Would You Rather, an Icebreaker Game for Adults

This party game is perfect for use in the classroom, at a seminar or workshop, or any gathering of adults. Its easy and lots of fun. Would you rather be bald or completely hairy? Give your students impossible questions to answer and help them ease into learning together. Why Use Ice Breaker Games? Icebreakers are important tools for teachers of adults.  If youre teaching adults, you know they learn differently than children. They come to the classroom with a lot of life experience, some more than others, of course, and some of them bring wisdom, too, depending on their age. When you begin a new class or start a new lesson, an icebreaker game can help your adult students feel more comfortable participating by getting them to laugh, helping them to meet fellow students, and relaxing everyone. Have fun. People engage in learning more quickly when the experience is fun. Starting a session or a lesson plan with an icebreaker can help your adult students focus on whatever you have gathered to learn. Instructions The game takes 30-60 minutes, depending on the size of the group. Break large groups into smaller groups by counting off if you have less time for this exercise. Give the participants a minute to think of a Would You Rathe question. Give some examples. There are published Would You Rather books and game cards available for sale if you have the budget to purchase them, but once you get going, you can easily make questions up yourself. If your group does not seem creative at all, you can always print handouts with question ideas and let your students choose from the list. Introduce yourself and ask the first person your question. Example: My name is Deb, and I want to know if you would rather speak to a large group or hold a snake. After the person answers, he or she should give their name and ask the next person their question. And so on. Save time for laughter and explanations if appropriate! Depending on the purpose of your class or meeting, ask participants to come up with a meaningful or thought-provoking question. If you use this game as an energizer, encourage people to just be silly. Debriefing Is Not Necessary No debriefing is necessary unless you’ve asked the group to come up with questions related to your topic. If so, some of the choices probably inspired some remarkable responses. Choose a few to discuss further or to use as a lead-in to your first lecture or activity. This icebreaker game makes a good warm-up exercise for adult education lesson plans. Would You Rather Ideas If you need some questions to get the game rolling, start with these and see if they inspire others: Would you rather play Monopoly or chess?Would you rather have super hearing or x-ray vision?Would you rather be good at drawing or singing?Would you rather be a cat or a fish?Would you rather be Catwoman or Wonder Woman?Would you rather babysit a couples child or their dog?Would you rather go one year without TV or without reading books?Would you rather attend a big party or have an intimate dinner with a few friends?Would you rather lose your hearing or lose your sight?Would you rather be able to breathe underwater or fly?

Strategy Smart Mart - 1605 Words

Smartmart Schulich school of business | Making Strategic Decision for SmartMart | A Reflection on Ethics-LX Simulation Exercise | | Binoy Das (211137007) | Winter-2011, Section-F | This document is my personal reflection on the business simulation on ethics-lx, where I had to take three strategic decision choices for specialty grocery retailer – SmartMart, with an aim to retain their market leadership position as retail supplier of sustainable food products, while at the same time being true to their mission statement of total stakeholder management. | Contents SmartMart Simulation – The Main Content 3 Reflection on Decision Making 3 Changing Store Format 3 Adopting Bio-Fuel 4 Pursuing Organics 2.0 Standard 5 Conclusion 5 Bibliography 6†¦show more content†¦Becoming a niche player might be cost effective if fuel price goes above $140 a barrel, and it might serve the communities around each store better, but looking at the best case estimate, where oil price might only break that point for a short amount of time at best, this option seems to be more costly, and might erode shareholder value considerably, while not adding that big a benefit to other stakeholders. Plus having local producers supply to individual stores as opposed to procuring in bulk from regional producers might actually drive up overall GHG emissions due to small but frequent trucking. Therefore I decided to recommend maintaining status-quo, especially since all the stakeholders are relatively well served in this model. The risk of eroding market share from competition can be mitigated by extending their core competence – which is relationship management with stakeholders. In the same way they have been able to reduce labor expenses by empowering the employees, doing the same with producers can help them cut production costs. At the same time, staying true to its values would further solidify SmartMart’s brand image, helping them to retain or even grow their loyal customer base. Adopting Bio-Fuel Bio-Fuel is still a controversial topic, and as there areShow MoreRelatedMarketing Plan For The Global Food Industry1497 Words   |  6 Pagesnext 5 to 10 years. 