A Brothel Is Against Public Policy - 1500 Words

ILLEGAL CONSIDERATION Introduction : Mr. Kamal rents his house to Mr. Baazi for one year. Mr. Baazi uses the house to run a brothel. Mr. Kamal has decided to evict Mr. Baazi. When Mr. Kamal comes to know about the intentions about Mr. Baazi, he wants to evict him from his house. Now Mr. Kamal seeks to you to know whether he can evict Mr. Baazi on lawful grounds. Issues : 1) Whether the consideration and object is lawful? 2) Whether, running of a brothel is against public policy? 3) Is the usage of the house as a brothel will render the contract void? Arguments : For Plaintiff : The object used in the case is absolutely lawful. Plaintiff is the offeror and defendant is the offeree. Plaintiff was getting rent as the consideration in†¦show more content†¦Any contract whose consideration or object is immoral or opposed to public policy is void. In the case of V. Narasimha Raju Vs. V. Gurumurthy Raju Ors. , Supreme Court decided that the contract violating the public policy is void. In Uphill v. Wright , plaintiff sued the defendant for recovering the rent of the flat with the knowledge that she was the mistress of a person who used to visit her. The court held that the plaintiff can’t recover the money as the contract was for immoral purpose and is void. So when the consideration becomes illegal the contract becomes void and the plaintiff is the owner of the house and he has complete right to evict defendant lawfully. For Defendant: The parties are competent. There is an offer and acceptance between the parties, the object is the house and the consideration is the rent of the house which is valid. So, the contract between the parties is valid under the ICA . The contract was for the period of one year and due to which the defendant has complete right over the house for the period of one year. If the plaintiff wants the defendant to evict the house it should be done by the mutual consent of both the parties. If it is not done mutually and then the contract is broken it will be a breach of contract, and the plaintiff is liable to pay damages . The object in this case

Biotechnology Genetic Optimization Of Plant Genome And...

Biotechnology: Genetic Optimization of Plant Genome and Development of Biofuel On the basis of reverse engineering and reconstruction, the application of CRISPR-Cas technology in the realm of biotechnology remains predominantly in following directions: optimizing agricultural crops, researching plant genome, and developing sustainable and accessible biofuel which relies on the exploration of new biological pathways in algae and corn (Hsu, Lander, Zhang, 2014; Jacobs, LaFayette, Schmitz, Parrott, 2015). We herein present several common features in developing transgenic plants from research reports of classic studies on crops. The advancement of technologies in the past decade has given rise to noticeable improvement in agricultural productivity, with the focus on decreasing plants’ susceptibility to pest, cultivating their resilience on infertile land, and increasing their nutritional value. In this process, transgenesis, introducing a foreign gene into plant genomes, has earned the most highlight (Voytas Gao, 2014). Nevertheless, its drawbacks--failing to take advantage of natural genomes and potentially undermined long-term effects in food--have severely limited its application. With new technologies like CRISPR, mutagenesis takes place to create new genetic variation in plants. We herein present results in developing transgenic plants from research reports of classic studies on crops (Voytas Gao, 2014). Generally, all studies certified that CRISPR-Cas9 system

