What Makes Stainless Steel Stainless

In 1913, English metallurgist Harry Brearley, working on a project to improve rifle barrels, accidentally discovered that adding chromium to low carbon steel gives it stain resistant. In addition to iron, carbon, and chromium, modern stainless steel may also contain other elements, such as nickel, niobium, molybdenum, and titanium. Nickel, molybdenum, niobium, and chromium enhance the corrosion resistance of stainless steel. It is the addition of a minimum of 12% chromium to the steel that makes it resist rust, or stain less than other types of steel. The chromium in the steel combines with oxygen in the atmosphere to form a thin, invisible layer of chrome-containing oxide, called the passive film. The sizes of chromium atoms and their oxides are similar, so they pack neatly together on the surface of the metal, forming a stable layer only a few atoms thick. If the metal is cut or scratched and the passive film is disrupted, more oxide will quickly form and recover the exposed surface, protecting it from oxidative corrosion. Iron, on the other hand, rusts quickly because atomic iron is much smaller than its oxide, so the oxide forms a loose rather than tightly-packed layer and flakes away. The passive film requires oxygen to self-repair, so stainless steels have poor corrosion resistance in low-oxygen and poor circulation environments. In seawater, chlorides from the salt will attack and destroy the passive film more quickly than it can be repaired in a low oxygen environment. Types of Stainless Steel The three main types of stainless steels are austenitic, ferritic, and martensitic. These three types of steels are identified by their microstructure or predominant crystal phase. Austenitic: Austenitic steels have austenite as their primary phase (face-centered cubic crystal). These are alloys containing chromium and nickel (sometimes manganese and nitrogen), structured around the Type 302 composition of iron, 18% chromium, and 8% nickel. Austenitic steels are not hardenable by heat treatment. The most familiar stainless steel is probably Type 304, sometimes called T304 or simply 304. Type 304 surgical stainless steel is austenitic steel containing 18-20% chromium and 8-10% nickel.Ferritic:  Ferritic steels have ferrite (body-centered cubic crystal) as their main phase. These steels contain iron and chromium, based on the Type 430 composition of 17% chromium. Ferritic steel is less ductile than austenitic steel and is not hardenable by heat treatment.Martensitic:  The characteristic orthorhombic martensite microstructure was first observed by German microscopist Adolf Martens around 1890. Martensitic steels are low carbon steels built around the Type 410 composition of iron, 12% chromium, and 0.12% carbon. They may be tempered and hardened. Martensite gives steel great hardness, but it also reduces its toughness and makes it brittle, so few steels are fully hardened. There are also other grades of stainless steels, such as precipitation-hardened, duplex, and cast stainless steels. Stainless steel can be produced in a variety of finishes and textures and can be tinted over a broad spectrum of colors. Passivation There is some dispute over whether the corrosion resistance of stainless steel can be enhanced by the process of passivation. Essentially, passivation is the removal of free iron from the surface of the steel. This is performed by immersing the steel in an oxidant, such  as nitric acid  or  citric acid solution. Since the top layer of iron is removed, passivation diminishes surface discoloration. While passivation does not affect the thickness or effectiveness of the passive layer, it is useful in producing a clean surface for further treatment, such as plating or painting. On the other hand, if the oxidant is incompletely removed from the steel, as sometimes happens in pieces with tight joints or corners, then crevice corrosion may result. Most research indicates that diminishing surface particle corrosion does not reduce susceptibility to pitting corrosion.​​

CASE ANALYSIS ARON Essay - 1807 Words

Socratix Case Study 2 The questions asked are: 1. What is your Strategy action Plan for geographic expansion for Aaron’s within the U.S? 2. A) Should Aaron expand internationally? b) if Aaron was to go for international expansion, what are the key things they must keep in mind or do? 3. Could rent-to-own work for goods beyond basic durable household items? Should Aaron offer additional products and service offerings/ 4. In terms of growth, Loudermilk (CEO) viewed managerial talent as Aaron’s primary constraint. How they address this issue? To analyze the questions asked and give logical and effective answers it is important to first understand the Rent-to-Own industry per say as well as find out what are the Strength and†¦show more content†¦7 Cleanliness of Stores top priority Income bracket reducing due to unemployment status increase which will further give boost to the Industry. Regressive Cross Subsidy 8 Brand Name â€Å" Aaron Sales and Lease Ownership† 9 Own manufacturer of furniture which gives it a cost advantage 10 Flexibility in Payment Options and Fair collection Practices than Competitors 11 Success parameter metric of a store consists of ‘Customer Count’ 12 Timely Delivery, Pick up and maintenance 13 Aaron’s own ‘E-University’ 14 10 % projected growth rate till 2015 Pestle Analysis: Political + Economical + Social + Legal + Technological + Environmental Political: The political Analysis of Aaron’s Business has been categorized into two main segments one being inside U.S. and one being International Market Inside U.S.: 1. Criticism from Congressmen stating Nature of Industry is predatory as it targets weaker sections of economies which pay higher rates of interest for products than regular retail credit sales. 2. 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Personal Development Plan for Pragmatist Free Essays

