Sociology of Emotion

The sociology of emotions is the article of Katherine Walker from the EBSOHost. The sociology of emotions’ article is based on the study of the  sociology  of  emotions  in which defines  emotions  as socially constructed and culturally variable labels attached to physiological responses to stimuli. Studies have questioned the universality of  emotions, their variation across cultures, rules about feelings and emotional displays, and the necessity of  emotions  to maintaining the social bond.The article was a previously researched article, because the author makes references to Sociology scholars that have established themselves in the field of Sociology, like Emile Durkhem and Erving Goffman (by Katherine Walker, 2010) The  sociology  of  emotions  is a relatively new subfield of  sociology, which first gained prominence in the 1970's. Prior to this time, the field of  sociology  concentrated more on cognition than  emotions, although  emot ions  have often remained a subtext in important works.Emotions  were seen as the turf of psychologists and biologists. However, sociologists began to systematically study  emotions because they realized first, that  emotions  are fundamentally social, and second, that  emotions  have always figured as causal mechanisms in sociological theory. Emotions  are of sociological interest because they are a primary human motivation, they help in rational decision-making, and they link the biology of the body with classic sociological (John J. Macoinis, 2009) questions about social construction and social control. Feature Article –  Sociology TestThe authors of the article try to make clear the concept of emotion, asking specifically, what is emotion? Which they explained as a sort of phenomenon that goes through the body, or mentally. For example, that thing that people usually have while watching a horror movie, scare or fear, that makes your heart beat faster. Walker step in the concept that people develop their emotion in seven Stages that start from childhood and goes all the way to the stage in which people are able to control their emotions, and learn how to adapt them to the new situation.The article about sociology of emotions provides us many points about the importance of emotion in a society, how our emotions are connected to the society that live, explained that the society plays an important role in people’s emotions, as well as the roles that the same society imposed on people so that they can behave in certain way, and the circumstances in which they may express emotions or feelings.This sociological article is similar to the chapter 6 of our text book, that explain some sociologists scholars theories about the everyday life interaction with emotions, the biological side of emotions, cultural side of emotions, as well as emotions in the work place, and we can observe the society influence in this matter.We can see that this article is a clear collection of information from other famous sociologist scholars, and that the authors of this article have actually written about what she found as more explicit in the sociology field about the subject of emotions, and that makes it different from what we can see from some magazine. References Strayer University EBSCO- Host Academic database: Author Katherine Walker, Ph. D, June 1, 2010, Sociology of Emotions. Introduction to Sociology, by john J. Maccionis, Twelve Edition, 2009

Mary Shelley’s novel Essay

There are few writers in world literature whose heroes have become common names and are used in the every day life of people from different cultures. Among the limited number of such lucky creators is Mary Shelley who has written at quite a young age in 1818 her everlasting â€Å"Frankenstein†. Despite this fact the novel is extremely persuasive and intriguing, having the full range of features which show a mature author’s experience. The publishing of the story immortalises her. The fame which the book brings transcends borders and time. They are the best verification of the monster’s suggestion after the death of the ambitious doctor: â€Å"and when I shall be no more the very remembrance of us both will speedily vanish†. This modest supposition proves not to be true. At least his ominous silhouette remains in the mind overloaded with information. All our readers’ attention being absorbed, we do not notice how we transfer the name of Dr Frankenstein over to the fruit of his scientific work. Actually the monster he creates so diligently is left unnamed and is mistakenly called after his creator. It is quite common to find the name â€Å"Frankenstein† associated with clumsy and ugly creations of other authors or in everyday conversations. It has taken on its own life and very often is utilised to mean any fictional human-like monster. It is important to note the first â€Å"meeting† with the word â€Å"Frankenstein† in each person’s life. This is completely possible to be through Roald Dahl’s story â€Å"James and the Giant Peach†. The author employs the famous name in a rhymed conversation between the two aunts of the little boy. They abuse each other using insulting expressions. One of them contains the imagery â€Å"you would make a lovely Frankenstein†. This is the way we usually associate the title of Shelley’s book. There may be some exceptions not to include the impressive name but to invoke some similarity with the appearance of the character. In the popular TV comedy, â€Å"The Adams Family† for example, the butler â€Å"Lurch† is obviously modelled on this creature but the producers do not repeat the widespread error of calling him â€Å"Frankenstein†. The topicality of Mary Shelley’s book comes not only with the mentioning of its title in any context. It has deeper relations with a lot of features of contemporary life as it raises issues of complex politics of human desire. We can discover the author’s insight in tackling the burning problems from our lives: accountability – especially in the medical, farming and militarily industries; social alienation – including criminals and prisoners, refugees, orphans or adopted children dilemmas; the nature of life itself. The choice of subtitle is not accidental. â€Å"The Modern Prometheus† relates to the infusion of life (fire) into a non-living thing. The charitable action of the chained Titan from Greek mythology has provided a lot of motivation in all the arts. Taking inspiration from Byron’s suggestion of writing ghost stories, Mary Shelley explores an area which relates to all scientists dreams: the achievement of artificial life. This is the overriding purpose of the efforts of her main hero whose name gives the title to the novel. In his childhood Victor Frankenstein had been amazed by electricity. He had seen its effect on a â€Å"beautiful oak† struck by a dazzling stroke of lightning. Later the young doctor shares this experience with his friend – Arctic explorer Robert Walton. It is clear that the new phenomenon deeply excites the inventive imagination of the experimenter, just like Mary Shelley herself endures before the science. Obviously both competition in her circle of friends and her growing interest in the unveiling of nature’s secrets have fired the imagination of the talented woman. She has been aware of the contemporary physician Dr Erasmus Darwin’s and the chemist Sir Humphry Davy’s researches, and probably has been excited by feelings similar to those we have today when cloning or Genetic Modification of food is argued about. If we think over the threatening cost of breaking the food chain, a series of dangerous pictures can form in front of our eyes. Unfortunately, under the cover of caring for humans and creating more food we are stepping into the unknown where there may be lurking serious and unpredictable risks. The writer comes to the idea for the development of an extraordinary character in order to show where arrogant medical and biological approaches could lead. In her vision for the future she is very close to the plots used in films about military projects. The spreading of diseases from hidden hospital laboratories is akin to the escaping of the monster from Frankenstein’s workshop. The contemporary world is even under greater threat from the production and storage of nuclear weapons. Experimentation with them, and even their very existence, reminds us of Shelley’s warning of what could happen in case of failure. The artificial hero, to whom she gives intelligence, is probably the first in the search for similar images in world literature. In the modern times her example is repeated in the construction of electronic humanlike machines. All languages are enriched by the word â€Å"robot† introduced by Karel Capek in his â€Å"RUR† play. The abbreviation for Rosumove Universalne Roboty could be translated as â€Å"sensible universal work†. For the last word Capek uses an old lexeme which is not in contemporary Czech but exists in other Slavonic languages.

Education in Britain Essay

?Each child in England at the first school term after their third birthday, is entitled to 15 hours per week free childcare funding. This entitlement is funded by the government through the local council. The Early Learning Goals cover the main areas of education without being subject driven. These areas include Personal, social and emotional development (prime area) Communication and Language (prime area) Physical education (prime area) Literacy (specific area) Mathematics (specific area) Understanding the World (specific area). Expressive Art & Design (specific area) Until the mid-1980s, nursery schools only admitted pupils in the final year (three terms) leading up to their admission to primary school, but pupils now attend nursery school for four or five terms. It is also common practise for many children to attend nursery much earlier than this. Many nurseries have the facilities to take on babies, using the ‘Early Years Foundation Stage’, framework as a guide to give each child the best possible start to becoming a competent learner and skillful communicator. A primary school (also Elementary school) an school which where children receive primary or elementary education between the ages of about five to about eleven, coming before secondary school and after preschool. It is the first stage of compulsory education in most parts of the world, and is normally available without charge, but may be a fee-paying independent school. In England and Wales secondary school is for children from the ages of 11 to 18. After 11 years of compulsory education ends, and young people can decide whether to continue their studies further at school or sixth form college, or leave the education system. After five years of secondary education, at the age of 16, pupils take the General Certificate of Secondary Education (GCSE) examination. When they are in the third or in the forth form, they begin to choose their exam subjects and prepare for them. After finishing the fifth form pupils can make their choice: they may either leave school  and go to a Further Education College or continue their education in the sixth form. Those who stay at school after GCSE, study for 2 more years for â€Å"A’ (Advanced) Level Exams in two or three subjects which is necessary to get a place at one of British universities. The typical first degree offered at English universities is the bachelor’s degree, and usually lasts for three years. Many institutions now offer an undergraduate master’s degree as a first degree, which typically lasts for four years. During a first degree students are known as undergraduates. The difference in fees between undergraduate and traditional postgraduate master’s degrees (and the possibility of securing LEA funding for the former) makes taking an undergraduate master’s degree as a first degree a more attractive option, although the novelty of undergraduate master’s degrees means that the relative educational merit of the two is currently unclear. Some universities offer a vocationally based foundation degree, typically two years in length for those students who hope to continue on to a first degree but wish to remain in employment. Postgraduate education Students who have completed a first degree are eligible to undertake a postgraduate degree, which might be a: Master’s degree (typically taken in one year, though research-based master’s degrees may last for two) Doctorate (typically taken in three years) Postgraduate education is not automatically financed by the state.

