Writing an Argumentative Essay: What is the Best Essay Writing Tool?

Writing an Argumentative Essay: What is the Best Essay Writing Tool?The question as to what is the best essay writing tool you can use for your first-year AP or IB th grade argumentative essay sample? Well, as with anything, it really depends on how much you have learned, and what you are really trying to do.When I went to school, most of the argumentative essay sample that I was given were sent by my teachers. I can remember being amazed when a teacher would come to class and hand out these valuable materials, and I thought I would be the only one to take advantage of them. They all seemed to say something different, but they all seemed to be saying it to impress you, so you may want to look at the subject of your opinion, and why it should change.Now that you have an opinion, it's time to discuss it. But do you really know why this particular opinion is better than another? If you do, and if you are just being told this opinion must change, then your essay may not be completed in t he intended manner.It might be possible to get an essay done in a day or two. But this takes more time, and you really don't want to put time into something that might not be complete. So if it's really about the process of writing a good argumentative essay, then you will need to go to some extra effort.The best argumentative essay sample may not actually be the writing that you will choose to do. Rather, it may be that you are going to choose the best methods of choosing which subject and topic are the best to use in writing a good essay.Just think about what your purpose in writing a good argumentative essay is, and ask yourself how much you can devote to that purpose. If you are being forced to choose from several topics and subjects that are hard to choose from, and even harder to get an argument from them, then you are probably looking for a craft that is easier and less hard to learn.Sophomores and juniors will be able to figure out how to make the subject and topic fit into their opinion better, and students who are writing for an exam will already know how to accomplish that goal. Your first essay is going to have to be as specific as you possibly can, because your reader will be grading on your essay. As for your opinion, it will really come from a quality essay.

Information Technology Companies

Introduction Information technology is probably the most dynamic sector in any economy. What is new and essential today may not be important the following day. Various new technologies are discovered each and every day. Moreover, due to the dynamic nature of the business environment, requirements of each business entity keep on changing now and again.Advertising We will write a custom research paper sample on Information Technology Companies specifically for you for only $16.05 $11/page Learn More As a result, information technology companies are faced by a trick scenario of ensuring that they improve their services as time goes by. If creativity is not part of the vision of an information technology firm, then there is no need of the firm being in business. Customers need to get the latest technology and a firm that is able to come up with new technologies takes all businesses. Consequently, the managerial strategies used in information technology firm are very crucial. Special Requirements of Information Technology Firms The dynamic nature of human needs makes the world of technology to change rapidly. In this regard, information technology companies will have to enhance their skills so as to meet the changing needs. Consequently, innovation is crucial for any company that deals with information technology. To meet this criterion, firms need to find ways of encouraging ingenuity among their employees. For example, though critics argue that Google has been lagging behind in terms of innovation, the fact is that Google comes up with new ideas every so often (Morden, 2007). Self driving cars, Google glass, Google maps, Android just to name but a few are among the most influential innovations by Google which are as a result of employees being encouraged to be creative (Sutherland 2012). It is also important to note that Google comes up with innovations on issues that affect many people in society. Moreover, information technology fir ms should be keen on ensuring that their products can be used on various devices that are commonly used, this include phones and other electronic gadgets. Innovativeness also helps in boosting confidence of consumers thus increasing its market control.Advertising Looking for research paper on it? