Racism among Human Interactions Essay Example for Free

Racism among Human Interactions Essay This essay will shortly focus on cultural diversity as the basis behind racial discrimination; its impact and effects on my community. It is important before in-depth digging on this assignment to consider the subject of racism as first, a belief that radiates passion, capable of igniting different forms of action ranging from discrimination, bulling, oppression, wrong prejudice, violence among others. Racism in accordance to Oxford dictionary is an ideology that holds that a particular racial stratum is characterized with generic abilities or capabilities that is different from other cultural caucus. This specific characteristic is to other culture considered inferior or superior in its whole essence. Some other definitions for racism do hold fast that race is the fundamental identification of human inherent traits (Smedley Brain 2005). The abilities thereof are a measure of racial dissimilarities that produce visible effect in assuming superiority to other racial groups (Merriam, n. d. ). In another author’s definition for racism, there is a pronouncement that human races possess distinct trait that predetermine their cultural orientation. The orientation thus follows that one’s race is superior and has a predetermined authority to lord control over other races (Macquarie). Legal description of the term racial discrimination according to the submit of U. N. Convention on Racial Discrimination Elimination in March 1966, â€Å"it shall be any form of separation, exclusion, refrain, or preference based on racial origin in terms of color, descendant, nationality, ethnic group which result in impairing or infringing an equality in recognition, exercise of fundamental human right to freedom in affairs such as political platform, socioeconomic, cultural or any other diasporas in life. † British law describes racism as a concept implying the definition as a particular society in terms of their â€Å"nationality, color, ethnic, race or citizenship. A sociologist, David Wellman in 1993 thus defined racism as a cultural convention that defends Whites’ superiority owing to the incapacitated position of the derelict minorities. Feagin, a former president of American Sociological Association, submits recently in a â€Å"theory of racial oppression† in the U. S. , that the White Americans intentionally create and circulate a system of racial discrimination that has presently uncontrollable eaten deep the bone of their society. Major institutions are built on racial segregations in a non accidental manner but direct arrangement. Feagin recognizes that the operating racial system over decades have taken some forms of change, contending that there has been a significant reproduce of elemental seed of racism. The seed is a reflection of the present day’s â€Å"racial hierarchical institutions as far back as seventeenth century. The present day racial witnesses should be fast traced beyond the peripheral but seen as a rather infiltrating, and interconnected phenomenon that cut cross diverse social groups and establishments among the society. Feagin’s view is in contrast to the assumption that racism is more of an attitude or a kind of irrational bigotry that is independent of social organization. This assumption is supported by the psychologist. Human Racism within Neighborhood in my community It is a sad experience to stay in a habitation among the people of unlike minds who do not for any reason believe that men are born equal, be it white or black, Negro or others. It is rather more saddened that there is a constant atmosphere of insecurity to live among people whose signals of dealings with them constantly radiate hatred and disregard of high caliber. Where else does one needs to find rest if not home among neighborhoods? But the neighborhoods are soaked in an aura of perpetual dislike for color, for nationality and for genealogy order than the White they are. This is exemplified in a scenario when there was a call for a meeting to decide the fate of security our community one weekend. The leader do not border inviting a particular black and therefore, erroneously perceiving his opinion may not count but would rather give a second to the best of taught. And even peradventure, should he surpass every expectation; the White race would feel embarrassed and inferior. The leader presumes this may generate a violent attack and it would be in the interest of the community to live out his contribution as black. This is grossly unfair to humanity and the entire race of mankind. I doubt if the lower animals base their condemnation (if only it exists at all) on racism, how come we claim to be a better one called homo sapiens – I hope scientists will re-evaluate man as a social been. Human racism within Service groups and workplace in my community Service groups majorly constitute the White Americans. The cultural diversity is part and par sues of everyday dealings. It all began from the employment process. The communities around me often times neglect high level of hospitality to Black workers and extend apathy even in recruitment process. One researcher named, Dean Karlan with Marianne once found among a study conducted in 2003, that the extent of racial discrimination among people in workplaces is demoralizing. They discovered that people whose names where trace to black genealogy were more than fifty percent likely not to be shortlisted for