Mary Shelley Essays (1842 words) - Romanticism, Mary Shelley

Mary Shelley Mary Shelley and Her Yearning for Knowledge Mary Wollstonecraft Shelley, was the daughter of the radical feminist, Mary Wollstonecraft, and the political philosopher, William Godwin, and the wife of the Romantic poet, Percy Bysshe Shelley. Through these familial affiliations, she was also acquainted with Lord Byron Samuel T. Coleridge, and other literary figures such as Charles and Mary Lamb. Surrounded by such influential literary and political figures of the Romantic Age, it is not surprising that as an adolescent, at the age of 19, she wrote Frankenstein. Though critically a failure, (British Critic, 1818 and Monthly Review, 1818) the novel has never been out of print and has been translated into numerous languages. What is surprising, however, is the enormous body of knowledge contained in the novel. The novel contains references to the fields of literature, poetry, science, education, politics, history, and mythology. How did such a young girl, living a life considered morally objectionable to society and harassed by fami ly and financial burdens, acquire such a vast amount of knowledge in all fields of study that encompassed the important issues of her day? Through examination of biographical information and Mary Shelley's journal entries, it will be able to answer this question. Following, I also plan to highlight Mary Shelley's knowledge of literature with primary emphasis on the works studied by the monster in relation to his origins as well as Mary Shelley's. Mary Shelley was born with notoriety simply by being named Mary Wollstonecraft Godwin. Her parents were well-known and somewhat suspect individuals due to their radical political beliefs and writings, such as Wollstonecraft's Vindication of the Rights of Women and Godwin's Enquiry Concerning the Nature of Political Justice. Mary Shelley's mother died from complications shortly after giving birth to Mary. The infamy of her existence was heightened by her father's subsequent publication of Memoirs of the Author of the Rights of Women. In this work, William Godwin described many aspects of Mary Wollstonecraft's existence in great detail such as: her relationship with an American and subsequent birth of an illegitimate daughter, her suicide attempts, and the fact that she was already pregnant with Mary when William Godwin married her. To the late 20th Century sensibilities we may not approve of these behaviors but we certainly don't consider then shocking or extraordinary. The above ment ioned events, however, occurred in the late 1700's and were not morally acceptable, were abhorrent to the conventions of society, and were certainly not to be discussed or published in a memoir. William Godwin's publication of this memoir, more than any other event, created an air of societal stigma around Mary Shelley almost from the moment of her birth. Mary Shelley increased her already infamous existence by running off with Percy Bysshe Shelley when she was 17 in 1814. Percy Shelley was already married and abandoned his pregnant wife and his daughter to live with Mary Shelley. They lived together and had two illegitimate children prior to getting married in December 1816. They married a couple of weeks after Percy's wife, Harriet, committed suicide by drowning herself in the Serpentine. Mary Shelley became a societal outcast for these actions and had few friends. Within days she discovered that all of her old circle shunned her, intimates who had cherished her and friends who professed the most liberal principles (Sunstein 88). Her own father, hypocritically enough, who lived with Mary Wollstonecraft without being married, would not speak to Mary until she and Percy were legally married. Godwin publicly stated, Mary has committed a crime against hallowed social arrangements, morality, her family, and Harriet Shelley(Sunstein 89). Mary and Percy also had numerous other family and financial problems. Even though Percy was to eventually inherit a considerable amount of money, he had many debts and was constantly harassed by creditors. The couple continually moved in order to evade bill collectors. The first ten months of their relationship they moved four times and, in fact, never shared a permanent home together. The couple also had to deal with ostracism from their families as well as many deaths in the family. During their first two and half years together their first child was born prematurely and died two weeks later, Percy's first wife

