How to Return a Value in JavaScript

The best way to pass information back to code that called a function in JavaScript is to write the function so the values that are used by the function are passed to it as parameters and the function returns whatever value it needs to without using or updating any global variables. By limiting the way in which information is passed to and from functions, it is easier to reuse the same function from multiple places in the code. JavaScript Return Statement JavaScript provides for passing one value back to the code that called it after everything in the function that needs to run has finished running. JavaScript passes a value from a function back to the code that called it by using the return statement. The value to be returned is specified in the return. That value can be a  constant value, a variable, or a calculation where the result of the calculation is returned. For example: return 3;return xyz;return true;return x / y 27;​You can include multiple return statements into your function each of which returns a different value. In addition to returning the specified value the return statement also acts as an instruction to exit from the function at that point. Any code that follows the return statement will not be run.function num(x, y) {if (x ! y) {return false;}if (x 5) {return 5;}return x;} The above function shows how you control which return statement is run by using if statements. The value that is returned from a call to a function is the value of that function call. For example, with that function, you can set a variable to the value that is returned using the following code (which would set result to 5). var result num(3,3); The difference between functions and other variables is that the function has to be run in order to determine its value. When you need to access that value in multiple places in your code, it is more efficient to run the function once and assign the value returned to a variable. That variable is used in the rest of the calculations.

Competing Theories of Corrections - 1624 Words

Competing Theories Of Corrections James Bartron American Intercontinental University Abstract As the staffer working in the office a state senator, I have been asked to prepare a detailed outline on correctional theory in general and then make a series of suggestions on ways to implement some of the nontraditional theories of corrections. In reviewing mass incarceration there is often criticism of simple warehousing of human beings who are convicted of crimes. If it is a violent crime there is a need to safeguard society from future criminal acts of a person who is convicted of the most heinous offenses. I will describe what the competing theories of corrections are and if they are prevalent in today’s system or not. A review of how the†¦show more content†¦(Schmalleger, 2005) Shock Incarceration provides regimented environments within a military style boot camp that involves hard labor, strict discipline, and physical training. This is normally for young and first time offenders and the duration is very short. All offenders who complete the program will be r eleased under supervision. (Schmalleger, 2005) Mixed Sentencing can involve weekends in jail and probation supervision. Offenders are required to get either treatment or be involved in community service programs while being on probation. (Schmalleger, 2005) Intensive Probation Supervision (IPS) involves five face- to- face contacts between the offender and supervisor during each business week, required employment, a weekly check of arrest records, mandatory curfew, routine alcohol and testing, automatic notification of probation officers if offender is arrested, and so many hours of community service.(Schmalleger, 2005) And lastly we have Home Confinement also known as House Arrest which involves the offender being legally ordered to be confined to his own residence. Exceptions for leaving are employment, household essentials, and medical emergencies. (Schmalleger, 2005) The goals of these Punishment/Rehabilitative Strategies differ because if you take Rehabilitation programs for instance they have a significant impact on reducing recidivism rates. Most of them result in fewer broken families and overcrowding inShow MoreRelatedEssay about Traditional and Non-Traditional Methods of Sentencing881 Words   |  4 Pagesfrom the community so they can do no more harm to law abiding citizens. The goal of jails and prisons are to simply keep offenders from committing more crimes while encouraging them to become productive members of society. Traditional forms of corrections consist of prison time, restitution, probation or parole. However, there are some non-traditional methods as well such as alternative sentencing. For individuals who commit felonies such as murder there’s no negotiating you’re going to prison.Read MoreMaslow s Hierarchy Of Needs1629 Words   |  7 PagesIncorporating Maslow’s Management Prison guards have a high turnover rate which seems to be based on dissatisfaction from the job. The importance of employee satisfaction lies in its work environment and the organizational variables (Farkas, 2001). Maslow’s theory goes through the basic needs for satisfaction that should raise the retention rate of prison guards and their satisfaction on the job. â€Å"At the lowest point of the pyramid are the basic psychological and security/safety needs. It can be argued thatRead MoreHuman Motivation and Mangement Skills1616 Words   |  6 Pagestheorists and social psychologists have expounded theories on human motivation and skills. Social psychologist Douglas McGregor set forth