the second phase of interview when they apply for a similar job with the Whites. This result is one out of the numerous societal biases forming a giant procedural method in application for job where cultural diversity triumph. I supposed securing job should rather be of intellectual competence and acumen instead of racial introduction that may corrupt the seed of greatness towards achieving the employing institution’s mission statement and its objectives. Despite the fact that blacks in this community can barely afford a day hospital bill without insurance, they are mostly faced with the major health hazard at workplace without a corresponding compensation to make up for the risk of life involved. This could be traced down to the aged fought battle on black slavery. The white society would rather hide under the canopy of existing racial system and enslave fellow mankind. I wonder where the world is heading to at this age long civilization era. If I could be opportune to effect any change in my community, I will gladly revisit this aspect of racial diversity and treat all men equally at workplace. The means of livelihood is a sensitive part of one’s live. That should not be negotiated for any racial operating system in a society with diverse culture. It should be left undiluted as this would be an eventual benefit to the company if nothing but just excellence is the sole key for employment. The disparity in the salary scale I would balance once an individual can prove his or her worth irrespective of the cultural diversity. Human racism within clubs, local governments, and schools The extension of induction to the minority black in my community for a cooperative cohabitation in a club is not a known issue but a taboo. Blacks rather form one in their own minority shell. Members of the club benefit in no small ways. They are treated equal and one among themselves. This makes it possible for numerous assistances members’ enjoy at either on an occasion or whenever there arise the need to give moral or/and financial support. The unity covers the shame of fellow individuals in the club. An applicant into the club of different race suffers these whole benefits even though he lives within this people. The psychological trauma is enough to initiate mental disturbance, mania, depression and bipolar syndrome (some psychiatric diseases) owing to a huge sense of delineation and alien among fellow human being. The presence of cultural diversity among schools at all levels of studies is certain. Students from different homes prefer one school to the others. Privilege to attend is denied by the prevailing racial discrimination. The racial prejudice begins when some school authorities reject applications from people of a particular nationality. At times, the low socioeconomic income of a racialized group of people dictates where to send their children for schooling and not a direct rejection. All tends to same racism resulting from cultural diversity. Other form of racism within exists among the students themselves. We have heard cases where a student arose on a red morning and began to shoot sporadically into the air. Over thirty six casualties were recorded. This man was a black who felt injured by cumulative experience of racial discrimination. Conclusion The people in leadership position often times play a lip service to this very sensitive issue of unfair racial human interactions as a result of cultural diversity. Concerning leaders in my community, we do quite share the same believe that one must be very careful in an attempt to resolve the ideas of inequality birthed from cultural diversity. One example is the record of black massacre in South Africa. The killing in this region in a part is due to an overwhelming dominance of Black Africans playing key roles in the economy of the country. I do disagree that there is no way to resolve it permanently. Military enforcement in a way may assist in ensuring adherence to laws pertaining to racial discrimination among societies with diverse culture. There should be gradual introduction of minority interest for the sake of balancing the democracy we practice though with caution to avoid undue attention and popularity. Government installation should be enforced by the legislature to base campaign in a way to effect eradication of racism in communities. When men of icon in the society openly campaign for racial equality, their loyal supporters would reason with them and change. The impact of media is one of the most essential tools in correcting the society for racial discrimination. Some media publicize the goods of the white and the ugly of the black. Media staff should try playing neutrality and conducting themselves in a professional manner, sharing my idea to contribute in eradicating the obnoxious outcomes resulting from cultural diversity. References Feagin, Joe R. (2006). Systemic Racism: A Theory of Oppression. NY: Routledge. Feagin, Joe R. (2000). Racist America: Roots, Current Realities, and Future Reparations. NY: Routledge. Allen, Theodore. (1994). The Invention of White Race†. Volume 1, London, UK. Smedley and Brian D. (2005) Race as Biology if Fiction, Racism as a Social Problem is Real. American Psychologist 60: 16-30. Cazenave, Noel A. and Darlene Alvarez Maddern. 1999. â€Å"Defending the White Race: White Male Faculty Opposition to a White Racism Course. † Race and Society. http://www. rohan. sdsu. edu/%7Ergison/againstracism. htm. Retrieved on June 14, 2008.

