Organisation and Management Different Perspectives Essay

Organisation and Management Different Perspectives - Essay Example Also, with such technologies the customers are more highly informed, like never before. Marketing is the principal undertaking by which links are forged between the customers and the industry. Therefore, it is evident that the marketing industry is constantly changing. Retail marketing has emerged as the need of the hour. The recent trends in marketing suggest that companies have greater accessibility to the end-consumer, eliminating the need for layers of middlemen. Consequently, retail marketing has been one of the fastest growing segments of the marketing industry. Recent developments in retail marketing in the hospitability sector suggest a very interesting trend. It is increasingly evident that many of the designer companies are seeking to penetrate the hospitality sector and to establish hotels in the commercial hubs like Dubai and London. Innovations in the business have led to increasing need for strategic planning for the purpose of effective assessment and monitoring of the business (Phillips & Moutinho, 1999). Among many of the major trends, it has been observed that the affluent society is becoming more sensitive about choosing the products that they purchase. This is primarily because today’s customers are deluged with a variety of products and a massive amount of information. Customers can easily gain access to information about the products that they are interested in. Also, the number of firms have grown which compete for the same markets in the same industry. With such a wide choice of alternatives, customers tend to look for establishments that would provide the service with the greatest value added at the most reasonable cost. (Escalera, 2007). With such trends prevailing in the industry it was inevitable that the designer companies like Missoni and Armani would attempt entry into the hospitality sector to create optimum value for the affluent society. The Varese

Understand customer service policies within business and services Assignment

Understand customer service policies within business and services contexts - Assignment Example It provides individual services to every guest in the rooms as well as to conference groups and meetings. Services include navigation of desktop, tablets, T.V, mobiles and other gadgets that require online facility. It offers easy access to hotel services for example meal service, housekeeping service and pick up service without any hold. Spok Inc. is another organization that offers a better communication system to hotels. It is majorly famous for its service-enhancing mobile communication. Along with that it offers smart and reliable solution for individual guests communication to the hotel management. This communication system is very famous in hospitality industries. It helps hotel improve their efficiency and profitability as it connects hotel’s network internally and externally. It offers interfacing systems for example web booking engine, Sales & Catering, PMS and CRS. It offers easy access to hotel services for example meal service, housekeeping service and pick up service without any

Organisation and Management Different Perspectives Essay

Organisation and Management Different Perspectives - Essay Example Also, with such technologies the customers are more highly informed, like never before. Marketing is the principal undertaking by which links are forged between the customers and the industry. Therefore, it is evident that the marketing industry is constantly changing. Retail marketing has emerged as the need of the hour. The recent trends in marketing suggest that companies have greater accessibility to the end-consumer, eliminating the need for layers of middlemen. Consequently, retail marketing has been one of the fastest growing segments of the marketing industry. Recent developments in retail marketing in the hospitability sector suggest a very interesting trend. It is increasingly evident that many of the designer companies are seeking to penetrate the hospitality sector and to establish hotels in the commercial hubs like Dubai and London. Innovations in the business have led to increasing need for strategic planning for the purpose of effective assessment and monitoring of the business (Phillips & Moutinho, 1999). Among many of the major trends, it has been observed that the affluent society is becoming more sensitive about choosing the products that they purchase. This is primarily because today’s customers are deluged with a variety of products and a massive amount of information. Customers can easily gain access to information about the products that they are interested in. Also, the number of firms have grown which compete for the same markets in the same industry. With such a wide choice of alternatives, customers tend to look for establishments that would provide the service with the greatest value added at the most reasonable cost. (Escalera, 2007). With such trends prevailing in the industry it was inevitable that the designer companies like Missoni and Armani would attempt entry into the hospitality sector to create optimum value for the affluent society. The Varese