Evolution of Managment Paper Research Example | Topics and Well Written Essays - 2000 words

Evolution of Managment - Research Paper Example While the subject is broad, it poses various limitations for those studying it. The dynamism of management was historically attributed to its varied functions and wide scope of applications. The same has been going to show until today; wherever we look, it is hard to imagine the permissibility of the various workings of different organizations without its operational framework -- management. Of interest also are the added factors to play in management’s dynamism. The most visible and overbearing presence is the organizational environment’s locomotion, which is invariably referred to as â€Å"change†. This change successfully goaded the existing management principles, theories, applications, or practices to differing and sometimes, conflicting directions. Moreover, it did not cease to break barriers and exploit uncharted waters, but inevitably reaped the organizational response through the management’s continuum of developments. Indeed, the future of the st udy of management is teeming with possibilities. However, it is essential in every study to achieve a retrospective understanding of the field, especially one as broad as management. Moreover, to effectively reflect this retrospective understanding, one may attempt to peek on the field’s personal application. ... In fact, it is noteworthy how these early management proponents tend to tie their management theory or principle to their specialization. The pattern is not hard to notice – the law adept (i.e., Max Weber) pushed his bureaucratic management; engineers and mathematicians preferred the scientific and quantitative schools while psychologists gave preference to the behavioral school. Though these thinkers’ background gave them the authority to speak and explain management according to their fields, they did not acknowledge the inherent limits of their fields and their consequent theories. Barnett (n.d.) stated the prevalent difference in assumptions governing the working people and their organizations. Though it may be relatively easy to pinpoint how these independent notions started, it is difficult to understand why the proponents saw no need to synthesize and integrate their findings to one, uniform school of thought. In fact, it is observable how a management theory tri es to either erase the validity of the preceding theory or give it an entirely different perspective. Though the ‘new’ theory seeks to improve its preceding one, it is stripped of the valid assumptions made by the preceding theory. In other words, the new theory entirely discredits the preceding one; it fails to make sense of the whole idea of improving the previous theory. The key to this pattern is the base assumptions of each school of management. These assumptions are the foundations of each theory or principle. Thus, pointing out the need for improvement in a theory’s foundation on which the whole theory is based is equivalent to a head-on disagreement. In perusing the evolution of management, one may conclude that the schools of thought

Applied Law Essay Example | Topics and Well Written Essays - 250 words - 2

Applied Law - Essay Example Some of the U.S. laws include making all information clear to the customer ensures that no information is hidden. The company must be registered by the government, and that the data collected from the users (their personal information) must be used for the purpose it was collected. Laws regarding digital rights and online advertising also apply (Wilson, 2003). Yes, virtual space can be profitable. Targeting as many potential consumers as possible via the internet has now become easy (Wilson, 2003). The business is not restricted to a particular geographical location; instead it is widely spread and reaches to international customers. If the revenue from sales is unsatisfying, then the advertising revenue on the virtual space may cover the costs. Joining ventures with the other similar business and sourcing out for cost-effective products may help too (Wilson, 2003). Not only this, the overheads are also minimized hence it is, indeed, possible to yield a profit from the virtual space. No, I think the considerations would be similar for any business operating online or offline. These include diversification and / or capitalization (Wilson,

In Support of Abortion Rights Essay Example | Topics and Well Written Essays - 1000 words

In Support of Abortion Rights - Essay Example Hopefully, society is evolving and someday soon the vast majority will agree that laws that force women to carry their pregnancy to term not only contradict the precepts of the U.S. Constitution but any definition of compassion and decency as well. It is unconscionable that a nation founded on and dedicated to civil liberties could allow its citizens to resort to dangerous self-abortion procedures. Two questions arise when debating whether the Constitution legally protects a woman’s right to have an abortion performed. The first involves reasoning whether the fundamental interests of women are affected by the restricting of abortion. The other inquires if laws preventing legal abortions are justified even if the Constitution does in fact address this issue. Answering the first question is rather simple. Courts regularly hear cases so as to decide whether or not the rights of an individual are protected by the Constitution. If courts are engaged in recognizing if the fundamental rights of individuals are protected, then the personal interest of a woman being forced by the government to have an unwanted child certainly applies. Recognizing that courts do indeed have the authority to intervene in decisions involving individual rights citing the Constitution as precedence, could laws preventing abortions still be justified in spite of this egregious encroachment on the civi l liberties of women? After all, constitutional rights are not unconditional. Why doesn’t the government have an interest in protecting the rights of those not yet born? The Fourteenth Amendment answers this question. It begins by referring to â€Å"All persons born ... in the United States† (â€Å"Fourteenth Amendment†, 2006), indicating that the protections under the Constitution refer only to persons who are ‘born.’ Those opposed to Roe also argue that if the Constitution does not directly address an

How does the Bible describe sin ( Hamartiology) Essay

How does the Bible describe sin ( Hamartiology) - Essay Example In this paper the author analyses a part of systematic theology, Hamartiology, as the official ‘Doctrine of Sin’ and tends to explicate the meaning, denotation and consequences of sin. Hamartiology has been a controversial subject amongst experts, some believe in the original sin point of view which was given to us by Apostle Paul, whereas some such argue that humans were either not at all affected by the fall of man, another segment of Hamartiology also discusses that whether humans were or were not affected by the fall of man is irrelevant, but the human race is sinful by nature because of the devil. Except for the concept of original sin, the Hamartiology section in theology also deals with other types of sin, and exactly describes what God actually means when he mentions sin in the great book. Numerous excerpts from the testaments have been taken to express the Bible’s outlook towards sin, which in abstract point towards two meanings; the first being transgres sion and the second to miss or overlook the mark. Within this essay sin, its origination, and its nature have also been discussed thoroughly. A major section of Hamartiology deals with the comprehension of ‘original sin’, which states that, us humans being descendants of Adam and Eve are not what God actually crafted as most Christians believe. Within the bible, numerous words are used which are synonymic to sin, some of the terms are unrighteousness, transgression, against the will of god, defiling god, non-belief in god, and of course trespassing.

Final project Lab Report Example | Topics and Well Written Essays - 1250 words

Final project - Lab Report Example Live data acquisition is a process in which computer forensic experts make a copy of the digital evidence, from a digital device, by running a program (University at Buffalo, n.d). In this process, data is acquired while the computer belonging to the suspect is on. Live data acquisition is necessitated by particular factors, such as prevention of permanent data loss, disk encryption or significant losses to the affected people, when the computer is switched off. It is noteworthy pointing out that live data acquisition does not guarantee repeatability. On the contrary, static data acquisition involves making a copy of the evidential data when the computer is turned off. Statistic acquisition mainly takes place when storage disk is write-protected by the suspect. Unlike live acquisition, static data acquisition is characterized by high level of repeatability hence the importance placed on this approach (University at Buffalo, n.d). Ideally, forensic experts make a copy of the original data in order to use the copy for further analysis. Physical drive is another commonly used term in computer forensics. Physical drive refers to the hardware component used in most computer gadgets for storing data (Pachghare, 2009). Physical drives can be in form of magnetic tapes or disk drives, which are tangible and can be detached from electronic gadgets. Contrastingly, logical drive refers to the various partitions that exist in the physical drive. In many computers, users partition the existing physical drive into several portions that represent ‘independent’ storage units (Pachghare, 2009). However, these storage units, known as logical drives, are part of the main hard drive in the computer. File Allocation Table (FAT) is an older system used by various operating systems to track data stored in the hard drive. Ideally, data generated by use of computer programs is stored in bytes, which are clustered in different locations on the storage disk (Marshall University,

As portrayed by Virgil, what was the basis of Roman success as an Essay

As portrayed by Virgil, what was the basis of Roman success as an imperial power - Essay Example This imperialism brought about extremes of wealth and poverty that widened the social and economic gap that existed in the state (Steele). The slaves that had been acquired during the warfare helped a great deal in transforming the country side as they provided manpower that made small farms to give way to large plantations. They worked in the plantations thus resulting to the agricultural improvements that resulted in the state. This consequently made the landless crofters to move to Rome and the neighboring cities (Steele). The nobles were noted to struggle for personal domination instead of honoring the collective rule. This wealth was further viewed as having corrupted the once noble leaders. Virgil then concluded that farming was the basis of Roman success as an imperial power. This is so because the territorial conquest had permitted land use reforms that results in agricultural surplus. This improved the overall economies throughout the province and across the provincial borders. At that time, their economic growth was greater than most of other economies before industrialization