1. 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Wal-mart a U.S based company is a great example with 5,000 stores across 10 countries, accounting for 2% of U.S GDP in 2004. In 1999 Wal-Mart acquired Asda a U.K based company which had 229 stores. The following analysis I will conduct will critically analysis Wal-Mart and the likely costs and ben efits of its takeover of Asda. 74 words What are the benefits of the takeover ? Wal-Mart acquired Asda as they already had great credentials thanRead More- Brick and Mortar Business to an E-Business Essay1615 Words   |  7 PagesWal-Mart Company Background Sam Walton, who was convinced that the American consumers wanted something more than retail shops, opened his own discount and retail shop in Rogers, Arkansas. Walton realized he could do better by passing on the savings to his customers and earning his profits through volume. This insight would form a cornerstone of Waltons business strategy when he launched Wal-Mart in 1962. Cost-cutting was an obsession in the Wal-Mart culture, and Walton understood that a majorRead MoreMarketing Is Human Activity The Worth Of A Product1524 Words   |  7 Pagesproduct and services that your business provides available to your target market. once developing a product you must think about quality, design, features, packaging, and client service. Place -Place is with reference to distribution, location and strategies of obtaining the merchandise to the client. This includes the placement of your business, shop front, distributors, provision and therefore the potential use of the web to sell merchandise on to customers. Price Price issues the quantity of cashRead MoreWalmart Case Study1069 Words   |  5 PagesStrategy: Wal-Mart Stores, Inc Our case presentation is based on Wal-Mart.. We are going to talk about Wal-Mart’s strategies, business model and how it influences the society. Here is some General Information about Wal-Mart. Founded by Sam Walton in 1962, Wal-Mart is the largest employer in the world, employing more than 1.6 million â€Å"associates† worldwide. In 2005, Wal-Mart had $312.4 billion in sales contributed by more than 6200 facilities around the world. Corporate strategy is concernRead MoreThe Principle Of Marketing 205 Essay1268 Words   |  6 Pages Melissa Smart Principle of Marketing 205 Global Company Michelle Boddy â€Æ' In this paper, I have researched to find out how this grant empire has become and remain so successful. I found out that one of the reasons is because it has been able to maintain the goals and standards that its owner, Mr. Sam Walton has built it upon. Even after his death, Wal-Mart continues to expand and grow in other countries. Wal-Mart is considered one of the top ten global companies today. 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Law Discipline and Grievance

Question: Discuss about the Law for Discipline and Grievance? Answer: Introduction It is a must for the management of all the organizations to understand the aspects of performance and behavior of the employees, and for that purpose, managers must adopt a good disciplinary procedure in the matter of discipline at work. It is necessary to form and develop good management habits to assure that procedure is implemented and that too in consistency and considering the rules of natural justice in case of any disciplinary action. Good practice in the matter of discipline adds value to the organization, and it also makes sure that employees are fairly treated and in a consistent manner and that an organization has a good business sense. The disciplinary process originated in Employment Rights Act 1996. In Section 1 of the Act, it is provided about employment rights in the statement of particulars. Section 3 of the Act provided that the statement of particulars must have all the information about applicable disciplinary rules. Employment Act 2002 has provided further to Sec tion 3 of 1996 Act that the statement of particulars must clearly state that, if an employee is not satisfied with any disciplinary action, where can he appeal (Qc, 2002). Industrial Relations Code of Practice was introduced in 1972, which dealt with the issues of discipline and the thought that the right and wrong manner of discipline was generated (Loretto, Duncan and White, 2000). After that ACAS Code of Practice gained a lot of importance. Then, Code of Practice on Disciplinary and Grievance Procedures was introduced. ACAS Code of Practice on Disciplinary and Grievance Procedures was afforded validity in law due to an acid test that employers will be decreed on the fairness and the quality of the procedures adopted in the matter of disciplinary process and by the case of Pole v A E Dayton Services Ltd. (1987) IRLR 503, that if an organization failed to follow proper disciplinary procedure, they would not succeed to use effective defense (Gov.uk, 2016). The ACAS Code of Practice on Disciplinary and Grievance Procedures in Employment is of utmost importance for managing and resolving the disciplinary problems (Acas.org.uk, 2016). If a person fails to comply with the Code, he or the organization is not held liable for the breach of the provisions of the Code but is taken into account in the determination of the case in tribunals and arbitration. Key points for good disciplinary procedure in the organizations 1) It is necessary to adopt a fair and effective disciplinary procedure, the one that focuses on the performance and the behavior, and not the one that imposes punishment or that which is more reliable on punishment basis. 