African Americans and Malcolm X essays

African Americans and Malcolm X essays Throughout our country's history, many African Americans have contributed to the success of our country. Although we have not given African Americans the credit that they deserve, the month of February has been set aside to recognize all of their many achievements. I think one of the greatest and most influential African American, other than Dr. Martin Luther King, was Malcolm X. Malcolm X later knew also by the religious name El-Hajj Malik El-Shabazz, was an African American activist. His militant views that Western nations were inherently racist and that black people must join together to build their own society and value system had an important influence on black nationalist and black separatist movements of the 1950s and 1960s. His beliefs gained a broader audience through his autobiography, published after his assassination. Malcolm X was born Malcolm Little in Omaha, Nebraska. He was the son of Earl Little, a Baptist preacher, and his wife, Louise. The family moved to Lansing, Michigan, shortly after Malcolm's birth. Earl Little was an outspoken promoter of social and economic independence for blacks and a supporter of the "Back to Africa" movement of black nationalist leader Marcus Garvey. In 1931 Earl Little was killed, probably murdered by white terrorists because of his political and social activism. His father's death had a disastrous effect on Malcolm and his family. His mother suffered a nervous breakdown, and the welfare department took the eight little children away from her. Malcolm was placed in a foster home and then in reform school. In 1941 he went to live with his half-sister in Boston. There he soon entered the fringes of the underworld, and at the age of 17, he moved to Harlem in New York City. Known as Detroit Red, Malcolm turned to a life of crime, including drug dealing and armed robbery. When he was 20, Malcolm received a sentence of ten years in prison for burglary. While in prison, Malcolm became...

Employee Satisfaction Essay Example | Topics and Well Written Essays - 1000 words

Employee Satisfaction - Essay Example Promotion should purely be merit based so that everyone in the organization gets an opportunity to move up the ranks. Also, in the event of job openings, it is advisable to first try and hire from within. This not only saves costs on training but also in a great platform for employee stimulation. It is important for the employees to be challenged to a reasonable level so as to encourage them to be interested in their job, thus, it is likely that the productivity levels will remain high. Motivation is key to increasing the productivity of a workforce. Compliments, for example, are excellent motivators. Satisfied employees are aware that they are appreciated as they constantly receive positive feedback from their superiors. High employee satisfaction levels are directly linked to employee productivity and employee retention as satisfied employees are more productive and loyal to their organization that their unsatisfied counterparts. An employer who understands what motivates his staff has definite control over his staff. The article "dispelling the modern myth: Employee satisfaction and loyalty drive service profitability" gives a report on research findings on operation management, service management, Total Quality Management (TQM) and Human Resource Management. The research focuses on the correlation between employee satisfaction and performance. It is a general belief that better satisfied employees have higher levels of productivity. Rhian & Silversto cites earlier works by the Americans Deming(1986), Juran (1989) and the Japanese Ishiakawa(1985) who are all management experts their writings shows that improved job satisfaction increases the productivity of employees. These authors' argument supports the belief that better performing enterprises always treated their employees in a better way. True to its title, the research finds contradicting evidence to earlier works and the general beliefs to what had been commonly accepted in the management world. The author's gives the example of Isakawa 1985 who argues that with better satisfaction, one has improved drives hence will tend to co-operate with fellow employees. The research findings from an empirical study of one of UK's Supermarket chains showed that this is not always true. The most profitable stores were the ones with the least satisfied employees "implying a negative correlation between employee satisfaction and measures of productivity, efficiency and profitability" Rhian & Sylvester. However, reports by management experts that employee satisfaction and loyalty are key factors to enhancing productivity efficiency and increasing profit. The paper puts into application, Heskett, Sasser and Schlesinger's service profit chain model to a UK supermarket. The major aim is to determine the performance linkages between employee perception and performance, customer perceptions, behavior and financial performance. Works by both Hesket and Schlesinger (1991) and Reichheld (1996) improving employee loyalty through poor rewarding helps in improving the services the employees provide hence profitability is improved. The research is a case study of the Home Improvement Store Chain in the United Kingdom. This is a large group of supermarket chains in the UK. The company was chosen since it had senior management believed that satisfaction was key to