string(40) " required items with next meeting date\." Introduction: This study report covering various aspects of personal and professional development of the professional student, who is going to practise all the skills and abilities in the real business world at very next step when student completes professional degree course. This report aims to fulfil the requirement the student to be professional in reality presenting the views of student on the basis of research using books, lecture notes understanding and online study material from various websites. It helps a student how to run the cycle of continuous personal and professional improvement and development to compete the globalisation. We will write a custom essay sample on Personal Development Plan for Pragmatist or any similar topic only for you Order Now It suggest the personal development plan using time logs and carry out certain regular exercise to monitor the progress like filling questionnaire, maintain task diary and records, seeking feedback using 360 degree assessment. Professional and personal development support the body of a career and profession progression like a backbone, enabling the person to stand and touch and maintain the highest position in their working area. It can only ensured by continuous learning and observation process. Learning and observation process makes aware the person about his values, abilities, skills, attitude, learning style and hidden talents and how to use it for excellent performance. Professional and personal development and learning process starts with identifying the personality, position and learning style of the person. I would like to presents the views that how a student can be effective leader or manager acquiring professional skills namely time management, meeting, presentation and stress management. Leader/Manager: Successful professional should be effective leader and effective manager to lead positively to grow the profession and goodwill by competing with global challenges. In every organisation, each level of the hierarchical structure have leaders and managers. Managers and leaders are distinct personality with ultimate goal is to achieve organisational goals. A leader and A manager can be identified as per Waston (1983) and Hollingsworth (1999) suggestions with four distinct styles: A leader is a person who emphasis the right way of work focusing on people, sharing goals with them using their skills, inspire them to innovate and develop new style and skill which supports to achieve own as well as organisational objectives. A manager concentrating on the subordinates, system and composition, administer and manage them by controlling them to achieve the strategic objectives set by the management of the organisation. A manager stress on doing the appropriate task by result oriented strategies and systems. The Autocratic Leader/Manager: He does not value the subordinates’ skills and opinions. He has centralised power to ascertain dilemma, makes decisions and tells it to subordinate to execute task. The Semi-Autocratic Leader/Manger: He is partially autocratic, but seek some reflection from the subordinates who are going to practices it and try to convince to follow his decisions. The Democratic Leader/Manager: He just identifies the problems and seeks suggestions and recommendations from the group and then decide the solution. The Laissey-Faire Leader/Manager: He identifies the problems and set boundary within which decision must be fall and pass it to the performing group and make the correct suitable decision being with them. Democratic and Laissey faire leadership style is preferred in this globalisation and dynamic business world. Professional Skills: Time Management: Time is a money once you spent it you will never get back so right job at right time yields better fruits. Evaluation: Ask following questions to yourself: Have you followed your prioritised to-do list? Have you meet the deadlines? What effects on the final result due to incomplete task? Have you got the full participation colleagues and subordinates as per the job assigned? Do you have any spare time for contingency and further planning? If most of the answers is no, then start finding the gaps and lacking to use time effectively. Gap finds because of not exercising following activities. Acquisition: Habit to prepare and analyse the workload and prioritize it daily and weekly by preparing to-do list categorising the task as must do, should do and would like to do. Therefore, flitting will be less. (appendix 1) Set the deadlines and stick to it to complete the task, which helps him to allocate enough time to other task and be stress free as the task finish along with the spare time to plan further or allocate it to any unfinished task or contingency. Identify the best time and do hard and important task within best time. Divide the job into small discrete part and delegate it to the suitable person with all the necessary guidance and information specifying the rewards. It will motivate the subordinates by participation and decrease the workload and stress level of delegator which saves