Definition and Examples of a Climax in Rhetoric

In rhetoric, climax means  mounting by degrees through words or sentences of increasing weight and in parallel construction (see auxesis), with an emphasis on the high point or culmination of an experience or series of events. Also known as  anabasis, ascensus, and the marching figure. A particularly forceful type of rhetorical climax is achieved through anadiplosis  and gradatio, sentence constructions in which the last word(s) of one  clause  becomes the first of the next. Examples Out of its vivid disorder comes order; from its rank smell rises the good aroma of courage and daring; out of its preliminary shabbiness comes the final splendor. And buried in the familiar boasts of its advance agents lies the modesty of most of its people. (E. B. White, The Ring of Time)It may, perhaps, be fairly questioned, whether any other portion of the population of the earth could have endured the privations, sufferings and horrors of slavery, without having become more degraded in the scale of humanity than the slaves of African descent. Nothing has been left undone to cripple their intellects, darken their minds, debase their moral stature, obliterate all traces of their relationship to mankind; and yet how wonderfully they have sustained the mighty load of a most frightful bondage, under which they have been groaning for centuries! (Frederick Douglass, Narrative of the Life of Frederick Douglass, An American Slave, 1845)My brother need not be idealized, or enlarged in deat h beyond what he was in life; to be remembered simply as a good and decent man, who saw wrong and tried to right it, saw suffering and tried to heal it, saw war and tried to stop it.Those of us who loved him and who take him to his rest today, pray that what he was to us and what he wished for others will some day come to pass for all the world. (Edward M. Kennedy, Tribute to Senator Robert F. Kennedy, June 8, 1968)This is the Court of Chancery; which has its decaying houses and its blighted lands in every shire; which has its worn-out lunatic in every madhouse, and its dead in every churchyard; which has its ruined suitor, with his slipshod heels and threadbare dress, borrowing and begging through the round of every mans acquaintance; which gives to monied might, the means abundantly of wearying out the right; which so exhausts finances, patience, courage, hope; so overthrows the brain and breaks the heart; that there is not an honourable man among its practitioners who would not g ive--who does not often give--the warning, Suffer any wrong that can be done you, rather than come here! (Charles Dickens, Bleak House, 1852)There are those who are asking the devotees of civil rights, When will you be satisfied? We can never be satisfied as long as the Negro is the victim of the unspeakable horrors of police brutality. We can never be satisfied as long as our bodies, heavy with the fatigue of travel, cannot gain lodging in the motels of the highways and the hotels of the cities. We cannot be satisfied as long as the Negros basic mobility is from a smaller ghetto to a larger one. We can never be satisfied as long as our children are stripped of their self-hood and robbed of their dignity by a sign stating For Whites Only. We cannot be satisfied as long as a Negro in Mississippi cannot vote and a Negro in New York believes he has nothing for which to vote. No, no, we are not satisfied, and we will not be satisfied until justice rolls down like waters, and righteousne ss like a mighty stream. (Martin Luther King, Jr., I Have a Dream. August 28, 1963)When we send our young men and women into harm’s way, we have a solemn obligation not to fudge the numbers or shade the truth about why they’re going, to care for their families while they’re gone, to tend to the soldiers upon their return, and to never ever go to war without enough troops to win the war, secure the peace, and earn the respect of the world. (Barack Obama, The Audacity of Hope, 2004 Democratic National Convention Keynote Address) The Lighter Side of a Rhetorical Climax There are only three things I really care about, [Arthur Merivale] added, with the air of one who is half in jest.They are?Cricket—and a career—and—and you! ...[Muriel] picked another plum and continued chaffing him.Its really nice to know for certain that you approve of me. Still you are dreadfully, painfully honest. Just think where I come in the scale of your affections! First the bat, then the bar, and then—poor me!She laughed brightly at his discomfiture.But the scale was crescendo, he pleaded. You was a rhetorical climax.(Cecil Headlam, The Marriage of Mr. Merivale. Knickerbocker Press, 1901)

WEEK 2 QUIZ - 805 Words