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, an information technology firm needs to manifest itself as a market leader in the information technology sector. On the other hand, information technology companies have to invest in other projects that are not among their core business but which are of important value to people. This may include research on alternative sources of energy (Ledel Stoll 2013). Using its innovativeness in various projects that benefit the common person boosts it ranking among people. Different Managerial Styles There are different managerial styles that can be applied by managers. To begin with, there are those managers who dictate what they want to be done in the organization. These types of managers tend to think that they know everything and there is nothing that any person can tell them. If an employee does not do what these managers say they are bound to be in trouble with the manager. To these managers, threat and discipline is the method to ensure that employees agree with them. The manager set rules and expects employees to follow them to the latter (Grembergen, 2004). The method has various disadvantages one of them being that it does not allow employee learning to take place. Moreover, it makes employees feel intimidated. Employees will work only when the manager is around to oversee them, otherwise they will stop working. Nevertheless, it is the most appropriate method during crisis.  Another type of management that is mostly applied is the authoritative strategy. This is managerial strategy where the manager acts as a director while employees complete their tasks individually (Morden, 2007). Managers practicing this type of marketing strategy are likely to use performance evaluation as a means of motivating employees to enhance their output. However, these managers are known to be firm but a little flexible. It is the best managerial system to use when the job in question needs clear guidelines and employees are knowledgeable of their roles (Chew Gottschalk, 2009). Nevertheless if employees are new and they do not know the procedure well, this type of managerial system will most likely lead to losses.  Some managers are known to be highly flexible and allow each member of the team to contribute in any decision that is made. Before a decision is made, all members of the concerned department should agree. Rewards are part of this managerial strategy with good performers being rewarded. It builds a sense of belonging by allowing all employees to make inputs thus motivating them to work hard. Many people like to work in an environment where they are trea ted as part of the organization and not as outsiders (Grembergen, 2004). The benefit of this management style is that it encourages team work.Advertising We will write a custom research paper sample on Information Technology Companies specifically for you for only $16.05 $11/page Learn More On the same note, work cannot stop when a manager is not present since members are used to work on their own. However, in times of crisis this system is not effective. Additionally, it cannot be the best strategy to use in case of implementing a new idea. Another management strategy is the coaching style. Here, the manager works hard to ensure that employees develop their talent areas. The manager aims at discovering the gifts of each employee and maximize on the same (Ledel Stoll, 2013). The management style provides a lot of opportunities for career development which highly motivates employees. On the same note, self development as well as training of employees is allowed under this management strategy. On the other hand, the management style’s success depends on the expertise of the manager and will therefore not work in cases where managers are not well trained. Applicability to Information Technology Firms After discussing the various types of management strategies available, it is high time we discuss which of the strategies is applicable for information technology firms. It has been highlighted that information technology firms require high degree of ingenuity in order to meet the changing human needs. As a result, mechanical management style will not be applicable. Employees need flexible management regulations so that they can feel safe to try any new idea that they come up with. It should be the role of employees to determine the best way to execute their duties (Sutherland, 2012). Arguably, ingenuity is highly dependent on the easiness with which one can execute his or her duties. It is, therefore, clear that democracy is vit al as it regards management in information technology firms. Dictatorial type of management will require that each employee only does what the managers say and this will kill the morale of creativity (Case, 2007). It should be noted that attitude of employees determines their behavior at work and by extension their degree of ingenuity. Another factor that boosts performance in many information technology firms is the way their personnel is recruited and handled. The recruitment is done in a vigorous way that ensures only best talents are brought into the company. While it is a norm in other companies that recruitment is strictly an exercise of top management and other employees, especially junior ones have no role; information technology companies should be different.Advertising Looking for research paper on it? Let's see if we can help you! Get your first paper with 15% OFF Learn More Each employee should be given an opportunity of evaluating and giving his or her comments regarding a new employee. A system should be in place which allows all employees to comment about any employee that is about to be recruited (Sutherland 2012). As a result, the possibility of getting the best employees is high thus enhancing efficiency of the company. Moreover, it is a well known fact that when employees are allowed to contribute to various issues, their satisfaction is enhanced which enhances their productivity. Employees cannot optimally contribute to