Employment Law (Testing & Privacy Rights) Essay Example | Topics and Well Written Essays - 500 words

Employment Law (Testing & Privacy Rights) - Essay Example They could be covered by state laws affecting who may or may not be tested. Related rulings include approving testing for railroad operators, police officers and medical professionals who care for patients. Generally, where "a position has a direct affect on safety, random testing has been allowed" (National Workrights Institute). Attempts to spread drug testing to non-safety positions like janitors and clerical workers have been unsuccessful. The U.S. Supreme Court, in Washington v. Davis, 426 U.S. 229 (1976), ruled that the District of Columbia's Test 21 (Question 2) was not discriminatory, even though it screened out many more black police force applicants than whites and had not been proved relevant to on-the-job performance. The test itself could not be blamed for the low black population on the police force. There had been no direct evidence that the D.C. police force was actively excluding black recruits, and the test was widely used for other government jobs. The Supreme Court stated in the ruling that a statute is not discriminatory "if in practice it benefits or burdens one race more than another" when it is designed to serve race-neutral goals such as a verbally competent work force, unless there is compelling evidence to the contrary. The high court feared that such a standard could be used to invalidate a wide range of laws that affect different groups disproportionately. The Louisiana Court of Appeals ruled in Lam

Rail car brake caliper Assignment Example | Topics and Well Written Essays - 500 words

Rail car brake caliper - Assignment Example Non-Ferrous metals are costly. Yield strength refers to the minimum tension that yields plastic deformations (Somaiya, Wieffering & Blaine, 2008). Tensile strength refers to minimum stress essential for the failure of the material. Fracture resistance is significant in measuring strain degree. Describes the resistance of a material to fracture and is measured using the aggregate energy contained in the material (Somaiya, Wieffering & Blaine, 2008). In the design of the brake caliper, toughness is important since strong materials absorb more energy compared to fragile ones. Tension tests include; static tension tests, which define the infringement point of the material and compression tests that determine the material’s reaction to crushing (Somaiya, Wieffering & Blaine, 2008). In general, tensile testing determines the strength and amount of stretch in the material. The failure point is the ultimate strength. Torsion test measures the relationship between stress-strain of a material. Hardness tests, which include Brinell hardness test, which uses a steel ball with enormous force. The applied weight for harder materials like iron and steel is about 3000kg while that of softer materials like aluminium alloys and copper is about 500kg (Somaiya, Wieffering & Blaine, 2008).Vickers hardness test is obtained by dividing force by the external area. Rockwell hardness test measures the penetration depth in the material to determine the hardness. Scratch test involves scratching harder materials to rank their hardness. Harder materials scratch the softer ones. Mohs hardness scale is applicable. Rebound test utilizes changes in potential energy to determine the hardness. Indentation tests utilize the impression of force on the material to test for hardness. Aluminum oxides make calipers abrasives that boost friction because of its low density. Steel filler recommended

History of NFL Essay Example for Free

History of NFL Essay Jim Thorpe who was a player and a coach for the football team Canton Bulldogs, together with Leo Lyons who owns a football team called Rochester Jeffersons, were the mastermind behind the National Football League (Schweizer and McGovern, 2001, p. 60). The two teams these two guys were a member of were brainstorming one day. It was when the Bulldogs triumphed over the Jeffersons in a match in 1917 when Lyons brought up the idea of forming a league to Thorpe. During this time, Major League Baseball was very popular (Schweizer and McGovern, 2001, p. 60). Thorpe entertained the idea and liked it very much, and decided to pursue the goal immediately. However, Spanish flu became rampant during that time. A lot of football players died in the Great War. There was chaos everywhere, and forming a league was almost impossible. In fact, because of the social unrest, operations had to be suspended (Schweizer and McGovern, 2001, p. 60). The operations of the Bulldogs had to be on a halt. It had to end real soon. Schedules of games were no longer followed because it was deemed necessary to reduce the schedules only to the local groups. It was in 1917 when Lyons came up with the idea of forming a league. It was in 1918 when all the disorder became more noticeable (Schweizer and McGovern, 2001, p. 61). After one year, Lyons could still not get over the unpursued plans, so he went back to New York to encourage teams in Buffalo to a championship match. The Buffalo Prospects were not to back out from this challenge. They gladly accepted the offer and played the game against the Jeffersons for the championship. In this round, the Jeffersons lost to the Buffalo Prospects (Yost, 2006, p. 52). The Bulldogs, by this time, already belonged to Ohio League, which was then an unofficial league. The teams who were part of this league included Ironton Tanks, Shelby Blues, Massillon Tigers and the Bulldogs. Ralph Hay, who was managing the Bulldogs, plus the other Ohio teams, were all convinced by Thorpe to play following the format of a league. Everyone agreed to do this, so a brainstorming session was expected. Everyone contributed to the success of the goals. It was done against Hammond Pros of Chicago, Michigan, and the Detroit Heralds (Yost, 2006, p. 52). During this time, other teams were also holding a game. There were games all over the United States – New York City, Pennsylvania, Indiana, Minnesota, Wisconsin and Illinois. However, while New York City and Pennsylvania had teams, they were not a contributor to the founding of the National Football League as the blue laws of the latter kept the teams from joining the NFL. It was not until 1924 when the teams were finally liberated from the laws (Yost, 2006, p. 52). The New League The formalization of the league did not come immediately. Football enthusiasts had to wait. Formalization only took place at a Hupmobile dealership help in August 1920 in Ohio. It was first known as the APFC, or the American Professional Football Conference. What this league was composed of were Ohio League teams. However, not all teams that were part of the Ohio League joined. In fact, a lot of them decided not to participate (National Football League, 2009). After a month, the American Professional Football Conference was changed to the American Professional Football Association. Since a lot of teams played from the neighboring areas, more teams joined the league. Soon other teams joined the league, and among the teams include Detroit, Hammond, and two from the New York league namely Rochester and Buffalo. Finally, there were eleven teams that founded the league (National Football League, 2009). All teams became subject to an agreement over the declared champion at the end of the season, and player poaching. At this time, Thorpe was still a member of the Bulldogs and remained a player for the said team. He was in fact the president of the team. Out of all the teams that founded the team, only four of them finished the schedule in the year 1920. The first champions went undefeated for years, and that team was the Akron Pros. Akon Pros was the first champion of the league (National Football League, 2009). More teams became interested in the league. Most of the teams that were added to the list came from the teams in New York. The total number of teams reached 22 in as early as 1921, although this is not to say that membership was already going smooth and stable in the whole decade of the 1920s (National Football League, 2009). In fact, the league was still not considered a national game no matter how many teams have been interested in it, and no matter how many people were actually willing to support the and enjoy the league. It frustrated many people. The league decided to change its name again. It finally became the NFL, or the National Football League, on June 24, 1922 (National Football League, 2009). The Birth of the â€Å"NFL† At this point in time, two charter members were existing. They were the Chicago Bears, which was formerly known as Decatur Staleys, and the Arizona Cardinals, which used to carry the name Chicago Cardinals. A team which was lightly a part of the National Football League history was there all along, but was not given much significance since it did not join league plays. It was the Green Bay Packers, which was popular for not having changed locations. It was only in 1921 when the said team started playing in the league (National Football League, 2009). The Indianapolis Colts had a rich history, which can be seen through its multiple predecessors. The team is regarded as a separate franchise. It was founded later, only in 1953, and was named the Baltimore Colts. Other teams started to bid their goodbyes, including Detroit, Chicago, Cleveland and Buffalo among other original NFL teams. However, this did not stop the National Football League to develop. There were many replacement franchises to make up for the absence of the teams that no longer existed. New franchises were established (National Football League, 2009). Post-World War College football catered to many fans. It was actually a very big game that millions of people looked forward to. However, after the Second World War, people started to get bored with college football as their attention was diverted to a more challenging game: the professional football game (National Football League, 2009). Because professional football rivaled the football game college students were playing, rules started to be modified. Newer innovations were being released from time to time. It was during this time, too, when the T-formation was started. Football then was no longer just a game for recreation. It became a game that demanded for higher scores (National Football League , 2009). After many years, the National Footbal League was joined by three teams in 1950. teams came from the All-America Football Conference which was no longer functioning at that time. It expanded to 13 clubs. Because of this fast expansion and rising popularity of the sport, professional football has etched its space in the world as a major sport.