Coefficient of thermal expansion ( CTE) laboratory Coursework

Coefficient of thermal expansion ( CTE) laboratory - Coursework Example Coefficient of linear thermal expansion (CET), denoted by ÃŽ ±, is indicative of how much a material will expand when heated. This expansion occurs as a result of increased vibrations of atoms owing of enhanced kinetic energy gained from the heat source. Consequently, the inter-atomic distance increases which ultimately causes the material to linearly expand. CET is an inherent property of material and plays a significant role during material selection phase for fabrication jobs especially where high precision and accuracy is required over large thermal gradients. Following table outline the consolidated results of the experiment. CTE using formula has also been calculated for each reading. Sample calculations are given thereafter. A graph for Extension (mm) against Temperature (oC) has also been plotted. 2) The large error in Aluminum up to 15558% is primarily due to human error. The readings may have not been noted accurately or the decimal place not marked in correct location. Systematic error can safely be ruled out since CTE of steel and brass and within acceptable error of 5.2% and 7.7% respectively 3) The slight error can be attributed to bias in noting down the temperature reading and extension precisely at the same time. Moreover, non-uniform heating, improper contact of temperature element and creep within the specimen due to multiple thermal cycles over time may have contributed to the variance in CTE. A dial gage itself is not an accurate device and electronic stain gages for measurement of extension can give more accurate results. The results comply with the values taken from ASTM Handbook for metals for both steel and brass. Readings for Aluminum must be verified since the large error can only be attributed to human fault. For per degree rise in temperature, aluminum expands most followed by brass and then steel. ASM International. "Thermal Expansion, Thermal Properties of Metals (#06702G)." ASME

Carl Robbins Case Study Essay Example for Free

Carl Robbins Case Study Essay Carl Robins is a new campus recruiter who is on the fast track to success. However, as a new employee, he is not fully informed on processes of the company. From my analysis, I conclude that Carl Robbins is not organized and did not assemble training plan for the new recruits. New employees can acquire a situation too deep and too fast. It takes at least six months to a year for someone in a new position to understand his or her role within a company. Carl Robins is doing too much too fast. A plan needs to be in place and reviewed before any new trainees were hired. Background  Carl Robins, a new recruiter with ABC, Inc., has a dilemma. Because a training plan was not put in place and the proper research was not done, Carl runs the risk of an unsuccessful orientation. Carl’s position has the role of coordinating tasks and gathering information for new people coming to the company. If the process is unsuccessful, it will leave a bad impression with not only Monica Carrolls, Operations Supervisor, but the new trainees as well. As the coordinator, Carl has not put in the research required to obtain the information needed for the trainees. Key Problems  Several problems exist for Carl Robins. The first issue is that he is six months into his position and is not aware of certain policies and procedures within ABC, Inc. The next issue is that a training plan does not exist for Carl to follow to make sure trainees meet the requirements. Last, being new to his position Carl did not do the research or ask questions on what needed to be done. He just assumed. An action plan or schedule should be active before the new trainees were hired. Carl did not prepare for the orientation; he runs the risk of not possessing the space or materials to conduct the orientation. Alternatives  Preparing a group of people in a new environment to do a job takes time and planning. In my analysis I have found several alternatives to solve Carl’s problem. First Carl needs to confront his supervisor and explain that he is not prepared and what went wrong. At that time, Monica and he can work together to get the manuals and booklets prepares, drug tests and physicals scheduled, and talk to technology services to work out an agreement for access to the training room. Carl will have to work diligently to contact the trainees and update them on the new information. If all goes well, the orientation will be successful. The second route would be to create a list of tasks that need to be completed for the training in order of importance and due dates. The next step would be to meet with the operations supervisor to get her input, and ask any questions he may not know the answers to. Asking questions and staying organized leaves little room for error. Once Carl has met with his supervisor, he should keep track of what tasks are complete and when completed. Carl should also keep the trainees informed of any issues and forecast any problems that arise. Reccomendations  Carl Robins is a new employee eager to prove himself. Carl has a great deal of confidence but he let it get in the way of his responsibilities. I would recommend my second alternative, which requires Carl Robins to make a list of all tasks that need to be completed and keep his supervisor involved throughout the process. This way Carl can get insight to policies and procedures of the company. The supervisor may also be able to forecast any problems that may arise with his training plan from her experiences. I would also recommend that Carl practice time management and communication skills to help him learn how to approach situations such as the current one. In any organization there are individuals who like Carl, are just starting out and believe they can conquer the world. Some people let their confidence level get in the way of success. Carl Robbins has a responsibility to the new trainees to prepare them to do a job. Because this is his first recruitment effort, Carl is already not meeting expectations. Anyone in a recruiter position should be knowledgeable and have an action plan. If my recommendations are put into action, Carl Robins will lead a successful orientation.