his time and energy. Conduct meetings for monitoring the progress of work as and when necessary. Avoid procrastination and time wasters which ensures needed attention to the work. Do not spent long time for perfection of the job on the cost of other activities. Maintain proper records by backup and filling, which can be used as vital tool while planning next time. Understanding about the assigned job and take responsibility as per the calibre to complete it within deadlines. It helps him to manage stress and utilize time productively. Running successful Meetings: Evaluation: Ask following questions to yourself: Have you met the goals set? Has meeting was enjoyed by the members and equally participated to express their views? Did all the mentioned agenda discussed and come to the solution? Did the meeting follows the time allocation and rules like quorum? Did the minutes recorded properly? Did you have announced the next meeting date and when members get the former meeting details? If most of the answers is no, then start finding the gaps and lacking to run meeting effectively. Gap finds because of not exercising following activities: Acquisition: Set the purpose, time, date, right place with proper infrastructural and refreshment arrangements with meeting start and end time. Prepare agenda mentioning required items with next meeting date. You read "Personal Development Plan for Pragmatist" in category "Papers" (appendix 2) Inform members about the purpose and agenda of the meeting well in advance. Allot sufficient time to each agenda including hidden agenda and stick to it. Specify the chair person and ensure the opportunity to express opinions. Be sure about the technology and tools used in meeting Arrange minute recording and procedure to sent to the members of the meeting. Set the disciplinary rules to be followed by members during meeting. Ensure the chair person being unbiased and objective having ability to control and negotiate. This way manager can conduct fruitful meeting which enables the organisation to achieve the objectives. The fruitful meeting will increase the morale and productivity of members saves time and efforts by proper attention to each item. Effective Presentation: Evaluation: Ask following questions to yourself: Have you met the goals set? Did your audience enjoyed and gained knowledge presentation? Did it organised in terms of matter, tools used and time bound? Did your body language and communication style attract the audience? Have you allowed audience to participate? If most of the answers is no, then start finding the gaps and lacking to present attractively. Gap finds because of not exercising following activities: Acquisition: Set the time, date, place, topic of presentation. Identify the audience and its expectations Be prepared and rehearse, support the matter with authentic data Be sure about the tools and facilities required Have confident and friendly body language with smiley face Stick to time and spare time for Q/A from audience For effective presentation, nerve control is vital because it fails the presentation no matter how strong paperwork or other skills you have. Stress Management: Evaluation: Ask following questions to yourself: Have you facing any physical or habitual disorder? Is there any financial or family problem which adversely affect your performance? Are you facing problem to deal with technology and people? Have you adjusted yourself in this working environment? Are you aware about your ability, skills, role and responsibilities? If answer of first 3 question is yes, then identify stressors and try to accept it and be free from it by following ways: Acquisition: Prime necessity is to accept the stress problem Identify the stressors and take steps to reduce it and remove it. Have some refreshment activity like change task, eat food, listen music Some concrete steps which may take long time like redesign the task/role/work environment, encourage subordinate involvement, set flexible employee friendly policy, provide social support and share reward Undergo some psychological exercise as per expert opinion like workshops, seminars Conclusion: Each above mentioned skills are interconnected with each other like, proper time management reduce the stress, increase productivity, Participation of employees in meeting and presentation encourage them to take initiatives with high moral. Personal Skill Audit The further step is how I can apply professional skills discussed in previous section to be very profitable and easy going personality. The application can be done in better and accurate way by findings positive and negative points of his personal qualities and skills. Hence, personal skill audit comes into the picture of personal development. Personal skill audit refers to the findings about the personal skills. It can be done by identifying strengths and weaknesses of the person. For that, which learning style the person have must be identified. To identify the learning style of the person, there is some tools like questionnaire and learning surveys by Peter Honey and Alan Mumford(ARPT), David Kolb(VAK), Carl Jugg and Mybers Briggs(type E/I,S/N,T/F,J/P). The student has followed Learning Style Questionnaire by Peter and Alan(appendix 3), on the basis of that the student identified his learning style ‘Pragmatist’: Strengths: Eager to try out ideas, concepts Realistic, and practical, Likes experiments Strive to meet preset goals Works autonomously Go through available options and assess it Weakness: Task oriented, does