talents being utilised fully and in these also organisational goals are fulfilled (ertens, 2014). Outlook of Diversity and challenges in Australian organisations Therefore in organisations in Australia it is important for Leaders handle these ethical issues pertaining to the culturally diverse workforce by identifying key management and team leader competencies where they ensure these all essential motivations are fully addressed for all the employees in such culturally varied workforce (Corey et al. 2014), effective managers of such cultural diversity are required to posses number of abilities and the strategies in order to manage and work with such diverse staff and also customers as below: Having broader perspective and relative experience of working with such varied differences Are really aware of themselves pertaining to their attitudes, prejudices and also values Can articulate relationship in between managing diversity and the business outcomes Know how about diversity dimensions between their legal and the organisational framework Can assess and identify these positive and negative effects of such diversity on the business functions Can communicate relatively well and effectively across the diverse cultures Respond effectively with these diversity issues with the help of seeking and sharing the views and the inputs of all the team members Identifying management competencies that they should develop and the competencies that staff has to work in tandem or together to be effective Understand the very process of the designing and also implementing such diversity strategy Use diversity of their teams in ways to enhance the creativity and also innovation Demonstrate real flexibility and also openness in learning from such diverse people Research and relative experience shows workplace teams in organisations in Australia being increasingly diverse( Benschop et al 2015).. There are several dimensions to this diversity that figure prominently among most teams which includes the gender, cultural background and also generations. Therefore due to differences among the micro, the small, the medium and the large enterprises, leaders or managers also need to look to consider each of the action areas and also recommended actions that needs to be worked in relevance to the organisation and also industry it operates. Hence in such scenarios it is very important for leaders to confront ethical issues in such varied workforce in Australian organisations must put more emphasis on the people management (Corey, Corey, Corey2013). It is those organisations that manages the culturally diversified workforce effectively and thereby develops cultural competence tend to gain advantages in terms of attraction and retention, teams and the teamwork and also international people management thereby making them highly competitive in labour market. Organisations that use such diversity management approaches and strategies to address the very concerns of the minority staff reduces the annual turnover of the staff, thereby saving money, retaining the skills and helps in enhancing the reputation in the industry. Managing Diversities Diversity Management is an effective continuing process of involving workforce recognition and the customer differentiation to all the core business functions, the processes, the communications and the services in order to develop a harmonious, relatively fair, inclusive, a more creative and also effective organisation. The various concepts and the practices that has evolved over the years in Australia and also across developed economies having large population of immigration. Leaders were mainly concerned with the fairness and more importantly tolerance through the compliance policies, the very control techniques and systems and also staff training. With increased competition and vastly diversified workforce there came the need for talented and trained staff in global knowledge based economy, higher work and life balance expectation among employees, better career and also learning areas with opportunities, respect, flexibility, recognition and wide consultation. The various laws regarding racial and the age discriminations. The leaders thereby became highly responsible towards minimising disadvantages while maximising advantages of the workforce that is diverse so as to ensure the social cohesion with inclusiveness to act as essential feature of organisational tool for effectiveness (havand et al. 2013). Therefore several points be considered in this perspective Managing and also working with the diversity happens to be generic skill Its fair to comprehend that most Australian organisations always managed the diversity on their terms. They dealt with the cultural differences as per need or at times avoided or ignored them (hrich et al 2015). The ones who actively managed these cultural diversities happens to be most competitive Understanding what is that motivates and also satisfies employees, despite their circumstances or the background, is a major feature of good organisation management With people from varied cultures along with education, age, gender etc, living and also working in Australia adds to complexity. It is observed that we human beings are more