Job Description Of HR Manager Commerce Essay

Job Description Of HR Manager Commerce Essay See if this helpselse let me know The Human Resources Manager will be highly regarded with an excellent track record in his/her current environment. The successful candidate must be a strong, decisive, results oriented leader who can develop and manage relationships across the company and with a wide variety of partners based on trust, teamwork and knowledge. The following details specific responsibilities for this critical role: Serve as a key member advising business leadership team responsible for HR processes for Associates.   Function in an active and influential business advisory role with executives in order to drive business results   Leverage broader HR team resources to drive change in leadership organizational development, compensation and staffing.   Specific areas of focus over the next 12 24 months include: developing and implementing staffing and learning strategies, developing retention strategies, leadership and organizational development, talent planning, diversity, compensation management and delivery, performance management, workforce planning,, increasing associate satisfaction and engagement, build-out campus recruiting program.   Some travel will be required. Qualifications   Minimum of 6 years human resources experience   Preferable to have experience in two or more of the following areas: human resources management, organizational development/change management, process improvement (Six Sigma preferred), compensation, staffing.   Excellence in a client management model: mobilizing the best people and integrating the tools and processes required to meet the needs of the business   Business driven with strong financial acumen.   Strategic planning, complex problem resolution and general management expertise.   Outstanding communication and presentation skills.   High level of interpersonal skills and integrity; solid team player.   Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership.   Ability to architect and drive change   Ability to lead in a global, matrixed environment Key Responsibilities of Manager HR:    Ã‚ ¶ Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)  Ã‚ ¶ Establish and maintain appropriate systems for measuring necessary aspects of HR development  Ã‚ ¶ Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales  Ã‚ ¶ Manage and develop direct reporting staff.  Ã‚ ¶ Manage and control departmental expenditure within agreed budgets.  Ã‚ ¶ Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.  Ã‚ ¶ Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation.  Ã‚ ¶ Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.  Ã‚ ¶ Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.  Ã‚ ¶ Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.  Ã‚ ¶ Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation.  Ã‚ ¶ Plan for employees performance appraisal; develop tools for appraisal, job evaluation and development.  Ã‚ ¶ Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training. How to Develop a Job Description The process of developing a job description helps you articulate the most important outcomes you need from an employee performing a particular job. A job description is also a communication tool that tells coworkers where their job leaves off and the job of another starts. A well-written job description tells an employee where their job fits within the overall department and the overall company. Job Descriptions: Why Effective Job Descriptions Make Good Business Sense Effectively developed, job descriptions are communication tools that are significant in your organizations success. Poorly written job descriptions, on the other hand, add to workplace confusion and hurt communication. Heres why effective job descriptions are so important. Job Specification A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job. Learn more about the job specification. Job Specification Sample: Human Resources Director This sample job specification for a human resources director provides an example of a job specification. See a sample job specification for a human resources director that describes education, experience, characteristics, skills, knowledge, and an overview of the job requirements. Job Specification Sample: Marketing Manager This sample job specification for a marketing manager provides an example of a job specification. See this sample job specification for a marketing manager. Job Analysis A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Job Description Job descriptions are written statements that describe the duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and the reporting relationship of a particular job. Bio-Tech Job Descriptions These general, not detailed, job descriptions describe the jobs available in the emerging field of bio-technology. Sponsored Links Job Tasks for: Human Resources Manager Administer compensation, benefits and performance management systems, and safety and recreation programs. Identify staff vacancies and recruit, interview and select applicants. Allocate human resources, ensuring appropriate matches between personnel. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. Analyze training needs to design employee development, language training and health and safety programs. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organizations personnel policies and practices. Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. Conduct exit interviews to identify reasons for employee termination. Investigate and report on industrial accidents for insurance carriers. Represent organization at personnel-related hearings and investigations. Negotiate bargaining agreements and help interpret labor contracts. Prepare personnel forecast to project employment needs. Prepare and follow budgets for personnel operations. Develop, administer and evaluate applicant tests. Oversee the evaluation, classification and rating of occupations and job positions. Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards. Provide terminated employees with outplacement or relocation assistance. Contract with vendors to provide employee services, such as food service, transportation, or relocation service. Human Resource Manager Job Description Employees are the most important asset of any organization. The future of the firm depends on the performance of its employees. The role of a human resource manager is pivotal in managing the needs of the employees. Read on to know more about human resource managers job description, human resource managers duties and the requirements of a human resource manager. Human resource management refers to the coherent and strategic approach to understand the needs of the people working in a firm. Undoubtedly, the growth of a firm is totally based on the individual and the collective efforts of its workers.  Human resource management  evolved as a serious discipline in the business world when it was understood that employees are not mere business units, like machines and automobiles. Instead, they are a valuable human manpower and have personal, emotional and financial needs. Human beings are not uni-dimensional entities. Hence, human resource management was develoved to cultivate a positive work culture in the organization,  motivate employees, streamline the recruitment process and provide employee training. The dynamics of business have become more and more challenging in todays global economy. Employee retention is a crucial factor where the need of a human resource manager is vital. Also, the function of a human resource manager is to work in tandem with all the departments of a firm in order to monitor and decipher the needs of the employees. The human resource management department acts as a bridge between the CEO or the Managing Director of the company and the various branches like executive, administrative,  project management  teams and operations management. Human Resource Manager Job Description The job of a human resource manager presents challenges to tactically handle the human resource tools and help the firm attract talented people for the required job(s). Following are the major duties and functions of a human resource manager. Resource Hunting and Recruitment   The entire process of  recruitment  is monitored by the human resource manager. The human resource managers duties consist of job posting, hiring, conducting recruitment exams (if any) and interviewing. Other functions of a human resource manager are to maintain excellent professional relations with the educational institutions and recruitment agencies.   Coaching the Employees Training the employees is another important duty of a human resource manager. Why is training so essential? Well, every organization has its specific  organizational culture  and it is expected that the employees follow it. Induction and orientation lectures are the initial periods of training, wherein the employees get to know the work culture of the company. Icebreaker sessions, as we normally call them in the management terminology, help the employees feel comfortable and show active participation in training programs. Effective communication is a tool that the human resource manager can use to connect the workers and gel them as a team. The human resource manager can play a pivotal role in adopting the  six sigma  training programs. The principles of  change management  can be adequately applied to help the firm reap rich benefits. Motivation and Performance Appraisal Motivation is a key to trigger the performance of an employee. An average employee may turn into an outstanding performer on being motivated. A human resource manager conducts sessions and lectures that keep the employees aware about the growing competition in the market and the need to constantly upgrade the skills of the employees. Also, the performance of employees is constantly monitored over a monthly or yearly basis and rewards, gifts and prices are distributed for exceptional performances. The human resource manager also looks after the  performance appraisal  of the employees. Salary and Payroll Negotiations Though salary related issues are a responsibility of the accounts department of the firm, still, in the initial stages of recruitment, the human resource manager handles the salary issues of an employee. Since a human resource manager handles the recruitment process he/she is more aware about the ability, experience and skills of the employee, therefore, he/she can take better decisions about the salary of the worker. Generally, the HR department works in collaboration with the accounts department in salary related issues. Employee Satisfaction and Feedback Are the employees satisfied with the facilities of the firm? Are any issues that are causing an unrest among the employees? There may be differences in the ideas/opinions of the various employees. The principles of  conflict resolution  can be used to resolve differences among the employees. Mostly, human resource managers accept the feedback of the employees and this leads to an efficient management of the workers. Educational Requirements For a Human Resource Manager Are you aspiring for a career in human resource management? Well, this challenging field has a lot to offer you. Once you get in, new avenues open at every step. Generally, a graduate level degree in labor laws, social sciences, human resources and industrial laws is considered for entry level jobs in human resource management. Many