Feminism Essay -- Women Rights Feminist Papers

Feminism The notion of difference among the sexes has been studied extensively in terms of cognition and brain activity. An MRI can back these claims, showing male and female brains 'lighting up' in different locations based upon different stimuli. Anyone with a close relationship to a child can attest to the fact that they were born with certain traits. Perhaps their nephew is very shy, while their niece has never met a stranger. In other words, some difference among individuals is innate, fundamental. This notion has been applied to studies in the animal world. Susan Allport, author of A Natural History of Parenting,, notes that "Males provide direct childcare in less than 5 percent of mammalian species, but in over 90 percent of bird species both male and female tend to their young." While researchers have focused on other species, they have been hesitant to apply this sort of lens to human families, largely because this sort of biological inherency does not directly align with the push fo r equality and equal rights that have been so important in recent history in the United States. Fundamentally, to state that biology creates difference in humans and that this sort of difference has the ability to manifest itself in divergent capabilities carries political and social risk for minority and oppressed groups. This has been a main tenet of the argument against difference feminism, yet even some of the most socially radical women have yet to abandon the importance of difference. This paper will examine the limitations of difference feminism, applying a critical lens to the discussion both for and against, with special attention to current political implications. The devaluation of care work in the United States will figure pr... ...es them the unique ability to directly affect the way in which their children view work and family. They may produce a new generation of "opt-in" women and an equally fair-minded generation of compatible men. Clearly, a division among women as to whether opting-out is revolutionary or limiting means that a shared sentiment within the discussion, and most likely policy solutions, still have a long time before they can be realized. It may be that the changes to the workplace that opt-out women desire may have to wait until this next generation, or perhaps longer. In the meantime, it would be careless to imagine that women who opt-out are simply incapable of participation and success in male-dominated spheres. Belkin poignantly addresses the element of rational choice, asking, "Why don't women run the world?" and answering, "perhaps it's because they don't want to."

What is Art? Essay -- Essays Papers Definition Arts Artistic

What is Art? What a question! This very same topic has been on the minds of many great people for many years. Just what exactly is art? Art is a form of expression. It is beautiful, ugly, tasteful, distasteful, impressionistic, realistic...you get the point. Art is everywhere. It lives in the soul, mind, and even the heart. Art is an outlet for people to express themselves. Art is a way for the human mind to express itself. Even a loud, outgoing person has feelings that they do not feel comfortable sharing with people. These expressions often come out through their art. What is classified as art? Besides the obvious?paintings, drawings, architecture, etc?Art can be dancing, singing, acting, etc. It can be pretty much anything that expresses an idea. Even something as common as speech is art. Everyone speaks with a different voice, and each voice is a piece of art. Art surrounds us. It is encountered so often that often we don?t realize art when we see it. All too often we ignore art. We overlook the ideas and thoughts behind it. Anyone can look at a painting and say ?Wow! That?s beautiful!? How many of us can actually stop and say ?Wow! Now I understand!? Art is around to teach us. We can learn so much about ourselves and the world around us. Many times we create art without a conscious reason. We believe that we are just making a pretty picture. Usually we are expressing a subconscious idea. If take the time to actually analyze and criti...