not value people Impatient ant centralize power work without any precaution tendency to take over others’ task independent working style do not involve the people Pragmatist can develop by exercising the work where person is: Problem and chances to progress is attached with the job Show the practical techniques to do right thing at a time Take chance to try out theories in practice supported by feedback from expert Showing the experts and models to follow them Equipped with techniques and knowledge useful for job Offer opportunity for progression and experiments Focus on practical matters by suggestions, tips Pragmatist find difficulties to improve his skills, where Job is not related to identified important requirement or not any practical gain Learning is far from real practical issues just theoretical concepts without clear guidance People not getting any point just going round and round Political diplomatic personal bias barriers to put thing into practice No proper reward for outstanding performance Some findings helps me to be effective and role demanding personality like using people by delegating task can manage the time and stress fruitfully. Giving values to the people in organisation can ensure high moral and motivation to work. Forecast the possible results of experiments before acting and use if it is beneficial to the organisation and people who practices it. Autocratic way to manage the people is discouraging, so its better to be a democratic or a member of the performing group. Team approach helps me to overcome from impatient and self centric personality by working in team and respecting human values and ability. Once finds out the lacking and gaps , he can use detective skills to find the ways to fill it. And come up with best suitable method by evaluating each available options to him, as very keen to use techniques, apply it to job to make it easy, speedy and accurate and recognise the use of the advance resources applicable in job. Strive to meet the specified goals and act accordingly is the great strength which differentiate his personality. He learn from the trail and error by experimenting various concepts in practice. To delegate the job to subordinates, he shows his skills of persuading presentation of idea and conduct meeting to convince the subordinate to work on it to meet the targets. Like this way, interconnecting his strengths to overcome his weaknesses he can be prove himself as effective personality at work place or anywhere. Thus, I would like to focus on the team work approach, learn to delegate the task and value others being diversified personality. At the end, knowledgeable, team friendly, stress free, happy, open and flexible, initiative and motivating work approach gives ripe fruits to individual and the organisation. Personal Development Plan: As per the discussion in previous sections, now I am going ahead to develop the own personality development plan. Where learning style identified is key to design personal development plan with the professional skills required to gain from the global challenges. In today’s ever-changing world, to be an effective manager core skills namely effective time management, running successful meetings, making effective presentation and managing stress tactfully is prime necessity. As per the previous discussion, now I am well aware about my strengths and weaknesses as a pragmatist regarding the achievement of organisational and personal objectives to ensure continuous growth. For deep understanding about my learning style and personal traits, i would like to do SWOT analysis of my personal traits. SMART objectives will help me to use the SWOT beneficially in practice. Using SWOT analysis, I analyse my strengths, weaknesses, opportunities and threats to the personal skills and traits considering four core competent skills discussed in first section. At the end, I present a personal development plan to use, which suggest the practical way to utilize the personal attributes profitably and draw attractive picture of my personality and organisation as a whole. In section two, I have already identified my strengths and weaknesses to put the things into practice and achieve desired result. Strengths and weaknesses are the own internal favourable and unfavourable points which helps the person to rise up. It can only improved by self observation and improvement. The analysis introduce my following strengths and weaknesses: Strengths: Practical and realistic way to solve the problems by evaluating all the possible alternatives Like to experiment different theories and ideas ascertained using detective skills Set the goals and work autonomously to act upon Weaknesses: Being self centric and impatient under values other people and their ability to perform better Strive to do other’s work without taking into account the personal feelings Work independently without seeking participation of others Not arrive at the possible results and like to experiment proves wrong Being a task oriented does not take care of personal feelings Opportunity and Threat are external forces influencing the personality positively as well as negatively. This has connection with internal forces like strengths and weaknesses of the person to attain personal and organisational objectives as well. As a result of this analysis, now, I know my following would be opportunities and threats: Opportunity: Chance to get and test knowledge in business world. Learn by experiments and arrive at the best suitable practical solution to make easy