Characters Names Meanings in Harry Potter - Free Essay Example

Sample details Pages: 3 Words: 823 Downloads: 6 Date added: 2019/04/04 Category Literature Essay Level High school Tags: Harry Potter Essay Did you like this example? Harry Potter and the Prisoner of Azkaban, by J.K. Rowling uses a vast variety of words that are made up, but are secretly derived from Latin, Greek, Old English, and many other old languages to portray Rowlings genius writing. Although many of the names, spells, potions, and even places seem like casual made up words, nearly all of them have a hidden meaning behind them. Understanding the meaning behind these words give even more insight into the thought and detail that went into making this series so outstanding. A lot of the characters names in the books have a Latin origin. Rowling spent a lot of team researching names with Latin roots and finding their specific meanings. Then, Rowling implemented these names is some version into the series. For example, Albus Dumbledores first name is Latin for white. Many people take this as symbolic for the role Dumbledore plays, while others simply believe Rowling used this name because of Dumbledores long white beard. The main villain in the series, Tom Marvolo Riddle, aka Lord Voldemort, had part of his middle name derived from Latin. The Latin term volo means to want or to move quickly. This is representative of Voldemort as he had a desire for power and moved swiftly into the spotlight of being the most feared wizard. Draco Malfoys first name is Latin for dragon. This is symbolic of the level of power and strength Malfoy believed he possessed in the series. Remus Lupins last name is a version of the Latin word lupinus, which means of a wolf. This is symbolic as Lupin turns into a werewolf every month during a full moon. There are many more names in the series that are derived from Latin, all of which have meanings that give clues to the specific characters purpose or qualities. Don’t waste time! Our writers will create an original "Characters Names Meanings in Harry Potter" essay for you Create order Rowling, being a very gifted and trained writer and researcher, also used greek words and mythology as origins for her characters names. For example, Narcissus Malfoy, the mother of Draco Malfoy, had her name from Greek Origins. Narcissus was a male character from Greek mythology, who loved his image so much that he looked at his reflection until he died. This reflects the arrogant attitude the entire Malfoy family had throughout the series. Because of their pure blood genes, the Malfoys believed they were better than most and were keen to portraying it. Another example of Greek origins playing a role in the names of Rowlings characters would be Argus Filch. Filch is the caretaker at Hogwarts and is described as very strict and always keeping a close watch on the students of Hogwarts. His job likely has to do with the picking of his name as Argus was a ginormous hundred-eyed watchman in Greek mythology. Draco Malfoys best friend, Gregory Goyle, also had his name derived from Greek. S he chose the name Gregory based on a Greek word that means observant and attentive. This could be representative of the fact that Goyle basically plays the role of Draco Malfoys bodyguard throughout the series. Old and Middle English words were also a factor when Rowling was picking the names of her characters. One example of this would be with Godric Gryffindor. Godric is a version of the Old English name Godrich. In Old English, Godrich essentially meant good person. This can a nod at the fact that the characteristics Gryffindor wanted his students to possess were bravery, nerve, and daring. Rubeus Hagrid, everyones favorite character, also had part of his name derived from Old English. In Old English, Hagrid was a dialect word that basically meant you had a bad night. Considering Hagrid enjoyed drinking and did it a lot more than he probably should have, one can reasonably assume that he had a lot of bad nights. A final example would of course be the most important character in the series, Harry Potter himself. Rowling needed the perfect name as it is featured in every title and is a name that everyone around the world is familiar with. She ended up choosing the Middle English name, Harr y. The name Harry is derived from Henry. Henry was the name of many kings of England and it is no coincidence that Rowling gave her main character a name of such stature. Its fascinating to know the amount of research that went into simply picking the names of the characters. Rowling truly expressed her genius and advanced knowledge of older languages through her characters names alone. The ability of an author to provide history in all of the characters names while still writing one of the most popular book series of all time is incredible. It is extremely impressive that without even reading a single page, a reader could have a legitimate basis for all of the characters by simply looking at their names and doing a little research. Not many other book series, if any, could say the same.

