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Giacomo Puccini Messa Di Gloria JOSE CARRERAS PREY CD
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VERDI Hymne des Nations PUCCINI Messa di gloria
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PUCCINI Messa Di Gloria LOVAAS Hollweg IMPORT opera LP
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INBAL PUCCINI MESSA DI GLORIA LP Philips 9500 009 NM
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Puccini Messa Di Gloria CD
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Poulenc Gloria Puccini Messa di Gloria Verdi Requiem Audio CD
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PUCCINI Messa Di Gloria CORBOZ Erato STU 70980 LP
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SCARLATTI CORO ORCHESTRA DI NAPOLI Puccini Messa Di Gloria BRUNO LP 15001
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Puccini Messa di Gloria
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PUCCINI MASS MESSA DI GLORIA MICHEL CORBOZ
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MESSA DI GLORIA BY PUCCINI UGO RAPALO SCARLATTI CORO
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MESSA DI GLORIA vintage music book GIACOMO PUCCINI
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Soloists Hung Operetta Puccini Messa Di Gloria CD NEW
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GIACOMO PUCCINI LP MHS 3341 Messa Di Gloria Discounted Price
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SCIMONE PHILHARMONIA ORCHESTRA PUCCINI MESSA DI GLORIA CD NEW
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Messa Di Gloria Stabat Mater Te Deum Puccini Verdi Rathgeber Audio CD
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Bach: Caconne in D minor for Violin, Passacaglia in C minor for Organ, Great Mass in B minor, St.John and St.Mathew Passion[s], "Piano" concerto in D minor BWV1052.

Mozart: Sonata in A minor[second movement], Sonata in C minor, Fantasies in D minor and C minor, Requiem, Piano concerto No.23 [second movement].

Beethoven: Symphonies 3,5,6,7,9 , Piano Sonatas the ones with nickname and the 3 last.

Schubert: The 4 Last Piano Sonatas[particularly the second movements from Bflatmajor and Cminor], Trio No.2, Sonata Arpeggione, Fantasie for 2 pianos in F minor and Lebensturme.

Brahms: Violin Concerto, Double Concerto, Requiem, Piano Sonatas 1,2, Intermezzi, Ballades, Piano concertos. [there are to many good moments inside them to be specific]

Rachmaninoff: Piano concertos, Piano Preludes and Etudes, Symphony No.3, 2nd mov.

Shostakovich: 24 Preludes and Fugues, Cello Concerto 1, Quartet No.8

Taneyev: String Quartets

Grieg: Ballade in Gminor, Piano Concerto

these are masterpieces with tones of emotions, I forget some others.. but ok, these are good to listen.

Giacomo Puccini - Messa di Gloria 1

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The effects of social networking in the workplace

ABSTRACT

Purpose – This paper aims to examine the impact of social networking in the workplace and to assess its application as an effective business tool.

Design/methodology/approach– The paper evaluates positive perceptions of social networking in the workplace which increases employee satisfaction and employee productivity and this will undoubtedly lead to increased brand reputation for companies. This paper also studies the reasons why some organizations ban and restrict social networking in the workplace and its negative outcomes. Furthermore the link between social networking and organizational culture is estimated. The findings are expected to show the usage of social networking in a workplace which has started being applied by some organizations in most countries would benefit their business.

Keywords: Social networks, Workplace, Employee productivity and satisfaction, Business success

Paper type: Literature review

Introduction

In recent years, the Internet and specially the Web has authorized a communication revolution: the ability to send and recover information everywhere has changed the way we work and live. Social networking portals are a new movement. Social networking is based on this theory that there is a determinable construction to how people know each other, whether directly or indirectly (Rob Cross and Andrew Parker 2004).

A social networking site (SNS) connects and links people based on information gathered about them, as saved in their user profiles. These user profiles choose the way in which users are able to present themselves to others. The most significant distinguishing element between the various sites is the range of profile information that they store and can carry out operations on.

The use of social networking sites (SNS), which presented commercially about a decade ago, is now well established among the general population. By late 2008, MySpace and Facebook each had 60 million U.S. users and according to a recent Comscore estimate they have more than 100 million users each. Although some of these sites were initially directed at younger users such as college students, recently SNSs have been attracting large numbers of older audiences interested in professional networking. Use of SNSs like Facebook is also becoming more observable within organizations, especially among younger employees and recent hires that joined the site as college students.