Financial Crises Theory and Practice

Question: Discuss about the Financial Crises for Theory and Practice. Answer: Introduction: Financial market is a market where the people are involved in doing business of financial securities, goods including the fungible commodities at low transaction cost and at a cost which reflects the supply and demand. In economics, we can say that market is the aggregate of all the possible buyers and sellers of a particular commodity or services and as well as the place where the transaction takes place. It is also referred to as exchange including stock exchange or commodity exchange in between two or more organizations or companies. Since financial markets are associated in making money better to raise finance (Brigham and Ehrhardt 2013). Diagram depicting the understanding of the financial market: Source: (created by author) As per the question the financial market is broadly classified into five different categories: Capital market Money market Currency market Commodities market Derivatives market Capital market: Capital market include the stock markets which helps in providing finance through shares or common stocks thereby carrying out the subsequent trading. It raises capital on a long term basis basically over a year. Under the capital market comes the primary and the secondary market which can be categorized into two sub groups: Bond market which provides finance by accumulating debt through the issuance and trading of bonds .Stock market provides finance by sharing the ownership of a company by bond issuing and trading. The two basic instruments are the debt and equity (Claessens and Kose 2013). The issuers are the listed companies and the stock exchange and the intermediaries are the brokers involved in the trading. Primary market: Issues which are newly formed such as initial public offerings and are bought and sold , here the bonds are created and traded for the first time without any intermediary and are therefore called 'new issue market'. The company make direct interaction with the willing investors in the primary market. Secondary market: In the secondary market, the investors deals with the securities that have already been issued by the company and is listed in the stock exchange. Here in this case the investors purchase previously issued securities like bonds, stocks, any future options from other investors rather than issuing it from the company itself .Consequently these markets are termed as 'aftermarket'. Money market: Money market which comes under the category providing short term debt financing and investments. It enables the economic units in managing their liquidity positions by lending and borrowing of short term loans under one year. The various instruments are treasury bills, commercial paper, certificates of deposits. The players in this market are financial institutions, commercial banks, governments. Commodity market: It manages the exchange or better trading in primary products which takes place in about fifty major commodity markets where the financial exchange increasingly outstrip the physical purchases which are to be delivered . Commodities may be categorized into two subgroups: Raw goods which are hard goods like gold , oil , rubber .Agricultural products which are soft goods including sugar, coffee ,wheat. 'The players on this market are issuers andstockholders. Derivatives markets: In derivative market, the value of the assets are derived using the index of prices. It assists in providing the finance by carrying out the trade in terms of financial instruments like future contracts or some options which helps to control the financial risk. The forward, options, swaps, future contracts are some of the derivative market instruments. The players are the speculators, hedger and arbitrators. Currency market which is better known as the foreign exchange market: It abets the foreign exchange trading. It is the largest, and the most liquid market in the market world with an average traded value of more than $5 trillion per day. It also includes all the different currencies round the world and any individual or country can take an active part in it. The exchange traded fund, swap, and future and forward are the instruments. The central bank is the most vital player followed by the importers and exporters. References: Brigham, E.F. and Ehrhardt, M.C., 2013.Financial management: Theory practice. Cengage Learning. Claessens, S. and Kose, M.M.A., 2013.Financial crises explanations, types, and implications(No. 13-28). International Monetary Fund. Madura, J., 2014.Financial markets and institutions. Nelson Education.

Toyota Motor Corporation Strategic Human Resource Planning and Strategic Recruitment