Impact Of Motivation On Organizational Change Management Essay

Impact Of Motivation On Organizational Change Management Essay This study focuses on a research topic Impact of motivation on organizational change, on the basis of the theories of Research Methodology for Business. The outline of the project will cover: Chapter 1 provides the background of the study underlining main objectives, questions and hypothesis of the study. Chapter 2 focuses on general definitions. Models and theories related to motivation, leadership style influencing motivation at time of change and communication process, methods and models will be reviewed and described. References Chapter 1 1. Introduction 1.1 Background Organizations are marked by constant changes taking place in its orientation, strategies and even structural set up. The workers need to constantly adapt themselves to such changes. This often cause stress on their mindset and affect their work quality. At this juncture it is important to shove away any misconception or doubts and bring back the trust, which is extremely essential for the organizational success. In order to achieve this, internal communication needs to be strong and effective. There is a possibility the motivation in the workforce might be restored through successful communication within the organization. Information Technology provides several options for this. E-mails, intranets and other innovations help in meeting the high demand of communication during such time of alteration within the organization (Wojtecki and Peters, 2000). Face to face communication also might help a lot to sort out the differences. There have been mostly separate studies about leadership and grapevine communication. According to McKenna (2000), leadership is an art that can get the optimum work required for the organization. The leader also communicates the organizations goals to his team members. He does not discuss about the communication that is more important between the leader and the team and the effectiveness when such communication occurs in an informal way that leads to more interaction and hence develops a bond with each employee and all together leads to commitment.   According to Robert E. Hoskisson, Organizational Structure specifies the firms formal reporting relationships, procedures, controls, and authority and decision making processes. (Hoskisson, 2008, p.100) This accrues to the basic framework of assigning roles, allocation of resources and provides a basis for cooperation, coordination and communication among the organizational hierarchy (Hoskisson, 2008). Harris and Hartman discuss the problems of Grapevine. According to them, it is not a dependable source and cannot provide full information and maybe distorted (Harris Hartman, 2002). In the article, Heard it through the grapevine: for communicating during change, facts and tips by Baxter-Southward, an extensive study has been done about grapevine communication- the negatives and the positives, and how to deal with this in organizations. However the right answer can be provided by a proper survey of the opinions of managers and workers. Whether such communication actually restores the faith and motivation and can assist in successful implementation of change will be explored in this research. 1.2 Objectives, research questions and research hypotheses The objective of this study is to deal with the issue relating to organizational behavior and organizational development. This study is to analyze whether the successful communication by the organization to its employees at the time of change will result in the motivated workforce and lead to successful change or not. Additionally, the research will analyze the effectiveness of good leadership and managerial as a means to improve to motivation, productivity, employee job satisfaction and commitment. The core objectives of the study are: To study the components of resistance to organizational change viewed from the workforce. To study the motivational factors to implement change successfully To investigate whether communication is the most critical factor in implementing change Based on objectives identified, the following questions are raised: What are the components of resistance to organizational change? What are the critical motivational factors in implementing change? Is communication the most critical factor in implementing change? Based on objectives, conceptualizing structure for this research has been developed. The main variables are evidently showed through coherent analysis in the structure. Based on this structure, the null and alternative hypotheses are developed as the followings: There is a set of components of resistance to change from the organization development theory. There are critical success factors in motivating workforce to accept change. The communication factor is most critical success factor in implementing change. 1.3 Scope Change is inevitable. Whether an employee is at the higher level of or at the lower level of an organization, one thing the employee can be sure of in the future is that there will be change. In this turbulent environment it is important for the managers to react quickly. Motivation of employees at the time of change via successful communication will lead to successful communication or not will be described. Moreover, it will be analyzed whether communication can or cannot bring a motivated workforce. Further more, the current research will be focused on essence of good leaders in motivating employees and increasing productivity. Chapter 2 2.1 Change and Change Management Success is not just for survival it must be achieved in a world of intense competition, continued globalization, and rapid technology change (Schermerhorn, 1996). Currently change has become the part and parcel of every organization to predict future trends and to forecast the changes that need to be encountered. Change is an ongoing process in every organization and for the organization to be successful and survive in a dynamic environment, it is important to have effective management of human resources(Mullin, 2005). People are the major resource of any organization (MULLINS, 2005). The efficiency of staff, their commitment towards the aims of the organization, and the skills and attitudes they bring to stand on the quality of service offered will undoubtedly affect the overall success of an organization (MULLINS, 2005) So in order to achieve success, it is vital for the organization to develop communication processes, motivation processes and a working environment that will help to ensure that individuals will deliver results in accordance with expectations of management. 