The Viking Age An Invention Of The Romantic Era

The Scandinavian Vikings – in contemporary sources known as â€Å"Northmen,† â€Å"heathens,† or â€Å"foreigners† – are imagined as rough, wild and unkempt men in horned helmets, plundering, pillaging and raping in early medieval Europe (Somerville McDonald 2014; xv). However, this image of a wild, barbarian nation which is popular in modern fiction, TV-shows and movies, is far from true. The horned helmets are an invention of the Romantic era in the nineteenth century and the Vikings were more than raiders and were renowned merchants, seaman, explorers, mercenaries and poets (Somerville McDonald 2014; xv-xvi). The Viking Age is considered to have begun in the late eighth century, when the Scandinavian raids in Western Europe started (Somerville †¦show more content†¦This resulted in a period of unrest. In Anglo-Saxon England, the kingdom of Mercia rose to power when two kings of stabilized kingdoms were removed and one took the power: King Offa (Keynes in McKitterick 1995; 28). So we see stabilized kingdoms and the growing power of Mercia as the kings of Wessex and Kent were removed. In the Carolingian empire, there were definitely periods of political unrest; after the conflict between Louis the Pious and his sons for example (Middleton 2015; 151). However, this period of political weakness and unrest in the Carolingian empire was not contemporary with the earliest Viking raids. The first Viking raids started by the end of the eighth century, when Charlemagne ruled the Carolingian empire and when the king of Mercia ruled a stabilized kingdom in Anglo-Saxon England: ‘The earliest recorded Viking raids were paradoxically contemporary with the existence of strong hegemonic powers in both Anglo-Saxon England (Offa’s Mercia) and continental Europe (Charlemagne’s Fra nkish Empire), (Barret 2008; 678). 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The New Testament History, Literature, And Theology By...

M. Eugene Boring An Introduction to the New Testament: History, Literature, and Theology An Introduction to the New Testament: History, Literature, and Theology by M. Eugene Boring is a book which deals with an overview of the New Testament from a historical, literature and theological perspective. As stated by the author, this book does not attempt to work through every point in methodological detail, but from a case to case intends to provide enough specifics to illustrate evidence and argument (xxv). The author argues that the book is intended for the beginning student, presupposing only serious interest in the subject matter, but no prior experience in detailed Bible study (xxv). The author also argues that his work attempts to lead the student toward an in-depth understanding and competence as an interpreter of the New Testament (xxvi). As you read the book you will notice that this is exactly what the author accomplishes in the material he presented. Throughout the book the author provides a thorough understanding of the New Testament from a historical perspective as well as literature and theology. Personally, I really enjoy the brief introduction of each of the main points the author discussed in his book. This brief, but straight to the point material, provides the reader an easy-to-understand perspective of the New Testament. There is no doubt in the reader’s mind that the author is very familiar with the social, as well as the theological mindset of the New

Salome Monologue Essay Research Paper Example For Students

Salome Monologue Essay Research Paper A monologue from the play by Oscar Wilde NOTE: This monologue is reprinted from Representative One-Act Plays by British and Irish Authors. Ed. Barrett H. Clark. Boston: Little, Brown, and Co., 1921. SALOME: I am amorous of thy body, Iokanaan! Thy body is white, like the lilies of the field that the mower hath never mowed. Thy body is white like the snows that lie on the mountains of Judaea, and come down into the valleys. The roses in the gardens of the Queen of Arabia are not so white as thy body. Neither the roses in the garden of the Queen of Arabia, the garden of spices of the Queen of Arabia, nor the feet of the dawn when they light on the leaves, nor the breast of the moon when she lies on the breast of the sea. There is nothing in this world so white as they body. Suffer me to touch thy body. Thy body is hideous. It is like the body of a leper. It is like a plastered wall, where vipers have crawled; like a plastered wall where the scorpions have made their nest. It is like a whited sepulchre, full of loathsome things. It is horrible; thy body is horrible. It is of thy hair I am enamoured, Iokanaan. Thy hair is like clusters of grapes, like the clusters of black grapes th at hang from the vine-trees of Edom in the land of the Edomites. Thy hair is like the cedars of Lebanon, like the great cedars of Lebanon that give their shade to the lions and to the robbers who would hide them by day. The long black nights, when the moon hides her face, when the stars are afraid, are not so black as thy hair. The silence that dwells in the forest is not so black. There is nothing in the world that is so black as thy hair. Suffer me to touch thy hair. Thy hair is horrible. It is covered with mire and dust. It is like a crown of thorns placed on thy head. It is like a knot of serpents coiled round thy neck. I love not thy hair. It is thy mouth that I desire, Iokanaan. Thy mouth is like a band of scarlet on a tower of ivory. It is like a pomegranate cut in twain with a knife of ivory. The pomegranate flowers that blossom in the gardens of Tyre, and are redder than roses, are not so red. The red blasts of trumpets that herald the approach of kings, and make afraid the enemy, are not so red. Thy mouth is redder than the feet of those who tread the wine in the wine-press. It is redder than the feet of the doves who inhabit the temples and are fed by the priests. It is redder than the feet of him who cometh from a forest where he hath slain a lion, and seen gilded tigers. Thy mouth is like a branch of coral that fishers have found in the twilight of the sea, the coral that they keep for the kings! It is like the vermilion that the Moabites find in the mines of Moab, the vermilion that the kings take from them. It is like the bow of the King of the Persians, that is tainted with vermilion, and is tipped with coral. There is nothing in the world so red as thy mouth. Suffer me to kiss thy mouth. I will kiss thy mouth, Iokanaan. I will kiss thy mouth.