business complexity Less chance of work error as work independently, evaluating PESTAL factor Chance to use advanced technology in practice Chance to undertake other projects and explore gaps to use it profitable as I have time bound working style Drive all the forces to attain preset goals and emerge with distinct personality Less chance to fail in planning due to practical and realistic work practice considering all the available alternatives Threats: Be frustrate and nervous if goals are not attain within time frame due to impatient attribute. As working autonomously sometimes decisions or analysis may prove wrong Diversified market needs and expectation of global business world Emerging business complexity and customer awareness Now, after performing self appraisal, I have a feasible knowledge of my positive and negative points to be an effective administrator or an effective manager to face the global challenges and create my own value in the organisation and business market as well. At this stage, SMART will help me as powerful tool to overcome my weaknesses and turn them into positive force to touch the sky of business world. S-Specific: On the basis of the weaknesses, i arrived at the solution that although I have practical and realistic work approach, sometimes decisions proves wrong and cannot complete the task within time limit set. This can be improved by adapting team working style emphasising on co-ordination and co-operation with and of colleagues and subordinates in the organisation. Therefore, focus on work delegation and team work is necessary to work within deadlines and try to get optimum using all the available resources. M-Measurable: to delegate the job, it is necessary to design proper job description and draw the skills required to perform it by using various techniques like feedback of the colleagues, looking at other company. Set the system and ways to measure the performance of people and the system laid down to achieve the objectives. So, it ensures active participation with clear understanding of job and achievements. A-Achievable: To do the task within time frame the right job should be assigned to a right person,. For that, I have to value the other person’s ability to perform specific job and assigned him that job with required guidelines and data to perform productively. The meeting and effective presentation of the delegated job to each subordinates and colleagues is necessary to achieve the goals. So here comes the presentation and meeting skills to convey the idea and communicate regarding the role they have to play to drive towards the achievements of objectives. So, here I have to concentrate on my interpersonal skills and getting co-operation and co-ordination with colleagues and subordinates to perform time bound duties. R-Relevant: It should be take care that subordinate have no ambiguity relating to his roles and targets to be met as a team member and organisational goals. Therefore, all the efforts must be towards the achievement of organisational objectives. The roles and targets can be communicate by way of successful meeting and effective presentation by the manager. As it saves time, efforts, money of people and organisation as well. T-Time Defined: If all the things are right doing in right way by the right person, it is also necessary that it should be complete within time defined. Because time is money, and to be successful it should be utilize effectively by allocating sufficient time to each an every activity as per its importance to do. Evidence of Monitoring and Feedback: As per the outcome of the SWOT and SMART, I have to follow the diary and records of the subordinates and colleagues achievements and skills to perform better. Other necessary thing is to is maintain and analyse time log until I follow the proper time schedule as prepared. Periodic performance review by 360 degree assessment which aware me about my improvements and necessity to improve. With all this, unbiased regular self assessment using SWOT helps me to ride the cycle of continuous development. Likewise, I can get measurable, achievable, relevant time bound active participation of the specific subordinates. I am following time log daily as well as weekly when i was explained in class lecture and now at the end of this 9th week I found that I am very much nearer to follow the time schedule set weekly. And I followed daily time log and I achieved time frame in working day not in weekends and I am trying to achieve it. I am taking feedback at workplace using 360 degree assessment when I finished one project and before starting new project and from my family members that how I am successful to meet their expectations. Without such monitoring and feedback one cannot have a clear idea about his improvement and progress. This is the vital axes of the progress chart of personal skill development. Review and Conclusion: At the end of the personal development process, I noticed that above discussed matter draw the conclusion that time management, stress management, running meetings and presentations are supportive pillars of the building effective personality and achieve personal and organisational goals. This is the basic necessity of today’s global dynamic business market and learned customers. This report reveals the successful professional career as an effective manger can be ensured by aligning personal objectives with organisation’s objectives. Reference: Pedler Mike, Burgoyne John and Boydell Tom,(2001), A Manger’s Guide to Self Development, 