Use OptionParser to Parse Commands in Ruby

In the article discussing OptionParsers features we discussed some of the reasons that make using OptionParser in Ruby preferable to looking through ARGV manually to parse commands by hand. Now its time to get down to learning how to use OptionParser and its features. The following boilerplate code will be used for all the examples in this tutorial. To try any of the examples, simply put the examples opts.on block next to the TODO comment. Running the program will print the state of the options has and ARGV, allowing you to examine the effects of your switches. #!/usr/bin/env rubyrequire optparserequire pp# This hash will hold all of the options# parsed from the command-line by# OptionParser.options {}optparse OptionParser.new do|opts|# TODO: Put command-line options here# This displays the help screen, all programs are# assumed to have this option.opts.on( -h, --help, Display this screen ) doputs optsexitendend# Parse the command-line. Remember there are two forms# of the parse method. The parse method simply parses# ARGV, while the parse! method parses ARGV and removes# any options found there, as well as any parameters for# the options. Whats left is the list of files to resize.optparse.parse!pp Options:, optionspp ARGV:, ARGV Simple Switch A simple switch is an argument with no optional forms or no parameters. The effect will be to simply set a flag in the options hash. No other parameters will be passed to the on method. options[:simple] falseopts.on( -s, --simple, Simple argument ) dooptions[:simple] trueend Switch with Mandatory Parameter Switches that take a parameter only need to state the parameter name in the long form of the switch. For example, -f, --file FILE means the -f or --file switch takes a single parameter called FILE, and this parameter is mandatory. You cannot use either -f or --file without also passing it a parameter. options[:mand] opts.on( -m, --mandatory FILE, Mandatory argument ) do|f|options[:mand] fend Switch with Optional Parameter Switch parameters dont have to be mandatory, they can be optional. To declare a switch parameter optional, place its name in brackets in the switch description. For example, --logfile [FILE] means the FILE parameter is optional. If not supplied, the program will assume a sane default, such as a file called log.txt. In the example, the idiom a b || c is used. This is just shorthand for a b, but if b is false or nil, a c. options[:opt] falseopts.on( -o, --optional [OPT], Optional argument ) do|f|options[:opt] f || nothingend Automatically Convert to Float OptionParser can automatically convert argument to some types. One of these types is Float. To automatically convert your arguments to a switch to Float, pass Float to the on method after your switch description strings. Automatic conversions are handy. Not only do they save you the step of converting the string to the desired type, but also check the format for you and will throw an exception if it is formatted incorrectly. options[:float] 0.0opts.on( -f, --float NUM, Float, Convert to float ) do|f|options[:float] fend Some other types that OptionParser can convert to automatically include Time and Integer. Lists of Arguments Arguments can be interpreted as lists. This can be seen as converting to an array, as you converted to Float. While your option string can define the parameter to be called a,b,c, OptionParser will blindly allow any number of elements in the list. So, if you need a specific number of elements, be sure to check the array length yourself. options[:list] []opts.on( -l, --list a,b,c, Array, List of parameters ) do|l|options[:list] lend Set of Arguments Sometimes it makes sense to restrict arguments to a switch to a few choices. For example, the following switch will only take a single mandatory parameter, and the parameter must be one of yes, no or maybe. If the parameter is anything else at all, an exception will be thrown. To do this, pass a list of acceptable parameters as symbols after the switch description strings. options[:set] :yesopts.on( -s, --set OPT, [:yes, :no, :maybe], Parameters from a set ) do|s|options[:set] send Negated Forms Switches can have a negated form. The switch --negated can have one that does the opposite effect, called --no-negated. To describe this in the switch description string, place the alternative portion in brackets: --[no-]negated. If the first form is encountered, true will be passed to the block, and false will be blocked if the second form is encountered. options[:neg] falseopts.on( -n, --[no-]negated, Negated forms ) do|n|options[:neg] nend

Essay on Love In A Midsummer Night’s Dream - 524 Words

True love’s path is paved with every step. Through the assistance of fanciful elements as well as characters Puck and Oberon, the true message of love in William Shakespeare’s A Midsummer Night’s Dream is revealed. The four lovers know the direction in which their hearts are inclined to turn, but when the love potion is administered, the bounds of their rectangle are thrashed without knowledge or consent. The rapid shifts in affection between the play’s â€Å"four lovers† is representative of the idea that love isn’t a conscious choice, but a cruel game in which we are the figurines, being controlled by whomever the player may be, relating the characters’ karmic fates. In the beginning Helena vouches to be madly in love with Demetrius†¦show more content†¦Yet after being influenced by the love potion, Demetrius completely reverses the stand he so fervently took. He then begins to refer to the once revolting Helena as being... â€Å" [†¦] godess, nymph, perfect, divine!