Effect of Psychological Contract Violation on Organisational Commitment in India

Introduction Employees are very important in the normal running of organisations. According to Adetule (2011, p. 94), employees are the wheels upon which an organisation runs towards its goals and objectives. Many organisations that have achieved massive success realised the importance of employees. The management must ensure that there is satisfaction of all the employees, from the middle managers to the junior most workers.Advertising We will write a custom essay sample on Effect of Psychological Contract Violation on Organisational Commitment in India specifically for you for only $16.05 $11/page Learn More Motivated employees tend to deliver better results than those who work under frustrations. When hiring an employee, there is always a psychological contract that is signed between the employer and the employee. Shahnawaz and Goswami (2011, p. 210) defines psychological contract as â€Å"An individual’s beliefs regarding the terms and condit ions of a reciprocal exchange agreement between that focal person and another party.† The employer would have some expectations that should be met by the employee. The employee would also have some expectation about the benefits to be offered by the firm, and the kind of tasks that will be assigned. The main problem with this psychological contract is that it is rarely spoken about in a formal setting. In some occasions, these expectations are met in one way or the other. In other occasions, the expectations are not met at all. Failure to meet these expectations would constitute a violation of the psychological contract. Adetule (2011, p. 73) defines psychological contract violation as â€Å"The emotional or affective state that may result from the perception of psychological contract breach.† On the other hand, Shahnawaz and Goswami (2011, p. 211) defines psychological contract violation as â€Å"The feelings of anger, injustice, resentment and distrust that arise fro m the realisation that an organisation has not honoured the psychological contract.† This research paper will analyze the effect of psychological contract violation on organisational commitment, trust and turnover intention in public and private sector organisations in India. Critical Review of the Article This article has given a detailed insight into the role of psychological contract in boosting employees’ performance. According to McGregor’s Theory X, human being fear work naturally, and would always seize any opportunity available to avoid some of the tasks that they are fully aware they should undertake. For this reason, the management must always subject them to strict supervision in order to avoid any form of laziness within the organisation. However, McGregor was also conscious of the self-driven people who were always focused on achieving good results even without supervision. He therefore, developed Theory Y which holds that people always have the inte ntion of working hard, and with minimal motivation, they can deliver good results without any strict supervision.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The two cases can possibly occur within different organisations depending on the perception of the employees. It is very rare for an employee to get into an organisation with a culture of team spirit and commitment amongst all employees and apply contrary. As Shahnawaz and Goswami (2011, p. 211) say, if such a lazy employee finds that the culture of this organisation do not tolerate this laziness, he or she will have the option of quitting the firm or joining others in their organisational culture. This article observes that when an employee is hired, he or she will develop a psychological contract with the firm and the management on various issues. Some of these issues may include the salaries to be earned, and its possible adjust ment as time goes by based on the output of the employee. Others may not be discussed in a formal setting during the process of signing a contract such as organisational culture and team spirit amongst the employees. However, the employee would develop these expectations with the anticipation that they shall be met. Successful organisations have learnt how to manage these expectations in order to ensure that their employees remain motivated. One of the ways of managing these expectations would be to engage the new recruits in consultative forums about what they expect out of the organisation. This should be the case both in public and private sectors because the reaction of the employee in both cases would always be similar. When the employee expectations are understood, it would be possible to find a way of addressing them to be in line with the organisational culture, and to find a way of maximising the exact potential of the employees. Understanding individual employee’s e xpectation within the firm makes it possible for the management to manage them as a way of maintaining focused workforce. This research article observes that the commitment, trust and turnover of employees will always depend on the ability of the employer to respect their psychological contract. As Adetule (2011, p. 6) says, people would like to be respected. Employees like an environment where their views are given consideration. This way, they feel that they are part of the organisation. Respecting employees is one of the ways of respecting the psychological contract. It helps cement the relationship between the employer and the employee. The employee will feel committed to the organisation and this will be reflected in the turnover. They would feel obligated to give back to the firm as a way of realising a mutual benefit. Adetule (2011, p. 4) notes that successful firms- both private and public- have realised the importance of respecting their employees and giving their views ser ious consideration. This helps in eliminating the perception that they are just employees who will one day leave the firm when the terms of service ends. In its place, it develops the feeling that employees are part of the organisation that