2.1.1 Core Principals that revolves around change: According to Bernstein (2003) over 70 % of all organizational change efforts fail to meet expectation and delivered planned results. Before implementing change in an organization it is very important for the leader to understand the difference between the change and the transition process. Additionally, a leader should keep in mind that the success of change implementation process is a key driver of how organization will deal with changes, how changes are directed and administered by the leader. According to Barons Greenberg (1990) there several principals about change: People perception about change Individual barriers to change: Economic insecurity Fear to Unknown Threats to social relationship Habits Failure to recognize need for change Additionally Barons Greenberg (1990) listed the following organization barriers to change: Structural inertia Work group inertia Threat to existing balance of power Previously unsuccessful change efforts According to Bennis, Benne, Chin, R. (1985) there are several key drivers to change: Nature of workforce Competition Technology Economic Shocks Changing social trends World politics 2.1.2Classification of change Table 1-Classification of changes According to Ackerman (1997) there are three types of changes Source: http://rmc.library.cornell.edu/EAD/htmldocs/RMM06299.html 2.1.3 Organization Change Management Model As per the theory proposed by Kurt Lewin there are three stages in change process as illustrated in Table 2. Figure 1-Kurt Lewins Change model Change_modellewin Source: http://ic-pod.typepad.com/design_at_the_edge/organisational_change/ Table 2-Stages in Change Process Source: http://www.change-management-coach.com/kurt_lewin.html The research conducted by Hayes in the year 2002 shows that, most of the change management process models have three phases as illustrated in Figure 2. Figure 2-Change management Process Phases Source: http://www.change-management.com/tutorial-change-process-detailed.htm 2.1.4 Resistance to Change Figure 2-Resistance to Change Resist.JPG Resistance to change consists of any employee behavior designed to discredit, delay or prevent the implementation of work change. According to Kotter (1996) resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. Most of actions that are taken to manage change fail due to improper planning and implementation (Coriat, 2002).There are three different types of resistance among employees (Newstrom Davis, 1993) as illustrated in Table 3. Table 3-Types of Resistance Source: http://www.cipd.co.uk/subjects/corpstrtgy/changemmt/chngmgmt.htm According to Kotter Schlesinger (1979) there are four main reasons people in an organization resist change as described in Table 4: Table 4-Reaons for Change Source:http://www.valuebasedmanagement.net/methods_kotter_change_approaches.html Kotter Schlesinger (1979) suggested ways to deal with the changes which have been illustrated in Table 5. Table 5-Reaons for overcoming resistance to change Source:http://www.valuebasedmanagement.net/methods_kotter_change_approaches.html 2.1.5 Successful change vs. Unsuccessful change A study that is done by the Conference Board of Canada found that 66 percent of organizations that completed streamlining initiatives showed no instantaneous enhance in productivity; more than 50 percent realized no short-term profit improvement and only 30 percent actually lowered costs (Thompson McHugh, 2002). These are astounding figures that would be enough to dishearten any organization contemplating major strategic change. These results are common when organizations focus their change efforts and priorities on processes, finances and structures. There is no fool proof way of making all aspects of organizational change run flawlessly. However by valuing, respecting and communicating with people, by devoting as much effort and attention to the needs of employees, any organization is well on the way to managing change effectively (Sisson, 2002). When people are confronted with the need or opportunity to change, especially when its enforced, as they see it, by the organization, they can become emotional. So can the managers who try to manage the change (Nichols, 2000). Diffusing the emotional feelings, taking a step back, encouraging objectivity, is important to enabling sensible and constructive dialogue. To this end, managers and trainers can find it helpful to use analogies to assist themselves and other staff to look at change in a more detached way. Kotter (1996) identified eight key reasons for successful change as described in Table 6. Table 6-Successful Change Steps Description Increase Urgency Leader should set an example for there employees and should be proactive to the situation. So, that the leader can inspire people and can make real and relevant objectives. Building the guiding team Find a devoted team with right expressive dedication and right mix of skill. Get the vision right Find a team which will follow a simple vision and strategy and work on creative aspects. Communicate for Buy in Involve as many people as you can, communicate transparently and respond to people needs proactively. Use technology in favors of you and not against you. Empower action Eliminate obstacles, allow positive feedback and lots of shore up from leaders reward and recognize progress and achievements. Create short term wins Focus on short terms wins. Manage your initiates accordingly and prioritize your tasks. Finish current stages before jumping into new one. Dont Let up Encourage willpower and perseverance. Encourage ongoing process reporting, highlight achieved