two contrasting theories on human motivation and management in the 1960’s: Theory X and the Theory Y. McGregor promoted Theory Y as the basis of good management practice, pioneering the argument that workers are not merely pawns in the company, as his Theory X type organizations seemed to believe (Cronkhite,2007). Both theories look at how a manager’s perceptions of whatRead MorePluralism vs. Elitism1417 Words   |  6 Pagesinsiders and the old boy network. In the United States, There are two basic theories regarding political decision-making within the government. They are called the Pluralist Elitist theories. The Pluralist Theory, also known as the Interest Group Theory, suggests that political decision making is the result of the interaction, conflict, and bargaining of a diversity of interest groups both large and small. The Elitist Theory on the other hand claims that political decisions are influenced by a smallRead MoreChomsky s Theory For Learning Language1630 Words   |  7 Pagessome structural learning† (ibid, p.16) Chomsky’s theory for learning language applies to all aspects of language including nouns, verbs, consonants and Vowels (Lukin, et tal, 2008). His theory offers an explanation that a child could not possibly learn a language through imitation alone because the language spoken around them is highly irregular, by which adult’s speech is often broken up and can be ungrammatical (O Brien, 1999). Chomsky’s theory is predominating throughout the transcript providingRead MoreThe High Incarceration Rate Of Juveniles1748 Words   |  7 Pagescrimes has a deep-rooted history in the United States. â€Å"For more than a century, the predominant strategy for treatment and punishments of serious and sometimes not-so-serious juveniles offenders in the US has been placement into large juvenile corrections institutions† (Mendel, 2013, p.4). During the 18th and early 19th century, the judicial system harshly reprimanded youth and confined them in overcrowded penitentiary institutions with populations of adult offenders and the severely mentally illRead MoreThe Keynesian School Of Economic Thought1151 Words   |  5 Pagesit would ensure that private businesses were not competing with government investment for labor capital. 2) List three key concepts from the Monetarist School of economic thought: (25 points) At least one concept must cover the quantity theory of money and another the neutrality of money. a. The quantity theory of money is a theory that believes in a direct relationship between the quantity of money available and the prices level. With this theory, a central bank would control the amount of currencyRead More Explanation, Understanding, and Subjectivity Essay3357 Words   |  14 Pagessubjective sense of understanding should be kept out of the formulation of a proper theory of explanation. They claim that genuine understanding of an event comes only from being in an appropriate cognitive relation to the true explanation of that event. I argue that considerations of the subjective sense of understanding cannot be completely removed from the process of formulating and justifying an acceptable theory of explanation. Although understanding is neither a necessary nor sufficient conditionRead MoreThe Main Determinants Of Money Supply Essay1062 Words   |  5 PagesThe major determinants of money supply being the size of monetary base and the components that determines the money multipliers, such as income level, deposit rate, various interest rate, liquidity preferences of the people, the theory suggests that the NRB’s policy has been a steady growth money supply which is reflected in the publication, the Periodic Economic Planning, of the planning commission and the Economic Review published by NRB. According to Thapa (1997), the highest growth was recordedRead MoreIntroduction to Management999 Words   |  4 Pagesmotivate staffs to work, maintaining the progress of activities and good relationship and to ensure to work done effective and efficient. Controlling is to measure work performance, assess whether goals have been met, compare the set targets, and make corrections when it is needed Organization performance is the performance effectiveness and the performance efficiency. The performance effectiveness is the measure of the task or goal accomplishment, it would be to what degree of a goal achieve. Managers

Change In Organization Is Not An Incident †Myassignmenthelp.Com

Question: Discuss About The Change In Organization Is Not An Incident? Answer: Introducation Change is the important factor in any organization. In simple words, the change within the organization is a critical process that implements both positive as well as negative impact on the business activities. With the successful change management process, any organization can have competitive advantage over its competitors. Basically, change is the permanent in an organization that is helpful in managing the organizational and individual issues. The organizational change process includes various actions to support the change initiatives in the business environment. Before implementing any kind of change, it is important to evaluate the change from the viewpoint of stakeholders. Change process needs proper and deep understanding of the business essentials. There are various definitions of change given by many researchers that are widely used in the organizational context (Fleming Senior, 2006). According to the Pettigrew (1983), change process within the organization takes place because of the business and economic events and various processes of the managerial actions, activities and perception. Change