forms its future. When the employees are made to feel that their future is tied together with the future of the firm they work for, they tend to be committed, a fact that promotes their output within the organisation.Advertising We will write a custom essay sample on Effect of Psychological Contract Violation on Organisational Commitment in India specifically for you for only $16.05 $11/page Learn More Any form of disrespect from the management or any employee in authority is always reflected as a breach of this contract. When employees feel that there is some form of breach of the contract, they would develop withdrawal symptoms. The feeling that they are not part of the organisation sets in, and their commitment to the firm wanes away. This would result into a massive drop of their output, a fact that would be reflected in the dismal performance of the firm. According to this article, it is very challenging to meet the psychological expectations of employees. Firms have started embracing downsizing and rightsizing as a way of improving their output. According to Shahnawaz and Goswami (2011, p. 217), one of the factors that have devastating effect on the morale of the employees is the act of retrenchment. It is a fact that many would expect that after retrenchment, those who remain within the organisation would be expected to be happy, not just because of their luck, but also because it is a sign that the organisation recognises them as pillars that cannot be eliminated. However, this is not always the case. The employees who remain after others have been retrenched always develop a sense of insecurity. They feel that the way psychological contract of their peers were violated, so shall theirs ’ be after some time. This alone, will make them feel that the management has betrayed them. They will feel that their psychological contract with the firm has already been violated. The effect would always manifest itself almost immediately. Employees would focus more on issues that would protect their future than those that are meant to bring success to the firm. They will develop a feeling that their future is not tied with that of the firm, and therefore, any futuristic benefit to the firm would not be shared with them. This makes them develop a negative perception about their assigned tasks. A lot of their efforts will be taken in looking for alternative jobs that have a sense of security. This happens in both public and private sectors within the environmental context that this research was conducted. Organisational trust is one of the factors that have been associated with positive output of employees. Shahnawaz and Goswami (2011, p. 214) defines trust in the organisat ion as â€Å"The evaluation of an organisation’s trustworthiness as perceived by the employee.† Employees should develop trust with the organisation they are working for, especially the management. In India, and many other developing nations, there has been a lot of confrontation between employers- in both the public and private sectors- and the employees in the organisations. One of the factors that have been associated with this confrontation according to Adetule (2011, p. 112), has been due to unfulfilled promises.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organisation can make a promise, out of collective bargain, that it will make a given payment to its employees at a given period. It is the responsibility of that organisation to ensure that such promises are met in order to build trust between the employer and the employees. It is natural that there might a case where the promise made may not be fully met within the originally set period. It would be appropriate to ensure that such information is communicated to the relevant people within the right time. The reason given should be valid, and the management should not forget to emphasise on the fact that it is still committed to its promise. It may be necessary to give a date when the promise would be met. This will help maintain trust that exists between the employer and the employee. According to Adetule (2011, p. 215), the top management is the agent of the owners, and when they make promises to employees, they always believe that the promise is made by the firm itself. These promises made at individual levels should also be fulfilled to ensure that the individual develops trust with the firm at a personal level. It may appear that fulfilling these promises can be a very expensive process. However, it goes a long way in building a strong trust between the employer and the employee. One factor that the management should keep in mind is that promises should be as minimal as possible. The management should try to avoid making promises that may not be fulfilled because it may lead to a lot of problems in the future. Psychological contract violation was also considered to be closely related to employee turnover within an organisation. According to Adetule (2011, p. 53), it is important to understand the difference between intention to turnover and the actual turnover. The intention to turnover refers to the resolve that an employee has to quit his or her current job. This drive may make an employee develop some justification that would make him or her quit th e current company to look for other employers. The intention to turnover would lead to actual turnover. The intention to turnover is always affected by the perception of the employees towards the employer. When the employee feels that the employer is not caring for him or her, the intention to turnover would exist. The drive to deliver good results would go down, and this would lead to low actual turnover. When the employee feels that the psychological contract that existed between him or her and the employer is violated, the intention to turnover would be very high. This will affect the overall performance of such an employee, a fact that reflects the intention to quit the current employment. Implications of Shahnawaz and Goswami’s Findings The findings of Shahnawaz and Goswami have a clear message to the employers about effective management