and future milestone. Make change stick Strengthen the importance of successful change via recruitment, promotion and new change leaders. Merge change into culture. Source: Kotter, J. P. (1996). Leading change. Boston, MA: Harvard Business Press, 3-15. Additionally Kotter (1996) identified eight reasons of unsuccessful change processes: Allowing too much complacency Failing to build a substantial coalition Not understanding the need for a clear vision Permitting roadblocks against the vision Not planning for short term results and not realizing them Declaring victory too soon Fail to anchor changes in corporate culture 2.2 Role of Communication and Consultation at time of Change One of the common issues faced by the organization while under going change is to find the measures for effective communication with their employees. Leaders communication and consultation is important for every management function. The effective communication and consultation plans results in successful implementation of change. The steps for communication for effective change management have been illustrated in Table 7. Table 7-Steps for Successful Communication Source: http://humanresources.about.com/od/changemanagement/a/change_lessons2.htm 2.2.1Steps in Formal Consultation process Based on Schein (1999) research formal consultation process include following main steps as described in Table 8. Table 8-Steps in formal consultation Source: http://www.goodpracticeparticipate.govt.nz/levels-of-participation/one-off-consultation/steps-in-formal-consultation.html 2.3 Motivation The level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits (Burney et al., 2007). Motivation is an inner drive or an external inducement to behave in some particular way, typically a way that will lead to rewards (Dessler, 1978). Over-achieving, talented employees are the driving force of all firms so it is essential that organizations strive to motivate and hold on to the best employees (Harrington, 2003). In a turbulent environment where changes take place very often, therefore it becomes important for managers to analyze the level of motivation of each employee. Every individual have their own set of reasons to get motivated. Some individuals are motivated by financial factors while others are motivated by non financial factors as illustrated in Figure 3. Motivation can be classified as external or internal motivation. Finishing deadline on time is an example of external motivation. The fear of loosing a job in case of uncompleted task is an example of internal motivation. Both the external and internal motivation is equally powerful. Figure 3-Financial and Non Financial Motivators The four most powerful type of motivation that can influence an individual are listed in Table 9. Table 9-Types of Motivation Human beings are complex in nature, and are usually motivated by a combination of four elements. Figure 4 illustrates 4 types of motivation, which come together to produce four key areas for the managers to focus on when trying to motivate their employees. Figure 4-Four key elements of motivation ` Source : http://www.wishfulthinking.co.uk/2009/02/11/motivation-during-a-recession/ 2.3.1 Major Theories of Motivation Motivation is not only in a single direction i.e. downwards. In the present scenario, where the workforce is more informed, more aware, more educated and goal oriented, the role of motivation has left the boundaries of the hierarchy of management. The Figure below shows the major theories of motivation that can be applied in the working environment as well on the employees to see the impact of motivation on the organization as a whole. Figure 5-Theories of Motivation Maslows Hierarchy of Needs Figure 6-Maslows hierarchy of needs By applying Maslows theory of motivation, modern leaders and managers find way of employee motivation for the reason of worker and workforce management. According to Maslow the humans are motivated by unsatisfied needs and the needs which are at low level should be satisfied initially and then the higher order need should be looked upon. As given in Figure 6 there are five general needs of the humans that should be satisfied before the human start behaving unselfishly. Therefore, in a real work time scenario it becomes important for the leader to understand which needs is currently active for an individual employee motivation. Herzbergs Two Factor Theory Figure 7-Hygiene and Motivation factor Source:http://www.biomedcentral.com/content/figures/1472-6920-9-49-1.jpg The psychologist Fredrick Herzberg asked the questions from employees in the year 1950s and 60s for understanding employee satisfaction. The results of its finding revealed that there are some factors of a job which are constantly connected to job satisfaction, while dissimilar factors are linked with job dissatisfaction. The hygiene and motivation factors are illustrated in Figure 7. To apply Herzbergs theory, managers need to take up a two stage process to motivate people. Firstly, managers need eliminate the dissatisfactions the employees are experiencing and, secondly, managers need to help employees to find satisfaction. Equity Theory/ Social Comparison Theory Figure 8-Equity Theory Source: http://www.businessballs.com/adamsequitytheory.htm Equity theory states that employee always tend to compare the situation (Outcomes) they get while working in relation to what they invested (Inputs). Additionally they also willing to compare what are the ratio between what they get from what they put in. Moreover people also attempt to compare their input and outputs with their coworkers as illustrated below. Figure 8-Equity Comparison Source: http://www.businessballs.com/adamsequitytheory.htm 2.4Summary According to the literature the change must be consulted at the same time practices show that change can only be successful with proper consultation and internal communication process. Literature of this study suggests that it is important to implement changes with proper implementation strategy, internal communication and consultation in order to achieve goals and avoid failed change, poor morale and resistance to further change.