is then needed to impalement those events in the organizational activities. Further, according to Wilson (1994), Organizational change is the process by which the organization improves the performance to achieve the set goals and objectives. Organizational change takes place due to the changing environment, current crisis situation or implemented by the leader. Link between definitions Both the definitions are inter-related to each other. It can be seen that the viewpoints of both the definition is quite different, but both definitions are on the same way. According to the definition given by Pettigrew, change is the cause of many different actions, activities and events within the organizations that lead to implement the change. Due to the failure of the strategies, there is the need to implement some changes in any organization. So, according to this researcher, for the new strategies change is important. On the other hand, according to the definition of Wilson, organizational change is important to achieve the organizational goals and objectives. Each and every organization has some goals and objectives but due to the changing environment or some difficult situation, organizations are not able to achieve those goals. So, implementation of change is essential according to the changing environment so that the objectives can be achieved. For this manner, strategies are necessary. So, it can be said that both the definitions are inter-connected and provide effective meaning of the organizational change (Gashi, 2013). Change in organization For the study of the organizational change, company Australia Post is most suitable and appropriate. The objective of the organization is deliver innovative and best services to the customers in the market. Along with this, aim of the company is to provide friendly services to the customers with skilled and qualified employees. One of the most crucial objective of the organization is to motivate the employees so that they can participate actively for the development of the organization. Australia Post has effective business objectives but the strategies adopted by the organization were not appropriate to achieve those goals. Organization was not able to achieve those objectives as the there was the lack of skilled employees, lack of sincerity and dedication among the employees towards their work and lack of motivation among them. So, there was the need of drastic and effective change in the organization to achieve the set goals and objectives (Grnwald, 2015). Change in Australia Post The managers in the organization planed for implementing successful change in the business operations. It was crucial for the managers to change the strategies which were adopted by the organization to achieve the organizational goals. Organization appointed the change management team for the successful change. Further, manager in the change management team analyzed the strategies to implement the changes. Along with this, managers created a communication plan to inform the employees about the change in the organization (Lunenburg, 2010). Next step was to set up a timeline which was required during the change implementation. Managers presented the change process report to the senior managers and higher authority to take approval from them. The change management team took approval from the production manager, human resource management, managing director and CEO of the company. Change in the Australian Post was based on the quality services, new technology and training and development of the employees (Cennamo, Berrone, Gomez-Mejia, 2009). Implemented changes and benefits Cause Benefit Quality services and on time deliver Lack of skill and knowledge among the employees, lack of friendly attitude among them Improved customer services, Improved brand image of organization among the customers New technologies Lack of knowledge in the employees about innovative technologies, increased attrition rate in the organization Success in providing effective and quality services, targeting new customers and competing with the competitors. Training and development for employees Time consuming, training related to the new technologies and customer services Ability to provide better services to the customers, trained employees and improved customer satisfaction (Kotter, Cohen, 2008). Relation of definition with organizational change According to the above discussion, change is the process that improves the performance of the organization in terms of improving the performance of the employees. The change process in any organization focuses on achieving the organizational goals and objectives effectively. In case of Australia Post, the organization has aim to provide quality based services with the innovative technologies to the customers. But the organization was failed to do this as there was the lack of proper training among the employees so that they did not feel motivated. By adopting the definitions of the organizational change, organization implemented some changes within the business activities in terms of using new technologies and providing effective training and development sessions (Smart Pontifex, 2003). By implementing these changes, Australia Post would be able to improve the positive attitude among the employees for their job roles so that they actively participate in achieving the set objectives and goals. Organization is successful in changing some factors of the business that is described below: Managerial operations- In the change management plan, the management of the organization have developed some policies and decisions and implemented them