Sunday, January 26, 2020
FedEx Organisational Resources Management
FedEx Organisational Resources Management FedEx is a transportation corporation started in 1973, who came in to the industry with a very different approach and tried to outperform their competitors. In fact there were quite successful to a large extent in doing that. This paper contains discussion about the various strategies they have used to do so, as well as the end results. It also contains analysis on how they have made changes to their strategies as there were changes in the Information technology or Economic environments. Introduction Strategy defines how all the elements of what a company does fit together. (Porter, 2001) Having a vision for a company is quite different from having a strategy. Vision is the aims or objectives we have for our business that we would like to achieve over a period of time and Strategy is the design or steps that we use to achieve those objectives. FedEx started in 1973 with a vision to gain the market share by targeting a niche market and providing them with a different service. They want to use the 3 factors which they thought are going to be very helpful to make them succeed. Globalisation Advances in IT Application of new technologies for process efficiencies (Ali and Pauline, 2000) With the implementation of IT and the boom to the internet, they made sure they had the proper use of their Value and Supply chain, thus transforming and making a huge success in the Logistics industry. In this paper I am going to discuss as in how they have managed to achieve the success as well as the mistakes they have made after the success. Strategy Having a Strategy is one of the most important parts of being successful in a business, as sometime that is what leads to the success. Strategy defines the goals for the organisation over a long period of time and helps the organisation in achieving them. Strategy is the direction and scope of an organization over the long term: which achieves advantage for the organization through its configuration of resources within a challenging business environment, to meet that needs of markets and to fulfil stakeholder expectations (Johnson and Scholes, 2008) Strategy can be defined as the rules and actions used to steer a business towards making much more money (Richard Koch and Peter Nieuwenhuizen, 2006) 2.1 Need for Strategy There is a definite need for organisations to have a Global Corporate Strategy, as it not only directs them towards achieving the goals they have, but will also help them in achieving them in a planned way. Some of factors or concepts that organisations depend on while designing their Strategy are What are the goals and aims of the business? How can they face the competition? What does the consumers, employee, management and all the stakeholders expect from the organisation? What are the resources available? 2.2 Porters Generic Strategic Framework According to porter, having a strategy is nothing but making sure the expenses and the cost of production are lower than the sale price, thus making a profit on the initial investment. In other words the firm may choose to provide products at the lowest possible price, or seek to provide products which although perhaps more expensive are differentiated on the basis which the customer finds important. He has identified the three strategies as overall cost leadership, Differentiation and focus. (Marios I. Katsioloudes, 2002) The Generic Strategy framework Adapter from (Michael E Porter, 1985) Cost Leadership Differentiation Cost Focus Differentiation Focus Being Different from the Competition as well as being a Cost Leader is what FedEx has achieved from the time it has started. With the vision they have for company they have started the business different to what their competitors were offering to the consumers. Even though they have started the business targeting a Niche market that were willing to pay a premium to get the goods delivered the next day, FedEx were able to transforms from a focussed Strategy to more of a Differentiation and Cost effective Strategy. 2.3 Strategic Vision behind FedEx Corporation, The aim of having a strategy is to gain advantage over the competition and thus getting the market share to make profits. The goal of strategy is to achieve a superior long-term return on investment and Economic value is created when customers are willing to pay a price for a product or service that exceeds the cost of producing it. (Porter, 2001) Under the leadership of Fred Smith, FedEx not only made sure it had a strategic vision, but it also proved that with by using proper techniques it can grow and gain the market share. Strategy is the direction and scope of an organization over the long term: which achieves advantage for the organization through its configuration of resources within a challenging business environment, to meet that needs of markets and to fulfil stakeholder expectations (Johnson and Scholes, 2008) Human resource management is responsible for how people are treated in organizations. It is responsible for the bringing people into the organization, helping them perform their work, compensating them for their labors and solving the problems that arise (Cherrington 1995, p.5). 2.4 STRATEGIC ADVANTAGES FOR HR PLANNING There are a number of more specific reasons for resorting to HR planning exercises at the level of the undertaking, reasons that can make the exercise essential. These are: 1. To establish the best cost balance between plant and manpower utilization. 