2) The disciplinary action should be for a real and just reason. The cause of action may be in the matter of behavior or performance. The employees are entitled to know the cause of the disciplinary action taken against them (Legislation.gov.uk, 2016). 3) The statement of particulars of employee's rights must contain all the information related to the disciplinary rules of the organization and in the case of any disciplinary action, which can they appeal for defending themselves. 4) The disciplinary rules adopted by an organization must be very clear and free from any ambiguity. It is of utmost importance to regularly monitor the rules and procedure of the organization. The employees must understand all the rules to be aware of what is expected of them and how they will be governed by the disciplinary process in the matter of performance, behavior and attendance. 5) Counseling is the main part of disciplinary procedure, as it gives an opportunity to discuss the matters related to performance and behavior with the employees, before initiating disciplinary action (Paget, 2010). 6) The preparation and conduct of the disciplinary interviews must be done in a professional manner. 7) The employees are entitled to know the reason for disciplinary action, to challenge the decision of the management, to appeal against the decision of management, if not satisfied. 8) The highest priority should be given to managing the absence and make policies that are considered appropriate for reducing the absentees. 9) The disciplinary rules and procedure should be fair and effective. Though the principles laid down for the disciplinary procedure are given validity, it is argued by some that there should be more clarity and that the rules must be framed in such a way that they are reflections of the current practice of the industry (Mander, 2015). In the case of Deco v Joinson (1991) IRLR 63, the union representative was dismissed for using his employer's computer and the password of another employee on the grounds of gross misconduct (Yew, 2013). EAT held that, though in the case of C A Parsons Co Ltd v McLaughlin (1978) IRLR 65, it was held that certain things like not to access any ones mail are so obvious, that it does not require to form a rule, but EAT stated in the case of Denco that the management must clarify to the employees that interference of any kind with anyone's computer may attract penalties, and it should be in the written form, and kept near the computers. ACAS has offered to guide the organizations in good disciplinary procedure: It should be in a written form, it should not discriminate, the matters should be dealt without causing delay, maintain the confidentiality of records and statements of the proceedings. Inform the employees about the disciplinary action that may be taken against them, the workers should be aware of the levels of management, who have authority to take different actions in respect of discipline, the employees must be given an opportunity to discuss their matter before reaching at any conclusion, to make sure that the issues are thoroughly investigated before taking any action, the workers must know that they have a right to appeal, if dissatisfied with any disciplinary action, to see that an employee has a right to be accompanied by any person at the disciplinary hearing, may be a member of trade union The principles laid down are clear and adequate, but are dealt by the tribunals discreetly. In the case of John Charles v NHS Business Services Authority (2015), it was held that the dismissal was unfair, as the employer did not permit an opportunity to the employee, his right to argue his case. The disciplinary process adopted by HR was not breached for disclosure of warning in writing (Employmentcasesupdate.co.uk, 2016). In the case of Ramphal v Department for Transport, Employment Appeal Tribunal held that in the case of a dismissal, Human Resources should be careful and limit its advice in the matter of legal issues and the correct procedure to make sure that they are consistent with any of their previous decisions. Conclusion Though the disciplinary rules and procedure of ACAS are adopted by many organizations, it is important to cultivate a good relationship between the employer and employee, it is necessary that disciplinary rules must go along with the rewards and not only imposition. Every organization must have their own set of rules that work towards the progress of their business. Introduction The disciplinary procedures and rules of many organist ions are effective and fair; the rules are made in consultation with the employees for a good relationship between the employer and employee. Guys and St Thomas NHS Trust is one such organization