Introduction The business environment has been getting more complex and competition has been increasing everyday. Recent problems such as the economic crises and others have caused organization to find ways of staying ahead of competition.Advertising We will write a custom critical writing sample on Toyota Motor Corporation: Strategic Human Resource Planning and Strategic Recruitment specifically for you for only $16.05 $11/page Learn More Organizations are continuously looking for ways to gain a competitive edge over the other organizations. This mostly affects the multinational organizations because the international organizations face global environment which is more complex than the local environment. One of the major areas of focus in trying to attain a competitive advantage is through the use of employees. Organizations have realized and embraced the fact that human resource is a strategic asset to an organization and if well used, it can make the organizations gain a competitive advantage (Kathy McMackin, 2001). Most organizations are now competing on how to attract, maintain and motivate employees. Focus on employees has thus become a big strategic move for most companies. Strategic human resource management has been described as the process of linking the human resource function in an organization with the strategic objectives of the organization with the aim of improving performance. Strategic resource management like any strategy has a mission, vision, analysis of the environment, formulation of the strategy, strategy implementation and strategy evaluation (Lundy Cowling, 1996). Toyota Motor Corporation has not been left out by this trend. The company has been able to use employees to gain strategic position in the global market. The main areas of focus on human resources for the company are strategic human resource planning and strategic recruitment and selection. These have helped Toyota Motor Corporation to gain a c ompetitive edge in the market (Liker, 2004).Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The ensuing discussion will show how strategic human resource management and strategic recruitment and selection have helped the company to achieve its business objectives. Toyota Motor Corporation is one of the biggest companies in the automobile industry. It is based in Japan and it offers a wide range of products. The main products for the company include mini vehicles, buses, trucks and other models. The company has subsidiaries which have plants and manufacturing components in most parts of the world. The core business of the company is automotive business which accounts for 90% of the sales for the company annually. Other business activities include telecommunications, manufacturing and selling of leisure boats and pre-fabricated housing. The nature of the operations of Toyota Motor Corporation is labor intensive and this requires a great focus on the human resource management in the company (Toyota Motor Corporation, 2011). It is the policy of Toyota Motor Corporation to manufacture high quality products, satisfy fully the needs of the customer, provide quality service to the society and to maintain market leadership. The company is also committed to improving the environment through reduction of environmental pollution, complying with legal provisions on environmental safety and assisting the general society to make the environment more friendly to the general public (Liker Meier, 2007). How strategic human resource planning and strategic recruitment and selection has helped Toyota Motor Corporation to achieve its business objectives As discussed above, human resources could be used to gain a competitive advantage through achieving business objectives. Toyota Motor Corporation has been able to use its human resources to achieve its objectives. This has been achieved through strategic human resource management and strategic recruitment and selection. Toyota Motor Corporation has various business objectives. One of the business objectives for the company is to improve on quality, enhance efficiency, minimize cost and increase productivity. The company has been striving to manufacture top quality vehicles which suit the needs of the customers (Schuler Jackson, 2007).Advertising We will write a custom critical writing sample on Toyota Motor Corporation: Strategic Human Resource Planning and Strategic Recruitment specifically for you for only $16.05 $11/page Learn More The company has focused much on its human resource in order to achieve quality, minimize cost, achieve efficiency and attain the other business objectives. It is the belief of the company that the more its employees are satisfied, the more the company will succeed in attaining its objectives. Toyota Motor Corporation uses the Kaizen method for continuous improvement in its production and this makes the focus of the company on human resource of great concern (Liker, 2004). According to Liker (2004), Toyota Motor Corporation has therefore embraced a culture commonly known as the Toyota Way which enhances performance of employees through respect for people and continuous improvement of the employees. The major assumption of Toyota Motor Corporation is that a carefully selected and properly developed workforce will help the company to achieve its business objectives (Liker Meier, 2007). It is important to note that the focus on human resource in Toyota Motor Corporation is engraved in the company’s overall vision and mission statements. The vision statement of the company is â€Å"to be the most respected and successful enterprise, delighting customers with a wide range of products and solutions in the automobile industry with the best people and the best technology† (Toyota Motor Corporation, 2011, p.1). This is enough evidence that the company has put a lot of emphasis on the human resource as a strategic tool in its operations. A big question is whether that focus has helped the company to achieve its objectives or not. The major components of strategic human resource management are strategic human resource planning and strategic recruitment and selection. Strategic human resource planning Strategic human resource planning is described as the process of determining the job requirements and specifications and determining the right employees for the jobs. It also includes determining when to recruit, who to recruit, for what purpose to recruit and how to recruit. There are three major components of strategic human resource planning.