2. To determine recruitment, level wise and occupation wise 3. Ensure that we do not inherit surplus manpower hired on account of an incompetent CEO. 4. To provide a basis for management development programs www.jnj.com 3 STRATEGIES FOR HUMAN RESOURCE Recruitment: This is the very basic function of the human resource management dept. The first step in the development of a concerns personals activity is to employ the right type of person to operate the organization. Employing people are one of the most critical step in establishing and growth of business. Recruitment is the major step in the total staffing process. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the concern. FedEx being a global company, a separate HR dept works out for this function. Given below is the process of their recruitment- Inviting the application Screening and selecting the appropriate applications Aptitude test Interviews (both HR and operation) Placement induction and orientation Remuneration: Right remuneration should be given to employees according to their services rendered to the organization. For deciding fair remuneration following points should be considered: 1) Job evaluation and job analysis. 2) Merit rating of employees/ performance appraisal. 3) Incentive schemes 4) Profit sharing Being a job requiring high level of skills and motivation, FedEx keeps a constant eye on performance of employees to fix remuneration. Promotion, Transfer Termination: Promotion and transfers are essential features of human resource management. For increasing the skills and high level of efficiency, it is essential to frame proper promotion policy. Systematic promotional programmers should be arranged which are based upon seniority, qualifications, period of service, experience, etc. Transfer involves shifting of an employee from one job to another job without changing responsibilities and remuneration .In order to adjust existing staff internal transfers are essential. Within various departments of FedEx and within various group companies, transfers take place. www.cipd.co.uk Rewards Incentives Almost 50% of all FedEx spending goes to employee pay and benefits. Employee compensation is structured to acknowledge individual effort, stimulate new ideas, encourage outstanding performance and promote teamwork. All of these factors are reflected in the employees Compensation and Rewards. 4 HUMAN RESOURCE MANAGEMENT            Human Resource Management is considered as the philosophy, policies, procedures and practices that are connected to the administration of the employees of an organization. It is connected and related to the administration of the employees of a company. It has a great contribution in successful process of attracting, developing, motivating as well as maintaining a high-performing workforce that helps to add to the competitive advantage of the organization (Sims 2002 pp. 2 3).            Furthermore, HR has a great impact with the institution and the implementation of the different policies, programs and procedures that can affect the success and failure of the performance, competences as well as the loyalty of the entire workforce of the organization. Because of the policies and procedures, individuals are being attracted, retained, motivated as well as developed in order to perform the work of the organization. This is due to the fact that through these policies and procedures, the organization will seek to mold as well as shape the actions of the employees in order to operate successfully. Thus, comply with the different public policies, offer high quality of employment that will help to improve and maintain the position of the company in the market by the process of reinforced ability to compete and serve (Clardy 1996, p. 1).            Above all, the process of incorporating the top managements goals to the HRM practices and policies will help to bring out as well as reward the different types of behavior that are important in achieving the strategy of organization. The effectiveness of the HRM practices can help to improve the competitive advantage in creating both the cist leadership and differentiation (Sims 2002, p. 5). 5 Strategic Human Resource Management             The main goal of the strategic human resource or SHRM is the improvement of the way HR are managed in strategic manner in the organization, with the connection to the definitive goal of the improvement organizational performance, that are judged by its influence on the corporate strategy of the company, and the concern of the customers and shareholders (Brewster Mayrhofer 2000, p.6).            HRM can help to determine the HR needs in order to support the strategic objectives as well as to ensure that all of the employees are selected, trained, evaluated as well as rewarded in ways that helps to achieve the objectives of the business. In addition, the strategic HRM is a linear, balanced process that begins with the identification of the goals that will server as guidelines in the HR practices. Above all, the integration of the HR programs with the goals of the entire organization can help to increase the value of the organization (Burke Cooper 2004, p. 92). 6 FedEx Express and Strategic Human Resource             One of the most important strategies of the company that made them different from their competitor is their superior customer service and effective and efficient on-time deliveries. On the other hand, since the same basic and vital technologies are also available and offered in other competitors such as UPS and DHL, the workforce of FedEx is considered as the crucial competitive advantage for the company (Ahmed Ullah 2006).            