similar than we look different. These differences are result of our upbringing, learned things about seeing this world and how we do the activities. The most likely of differences are most often least visible. They are expressed in the values and the attitudes we posses (candura, 2016). Organisational and the individual performance are linked to the diversity management strategy Exactly understanding differences that affect relationships, actions and also the decisions in this diverse workplace and the social environments enables the leaders and managers to enhance individual and the teams performance. It is thus vital for the leaders in this context to manage conflicts and other issues effectively by proper qualities and techniques that overall benefit the organisation. Leadership Styles and their approaches Leadership had been regarded as the inherent ability that one posses in influencing others with the help of controlling the said behaviour of all other members of that group. leadership styles has evolved with motivation and other enabling factors apart from influencing to achieve desired organisational goals. This concept brought the transformational and transactional leadership into force. But most of research equated the transactional approach to the transformational style (Banks, 2015). Here the communal characteristics along with inspirational values are described to understand this leadership. Transformational leaders characteristics lead to nurturing and also caring, their role is observed to show consideration thereby developing followers in achieving their full potential. The Leaders lead in the ways that is encouraging and also motivating as communal traits are substantially beneficial in the producing along with fostering the self worth and also confidence among the subord inates. Therefore the development of this transactional and the transformational based leadership were on terms based on understanding of multifactor leadership questionnaire (MLQ). By using leader and the rater forms in the MLQ survey, the transactional and also transformational based leadership is truly measured to provide exact evaluation to the individuals to understand their leadership behaviour or the style. With flattening organisational structures and hierarchies and the rapid pace of globalisations are making leadership styles and approaches are transforming also. As per the measurement of the MLQ the transformational approach shows that benefit of relatively using communal based approach to the leadership (Mphotwana, 2014). Therefore in pretext to Australian organisations culturally linked leadership model or style that shows the very differences between the cultures especially in view of the values, attitudes and the behaviour of the individuals and that the diversion provides the implications for the leadership in those organisations. Previous studies emphasised on leaders themselves involving their styles, the actions, the philosophies and also the acceptance and with appropriateness of the different leadership styles. These studies indicated that different behaviour and also actions of the leaders are being interpreted and also evaluated totally differently based on the cultural scenario and the same are due to the variations among the peoples image and ideas of ideal leader. Relatively fewer studies has taken the dimension of cultural influences on the leadership styles, the different approaches of leadership practised in other countries and the general style of leadership at that point in the place (Arends, 2014). Reality and generality is based on the very limited research that raises quite significant questions on the research that underlie in studying the differences in these leadership approaches and styles originating across cultures. Hence from managerial perspective these variations in the leadership styles offer extremely difficult challenges to the organisations, mainly during expanding their various operations globally. The Australian organisations quite often need to be contend with these diverse cultural ethoses, values, behaviours and the norms that are quite different from that of host country. It is thus critical to study the influence that arises of the culture based specific forces that apply on these differences in the leadership style s (Hislop, 2013). Conclusion: In this context it works a major challenge across the organisations in Australia with their leaders to understand the ethical values that brings forth the communications, the various cultural and backgrounds that underlie in the process and the diversity of these issues make the Leaders evaluate their behaviours and the leadership approaches styles. Though the study is incomplete as per research worldwide that any specific leadership style is suitable to this approach but it is conclusive to state that based on various research that culturally linked leadership approach or style is quite feasible to work and implement to understand these culturally diverse teams within the management framework. Therefore it is quite obvious that managing the diversity is the key to provide the necessary impetus to the success of these leadership styles that has to evolve in this continuing global