The virtual workplace

The recent years we have witnessed an atomization and redistribution of working styles and patterns. Hotels, cafes, bars, trains, and airport terminals are becoming more and more utilized as places of work. We are now living in an information age where work is being redefined beyond traditional bounds of space and time (McGregor, 2000a).

Although technology has eased more distributed ways of working, it can also, through the use of social networking, facilitate the human needs that are essential for distributed ways of working to succeed. Technology has blurred the traditional distinctions between work environments and buildings and many businesses have increasingly adopted a virtual approach to workspace (Igbaria and Guimaraes, 1999; Kayworth and Leidner, 2000). In particular, certifying team spirit and culture is maintained no matter where you are in the world. Nowadays work can implement anywhere. So the workplace rather than being a place where people just come to work, is now increasingly becoming a chance for people to indicate personal involvement in organizational culture and to participate in the values and beliefs of the organization (Bell et al., 2008).

What makes social networking unique is that the control of online content moves from the site owner to the contributor of material to the sites. In other words, organizations that have executed social networking have experienced a shift in culture from "information gathering" to "information participation". One could compete therefore, that social networking can enable virtual workers to work more and more effectively through increased collaboration and communication as well as providing loaded of specific details and personal information about contacts which can be updated immediately, when people change jobs, departments or offices. All of these practices are easy to implement and reduced costs. But in some cases whenever workers who are mostly absent from the office for long periods of time, it becomes increasingly difficult to immerse themselves in organizational culture.

Social networking sites, however, supply chances for both formal and informal interaction and cooperation with fellow employees and clients/customers who aids knowledge transfer and communication. The sites also have different informal applications and games that members of the same organization can participate in across geographical boundaries and time zones, so that team spirit and organizational culture can be maintained. Akkirman and Harris (2005) revealed the fact of the most frequently expressed attention about virtual spaces is that old structure of social mechanics that facilitate communication are lost. During their research, they studied a company that implemented lots of social networking strategies to keep the virtual workers in the communication loop. Among these were socially engaging approaches like the e-cafe´, the virtual place where employees could be happy with chat-rooms, reading e-Bulletin Boards, posting, playing chess at lunch time and reading newspapers or magazines. However in their study, Akkirman and Harris (2005) found that companies can achieve benefits beyond enhanced productivity and cost shifting through implementing the above mentioned communication approaches. They became aware of employee satisfaction and related variables such as motivation and turnover can improve as well in other words they have direct relationship (Akkirman and Harris, 2005).

Back ground of Social Networking

The original concept of social circles was established by Georg Simmel (Rob Cross and Andrew Parker, 2004) by the 20th century. Since this first theory, the discipline has been developed to be used, for instance by modern computer technologies, to authorize social science to do huge studies on all sorts of social networks. The main purpose is to map social relations and to look for variables, which will eventually guide to a better comprehension of how relations work, information flows and organizations cooperate.

Social interaction was made in early terminal-based computers. The current period of social networking began as Internet performance increased and the Web took hold. From 1995 to 1997, ICQ and AOL Instant Messenger were released. (Meredith M. Skeels, Jonathan Grudin 2009) , use of commercial phone-based text messaging rose, text messaging web portals developed, and Classmates.com and Six Degrees appeared. Messaging brought the buddy lists and common, quasi-real-time communication that are a foundation on which social networking software builds. Mobile phone use and text-messaging also increased the consumer space, especially to young consumers. (Meredith M. Skeels, Jonathan Grudin 2009).

Although lots of newer sites with a social networking component have thrived (e.g., Flickr, YouTube, Twitter), the dominance of older sites suggests that the timing was important. From 2002-2004, Plaxo, Friendster, Reunion.com, Cyworld, LinkedIn, Hi5, Orkut, MySpace, Facebook, and Live Spaces were released or actively advanced. (Meredith M. Skeels, Jonathan Grudin 2009).

Facebook, MySpace, LinkedIn, Classmates, Reunion.com and Live Spaces were the six most active US sites in 2005. (Meredith M. Skeels, Jonathan Grudin 2009). Apparently other sites are well known somewhere else (Friendster in Asia, Cyworld in Korea, Hi5 in Spanish-speaking countries, QQ in China, Orkut in Brazil and India). These sites typically suggest some ways for users to communicate and interact with each other within sending e-mail, instant messaging, webcams, chat rooms, blogging and discussion groups file sharing. These sites typically provide a number of ways for users to interact and communicate with each other including instant messaging, chat rooms, e-mail, webcams, file sharing, blogging and discussion groups (Bell et al., 2008).