The overall HR strategy of the company focuses on the process of building a committed, competent as well as customer-oriented workforce.            Training is considered as the most important events at FedEx, in order for the company to meet their goal of 100% customer satisfactory. It has a promotion from within policy. It undertakes as well as arranges extensive training for all of the employees as well as the managers that covers the quality management, leadership concepts as well as the philosophy of the company (Ahmed Ullah 2006).            The retention of talents is also one of the most important strategies of the company. It has a turnover rate of 1%, having to show that they have the most effective way of keeping their employees. The main reason behind the said success is that the company is offering high career opportunities, the result of the policy that employees are being promoted from within. Because of the said policy, the company had been able to recognize the efforts of its people through awards, open communications as well as other incentives. Employee retention is directly connected with the recruitment and employee relations of the company. They influenced each other. In the case of Federal Express, it begins its retention efforts by the process of centralizing its recruitment efforts. By doing the said activity, the company had been able to maintain and retain their employees, and improves their skills, by making sure that each and every employee is receiving proper training in terms of job performance skills (Denton 1992). It helped the productivity of the company, by making sure that all of its employees are experienced and knowledgeable. People-Service-Profits             Like any other companies, Federal Express Corporation believes that people is its greatest asset. The main focus of the company is to promote a good working environment where in all of the stakeholders will feel respected, satisfied as well as appreciated. The main thinking of FedEx is that there people are the primary entity in the value chain, that is why it is important to focus on the employees first.            The People-Service-Profits policy is being implemented by asking as well as answering different basic questions, such as what are the expectations and things that must do. The company tries to spend times in order to answer the questions for their personnel by extensive orientation programs that will show and define the entire values of the company (Denton, 1992).            Above all, the company strictly implements their promotion from within and with connection to the progression policy. It also uses Information Technology or IT in order to implement an extensive job posting system that will enables the employees to be informed regarding the different opportunities. When a specific position is open and available, notices are all posted in the entire vicinity of the company in order to inform the employees (Denton, 1992) 7 Recommendation            It had been showed that FedEx has a strong relationship with the most important entity or stakeholder, the employees or human resource. The company had been able to retain their talents that helped them to maintain productivity, thus maintain competitive advantage of FedEx. There are different aspects that must be maintain and done such as the career development. This is an ongoing, formalized effort of the organization that aims on the development and enrichment of the human resource of the company that will target both the needs of the employees as well as the entire organization (Denton 1992).            Another important thing that must be considered is the internal communications. By doing this, the company will be able to maintain their direct and sound relationship and communication with the employees that will enable them to know what are the employees needs and demands that will help and push motivation. 8 Conclusion Even though there were major dips in the profits I personally feel FedEx having the advantage of the Brand name behind them would be and should be able to gain the advantage back on its consumers and adding on to that the company anticipated having to spend 100 million dollar over the changes they have made and the new method they have implemented (Ali and Pauline, 2000) Even though it was a major mistake not to include their acquisitions in to their brand as and when they were acquired, as well as merging the subsidiaries who were in to the same logistics business was a huge mistake that should never be done and especially considering the fact that FedEx is a huge corporation, it learned it mistake and hopefully will be able to achieve what Smith has mentioned before the rebranding in 2000 (Ali and Pauline, 2000) Organizations are driven by human capital and it is crucial to have a scientific look at this factor of production. Human resource is a key economic resource, and a scare one. It therefore demands the same attention a company gives to planning sales, investment or profits. It is this fact that has led to the development of manpower planning among an increasing number of business organizations. For the company, the returns from manpower planning can be measured in term of higher efficiency and productivity as a result of better utilization of its manpower resources and the elimination of waste in recruitment, training and other personnel schemes. The benefits to the individual employee and the country are not less important.