successfully. Those policies are related to providing holidays to the employees and setting timeline for them to achieve the organizational objectives significantly (Gill, 2012). Change in technology- Technology is changing continuously and it has created various opportunities for the organization. So, Australia Post has developed some innovative services for the customers with the help of new technologies. This would be helpful in attracting new customers and retaining in existing customers. SWOT analysis of Australia Post SWOT analysis includes Strength, Weakness, opportunities and threats of the organization. By using SWOT analysis, organization would be able to analyze the upcoming opportunities and issues in the business operations. SWOT analysis of Australia Post is described below: Strength- Self funded and government business organization, Delivery services on Saturday also, Wide range of service portfolio including mails, parcels Travel ID and money insurance, Having digital business under e-services Wide range of services i.e. digital services, postal services, Express post, Retail, printing services and logistics. Strong support by the Australian government. Weakness- Less presence in the international market as compared to the competitors, Lack of motivation among employees, Lack of friendly environment, Decreasing foot fall in terms of retail services Slow to switch to new technologies and solutions Opportunity- New global markets, Merger and acquisition, Expansion of domestic reach in the international market Threats- Price war in market as customers are seeking for cheap services, Reduced prices of competitors, Increased competition from the competitors, Loss of cash flow Analysis of need of change Due to the unsuccessful strategies, the organization Australia Post was unable to attain the goals and objectives for the growth and development of the business in the operating market. There was the need of change and need to adopt some strategies for this manner. There were some factors that were responsible in the business to implement the change (Pasmore Woodman, 2007). The big cause of change in the organization was performance gap. As specified in the SWOT analysis, there was the lack of motivation among the employees. There was the performance gap in the delivery of the services to the customers due to the lack of sincerity and punctuality among the employees. So, the customers were not satisfied with the services. Further, there were some environmental factors that were affecting the business. But, after implementing the change, company would be able to provide quality services to the customers on time. It would also be able to improve positive attitude among the employees. Based on the SWOT analysis, the organization Australia Post is able to identify the opportunities for the business and implement the change according to them. There are some opportunities that are adopted by the organization i.e. increasing demand of innovative retail services, new technologies, growing awareness among the customers etc. Further, there were some threats for t he organization in terms of legal policies, entering of new companies and strong competitors etc. Organization is able to identify these threats and implemented some strategies by giving training sessions to the employees (Patton Michael 2008). Benefits and drawbacks In the change process of the organization, it is important to analyze the business from every part. In such manner, SWOT analysis is an effective tool for the organizations. In case of Australia Post, SWOT analysis identifies the strong points of the business along with those factors in which the company is lacking. But there are both benefits as well as drawbacks of using SWOT analysis in the change process of the organization. In the change process, the main benefit of SWOT analysis is that there is negligible or no cost in conducting this analysis. By the SWOT analysis, the complex situation within the business environment can be addressed. By this analysis, organization can take steps for improving the business without extra expense of business advisor. With this analysis, organization has benefit to understand the business better, identify threats, address weaknesses, and focus on opportunities and implementing the change based on identified weaknesses and threats (Tracey, 2004). Despite of the benefits of using SWOT analysis, there are drawbacks of using SWOT analysis in the change management process. In case of Australia Post, SWOT analysis does not prioritize the exact issue in the organization. Along with this, this analysis does not provide proper solution or any kind of alternative decisions to deal with the issues. By the SWOT analysis, organization can generate various ideas for the implementation of change but it is not helpful in selecting best option for the process. SWOT analysis provides much information for the organization but all the information is not useful. Role of change agent Role of a change agent can be understood based in the various process of the organizational change. Basically, there are two types of change agents i.e. internal and external. Internal change agents include board members of the company, CEO, managers, executives and other employees of the organization. On the other hand, external change agents are community, investors, suppliers, customers and government agencies and organizations. Internal change agents come from the human resource department or top level of management and they have important role in the restructuring of the organization. The internal change agents have to convince other employees in