an organization if they feel that they are not valued. In this regard, involvement of employees in the process of evaluating a new employee boosts their morale though they are not part of the final interview panel. On the same note, employees working in a relaxed environment enhance their creativity adding to the company’s innovativeness (Stewart, 2013). The fact that all employees are encouraged to be innovative and come up with new ideas enhances their willingness to work for a company thus reducing labor turnover rate. In addition, all employees at the firm should be paid according to their performance. Performance evaluation is supposed to be impartial and just. Justice and equal treatment of all employees should be the slogan. Moreover, extraordinary performance requires equitable reward whether on personal or group basis. In this way the loyalty of employees is enhanced while at the same time their output is increased. Employees are able to access free services which are also of high quality. Leaves and offs should also be very accommodative. On the same note, there should be a lot of other recreational facilities to increase satisfaction of employees (Stewart 2013). This will in the end increase the probability of employees coming up with new ideas and products for their customers. Most of the employees in Information technology firms are in the technical sector. As a matter of fact, technica l people work best when they are only guided and left to carry out the duties on their own. In this regard, a mixture of participative and coaching leadership strategies is the best way of managing the technical staff. However, technical department is not the only department in information technology firms. There are other departments which include the financial departments (Ledel Stoll, 2013). Some of these departments require everything to be done in a particular order and deviation from these will lead to losses to the firm. Managers of these departments need a strict manager who will ensure that all protocols are followed to the latter. Consequently, the leadership style that should be applied in any information technology firms should depend on departmental needs and requirements. Strategic Human Resource Management Any given strategy that is chosen by a firm should take into consideration the effects it may have on the operations of the firm after implementation. In this ligh t, the relationship between the organizational culture and structure is very essential in ensuring that smooth running of the company is not affected whenever a new strategy is introduced (Case, 2007). It should be noted that for the intended strategy to be effectively realized during implementation, the environment in which the firm is operating should be given serious attention. On top, strategies, structure and culture are so much entangled that a change in one requires the others also to be changed so as to avoid friction in the operations of the firms. Consequently, though a strategy is developed at a specific point in time, its implementation goes on continuously to ensure that it catches up with the changes in structure and culture (Morden, 2007). For multinational companies, differences in national culture are very essential and must always be put into consideration whenever any strategy is introduced. However, company structure must be maintained when both culture and strat egy are being addressed in order to ensure that company goals are achieved.  Job satisfaction plays an important role in ensuring that service offered to customers are of high quality. Any firm should therefore ensure that employee satisfaction is achieved through motivation, which is part of its organizational culture (Chew Gottschalk, 2009). This is achieved through special focus on the health and welfare of the employees as well as protection from unexpected life styles after being employed.  Since culture plays an important role in any firm’s activities, any firm should not try to force an organizational structure of one region to another region. As a result, implementation of an organizational structure that is compatible with local cultures is essential. Additionally, firms should employ democratic type of management where employees also give their ideas concerning what should be done besides them being allowed to make some decisions as a team (Grembergen, 2004). T his enables the firm to motivate employees as well as enhancing employee empowerment. On top, this management style enables the implementation of any strategy to be achieved easily since it builds a sense of belonging among the employees besides fostering the organizational culture. To any firm, labor is the most priced input as it actually determines the running of the day-to-day activities of a firm. Firms should invest a great deal on matters affecting its employees and their welfare while they are working with them. Employees’ satisfaction is paramount. Consequently, everything should be done to ensure that the employees are comfortable (Stewart, 2013) Employees will be willing to work in a firm where they feel that their needs are given serious attention and they will want to stay longer in these firms. Once employees have been hired into a firm, a relationship is established whereby the hierarchy of needs satisfaction is the guide. Employees