Saturday, January 18, 2020
Danone Case Study
Organizational culture is formed by how the information is flowing around the company. Some organizations prefer top-down approach in which information sharing is usually limited to the key personnel. In contrast, some organizations prefer bottom-up approach in which information is usually shared among the firm and management makes decision based on feedbacks. In the case of Danone, the company formed a culture of networking in order to encourage more information sharing among employees. Danone has been a success in the consumer goods sector due to its innovative culture, and it also enjoys climbing revenues in the recent years. Knowledge management challenges faced by Danone There were two challenges faced by Danone. First, sharing was not a natural thing among employees especially when there were no personal connections. Donone’s employees prefer sharing information by talking to each other than sharing information on computers. Second, some managers were not comfortable to let their teams to discuss matters, because managers worried that their positions being challenged if teams are able to solve problems by themselves. However, management believes that these solutions from teams are useful within the firm. Therefore, the Networking Attitude was launched to encourage employees to develop personal connections and to help managers to work in networks in order to overcome Danone’s knowledge management challenges. The Networking Attitude initiative The Networking Attitude has been an excellent facilitator to encourage Danone employees to network with each other. The goal of Danone is to utilize a game like structure to allow employees to form a special bond with each other. Organizing the marketplace activity, the company set up a fun, relax and informal atmosphere to allow employees to connect with each other and exchange ideas. Dressing in costumes also helps to lower people’s barrier to make connections. However, the problem of the Networking Attitude is that there could be lack of motivation from employees to network. If employees’ objectives are not aligned, there is little reason for employees to make connections with each other. Also, employees are not rewarded based on their performance in this initiative. Many employees may not have incentives to do more outside of their routine works while no personal goal can be achieved. In my opinion, Danone can utilize more on this networking platform to align with employee’s personal goals. For example, Danone can encourage employee to network across divisions, so the network can help them to change jobs across departments. Danone should go deeper (more employees) on knowledge sharing Danone’s culture is to encourage more information flows, and more employees should be involved in knowledge sharing. By encouraging employees to share, it can increase employee’s morale, and both top management and low level employees are able to understand more on the company as a whole. By allowing more employees to participate, it will increase employees’ sense of belonging. Employees will also be more open to bring up innovative ideas which will also benefit the company. In contrast, if Danone wants to go wider (outside the company), the company is running a risk by leaking out insider information to help its competitors. The bottom up approach organizational culture of Danone is one of the main reasons that make the company competitive in its sector. Without these three main components: flat hierarchy structure, encouraging information sharing, and reacting fast to the markets; Danone would be in a different position today.
Friday, January 10, 2020
Preventing Juvenile Delinquency Essay
Introduction A major problem in modern day society, of course, is criminals. It is believed by some that some people are born criminals, that they just have a genetic make up to do ‘bad things’, but for those who know better, we know this is nowhere near true. Criminals are formed by their environment, life experiences, and other situational factors. You can have the exact same two individuals and raise them in separate places and although they are genetically and physically the same, they will grow up and mature into totally different individuals because, let’s face it, our environment and society rounds us into the type of people we are. So what needs to be done? It goes without saying that criminals and delinquency needs to be stopped, it ends in thousands of pointless deaths state wide and property damages can reach into the millions. The goal is to specifically find out what breeds a criminal, or a delinquent, and try to alter or deter them from the life they are inevitab ly going to have; A life of crime. ​ Methodology If delinquency is really a rational choice and a routine activity, then delinquency prevention is a matter of three strategies: prevention by convincing potential delinquents that they will severely punished for committing delinquent acts, then they must be punished so severely, that they never want to commit crimes again, or make it so difficult to commit crimes that the potential gain is not worth the risk. The first of these strategies is called general deterrence; the second is specific deterrence, and the third, situational crime prevention. ​General deterrence concept holds that the choice to commit delinquent acts is structured by the threat of punishment. If it believed that kids are going to get away with a crime, they are more likely to commit one. On the other hand, if they believe that their illegal behavior would result in apprehension and severe punishment, then only the truly irrational would commit a crime, the rest would be deterred. The main principle to the general deterrence theory is that the more severe, certain, and swift the punishment is, the greater the deterrence effect will be. Even though particular crimes have certain punishment, there will be relatively no deterrent if they individuals feel as if they will not get caught. Conversely, even a mild sanction may deter crime if people believe punishment is certain. So if the justice system can convince would-be delinquents that they will get caught for the commission of a crime, they may decide that the risk is not greater than the reward and avoid the illegal act a together. ​One might argue that