Strategies to Motivate and Manage Employees

Strategies to Motivate and Manage Employees Introduction:- Motivation is one kind of behaviour of man which related with economics, psychology to qualified morality, initiation, direction, intensity and persistence with desire object, hobbies, goal and ideal activities. At present environment, success of any commercial organization depends on employees using their full talents motivation. There are available theories and practices, managers often view motivation as something which is mysterious to them. The core thing of motivation is to give people what they really want most from the work. The more the managers provide what they want, the more they can expect what they are looking for like productivity, quality, and services. A positive motivation philosophy and practice should improve productivity, quality, and service. Motivation helps people to achieve goals, to gain a positive perspective, to create the power to change, to build self-esteem and capability, to explore potentiality with creativity, to manage their own deve lopments and their own abilities. Description: There are few popular method of motivation, for example, An employee stock ownership plan (ESOP) is a way in which employees of a company can own a share of the company they work for profit sharing also one kind of motivation, scanlon plan, it is a type of gain sharing plan that pays a bonus to employees for incremental improvements, merit plan, gain sharing, annual bonus etc, these all are the way to reward people. Dessler discussed (1999), the scanlon plan is actually an early version of what today is known as a gainsharing plan, an incentive plan that engages many or all employees in a common effort to achieve a companys productivity objectives;any resulting incremental cost-saving gains are shared among employees and company. (588) According to Adair (2003), selecting the right man for right job, punishing the bad and rewarding the good, winning the goodwill of those under them, altering allies and helpers, keeping what they have gained, being strenuous and industrious in their own work (p.16). this strategy should be followed properly to get more from the employee.If we look at the disadvantages of motivation, actually there are no real disadvantages to successfully motivating employees, but there are many obstacles to overcome. Barriers may include unaware or absent managers, inadequate buildings, outdated equipment, and entrenched attitudes, for example: people might think that weare not getting paid extra to work harder etc. McGregors X and Y theories and Maslows hierarchy of need, although these theories date back some years, they are still valid today. the main theme of their theory, it will be helpful for building a climate of honesty, sincerity, and trust.Nickson said, (2007), performance management is about getting better results from the organization, (page, 169) People may want more status, higher pay, better working conditions, and flexible benefits. But it is easy to find out what really motivates employees by asking them in performance appraisals, attitude surveys, and informal conversations what they want most from their jobs. People might want, for example; more interesting work, more efficient bosses, more opportunity to see the end result of their work, greater participation, greater recognition, greater challenges, more opportunities for development, friendly environments, helps from others, respect and flexibility.Clearly one of the most important aspects of enhancing performance is perfo rmance appraisal.A recent survey by IRS (2005a) suggests that over 90 per cent of workplaces have some form of performance appraisal, Nickson (2007) Clegg (2003) said, It cant be so depressive that your staff, your peers, your boss, your friends and family can achieve more and yet they dont. Often all that is latching is the motivation succeed. Motivation is one of those terms that can mean very different things depending on exactly where you sit. According to the dictionary its about giving someone a motive or an incentive or rather more darkly, about inducing something. If I am motivating someone else, its easy to see that it is positive. Who can be motivated :-Anyone can be motivated and a trained up manager can be the one to do it. In fact, the potential for motivation starts with a responsible person .The cynical view of motivation is that it is a matter of subtle manipulation; that motivation is just a way of getting other people to do what you want them to do. Probably the hardest individual motivation is dealing with the high performer, some-one who is already doing the job well. So, why bother to motivate them at all? In part because of retention. Just become someone does a job superbly well, it doesnt mean that they want to stay in it. They are susceptible to outside lures that makes positive motivation to stay a real benefit for the company (page.4). Managers responsibility/role: Harzing (2004) said, there is an indication of a lack of commitment to the organization by employeesas as we have seen in the context of Africa (Blunt Jones, 1992).Corporations in Japan have been successful in harnessing the wider societal cllectivisism to corporate life, in order to foster commitment by employees in a reciprocal relationship with the corporation, (240) A manager should find someone doing something well and tell the person that the company is appreciating his work.. The manager should make sure the interest he showed is genuine which is without being bore or something just for showing people that he is interested to do this job . If the manager has ideas as to how employees work could be improved, he shouldnt shout them out, but help them to find their way to do more efficiently the same job because we know that, it is not necessary to be able do everything better. A manager should help to the employee to make it clear what levels of support employees can expect. The Manager should have proper trained up to be a mentor of the employee. they should know the position, time, situational demand to exchange any idea with them or any kind of teaching, training if required, sometimes managers need to keep silent, and wait for the proper time to teach or trained up the employee, because if every time managers try to teach them, it might be the cause of unexpected situation to the employee, so sometime managers should keep quiet to make a real situation to say something to the employee. According to Bell (1998), well timed silence hath more eloquence than speech (p124) The reason for Pay for performance, Dowling (2008) discussed, to increase the pay of those employees with superior performance, to reduce upward and pressure on base salaries, to detect those employees whose performance was unacceptable and take steps to remove them from the organisation (Page 351). A manager should be able to find out or identify factors that demotivates staff they may be physical like any kind of equipment, or psychological like boredom, unfairness, barriers to promotion, lack of recognition etc. Among these sorts of problems, some can be dealt with quickly and easily; others require more planning and time to work through. The fact that a manager concerned to find out what is wrong and do something about it is in itself a motivator. Working environment is one that is full of mistakes and penalizes error .Sometimes, it might happen that some mistakes promote as learning opportunities. However staff need to understand the kind and levels of support they can expect. Motivation practice and relationship building often hesitate because staff do not feel they are receiving adequate support. Many people say they are working for money and claim in conversation that their edge benefits are an incentive. But money actually comes low down in the list of motivators, and it doesnt motivate for long . Edge or fringe benefits can be effective in attracting new employees, but benefits rarely motivate existing employees to use their potential more effectively. Actually company should consider policies, that affect flexible work, reward, promotion, training and development, and participation, Dowling (2008). Rewards impact: As clegg said (2000), Reward people and recognition are important tools for any organization or work places .Reward can vitally enhance employees morality with explore potentiality through the organization and increase the realization of belongings of the employees. though a great deal of research has been conducted on merit pay, employees who have worked under a merit pay system have been given little opportunity to express what is in their mind about the job and what they think of this reward system. As the definition of merit, it seems relatively straightforward, for example, in the context of retention, promotion; since everyone who is meritorious can be rewarded, there is no need to compare different kinds of achievement. The paper reports on a performance-based pay plan implemented in a large company and employees reactions to the plan. Employees should have the right t to say their honest opinions on merit pay and indicate whether they believed the concept to be worthwhile. Th e reply was resoundingly positive, with forceful support for the idea of merit-based compensation. The effective use of money as a motivator, employees attach a high value to pay, employees believe good performance will result in higher pay, employees have enough control over the job and superior performance to more positive than negative result. Dessler (1999) told in his discussion, remuneration, benefits and rewards are ways in which an organisation recognises and remunerates its employees.Financial rewards such as salary, merit increases, benefits and employee bonuses can reinforce desirable or undesirable behaviours.For example, term based reward that have been well designed help to reinforce and encourage team behaviours.Individual recognitiosn by a manager as a, wel done;can be also help to encourage and reinforce positive behaviours.However, an organisation that encourages term based behaviours but rewards individuals will find it difficult to institute a teaming culture. (4 20). Reward system and designing In corporate culture where non-management employees earn raises through seniority only, there is always a group calling for merit raises. The common tendency to take it easy is greatly increased by bringing a number of men together on similar work and at a uniform standard rate of pay. When a naturally energetic man works for a few days beside a lazy one, the logic of the situation is unanswerable. A question can comes in the energetic employees mind that is why should I work hard when that lazy one gets the same pay that I do. that sentiment expressed in practically so many employees mind. But the fact is that their supervisors and co-workers do not share their self-assessment.Performance-related pay is a method of remuneration that links pay progression to an assessment of individual performance. Pay increases awarded through are Performance-related pay normally consolidated into basic pay although sometimes they involve the payment of non-consolidated cash, while the focus of this factsheet is individual, consolidated Performance-related pay as a means of pay progression, Performance-related pay can be defined more broadly to include many differing systems that link individual and group performance to pay, as for example bonus schemes, Dr.Gilam (2004). How a manager measure performance and what should be the strategy of rewarding strategy, in this case Dr.Gilam (2004)s opinion is, on first examination this model of strategic reward management seems highly rational, but it makes significant assumptions.First consider the main driving force of the rewads strategy.The business strategy and external operating environment Organisations business strategy Required employee behaviours Reward strategy Organisations core reward values Reward process Reward structure Internal Operating Environment Fig:-Key elements of reward system design Paying for