The Human Resource Management

This paper is written from the perspective that Human Resource Management (HRM) practices are continually evolving to meet the changes of dynamic work environments. New technologies, increasingly rapid exchanges of information, social paradigm shifts and the restructuring of family systems contribute heavily to the need to find and apply methods of HRM that meet the needs of industry, workers and consumers. To do so effectively, vision and creativity are required in addition to on-going awareness of the bottom line. At the opening of the 20th century, the majority of jobs in America were held in two areas, agriculture and industry. Population distribution tables for that time demonstrate that most of the nation inhabited rural areas rather than urban areas. This continued to be the trend up until WWII, when men left the country to fight and women left rural America to fill factory jobs as their contribution to the war effort. This movement was the beginning of nationwide workplace and societal changes that have accelerated during the last half of the 20th century. The move from rural to suburban environments changed the way we did business as a nation. Where extended families resided in and supported each other in culturally defined rural settings, nuclear families found themselves alone in homogenous neighborhoods. (1) This created a demand for goods and services that were formerly provided by extended family and community members, opening up new markets and creating jobs. It also created the need to recognize the management of workers as a separate and formal discipline. As we move into the 21st century we can trace our nations† business growth over the last 100 years. We moved from an agrarian base to an industrial one. By the mid-50s† the majority of jobs were found in factories. Manufacturing suffered heavy blows during the late 60†³s and early seventies and was displaced by the service industry. With the closing of the 20th century those services have become increasingly technological. Surviving those changes requires adaptation, not only in the retooling of physical plants and the retraining workers, but also in the way we manage those workers. Some feel that there appears to be an underlying theme in books and papers on the subject of HRM, that there is only one correct way to manage people. (2) Maslow on Management offers a much different approach, demonstrating conclusively that one size does not fit all; i.e., that different people need to be managed differently. HMR models operating on the assumption that there is a single right way to manage people are using workplace criteria that are quickly becoming a thing of the past. The â€Å"one way† model views people working for an organization as employees who work full time and are solely dependent on that organization for their livelihood and their careers. These employees generally were viewed as subordinates with limited or very narrow skill sets. (3) These images of the worker may have been valid several decades ago. However, today every one of these images has become insupportable. While the majority of people working for an organization may be classified as employees, a very large and steadily growing minority – by working for the organization – no longer work as employees, but instead as outsource contractors. The concept of subordinate positions is fading as well, even in those areas that are considered fairly low level. As technology becomes increasingly more complex special knowledge is required in all operations. Subordinates, increasing their skill sets, become associates. The secretary, with knowledge of specialized software, becomes the Administrative Assistant. In order for the organization to run smoothly, the individual who does his job well, often has more knowledge about his job than his boss. (4) For example, the vice president of marketing may know a great deal about selling, but nothing about market research, pricing, packaging, service, or sales forecasting. Workers in these positions may report to the vice president, but are often experts in their own areas. Formerly, lower technological expectations and a firmly established hierarchy allowed general managers to delegate narrowly defined personnel responsibilities to those functioning as specialists. Today however, such practices would be inefficient to the point of being considered static, and must be replaced. To fail to do so would be to ignore and fail to address the many unprecedented pressures that demand a comprehensive and more strategic view in relation to the organizations† human resources. From the view point of General Management, what does the organization need? The General Mangement picture of HRM is viewed from a global perspective, as demonstrated by a survey of Fortune 500 CEOs in 1989. The results of that survey determined that effective management of Human Resources must address corporate needs in the eight following areas: 1. Increasing international competition makes the need for greatly improved human production mandatory. The crisis experienced in both the automobile and steel industries serve as clear illustrations. Foreign management practices, particularly Japanese management models, are being used to guide developing HRM techniques, especially those that seem to increase employee commitment while providing companies with a long term source of workers with necessary competencies and skills. 2. As organizations increase in size and complexity layer upon layer of management has resulted in expensive, but not particularly effective, bureaucracies. Multiple layers of management also serve to isolate workers from the competitive environment in which organizations operate as well as company policy makers. It†s hoped that a reduction of middle management layering will put workers closer to the competitive environment, fostering commitment to the organization as well as sharpening the competitive edge. Multinational companies have additional challenges in managing human resources, and need to adapt policies to work within diverse cultures and vastly different social values. 3. Some companies may face declining markets or slower growth, handicapping the organizations† ability to offer advancement opportunities and job security. How then to attract and retrain a competent and highly skilled work force? 