Ability of networking and maintaining contacts through work and life is one of the most essential aspects for success, but this place is one of the most overlooked areas. It is invisible, intangible work that is unaccounted for in any employee performance appraisal. Nardi et al. (2002) discuss that once contacts are in a network, they often require "care and feeding". They further highlighted that while passive contacts may be activated after surprisingly long time, many people feel the need to feed relationships. Nardi et al. (2002) revealed that employees' social networks play a significant role in the workplace, keeping that professional networking has become critical to businesses which shift to project and team related work. When social networking entered the public domain, many recognised it as an opportunity to further enhance work-based communication practices (Nardi et al., 2002).

Entrance of social network in businesses and negative outcomes

Nowadays most companies use social networking sites as a tool to extend their business. These websites a fantastic opportunity to present themselves and improve their reputation in the market through social networking., Using popular web sites such as Facebook, Mayspcae leads a small business to target an audience of hundreds without much effort for advertising. When social networking entered the public domain, many recognized it as an opportunity to further enhance work-based communication practices (Nardi et al., 2002).

Social networking could be divided into two different topics. First defined as social networking as marketing tools which Kotler and Zaltman (1971) clarified it as the application of marketing principles and tools to achieving socially desirable goals. Second one defined as social networking as business tools which summarised by Williamson (2009), who argues that companies need to think about setting up a community home space featuring pictures and profiles of team members, a discussion board, a team calendar, or a chat room. Now the discursive issue is, organizations focusing on marketing tools mostly and ignore to use social networking as business tools because they believe this tool reduce productivity and profitability. These sites do not cause any problem for organizations, because they are applications, the worry is about the user, the people who use them! Organizations believe employees spend a great deal of time on social networking sites for updating their profiles or some other activities daily. If every employee spent more time on a social networking sites every day, that would work out to a loss of hours of productivity in one year! Except of this matter which is a main intellectual concern for employers, employees also might suffer when they see their colleagues spending hours on social networking sites while they are being involved with overload tasks. Therefore, it is also effect on company morale. Another issue which is also concern to is the messages that employees may post on social networking sites. People usually post messages which explain their feeling about work place and they usually do not think through what they have written. For example, they may write "I have to work this weekend because we've found a problem in our production line" or "My job is boring". These kinds of comments could enhance concern among customers who may involve in the system thus these simple issues may leave a bad influence on organizations and make problem for their reputation.

The impact of social networking access restriction

Now, according to mentioned matters and their negative effect on organizations the question is to ban or not to ban? Banning access to social networking sites may be an optimal solution for some organizations. There is no simple clarification to any of discussed issues. Many businesses believe social networking tools pointless and have banned their use in the workplace or in some cases they have not supported them enough. Many companies still fear employees spending lots of time on social networking pages or watching YouTube, or Tweeting.

According to the expectancy theory model proposed by Vroom, Van Eerde and Tierry (1996), employees will not work to their full potential if they perceive that the organization does not appraise their efforts and reward them.

By internal controls and used technology to limit employees' activities on social networking sites, it leads them to have their posting at home and this is the dilemma that most of businesses face today. Businesses require rebuilding in their culture which means they should implement social networking as business tool, not as marketing tool. It is increasingly becoming an opportunity for employees and clients to transfer knowledge and have communication through social networking. In other words, as mentioned before the organizations which implement social networking changed their culture from information gathering to information participation. Actually is it difficult for organizations to make balance between advantages and disadvantages of social networking.

The benefits of using social Network in workplace

Social networking can empower employees to control over the content of material and knowledge sharing. Consequently, it also has the potential to empower public sector. Lange et al. (2008) examined the advantages of social networking into three categories namely community, collaboration and contribution. First one is clarified the use of social networking tools that provide some opportunity for people to share their interest and activities. Networks relationship, discussion groups, friendship groups also about the issues that might absorb considerable variety of opinions. Second category clarified as the use of social networking tools and how to make a connection with people, knowledge and resources in search of problem solving that cannot be generated with any one of those ingredients alone. This could be consider as a technical self-help community working together to answer problems or share data about where to find the cheapest products.