† (III.ii. 137). Could this alteration in devotion be a metaphorical transference by Shakespeare of what we presently refer to as karma? Hermia, originally the Apple of all Athens’ eye, put on an impossible pedestal by both Lysander and Demetrius, seems to trade social standings with the outcast Helena. It seems that Hermia doesn’t fully appreciate the quality of her state. She complains that her father will not allow her to merry her true love Lysander, and pawns her off to the inadequate Demetrius. Never can she accept the flattery of Demetrius’ unrequited love which her best friend would do anything to sincerely receive. Instead she revels in wonderment: â€Å"The more I [Hermia] hate, the more he [Demetrius] follows me† (I.i.198). Her unhappiness is far heightened when her two followers are given the love potion, turning them against her and beckoning to Helena. The cruel swap of fates lets the tw o female characters feel as though in the others’ shoes. It’s Hermia’s karma for being ungrateful at the attention bestowed upon her all these years that leads her to this harsh lesson. When all is said and done, the potion is reversed, seeming only as an unsettling dream to all but Demetrius who (perhaps as a consolation prize for Helena)Show MoreRelatedLove in A Midsummer Night’s Dream1043 Words   |  5 PagesLove in A Midsummer Night’s Dream Throughout the events which unfold in A Midsummer Night’s Dream, Shakespeare delivers several messages on love. Through this play, one of the significant ideas he suggests is that love is blind, often defying logic and overriding other emotions and priorities. Helena loves Demetrius unconditionally and pursues him despite knowing that he loathes her; conflict arises between Helena and Hermia, childhood best friends, over Demetrius and Lysander; and becauseRead MoreA Midsummer Nights Dream- Love1141 Words   |  5 Pages In the play, A Midsummer Night’s Dream, written by William Shakespeare, a literary technique known as â€Å"doubling† is used to convey entertainment, mystery and reality as the story line for Lysander and Demetrius, Helena and Hermia, Oberon and Theseus, and Titania and Hippolyta. †Doubling† shows indistinguishable personalities of each character but completely contrapositive background stories and actions. 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I will cover the following three types of love found in the play, forced love, romantic love, and parental love. In the play Shakespeare actually tries to show the audience just how fickle love can be and even goes out of his way to poke fun at those who cannot let go of the love that they feel for another person. Another concept that ShakespeareRead MoreTheme Of Love In A Midsummer Nights Dream704 Words   |  3 PagesShakespeare’s A Midsummer Night’s Dream central theme of love A common theme in literature is love. Love can take hold in an instant and can make you do things you never would have done otherwise. Love appears in several different ways in Shakespeare’s A Midsummer Night’s Dream. Hermia and Lysander show true love, while Helena demonstrates unrequited love. Titania and Bottom presents us with magic love. In the play, love is also the cause of a few broken hearts. While there is no one common definitionRead MoreMidsummer Night’s Dream: The Power of Love1260 Words   |  6 Pages Love is a powerful emotion, capable of turning reasonable people into fools. Out of love, ridiculous emotions arise, like jealousy and desperation. Love can shield us from the truth, narrowing a perspective to solely what the lover wants to see. Though beautiful and inspiring when requited, a love unreturned can be devastating and maddening. In his play, A Midsummer Night’s Dream, William Shakespeare comically explores the flaw s and suffering of lovers. Four young Athenians: DemetriusRead MoreThe Theme Of Love In A Midsummer Nights Dream755 Words   |  4 Pageshaving a cheerful ending. A Midsummer Night’s Dream is a comedy with a theme of love’s difficulties. Articulating the theme, Lysander, one of the main characters, states, â€Å"The course of true love never did run smooth,† (I.i.134). Female characters of the play, Hermia, Helena, Hippolyta, and Titania, have a significant role in the delivery of the theme of love’s difficulties. Hermia, the â€Å"disobedient† daughter of Egeus, has much in common with today’s females. She let love and the potential of happinessRead MoreTheme Of Love Gone Love And A Midsummer Nights Dream1892 Words   |  8 PagesLiterature Theme Comparison Love is a popular theme in a multitude of literature pieces throughout the times. Forbidden love seems nearly as popular as does love gone wrong and unconditional love. Two tales that contain the theme of forbidden love, the theme of love gone wrong, and the theme of unconditional love are: William Shakespeare’s A Midsummer Night’s Dream and Fay Weldon’s â€Å"IND AFF or Out of Love in Sarajevo.† Though these stories were both written many years apart, they have a commonalityRead MoreDifferent Types of Love in Midsummer Night’s Dream1508 Words   |  7 PagesTypes of Love in Midsummer Night’s Dream Love and lovers, both can be described as many different things. William Shakespeare shows us this in his play, A Midsummer Night’s Dream. In this play we see all types of love, from passionate love to foolish love. Along with this we also see different types of lovers and pairs. Examples of these lovers come from pairs like, Hermia and Lysander, Demetrius and Helena, Titana and Bottom, and Oberon and Titana. 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Their Effect On Organizational Performance - Myassignmenthelp.Com