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More One of the components is human resource forecasting where an organization determines its future human resource needs. The other component is formulation of a human resource strategy and this involves the mission, vision, objectives and goals for the strategic human resource management. The last component is human resource planning which is integration of the human resource forecasting and strategy formulation (Bandt Haines, 2004). The setting of goals and mission for the human resource management is an important component for strategic human resource management. It ensures that a company knows what it wants in its human resource management. The vision and mission provide a summary of the aspirations of an organization with regard to human resource management. Environmental analysis is another major component of the strategic planning process. This component entails the evaluation of the internal factors as well as the external factors in the job market. This helps an organization t o develop the strengths, weaknesses, opportunities and threats with regard to its workforce. This would help the company to make a good plan to exploit the opportunities and to mitigate the threats. It will also help to lay down plans which ensures that the company strengthens it strengths and eliminated weakness on human resources in the organization. The other component in strategic human resource planning is formulation of the strategy. This involves reviewing the mission and vision, factoring in the external and internal factors and then drawing a list of alternative strategies for human resource management. The best strategy that results to the best outcome is selected and this completes the strategic human resource planning process. A good strategic plan is important since it helps an organization to reduce costs and align the human resource requirements and human resources (Holbeche, 2009). Viewed from another perspective, the strategic human resource planning process entails assessment of the human resource capacity of an organization, forecasting the future human resource needs of the organization, conducting a gap analysis and then developing the strategy to ensure that the organization fills the gaps that exist between the current capacity and future human resource requirements. Assessment of the current human resource capacity ensures that an organization understands what it already has in terms of skills, and abilities of the employees (Bandt Haines, 2004). Forecasting of the human resource requirements in the future is done on the basis of number of employees; the jobs that will emerge that will need to be filled, the sets of skills that will be required and the impact of the external environment on the organization’s human resource requirements. Gap analysis ensures the organization understands what it needs in terms of new jobs, new skills, improvement in existing skills and the strengths of the employees in order to be able to meet the future human resource requirements. After development of the strategic human resource planning, the organization should document the human resource planning well. This documentation outlines the assumptions in the strategic human resource planning and this helps the review of the plan according to changes in either the external or internal environment. The documentation also helps in setting timelines for implementation of various sections of the plan (Holbeche, 2009). A strategic human resource plan ensures that an organization has the right employees who have the right and relevant skills at any time. It also ensures that an organization moves with the trends in technology, economy and legislation which have an impact on human resources. It also ensures that an organization remains flexible to changes in the future that may be different from the expectations. The importance of strategic human resource planning can not be overemphasized (Holbeche, 2009). The main rationale behind strategic human resource planning is to analyze the current position of an organization in terms of human resources, analyze the external factors that affect human resources and then predict the future human resource needs of the organization. Some plans and strategies are fundamental to the success of a strategic human resource management and hey should be considered in developing the strategic human resource plan. These include the workforce planning issues, succession planning, employment equity issues and motivation and fair treatment of the employees. Other important plans are on employee compensation, grading and employee performance review system and career development systems. In essence therefore, strategic human resource planning is the foundation of strategic human resource management and it should be approached with care. All other functions of strategic human resource management find their base in the strategic human resource planning. Toyota Motor Corporation has used strategic human resource planning to a great extend to achieve its business objectives. It is worth noting that the company upholds strategic human resource planning and it appreciates its contributions to the success of the company. The company continuously conducts an audit of its human resources to have a good understanding of the employees in terms of number, the skills of the employees and their values. Furthermore, the company conducts an audit of the external environment in order to understand the trends in the labor market and the general business environment. This put Toyota Motor Corporation in a position to identify the gaps that exist between its current employees and future requirements (Liker, 2004). Toyota Motor Corporation has a great focus on the future requirements in its human resources. This has helped the company to avoid surprises in the future which might affect it negatively in terms of productivity and strategic position. The strategic human resource plan fo r the organization is reviewed from time to time in order to reflect the changes in the market and also changes in the internal factors of the organization. New plans are therefore developed as a follow up on the other plans for the previous periods. There is therefore continuous improvement in the strategic human resource management in the company (Liker Meier, 2007). Strategic human resource planning has helped Toyota Motor Corporation to achieve its business objectives. Through ensuring that the company has enough employees and adequate skills at all the times, the productivity of the company has been enhanced. The good strategic human resource ensures that the company cuts costs in hiring and recruitment and other costs associated with shortage of labor. This has greatly helped the company to achieve the objective of cost minimization. Through ensuring that the human resources have the relevant skills at all the time and that the employees are adequately motivated, the organiza tion has been able to offer quality products to its customers. The company has also been able to achieve efficiency in production. Toyota Motor Corporation has been able to achieve its business objectives through the use of strategic human resource management. Since strategic human resource planning is the foundation of strategic human resource management, it is a logical conclusion that strategic human resource planning has helped Toyota Motor Corporation to achieve its business objectives (Liker Meier, 2007). Strategic recruitment and selection Strategic recruitment and selection of employees is defined as a process of attracting and identifying the best employees who will meet the objectives of a company and help it to achieve its overall business strategy. The basic features for strategic selection and recruitment are strategic integration of the recruitment with the overall business strategy, human resource planning and having in mind a long term perspective. The other