Last category "collaboration" discussed as the use of social networking tools and ways to make it easier for consumers to present their ideas, expertise, attention and preferences in the procedure of production especially for new products, services or implemented policies.

According to the latest researches and regarding to the benefits of social network, organizations required to change culture and adopt with this new technology. Reinventing the culture of companies and the way companies do business is a key to achieving increased levels of workplace productivity and employee satisfaction (Pitt and Bennett, 2008). Researches also find out banning social networking is meaningless; employees will use these tools anyway. Social networks propose considerable benefits to corporations if used correctly. They can enrich and increase business processes, employee satisfaction, and employee productivity. This improvement will undoubtedly lead to increased brand reputation for companies. Tucker and Smith (2008) discussed, personalization and workplace satisfaction have close associations. Apparently the only way to fight against disenchantment at being avoided from personalizing workspace would be to implement social networking into the virtual workspace. This empowers employees to control over the content of material and share knowledge rather than just collecting information and data from a central source. Akkirman and Harris (2005) proved the fact that companies can collect benefits beyond raised productivity and cost shifting through implementing the communication approches. They argued that employee satisfaction and some related variables such as motivation and turnover can improve as well. By giving them the right environment and tools, employees can collaborate and cooperate with new colleagues and potential contacts to help achieve the overall strategic goals of the organisation (Fraser and Dutta, 2008). Earlier Ancona and Caldwell (1988) examined that counting on outsiders for resources or data can produce valuable resources that are linked to high team performance.

Conclusion

In recent years, generations Y, are rapidly becoming the core employee of diverse businesses, it is obviously essential that organizations should adapt and accept to the actuality that its workforce has widely targeted social networking sites. Utilising social networking and the associated tools for collaborative ways of working is absolutely essential and businesses should try to attract and retain high performance of their employees. Lange et al. (2008) discussed that not adapting to these technologies and not distingushing the opportunities might lead to two pronged systems: one led by "early adopters" the people who use this new tools and techniques for collaboration: and the other by "laggards" avoiding change and sticking to the old system. Bell et al. (2008) also argue that Generation Y will adapt better to new work style. Besides, they will be professional social networkers. According to Generation Y ages we could easily find out they are already old enough to hold important positions such as, senior, executive and manager in organisations and are almost confident to be active social networkers. In order for organisations to experience the clear business value of social networking tools, the traditional forms of institutional power and management strategy have to move to a more horizontal diffused network. This will assuredly lead to raised brand reputation, a more open, transparent culture and a more effective and efficient way of working.

References:

(1) Akkirman, A.D. and Harris, D.L. (2005), "Organizational communication satisfaction in the virtual workplace", Journal of Management Development, Vol. 24 No. 5, pp. 397-409.

(2) Ancona, D. and Caldwell, D. (1988), "Beyond task and maintenance: defining external functions in groups", Group and Organizational Studies, Vol. 13 No. 4, pp. 476-94.

(3) Bell, A., Graham, R., Hardy, B., Harrison, A., Stansall, P. and White, A. (2008), Working without Walls, OGC and DEGW, London.

(4) Boyd, d. Viewing American class divisions through Facebook and MySpace. Apophenia Blog, (2007), June 24.

(5) Boyd, d. Taken Out of Context: American Teen Sociality in Networked Publics. PhD Dissertation, University of California-Berkeley. (2008).

(6) DiMicco, J., Geyer, W., Millen, D.R., Dugan, C., and Brownholtz, B. People Sensemaking and Relationship Building on an Enterprise Social Networking Site. Proc. HICSS (2009).

(7) DiMicco, J.M. and Millen, D.R. Identity Management: Multiple Presentations of Self in Facebook. Proc. Group 2007, ACM Press (2007).

(8) DiMicco, J., Millen, D.R., Geyer, W., Dugan, C., Brownholtz, B, and Muller, M. Motivations for Social Networking at Work. Proc. CSCW 2008. ACM (2008).

(9) Farzan, R., DiMicco, J.M., Millen, D.R., Brownholtz, B., Geyer, W. and Dugan, C. Results from deploying a Participation Incentive Mechanism within the Enterprise. Proc. CHI 2008, ACM Press (2008).

(10) Fraser, M. and Dutta, S. (2008), Throwing Sheep in the Boardroom: How Online Social Networking Will Transform Your Life, Work and World, John Wiley, Chichester.