4. Greater government involvement in human resource practices generates a need to re-examine HRM policies and mandates the development of new policies. For example, the Americans with Disabilities Act forced the revision of HRM policies in companies across the nation. 5. America†s workforce has become increasingly more educated making it necessary to rethink assumptions about employee capabilities and the delegation of responsibilities. Under utilization of employee talent is a major cause of workforce turnover. 6. Expectations and the values of the workforce are changing, particularly those values and expectations relative to authority. This fosters a need to reexamine how much involvement and influence workers should be given. Means of voicing employee concerns and addressing those concerns with due process need to be provided. 7. As workers become more concerned with life and career satisfaction corporations are revisiting traditional career paths and seeking more alternative career paths that take into consideration employee lifestyle needs. 8. Demographic shifts in the workforce, particularly the infusion of women and minorities into organizations, are causing corporations to reexamine all policies, practices and values that impact the treatment, responsibilities, and advancement of these groups. (5) How do universal General Management issues affect HRM departments and practices? While narrower in scope than those concerns voiced by General Management, impact areas identified by HRM professionals closely mirrored major corporate needs identified by General Managers. Human Resource professionals, in an effort to meet the needs of both worker and organization, have examined ways to ensure a desired working environment while increasing productivity. In the early 1990s, the advisory board of the Commerce Clearing House were asked to identify the issues that they felt would shape the role of human resource functions in the next decade. Commerce Clearing House advisory board members saw four main HRM areas where current issues would influence the role of the human resource function in the near future: compensation; communication and personnel practices; employment relations; and Equal Employment Opprtunity requirments. (6) Compensation issues focused on the diversity of worker needs, pay-for-performance plans, and the regulation of employee benefit plans. Flexibility and adaptability in HRM practices are primary keys in addressing worker needs. Job sharing, staggered scheduling and flex time are some of the outcomes generated by creative approaches to HRM practices. Pay-for-performance plans hold the allure of rewarding productivity while providing monetary motivation. Successful implementation of such practices, however, require effective performance evaluations. To attempt such compensation without valid, reliable, and standard assessment instruments is to court litigation. Fairness is a national concern strongly affecting human resource managers. Personnell plansfocused soley on organizational needs must be abandoned to benefit workers and organizations alike. One example is the growing social phenomena of two career couples. As the numbers increase nepotism policies must be reexamined. Managing change and preparing people for change also require HRM professionals to rethink policy. New demands for an increase in functions such as retraining evolve as workers move through change. Training and professional development are crucial in all areas of operation. Even the lowest clerk needs to stay abreast of the latest innovations brought on by technical advancement. The march of technology, however, not only changes jobs, it makes some of them redundant or obsolete. In an era of company reconfiguration it becomes apparent that layoffs and divestirtures will occur when retraining isn't an option. Outplacement policies must be considered and developed in preparation of the need. HRM professionals also understand the need for the development of effective HR auditing instruments to measure employee perceptions of management fairness and the climate for effective communication within the company. The information obtained by employee attitude surveys can be greatly beneficial to supervisors, but only if they've been trained to use it. (7) The legal environment of personnell management is many fingered and quite comprehensive. In addition to regulations stemming from the Occupational Safety and Health Act (OSHA), passed in 1970, HRM is greatly affected by the broad umbrella of Equal Employment Opportunity (EEO) regulation. As well as protecting workers form discrimination based on race, color, or creed, EEO serves workers in many other areas. Age discrimination also falls under this umbrella. With an increasing number of age discrimination suits, organizations need to develp a sensitvity to age issues and policy specific to older employees. A recent off shoot of EEO is the American with Disablities Act (ADA). ADA has created a need for new policies and procedures in accommidating employees with handicaps and disabilities. The emerging legal view that Acquired Immune Deficiancy Syndrome (AIDS) is a handicap brings policy questions about AIDS testing to the forefront. There is great potential for conflict in providing for the needs of other employees and creates an HRM channel that must be carefully navigated. Benefit plans that are regulated by the Employee Retirement Income Security Act (ERISA) require special attention. Companies must be prepared to provide resources that not only offer such plans but also impeccably manage those employee benefit plans. Failure to do so will lead to subsequent suits by employees challenging plans that are out of compliance with ERISA disclosure, reporting and fiduciary standards are problematic. Governemnt regulation is also partly responsible for shifting attention from union group representation to regulations and policies that emphasize the rights of individual employees. It is mandatory that this factor be taken into consideration in personnel planning and policy making. The role of unions as bargaining units is on the decline and will continue to diminish as bargaining relationships become increasingly stable. This translates to decreased strike activity and fewer actions filed with the National Labor Relations Board (NLRB). While that is a positive outcome the trade-off must be recognized, prepared and accounted for. While businesses will see fewer strikes, they can expect to see increasing