IT Project management Essay Example | Topics and Well Written Essays - 250 words

IT Project management - Essay Example It is software designed by a company called Uniplus and has been of great significance to the day-to-day operations of most academic institutions. To be precise, Uniplus entails a set of well-integrated software components, which facilitate efficient management of university information. It is divided into three main user access levels, which include student portal, staff portal and top management portal. According to research, Uniplus has specifically been developed to enhance management of University data, which is for a number of top institutions in Africa such as Egerton University. Uniplus has been of great significance particularly in promoting the business need of many institutions. For instance, at Egerton University, Uniplus was regarded as a very crucial tool for ensuring that the University efficiently managing its revenues. As a result of its use, the university attained higher fee collection since it introduced self-service for students and improved access to information. Financially, the system is needed to ensure that all the institution’s financial data is protected from any unauthorized access. This is a very crucial requirement in maintaining the financial stability of any business organization. The system has also been considered to be of great significance in ensuring the integrity of student performance data. As aforementioned earlier, Uniplus has been of great significance in the day-to-day operations of a University. The development of this project at Egerton University had been scheduled to be conducted within a period of six months. It is important to acknowledge that Uniplus Company was very successful in ensuring that it delivered the project within the allocated time frame. In general, Uniplus, which is an integrated University management system, was finished on schedule (Petrides 60). A significant number of key stakeholders were involved in the development of this project. The top one

Information system Assignment Example | Topics and Well Written Essays - 500 words

Information system - Assignment Example Information has to be interpreted in order to ensure that users can understand the information this mainly through tables, graphs, text and charts. Operating support system becomes necessary in order to ensure information in the database is secure and effective. The operation support system undertakes the monitoring, controlling, analyzing, and management of a computer network. This system is more beneficial as it allows the low-level managers within the bank to monitor the day-to-day running of the operations (Stickney et. al., 2009). As the managers can access vital operational information, it enables them to make sufficient decisions, as the trend of basic operations of the banking clients is easily accessible. Operation support system is gaining advantage today because of its ability to process both financial and non-financial transactions, especially in a banking institution daily. There are various functional areas within the banking institution. These areas enhance effective and efficient transactions, which lead to profitability, especially in the launch of new products. The sales department uses the information to ascertain the products and services that customers are interested in and therefore, develop and administer an effective selling program. Purchasing department uses information in acquisition of goods and services that meet the standards set in the organization in order to meet the expected goals. Manufacturing department uses the information for production scheduling, quality and inventory control and maintenance of products. Marketing department accesses the information in order to ascertain the companys market through carrying out a market survey in, which it produces relevant information based on selling and distribution of products to customers. Finance department uses the information in ascertaining the transactions