(11) Geyer, W., Dugan, C., DiMicco, J., Millen, D.R., Brownholtz, B. and Muller, M. Use and reuse of shared lists as a social content type. Proc. CHI 2008, ACM (2008).

(12) Goffman, E. The presentation of self in everyday life. Anchor (1959)

(13) Hargittai, E. Whose Space? Differences Among Users and Non-Users of Social Network Sites. Journal of Computer-Mediated Communication, 13, 1 (2007), article 14.

(14) Hewitt, A. and Forte, A. Crossing Boundaries: Identity Management and Student/Faculty Relationships on the Facebook. Proc. CSCW 2006 poster. (2006).

(15) Igbaria, M. and Guimaraes, T. (1999), "Exploring differences in employee turnover intentions and its determinants among telecommuters and non-telecommuters", Journal of Management Information Systems, Vol. 16, pp. 147-64.

(16) Kornblut, A. Staff Finds White House in the Technological Dark Ages. Washington Post. (January 22, 2009).

(17) Kotler, P. and Zaltman, G. (1971), "Social marketing: an approach to planned social change" , Journal of Marketing, Vol. 35 No. 3, pp. 3-12.

(18) Lafayette, J. Top 10 Social Networking Sites, U.S., Home and Work. TV Week. (April 23, 2008). www.tvweek.com/news/2008/04

(19) Lange, A., Mitchell, S., Stewart-Weeks, M. and Vila, J. (2008), The Connected Republic and the Power of Social Networks, The Cisco Internet Business Solutions Group, available at: www.cisco.com/go/ibsg

(20) Lovejoy, T. and Grudin, J. Messaging and Formality: Will IM Follow in the Footsteps of Email? Proc. Interact 2003, IOS Press (2003).

(21) McGregor, W. (2000b), "Preparing for an uncertain future", Facilities, Vol. 18 Nos 10/11/12, pp. 402-10.

(22) McGrath, J. Time, interaction, and performance (TIP): A theory of groups. Small group research, 22, 2, 147-174. (1991).

(23) Nardi, B.A., Whittaker, S. and Schwarz, H. (2002), "NetWORKers and their activity in intentional networks", Computer Supported Cooperative Work, Vol. 11, pp. 205-42.

(24) Pitt, M. and Bennett, J. (2008), "Workforce ownership of space in a space sharing environment", Journal of Facilities Management, Vol. 6 No. 4, pp. 290-302.

(25) Rob Cross and Andrew Parker The Hidden Power of Social Networks (2004)

(26) Tucker, M. and Smith, A. (2008), "User perceptions in workplace productivity and strategic FM delivery", Facilities, Vol. 26 Nos 5/6, pp. 196-212.

(27) Van Eerde, W. and Tierry, H. (1996). "Vroom's Expectancy Models and

Work-Related Criteria: A Meta Anal y sis", Journal of Applied Psychology, pp.575-86.

(28) Wells, M.M. (2000), "Office clutter of meaningful personal displays; the role of office personalisation in employee and organizational well-being", Journal of Environmental Psychology, Vol. 20 No. 3, pp. 239-55.

(29) Williamson, B. (2009), "Managing at a distance", Business Week, 27 July

About the Author

Anahid Akbarialiabadi                                                              Mona Zolfaghari

Business school of Management                                         Business school of Management

and Science University,                                                        and Science University,

Kualalampur,Malaysia                                                           Kualalampur,Malaysia

ana.akbari@gmail.com                                                    moonaramoona@gmail.com

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Yes, when Joe Walsh was with them before he joined the Eagles. COOL.

james gang

The Ugly Pup by James Cox

This story is fiction, but as there are some truths in it, the names have been changed to protect both the guilty and the innocent. It's about the most famous dog in the land of Dog World – so let's start at the beginning, as that is the easiest part to start with! If I started at the end, I'd get muddled and so would you!

PART ONE

In a time long ago, in a land far away – that's more than a bus journey or two so, it's very far away! It is a cold, dark, snowy night,and a lady dog is running through the streets carrying a basket that's so well covered that you can't see anything inside it. Now, you may ask why was this is happening. Why is such a well groomed lady out on a night such as this? She runs up to a door, puts the basket down on the step, and knocks; then she runs off and hides beside a neighbouring building, and peeps round the corner.

The door opens, and a lady dog opens the door. She's wearing a nurse's uniform. She looks round and calls out: "Hello is any one there?"