the organization for contributing in the organizational change. Key role of the change agent is to influence to influence people in other departments for the internal change as the change involves the active participation of the employees. Basically, internal change agent are directly involved in the change process of the organization. They identify the area where the change is required so they are selected from various departments and levels (Kossek, 2007). Usually, internal change agents are managers who get training and knowledge from the external change agent so that they can implement the change in the organization successfully. Internal change agents implement the change with the wide framework of change strategy with the guidance of external change agents. Along with this change agents motivate and encourage other members to participate in the change process. Sometimes, internal change agents may work as the change advisor for the specific departments for specific period of time. It is well known from various departments, so after the completion of the change process, they go to their respective departments. They communicate with the managers and organizational members to accept and implement the change. They implement the behavioral skills to smoothen the change management process. Change agents have some qualities to make the change program successful i.e. behavioral skills, diagnostics skills, positive attitude towards acceptance and personal qualities for providing emotional support to the other organizational members (Graham Bennett, 2008). On the other hand, external change agents are considered as the consultant for the business. They are hired by the top management of the organization when they feel that no one is capable in the organization to implement effective change for the growth. The external change agents have key responsibility to analyze and examine various mindset, culture and practices within the organization. External change agent can do his or her work effectively when the employees have the perception that internal agent is biased at some points. Along with this, change agents have duty to do the task on the set timeline. The job role of external change agent is quite differing from the internal change agent (Szamosi Duxbury, 2006). Change agent in Australia Post From the above discussion, it is observed that Australia Post is facing failures due to the inappropriate strategy. So, organization has implemented some changes in terms of technology, and training and development session for the employees. In such situation, managers and change management team implemented significant change in the organization. Those can be considered as the internal change agents who were responsible for the effective change management within the organization. Team members and managers included every member of the organization in the change process (McCalman, Paton Siebert, 2015). There were managers of every department, managing directors, and CEO who were actively participating in the change management plan. Change managers took approval from the human resource manager and CEO before placing any kind of change. Further, for implementing the change in various departments, approvals from the respective departments was also taken by the change agents as these are the key role of the internal change agents (Hellriegel Slocum. 2004). After taking approval from the respective departments, the change agents need to gather the required resources for the change management process. There are some resources which are required for the implementation of change process. For instance, Australia Post needs some changes in the human resource department then training and development session are required for the employees. In the training session, the change agents have identified those employees who need training and development sessions. Further, the role of the change agent in the organization is to prepare a proposal for the required money during the training session. They need to inform the HR and finance department so that they can provide sufficient fund for implementing significant change in the organization. Role of a change agent is very crucial to manage the change as well employees during the change (Brown, 2006). Problem centric and dialogic approach Problem centered approach in the change management basically provides an effective learning environment by which individuals can increase their knowledge, learning skills and improvement of the understanding towards the change. This approach provides the way to achieve the organizational objectives and goals by the proficient manner. This approach interprets the situation and finds the solution for the complex problems (Hersey Blanchard, 2012). This approach is very useful effective learning for the employees while implementing the change within the organization. In this approach, employees feel free to control their learning process and they are able to find out the solution for their problems. In the problem centre approach, the strategies are focused on the exact problem and implementing the change based on the experience. Along with this, this approach is focused on the cumulative learning to deal with the problems and difficult situations that are affecting the organizational activities. This approach helps the employees in the overall development (Saphiro, 2010). There is one drawback of this approach i.e. it does not motivate the employees and members to adapt the change based on the change leaders point of view. This approach focuses on the employees situations and relies on the employees blindly. Dialogic