Indivisual job performance is, for many organisations, at the heart of a reward strategy, this raises what for many employees is a highly contentious issue.the putting at risk of a employees think about pay in terms of base pay (Schuster and Zingheins, 1992): The fixed amount which traditionally has increased yearly to reflect inflation and often, length of service.Base pay will also change of course, upon promotion to a more responsible job.For some organisations base pay is of declining importance.This raises the question:how can the traditional reward objectives of attracting, retaining and motivating people be achieved while making the pay budget most cost effective.One of the key decisions that needs to be taken into account is whether to pay the variable elements as a lump sum bonus or to consolidate this into salary.The trend in the USA has been for variety pay to be one off cash bonus (Kanter 1987).This is hardly surprising given the cost saving that the organisati on enjoys.By not raising base pay, one-off cash bonuses do not affect future base pay increases or other associated payments such as overtime and, of course, pensions. (Page.436) However, in order for performance to be rewarded, it is first necessary to have an effective means of measuring that performance most commonly via a performance appraisal or review system. Using this approach, each employees performance is ranked on the scale, like ranging, for example, from unsatisfactory to superior. Some systems allow for management discretion in translating these scores into levels of pay rise. However, it is more usual for the performance element of the pay rise to be determined by the use of formula or a matrix system as an example each grade of employee, level of the employee or zone of work of the related employee to each of the performance categories. This may involve the use of a comparison ratio, this term given to the relationship between each employees current salary and the mid point of their grade. Thus for an employee at the mid point of their pay range, the comparison ratio would be hundred percent., Dr.Gilman (2004). Performance related pay in public sector: Considerable interest in linking pay to performance in the public sector dating back many years, this has proved harder to translate into practice. If we want to know the placeses where the performance pay does occur, as an answer, we will get the result is, it often takes the form of non-consolidated bonus, or team based incentives, individual merit pay etc. However, there have been recent years of a high-profile initiatives such as the introduction of a performance related pay scheme for employee, which has resulted in some discernible performance improvements. A number of distinct issues arise when introducing performance-related pay into a public sector setting, including the real difficulty of measuring individual effort in certain roles and actual result of the findings, Martin (2000). Moreover, public sector workers such as nurses, teacher, trainer are arguably motivated by a public service which could actually be undermined by some forms of performance-related pay, performanc e related pay in a public service setting can help employees to work more effectively rather than to work harder without a correct instruction, with the proper guideline which encouraging employees to focus on key objectives what they actually have to do.This is a very important part to perform at the best level .Again we can say that there are various forms of incentive pay and bonuses in the public sector, as an example, public sector workers do respond to financial incentives and, while responses are sometimes small, this reflects the fact that the incentives are also small. Any overall benefits to society in respect of higher levels of public service are harder to assess.So, whenevr the resposibility is small or less harder than other job, the incentives also become less, this is completely different in case of higher responsibility.The higher the responsibility the higher the incentive rate is. If we want to make effective Performance-related pay, employees need to perceive a c lear and prompt link between the effort expended and the reward that will be obtained, and it is necessary to feel that the level of reward on offer is based the effort. These are the main issues for employers implementing performance related pay, Martin (2000). The role of the higher manager is make sure to the effective implementation of Performance-related pay and necessary steps should be taken to involve this group at an early stage in arranging systems, and to ensure consistency and transparency while the management team assessing performance of the employee. Some time it can be happen that all managers make a certain proportion of staff as a group for each performance pay. The management should be careful in those serious, potential for unlawful discrimination for example by gender, ethnicity, discrimination. It is important for appraising managers to have proper training and awareness of these issues and for monitoring of merit pay awards to take place . Training and Development: Taining and practice can be helpful to perform very well., in this case Martin (2000) discussed, Reference information on matters such as employment legislation and training material on almost any business subject readily available through the interest and through the internet and through organisationss intranets.This means better informed personnel staff.When used for training, such material creater the potential for greater performance from all employees in their job areas. (page149) If we talk about distribution of pay awards, pay might not be the only motivating factor, even it might be proven that it is not so important for some kind of employees. The problem is occured during times of low inflation when the pay bill increase is usually limited to relatively small percentage. Even where the performance related pay may have a motivational impact for high performers, and it might be unacceptable to the people of the bottom performers, even they might be demotivated from that. Afte r a very careful assesment and careful consideration of pay distribution, the use of performance management techniques in support of performance related pay can help to tackle such kind of issues, it means it can be helpful for those who are bottom performer in the work place Martin (2000). In the case of identification of development needs, a major concern for human resource practitioners is that the when they will go for finalize the award like pay awards on the performance basis, review process may inhibit an open, clear and honest discussion of an employee, then training and development might be a needAs Armstrong (2006), in this case management development activities might need, the management development strategy will be concerned overall with what the organization intends to do about providing for its future management needs in the light of business plans.The startegy will be concerned with the roles of the parties involved and with the approaches the organization proposed to use to develop its managers. (pages 594-95) One solution is to separate the pay review aspect of performance measurement from the broader performance and development review. By arranging separate meetings some weeks or months to asses the performance of a employee and the development requirement can be set up.. But still it is ime-consuming in nature, the processes associated with Performance-related pay can be very time-consuming. In general, it is important to allow sufficient time away from day-to-day duties for managers and employees to be able to engage in the performance related pay process respectively. Armstrong discussed (2006), learning is the process by which a person acquires and develops new knowledge, skills, capabilities and attitudes.A williams (1998) defined it, learning is goal directed, it is based on experience, it impacts behaviour and cognition, and the changes brought about are relatively stable, (559). Performance-related pay is approaching to succeess, so an reliable and effective arrangements must be in place to define, measure, appraise and manage performance. The focus should be on encouraging high performance by effective performance management and appraisal systems and only this time higher on pay as an incentive to help achieve that goal. To create and maintain a sustainable high-performing workplace, the whole range of financial and non-financial rrewards or incentives should be be carefully planned to ensure that they are supported by Performance-related pay . If the manager cant afford significant pay differences between high and low performers, or if the manager believes that his staff is underpaid in relation to the cost of living in labor market, then he should postpone the implementation of merit pay for non-management employees, but it is in rare case. Instead of this, give everyone predictable seniority and reward the high performers with positive response, new resp onsibilities, and promotions will be more acceptable. A manager should put his managerial time and attention into better coaching and counselling of employees with performance problems, and more timely corrective action, including removal of poor performers who demoralize the rest of the workforce, or to find out the strength and weakness in the employee and find a solution to help them to come out from their limitations. Conclusion:- If the management is happy to implement merit pay, then they should separate the performance and pay reviews by at least several weeks or months. At the time of the pay review, management should set a pay decision on their performance which is progressing day by day or on progress observed toward the goals set in the performance review. Also the management should make sure that the pay ranges are wide enough to make the employee happy after winning the reward. In true sense, there is no pay system on earth that will satisfy all the employees. But a successful management team can have a pay system that supports their goal for a high-performing and motivated staff.. Thats why motivation is a basic and important tool for a commercial organization to go ahead with creative structure and innovative changing aspect of globalization. Reference: Adair, J (2003) Effective Strategic Leadership, Panbook, 2nd edition (page.16-38) Armstrong, M (2006), A handbook of Human resource management practice, Kogan page, UK, 10th edition, pages (559, 594-95) Bell, C (1998) Managers as Mentors, A bard press, Inc.production (page.124-135) Clegg, B (2000) Instant Motivation, Kogan page ltd.1st edition (page.4-25) Dessler (et.al), (1999), Human resource management, Prentice Hall, AustraliaPages (420-432, 588-590) Dr.Gilman, M (2004), The Management of Human Resourses, Pearson Education Limited, (Page.436- 4450) Dowling, P, Festing, M Engle, A (2008), International Human Resource management, Cengagae Learning, 5th edition (Page351-368) Harzing, A Ruysseveldt, J (2004), International Human resource management, Sage Publications, London, Page (240) Martin, M Jackson, T (2000) Personnel Practice, Cromwell Press, 2nd edition (page149-158) Nickson, D (2007), human resource management, Elsevier Publications, Uk, pages169-172 Bibliography: Barrett.R (1998) Liberating the corporate soul, Elsevier Prints. Cava, R (1990) Dealing with difficult people, Judy PiatkusLTd. Dr.Hunt, N (2007) Conducting staff appraisals, How to books Ltd.6th Edition Fowler, A (1998) Get more and more valu from your people, Crowell press. Forsyth, P (2001) Develpoing your staff, Kogan Page Limited. Fournies, F (2000), Coaching for improved work performance, R.R donnelly Sons company Fowler, A (1999), Good practice Induction, Short Run press, Exeter Leigh, D (1996) Practical Trainer Series, Kogan Page Ltd.2nd edition Mannering, K (2000) managing difficult people, How to books Ltd Rabinovici, M (1997) An expect eye on pay roll, International R D business education Ltd. Thomson, R (1998) People Management, Orion Business press.