The nurse looks round and still can't see any one, and steps back to close the door, but as she does, she looks down and sees the basket. A note is attached to it, and she picks it up and starts to read it.

"Please look after my pup. He will have a better life with you than he could ever have with me. But do not judge him for his looks or he will have no life at all. He's not very pretty and may scare some people."

Well, being nosy, the nurse had to look. Didn't she? She pulled the blanket back and gasped in horror at what she saw. Letting out a scream, she put the blanket back, and was going to shut the door when a voice came from behind her: "What's all the screaming about, Sister?"

The Sister turned to the voice and pointed to the basket.

"Look!" She squeaked.

The Matron lifted the blanket. "Oh! Poor little mite!" She exclaimed, "What has happened to you?"

The Sister handed her the note and Matron read it and told the Sister to bring the basket in out of the cold.

"Oh, Alex, can't we just close the door and hope that someone else comes along and picks up the basket?"

Matron was shocked and angrily pointed out that this was the Dog World Orphanage, and no matter how deformed this poor, little pup was, he had been committed to their care and he would be looked after.

"I'll personally take charge of him," and she took the basket from Sister and took him to her own private sitting room.

The mysterious lady watched the basket go into the orphanage and disappeared into the night ……………..

PART TWO

Alex kept her promise and looked after him herself. She called him Frankie, after her father, and made him a mask so that he could mix with all the other pups in the Orphanage. At least that's what she hoped would happen. He had to eat his meals by himself because the mask had to come off, but Alex was optimistic that this wouldn't matter too much.

It worked quite well whilst the pups were very little, but as they grew up and others came into the Orphanage, things changed. One of the newcomers was quite big for his age and quite a bully. Alex blamed it on his parents, who had bullied him until they got fed up with him and moved away from town, leaving him behind.

Of course, because Alex still kept her promise and looked after Frankie herself, Billy, the bully, called him Matron's pet and kept picking on him, encouraging the other dogs to do the same.

Alex noticed Frankie was upset and called him into her sitting room.

"What's wrong Frankie?" She asked, and watched as tears slipped down behind the mask.

"Nothing" mumbled Frankie, and he turned to go, but Alex caught hold of his paw and asked him again, adding "and why the tears?"

So Frankie poured out all his woes, how Billy was calling him "Matron's pet" and "Frankenstein's monster" because of his mask, and that he was getting the other pups to do the same. Alex became very annoyed and was all for going straight to Billy and telling him off for picking on someone who was different, but Frankie begged her not to, as it would probably make matters worse.

But Alex was having none of it. She left Frankie in her sitting room, and went to find Billy. Seizing him by the ear, she marched him to her office, and sat him in a chair in front of her desk.

"Now, Billy, what's wrong with you? I thought I'd taught you better than this. Why are you picking on someone who is different than you? All pups here are the same under the skin and all should be treated the same, with respect, not name calling. If I hear it happens again, you will be in serious trouble, as all my pups that leave here get good jobs and live well in Dog World, and they certainly don't go round bullying because someone is smaller or different than themselves."

For a while Billy, behaved himself, but slowly he forgot Alex's words, and gathered a gang of younger dogs round him, and they started pushing the other dogs around and bullying them, and Billy became top dog in the orphanage because the other pups were too frightened of him to complain.

Then one day in the pups' play room, Billy climbed on a chair and shouted to Frankie: "Oh, monster, I bet no one's seen your face under that mask – not even you! Have you? I bet it's so horrible that even your mum couldn't bear the sight of you, and that's why she dumped you here!"

Then Billy jumped off the chair and grabbed hold of Frankie and whispered, "If you run and tell Matron, I'll set my gang on to you!"

Frankie ran off and hid, then he pulled himself together, and went and knocked on Alex's door, and asked her to give him a mirror. Alex was surprised and worried, and asked Frankie why, but he just shrugged his shoulders and told her that it was time. Alex hesitated and asked again if Frankie was sure, and he nodded and held his paw out for the mirror.

He held the mirror up to his face and slowly removed his mask ….. Alex held her breath and watched him.

He looked hard in to the mirror and cried out loud: "My face! My terrible face! Why didn't you tell me that I looked so horrid! No one will ever, ever see my face again!" and he pulled his mask down, and smashed the mirror into hundreds of pieces, and ran crying from the room.

~~~ to be continued ~~~

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