approach On the other hand, Dialogic approach of change is the next step of change management process that is helpful to adapt the change for individual and groups. Organizations can be considered as the complex process due to the different thoughts and process of the people. So, dialogic approach work in the organization by creating new conversations for adapting the change in the organization by disrupting the habits and actions of individuals, bringing diversity into conversations to improve creativity and innovations and motivating people to implement transformational change (Martocchio, 2004). This approach in the change process does not focus on the workers blindly. This method implements the change based on the leaders strategy with the hierarchical process. This approach focuses on the mindset of people and allows their behavior to change with the positive attitude. This method promotes the employees to look for the new solution for the complex situation (Ardichvili, 2012). The dialogic approach in the change management is time consuming. It takes much time in surveying the employees for the effectiveness of internal change, waiting for the feedback and implementing change according to their mindset. This approach slowdowns the ability of the organization to make changes and react to various issues. Further, this approach need more staff to deal with all the employees as one person in this approach is not able to analyze to actions and habits of all the employees within the organization. References Ardichvili, A. (2012). Knowledge Management, Human Resource Development, and Internet Technology:Advances in Developing Human Resources, 4(4), pp.451-463. Brown, A. (2006). Quality Management: Issues for Human Resource Management: Asia Pacific Journal of Human Resources, 33(3), pp.117-129. Cennamo, C., Berrone, P. Gomez-Mejia, L.R., (2009). Does stakeholder management have a dark side? Journal of Business Ethics, (89), pp. 491-507. Fleming, J. Senior, B. (2006). Organizational Change. (3rd). UK: Prentice Hall. Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital: Academic Journal of Interdisciplinary Studies. Gill, R. (2012). Change management or change leadership: Journal of Change Management. 3(4). pp.307-318. Graham, H. Bennett, R. (2008).Human resources management. London: Pitman Grnwald, N. (2015). Innovation, Entrepreneurship and Sustainability. Hamburg: BoD Books on Demand Hellriegel, D. Slocum. J., (2004). Organizational Behavior: Guiding Organizational Change, (10th). Hersey, P. Blanchard, K. (2012). Management of organizational behavior. Englewood Cliffs, N.J.: Prentice-Hall. Kossek, E. (2007). Human Resources Management Innovation: Human Resource Management. 26(1). pp.71-92. Kotter,J. P., Cohen, D.S., (2008). The Heart Of Change. Bucuresti: Meteor Press Lunenburg, F.C. (2010). Managing Change: The Role of the Change Agent: International Journal of Management. 13(1). 1-6. Martocchio, J. (2004).Research in personnel and human resources management. Amsterdam: Elsevier JAI. McCalman, J., Paton, R.A. Siebert, S. (2015). Change Management: A Guide to Effective Implementation. US: SAGE. Pasmore, W.A., Woodman, R.W., (2007). Research in Organizational Change and Development. (16) Patton, Michael Q., (2008). Utilization-Focused Evaluation,Thousand Oaks. CA: Sage Publications Saphiro, A., (2010). Creating Contagious Commitment: Applying the Tipping Point to Organizational Change. (2nd). North Carolina: Hillsborough Smart, J. Pontifex, M. (2003). Human Resources Management and the Australian Human Resources Institute: The Profession and Its Professional Body: Asia Pacific Journal of Human Resources. 31(1). pp.1-19. Szamosi, L.T., Duxbury, L., (2006). Development of a measure to assess organizational change: Journal of Organizational Change Management. 15 (2). pp.184 201. Tracey, W. (2004).Human resources management development handbook. New York: Amaco

hristmas carol Essay Example For Students

?hristmas carol Essay A Christmas Carol was set in 1843. The story was written by Charles Dickens and shows what poverty was really like. It shows the gap between the working and upper class and how wide the gap really was between them. For example, diets were very different between the two classes. Working class would be eating bread, butter and meat, as the upper class were eating fresh fruit and vegetables and also fresh meat. Charles Dickens felt very strongly about the poverty gap as you can tell in his writing. He uses Scrooge to mention the work-houses and prisons. Scrooge is a wealthy man and believes workhouses and prisons should be used and kept in poor conditions. Dickens does this to show have the poor had been exploited by the rich. It shows the rich didnt pay workers a lot of money so there was a lack of social mobility. The poor couldnt get enough money and were forced into poverty, but the rich didnt help. Dickens uses the story as a tool to show how the poor were treated in hope it would help them. However in the 1843 Christmas was the season of good will; the rich would give money for the poor. Yet, Scrooge doesnt change like everyone else for Christmas so he stands out. This helps compare what people were like when it wasnt Christmas to when Christmas came with free will. In stave one, we meet Scrooge. Dickens uses many adjective to describe Scrooge. He writes he was a tight-fisted hand at the grindstone, Scrooge! A squeezing, wrenching, grasping, scraping, clutching, covetous old sinner! From this we can infer that scrooge is a violent, sad, old man who keeps himself to himself. We can see this because all the words used to describe Scrooge all relate