should be built and groomed continuously through inside trainings and other workshops. On top of that employees also need to be given incentives like rewards and benefits to improve their attitude towards their responsibilities therefore increasing their probability of stay with an organization (Sutherland, 2012). Arguably, promotions should be given depending on the performance of a person and other more measurable factors, which makes the process open and transparent. This not only motivates employees to deliver to their maximum, but also satisfies them that their efforts will not go to waste thus encouraging them to continue working for the company. Health of employees should be paramount to management, as well as the change in lifestyle due to joining the workforce of the organization. Moreover, besides employees having to individually strive to attain their laid down goals, they should be encouraged to work as a team for better results (Morden, 2007). Their suggestions to the management about what they fe el should be done should be taken into consideration whenever decisions are made. This helps in creating a sense of belonging among the employees which is an important factor in retaining employee. Every human resource manager wants to have people who can help the company to move forward. Big companies especially multinational firms face a lot of challenges when it comes to recruitment and selection. In some countries, strict adherence to company values is paramount. However, in other countries, professional qualification is crucial (Case, 2007). Human resource managers have also to change their age requirements depending on the country they are operating given that different cultures give emphasis to different age sets.  Employees need to be continuously trained so that they can develop their skills and improve their performance. It is the initiative of human resource managers to determine who will go for training and when. While some people will be comfortable with mechanical tr aining schedules where management has the final say on who will be trained, others like to be trained on their own initiative. Consequently, human resource managers are usually faced with the challenge of determining which procedure to use (Stewart, 2013). It is important to note that the problem is complicated by the fact that people from different cultural backgrounds work in the same branch yet they demand different treatment. Most importantly, human resource management is about managing people in a given institutional setting. However, geographical dispersion means that people from different cultural and religious backgrounds are employed in the same organization (Lendel Stoll, 2013). In addition, these people usually have different moral and ethical behaviors. Human resource managers are expected to treat all employees without discrimination while at the same time religious and cultural backgrounds should be given consideration. Managing these people is a daunting task for man agers of both international and local firms. Emerging Issues Information technology is changing very first and a firm cannot afford to be static. As a result, many firms are doing all they can to ensure that they develop new products before the others. However, the problem is that nowadays technological leaking is very high. If a firm does not guard its technology properly, the information will leak to the competitor who will produce the product very fast. On the same note, globalization has led to increased demands for information technology. Products that were anciently designed for one region only are now used in the globe. In this regard, employees are coming from different cultural backgrounds (Chew Gottschalk, 2009). Managers are expected to guide all these employees to enhance their creativity while at the same time respecting their cultural background. Similarly, expectations of people are changing each and every day. It is, therefore, tricky for managers for they have to e nsure new products are produced each day. If a firm is not able to come up with products to meet consumers’ needs, the blame is placed on managers. Conclusion Management strategies determine to a larger extent the success of any firm. Therefore, each firm should ensure that the management strategy that is being used is acceptable by everybody in the firm. For the case of information technology firms, they have different requirements for each department. Technical departments which are arguably the most vital department require democratic managerial strategy. It, therefore, goes without saying that participative managerial style is the most effective for the technical team. As a result having one managerial style for the whole firm will not work. Each department should have a managerial strategy as per the needs of the department. References Case, G. (2007). Service Management Strategies That Work: Guidance for Executives. Hogeweg: Van Haren Publishing. Chew, E. K. Gottschalk , P. (2009). Information Technology Strategy and Management: Best Practices. Hershey: IGI Global. Grembergen, W. V. (2004). Strategies for Information Technology Governance. Hershey: Idea Group Inc. Ledel, J. Stoll, J. (2013). Spotify CEO: eating Google’s lunch and loving it. The Wall Street Journal, 43(2), B7. Morden, T. (2007). Principles of Strategic Management. Farnham: Ashgate Publishing. Stewart, J. B. (2013, March 15). Looking for a lesson in Google’s perks. The new York Times. Web. Sutherland, A. (2012). The story of Google. New York: The Rosen Publishing Group. This research paper on Information Technology Companies was written and submitted by user Parker Holder to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Whats a Bad ACT Score Nationally and By College