numbers of employment-at-will and wrongful discharge suits. An additional considertion affects employers who contract temporary employees. This practice is experiencing an increasing number of suits by temporary employees alleging unlawful activity. This surely influences staffing policy decisions. It should come as no surprise that such pressures have created the need for a greater emphasis on the human aspect of business. With something so seemingly obvious the qustion is why hasn't this human aspect been addressed before? It may be due, in part, to the tendency to educate, develop, and train managers to fixate on analytical and technical aspects while assuming that â€Å"business as usual† in dealing with employees was sufficient to promote productivity. So why are companies now hoping to find solutions to business problems in the human side of enterprise? The answer lies in part to growing societal pressures. Concern over the condition of blue-color jobs in the 1930s, as well as civil rights and equal opportunity legislation in the 1960s and 1970s, has paved the way to revamping HRM policies to recognize and respond to shifting social values. More simply put, other approaches to improve employee productivity and organizational effectiveness haven†t worked. (9) The area of single most impact on worker performance lies outside of the work environment. Family needs are the primary cause of absenteeism, tardiness, and lower productivity. (9) The here are several factors creating this phenomena. First there is the steady flow of women into the work place. In 1970, 20.2% of women worked outside the home. That figure grew to 73.8% in 1995. The increase in two career couples has assisted families in reaching financial stability and filled a need for personal satisfaction. It has also, however, created a void in care giving that was traditionally a woman†s role. Another major cause of family issues impact is the increasing number of single parent homes. Single parent homes have grown from 12% in 1970 to 49.8 % in 1995. (10) As the sole burden of child rearing is placed on a worker, childcare arrangements, school obligations, and childhood illnesses are far more likely to interfere with attendance and productivity. Another social phenomenon, which strains workers and, in turn, disrupts the workplace, is increasing longevity. As the population grows older the phenomena of living longer allows workers the luxury of postponing marriage and having children. It†s relatively common today for couples to postpone their first child until their late thirties or early forties, a time formerly used for the preparation of an empty nest. Instead of retiring to grandparenthood these later in life parents are dealing with teenagers and how to get them through college. A large percentage of the workforce now finds itself in the position of not only having children to care for, but elderly parents as well. Add to the list of family pressures the moral and financial obligation workers must contend with in providing for the wellbeing of two generations. The American worker is now faced with a double whammy in the attempt to meet family needs. When looking at the increasing longevity of the workforce, one must consider that piece of the big picture which has to do with the rate that people retire. It†s estimated that within the next twenty to thirty years the retirement age in developed countries will, by necessity, move up to seventy-nine or so. Seventy-nine, in terms of health and life expectancy, correlates with the age of sixty-five and the health and life expectancies of 1936, when the United States, the last western country to do so, adopted a national retirement plan (Social Security). (11) As America continues to gray, a significant percentage of the work force will develop unprecedented needs that are geriatric in nature, impacting worker expectations of benefit packages. The question facing business in the future is determining what that age and experience are worth in terms of monetary compensation and benefits. This is a dilemma currently being faced by the Armed Forces, with many branches finding themselves to be top heavy with senior officers. The funding resources dedicated to personnel are not distributed in a fashion that attracts and retains military members, seriously jeopardizing the productivity of military organizations. (12) This is relevant in that many private organizations as well as public and government agencies are finding themselves in the same position. Retirement Incentive bonuses have become common place and are a primary tool used by organizations to cull the workforce. Will this remain a viable means of thinning an aging workforce? In addition to family pressures, and salary and benefits needs, there is a growing concern throughout the nation†s work force concerning quality of life. While benefits and compensation are key to employee satisfaction, and therefore productivity, a strong value is placed on the emotional satisfaction one finds professionally. These emotional perks come out of all areas, and are as solid as additional training and added responsibility or as intangible as recognition, appreciation, and creativity. (13) Business must take into account the social implications of such information, as it becomes essential to address staff needs and to determine successful strategies that should surround any HRM policy. The management of human resources centers on a single basic function of the management process: staffing. The HRM professional is charged with matching the right person to the job. While recruitment is an exacting area of HRM, a more significant piece of employee productivity lies in motivation. Motivation methods are key to fashoning successful HRM models. Motivation is a deceptively simple concept but probably one of the most complex components of human resource management. Motivation is simple in terms of human behavior. People are basically motivated or driven to behave in ways that they find rewarding. So the task seems easy; just find out what they want and hold it out as a possible reward or incentive. It becomes complex when trying to find a universal incentive in a very diverse workforce. What has value to worker A may be meaningless to worker B. And what has value at one point in time may become insignificant at another. For example, everyone has a need to eat. A big steak dinner, as an incentive to succesful