to negative descriptions, such as violent, pulling, tight and self conflict. It is important to get a good description. Because it helps the readers keep an image in their mind, thus engaging them. Another way Scrooge is described by Dickens is by being compared to cold weather. An example of this is, The cold within him froze his old features. From this we can infer that Scrooge always has a straight, gloomy cold face. Charles Dickens uses this to help us create the image that hes never happy and this is because of the coldness within him. Dickens also uses similes to describe Scrooge . One simile is hard and sharp as flint! Flint is a hard piece of stone used to make sparks therefore this tells us that Scrooge can be stubborn at times and hasnt got a lot of patients. We can see this as hard can be associated with stubborn. Also, sparks could be associated with angry, his could get angry very easily also showing he hasnt got a lot of patients. These Descriptions give us a negative description of scrooge making sure the reader gets the right impression. It also tells us Scrooge isnt a nice man and doesnt like to help other (those in poverty). Here Dickens is giving us an example of why people were in poverty, because people like Scrooge, the wealthy, didnt help those in need. In stave two Charles Dickens uses different methods to show his concerns of the 1843. One way of this is through characters. An example of this is Scrooges ex-fianci e Belle. She left him because of his obsession with money; we know this because in the story Belle says our contract is an old one. It was made then we were both poor and content to be so, until, in good season, we could improve out worldly fortune by out patient industry. You are changed. When it was made you were another man. This is a good example of how the working and upper classes split apart and how the big poverty gap began. It also shows how Scrooge became a lonely old man, due to an obsession with money, as he pushed everyone away. This also suggests how poverty became so bad as to succeed like Scrooge, you also have to work hard and be greedy, subsequently pushing people away. Another way dickens shows his concerns is through the settings. An Open Life By Joseph Campbell EssayIron, old rags, bottle, bones, and greasy offal. The shop is also described as having secrets that few would like to scrutinise were bred and hidden in the mountains of unseemly rags, masses of corrupted fat, and sepulchres of bones. Dickens uses this to show his concerns of poverty and not just families are stuck and unable to get out but, also elderly people who are too unhealthy to do jobs, so they find it hard to get a good job. Scrooge is also shown three people selling a dead mans objects to the shop. They dont believe it is a sin to steal these things from him though, they use the excuse, its a judgement on him. They think this because the old man didnt treat people nicely, when he was alive, so he shouldnt be treated nicely now he is dead. This engages the reader as they see the consequences of actions as Scrooge did, showing them you reap what you sow, one of the morals Dickens portrays. The ghost also shows us how people felt about Scrooge, as Scrooges gravestone was described as a place, over run by grass and weed. And also used the sarcasm of, a worthy place. From this we can infer no one cared for Scrooge compared to Tiny Tim whose grave is shown as, how green a place it is. This links back to Dickens moral, you reap what you sow, engaging the reader as it shows how your actions can have consequences as Scrooge is starting to see. Stave five shows how Scrooge changes after seeing all three ghosts. Dickens shows us he is at home and is happy about it as she uses repetition in his description. The bedpost was his own. The bed was his own, the room was his own. Best and happiest of all the time before him was his own, to make amends in. from this we infer Scrooge does want to change and does want to help others and be a nicer person as he appreciates what he has. This also links to poverty as Dickens using Scrooge as a means to show how people can help others. As on of the thing scrooge does to help, is to help Bob and Tim Cratchit. Dickens also uses humour to engage the reader as he tricks Bob into thinking hes in trouble, Scrooge says. I am not going to stand for this sort of thing any longer. And therefore, he continued, leaping from his stool, and giving Bob such a dig in the waistcoat that he staggered back into the tank again and therefore I am about to raise your salary! This add humour to the story engaging the reader and making sure the ending isnt going to be disappointing to them. Also shows how he thinks poverty should be stopped as we see Scrooge giving Bob a raise in his salary to help his family. Dickens uses A Christmas Carol to show the poverty of the 1843 and how it could be changed if people change. It shows this with Tiny Tim, because if Scrooge didnt help him he would have died. He also uses A Christmas Carol to show morals and what your actions can do to you. The moral I have found by reading this story is you reap what you sow. This means you should treat people how you would like to be treated. Dickens shows this through the character Scrooge as, at the beginning of story, he treated people rudely saying things like if they would rather die, then they had better do it, and decrease the surplus population. Scrooge changes after seeing how he would be treated when he dies; he didnt like it. Dickens uses this moral to engage the reader and show them what would happen if you acted like Scrooge did before he changed.