scenario. Reference: Arends, R. (2014). Learning to teach. McGraw-Hill Higher Education. Banks, J. A. (2015). Cultural diversity and education. Routledge. Benschop, Y., Holgersson, C., Van den Brink, M., Wahl, A. (2015). Future challenges for practices of diversity management in organizations. Handbook for Diversity in Organizations, Oxford University Press, Oxford, 553-574. candura, T. A. (2016). Essentials of organizational behavior: An evidence-based approach. SAGE Publications. Chicago Chira, D. (2014). NON-VERBAL COMMUNICATION.CONSTRUCTIONS OF IDENTITY (VII), 67. Corey, G., Corey, M., Corey, C., Callanan, P. (2014). Issues and Ethics in the Helping Professions with 2014 ACA Codes. Nelson Education. Corey, M., Corey, G., Corey, C. (2013). Groups: Process and practice. Cengage Learning. Cox, S., Drew, S., Guillemin, M., Howell, C., Warr, D., Waycott, J. (2014). Guidelines for ethical visual research methods. The University of Melbourne, Melbourne, Australia. Dewan, T., Myatt, D. P. (2008). The qualities of leadership: Direction, communication, and obfuscation.American Political Science Review,102(03), 351-368. ertens, D. M. (2014). Research and Evaluation in Education and Psychology: Integrating Diversity With Quantitative, Qualitative, and Mixed Methods: Integrating Diversity With Quantitative, Qualitative, and Mixed Methods. Sage Publications. havandi, A., Denhardt, R. B., Denhardt, J. V., Aristigueta, M. P. (2013). Organizational behavior. SAGE Publications. Hiltz, S. R., Johnson, K., Turoff, M. (1986). Experiments in Group Decision Making Communication Process and Outcome in Faceà ¢Ã¢â€š ¬Ã‚ toà ¢Ã¢â€š ¬Ã‚ Face Versus Computerized Conferences.Human communication research,13(2), 225-252. Hislop, D. (2013). Knowledge management in organizations: A critical introduction. Oxford University Press. hong, S. (2014). Business process management for SMEs: an exploratory study of implementation factors for the Australian wine industry. Journal of Information Systems and Small Business, 1(1-2), 41-58. hrich, L. C., Harris, J., Klenowski, V., Smeed, J., Ainscow, M. (2015). Ethical leadership in a time of increasing accountability. Leading and Managing, 21(1), 22. Jones, E., Watson, B., Gardner, J., Gallois, C. (2004). Organizational communication: Challenges for the new century.Journal of Communication,54(4), 722-750. Markoczy L (2001) Consensus formation during strategic change. Strategic Management Journal 22: 10131031 Mphotwana, M. R. (2014). A case study of the effects on personnel managements productivity in an engineering packaging company (Doctoral dissertation). ouglas, S. (2013). Best Practice in Distance Education and e-Learning. Russell, R. F., Gregory Stone, A. (2002). A review of servant leadership attributes: Developing a practical model.Leadership Organization Development Journal,23(3), 145-157. Stone, R. J. (2013). Managing human resources. John Wiley and Sons.Robbins, S., Judge, T. A., Millett, B., Boyle, M. (2013). Organisational behaviour. Pearson Higher Education AU. Wayne, S. J., Shore, L. M., Bommer, W. H., Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange.Journal of applied psychology,87(3), 590.

Ahabs Evil Quest Melvilles Symbols In Moby

Ahab?s Evil Quest: Melville?s Symbols In Moby-Dick Essay Ahabs Evil Quest:Melvilles Symbols in Moby-DickHerman Melville began working on his epic novel Moby-Dick in 1850, writing itprimarily as a report on the whaling voyages he undertook in the 1830s and early 1840s. Many critics suppose that his initial book did not contain characters such as Ahab,Starbuck, or even Moby Dick, but the summer of 1850 changed Melvilles writing andhis masterpiece. He became friends with author Nathaniel Hawthorne and was greatlyinfluenced by him. He also read Shakespeare and Miltons Paradise Lost (Murray 41). These influences lead to the novel Melville completed and published in 1851. Althoughshunned by critics after its release, Moby-Dick enjoyed a critical renaissance in the 1920sand as assumed its rightful place in the canons of American and world literature as agreat classic. Through the symbols employed by Melville, Moby-Dick studies mansrelationship with his universe, his fate, and his God. Ahab represents the league humansmake with evil when they ques tion the fate God has willed upon them, and God isrepresented by the great white whale, Moby Dick. In Moby-Dick, Herman Melville usesa vast array of symbols and allegories in the search for the true explanation of mansplace in the universe and his relationship with his fate and his God. The focus of cruel fate and evil symbols is placed on the head of Ahab, captain ofthe Pequod. Ishmael, though narrator of the story, is not the center of Moby-Dick afterCaptain Ahab is introduced onto the deck of the ship and into action. The focus of thenovel shifts from the freshman whaler to experienced Ahab, an ungodly, god-like man(Melville 82). Having been a whaler for many years, he is a well respected captain, yethis previous voyage has left him without a limb, and in its place is a peg leg carved fromwhale ivory. Ahab remains below decks shadowed in obscurity for the initial stages ofthe Pequods journey into the Atlantic. Ahab soon reveals his devilish plan to his crew,however, in a