of employees and how this affects their commitment to the employing organisation. This article clearly states that employees are very i mportant assets within an organisation. However, unlike other assets, employees are human beings with feelings and emotions which have direct impact on their output. When an employee is hired, he or she will develop a psychological contract with the employer. In some cases, the psychological contract would be based on the formal agreements that the management has made with the employee when signing the contract. In other cases, the psychological contract would be based on some personal feelings and expectations of the employee based on various environmental issues. From this article, it is important that the management understands this psychological contract in order to maintain a pool of motivated employees. Employees’ commitment will always be influenced by the ability of the employer to respect this psychological contract. This article clearly indicates that when the management breaches the psychological contract that exists between it and the employees, then it would not be possible for the firm to achieve its strategic goals with the same employees. According to Adetule (2011, p. 97), many unsuccessful organisations have failed to appreciate the importance of respecting employees. This is particularly common in the public sectors where those trusted with the management do not feel that they own the organisation. Instead of employing transformational leadership approach that would ensure the rights of employees are respected and their views taken into consideration, some managers still use the dictatorial management approach where their statements are supposed to be respected without any challenge. This may be in contravention of the rights of employees. Such management practices would constitute the psychological contract violation. When this happens, Shahnawaz and Goswami (2011, p. 213) say that employee’s output will drop, leading to a lower output of the organisation. When the employees feel that they are not respected, their commitment t o the firm fades away. They develop the feeling that if the management is not committed to their rights, then it is unnecessary for them to remain committed to the firm. They would start treating various issues and assignments casually. Their intention to turnover increases because of lack of commitment. They feel that they are not obliged to give a positive output to the firm. This is particularly dangerous in a work setting where the output of a firm directly depends on the attitude with which, employees approach their work. According to Shahnawaz and Goswami (2011, p. 212), there are some work settings that are more sensitive to the attitude of employees than others. For instance, a hotel that operates with a team of disillusioned employees is more likely to have an instant negative impact on its overall performance. When customers visit the facility only to be met by gloomy employees who feel that they are not obligated to deliver good results, then it becomes almost impossible to satisfy such customers. Some of the customers may ignore such cold receptions, but others would leave such facilities even before they can be given any service. This article also emphasises on the relevance of managing employees’ expectations. The two scholars realised that managing expectations of the employees is one of the ways of keeping them constantly motivated within the firm. Different employees will have different expectations when they are hired. Some of these expectations can be met by the firm within the time they shall be working in the firm, while others may not easily be achieved because of various reasons. These expectations would constitute factors that would define the psychological contract that an employee develops with the firm. Adetule (2011, p. 74) says that it is important to ensure that all the expectations of the employee are addressed before they are hired. This can only be possible by engaging them in a consultative forum where they will be expe cted to share their expectation with the employing authority. The employer is required to evaluate the expectations with the view of addressing them before hiring the individual. The management should be clear to the employees about the needs that can be met, and those that are beyond the capacity of the firm. This makes the employee re-evaluate the psychological contract to make it fit within the environment that has just been explained. This will avoid cases where employees harbour some expectations that may appear wild to the management. This means that when they accept the job, they will be accepting the terms offered by the management. They will feel obligated to the firm even when their initial expectations are not met because they were informed before their deployment. Conclusion Employees form a very important part of an organisation. They are the policy implementers whose activities are expected to make a firm succeed in the market. Public and private organisations have the obligation of maintaining high levels of motivation among their employees. From the discussion above, it is clear that a team of motivated employees can be very important in helping a firm achieve its operational and strategic goals. This motivation largely depends on the way employees feel that they are treated within the organisation. If they feel respected, then they will be committed to the firm, and this will motivate them to deliver good results. The employer must therefore, maintain respect with the employees. List of References Adetule, J 2011, Handbook on management theories, Author House, Bloomington. Shahnawaz, M Goswami, 2011, Effect of Psychological Contract Violation on Organisational Commitment, Trust and Turnover Intention in Private and Public Sector Indian Organisations. Vision, vol. 15. no. 3, pp. 209–217. This essay on Effect of Psychological Contract Violation on Organisational Commitment in India was written and submitted by user Brodie J. 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.