What's a Bad ACT Score Nationally and By College SAT / ACT Prep Online Guides and Tips Have you taken the ACT recently? Do you think you did badly? Or maybe you’re just wondering what the minimum score you need to get into college is. We will explain what a bad ACT score is, both in terms of the national averages and colleges you want to go to. Nationally, What’s a Bad ACT Score? If you look at the ACT percentiles, any composite score below 20 (the 50th percentile) is below average. (For more on how the ACT is scored and how the composite is calculated, see our guide.) In other words, to be above average nationally, you need at least a 21 ACT composite score. Any composite 16 or lower is in the bottom 25%. If you score below 16 or lower on the ACT, your score is definitely in the very low range nationwide. What Do Colleges Think Is a Bad Score? Your percentile rank is important, since it compares you to every other high school student who has taken the ACT. But it’s actually more important to think about what your score means in terms of the colleges you want to attend. After all, you take the ACT to get into college! If you’re above a college’s average ACT score range, even if your score seems low nationally, then your admissions chances aren’t compromised. On the flip side, you could have an ACT score that looks great nationally – say the 90th percentile, a 28 composite – but is far below the ranges of selective colleges like the Ivy Leagues, Stanford, and MIT. So it’s much more important to consider scores in context of your target colleges, rather than just the national percentiles. Let’s explore what a bad ACT score might look like at highly selective, selective, and less selective colleges. What’s a Bad ACT Score for the Most Selective Schools? If you’re aiming for the most selective schools – like Harvard, Stanford, Princeton, Yale, MIT – most scores that aren't considered amazing at the national level will be seen as low. For example, at Stanford, the middle 50% range for the ACT Composite is 31-34, which is between the 97th and 99th percentile nationally. Additionally, since these top tier schools often turn away applicants with scores in range, it’s best to aim for the top 50% of admitted student scores, not just to be within the middle 50% range. In fact, being in the lower end of score ranges can lower your chance of admission by half of the usual admission rate. For example, if the normal admission rate is 10% and you're at the 25th percentile for that college, it can lower your chance of admission to 5% or lower. So you shouldn’t just aim to break a 31 composite if you're set on a top school. Your ACT composite should be 33 or higher – in the 99th percentile nationally – to be very competitive at Stanford or other top colleges. And the closer you can get to 36, the more you will stand out. (Read more abouthow many students get a 36 ACT every year and how their admissions chances are improved.) So to recap, any ACT score below 33 will lower your chances at the most selective schools. And any score below a 30 is decidedly low for top colleges. What’s a Bad ACT Score for Selective Schools? Once you’re out of the top 15, a â€Å"bad† ACT score for a school is anything below their middle 50% ACT range. We say â€Å"bad† not because the score is necessarily bad on a national scale, but because it could lower your chances of admission at certain schools. Let’s look at NYU as an example. It’s a top 50 school, with an ACT middle 50% range between 28 and 32. That means a bad ACT score for NYU would be anything below 28. It’s still possible you would get in, but much less likely. Even though 28 is very strong nationally – it’s in the 90th percentile! – you need to get to that score or higher to be competitive at NYU. But the threshold for â€Å"bad† will vary by school, so definitely look up the ranges of schools you are interested in using our guide below. What’s a Bad ACT Score for My Local State School? When you are applying to large local universities or less-selective colleges (colleges that admit more than half of applicants), the ACT score ranges are often much more forgiving. As an example, let’s take a look at California State Long Beach. Their ACT middle 50% range is between 20 and 25. Fun fact: that giant pyramid is called the Walter Pyramid and is used for athletic events at CSU Long Beach. This score range is between the 50th and 80th percentile nationally. So you could get an average ACT score but still be competitive for admission at CSU Long Beach. In other words, many schools are more forgiving of an average ACT score. If you’re mainly applying to schools in this range, you won’t have to stress quite as much about studying! How To Find a College’s Score Ranges To see what any college’s ACT score ranges are, you just have to do a quick search online. Here at PrepScholar, we’ve compiled the ACT score ranges – as well as GPA