Relationship between Employees, Employer and Representatives

Relationship between Employees, Employer and Representatives Introduction What is meant exactly by employee relations? What has changed since the Industrial Revolution? Salaman (2000) defines employee relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. We can differentiate three phases in the evolution of employee relations since the end of the Second World War, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The trade unions (basically, it is an association of wage earners, totally independent of employers pressure, who struggle to improve work conditions) had a lot of power and everything was negotiated through deals. In fact, a Trade Union, through collective bargaining can force employers to deal with labour as a collective identity, rather than isolated individuals, and so, secure better the terms and condition of employment (Webb Webb, 1920). However, when the conservative party was elected in 1979, everything changed. The new government introduced a lot measures to limit the role of trade unions. In addition, it introduced an enterprise culture in which individuals and organisations, rather than government, were to be held responsible for economic performance. Thus, as well as rejecting the maintenance of full employment as a major policy objective, they in effect abandoned the commitment of their predecessors to voluntary collective bargaining as the most effective method of determining pay and conditions. Then, there was a total break with the old work patterns but an explanation of this will be the economical context. In fact, after the war, there was a period of reconstruction that engendered a lot of work; manufacturing was the backbone of the economy, it was a period of full employment. After that, there was a wave of privatisation, many companies became multinationals, and there was an internationalisation of business. The aim of the study will be to analyse and evaluate the new approach to the management of employee relations. Firstly, the author will define and explore what the partnership approach is. Then, the study will continue by examining the advantages and the disadvantages of this approach to each stakeholder (employees, employers and Trade Unions). Finally, an evaluation of the prospects for success of the partnership approach and an expression of a critical comparison with the previous ones will be highlighted. The Employment Relation (ER) Employment relationship is an economical exchange of labour capacity in return for the production of goods and services. It is very important to understand the implications of all the aspects of employment relations. High levels of collaboration between the workforce and management are likely to be consistent with greater reliability of production and quality of output, which in turn would bolster the organizations market position. Thus, employment relation is one of the most significant areas that need to be invested (Rollinson, 1993). Salaman (2000) defines employment relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. The state (all levels of government) plays a crucial role in employment relations, both directly and indirectly. The roles undertaken by governments may be categorised into five components including maintaining protective standards; establishing rules for the interaction between the parties; ensuring that the results of such interaction were consistent with the apparent needs of economy; providing services for labour and management such as advice, conciliation, arbitration and training; and as a major employer. The management of the ER system in Britain Britain is a country of Western Europe comprising England, Scotland, Wales, and Northern Ireland. Until July 2003, the British population is 60,094,648. At the height of its power in the 19th century it ruled an empire that spanned the globe (Stewart, 2005: 23-25). It is the dominant industrial and maritime power of the 19th century, played a leading role in developing parliamentary democracy and in advancing literature and science. The first half of the 20th century saw the Britains strength seriously depleted in two World Wars. The second half witnessed the dismantling of the Empire and the Britain rebuilding itself into a modern and prosperous European nation. It is also a leading trading power and financial centre, is one of the quartets of trillion dollar economies of Western Europe. The British industrial relations system has a long history and has undergone much change in recent years. There are three phases in the evolution of employee relations since the end of the World War II, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The partnership approach What is it? The use of this term is a relatively recent political phenomenon. Some people affirm that it is just a term used by the Government to attract popular support because nobody can be against Partnership (Knell, 1999). Some others, more optimistic, see in this term a new pluralist approach to industrial relations. This concept comes from the idea that enterprises should recognise the interests of each stakeholder, namely employees, employers and their representatives, in order to satisfy each party. The aim of this approach is to find a common interest of management and labour, through trust and mutual involvement, instilling a sense of belonging and involvement. The Involvement and Participation Association (IPA, 1992) identifies six key principles: A shared commitment to the success of enterprise, including support for flexibility and the replacement of adversarial relations. A recognition that interests of the partners may legitimately differ. Employment security, including measures to improve the employability of staff as well as limit the use of compulsory redundancy. A focus on the quality of working life. A commitment to transparency, including a real sharing of hard, unvarnished information, an openness to discussing plans for the future, genuine consultation and preparedness to listen to the business case for alternative strategies. Adding value the hallmark of an effective partnership is that it taps into sources of commitment and / or resources that were not accessed by previous arrangement. For the New Labour government, partnership at work becomes an important objective. B. Its dimensions 1. Who are the partners? The partnership is between individual employer and individual employee and their representatives but the latter partner is weak in the new work relation. The partnership approach is more focused on individual relationships than a collective one, like in the past. Indeed, New Labour insists on individual choice. For them, it is not an obligation to integrate a working union. It emphasises that individuals are the best judges of their own individual interests. That is to say that the individual has the choice of whether or not to join a trade union and whether or not to take part in the coverage by collective agreement. It might mean the new government is not really in favour of the trade unions. In fact, some people think that a trade union would be an enemy of the partnership approach in the sense that trade unions defend the workers interests and they always have a confrontational relationship with the employers. Then, how can a partnership be formed if one of the partners does not make an effort to find a common agreement? In this way, the trade unions role has to be redefined. They have to play a co-operative role with employers in order to find some common interests which satisfy both the employees and the employers. The psychological contract The psychological contract is the basis of a partnership approach. It is the link between employers and employees. It establishes the expectations, aspirations and understandings which they have of each other (Herriot, 1998). The author has noticed that the psychological contract has changed since the last few years because of the changes of the work environment (change in workforce structure, re-engineering, downsizing.). The old psychological contract was based on security and predictability, now it is more situational and short term and assumes that each party is much less dependent on the other for survival and growth. According to Hiltrop (1995), the new contract can be defined as follows: There is no job security, the employee will be employed as long as he/she adds value to the organisation, and is personally responsible for finding new ways to add value. In return, the employee has the right to demand interesting and important work, has the freedom and resources to perform it well, receives, pay that reflects his or her contributions