Interesting Facts of the Crucible :: Essay on The Crucible

Interesting Facts of the Crucible The Interesting Facts of The Crucible Was The Crucible, by Arthur Miller, just an â€Å"irrational fear?† (Arthur Miller’s The Crucible: Fact & Fiction Par.1). The panic of Communism during the Cold War and Senator Joseph McCarthy’s anti-communist hearings on February 3, 1953 led to this â€Å"irrational fear.† There are several major differences from the true version of the story and Miller’s version. These differences could have made the whole event much more interesting and eerie. Many specific details were overlooked that could have changed the play around. For example, Parris’ wife was not dead. In Miller’s play he refers to the group of girls as Abigail’s girls, but there were many other girls that were included in the group of the â€Å"afflicted†. Another difference that could have reconstructed how the play was is Abigail’s age. Because Miller used different context from the event, the true facts of history could have made the play muc h more interesting. In Miller’s play, Reverend Parris says â€Å"...my daughter...† (1.7). Reverend Parris mentioned he has a daughter and he is a widower. However, â€Å"Betty Parris’ mother was not dead, but very much alive at the time† (The Crucible: Fact & Fiction Para.5). Betty Parris’ mother really died 4 years after the events had taken place. This fact could have changed the total out-come of Miller’s play. If Betty had a mother figure, perhaps she would not have been lured into Abigail’s malicious ways. Since Abigail and Betty are cousins, Betty’s mother could have played as a mother figure for Abigail. Abigail would not have been such a troublemaker if she had a role model. This fact could have changed how Miller’s play was put together, and it could have made the play more interesting. In The Crucible, Miller mentioned that Abigail and her followers were just a bunch of teenage girls. In reality, Abigail’s group did not just consisted of teenage girls. Abigail’s afflicted group not only consists of teenage girls, but it consists of men and women. Some of the people from Abigail’s â€Å"afflicted† group are Sarah Bibber, John Indian, and Ann Putnam. The â€Å"afflicted† group could have consisted of many more people, and they could have had a bigger, stronger effect on the whole hype.

Freuds Psychoanalysis of the Interpretations of Dreams :: Freudian Psychology Essays

Dreams have been objects of boundless fascination and mystery for humankind since the beginning of time. These nocturnal vivid images seem to arise from some source other than our ordinary conscious mind. They contain a mixture of elements from our own personal identity, which we recognize as familiar along with a quality of `others' in the dream images that carries a sense of the strange and eerie. The bizarre and nonsensical characters and plots in dreams point to deeper meanings and contain rational and insightful comments on our waking situations and emotional experiences. The ancients thought that dreams were messages from the gods. The cornerstone of Sigmund Freud's infamous psychoanalysis is the interpretation of dreams. Freud called dream-interpretation the "via reggia," or the "royal road" to the unconscious, and it is his theory of dreams that has best stood the test of time over a period of more than seventy years (Many of Freud's other theories have been disputed in recent years). Freud reportedly admired Aristotle's assertion that dreaming is the activity of the mind during sleep (Fine, 1973). It was perhaps the use of the term activity that Freud most appreciated in this brief definition for, as his understanding of the dynamics of dreaming increased, so did the impression of ceaseless mental activity differing in quality from that of ordinary waking life (Fine, 1973). In fact, the quality of mental activity during sleep differed so radically from what we take to be the essence of mental functioning that Freud coined the term "Kingdom of the Illogical" to describe that realm of the human psyche. This technique of dream-interpretation allowed him to penetrate (Fine, 1973). We dream every single night whether it stays with us or not. It is a time when "our minds bring together material which is kept apart during out waking hours" (Anonymous, 1991). As Erik Craig said while we dream we entertain a wider range of human possibilities then when awake; the "open house" of dreaming is less guarded (Craig, 1992).