firms look out for a fair amount of work experience before hiring HR managers. So, if you have a masters degree or an MBA in human resource management, then its better to spend 3-6 years taking a professional experience and then look for higher entry jobs. Even courses related to humanities, like public administration, psychology, sociology, political science, economics, and statistics are considered by many firms. With experience in this field one can climb the ladder of success gradually and soar great heights. Personality Traits of a Human Resource Manager The various personality traits needed to be an excellent human resource manager are as follows. Excellent communication skills and  leadership qualities Strong presentation abilities Must be a creative thinker and excellent team player Must be a good initiator and possess good  negotiation skills. Analyzing the job description of human resource manager must have given you an insight into the challenges and creativity of the different elements involved in human resource management. So, if you are planning a career in human resource management, make a note of the above points and then go for it! By  Kundan Pandey Human Resources Administrator Manager Purpose: The incumbent will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company strategic goals. The incumbent will be expected to successfully implement HR strategy and deliver customer service within the organization. The responsibilities will include inter alia strategic partnership and organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, BBBEE, HR projects and managing staff. Key Responsibility Areas: Recruitment and Selection Attract, retain and motivate staff. Manage the recruitment process and ensure candidates fit the role and company culture. Advertise vacancies, assess applications, interview applicants. Coordinate and manage the orientation of new employees, process probationary reviews, employee evaluations and terminations. Analyse the skills and qualities required for each particular job and develop job descriptions. Skills Development Identify training /skills / competency needs within the organisation. Coordinate career development, succession planning and talent management needs in partnership with line management. Submit the skills development plan within the prescribed timeframe. Identify skills shortages and where there is need to improve and inform management. Employment Equity Submit the Employment Equity Plans within specified timeframes to the Labour Department. Consult and give input into development of employment equity plans. Identify employment Equity quota requirements and advise on status of compliance to targets. Employee Relations Consult and advise management and staff on Labour relations issues. Ensure awareness on LRA, Basic conditions of Employment Act and all other labour legislation. Represent the company on CCMA Level (conciliation arbitration). BBBEE Implement and monitor compliance to company BEE strategy. Assume responsibility for the Companys social responsibility projects and manage the Social committee. HR Reporting and Administration Manage company payroll administration. Compile monthly management reports all on all key output areas of the position. Perform related duties as assigned by the Head of Finance Performance Management Manage the company performance management process (KPO). Custodian of effective performance management practices. Implement performance management / talent management initiatives. Ensure that performance management is standardized. Ensure that all employees are informed of and trained in the application of the performance management model and system. Monitoring, evaluating and reporting results. Change Management Lead programmes that are aimed at improving employee morale. Identify and analyse current organisational effectiveness. Initiate and implement organisational surveys. Policies and Procedures Develop, update and implement all HR policies and procedures. Budget Cost Management Drive HR related cost savings and manage HR budgets as set by executive management Core Competencies: Good planning, organisational, analytical and decision-making skills. Confidentiality, tact and discretion when dealing with people. Ability to train. Use Initiative. Professional approach. Excellent Administration Skills General Competencies: Excellent oral and written communication skills. People centric. Flexibility. Experience and Education: Degree/or Diploma in Human Resources Management and/or equivalent. Approximately 5 years experience as an HR generalist and minimum 3 years in an HR management role. Personal Characteristics: Excellent organisational skills. Attention to detail. Self driven. Good communicator. Good interpersonal skills. Positive outlook on life. Assertive nature. Logical thinker. High levels of initiative. Customer service orientated. Work independently, with a high degree of responsibility. Work well under pressure and to deadlines. Special Requirements: Regular and on time attendance. From time to time you will be required to work outside of normal working hours. Note: To perform this job successfully, the individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge; skill and or ability required and are not intended to be an exhaustive list of all duties and responsibilities associated with this job. You will be required to perform all reasonable duties assigned to you or related or incidental to the proper completion of your job tasks. During a colleagues leave of absence from the company or during month end or peak business periods, you may be required to perform other job tasks upon reasonable request from your line manager. Relocation costs (if applicable) will be for own account