Role of the Change Agent in Organisational Development

Role of the Change Agent in Organisational Development This paper had been concluded in order to interpret the importance of the organization development and how achieving the organizational development process is going to affect the welfare of the organization. The paper identifies the main methodologies and theories that are concerning with the way the changing process are going to be achieved. Through the paper, there would be a identifying to the role of the change agent and the main characteristics that should be available at this person. The paper will also highlight the main dilemmas and the opportunities that are going to face the organizational development agent through the changing process, and how the agent should get rid of the barriers and how the agent are going to seize those opportunities. Introduction The changing nature of the market had influenced the ways that many managers used to think. Many organizations now seek to cop with the change that occurs in the market place and in the management methodologies. This changing nature had derived the companies to lean to changing their old theories and to maintain new ways to run their businesses, and their institutions in many ways. However, the changes in the market nature are considered to be challenges for the companies and the managements, it also can provide them with new opportunities. Thatà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s why it is important for the managers and the businesses owners to be continuously aware with the newest methodologies and theories that help them manage their institutions more efficiently and effectively. Literature review What is the organizational development? Before interpreting the organizational development recently issues, there would be a discussion about the nature of the organizational development process and how this process started. The organizational development is a process that includes developing both of the organizational internal capacity in order to achieve effectiveness, to ensure its sustainability. Sometimes companies seek achieving the organizational development processes for maintaining certain missions, goals, or to cop with the development of the companys competitors. (Thomas G. Cummings, Christopher G. Worley) The organizational development is based on the idea of changing the current state of the company. This change could be through restructuring, or re-engineering the internal structure of the company. Also, sometimes the company seeks changing the operations processes at the company. Those characteristics of organizational development process led Adam smith to come with a broader definition, stating that the organizational development is considered to be the processes that the organization are achieving, through the usage of the behavioral science approach, system improvement, planning, and self-analysis, in order to reach the highest rate of effectiveness. (Smith 1998) How to discover the need for change? The organizational management should develop an understanding of the need for change and create awareness and legitimacy, by seeking out and understanding both of the external data and the internal data, making sense of the perspectives of other stakeholders, and evaluating the organizational management concerns and perspectives. After maintaining those activities, the organizations should identify whether the organization is ready for change or not. This issue will be answered through reviewing the previous change experiences, identifying the organizational degree of openness to change, measure the executives support, and whether there are fair and satisfying rewards for change or not. When the organizational management successfully realizes that the organization is requiring change and is ready for maintain an organizational change process, the organizational management should assign the agent, who is going to develop the organizational developm ent process. (Thomas G. Cummings, Christopher G. Worley) Who is the organizational development agent? The organizational change agent, who also called the organizational development practitioner, is the one, who performs the process of change in the organization. The agent should have some characteristics that would enhance his ability to achieve the process effectively. One of the main characteristics are his wide knowledge about the behavior of the people within the organization, this knowledge can be gained through his interaction with the employees personally, or by his observation to their behaviors. It is prefer that the agent has an academic study in sciences that study the human behavior like; psychology, sociology, and human resources management. The organizations have the freedom to hire the change agent from outside the company in order to change the companys system, or to develop the performance of the companys operations. In this case the change agent is called to be an OD consultant. (Thomas G. Cummings, Christopher G. Worley ) Some organizations prefer to choose one of the inside employees to be responsible for the change process, as he will always has wider knowledge about the companys employees and also because the inside agent will be more caring for the interest of the company. The inside agent usually are chosen from the top management, as to be aware of all of the companys operations, values, and objectives. On the other hand the external agent will has some advantages over the insider, as the external consultant will hold different perspectives, views, and different experiences that the external agent had gained from dealing with other companies. Those advantages will give the company the opportunity to be able to get rid of the restrictions and constrains of the old regime. (Thomas G. Cummings, Christopher G. Worley) What are the OD agents activities? The change agent or the OD agent, with the help of the top management of the company, should perform certain activities that lead an effective change management. One of the main activities of the change agent is motivating for the change, which can be concluded through creating readiness for change and by overcoming resistance to change. Also the change agent has the responsibility to create the organizational vision, through describing the core ideologies and creating the envisioned future. However the change agent plays an important role in the change process, the top management should also develop a political support for the change process, through assessing the change agent power, identifying the key stakeholders, and influencing the stakeholders. It is also essential that the top management manage the transition process, by planning for activities and commitment, and by structuring the change management. One last role that should be played by t he management is to sustain the momentum, by providing resources for change, build support system for change agents, and develop new competences and skills. Finally, Change requires time and many of the expected financial and organizational benefits from change lag behind its implementation. If the organization changed again too quickly or abandons the change before it is fully implemented, the desired results may never materialize. By concluding those activities, the company will ensure that the change agent is going to perform the organizational development process effectively and efficiently. (Dennis Stevenson) What are the organizational development theories? This is considered to be the most fundamental question in the study of the organizational development. The methods that the organizational development agent is going to use are considering whether the agent will succeed in what achieving the change process effectively or not. There had been many methods that had been used by many agents and many organizations, but there are three main theories or methods that are considered to be the most successful ones for planned change. Those theories are the Lewins change model, the action research model, and the positive model. (Alicia Kritsonis) First, according to Lewins change model, there are two particular groups, who hold two different attitudes about the change process. The first group is accepting the status quo and wish that nothing would change. This group of stakeholders restricts change and push employees away form change. On the other hand, the other group is actually pushing for achieving the change process. This group is facilitating change and pushes the employees toward the change process. (Alicia Kritsonis) The German Kurt Lewin, who was considered to be the founder of social psychology, stated that the change process could be illustrated by a model, which is consisting of three main steps. The first step is to unfreeze the existing situation to overcome the strains of individual resistance and group conformity. This unfreezing action takes place through increasing the driving forces that direct behavior away from the existing status quo, decreasing the restraining forces that negatively the movements from the existing equilibrium, or find a combination of the both. The second step of Lewins model is the movement process of the target system to a new level of equilibrium. This step can be achieved through persuading employees to agree that the status quo is not beneficial to them and encouraging them to view the problem from a fresh perspective, working together on a quest for new and relevant information, and connecting the news of the group to well. Finally, the last step of the model indicates the refreezing process, at which the change had been implemented by the change agent in to sustain overtime the change over time, not to allow the employees to return to their old state. The unfreezing step can be achieved through reinforcing new patterns and institutionalize them through formal and informal mechanisms including policies and procedures. (Alicia Kritsonis) Second, according to the action research model, which had been introduced by Lippitt, Watson, and Westley in 1958, there are eight main steps to conclude change in the organization. Those steps are sequenced as followed. The organizational management should identify the main problem of the old regime, and then the management should ask for the help of a consultant with a behavioral science expert. The change agent should gather data and maintain diagnosis for the data that had been gathered from internal and external resources. After maintaining the diagnosis the agent should conclude processes of feedback to the organization, jointing diagnosing of the problem, jointing the action planning, and then the actions should be concluded. However the action of change had been concluded the data should be gathered after maintaining the action in order to evaluate the progress of change and to ensure that the change had been achieved successfully. (Kritsonis, A) Third, the positive model of change, which is also called the appreciative inquiry, had been established by David Cooperrider, who used the model to enhance a positively-focused perspective and an opportunity-oriented intervention. The proponents of the positive change model assumed that the organizational development models are considered to be too negative, as they focus only on the problems, neglecting the opportunities and its importance appreciative inquiry is considered to be focusing more in the humanistic matters, rather than being pragmatic and realistic. It is also considered to be more participatory; rather than being often top down driven. Appreciative inquiry had emerged over the past several decades as alternatives to the other models of the change to the shortly examined reasons. (Boyd Bright, 2007) (Cooperrider, Whitney, Stavros, 2008) (Egan Lancaster, 2005) The positive model of change involves five main phases. The first phase is to initiate the inquiry, through emphasizing the involvement of the members of the organization in order to identify the organizational issue. The second phase is to gathering the information that determines the best of what is in the organization. Then the third phase encourage the change agent should discover the themes; and examines the stories for identifying the set of themes that represent the common dimensions of peopleà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s experiences. The forth phase will include the creation of the preferred future; by identifying the best theme, challenging the status quo, and describe a required future. The last phase will enhance designing and delivering several ways to create the future, through activities and plans that are necessary to achieve the vision. (Herb Stevenson) There some differences between the three models. For instance, Lewins model differs from the other models as it focuses on the general process of planned change rather than the organizational development activities. Also, the Lewins model agrees with the action research model, in terms of level of the participants involvement and the high degree of focusing on change. They also are more concerned with what the organization does wrong, rather than what are the main opportunities that the company has. (Herb Stevenson) What is the general model of planned change? There is a general model of planned change. The model had been introduced by Cummings and Worley at 1993. This model consists of four main steps, which are taking place in a forward sequence. Those steps are entering and contacting, diagnosing, planning implementing process and the evaluating institutionalizing process. First, the entering and contracting stage, it involve making the top management of the organziation decide whether the organization need a planned change program or not. The management should define some resources to this change process. The managemnt should determine the consultant, who is going to runn the change process, and to clearly illustrate the organizational issue into presenting the problem and symptoms. (Miriam Y. Lacey) Second, the process of diagnosing that includes focusing on the understanding of the organizational problem, and the identification of the organizational positive and negative attitudes. Through the diagnosing stage, the management should choose a suitable model to understand the organization as a whole. The best model that many of the organization seek to use is the open system model, which is suggesting that the organization is operating within both internal and external enviroment. This open system gathers specific inputs from the enviroment and transforms those inputs into outputs through social and technological procedures. Then the output of the transformation process is considered to be returning to the enviroment and can be used as feedback to the organizational evaluation. (Miriam Y. Lacey) The third stage of the general planned change model is the planning and the implementing process. This stage enhances the organizations members and the chanage agent to align together to plan and implement the orgaznaitional interventions that is required to achieve the change. The interventions design can be implemented through creating the organizational visions and goals, and through making action plans to implement them depending on the organization readiness for change, current change capablilites, culture power distributions, change agents skills and abilities. There are four types of interventions that could be emplemented. The interventions could be human process interventions (process consultation and team building), techno-structural interventions (downsizing), human resources management interventions (performance appraisal), or strategic interventions (transformational change, transorganizational change, continuous change). The forth stage would be the evaluating and the institutionalizing process. This stage involoves evaluating the effects of the interventions and managing the institutionlization of successful changes programs. (Miriam Y. Lacey) How to evaluate the effectiveness of the change? This could be the most critical question that the top management should ask. The origination should maintain a full evaluation to the results of the change. The main goal of the change management is to close the gap between the planned outcomes and the actual outcomes of change. There are differences in the evaluation process, this differences occur according to whether the change occurred by an internal or external agent. The external consultant rely on repeat business and customer, while the internal agent would prefer relying on repeat business, pay rise and promotion, considering them the main key measures of success. Also, the external consultant focuses on the long-term results, while the internal agent has a little recognition for a job well. (Miriam Y. Lacey) Summary The organization should focus on many issues to be able to survive in todays changing environments. The main issues are the continuously checking for the problems and the new changes inside their company and outside, in the other companies and the markets. This continuous monitoring leads to successfully recognition for the need for change. The organization management should also carefully choose the most successful and knowledgeable agent who is enriched with the highest experience and skills. The successful choice of the internal or external agent will ensure the success of the change process. Also change agent, should manage the change process through the main issues and problems of the organization through a way that will be compatible with the organizational goals. However, the organization could manage the change process successfully; the results may not be as same as planned, because of the continuously changing nature of the environment. Thatà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢ s why the company should develop an open system model that facilitates the continuous change process.