completion of a task, is motivation – as long as your hungry! Had you just eaten, a steak dinner would hold no interest . An additional factor in the motivation equation has to do with the reality of obtaining the reward. Telling a person that they will be promoted to sales manager if sales in that jurisdiction increase is empty if that task is percevied as virtually inpossible. Two conditions must be met for motivation to occur, according to Vroom's expectancy theory of motivation. First the value of the particular outcome (such as recieving a promotion) is very high for the person and, secondly, the person feels that there is a reasonably good chance of accomplishing the task at hand and obtaining the outcome. This is the process of motivation. (14) Theories of motivation center on a a single basic question: what do people want? Abraham Maslow states that humans have five basic categories of need; physiological, safety, social, ego, and self-actualization. These needs have been arranged in order of there importance to humans. When the basic physiological needs, food, drink, etc., are met, they no longer serve as motivation. Instead, those urges toward safety, i.e., protection and security, become the driving force. Human beings move up this needs ladder as basic needs are met. Frederick Herzberg has divided Maslow's hierarchy into two planes, the lower meeting physiological, safety and social needs, and the higher meeting those needs surrounding ego and self actualization. Herzberg believes that the best motivation lies in satisfying those higher level needs. Based on his studies, Herzberg believes that factors that satisfy lower level needs, which he identifies as hygiene factors, are markedly different from those, reffered to as motivators, that satisfy higher level needs. Herzberg states that if hygeine factors are inadequate workers will become disgruntled, but once satisfied there is no incentive to perform. Therefore, hygiene factors are necesary for preventing dissatisfaction, but very inefficient in encouraging motivation. Job content, however is the source of motivating factors. Opportunities for achievement, recognition, responsibility, and more challenging jobs motivate employees. Motivating factors work because they appeal to higher level needs that are never completly satisfied. According to Herzberg, the best way to motivate employees is to build challenge and opportunities for achievement into their jobs. Herzberg reffers to this method of applying his theory as job enrichment. Basically, job enrichment consists of building motivators like opportunity for achievment into the job by making it more interesting and challenging.

Interpersonal Conflict in the Film Spanglish Essay

The film Spanglish portrays many examples of interpersonal conflict between characters. An interpersonal conflict is two or more persons having different views on a specific thought or idea. In the film one of the most noticeable conflicts occurs between Flor, the house keeper, and Deborah, the mother. The movie is based on the struggles of relationships, with others and with the characters within themselves. Flor’s personality and parenting beliefs conflict with Deborah’s, resulting in a personal and cultural minimal battle. The conflict between Deborah and Flor progress over time because Deborah is uptight and her irrational behavior is often upsetting both households. Flor speaks very little English when she starts to work for the Clasky family as their housekeeper on a daily basis. She does not mention that she has a daughter, named Cristina. The family has two children, George and Bernice, the famous chef father John, the alcoholic grandmother Evelyn, and the neurotic mother Deborah. Summer comes and Flor is needed at the Claskys’ summer home around the clock so Deborah asks her to live there with them. Unable to communicate well in English, Deborah finds a neighbor to interpret, Flor reveals that she is unable to maintain these hours because she has a daughter, so Cristina is invited to come stay with them. While living in their new home for the summer with the Clasky’s, Cristina interprets for her mother to communicate. She impresses Deborah, who begins to treat her like a daughter, taking Cristina shopping, getting her hair done, enrolling her in a private school, and showing her more love than she shows for her own daughter Bernice. Flor becomes unhappy when it appears that Cristina is influenced by Deborah, in part because she wants Cristina to keep in touch with her Mexican roots and working-class values, and partly because Deborah is overstepping her bounds. Flor objects to Deborah’s actions to John, who apologizes and explains to his wife that she cannot do these things for some one else’s child without permission. Flor begins to learn English so she can communicate better. She becomes closer to John, who is having difficulty with Deborah’s self-centered behavior. Flor quits and takes her daughter home, upsetting Cristina, who got along well with the Claskys. On their way home, she tells Cristina that she can’t go to the private school anymore either, upsetting Cristina even more; she screams in the middle of the street that Flor can’t do this to her and that her life is ruined. Flor loses patience with Cristina after she asks her mother for space. Flor explains to her daughter that she must answer the most important question of her life, at a very young age: â€Å"Is what you want for yourself to become someone very different than me? Cristina considers this on their bus ride home, and they make up and embrace. The film ends with Cristina as an adult, years later, acknowledging that her life rests firmly and happily on the simple fact that she is her mother’s daughter. Throughout the movie there are many examples of how different cultures have different values, and different people have different morals and ethics, and how two people can clash and have extreme conflict between them, to the point where it can affect others around them. The movie Spanglish is based on the struggles of relationships, with others and the characters within themselves. Flor’s personality and parenting beliefs conflict with Deborah’s, resulting in a personal and cultural minimal battle. One of the most important reasons for engaging in interpersonal communication is to form and maintain relationships, connections, or associations with other people in your life (Sole, 2011).