and get experience and training needed to be employable here or elsewhere. The psychological contract has to be strong and truthful to allow a partnership relation The voluntary aspect of the partnership New Labour insists on the voluntary aspect of the new work relation. The partnership should be introduced through cultural changes which will lead to more positive relationships between employers and employees than the letter of the law can ever achieve. That is to say that the law itself can not resolve the problem of employee relations, some cultural changes have to emerge first. Employers and employees have to make some effort to improve the work relationship. The advantages and the disadvantages of the partnership approach: A. For the employees 1. Advantages With the partnership approach, employees benefit from a Family atmosphere with friendly policies. For example, they benefit from new working arrangements which allow a greater flexibility. There is a harmonisation of working conditions, policies and procedures for all employees under training. The partnership approach introduces a new pay structure: pay is monthly through credit transfer, and the traditional annual pay is replaced by an objective formula. Moreover, a reduction of the working week for manual and craft employees can be observed. 2. Disadvantages However, the partnership approach introduces the notion of the individual worker. In this way, trade unions are less useful in the employer/employee relationship and lose their power. Then, the employee is in a weaker position than his/her employer (a caution has to be noticed because, trade unions have a right to accompany their members during the disciplinary or grievance interview). B. For the employers 1. Advantages Firstly, the partnership gives a good reputation to the enterprise which applies it. Moreover, it allows a greater stability of employment because employer talks to employee and establishes some rights and some obligations that each party has to respect (limit the turnover, strikes and so on). The relationship between both is more respectful and equal. Furthermore, the partnership allows a greater openness over the enterprise. Through it, the employers know what is wrong with the employees and try to find how they can fix it. The work atmosphere is more friendly and truthful. The partnership approach is, as well, a need for a change in approach to the trade unions. To date, the relation between employers and trade unions is based on confrontation. This new approach gives a secondary role to the trade unions and privileges the individual employer/employee relations, which is easier to manage. Moreover, employers try to improve work conditions, in return they profit from a greater activity because workers feel good in the company. In addition they can have greater performance appraisal and a new understanding of performance management through control and feed back. 2. Disadvantages This approach demands a lot of administration and is quite constraining for a company. To fire an employee who has a poor performance for example, the employer has to give a first warning and propose a disciplinary interview in order to detect what is wrong with this employee. If nothing has changed, the employee can receive another warning, the last one, before the dismissal (or other sanctions). Sometimes, procedures take too much time and engender an economical loss. Moreover, the enterprise can lose some power in relation to its employees. Previously, employers had the economic power over employees, now this power is more shared between both because their relationship is more interdependent. C. For the trade unions 1. Advantages There is a new stake in their role as representatives. They have to prove the value of the employers to the employees and the value of the employees to the employers. Moreover, the trade unions can profit from a partnership fund in order that employers and employee representatives work together to support innovative projects to develop the partnership approach in the workplace (Lord McIntosh Lord Hansard, May 1999). 2. Disadvantages The partnership approach has more disadvantages than advantages for the trade unions. Through it, trade unions lose some power. Firstly, their recognition is limited. According to the government, the trade union has a secondary role in the employer/employee relationship. Then, their role has to be redefined in a more consultative sense; it has to focus on the information, the communication, the representation and the partnership. Their contribution to the partnership is potentially useful but far from being essential. Thus, trade unions are worried about their traditional role which is to defend the workers interests. They think that in this new approach, employee representatives will become part of the management. Moreover, according to the IPA, the partnership needs a different channel than the union one, because this model is not adequate anymore. In fact, the union presence is weak or non-existent in the majority of companies in Britain, therefore, the partnership needs a new representative structure. Evaluation and criticism of the prospects for success of the partnership approach The employment relation through the partnership approach becomes fairer. For example, union co-operation in more flexible work patterns, teamworking, the introduction of annualised hours and the harmonisation of terms and conditions of employment are all greater assets of the partnership approach. Concerning job security, the partnership approach remains limited: The job security guarantees have been identified as the hallmark of partnership approach by many of its advocates, although, they have no featured in all such agreements. In most cases, they amount to relatively limited management commitments to avoid the use of compulsory redundancy as a means of labour shedding- a fairly familiar practice in organisations that can attract sufficient candidates for early retirement and voluntary redundancy with enhanced severance payments. Moreover in some partnership agreement, trade unions and employees are required to co-operate with measures with make the avoidance of compulsory redundancy easier, including the acceptance of the companys use of subcontracted, temporary or short-term contract staff ( Taibly Winchester, 2000 and Bach Sisson,2000). Moreover, the fundamental need for a successful approach requires some cultural changes; we have to break with the old practice (industrial/adversarial ones) because we cannot access a new form of management without this. Furthermore, the partnership approach appeared in a particular political context. In fact, it was the end of the Conservative government (characterised by a policy of deregulation) and the beginning of the Labour party which developed the important idea of commitment to the partnership in the workplace. But, its aim has to be analysed very carefully because we can notice that the government refused to take part in some social policy proposals developed by the European commission. This reaction is contrary to the apparent willingness of the government to introduce fairness in work and at work. However, some surveys show that employees feel better with the partnership agreement. We can notice that job satisfaction level is greater than before (Bach Sisson, 2000) but this result has to be taken with caution if we refer to the recent strike of the Post Offices which occurred last month. Then, the question is whether the partnership approach is successful? In the historical, political and economical context, the author thinks that partnership and the willingness of each stakeholder are present. The difficulty is just trying to apply it in the best way. Britain has made a lot of effort to improve work conditions. Compared to the past, this approach is the compromise between the two previous ones. Indeed, the first one (~1945-1979) was too dominated by the trade unions. The following one was too adversarial; the employees lost all their rights. Thus, this new approach tries to satisfy both parties. Conclusion The work is not finished. If the partnership approach succeeds in satisfying the stakeholders, it needs to be improved again. Britain needs to work on other more social law proposals and take part in the European ones. However, the employment relations are governed by the variation of the market as well; hence, it is very difficult to satisfy everybody. But, the important thing is to try to do the best. Moreover, there will always be some disagreements and unfairness in work and at work; we have to be patient because it takes time to change the mind of each person.