A Sense of Gothic Expressed in Mary Shelleys Frankenstein Essay

A Sense of Gothic Expressed in Mary Shelley's Frankenstein The term ‘Gothic’ has many forms. Its origins go back to the medieval period and can be seen in architecture such as Westminster Abbey in London and the Notre Dame cathedral in Paris. It can also be applied to art in the works of Hieronymus Bosch who’s grotesque and haunting imagery depicted ugly distorted humans who are morally degenerate and depraved, and to William Blake who visualised Dante’s Divine Comedy. In literature, the Gothic novel is credited as starting with Horace Walpole’s Castle of Otranto, (1764) which characterised most of what would become the essential ingredients in the Gothic genre. I will for the purpose of this assignment discuss what constitutes ‘Gothic’ in Mary Shelly’s Frankenstein novel. Mary Shelly’s novel Frankenstein or The Modern Prometheus was first published in London in 1818 and again with an edited edition in 1831. It was a novel of its time in respect to its romantic style of flamboyant and extravagant characters, which are placed in mysterious, remote and exotic settings. Shelly’s ‘hideous progeny’ of a novel was largely inspired by her own tragic personal circumstances which saw the untimely death of her mother, half-sister who committed suicide and the death of two of her daughters, one of which died two weeks after a premature birth. Shelly’s nightmarish vision during a tremendous thunderstorm while on vacation at the villa Diodati at Lake Geneva had a profound effect on ...

Theme, Subject and Meaning in Breathless and Citizen Kane :: Film Movies

Theme, Subject and Meaning in Breathless and Citizen Kane Many devices such as theme, subject and meaning reflect different aspects of a film. The time and place that the movie is made are usually affected but this. A great example of this would be the film Breathless, directed by Godard. This is a story of the love between a small-time crook who is wanted for killing a cop, and an American woman who works for a French newspaper. Their relationship develops as the man hides out from the police. Breathless uses the famous techniques of the French New Wave: location shooting, improvised dialogue, and a loose narrative form. Godard also uses cuts that seem, to jump from one scene to another, with what seem to be deliberate \\"mismatches\\" between shots. This is what makes this movie so special. It could never have been made before it had been. It was made in the post worlds War II era in the year 1959. The plot and subjects reflect this, because there really is no major plot except for the one that I have already described. This was a revolutionary movie in that aspect. This movie was made in France, partly because that was where it was set, but mainly because that is where the new director c ould afford to make such a makeshift movie. Another example of a movie that shares such aspects is Citizen Kane. There are many references in this fictional movie to a non-fictional man. This man would be William Randolph Hearst. He was a self made millionaire quite like the main character of the movie. Hearst was also was in the business of journalism. He lived a very eccentric life like that of Kane’s. He was politically involved in the 1930’s as a pro-Nazi and in the 40’s as an anti-communist. This was similar to Kane’s character that ran for office in New York. While Kane enjoyed the luxuries of Xanadu, Hearst had his own castle at San Simeon. These are the similarities on screen between the two, but behind the scenes there was a heated debate over the making of this movie. Hearst did not want this movie made even though it was not exactly a portrayal of his life.

The History of Italian Renaissance

The Italian Renaissance was driven by a force of great strides in humanity. This was a time for a re-awakening of educated thinking, great artistic endeavors, and an empowering factor of humanism to use free will to govern one's future rather than allowing the church to dictate the correct path in life. The city of Florence became the center for much of this activity, where artists and scholars were sponsored royally by like-minded families of great wealth and social power. More emphasis was put onto education as a means of freedom from ignorance instead of a reason to serve God. There was a shift in power from the church to a general secularization in all areas of life, with the main focus being on the enhancement in the studies of the arts. The arts were looked at in a new way, using humanism as the new religion and the new way to achieve the greatest possible virtue. The actual term Renaissance means â€Å"re-birth†, which is essentially what was taking place overall, in Florence and other Italian states. â€Å"For Burckhardt this period consisted, broadly speaking, of the 15th century in Italy, a time and place in which â€Å"medieval† man became â€Å"modern† man. -Italy-History of, Encyclopaedia Britannica, 2000. (1) This was a re-birth of ideas, learning, communication, artistry and beliefs. All of these factors were culminating together to prepare the world for the dawning of a new age, and a new direction for man to move in. The Italian Renaissance began finding it's niche among the elite in Florence in 1360, however, this was just the beginning. The Renaissance proved to be more established by the early fifteenth century among the rest of Italy, and eventually the rest of Europe. . The world was changing and ready for a new way of thinking. No longer were individuals prepared to accept the teachings of the church as their guidelines in life. Society wanted more from life than what the church had to offer. Italian culture, most noteably in Florence, was growing wealthier. With this increase of wealth came a need to pursue personal limits in achievement, education, and ability. â€Å"In their society, successful individuals, usually men, clearly were capable of doing more in this world than traditional religious views allowed. † – Modern European History I, 1992. (2) The humanists came forth from this need to learn. They were the intellect behind the Renaissance and brought to light a new view of what should be taught and studied. They embraced the classics; translating many from the ancient Greek and Roman script they were originally created in, and redefining how these works were originally interpreted. They looked upon studies in grammar, rhetorics, poetry, history and moral philosophy as a means of elevating their self-worth, and discovered that man can create his own destiny rather than follow a pre-ordained fate determined by the church. By using education to further themselves in society, the free-willed humanists were setting the standards for educated thinking, that current modern day life adheres to. â€Å"Humanism was the most important single intellectual movement of the Renaissance. † – Eugene F. Rice Jr, 1970. (3) Humanism was not only focused on education; this way of thinking also held power over other aspects of the Renaissance. 2 As much of the educational aspect centered in Florence, so did the growing desire for beauty and culture to be represented in art; another strong factor of humanism. With it's economic and social standing becoming rapidly elevated, and due to the strong tradition of democracy it held, Florence would prove to have the ideal surroundings for the birth of artistry in the Italian Renaissance movement. At the beginning of the Renaissance, Florence was a well-established, commercial city primarily controlled by the rich merchant class and some of the very wealthy and powerful families that resided there. Families such as the de Medici family, would commission artists to design and build enormous churches, palaces and other monuments to cement the families' position in Florence. Using this type of backing sponsorship, the growing artistic community was able to flourish and thrive, and produce a mutitude of glorious works, focusing on a new embodiment of their skill. The human body was looked upon and studied with more detail and realism than ever before. This lead to more accurate and life-like art work, both in painting and sculpture. Much of the art moved away from the old themes of portraying the world and humanity as perfectly as possible, and concentrated instead on capturing the actual likeness of the subject matter, no matter how unappealing or distressing it may have been. With enormous financial sponsorship behind them, artists were able to concentrate soley on their craft and expand it into the new, Renaissance style. They met great opposition from the church but were able to continue moving forward with the ongoing support of their benefactors. The infallible teachings of the church combined with the power of the Pope, were constantly challenged by the humanists and those that followed this new style of thought. Citizens were more and more frequently pledging allegiance to the crown rather than to the Vatican, creating a steady decline of power from religion. â€Å"The Christian truth that had been acknowledged as comprehending all phenomena, earthly or heavenly, now had to co-exist with a classical attitude that was overwhelmingly directed toward earthly life. – Humanism, Encyclopaedia Britannica, 2000. (4) Knowledge began to undermine the position of the church. An ever-increasing amount of followers of humanism reaffirmed the fact that humans are individuals and not just souls passing through earth on their way to eternity in heaven or hell. As individuals, every human had the right to discovering his own destiny and potential. These beliefs and views were strongly frowned upon by the church, who tried in vain to reassert their influence on society. Much of the great wealth of the era was also looked at as un-Christian, but the humanists argued that wealth was only a means to achieve greater virtue. Money was needed to fund and support the arts, which provided the tools to further enlightenment in these areas. The church however, could only accept this wealth if it was used for the greater good of society. This was an argument to prevail throughout the Renaissance. From the re-evaluation of education and art, society has derived an opportunity to determine their own destiny, based on the knowledge they choose to empower themselves with. Humanists may have opposed the church and it's teachings in order 4 to move forward with free will and choice, but without that opposition, life would not hold the amount of wonderment and variation that exists today. The humanistic efforts that began during the Italian Renaissance paved the way for society to become more independent in their thinking, more realistic in their arts, and more educated in subject matter that had been too long denied. The Italian Renaissance shaped and altered the â€Å"modern† world, bringing society out of the â€Å"medieval† times and onto the path that stretched toward the optimistic future.