4th edition, McGraw-Hill,ISBN-0-07-709830-7 www. decs. sa. gov. au(Accessed on 27/10/2009) www. nwlink. com (Accessed on 27/10/2009) Appendix 1 Honey and Mumford Learning Styles Questionnaire This questionnaire is designed to find out your preferred learning style(s). Over the years you have probably developed learning â€Å"habits† that help you benefit more from some experiences than from others. Since you are probably unaware of this, this questionnaire will help you pinpoint your learning preferences so that you are in a better position to select learning experiences that suit your style and having a greater understanding of those that suit the style of others. There is no time limit to this questionnaire. It will probably take you 10-15 minutes. The accuracy of the results depends on how honest you can be. There are no right or wrong answers. If you agree more than you disagree with a statement put a tick by it. If you disagree more than you agree put a cross by it. Be sure to mark each item with either a tick or cross. Scoring And Interpreting The Learning Styles Questionnaire The Questionnaire is scored by awarding one point for each ticked item. There are no points for crossed items. Simply indicate on the lists below which items were ticked by circling the appropriate question number. TOTALS *Activist Reflector * Theorist Pragmatist Learning Styles Questionnaire Profile Based on General Norms for 1302 People Learning Styles – General Descriptions Activists Activists involve themselves fully and without bias in new experiences. They enjoy the here and now and are happy to be dominated by immediate experiences. They are open-minded, not skeptical, and this tends to make them enthusiastic about anything new. Their philosophy is: â€Å"I’ll try anything once†. They tend to act first and consider the consequences afterwards. Their days are filled with activity. They tackle problems by brainstorming. As soon as the excitement from one activity has died down they are busy looking for the next. They tend to thrive on the challenge of new experiences but are bored with implementation and longer-term consolidation. They are gregarious people constantly involving themselves with others but in doing so; they seek to centre all activities on themselves. Reflectors 90997322447 Reflectors like to stand back to ponder experiences and observe them from many different perspectives. They collect data, both first hand and from others, and prefer to think about it thoroughly before coming to any conclusion. The thorough collection and analysis of data about experiences and events is what counts so they tend to postpone reaching definitive conclusions for as long as possible. Their philosophy is to be cautious. They are thoughtful people who like to consider all possible angles and implications before making a move. They prefer to take a back seat in meetings and discussions. They enjoy observing other people in action. They listen to others and get the drift of the discussion before making their own points. They tend to adopt a low profile and have a slightly distant, tolerant unruffled air about them. When they act it is part of a wide picture which includes the past as well as the present and others’ observations as well as their own. Theorists Theorists adapt and integrate observations into complex but logically sound theories. They think problems through in a vertical, step-by-step logical way. They assimilate disparate facts into coherent theories. They tend to be perfectionists who won’t rest easy until things are tidy and fit into a rational scheme. They like to analyse and synthesise. They are keen on basic assumptions, principles, theories models and systems thinking. Their philosophy prizes rationality and logic. â€Å"If it’s logical it’s good†. Questions they frequently ask are: â€Å"Does it make sense? â€Å"How does this fit with that? † â€Å"What are the basic assumptions? † They tend to be detached, analytical and dedicated to rational objectivity rather than anything subjective or ambiguous. Their approach to problems is consistently logical. This is their â€Å"mental set† and they rigidly reject anything that doesn’t fit with it. They pref er to maximise certainty and feel uncomfortable with subjective judgments, lateral thinking and anything flippant. Pragmatists Pragmatists are keen on trying out ideas, theories and techniques to see if they work in practice. They positively search out new ideas and take the first opportunity to experiment with applications. They are the sorts of people who return from management courses brimming with new ideas that they want to try out in practice. They like to get on with things and act quickly and confidently on ideas that attract them. They tend to be impatient with ruminating and open-ended discussions. They are essentially practical, down to earth pile who like making practical decisions and solving problems. They respond to problems and opportunities â€Å"as a challenge†. Their philosophy is: â€Å"There is always a better way† and â€Å"if it works it’s good†. In descending order of likelihood, the most common combinations are: 1st Reflector/Theorist 2†³d Theorist/ Pragmatist 3rd Reflector/Pragmatist 4th Activist/Pragmatist Appendix 2 Time Log {draw:frame} Activitists (Do) Immerse themselves fully in new experiences Enjoy here and now Open minded, enthusiastic, flexible Act first, consider consequences later Seek to centre activity around themselves http://www. archives. org. uk/careerdevelopment/continuingprofessionaldevelopment/professionaldevelopmentplan. html http://www. thegateway. org/browse/17801 http://www. excellencegateway. org. uk/page. aspx? o=152477 How to cite Personal Development Plan for Pragmatist, Papers