where the rules are made in consultation with the staff (Nhs.uk, 2015). The policy was developed in partnership by the management and the employees in order to give an assurance to the employees that they are treated fairly and in a consistent manner to make them aware of the required standards of the organization. The Policy It is the policy of the company to manage the disciplinary issues fairly and effectively. It is their policy to handle the issues informally generally, but in case, the informal measures do not solve the issues in respect of behavior or standards, a formal procedure is initiated. In the case of a serious breach, the formal action is initiated. It is the responsibility of the organization to maintain and set the standards in the matter of performance within the workplace for making it sure that disciplinary rules and the disciplinary procedure both are implemented and followed properly (Fowles, 2005). It is the responsibility of employees to act and abide by the disciplinary rules for the purpose of maintaining the standard set by the Trust. The issues are dealt without any delay. An employee is given an opportunity to be heard and put forth their case, before deciding the case. It is the policy of the Trust that unless and until the facts have been established, no disciplinary action is taken against the employee. The employees are given an explanation in writing if any disciplinary action is taken and it is also clarified what is expected from them. ACAS Code of Practice Disciplinary Procedure is adopted. It is the responsibility and a duty of the manager to inform the employees about the policies, rules and procedures of disciplinary actions and to make sure that all the facts related to hearing are considered, and an employee is given a chance of being heard and put forth his case, before initiating any disciplinary action. If the case is of minor misconduct or the behavior that is not satisfactory, it has informally dealt with the issue (Clark, 2016). An Improvement Notice is a note of the discussion, a copy of which is provided to the employee. When the informal action does not solve the issues, or in the case of serious misconduct, the employee is informed about the necessity of the formal action. A decision as to proceed with disciplinary action is taken only after a thorough, and proper investigation is carried out. The employee is informed and advised about the misconduct in a written form. An employee is given the copies of documents to be used at the hearing. The result of the disciplinary hearing is also given confirmation in written form. In the formal disciplinary procedure, there are three levels of sanctions; the first level is a written warning, the second final written warning and the third is dismissal. In the extra ordinary circumstances, it is at the discretion of the Trust to consider the alternatives to dismissal in case the actions for dismissal falls short. If the Trust considers alternative to dismissal is proper, an employee is given a final warning in writing with a maximum of twenty-four months. In the case of formal warnings, if an employee's behavior is not acceptable or if an employee commits misconduct. When he is at a final warning level, than a dismissal order is given (Guysandstthomas.nhs.uk, 2016). Though a very good disciplinary procedure is adopted, there are a number of cases in the tribunal and court. It, therefore, requires a comprehensive set of rules to minimize the disciplinary issues. In the case of Majrowski v Guys and St Thomas NH Trust (2005), the Court of Appeal held that the employer was vicariously liable for the harassment committed (Publications.parliament.uk, 2016). Conclusion It is concluded that a good disciplinary procedure is a must for any organization. Guys and St Thomas NHS Trust have adopted the ACAS Code of Disciplinary Procedures, but the disciplinary action only for imposing punishment comes along with the drawbacks. It is recommended that employees must be rewarded for improvement in performance and behavior simultaneously with the notices of improvement. Only relying on the punishment can affect the employer-employee relationship. It is necessary for the betterment of an organization to adopt the policy of reward and punishment. It must go hand in hand for the disciplinary issues. It is a very good practice of the trust to give an opportunity to the employee of being heard before initiation of any disciplinary procedure. The rules are drafted keeping the staff in partnership, so that they are fair and effective. This is the best thing that any organization can do for the expected standards of performance and conduct. Recommendations: However, by the given case of Marjorie v Trust, it is clear that the disciplinary rules must be framed for the issues between the employees., thus, it is recommended to make disciplinary rules arising out of issues between two employees. The disciplinary rules, in order to be effective, must be made in consultation with the employees, as is done by Guys St Thomas Every organisation is different from the other, hence it is suggested that every organisation must have a set of disciplinary rules that best suits their business and better