kids are not deterred by the fear of punishment because juvenile justice is based on the parens patriae philosophy, which mandates that children be treated and not punished. This greatly limits the power of the law to deter juvenile crime. In recent years, the increase in teenage violence, gang activity, and drug abuse promoted a reevaluation of deterrence strategies. Police wisely began to focus on particular problems in their jurisdiction rather than merely reacting after a crime has occurred. In result, po lice are now more willing to use aggressive tactics called drug-busting units. The result of this would be to deter membership in drug trafficking gangs. Juvenile courts also initiated a deterrence strategy. Juvenile court judges have been willing to waive youths to adult courts; prior record may outweigh an offender’s need for services in making this decision. Legislators seem willing to pass more restrictive juvenile codes featuring mandatory incarceration sentences in juvenile facilities, and the number of incarcerated juveniles continues to increase. Adolescents are not even spared capital punishment: the U.S. Supreme Court has upheld the use of the death penalty for youths over 16. ​The effectiveness of general deterrence strategies is a topic of considerable debate. A number of studies have contributed data supporting deterrence concepts. Evidence indicates that the threat of police arrest can deter property crimes. Areas of the country in which punishment is more certain seem to have lower delinquent occurrences; the more likely people are to anticipate punishment, the less likely they are to commit crimes. Although the findings are persuasive, there is actually little conclusive evidence that the threat of apprehension and punishment alone can deter crime. More evidence exists that fear of social disapproval and informal pena lties, criticisms, and punishments from parents and friends may actually be the greater deterrent to crime than legal punishments. Because deterrence strategies are based on the idea of a rational, calculating offender, they may not be effective when applied to immature young people. Minors tend to be less capable of making mature judgments about their behavior choices. It is also possible that for the highest risk group of young offenders, the deterrent threat of formal sanctions may be irrelevant. In sum, deterring delinquency through the fear of punishment may be of limited value because children may neither fully comprehend the seriousness of their acts nor the consequences they may face. Though in the surface deterrence appears to have benefit as a delinquency control device, there is also reason to believe that is has limited demonstrable effectiveness. ​The theory of specific deterrence holds that if offenders are punished severely, the experience will convince them not to repeat their illegal acts. Although general deterrence focuses on potential offenders, specific deterrence targets offenders who have already been convicted. Juveniles are sent to secure incarceration facilities with the understanding that their ordeal will deter future misbehavior. Specific deterrence is a popular approach to crime control today. Unfortunately, relying on punitive measures may expend rather than reduce future delinquency. ​Institutions have quickly become overcrowded and chronic violent offenders are packed into swollen facilities with juveniles who have committed non-serious and nonviolent crimes. The use of mandatory sentences for some crimes means that kids who are found to have committed those crimes must be institutionalized; first time offenders may be treated the same as chronic recidivists. Literature Review Some research studies show that arrest and conviction may under certain circumstances lower the frequency of re-offending, a finding which supports specific deterrence. However, other studies suggest that punishment has little real effect on reoffending and in some instances may in fact increase the likelihood that first time offenders will commit new crimes. Why does punishment encourage rather than reduce delinquency? According to some experts, institutionalization cuts youth off from prosocial supports in the community, making them more reliant on deviant peers. Incarceration may also diminish chances for successful future employment, reducing access to legitimate opportunities. Punishment strategies may stigmatize kids and help lock offenders into a delinquent career, putting emphasis on the expression â€Å"prison breeds better criminals†. ​Rather than deterring or punishing individuals in order to reduce delinquency rates, situational crime prevention strategie s aim to reduce the opportunities people have to commit particular crimes. The idea is to make it so difficult to commit specific criminal acts that would-be delinquent offenders will be convinced that the risks of crime are greater than the rewards. Controlling the situation of crime can be accomplished by increasing the effort, increasing the risk, and/ or reducing the rewards attached to delinquent acts. ​Increasing the effort to commit crime can involve target hardening techniques such as placing steering locks on cars and putting unbreakable glass on storefronts. Some successful target hardening efforts include installing a locking device on cars that prevents drunken drivers from starting the vehicle. Access control can be maintained by locking gates and fencing yards. The facilitators of crime can be controlled by such measures as banning the sale of spray paint to adolescents in an effort to cut down on graffiti, or having photos put on credit cards to reduce their value if stolen. Increasing the risks of crime might involve such measures as improving surveillance lighting, creating neighborhood watch programs, controlling building entrances and exits, installing burglar alarms and security systems, and increasing the number of private security officers and police patrols. The installation of street lights may convince burglars that their entries will be seen and reported. ​Reducing the rewards of crime could include strategies such as making car radios removable so they can be kept at home at night, marking property so that it is more difficult to sell when stolen, and having gender neutral phone listings to discourage obscene phone