seconda ry requirement for strategic selection and recruitment is the use of rigorous evaluation, making a sophisticated selection and involving all stakeholders in the recruitment process (Nankerviss, Compton Morrissey, 2007). Strategic recruitment and selection thus ensures that the company attracts applications from the best potential employees and selects the best suited employees who will contribute towards the business objective of the organization. The selection process must be free and fair, must involve all stakeholders, must have sophisticated selection criteria and it must be based on the strategic human resource planning. This would ensure that the company gets the best employees. Strategic recruitment and selection has several dimensions or aspects. One dimension is that the recruitment and selection process must ensure that the process is well integrated with the strategic human resource strategy and the overall business strategy for the organization (Armstrong, 2000). The ot her dimension is that the organization must ensure that the interests of all the stakeholders are considered. Customers, management, owners, compliance with government regulations and other stakeholder requirements should be considered in the strategic recruitment and selection. The recruitment and selection process should also have a long term and short term strategic target. The process should be able to contribute to business transformation and management of change in the organization. The employees recruited and selected should fit well into the organizational system and should be fit for the specific job in which they are being recruited for. They must possess core values and competencies that are desirable for their performance (Armstrong, 2000). The other fundamental dimension of the strategic recruitment and selection is that the process must incorporate realistic job preview and great emphasis should be put into validation of the recruitment ad reliability models. The metho ds to be used for selection and recruitment should be based solely on fitness of the process for the purpose. Lastly but not least, strategic selection and recruitment aims to ensure that an organization reduces post-recruitment costs which include costs of having to recruit again, retrain recruits and poor performance of recruited employees (Nankerviss, Compton Morrissey, 2007). In Toyota Motor Corporation, the company has adopted strategic recruitment and selection. The company provides its main reason for the recruitment and selection process being to attract applicants and select the best candidate for a given job. The company always makes advertisements with the aim of reaching all the potential labor markets across all the regions. The company has put measure in place to ensure that there is no unlawful discrimination against any potential employee and applicant. The processes used for recruitment and selection are justifiable according to the job position for which the appli cants are being recruited. The recruitment and selection process in Toyota Motor Corporation incorporates all the stakeholders such as the governments, customers, trade unions and others. The company ensures that the tests and interviews administered to potential recruits do not favor or become a disadvantage to any candidate or groups of candidates (Liker, 2004). Strategic recruitment and selection has helped Toyota Motor Corporation to achieve its business objectives. Through strategic recruitment and selection, the company has been able to attract qualified employees who are able to blend well with the values of the organization. The company ensures that it employs people with a sense of quality and this has helped the company to provide top quality products to its customers. The employees of the company have positive values which blend well with the organizational values to enhance efficiency and productivity in the organization. Strategic recruitment and selection has continuou sly ensured that the company employs qualified employees for the jobs in question. This has made the company to achieve its objective of cost minimization. This is because the company avoids costs of having to hire again, costs associated with poor performance of recruits and bad image of the company. The strategic selection and recruitment method has also helped the company to increase its productivity. The process ensures that the company employs self-motivated employees who are qualified and who have knowledge for the job purpose. The employees selected have knowledge on the kaizen method of production which enhances productivity of the company (Liker Meier, 2007). Conclusion Toyota Motor Corporation uses the Kaizen method of production which is commonly referred as the Toyota Way. This method focuses on increasing productivity and minimization of cost through continuous improvement. The business processes of Toyota Motor Corporation are labor intensive and this makes human reso urce a key factor in the organization. The Kaizen system and the just in time production system that have been adopted by Toyota Motor Corporation require the organization to have a good human resource strategy. Employees in an organization which uses the Kaizen method of production should have relevant skills, they should be able to identify and solve problems and they should be well motivated (Schuler Jackson, 2007). The organization has been able to meet its business objects with the help of strategic human resource planning and strategic recruitment and selection which form core components of the overall strategic human resource management. The main business objectives for Toyota Motor Corporation are to minimize costs, increase productivity, enhance quality of its products and enhance efficiency in production. These objectives have been attained by ensuring that the company has a good knowledge of employee requirements and that the recruitment process is aimed at filling the g aps that exist in the human resources of the company (Liker Meier, 2004). References Armstrong, M. (2000). Strategic human resource management: A guide to action. London: Kogan Page Publishers. Bandt, A. Haines, S. (2004). Successful strategic human resource planning. San Diego, SD: Thinking Press. Holbeche, L. (2009). Aligning human resources and business strategy. Oxford: Butterworth-Heinemann. Kathy, M. McMackin J. (2001). Designing and aligning an HR system. Human Resource Management Journal, 11(2), 57-72. Liker, J. Meier, D. (2007). Toyota talent: Developing people the Toyota way. New York, NY: McGraw-Hill. Liker, J. (2004). The Toyota way. New York, NY: McGraw-Hill. Lundy, O. Cowling, A. (1996). Strategic human resource management. New York, NY: Routledge. Nankervis, A., Compton, R. Morrissey, B. (2007). Effective recruitment and selection practices. Victoria: CCH Australia Limited. Schuler, R. Jackson, S. (2007). Strategic human resource management. London: Wiley-Black well. The Toyota Motor Company. (2011). Toyota. Retrieved from www.toyota.com This critical writing on Toyota Motor Corporation: Strategic Human Resource Planning and Strategic Recruitment was written and submitted by user Jaylen Ochoa to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