averages and overall admissions rate – for colleges and universities nationwide. To find our data page for any school, search â€Å"[Name of College/University] ACT Scores site:prepscholar.com† in any search engine. We should be the first or second result. As an example, this is what a search for Harvard's ACT score ranges would look like. Click on the first link to see Harvard's ACT score ranges, as well as a tool that predicts your admission chances based on your GPA and ACT score. Next Steps Look up the middle 50% ACT ranges of all colleges you are interested in. This will help you get a better understanding of the ACT score you should aim for – and which scores to avoid. If you want, you can fill out the table below as you look up colleges’ ACT middle 50% score ranges. Name of College/ University ACT 25th Percentile ACT 75th Percentile If you haven’t taken the ACT yet or are planning to retake it, set your target score at the upper bound of the middle 50% range of the most competitive school on your list. For example, if NYU is the most competitive school on your list, set your ACT target score at 32. If you make that score, you’ll be competitive wherever you apply! But if you miss it by a bit and get a 30, you’ll likely be well within range for most colleges on your list, and still be competitive at NYU. What’s Next? So you know what a bad ACT score looks like. What's a good score? An amazing one? See our guide here to find out. Read our guide on getting a perfect ACT score by our 36 full scorer. Even if you’re not going for a perfect score, following these principles will help you reach your score goal. Not sure you can study alone? Consider using our online ACT prep program. We take the hard part out of studying by analyzing your weak spots and giving you targetted practice questions. Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically.

Factory Girls Essay Example | Topics and Well Written Essays - 750 words

Factory Girls - Essay Example Having read and comprehended Leslie T. Chang’s Factory Girls, I would like to categorically state that the decision of the girls to relocate from the village to the urban centers was a sign of progress. However, challenging it was, it put them in the right path of improving their lives and moving towards the achievement of their goals. Indeed, the living conditions in the rural China at the time were quite depressing. It was quite unpleasant for the young girls to live in deplorable conditions characterized poverty, hunger and other social agonies. This necessitated their move to the urban centers to look for jobs and better living conditions. Had it not been for their movement, they would not have managed to get employment opportunities, acquire new clothes, fashionable shoes, mobile phones and manage to send money back to their families. To explore this topic, I would like to use Lu Qingwin (Min) as a case study. After getting fed up with the poor living conditions in her rural home, she opts to immigrate to the urban centre. Here, she hopes to lead a totally new life. She is convinced that relocating to the town will enable her to get a job and enjoy the pleasant town life. Even if she is faced with several problems, such as poor living conditions in the overcrowded dormitories, loneliness, low wages, long working hours, late salary payments, heavy fining policy on petty offenses, she lands into a job. It was a sign of progress because it granted her a chance to improve her life, further her education through attending evening classes, make new friends like Huang Jiao’e and Liang Rong and get money to buy clothes and high-heeled shoes and send back to her poor parents in the village. Had she not gone to the town, she would not have acquired such level of exposure. These are things which were unheard of in th e villages

Strategic Human Resource Management ( choose 3 Theories of jack welch Essay

Strategic Human Resource Management ( choose 3 Theories of jack welch ) and talk about them - Essay Example In the human resource function, the strategies assist the organization in facilitating the change management function, for instance, the change speeding up process. The change speeding up process has an emphasis on a learning culture, development and growth cultures. The cultures by Jack Welch also have a strong support and emphasis on the development of the skills possessed by the human resource development professionals. The theories enhance the effectiveness and improvement of the training programs that are essential for the skills development of human resource research development professionals. Gold et al. (2011) say that the training programs that are products of the theories fronted by Jack Welch are important for the development of programs that enable the workers to work in rotation through various departments and job assignments. The departments, where the staff members are rotated through, could have other purposes other than the human research development functions. The rotation in other departments helps the employees in gaining knowledge and competencies about the organization making them better strategic partners of the business. The theories also enable the use of technology and thus, majority of the human resource development activities are carried out with the use of technology. The technology better equips the human resource function and the employees more technical knowledge making them specialists in different functionalities of the organization. Hamlin & Stewart (2011) assert that when the human resources specialize, they are of great benefit to the organization because they can be used as internal consultants to the organization. The theories also help the organizational human resource development specialists in understanding the main objectives of the strategic human resource development , what the implications of changes in strategic human resource developments are