Question 1 2 out of 2 points If a response is followed by a pleasurable consequence, it will tend to be repeated. If a response is followed by an unpleasant consequence, it will tend not to be repeated. This is a statement of ________________. Answer Selected Answer: Thorndike s Law of Effect Question 2 2 out of 2 points A Skinner box is most likely to be used in research on ______. Answer Selected Answer: operant conditioning Question 3 2 out of 2 points A child learns that whenever he eats all of his dinner he gets a cookie for dessert. This type of learning is BEST explained by _______________. Answer Selected Answer: operant conditioning Question 4 2 out of 2 points A piece of paper†¦show more content†¦The effect is known as ________. Answer Selected Answer: spontaneous recovery Question 9 2 out of 2 points In Bandura s Bobo doll study, children who observed an adult ignore the Bobo doll ________. Answer Selected Answer: showed less aggression to the doll than those who never saw an adult in the playroom Question 10 2 out of 2 points If an artist were to blend red, green, and blue lights together by focusing lights of those three colors on one common spot, the result would look _________. Answer Selected Answer: like white light Question 11 2 out of 2 points If an artist were to blend red, green, and blue paints together, the result would look _________. Answer Selected Answer: black Question 12 2 out of 2 points Getting paid for each basket of apples you gather represents which schedule of reinforcement? Answer Selected Answer: Fixed ratio Question 13 2 out of 2 points The what and where pathways are referring to the ________ lobes, respectively. Answer Selected Answer: temporal and parietal Question 14 0 out of 2 points The amount of light entering the eye is controlled by the ______. Answer Selected Answer: cornea Question 15 0 out of 2 points The place in the retina where the axons of all the ganglion cells come together to leave the eye is called the ______. Answer Selected Answer: optic nerve Question 16 2 out of 2 points The visible bumps thatShow MoreRelatedWeek 2 Quiz1376 Words   |  6 PagesSciences Quiz #1 Instructions: Answer 33 questions on this quiz. That means skip 3 questions. If you answer more than 33 I will choose up to 3 random numbers and will disregard those questions so only 33 will remain to be graded. All questions are worth the same point value (3 points each). Email me your completed quiz no later than Sunday, Nov 2nd. Chapter 1: TRUE/FALSE (1-9) 1) Management science involves the philosophy of approaching a problem in a subjective manner. FALSE 2) ManagementRead MoreWeek 2 Quiz1279 Words   |  6 Pages. (TCO 2) Bubba’s Crawfish Processing Company uses a traditional overhead allocation based on direct labor hours. For the current year overhead is estimated at $2,250,000 and direct labor hours are budgeted at 415,000 hours. Actual overhead was $2,200,000 and actual direct labor hours worked were 422,000. (a) Calculate the predetermined overhead rate. Rate, based on budgeted factory overhead cost and budgeted activity, that is established before a period begins. 2,250,000/415,000 BudgetedRead MoreMAT 540 Week 2 Quiz1187 Words   |  5 Pagesï » ¿CLICK TO DOWNLOAD MAT 540 Week 2 Quiz Question 1 If variable costs increase, but price and fixed costs are held constant, the break even point will decrease.   Question 2 Parameters are known, constant values that are usually coefficients of variables in equations. Question 3 Probabilistic techniques assume that no uncertainty exists in model parameters.   Question 4 In general, an increase in price increases the break even point if all costs are held constant.   Question 5 P(A | B) is theRead MoreFinc600 Week 2 Practice Quiz737 Words   |  3 PagesFINC600 Week 2 Practice Quiz Click Link Below To Buy: http://hwcampus.com/shop/finc600-week-2-practice-quiz/ Corporate Finance Week 2 Practice Quiz Question 1 of 15 If the Wall Street Journal Quotation for a company has the following values close: 55.14; Net chg: = + 1.04; then the closing price for the stock for the previous trading day was? A. $56.18 B. $54.10 C. $55.66 D. None of the above. Feedback: Previous closing = todays closing net chg. = 55.14 - 1Read MorePsy/430 Week 2 Quiz2071 Words   |  9 PagesWeek 2 Quiz - worth 100 points Mark one answer by highlighting the letter marking your answer in red. ** Please answer all 50 questions Example: Problem solving occurs when a group a. reaches a conclusion. b. passes judgment on an issue under consideration. c. develops a plan for reducing or eliminating the harmful effects of a problem. d. chooses among alternatives. e. analyzes the history, causes, and effects of a problem. Multiple Choice 1. The members of a civic associationsRead MoreSCI207 WEEK 2 QUIZ Essay889 Words   |  4 Pagesprecise than traditional methods of crossbreeding. CORRECT Genes from genetically modified crops may transfer to non-genetically modified crops. INCORRECT All of the above are environmental concerns of genetically engineered crops. 2. Question : What is the central theme of â€Å"The first green revolution† section in Chapter 3.1 of your text? The green revolution resulted in increased crop production without any environmental concerns, which generated a steep incline in human populationRead MoreProj586 - Week 2 Quiz Essay933 Words   |  4 Pagesof the above are project attributes. Instructor Explanation: Chapter 1, page 4-6. Points Received: 5 of 5 Comments: 2. Question : (TCO A) Which step of the project life cycle produces all of the project deliverables? Student Answer: Initiating Planning Performing Closing Instructor Explanation: Chapter 1, page 9; Lecture Week 1. Points Received: 5 of 5 Comments: 3. Question : (TCO B) For a project, the objective is usually defined in termsRead MoreHSM 340 Week 2 Quiz689 Words   |  3 Pagesï » ¿1. Question : (TCO 2) A statement that reports inflows and outflows of cash during the accounting period