SPEAK NOT BUT SPEAK

SPEAK NOT BUT SPEAK Free Online Research Papers Watch the child speechless but speaking; Only a toddler of seven but speaking, The eyes shrunken, the face shrivelled, Doesn’t her silence speak, nor her quietness sleeping; Watch the turquoise sky shimmering in the heat’s shimmer With dark rolling, yet rumble less clouds hovering, Watch it from expense edge of an ocean, Or you sitting lonely on a pedestal, drunk or drunk less All speaking in silence, or is it silently speaking What about the speechless rosemary greening the garden, its memory recovery scent, as if scentless Sitting tiny on the middle of a prowling garden With the power to energise the body’s wireless nerves; Speaking in silence; Does the page you look at speak? Gibberish could be the language you read , Meaningful also it could be, yet it reaches the soul either ways Soul harrowing in its gibberishes or mindboggling in its juiciness What about me, faraway, whose poetry you read; Have I spoken to you, the poem ticking in its voice? Have they heard from me? They will in words Its tone unique, though tongue less; sweetness of it. Research Papers on SPEAK NOT BUT SPEAKQuebec and CanadaHonest Iagos Truth through DeceptionMind TravelThe Spring and AutumnThe Fifth HorsemanAnalysis Of A Cosmetics AdvertisementHarry Potter and the Deathly Hallows EssayComparison: Letter from Birmingham and Crito19 Century Society: A Deeply Divided EraEffects of Television Violence on Children

Criminal Justice Essay Example | Topics and Well Written Essays - 2250 words - 2

Criminal Justice - Essay Example Abu Dhabi has constantly suffered the effects of terrorism that have significantly impacted the social, economic and infrastructural settings across the nation. Over the past short period, the Abu Dhabi government has earned bad reputation, thanks to the continuous terror threats. This problem has made the nation to be classified with other nations facing security issues including, Iraq and Afghanistan. Such is the case that nations presently considered most unsafe keep hitting the media headlines on the negative side. It is for this reason that the law enforcement agencies within the Abu Dhabi government are forced to reconsider a new approach to the security issues. In this case, the government will be needed to implement a all-inclusive policy that will help handle the issue ensuring an environment that supports the socio-economic activities within the country, help restore peace and boost prosperity. As it is today, security issues, both internal and external present a serious is sue for countries across the globe, a case that is not much different with Abu Dhabi case. Social-political challenges are greatly heightened by the Crime-corruption. Ethnicity and sectarian division that are witnessed in many other parts of the world are also pronounced in Abu Dhabi. United Arab Emirates has in the recent past become associated with frequent uprising and rebellions, Abu Dhabi being one of the nations within the league it is no exception. Terrorism is the leading threat to the Abu Dhabi internal security. The issue is made even worse by the fact that it consist of a strong network in which the said terrorists collaborate with the drug cartels and criminal organizations to benefit economically. Following these the security department has worked out strategies to help strengthen the policies on foreign security and thus combat acts of terrorism. The interns working with this department help in

Beowulf and Pride Essay Example | Topics and Well Written Essays - 1250 words - 5

Beowulf and Pride - Essay Example He is thus prone too to the spiritual and psychological shortcomings that come with being human. That includes the possibility of becoming proud. In the end, one can say that it was pride that led Beowulf to his death in that combat with the dragon. He has become old. As Hrothgar probably sees in advance, Beowulf’s pride keeps him from seeing his limitations. This being so, he goes to do battle with the dragon on his own at the end of his life. In so doing Beowulf gets killed. Hrothgar’s words, therefore, ring true. At the height of Beowulf’s success, he knows that Beowulf is vulnerable too. He is vulnerable to becoming proud just like all human beings are. As Hrothgar cautions: â€Å"Ban, then, such baleful thoughts, Beowulf dearest, best of men, and the better part choose, profit eternally; and temper thy pride, warrior famous!†. This paper asserts, therefore, that as mortal and flawed, though Beowulf is the strongest and bravest warrior in all the land, he too is vulnerable to the weaknesses of all men, and in particular he is vulnerable to pride. Pride is the downfall of Beowulf. It is important to see that Hrothgar is speaking from the point of view of experience and great wisdom. That wisdom is forged from his own past success and present misfortune of seeing his kingdom devastated by Grendel. He sees that Beowulf is truly remarkable. He is able to do what his best men cannot. Beowulf is able to slay the dragon and also his mother, with his own hands. He is able to do battle with Grendel without using any arms too. Such is his power and his abilities that he is able to do all of this. Moreover, Hrothgar sees that Beowulf is also very popular. His fame has spread very far. In the midst of all these Hrothgar knows that any mortal man will become proud. When he gives out the warning to Beowulf he is not trying to diminish Beowulf’s success. He is trying to protect him in a way from his own weaknesses.