Question: Discuss about the Their Effect On Organizational Performance. Answer: Introduction Organizational development has important features that will increase sustainability on the basis of effectiveness. The managers and the organizations are willing to get engaged in employees commitment which will improve their productivity. It is the duty of the employees to understand the organizational culture and to assist other employees or co-workers in the organization. Moreover, it is the responsibility of the management to maintain a healthy learning environment in the organization. One of the most important ideology that explains the interest of organizational culture is that it leads to increase in organizational performance. This performance comprises the actual production and outcomes of the organization (Naranjo-Valencia, Jimnez-Jimnez Sanz-Valle, 2016). There is no such single measure that will provide a performance target and thus the managers will have to choose the operational as well as financial performance. The idea that is associated with organizational performanc e is associated with success and endurance in the organization. The dimensions in the balance scorecard such as financial perspectives, customer perspective, learning perspective, internal and business perspectives. Balance scorecard is regarded as a one of the most critical and vital tool that provides a proper framework to ensure that culture and strategy in an organization is translated into a set of rational performance in the organization. It can be said that the performance measurement system in an organization will assist in enhancing organizational culture and also help in achieving the goals and objectives in a proper way (Nielsen George Hrivnak, 2018). This paper will discuss how culture plays an important role in the organization. The paper will also highlight the theories of organizational culture in the workplace. Interrelationship between organizational culture and performance in oil and gas industry The culture of an organization is based on such systems that will help to define how the employees will take important decisions in the organization. The culture can be regarded as a combination of values, beliefs and assumptions that will be beneficial to carry out business. There are four important functions of organizational culture such as enhancing the commitment, provision of sense of identity, strengthening the organizational values and then shaping the behavior through different types of control mechanism. The performance indicators involve the behaviors and results that will be involved in the leadership and management development in an organization. The performance in an organization is defined as the basic return for instillation of strong culture in an organization (Chatman, Caldwell, O'Reilly Doerr, 2016). It can be said that organizational culture has the capacity and ability to increase awareness about organizational performance and problem solving. When organizationa l culture becomes incompatible with the dynamic and varied expectations of internal as well as external stakeholders in the organization. The culture and performance of the individuals in an organization are associated with each other and thus there relationship is considered to be miscellaneous in the organization. The impact of organizational culture on the behavior and performance are based on certain basic ideas such as having proper knowledge of the organizational culture and understanding the history and functioning of the oil and gas organization. Moreover, it can be said that organizational culture raises the devotion in the philosophy and values of the organization. The commitment helps in the creation of shared values that will help in achieving the goals of organization (Bergh, Ringstad, Leka Zwetsloot, 2014). The organizational culture with its norms has control mechanism so that it will help to direct the behaviours and thus stay away from unfavourable behavior in the organization. It will also help in selection, recruitment and retention of the employees whose values will match with the other organizational values. This type of culture will be linked directly to performance and greater efficiency than the other. The dominant culture in an oil and gas organization will depend on an environment in which the company will operate and thus help in fulfilling the organizational objectives (George, Siti-Nabiha, Jalaludin Abdalla, 2016). The bureaucratic and well structured organization will follow such a culture that will have extensive control. The employees will follow the standard procedures with adherence to proper individual roles and hierarchy in an organization. In certain cases, sales may also forgo strict hierarchy and thus follow a competitive culture in maintaining strong relations hip with the third party or other external parties. The major instance in this case is to attain such a strategy where competitive advantage will play a stronger role over competition (Acar Acar, 2014). Advantages of organizational culture in oil and gas industry Strong corporate culture also has certain advantages and it indicates that the employees will have similar thoughts and opinions. Moreover, they will also hold similar ethical values and when this values align with the business objectives in an organization, it will be more effective in team building which will help in building rapport with the co-workers in the organization. It can be said that strong corporate culture will also help to ease the roles and responsibilities associated with communication of the individuals in an organization. The employees must expect and know what to do and how the management will handle them and assess their performance