Discuss the role of John Proctor Essay

Discuss the role of John Proctor in ‘The Crucible’. Why does he choose to die at the end of the play? John Proctor is the protagonist of the play ‘The Crucible’, written by Arthur Miller. This is because Miller uses Proctor as a character to help the audience understand the characters’ experience. He does this by either making sympathetic expressions or the actions that Proctor makes, whether they are violent or confusing. Miller makes us feel sympathetic for Proctor when Proctor’s wife, Elizabeth gets taken away to court for being accused of doing ‘the devil’s work’. Proctor knows she is innocent but nobody will believe him. In Act I, John Proctor’s role is to introduce himself and show his character: ‘Be you deaf? I forbid you leave the house did I not? ‘ (Proctor, Act I) This comment suggests he likes to be powerful and in control, in this case, by being forceful. He feels ‘strong about hypocricy, but is even-tempered. Miller tells us that ‘in the presence of Proctor a fool felt his foolishness instantly’. He also tells us that proctor ‘is a sinner against his own vision of decent conduct’, of which he is talking about the affair with Abigail Williams. This is dramatic irony as, only three characters (including Proctor) are aware of this. When we first meet Proctor he is with Abigail, Mary and Mercy Lewis. Abigail’s first words are: ‘Gah, I’d almost forgotten how strong you are John Proctor! ‘ (Abigail, Act I) John Proctor quickly realises what she is implying and replies: ‘What’s this mischief then? ‘ (Proctor, Act I) This shows he doesn’t want anything to happen between him and Abigail. ‘No, no Abby. That’s done with. ‘ (Proctor, Act I) Later on he replies with this to Abigail, and this shows he is strong-willed, recognises what is happening and the mistake. However Abigail thinks that John is just playing around with her and speaks of how he clutched her back behind his house and sweated like a stallion. ‘I may have looked up. ‘ (Proctor, Act I) This quotation suggests that Proctor is still interested and this brings across a message that people don’t change, in this case Proctor a sinner, but then the strong, powerful part of his character comes across and he threatens to whip her, to which the stage directions say ‘shaking her’. This suggests he regrets the affair and wants no more to do with Abigail. As an affair is more likely to have happened in the 20th century, the audience sympathise with him as the play is set in the late 17th century, so Proctor is a man ahead of his time. When Proctor meets Hale, he wants him to make Salem more realistic. He shows his sensible character, but could also be seen that Proctor is trying to be ‘in charge’ and think he knows too much: ‘He don’t believe in witches. ‘ (Giles, Act I) ‘I never speak of witches one-way or the other. Will you come Giles? ‘ (Proctor, Act I) ‘I’ve heard you to be a sensible man Mr Hales. I hope you’ll leave some of it in Salem. ‘ (Proctor, Act I) Act II shows Proctor’s house, and Proctor is tense, which brings tension upon the audience. He carries a gun, which suggests insecurity among Salem, and himself. He places it leaning on the wall, which is an accessible point, again showing insecurity. It makes the audience feel inferior. AS Elizabeth walks down the stairs he goes to a basin washing his hands and face. This is symbolic as he is trying to forget the affair, because he feels so guilty. This builds more tension: ‘What keeps you so late? It’s almost dark. ‘ (Elizabeth, Act II) This comment of Elizabeth’s shows she is anxious and suspicious of his whereabouts. He replies that he was ‘planting far out the forest edge’. Then goes on to say: ‘Pray now for a fair summer. ‘ (Proctor, Act II) He is trying to please his wife, still feeling guilt. He says with a grin: ‘I mean to please you, Elizabeth. ‘ (Proctor, Act II) Elizabeth replies, although hard to say, which suggests denial or disbelief: ‘I know it, John. ‘ (Elizabeth, Act II) Proctor and Elizabeth fear each