employer-employee relationship. References Acas.org.uk. (2016). Discipline and grievance - Acas Code of Practice | Acas. [online] Available at: https://www.acas.org.uk/index.aspx?articleid=2174 [Accessed 27 Mar. 2016]. Clark, I. (2016). ACAS code of practice | Morton Fraser | Edinburgh and Glasgow | Solicitors | Estate Agents | Wealth Managers. [online] Morton-fraser.com. Available at: https://www.morton-fraser.com/knowledge-hub/acas-code-practice-0 [Accessed 27 Mar. 2016]. Employmentcasesupdate.co.uk. (2016). John-Charles v NHS Business Services Authority UKEAT/0105/15/BA. [online] Available at: https://www.employmentcasesupdate.co.uk/site.aspx?i=ed28629 [Accessed 27 Mar. 2016]. Fowles, M. (2005). Majrowski v Guys and St Thomass NHS Trust - 16th March 2005 - Court of Appeal. [online] Brownejacobson.com. Available at: https://www.brownejacobson.com/insurance/training-and-resources/legal-updates/2005/04/majrowski-v-guys-and-st-thomass-nhs-trust-16th-march-2005-court-of-appeal [Accessed 27 Mar. 2016]. Gov.uk. (2016). Solve a workplace dispute - GOV.UK. [online] Available at: https://www.gov.uk/solve-workplace-dispute/formal-procedures [Accessed 27 Mar. 2016]. Guysandstthomas.nhs.uk. (2016). Policies and procedures. [online] Available at: https://www.guysandstthomas.nhs.uk/education-and-training/dental-education/education-centre-dental-nurses/policies-and-procedures.aspx [Accessed 27 Mar. 2016]. Legislation.gov.uk. (2016). Employment Rights Act 1996. [online] Available at: https://www.legislation.gov.uk/ukpga/1996/18/contents [Accessed 27 Mar. 2016]. Loretto, W., Duncan, C. and White, P. (2000). Industrial relations codes of practice: the 1999 Age Discrimination Code in context. Employee Relations, 22(2), pp.146-163. Mander, P. (2015). HR did not breach disciplinary process by disclosing written warning - People Management Magazine Online. [online] Cipd.co.uk. Available at: https://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/12/17/hr-did-not-breach-disciplinary-process-by-disclosing-written-warning.aspx [Accessed 27 Mar. 2016]. Nhs.uk. (2015). Overview - Guy's and St Thomas' NHS Foundation Trust - NHS Choices. [online] Available at: https://www.nhs.uk/Services/Trusts/Overview/DefaultView.aspx?id=1629 [Accessed 27 Mar. 2016]. Paget, P. (2010). Recent case highlights constructive dismissal and ACAS code anomaly. Strategic Direction, 26(9). Publications.parliament.uk. (2016). House of Lords - Majrowski (Respondent) v. Guy's and St. Thomas' NHS Trust (Appellants). [online] Available at: https://www.publications.parliament.uk/pa/ld200506/ldjudgmt/jd060712/majro-1.htm [Accessed 27 Mar. 2016]. Qc, B. (2002). The Employment Act 2002 and the Crisis of Individual Employment Rights. Industrial Law Journal, 31(3), pp.245-269. Rheumatology.org.uk. (2016). Guys and St Thomas NHS Foundation Trust | The British Society for Rheumatology. [online] Available at: https://www.rheumatology.org.uk/publications/best_practice/guys_and_st_thomas_nhs_foundation_trust.aspx [Accessed 27 Mar. 2016]. Wynn, M. and Pitt, G. (2010). The Revised Acas Code of Practice 2010 on Time Off for Trade Union Duties and Activities: Another Missed Opportunity?. Industrial Law Journal, 39(2), pp.209-217. Yew, J. (2013). Practical Law Books. [online] Uk.practicallaw.com. Available at: https://uk.practicallaw.com/books/9781845928339/chapterc1 [Accessed 27 Mar. 2016].

Marie Antoinette free essay sample

Queen Marie Antoinette lived in France Just over 200 years ago. At the start of her life, she was surrounded by love by the people and luxury. But after many years of heartache and disappear, Marie dies a prisoner. Hatred by millions of ordinary people and deserted by most of her rich friends. We see Marie life change dramatically by a few different decisions made. There were many issues that surrounded the tragic death of Marie, but people fail to recognize what good she brought to France and how she was greatly Judged by all the people of France. There are different attitudes that the public had. This was influenced by many issues including her background being Austrian and the different interpretations that were laid of her, and most importantly, the effect that she had on the French Revolution. As Maries life was short by dieing at the age of 37 she made a great impact on France and even the world. We will write a custom essay sample on Marie Antoinette or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Marie Antoinette was born in Austria, a daughter of Francis l, Holy Roman Emperor, and Austrian Empress Maria Theresa. She was born on the same day as the famous earthquake of Lisbon. As with most royal daughters, Marie Antoinette was promised in marriage in order uild a diplomatic alliance between her birth family and the family of her husband. Marie Antoinette married the French dauphin, Louis, grandson of Louis XV of France, in 1770. He ascended the throne in 1774 as Louis WI. Marie Antoinette was welcomed in France at first. Her frivolity contrasted with the withdrawn personality of her husband. After her mother died in 1780, she became more extravagant and this led to growing resentment. The French were suspicious of her ties to Austria and her influence on the King in attempting