Lajom, John Froilan C. Oral Communication Essays - Cultural Studies

Lajom, John Froilan C. Oral Communication Essays - Cultural Studies Lajom, John Froilan C. Oral Communication S11-08 How is intercultural communication exhibited in the film? Cite two scenes to support your answer. As we know intercultural communication is communication between at least two people from different culture. From the time Anna somewhat unfortunately landed to Wales and started to be with the Irish people, intercultural communication was display. One scene that exhibits this kind of communication is when she talked to Declan and the elders about her planned proposal to his boyfriend and how and when Declan and Anna will be able to go to Dublin. The elders are trying to say the day that is not advisable to travel and Anna, being new to the town just pretend to listen which is not good to intercultural communication. Another scene is the first parts of the journey of Declan and Anna to Dublin when they find that the herd of cows has blocked the road, Declan instantly sits down and wait while Anna attempted to get the cows to move. Nonverbally intercultural communication was not exhibited very well because they don't connect a channel to communicate; Declan is carefree while Anna is al ways in a hurry. Also Declan switch to his own language while talking to Anna by saying Bob which means money this is not right for intercultural communication. Describe how Anna communicated with the Irish people. Anna is not really an effective communicator with the Irish people. It seems like she doesn't know how to interact intercultural because she interfere what Irish people are and their cultural dimensions. It's not that she is not polite when approaching them, but she gave them not-so-good impression. She is bland and sound like always in a hurry and unwilling to defer gratification. She always follows her "strict time schedule". That is only at the first parts of the film because as the story goes, she started to go along with the polychromic environment of the Irish people. Maybe she's just not that used to the carefree spirit of Irish people, especially Declan, making a difference in the message she is trying to convey. Identify the effective communication skills (i.e.. eye contact visible mouth, body language, silence, checking for understanding, smiling face, summarizing what has been said, encouragement to continue, some questions) applied by a character in the movie. Justify your answer. Although not one of the main characters the wife of the train station employee shows effective communication skills to Anna and Declan. When talking she speaks while looking at the person's eyes and speaks clearly. She smiles frequently (and appropriately) giving the two visitors a warm feeling and welcome. She also listens whenever any of the two speaking like for example, when Declan was taking a shower. She also shows her authenticity by being real to the two like when she shows the two how to kiss their loved ones. Also, she asked questions to continue the conversation and make it more pleasing. All in all she communicates with them despite difference in culture and perspective.

Strategic Management Essay Example | Topics and Well Written Essays - 2500 words

Strategic Management - Essay Example A group of companies that can successfully construct core competencies via its value chain functions to promote competitive advantages and then those capabilities may lead to synergies of that corporation.  Virgin is a motley collection of over 200 separate companies within main business lines- travel, lifestyle, media & mobile, music, and money. The whole virgin group covers the businesses ranged from airlines to bridal stores. There are only two things common to the diverse range of whole Virgin enterprises: Richard Branson as the founder and CEO of the group, all business units are under the brand name, Virgo. There is no parent company for the whole group and Mr. Branson once said each of the small companies are separate and has to stand on its own. Virgin group pursues Japanese keiretsu in addition to brand franchising strategy. Virgin member companies used to share a similar identity but possess their own independent operations.  Virgin pursues an unrelated diversification strategy with many product lines. Most companies diversify their business for the survival of their company, the extension of distinctive competencies to new businesses or in search of new competencies. Whenever Virgin diversifies its businesses, it is attached with the purpose of to make things better for the customers in the intended new industry. Diversification is known as the riskiest of the four strategies of the Growth.  Matrix: Market penetration, Product development, Market development, Diversification. It is said because diversification strategy needs to find many new competencies for a corporation such as new techniques, skills, etc. Thus, only a corporation that possesses some synergies to adapt well to the inexperienced field. After doing thorough research and appraisals for the next line of business concerning industry analysis and customer point of views, Virgin used to enter into that industry to create its brand name and excellent customer values and services.