other, and this illustrates the feature of the play-fear. Their short sentences and being silent suggests this, and also brings tension upon their marriage, and the audience. Act II is mostly to do with John Proctor, the visiting of Hale to which he is questioned about his religious efforts, his arguments with his wife, his suspicions of the witchcraft in Salem and Abigail, and the arrest of his wife. He grabs the search warrant off Cheever: ‘Proctor, you dare not touch the warrant. ‘ (Cheever, Act II) ‘Ripping the warrant. ‘ (Stage directions, Act II) This is Proctor’s angry side. He knows what Abigail is up to, yet no one will believe him. They go on what Abigail says. As he rips up the warrant, he puts a reputation to his name at the courts of the Witch trials. Act III shows Danforth, a deputy governor, talking to Proctor about witchcraft. He is questioning about the pretence that Mary Warren has confessed. He wants a second view from John Proctor: ‘We burn a hot fire her; it melts down all concealment. ‘ (Danforth, Act III) This relates to the title of the play ‘The Crucible’. It is a metaphor of a crucible, which points out the message of the play. As a crucible is a container in which metals are heated to extract the pure elements. In the play, witches are to be purified and ‘to come back to God’. When Mary is in court, Proctor is determined to get the judges to see what is really happening. He goes into the courts and confesses his sin of adultery with Abigail to try and make the judges see how much of a ‘whore’ she really is. He risks his well-preserved name to save his wife from being hanged. The judges have no proof: ‘In her life, sir, she have never lied. ‘ (Proctor, Act III) Here he talks of Elizabeth, and he thinks she will tell the courts the truth of the affair, but instead she thinks the courts don’t know. She worries that she is risking her husband’s well-dignified name, and lies: ‘Answer the question! Is your husband a lecher! ‘ (Danforth, Act III) ‘No, sir. ‘ (Elizabeth, Act III) Proctor gets taken into jail for perverting the course of justice: ‘Marshal! Take him and Corey with him to the jail! ‘ (Danforth, Act III) Hale realises what is happening and quits the courts. Act IV is tragic, bringing the death of the ‘hero’ of the play. Danforth is doing almost anything he can to get a confession from Proctor. For example he gets Elizabeth, his wife that he tries so hard to please, to go and talk to him. They understand what Proctor meant by all the lies. Abigail ran off the Barbados. When Proctor sees Elizabeth again, it creates a tragic atmosphere. To them it seems almost unreal, like they didn’t think they would see each other again. The short, quick sentences that they exchange give us a sense of tension: ‘You are a – marvel, Elizabeth. ‘ (Proctor, Act IV) ‘You – have been tortured? ‘ (Elizabeth, Act IV) As she asks Proctor this it proves that she wants to forgive him, and that she wants to love him again. He decides to confess about witchery, for Elizabeth’s sake. Once the confession has been written down he grabs it, saying: You have all witnessed it – it is enough. ‘ (Proctor, Act IV) He refuses to sign his confession. He doesn’t want to blacken his name anymore: ‘God knows how black my sins are! It is enough! ‘ (Proctor, Act IV) If he doesn’t give it back, or sign the confession, he will be hanged, he will be killed. Instead he rips it like, just like he did the warrant/ He decides to die. The atmosphere turns tragic and goes still. The audience’s reaction is also tragic, but also understandable – after all, that was the role of John Proctor. He chooses to die because he would blacken his name, and his children’s name – Proctor. He realises he has ruined his reputation from the affair, and that the courts in Salem were finished. He couldn’t lie anymore. He chose his own death rather than betrayal of his conscience. This shows us that he too has come through the fire to be purified, just like the pure elements extracted from the metals in a crucible.