Explore the different ways the poets describe the city of London in Ess

Explore the different ways the poets describe the city of London in their poems. Explore the different ways the poets describe the city of London in their poems. You should consider the poems equally and use the texts to support your ideas. The poems ‘London’ by William Blake and ‘composed upon Westminster Bridge’ by William Wordsworth are both a description of the same city, however they both take opposite viewpoints when describing their own perception. In the poem ‘London’, Blake takes a negative view of the city. He presents the people as being unhappy, in the first stanza he talks of â€Å"marks of weakness, marks of woe† this suggests misery and perhaps failure. The negativity is emphasised by the repetition in the sentence and the alliteration on the w. Wordsworth however sheds a different light on the city, immediately showing appreciation. He uses some quite royal and perhaps religious language such as â€Å"majesty† and â€Å"temples†. This is a suggestion towards the beauty underneath the normal images of London, portraying the city as being like a kingdom. It brings in the idea of belief, opposing the idea of â€Å"weakness† in Blake’s poem ‘London’. In this poem, Blake talks of a â€Å"black’ning church† this suggests poverty and destruction. Blackened literally by the smoke and pollution in the air, and perhaps blackened metaphorically by the misery within the city. The colour black immediately brings bad thoughts to the mind, thoughts of danger and despair. On the contrary, Wordsworth appeals to the reader’s senses by describing the sun as â€Å"bright and glittering in the smokeless air†. This differs dramatically to Blake’s description as it brings a bright sense of colour to the mind and a feeling of warm... ... is there a different perception of the city between the poems, but a different time of day, and a different effect on it’s readers. Both poems end on incredibly different notes, Wordsworth sums up the splendour of London using the line â€Å"and all that mighty heart is lying still†. This suggests that the peace in the city is always there, even when the bustle of the city awakens. ‘London’ however, ends with a negative tone, speaking of a young prostitute; this creates a very emotive and powerful end to the poem. Outlining the distressing view of the city. In comparison, although both poets are relating to the same place, they describe them as being totally different, based on their own opinions. This could be because of the time of day or perhaps because of their own experiences but their imagery both shed totally different light on the city of London. Explore the different ways the poets describe the city of London in Ess Explore the different ways the poets describe the city of London in their poems. Explore the different ways the poets describe the city of London in their poems. You should consider the poems equally and use the texts to support your ideas. The poems ‘London’ by William Blake and ‘composed upon Westminster Bridge’ by William Wordsworth are both a description of the same city, however they both take opposite viewpoints when describing their own perception. In the poem ‘London’, Blake takes a negative view of the city. He presents the people as being unhappy, in the first stanza he talks of â€Å"marks of weakness, marks of woe† this suggests misery and perhaps failure. The negativity is emphasised by the repetition in the sentence and the alliteration on the w. Wordsworth however sheds a different light on the city, immediately showing appreciation. He uses some quite royal and perhaps religious language such as â€Å"majesty† and â€Å"temples†. This is a suggestion towards the beauty underneath the normal images of London, portraying the city as being like a kingdom. It brings in the idea of belief, opposing the idea of â€Å"weakness† in Blake’s poem ‘London’. In this poem, Blake talks of a â€Å"black’ning church† this suggests poverty and destruction. Blackened literally by the smoke and pollution in the air, and perhaps blackened metaphorically by the misery within the city. The colour black immediately brings bad thoughts to the mind, thoughts of danger and despair. On the contrary, Wordsworth appeals to the reader’s senses by describing the sun as â€Å"bright and glittering in the smokeless air†. This differs dramatically to Blake’s description as it brings a bright sense of colour to the mind and a feeling of warm... ... is there a different perception of the city between the poems, but a different time of day, and a different effect on it’s readers. Both poems end on incredibly different notes, Wordsworth sums up the splendour of London using the line â€Å"and all that mighty heart is lying still†. This suggests that the peace in the city is always there, even when the bustle of the city awakens. ‘London’ however, ends with a negative tone, speaking of a young prostitute; this creates a very emotive and powerful end to the poem. Outlining the distressing view of the city. In comparison, although both poets are relating to the same place, they describe them as being totally different, based on their own opinions. This could be because of the time of day or perhaps because of their own experiences but their imagery both shed totally different light on the city of London.