The Scope of Woolf’s Feminism in A Room of One’s Own Essay -- Woolf A

The Scope of Woolf’s Feminism in A Room of One’s Own Missing Works Cited A highly contested statement on women and fiction, Virginia Woolf’s extended essay A Room of One’s Own has been repeatedly reviewed, critiqued, and analyzed since its publication in 1929. Arnold Bennett, an early twentieth-century novelist, and David Daiches, a literary critic who wrote an analysis entitled Virginia Woolf in 1942 (Murphy 247), were among those to attempt to extricate the themes and implications of Woolf’s complex essay. The two critics deal with the often-discussed feminist aspect of Woolf’s essay in interestingly different ways. Bennett states that Woolf’s essay is not a feminist work, rejects the idea that Woolf’s discussion of women and fiction may lean towards the political, and reduces the essay’s scope to a collection of musings on women and fiction. Daiches responds to A Room of One’s Own in the opposite way: he claims that Woolf’s work is feminist, and Woolf’s feminism emphasizes not only women and their relationship to fiction, but all people of genius who have not had an opportunity to use it because of their lack of money and privacy. While Bennett restricts the scope of the essay to a non- feminist, completely apolitical ideology and Daiches enlarges the scope to a wide, universal feminism, Woolf’s own intention in writing A Room of One’s Own may have actually been to create a work that lay somewhere in between these two extremes. In one of the earliest reviews of A Room of One’s Own, British novelist Arnold Bennett addressed the question of feminism in the essay and concluded that Woolf was not writing from a feminist perspective. â€Å"It is a book a little about men and a great deal about women. But it is no... ...ments do point out important limits on Woolf’s feminism. As Arnold Bennett says, Woolf’s concerns are not political; although our modern definition of feminism is wider than Bennett’s was, Woolf’s lack of political interest does certainly limit the scope of her feminism. David Daiches’s critique of the essay points out another important characteristic of Woolf’s feminist thought. Her feminism is not, as Daiches believes based in a â€Å"larger democratic feeling.† Woolf’s feminism is in actuality quite limited in tha t she only applies it to British, upper middleclass women writers. Virginia Woolf’s essay-which to Bennett seemed non- feminist and to Daiches seemed feminist- universalist-is, by our modern definition, feminist; however, the borders of culture, class, and profession that composed her frame of reference drastically limit the scope of Woolf’s feminism.