in the organization (Griffin et al., 2014). It can be said that organizational culture also has varying impact on the motivation as well as performance level of the employees. The workers in an organization work harder so that they can achieve the organizational goals and thus consider themselves to be a part of corporate culture. For example, in certain cases, the organization has to arrange reserved talk with the employees so that they can maintain organizational culture and thus it will facilitate the employees to work in co-ordination with the employers (Hannevik et al., 2014). Organizational culture and employee performance The organization must also structure their own recruitment process to engage and attract incumbents with the same trust and belief. It will ensure assimilation of employees in the organization and thus strengthen organizational culture. In certain cases, it has been found the corporate culture aligns with the performance managements system. If the culture and management are not aligned, it will redirect to the behavior of the employees which will result in the achievement of organizational goals. There are various definitions of organizational culture that are proposed by different researchers over the passage of time. Organizational culture is defined as the pattern of basic assumptions (Hartnell et al., 2016). The basic premises and the problems that are related to external adaptation and integration in the organization. In certain cases, organizational culture tends to be a series of certain assumptions which will lead to action and interpretation in the organization by highlighti ng the behavior for different positions. It also includes adaptability, mission, consistency and involvement in the organization. Moreover, organizational development can also be regarded as the most important variable that has been studied from decades. It has been defined as the relative degree in recognition with the company and involvement with it. The major benefit of organizational culture in the oil and gas company is to form a supply chain so that it will help to understand the behavior of the employees and the working conditions of the employees. It will also help in achieving the overall objectives and thus attract new employees in the organization (Ocasio, 2018). Nature of organizational culture in oil and gas company The globalized nature of competitiveness in the oil and gas market is putting more pressure on the organizations that are operating in these industries and thus it will help to develop organizational structure and culture. The cultural aspect of collaboration and trust will contribute positively to the oil and gas company and thus respond to the customers needs, environmental changes and growth. It will also help the employees to improve their performance in terms of quality of services and products. It can be said that cultural aspects can facilitate performance in the oil and gas companies by developing suitable workplace for the employees to share their knowledge with the other employees. Decentralization within the oil and gas company will also enable to identify the changes in the external environment and then adopt these changes accordingly. The frequent pace of change has put a premium ability to adapt quickly to the changing conditions in the oil and gas industry. The compani es must tend to make a tradeoff between stability and dynamism and this will help the organization to handle both these factors at the same time. The oil and gas company must control the in-house and the supply chain relationships and it will resemble the corporate culture in the organization. These developments are considered as part of the market and cost pressures that will lead to unsustainable operators and thus find cheaper ways of working (Valmohammadi Roshanzamir, 2015). The digital technologies are deployed in the core upstream operations and thus it disrupts the business model. The oil and the gas companies must take a close look at the value drivers and thus it will help in the creation of entry points along the value chain in the organization. Thus, it can be said that organizational culture can be regarded as shared mental assumptions and thus it leads to interpretation and action in the organization.. It is essential that an oil and gas company has a supportive couture and maintain good relationship among various factors such as job aid, promotional opportunities, effective feedback and others. Such type of culture is beneficial for oil industries as it reduces rate of absenteeism among the employees. Such type of culture is important for an oil industry because they require large amount of staffs to work in different department and a good friendly culture will allow them to work together and give good production (Ogunyemi et al., 2015). Moreov er, keeping a supportive culture within the organization will help the employees in the oil company to use sophisticated and complex technology easily as seniors will always be ready to help the juniors. Importance of organizational culture is increasing in oil and gas industry due to increasing globalization and competitive nature of the market. Thus, a better organizational culture is a best way a company can encourage its employees to improve performance and solve critical technologies by itself. Results/Findings Organizational culture affects various companies in various ways. This highly depends on the type of business one is conducting and different variables of the business. One such company is Oil and Gas Company that has various types of cultures within their organization that affects different aspects of the business in a