calls. ​Although there is really no way to completely predict which children will behave in delinquent and criminal ways in the future, there are a multitude of risk factors that have been shown to correlate with these behaviors. Fetal substance exposure, prenatal difficulties, an abusive and violent family are all risk factors related to poorer executive functioning. This weakness is then shown to lead to violent behavior (Zagar, Busch, and Hughes 281). Other precursors to later frequent offending include poor child-rearing practices, poor parental supervision, criminal parents and siblings, low family incom e, large family size, poor housing, low intelligence, and low educational attainment (Zigler and Taussig 998). Physical and/or sexual abuse are specifically risk factors for homicidal behavior (Zagar, Busch, and Hughes 288). It has also been shown that early-onset antisocial behavior is associated with more severe outcomes compared with antisocial behavior that occurs later, and it is more likely to persist into adulthood (Olds et al. 66). In short, delinquent behaviors are said to be controlled by three factors: General deterrence which suggests a practical solution to crime: increase the certainty and severity of punishment. Punishment can be made proportionate to the seriousness of the crime, and increasing the severity of punishment will reduce delinquency. The specific deterrence concept provides a simple solution to the delinquency problem: punishing more delinquents will reduce their involvement in criminal activity. Lastly is situational crime prevention which shows the importance of situational factors in delinquent act. It can be aimed at reducing or eliminating a specific type of delinquency, rather than eliminating all delinquency through social change. ​These strategies are certainly arguable, because I stand strongly on the premise that every crime does not deserve institutionalization because prison/ jail just breeds better criminals. For example, if a kid was to shoplift video games from a store, the practical, common, and fast thing to do would be arrest, conviction, and late jail, but for what? So he or she can be institutionalized then pick up on other crimes and be released from prison a better criminal. All the prisons I have seen and or visited are loosely called â€Å"correctional institutions†; I do not think there is any type of correcting going on behind those walls. Conclusion Our justice system really needs to focus on better ways of rehabilitating our youth, or so I feel. On the other hand, I do like that some crimes have very harsh punishments because those are the ones that I see are committed less often. We also have to keep in mind that it is not society’s responsibility to raise our children, real teaching starts at home with proper parenting. In some parents’ defense, some kids are hard to maintain, but that’s when further measures should be taken, for example jail visits and the scared straight program. To reinstate, in the future there should be better prevention techniques for delinquents, a way to make them regret their actions, but in the same way, not turn them into hardened criminals or ruin their lives based on one mistake. References: Saminsky, A. (2010). Preventing juvenile delinquency: Early intervention and comprehensiveness as critical factors. (02 ed., Vol. 02, p. 3). WEB Siegel, L. (2006). Juvenile delinquency . (9 ed., p. 587). Canada: Thomson Wadsworth.
Thursday, January 2, 2020
Evil in Disguise in John Milton´s Paradise Lost - 793 Words
According to the Christian religion the Devil, or Satan, is the source of sin and temptation. It is believed that there was a war in heaven against the rule of God and that Satan lead away many of the host of heaven to become fallen angels as God expelled the traitors from the heavens. John Milton wished to write a poem by which he could be remembered as the authors of the odyssey, Iliad, and the Aeneid. He did this in the form an epic poem about the story of Eden. Milton’s poem is written from the point of view of Satan and in such a way that he appears to be the heroic figure of the tale. Satan is given lines to uplift the demons of hell, seeming to empower them and as he sets off to derail the lives of Adam and Eve, the insight the†¦show more content†¦He wishes to motivate the other demons of hell to uses the power they still have to thwart God in all ways possible, including ruining his new world, and he takes on the role of a motivating hero in order to accompl ish his own designs. Not only does the Devil wish to have his revenge on God, in Milton’s epic poem, but he wishes to create a chaotic mess of God’s plan and the order of Heaven. In his speech to the Demons of Hell Satan wishes to do away with anything that follows the order of God and to inspire chaos among the hosts of Heaven. â€Å"Farewel happy fields where Joys for ever dwells: Hail horrours, hail infernal world, and thou profoundest Hell Receive thy new Possessor: One who brings A mind not to be chang’d by Place or Time. The mine is its own place, and in it self Can make a Heav’n of Hell, a Hell of Heav’n.†(Paradise Lost Book I lines 249-255) Satan wishes to to cause havoc in the halls of heaven by leading another revolt against God and his angels. It is in a sense, another attempt at revenge because Satan lost the order of Heaven and wishes God to experience the disorder and chaos of Hell. The Devil will rally his troops with words of encouragement trying to lift their spirits and turn them to the mind set of war. Though in the grand scheme of things this is the evil way to view a situation, Satan is a type of hero to the Fallen Angels of Hell. Throughout Paradise Lost Satan, in his quest forShow MoreRelatedJohn Milton s Paradise Lost1636 Words  | 7 Pagessense to the readers, but would also influence how the readers understood those topics. John Milton’s, Paradise Lost, is a series of twelve Books that tell the story of creation and the world’s first sin, and he relates that to the political distress that was occurring in the seventeenth century and his political agenda in trying to advocate a Parliamentary system versus a monarchy. Throughout his novel, Milton focuses a great deal of time creating a backstory for Satan, who is the protagonist. Adam
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