in the categories of operations, investing, and financing, is called a(an):    Student Answer:   Income statement      Statement of retained earnings      Balance sheet      Statement of cash flows      Report of management    Instructor Explanation: Chapter 9    Points Received: 0 of 5    Comments: Question  2. Question : (TCO 2) Two major methods of asset valuation are:    Student Answer:Read MoreEssay on Week 6 Quiz 2994 Words   |  4 Pagespeople in this country live in poverty is ridiculous. Look at Bill Cosby. Hes a millionaire. And so are Denzel Washington and Oprah Winfrey.Answer | | | | | Selected Answer: | Composition | Correct Answer:   Composition | | | | | Question 2 0 out of 5 points | | | The farmers of our state have asked that we introduce legislation to provide subsidies for soybeans. Unfortunately, we will have to turn down their request. If we give subsidies to the soybean farmers, then the corn andRead MoreWeek 2 Quiz Nov Essay examples803 Words   |  4 Pagesï » ¿Week 2 Quiz Instructions: Select the correct answer for each question. You may use this worksheet to highlight the correct answer using the highlight function or simply create a Word Document, number from 1-15 and provide the correct letter for each corresponding question. Each question is worth .2 points. 1) What is a credit utilization rate? a. How many open credit accounts you have b. The percentage of all your reported credit accounts that are open accounts c. Your total outstanding balance

Research for Human Resource Management Activities free essay sample

With increasing globalization, most multinational corporations can not avoid cross-culture management issues. Especially, cross-cultural human resource management (HRM) has becoming one of the critical operating strategies. And in this paper, we will mainly analyze the current situation of human resource management activities that include selection and recruitment, training and development, and performance management in the Chinese and Australian cultural background. We aimed to find out the differences of human resource management activities between Chinese and Australian human resource department, and look forward to helping a Sino-Australia joint venture (JV) enterprise which is poor at cross-cultural human resource management. Culture forms values, creates attitudes, and influences behavior (Luthans Jonathan, 2009). Due to national traits and region of culture, the interaction between different cultures is considered as cross-culture. And under the cross cultural background, international human resource management should carry out the activities of human resource management based on characteristics and differences of culture (Ramamoorthy et al. , 2005), which could increase the efficiency of human resource distribution and utilization. According to the Hofstede’s theory, we have got five cultural dimensions which as power distance, individualism versus collectivism, uncertainty avoidance, masculinity versus feminism, and long term orientation versus short term orientation (Hofstede, 1984). China and Australia have obvious differences in the cultural dimensions, which are showed as follows. Comparison of China and Australia on cultural dimensions cultural dimensions |China |Australia | |power distance |high |low | |individualism |low(collectivism) |high | |uncertainty avoidance |low |high | |masculinity |balanced |above the average(masculinity) | |long-term |high |low(short-term) | Source: From Hofstede and Hofstede, Cultures and Organizations: Software of the Mind. And then we will analyze the activities of human resource management as selection and recruitment, training and development and performance management under their respective cultural backgrounds. Firstly, in selection and recruitment human resource activities, there is a large difference between HRM of Chinese enterprises and Australian enterprises. In Australia, the labor pool is relatively mature and developed (Dobbie MacMillan, 2012). Because of Australia is supposed to value individualism, the HRM of Australian companies used to selecting and recruiting much people depend on market mechanism. Labors change their job and joined choice making with the need of market and the HRM think the person is wanted by them can be got through the mobility of trained personnel and market competition. They do not think this kind of person is disloyal to a company in their mind. But China emphasizes socialist collectivism as the value of the times. And in the case of collectivism, the HRM of Chinese enterprises tends to select and recruit the talents in the range of their favorable groups, they think the groups of graduates from famous colleges that should have the inherent abilities. So the degrees from domestic-famous such as Tsinghua and Peking University would be preferred by HRM. Furthermore, the HRM of Chinese enterprises attach great importance to ‘Guanxi’ (relationship) in the selection and recruitment of employee (Wang Cindy, 2008). And by the impacts of ‘Guanxi’, the HRM of Chinese enterprises trend to create a job in order to accommodate a person, without considering persons ability. So these situations have been a contrast with fair competition rules of Australian HRM. On the other hand, Australia is a short-term oriented country, the relationship between HR