great way. One of the important variables that are affected due to differences in organizational culture is employees performance. Having varied culture within an organization may affect the performance of the employee in a great way (Hiatt, Grandy Lee., 2015). Oil and gas industry also faces cultural challenges over the years in maintaining good culture in their environment and benefitting the employees. Oil and gas industry is facing huge challenges as it is getting reduced amount of oil reservoirs, which is enabling them to give proper opportunities to its employees. On the other hand, lack of oil availability is making its difficult for the oil companies to maint ain good relation with other companies, which is putting their culture at stake. However, the employees also face a lot of difficulty in communicating with the stakeholders at the time of crisis, which put the organizational culture at stake (Dupuis, 2018). Recommendations The work environment and the complexities in the oil and gas industry has increased the difficulty of setting equal standards in the industry. The following recommendations may be beneficial for improving the work culture and organizational performance in the oil and gas industry. The industry leaders can work towards cultural change by promotion of collaboration with the other regulatory groups for safety among the workers and contractors There must be safety and environmental standard in the organization that will help in the preparation of incident report and data to the public in a timely manner. Less emphasis must be given on formalization and thus it will provide the experts to handle their work operations that will lead to higher job satisfaction in the oil and gas company (Dupuis, 2018). Conclusion From the above analysis, it can be deduced that organizational culture has huge impact on various aspects of the business and its employees. It has been seen that the culture in an organization has both negative and positive impact on the organization. It is a factor that helps in determining the performance of the employee to a large extent. Further, it can be stated that the organizational culture has a lot of impact on the effectiveness of the business in a great extent. Such impact of organizational culture on organizational and employee performance has been largely visible in oil and gas industry as the employees have to be supportive in order to use sophisticated technologies in the reservoirs. Reference Acar, A., Acar, P. (2014). Organizational culture types and their effects on organizational performance in Turkish hospitals.Emerging Markets Journal,3(3), 18. DOI 10.5195/emaj.2014.47 Bergh, L. I. V., Ringstad, A. J., Leka, S., Zwetsloot, G. I. (2014). Psychosocial risks and hydrocarbon leaks: an exploration of their relationship in the Norwegian oil and gas industry.Journal of Cleaner Production,84, 824-830.doi.org/10.1016/j.jclepro.2013.09.040. Chatman, J. A., Caldwell, D. F., O'Reilly, C. A., Doerr, B. (2014). Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in high?technology firms.Journal of Organizational Behavior,35(6), 785-808. DOI: 10.1177/1059601114550713. Dupuis, J. (2018).International Encyclopedia of Organization Studies(pp. 1036-1040). Sage Publication. George, R. A., Siti-Nabiha, A. K., Jalaludin, D., Abdalla, Y. A. (2016). Barriers to and enablers of sustainability integration in the performance management systems of an oil and gas company.Journal of Cleaner Production,136, 197-212. doi.org/10.1016/j.jclepro.2016.01.097. Griffin, M. A., Hodkiewicz, M. R., Dunster, J., Kanse, L., Parkes, K. R., Finnerty, D., ...Unsworth, K. L. (2014). A conceptual framework and practical guide for assessing fitness-to-operate in the offshore oil and gas industry.Accident Analysis Prevention,68, 156-171. doi.org/10.1016/j.aap.2013.12.005. Hannevik, M. B., Lone, J. A., Bjrklund, R., Bjrkli, C. A., Hoff, T. (2014). Organizational climate in large-scale projects in the oil and gas industry: A competing values perspective.International Journal of Project Management,32(4), 687-697. doi.org/10.1016/j.ijproman.2013.08.006. Hartnell, C. A., Kinicki, A. J., Lambert, L. S., Fugate, M., Doyle Corner, P. (2016). Do similarities or differences between CEO leadership and organizational culture have a more positive effect on firm performance? A test of competing predictions.Journal of Applied Psychology,101(6), 846. doi.org/10.1037/apl0000083 Hiatt, S. R., Grandy, J. B., Lee, B. H. (2015). Organizational responses to public and private politics: An analysis of climate change activists and US oil and gas firms.Organization Science,26(6), 1769-1786.doi.org/10.1287/orsc.2015.1008. Naranjo-Valencia, J. C., Jimnez-Jimnez, D., Sanz-Valle, R. (2016). Studying the links between organizational culture, innovation, and performance in Spanish companies.RevistaLatinoamericana de Psicologa,48(1), 30-41. doi.org/10.1016/j.rlp.2015.09.009. Ocasio,W. (2018).International Encyclopedia of Organization Studies(pp. 1021-1026). London: Sage Publisher. Ogunyemi, A. O., Akinlaja, S. O., Adesoye, E., Akindele-Oscar, A., Azeez, R. O., Omolade, M. A. (2015). Organisational Variables Effective Performance of Employees in Oil Gas Section: An Empirical Investigation.International Journal of Psychological Studies,7(1), 23. doi.org/10.5539/ijps.v7n1p23 Tjai M. Nielsen George Hrivnak Jr.(2018). International Encyclopedia of Organization Studies(pp. 336-339). London: Sage Publisher. Valmohammadi, C., Roshanzamir, S. (2015). The guidelines of improvement: Relations among organizational culture, TQM and performance.International Journal of Production Economics,164, 167-178.dx.doi.org/10.1016/j.ijpe.2014.12.028.