Beloved - Toni Morrison :: essays research papers

Confidence and violence: relationship between women in â€Å"Beloved† The story told in â€Å"Beloved† contains a process of memorialization and change. In this process, the relationship between women is very important. Some relations are dominated by violence and hate, others are full of confidence and love. In those relationships rememory and storytelling are important factors, because the women get to know each other better by telling stories about the past. They get to know much more about each other, through which their relationship dà ³es change. When Sethe arrives at 124 Bluestone Road, Baby Suggs doesn’t know her at all. She only knows Sethe ‘s her daughter-in-law, the woman who married her son Halle and who gave him four children. And yet she helps Sethe immediately. At 124 Bluestone Road, Baby Suggs creates a space, which provides warmth and certainty for Sethe and her children, just as 124 is for the whole community. â€Å"124 was †¦ night long.† (p.86) I think it really adorns Baby Suggs that she was such a warm person, especially to Sethe and her children. In fact she opens her house and her heart to the whole community. When Beloved arrives at 124, she immediately takes part of the family life. Sethe dà ³es really like it to have another daughter living with them and she’s flattered by Beloved’s open devotion. â€Å"Sethe was†¦his teacher.† (p. 50) Denver in the beginning also likes Beloved’s presence. The three become a real â€Å"family†: they ice skate, drink cocoa, dress up in bright colors and ribbons. Their relationship is mostly positive. But as soon as Sethe understands who Beloved is, Beloved's claim on her is total. Sethe no longer goes to work; she attends to Beloved's wishes. Denver - who once was the most important person in Sethe’s life - tries to make claims on both Beloved as a sister and Sethe as a mother, but she is gradually shut out of the relationship. Sethe doesn’t want to tell much about her past to Denver, but to Beloved she tells nearly everything. â€Å"It became†¦incomplete reveries.† (p. 58) Ultimately Denver and Sethe are bound to Beloved. The three are fixed on story-telling, although it hurts Sethe, she keeps telling nearly everything about her past to Beloved. One day, they go to the Clearing, a space in the wood that was "wide-open" and blessed, where it was â€Å"possible to love†. Sethe comes to this place to figure out what to do with her past.

Compare Essay Between Inception & Interstellar Essay

Darkness, why are we so afraid of the unknown. Many including myself are paralised by the thought of an unwelcomed presence, I dare not turn my back in fear that my thoughts may be real. Although that same compelling fear has never stopped us from venturing into the unkown. Whether it’s being out there amongst the vast emptiness of space or delving deeper into our subconcious mind, two vastly different concepts yet they may be more similar than you could imagine and Christopher Nolan has a great depiction of both in the movies Inception and Interstellar two sci-fi cinematic siblings that may seem worlds apart but might be more similar than you suspect. In inception, Cobb explains how our brains are most utilized when we are asleep. In this newly discovered dream realm he is able to fill it with his subconscious memory of things, places and people making it seem like they’re awake and it’s all actually happening, the however dreams have many layers and are complex in including the deepest layer of dream – limbo (Boston Magazine, Yiqing Shao, 2014), an infinite subconscious reality where you could be stuck in your own mind forever while your body degrades in the real world. Whilst in interstellar, Cooper travels through wormholes altering space and time to arrive at far and distant planets via 5th dimensional  beings that â€Å"helped† them out. The similarities here are that in both movies we are introduced two interesting and new mediums of sub-realities, and what I found out is that there is 3 planets to be uncovered in interstellar as there are three layers of dream in inception, in which both main leads must figure a way to circumvent disaster in hopes of seeing their children o nce more. Love is a tremendously powerful and inspiring force and has been proven to be as such time and time again, it is love that drives humanity through their hardest struggles and what brings out that last fight from our beloved characters. And this is something that has been cultivating throughout both the films Inception and interstellar, only emerging in death bed scenes. For Inception, it is Fisher a boy that has big shoes to fill and no one to guide him, yearning the approval of his sickly father that never batted an eye towards him. For Interstellar it is Cooper his urge of reuiniting with Murph once more which drives his compassion further as a father his instinct to survive kicks in, here we see the similarities between Fisher’s will abd determination to patch things up with his father and Cooper’s struggle to find a solution for mankind and get back to his beloved children. Heroes are an essential elements of any film. They do the things where the ordinary can’t and in these two films we’ll be taking a look at the similar hero complexes of both films. In Interstellar, Cooper looks for a new substitute planet to save the human species. In Inception, Cobb tries to plant an idea inside