managers and staff is simple which is similar to a buyer-seller relation in short term. The manager of human resource department generally prefers candidates who have strong capacity to work and innovative consciousness. On the contrast, the long-term oriented Chinese HRM focuses on employee royalty, and try to reduce the rate of staff turnover. They expect employees to work steadily in long term, instead of frequent turnover behaviors in the workplace. Furthermore, because of the high power distance, in the standard of personnel selection in Chinese HRM, they mainly focus on personal background and seniority (Zhang, 2003). There is an obvious top-down hierarchy; the higher position is decided often by strong background and seniority. However, in the Australian HRM, the first is that personal ability to work and communicate. The job is offered to the person who is capable, and the manager of human resource department offered the qualified person an opportunity to move ahead quickly. Secondly, in the parts of training and development, there are also some differences between Australian and Chinese HRM because of the impact of different cultural dimensions. Under the influence of collectivism culture, what contents the Chinese enterprises use to train their employees generally have to meet the organizations development goals . Most employees accept their superiors’ arrangement of the job training ,which mainly provides them with the skills training aiming at the skills that their job needs (Xiao et. al, 2011). This kind of job training is only beneficial to employment needed skills. Furthermore, being influenced by the high power distance, in the training process, the employees who are being trained are under high pressure from their superiors and have to accept the arrangement of training. Because most of the trainings are passively accepted, obviously it doesnt work to take the ways of high participation training in China. Under the influence of individualism culture, the HRM of Australian enterprise lays stress on the career training and continuous education. The training was provided by HRM for their employees usually can help the employees to achieve their personal goals, but may be far away from the whole organization development vision, but beneficial to the employees’ personal future careers. And in such a low power distance country like Australia, the employees who are being trained appear more active in the training process. They are more willing to show themselves, and actively express their ideas; meanwhile, they are good at communicating with the coach. Thirdly, in the part of performance management, there are also some differences between Australian and Chinese HRM. Being influenced by the high power distance, in Chinese enterprise, the performance management system is usually built by the top manager, so the top manager decides the performance standards and evaluation criteria. There is a low involvement of employees. However, with the lower power distance, employee could participate in the performance system building, the employee and HR manger could come together to develop a performance management system. Australian advocate individualism, and emphasize personal achievements and rights. But in a country emphasizing collectivism culture as China, the values of pursuing the harmonious atmosphere makes the interpersonal relations in the collective obviously more important than individual achievements. When it comes to the performance evaluation, Australian emphasize standardized and quantified performance evaluation system, hoping that they can objectively measure individual contribution and value, while Chinese prefer the traditional way of evaluation which usually depends on experience because they don’t want to destroy the harmonious unity of their collective (Rajendar Ma, 2005) . And on the other hand, in Australian enterprise, the compensation system depends on the staff function and ability with low power distance. In this system, it is not unusual that employee with special skills or talents could get more compensation and bonus than manager in higher position. But in Chinese enterprise, the compensation system mainly focuses on job grade and employment level. There is a clear rank in the compensation system. In conclusion,  it’s very easy to find that main differences in the activities of human resource management between Chinese and Australian enterprises from what has been mentioned above. So far, for a Sino-Australia joint venture enterprise, it is necessary to combine comprehensive considerations cultural background of China and Australia for carrying out the human resource management activities. Furthermore, the joint venture enterprise should place great emphasis on building of enterprise culture and foster cohesion and centripetal force enterprises. Usually successful enterprise has excellent enterprise culture which enables employees to establish common values and standard of behaviors (Deem, 2009), it built a great channel between the parent-country nationals and host-country nationals to communicate more smoothly, that is helpful to minimize any culture clash. And in order to achieve optimal allocation of human resources under the context of international, Of course, there will be also many challenges and hardships along the way.