Morrisons novel Beloved Essay Example For Students

Morrisons novel Beloved Essay Black Womens experiences, and in particular the meanings they attach to motherhood, are central concerns in Beloved. How far do you agree? In Morrisons novel Beloved the experiences of black women are greatly discussed. As we delve deeper into these experiences the idea of rememory becomes apparent. This is an idea put forward by Morrison that describes how a memory is revisited by a person bringing them back to the state of mind they were experiencing at that time. This method of Morrisons is used to describe the pain and suffering that most of the black women have suffered. Morrison explores this concept of rememory with great detail as she adds physical scars, such as Sethes chokecherry tree, which make it impossible for the women to ignore their past experiences. The woman that Morrison pays the most attention to is Sethe. She has suffered much and we can see it in not only her mental state but her physical state as well. Morrison describes the severe beatings Sethe suffered and the pain and torment inflicted upon her by Schoolteacher and his nephews. Sethe has horrendous scars to show for a particular occasion when Schoolteacher told his nephews to open up her back. Sethe is unaware of the scars until Amy Denver sees them and is shocked by the extent of the scars. She says to Sethe thats what it looked like. A chokecherry tree. Trunk, branches and even leaves. Tiny little chokecherry trees. Morrison turns this into an ironic image as she begins to describe the beauty of the tree even though the memory of the event from which it came is very ugly. Morrison continues to use this type of language throughout the novel, and even though the language is simple, it gives a depth that allows the reader to experience how the characters feel. Morrisons descriptions are not elaborate or exaggerated, but are honest and real. Sethes discontent is so powerful that is shapes the way she lives and views the rest of humanity. Her past experiences have strengthened her misery and disability to forget what she has been through. Because of all that Sethe has experienced she becomes a determined and protective mother. She refuses to let her children become the property of anybody the way she was owned by Schoolteacher. When Schoolteacher comes to Cincinnati to reclaim Sethe and her children, her love for them is so thick Annie Morgan that she would rather they were dead then have to be faced with the horrors she was the victim of. Morrison writes this scene from one of the white slave hunters points of view. Morrison writes two boys bled in the sawdust and dirt at the feet of the nigger woman holding a blood-soaked child to her chest with one hand and an infant by the heels with the other. As this is from a white persons point of view it adds to the poignancy of the experience. This scene shows the frame of mind of a desperate mother trying to protect her children from a horrific life. After this incident Sethe loses all the support from the community in which she lives. They look at her differently, as though her love for her children brought her to madness. Even those that are close to her find it hard to accept what she tried to do, Paul D says to her What you did was wrong, Sethe there could have been a way. Some other way. Sethe pays for her actions as she loses her children gradually anyway. Because of the ghost of one of her children in the home, her two sons, Howard and Buglar, run away. She greatly misses her children but she has to learn to live with what she did as it still plays on her mind. .u788a9d0cdae4e77c25c4c1f0f9c8457e , .u788a9d0cdae4e77c25c4c1f0f9c8457e .postImageUrl , .u788a9d0cdae4e77c25c4c1f0f9c8457e .centered-text-area { min-height: 80px; position: relative; } .u788a9d0cdae4e77c25c4c1f0f9c8457e , .u788a9d0cdae4e77c25c4c1f0f9c8457e:hover , .u788a9d0cdae4e77c25c4c1f0f9c8457e:visited , .u788a9d0cdae4e77c25c4c1f0f9c8457e:active { border:0!important; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .clearfix:after { content: ""; display: table; clear: both; } .u788a9d0cdae4e77c25c4c1f0f9c8457e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u788a9d0cdae4e77c25c4c1f0f9c8457e:active , .u788a9d0cdae4e77c25c4c1f0f9c8457e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .centered-text-area { width: 100%; position: relative ; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u788a9d0cdae4e77c25c4c1f0f9c8457e:hover .ctaButton { background-color: #34495E!important; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u788a9d0cdae4e77c25c4c1f0f9c8457e .u788a9d0cdae4e77c25c4c1f0f9c8457e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u788a9d0cdae4e77c25c4c1f0f9c8457e:after { content: ""; display: block; clear: both; } READ: The Novel ' The Kite Runner ' EssayAt the time, Sethe was just acting as a protective mother but she is paying for the thick love she has for them. Baby Suggs was another woman who experiences losing her children. She lost all but one of her children when they were young, but then lost her son when he was a victim of slavery. Baby Suggs takes care of Sethe and of Sethes children because she has no children left of her own and she is, therefore, a wounded mother. She is also protective of all of them and so when she dies, Sethe and Denver find it very hard to deal with.