frenzied attack of oratory he wishes to seek, hunt, and destroy the WhiteWhale, the fabled Moby Dick. It was the white whale Moby Dick which had, on Ahabsprior voyage, ravenously devoured his leg, and Ahab harbored a resentful revenge on hispersecutor. Any mention of Moby Dick sent Ahab into a fu rious rage (Melville 155). Heriles against Starbuck, the first mate and Starbuck replies, vengeance on a dumb brute! . . . to be enraged with a dumb thing, Captain Ahab, seems blasphemous (Melville 155). It is through Ahabs speech and his subsequent dialogue with Starbuck that asecond major symbol is introduced into the story, Moby Dick. Blasphemy is irreverencetoward God or something sacred, not irreverence toward a dumb brutish whale. YetStarbuck accuses Ahab of blasphemy. Melville places this rather harsh accusatory wordin the mouth of the Christian-minded Starbuck, directed at a devilishly revengeful Ahab. The only way actions taken against Moby Dick could be blasphemous is if he is sacred. Through indirect descriptions of Moby Dick and direct rantings of an insane man,Melville peppers Moby-Dick with hints and clues at the true essence Ahab sees behindthe symbol of Moby Dick. According to sailors stories and legends, Moby Dick is seen in two places at onceat different places around the globe. In this trait Melville is suggesting omnipresence, agodlike trait (Melville 172). The sailors think he is immortal, another godlike trait,because he has been harpooned many times and still lives (Braswell 152). Ahab himselfbelieves Moby Dicks power is outrageous, like Gods omnipotence. Ahab states inChapter XXXVI, that inscrutable thing Moby Dicks power is chiefly what I hate(Melville157). In addition to the godlike characteristics of omnipotence andomnipresence, Moby Dick has garnered a reputation for tearing through sinners. Heshows godlike justice and mercy in saving Steelkilt and killing the unjust Radney, as thecrew learns from the sailors of the Town-Ho (Auden 11). Melville uses many other symbols to make the white whale a symbol of divinepower (Braswell 151). His awful austere beauty is godlike, as is his titanic power and hispyramidical white hump. His color, white, has signified a special sanctity; and Melvilledevotes an entire chapter, narrated by Ishmael, in which he explores the meaning ofwhiteness through the ages and through the eyes of many different cultures (Arvin221-222). In Chapter LI, the Pequod sights a mysterious silvery jet of water obviouslyemanating from a whale. The sails are spread and the ship gives chase, but thespirit-spout is never identified. If this spirit-spout is emanating from Moby Dick, it isreminiscent of Gods pillar of fire in Exodus. Through these and other small clues andsymbols, Melville insinuates that Moby Dick is sacred and godlike. Ball Bearings EssayMelville adds more symbolism near the end of the novel. When Ahab announcedhis devious intentions early in the voyage, he offered an Ecuadorian dubloon as a prizefor the first man who sighted Moby Dick. The coin shows the sun moving into thezodiacal constellation of Libra, the Scales. Did Melville plant this symbol to suggest thescales of fate were weighing in on Ahab? (Chase, Melville 59). Fate weighed Ahaband found him wanting because his evil quest ends in despair. He chases Moby Dick,Moby Dick does not chase him. Had he not pursued Moby Dick, Moby Dick would nothave destroyed the entire ship and its crew, save Ishmael who survived the encounter(Arvin 217). On day three of Ahabs hunt, the whale destroys the whaling boats and thePequod, thereby destroying those who seek to escape their human limitations andquestion their divinely ordained fate. Melvilles allegories and symbolism Ahabsymbolizing men who feel wronged by God and Moby Dick symbolizing a vengeful Go dwho will destroy those who wish to destroy Him are woven into a timelessmasterpiece of exposition and are revealed through a vast array of symbols, hints, andrantings. Works CitedArvin, Newton. The Whale. Parker and Hayford. 196. Auden, W. H. The Romantic Use of Symbols. Gilmore. 9. Bloom, Harold, ed. Herman Melvilles Moby-Dick: Modern Critical Interpretations.New York: Chelsea, 1986. Braswell, William. Moby-Dick Is an Allegory of Humanitys Struggle with God.Leone. 149. Buell, Lawrence. Moby-Dick as Sacred Text. Bloom. 62. Chase, Richard, ed. Melville: A Collection of Critical Essays. Englewood Cliffs, NJ:Prentice, 1965. Chase, Richard. Melville and Moby-Dick. Chase. 49. Gilmore, Michael T., ed. Twentieth Century Interpretations of Moby-Dick. EnglewoodCliffs, NJ: Prentice, 1977. Guiley, Rosemary. Harpers Encyclopedia of Mystical Paranormal Experience. NewYork: Castle, 1991. Hillway, Tyrus. Herman Melville. New York: Twayne, 1963. House, Paul R. Old Testament Survey. Nashville: Broadman, 1992. Kazin, Alfred. Introduction to Moby-Dick. Chase. 39. Leone, Bruno, ed. Readings on Herman Melville. San Diego: Greenhaven, 1997. Melville, Herman. Moby-Dick, or The Whale. 1851. New York: Bantam, 1981. Murray, Henry A. In Nomine Diaboli: Moby-Dick. Bloom. 39. Parker, Hershel, and Harrison Hayford, eds. Moby-Dick as Dubloon. New York: Norton,1970. Spiller, Robert, et al. Literary History of the United States of America. New York: Scott,1968.