Globalization and Its Effect on the World Essay

Globalization and Its Effect on the World - Essay Example It shows that the East Asia Pacific has grown from a GDP of 15.8 in 1980 to 36.3 in the year of 1997. This has also been seen in the region of Europe and Latin America. The lowered accessibility of finance in the 1980s resulted in suppressed growth which led to many problems. It was after this that the new funds designated to states included the aspect of foreign direct investment. This type of investment is encouraged in the developing countries because they can help in increasing the capital of a state through which the state can further develop economically. Globalization is an aspect which not only helps the countries directly but also helps the countries to improve indirectly. It helps in the improvisation of the living and working standards of a country. Foreign Direct Investment is a type of process through which globalization has given a direct advantage to the countries whereas an indirect advantage can be witnessed in the accessibility of these types of investments to diffe rent states. The concept of globalization has increased the interest of developed organizations to expand their business in countries where it was previously unknown. As the organizations are expanding it can be seen that their products are widely distributed all over the world. Moreover the distribution channel of the new product helps the countries to increase their understanding about the technological advancements of the world. Foreign investors not only help the country economically but they also help to introduce technologies which were previously not known in the country. The country can benefit from these technologies by using them in an effective manner such that their... Globalization and Its Effect on the World This essay analyses the factor of globalization, its impact on different aspects of the world and considers the question of the globalization real existence. Though it is still seen that some of the concepts relating to globalization have remained unexplored, a debate is going on between the proponents and opponents of globalization. Globalization has been defined by Goldstein as â€Å"the worldwide spread of industrial production and new technologies that are promoted by the unrestricted mobility of capital and unfettered freedom of trade†. This clearly shows that globalization affects the issue of investment and economy in this world. Furthermore, James Rosenau described the globalization as â€Å"a label that is presently in vogue to account for peoples, activities, norms, ideas, goods, services, and currencies that are decreasingly confined to a particular geographic space and its local and established practices". Globalization not only affects the microenvironment but also affects the macro environment from an economic perspective. Microenvironment here refers to the advancement in technology along with its effect on the organizations and macro environment is the whole situation in which the markets are operating. Therefore, the question here arises as to if globalization only has a significant effect on the economics. Studies have been carried out to find out the relationship of globalization and labor market trends and it has been analyzed that both of these have a relationship.

Uses of Force by Chicago, New York, La police Research Paper

Uses of Force by Chicago, New York, La police - Research Paper Example Uses of Force by Chicago, New York, La police As maintainers of law and order in the public, police officers should be more cautious on the way they handle people in the public. From sociological and psychological view point, modern study scrutinizes on the determinants of police use of force using data gathered by Garner and Maxwell in 1996- 1997.The information herein entailed the adult custody arrests in six urban law enforcement agencies in the U.S. Dissimilar to most of the recent studies; the degree of force is extended to comprise threat of force as well as varied levels of physical force. The results have revealed strong and reliable evidence that probability os using force and the quantity of force used by the police largely is dependent on what the suspect commits rather than who the suspect is, even after controlling for other factors. The way a suspect is handled and the conduct towards the police seems as the most essential factor explaining the use of force behavior. The results obtained also reveals the effects of race and the gender relations as well as the occurrence of eyewitness and other officers on the outlook. Police use of force The na ture of police to citizen encounter may vary from civil to very fiery, and this may entail both verbal and physical conflict. Acknowledging that characteristics of such nature may encounter alongside with the behaviors of the officers and suspects is essential to comprehend the factors impacting police use of force. All over the world, policing entails and at times demands some amount of force. Bittner (1975) accentuates on this aspect of police work and, moreover, affirms that police are nothing else but a mechanism for the dissemination of situational acceptable force in the society. The law and enforcement officers, are required to use force in particular circumstances, are trained in the use of force, and, in general, encounter numerous situations on their due course of duty when the use of force is required. For instance, in arresting wrongdoers, averting escape, putting into custody the disorderly participants, or when safeguarding themselves and the blameless victims from get ting injured. As it has been confirmed by Skolnick and Fyfe (1993, p. 37), â€Å"as long as the public continues defying law and order, and resist arrest, use of force by the police remains inevitable. Even though the use of force by the police has been significant inn averting and regulating law and order in the society, it has however contributed to alarming rate of social and legal consequences amid the police and the public. This is an aspect that has predominantly resulted towards studying on this essential topic and would enrich our knowledge towards an efficient comprehension in this area of study. Recent research carried out on police use of force reveals that police use force rarely (Adams, 1999; Friedrich, 1980; Garner, Buchanan, Schade, & Hepburn, 1996; Garner & Maxwell, 1999; Worden, 1996). Whether indicated by authorized use of force, (Alpert & Dunham, 1999), the complaints of the citizens, those surveying the officers, the arrestees, citizens or the observational meth ods the recorded data constantly reveal that only a minor portion of police – public relations makes use of force. On the other hand, the encounter amid of the police and the citizen, in which police officers frequently are compelled to make swift decisions may generate inappropriate or unnecessary use of force that may ruin and lower the repute of police authority and authenticity in the public. Among the different theoretical orientations used to explain police use of force, Terrill and Mastrofski (2002) identifies a particular sociological and psychological perspective that