of Fisher’s mind to prevent a global energy monopoly. Although those are the main plots of the movie, we can see their personal goals are actually similar to each other which is getting back home and reuniting with their children once more. Cooper has to fight time in order to fulfill his promise to his daughter of coming home before she passes. Whereas in Inception, Cobb’s similar promise to return home to his children after being banned from ever returning to the country (America). Time misrepresentation as a recurring unexpected result of venturing through these different realities. In Inception, the characters have the great pleasure (although surely not the safety) of taking their time as they delve  deeper and deeper into the recesses of the psyche (Screen Rant, Kofi Outlaw, 2012), since time slows down which means to say 5 minutes in the real world would give you roughly about 5 hours in the dream and times slows even more as you delve deeper. But for interstellar time is the exact opposite, as Cooper and the Nasa team travvel farther and farther away from Earth to uncover habitable planets. Since hours on a new planet are equivalent to decades back on Earth time moves significantly faster. Cooper finds himself spending 27 Earth years after merely spending 3 hours on another planet, when he arrives back to the ship the emotional toll was too drastic and Cooper broke down along with most of the audience as I imagine. The similarities here are of that time is an essential key point in both their missions. The emotional obstacle in interstellar is time, as the perculiar effects of gravity manipulates the flow of time on different areas of the universe (Time moves slower for Cooper). Christopher Nolan ( goodreads.com , 2011) stated that and I quote, â€Å" I studied English Literature. I wasn’t a very good student, but one thing I did get from it, while I was making films at the same time with the college film society, was that I started thinking about the narrative freedoms that authors had enjoyed for centuries and it seemed to me that filmmakers should enjoy those freedoms as well.† And narrate freely he did. Entirely original films that are becoming increasingly rare among the output of the other studios. Christopher Nolan is now one of the biggest names in the movie industry boasting blockbuster movies to his name, such as Interstellar and Inception (Den of Geek, Ryan Lambie, 2014). Two mind warping movies that blasted its way through the movie screens and imprinting itself into our minds and hearts, challenging the very way we perceive the world around us. Reference List: 1. Interstellar. ( 2014, 5th November ). Retrieved April 6, 2015, from http://www.denofgeek.com/movies/christopher-nolan/32803/how-interstellar-completes-nolans-personal-film-trilogy 2. Incpetion. ( 2012, 2nd June ). Retrieved April 6, 2015, from http://screenrant.com/inception-spoilers-discussion-kofi-68330/

Audience and Reception Essay

According to Communicating in the Workplace, by Thomas Cheesebro, Linda O’Connor, and Francisco Rios, no matter what type of informative speech or letter you have the opportunity to present, a key step in your preparation process is analyzing your audience. Consequently, you will need to spend some time finding out about your audience. To begin this process, you will want to determine the demographic composition of your listeners. Demographic characteristics are observable or measurable. They include factors such as age, race, ethnicity, gender, socioeconomic status, and so on. (Pearson Education, 2010) Assertiveness is the tone you should use when presenting a letter to management. â€Å"Assertiveness is stating what you think, feel, want, or need in a way that is direct, honest, and respectful of others. Specific purposes identify the desired audience response at the conclusion of your speech.†(Communication in the workplace, 2012) In other words, what do you want your listeners to know, think,or do after they have heard your presentation? Although you do not actually state the specific purpose in the context of your speech, you use this statement to give direction to the development and organization of your information. According to Communicating in the Workplace, by Thomas Cheesebro, Linda O’Connor, and Francisco Rios, to be effective, a specific purpose statement should meet the following guidelines: It should be a complete sentence, It should contain only one key idea. And It should be stated in measurable terms. â€Å"Think of the central idea as the core or foundation of your presentation. A central idea states, in a single sentence, the essence of the speech. It needs to be clear, concise, and focused for the audience. So important is this central idea that the effectiveness of the entire presentation is largely dependent upon it. It tells the audience what the speech is all about and prepares your listeners for the information that is to come.†(Pearson Education, 2010) In summary, â€Å"keep in mind that developing the skills are required to deliver effective presentations can increase your confidence and success both personally and professionally. The process of analyzing your audience, selecting a topic, determining your specific purpose, and formulating your central idea will enable you to achieve a truly memorable presentation.†(Communication in the workplace, 2012) Not doing so can really hurt your presentation, and your credibility.