Can and Should Culture Be Managed Essay Example for Free

Can and Should Culture Be Managed Essay Organizational culture is defined as collective behavior that consists of artifacts, exposed values and basic assumptions (Schein 1997). From this definition, three levels of organizational culture are derived. The first level is artifacts or tangible elements to the organization which comprises of the architecture, technology, products, furniture, style, dress code and language. It is recognizable when visibly observed but does not reflect the organizational culture. The second level is in the exposed values or beliefs that employees express in organization which includes the mission statement, customer service and loyalty. This behavior can be studied by using surveys and discussion to gather attitudes of the organizations’ members. The third level is the basic assumption which is the most important level as it shapes the organization’s view and decision making. The norms or the unspoken rule exists without the awareness of the members which cannot be observed or surveyed and therefore it is difficult to draw out this characteristic By understanding the definition of culture, there are two sides of the argument on whether the culture can be managed (mainstream perspective) and whether culture is something that an organization is that cannot be managed (critical alternative). (Brewis, J ch. 9). In the mainstream perspective it shows that the management is able to change its culture, which often referred to as cultural engineering (Jackson and Carter, 2000, p. 27-28) and a clear example is shown in the case study of British Airways, 1982-1996 (Brewis, J ch. 9 p349). The merged between British Overseas Airways Corporation (BOAC) and British European Airways (BEA) caused a clash of culture and internal conflicts. The BOAC offers services for higher class passengers whereas BEA is for lower class passengers i. e. Tradesmen. Due to the clash of different classes of services, there is an internal conflict in the management culture which resulted disastrously and sales are declined.

Essay --

↠ Hello world! Frederick Douglass’s theory on Religion (Christianity), Slavery, and the Law Posted on August 7, 2010 by vrana25 8/07/2010 Law and Literature encompasses the power of literature and they way it presented the law in a light that allows its readers to interpret it from different directions. The law is a system of rules, which are enforced with authority by institutions. Often literature has contributed significantly in shaping the law. Slavery is one of the unfortunate practices in America that has been engraved in American history. In early centuries, people who favored or opposed slavery expressed it through literature. Frederick Douglass in his narrative, â€Å"Narrative of the Life of Frederick Douglass,† discusses the role of religion, Christianity in particular, which was written in literature known as the bible had two versions: true Christianity and the white Christianity that helped in strengthening slavery. Frederick Douglass is known for being an outstanding orator, but he is mostly acknowledged for being an incredible abolitionist. His work to demolish slavery has been greatly known, detailing his life experience as a slave and expressing his theory on slavery. In â€Å"Narrative of the Life of Frederick Douglass,† he demonstrates the way religion and its literature, the bible, had a negative influence and effect on slavery as well as the development of white Christianity. Douglass opens his narrative introducing himself stating his birthplace and age. However, he claims he cannot authenticate his introduction because he himself was a slave and was not given access to this information. Immediately he attempts to demonstrate the lack of knowledge slaves had because of their masters and slaveholders. Slaves were no... ...eir actions. Either this was the incorrect way Christianity was practiced or humanity was presented in an ambiguous way. The presence of religion goes on further when Douglass introduces Mr. Covey, another master he was assign too. Mr. Covey was a professor of religion and a religious class-leader at the local Methodist church. He also had a reputation of breaking apart young slaves in which Douglass refers to him as a â€Å"nigger-breaker.† As young as Douglass was when he moved in with Mr. Covey, he remembers when Mr. Covey gave him â€Å"a sever whipping, cutting my back, causing the blood to run, and raising ridges on my flesh as large as my little fingers.† This is puzzling to hear of a man who is committed to faith but his actions seemed to be contradicting. The terms religion and law are two sophisticated terms that are the realms of life as well as a shared history th