to foster policies friendly to Austria. Marie Antoinette, formerly welcomed, now was vilified for her spending habits and opposition to reforms. The 1785-86 Affair of the Diamond Necklace, a scandal in which she was accused of having an affair with a cardinal in order to obtain a costly diamond necklace, further discredited her and reflected on the monarchy. After an initial slow start at the expected role of childbearer, her husband apparently had to be coached in his role in this; Marie Antoinette gave birth to her first child, a daughter, in 1778, and sons in 1781 and 1785. By most accounts she was a devoted other. The attitude towards Marie Antoinette was very negative for basically for her whole life. It started off with troubles with her family life. Marie Antoinette found her husband and life at court boring. She spent most of her time with her friends and neglected her duties. The French began to say that she was a silly foreigner who spent too much time. Her popularity increased after her first child was born in 1778. Regardless of these changes, the public continued to blame her for her previous She was called Madame Deficit, and became the subject of pornographic, pro- evolutionary propaganda. While the phrase, Let them eat cake was never spoken by Marie Antoinette, the rumor illustrates the public sentiment for the queen on whom they blamed every unfortunate circumstance. Likewise, the Diamond Necklace Affair contributed further to the queens demise although she had no involvement in the situation whatsoever. In an effort to increase his status within the French court, Cardinal de Rohan fell victim to Comtesse de La Motte who hired a prostitute to pose as the queen and meet the cardinal in the Versailles garden at night and then old the cardinal that the queen wished for him to purchase an extravagant diamond necklace in her behalf. The necklace was purchased in the queens name, given to La Motte by the cardinal, who in turn gave it to her husband who sold it in London. The scandal became public when the Jeweler demanded payment for the necklace from the queen. Though both the cardinal and La Motte were tried for their crimes, the situation spurred on more rumors. When a mob descended on Versailles in 1789, demanding blood, Marie Antoinette faced the crowd alone, going out on a balcony with a bow and curtsey. The family was then moved to the Tuilere Palace in Paris where they were kept on house arrest. The familys attempt to flee in 1791 was thwarted by the means of transportation chosen by the queen herself. Refusing to leave her children behind to follow her and the king, Marie Antoinette insisted that the family flee together in a larger, slower coach than originally proposed, which enabled their capture. On August 10, 1792, the royal family was arrested on suspicion of treason and on January 21, 1793, King Louis XVI was executed. After her husbands death, in July 1793, Marie Antoinettes son was aken from her. The poor woman begged that her son be allowed to stay but she was powerless to change the will of the ministers. The boy was put under the care of Simon, a cobbler and one of the Commissaires of the Commune, and died of neglect within two years. In September 1793, Marie Antoinette was separated from her daughter and sister in law. Now called Widow Capet, Marie was transferred to months of solitary confinement in the dank Conciergerie prison, where she was under twenty-four hour guard by revolutionaries who from behind their screen watched her every move. The Conciergerie prison was the antechamber to death. In this dank prison, she lost much weight and her eyesight began to fail, but she did not have long to live. On October 14, she was woken by the Revolutionary Tribunal. The trial was a horror, with the Queen attacked more as a person than as a queen. Her own son was forced to testify that she abused him. The queen bravely replied to all charges and to this she said, If I make no reply, it is because I cannot, I appeal to all mothers in this audience. Despite her eloquence, the verdict was never in doubt. Like the king, Marie was found guilty. When she came to her death on October 16, 1793, many gasped for Marie Antoinette was Just 38, but the crowd saw (as artist David sketched) an old hag in peasant garb, ragged and grey a stark contrast to elegant and voluptuous Queen of Trianon, the child of fortune, she had been Just 4 years earlier. Marie Antoinettes in the garbage cart amid the crowds whistles and Jeers. Yet, the poor woman sat straight and tried to retain her dignity. To the end, Marie Antoinette displayed a queens bearing and courage, in the face of all adversity. After her final ordeal, the body of Marie Antoinette was harshly pushed on to the guillotine plank, her head placed in the vice and at noon the blade fell to loud cheers all round. Never has Piere Duchesne seen such Joy as seeing that whores head separated from her crains neck. Sanson held her bleeding head high for all to see. Later her head was throne in the cart between her legs. The body of Marie Antoinette was left on the grass before being dumped in an unmarked grave. So ended the life of once the most illustrious and glamorous woman in all Europe.