Process Documentation: Creating a Flowchart for PI Badge Manufacturing Essay

In this reflection paper I will be reflecting on the process documentation assignment that involved creating a flowchart for the PI Badge Manufacturing Company (PIBMC). I personally have created a flowchart for the revenues and cash receipts part of the company and have reviewed two other flowcharts representing manufacturing and purchases. The two main points of this reflection paper will be describing how creating the diagrams altered my perceptions of a business and accounting for the business and I will also explain any differences in mindset in preparing versus reviewing flowcharts. I will start with the first important point. By creating the diagrams, my perceptions of a business and accounting have been altered in many ways. One of the ways my perception of accounting have been altered is it helped me understand what process is going after a certain process. For example, after the purchase order (PO) has been accepted, it will be prepared on electronic invoice/picking list. After electronic invoice have been created, one copy goes to the accounting department and another copy goes to a customer, which makes perfect sense. The one part that I missed originally is the picking list, which supposed to go to the warehouse from the sales department. But, the way I had it set up was that picking slip was send to the warehouse from the accounting department, which is not accurate. The reason it is not accurate is because the customer would be billed first, and only after that receive the product. It is also will take the process twice as long to carry out the transactions, because the warehouse would have to wait for the accounting department to get done. My perception of business was also altered. For example, I can now see that as a manager I could use a flowchart to assign duties to employees and employees will have a clear understanding of the reporting structure in an organization. This was the eye opening moment for me. Now, I will move on and talk about any differences in mindset in preparing versus reviewing flowcharts. The second main point of this reflection paper is to explain any differences in mindset in preparing versus reviewing flowcharts. One main difference between creating and preparing is the pressure that was hanging over me to get it right. For example, I didn’t know how to start or even how to attach the lines between the figures. It was challenging and really helpful experience to know for the business and accounting professionals. When I was reviewing flowcharts, I was using my knowledge to find any mistakes that have been created. For example, I moved the figures around to make sure the lines were attached. I checked to make sure the right figures were used for processes, and also checked make sure the flowchart is making any sense in general. Now, I will summarize what I have discussed in this reflection paper. In conclusion, this reflection paper explained two main points which are to describe how creating the diagrams altered my perceptions of a business and accounting for the business and explain any differences in mindset in preparing versus reviewing flowcharts. It is also important to note that creating a flowchart is not as simple as reading and editing already created flowchart. It is critically important for an organization to have a well-designed flowchart, because it is essentially a summary of the flow of a business processes. It is important to note that the speed, the accuracy, and the controls of the business depend on the processes summarized in a flowchart.

IFRS vs GAAP †Equity Accounts Essay

In discussing Equity Accounting standards of GAAP and IFRS we specifically look at Stockholders’ equity in regard to corporations. Of course there are many differences in language; however, we will review some major differences in accounting standards with respect to Equity accounts. There is a glaring difference in the two methods with regards to Distributions to Owners. Under US GAAP, disregarding dividends paid on unallocated shares (Employee Stock Ownership Plans), tax benefits can be received. It follows that the tax expense is reduced and no allocation is made in stockholders equity. The IFRS impose rules where entities must reduce equity accounts for the amount of any distribution, net of tax benefits. To elaborate, a company under GAAP pays 1 million dollars into pensions and 200 thousand would be the taxable amount. It would reduce the stock holder’s equity by 1 million; the 200 thousand would credit the tax expense. A company under IFRS would report 800 thousand as a debit to the equity account, with no tax liability. A broader topic is the issuance of equity instruments which includes stock. Minor differences related to stock are observable in linguistics, or account titles. GAAP accounts are labeled Common Stock and IFRS accounts are labeled Share Capital. One significant difference in accounting methods occurs in the presentation of increasing equity, specifically in regard to issuing stock. An IFRS entity may report Par value and nominal value separately in its equity account. There are some other differences in the accounting practices of IFRS and GAAP to make note of in regard to equity accounts. One difference is the recording of changes in equity. The IFRS implements a financial statement for this specific known as the, â€Å"Statement of changes in Equity.† The statement shows more than just changes. First, the statement reports profits or loss; what follows are incomes or expense titled â€Å"other comprehensive income.† Lastly, the statement shows changes in accounting policies and the financial effects incurred as a result. It’s used for compliance with IFRS accounting policies, estimates and error rules. US GAAP does not require a separate financial statement and can record changes simply in the notes of financial statements.

“My brother, my sister, and I”

The quite an engaging story, the book describes an event in the author’s life. Yoko, then 13, her 17-year old sister, and 21-year old brother became refugees to post World War II Japan. Hoping for the better life, they escape from North Korea only to find extreme hardship in the new land. The novel does not feature the series of quick actions but is able to transfer real-to-life feelings and emotions of the sibling trio. In quite a charming way it tells how these three young people settled down in their first desolate home, owners of which were nice and kind people. Especially the meaningful were their interactions. However, the terrible fire in the warehouse kills their landlords and puts one of the siblings in a hospital. In addition, their problems are multiplied by a terrible blame of the setting the fire and killing the kind couple. Homeless and hungry they fasten together, spending most time in the hospital room by the bed of their sibling. Yoko, once the product of the middle class family, experienced homelessness, hunger, terrible treatment by her classmates, and at times impossible despair. Her mother has died, her father was a POW, and seeing as her two older siblings had to clean toilets to get scraps for her to survive was beyond desperation, but full of humility. This novel teaches us how important the family ties are, those that despite of, at times, very difficult circumstances in life, help us survive and make better of ourselves. This novel also teaches us, that despite the adversities, there are people who are wiling to help, like an odd Burakumin couple they met under the bridge. This novel is about how people, especially young people, can preserve their dignity despite impossibly difficult circumstance that at time life presents. I impression of what I read was not about the adventure this trio experienced but about the yielding motif, â€Å"White righteous men should suffer?† References: Watkins, Y. K. 1996. My brother, my sister, and I. (add publisher)         

Inspector Calls Essay

Imagine tasks – you must use language that shows the character and reflect the character’s perspective at the time. Try to pin point where in the text you are being asked to comment on. Try to explain your responses in as much detail as possible and try to comment on the effect of specific words on the reader / audience. Don’t forget to comment on stage directions, body language and reported clauses wherever possible. Timing and planning. Do both please (plan points, find quotes, consider paragraphing for all longer tasks) Summary Act 1- The Birlings have just finished a dinner celebrating Sheila’s engagement to Gerald Croft, (the son of one of Arthur Birling’s business rivals). Arthur Birling makes a speech giving his views on the world and then Gerald, Birling and Eric have a chat about current affairs. Their evening is interrupted by the Inspector, who tells them that a young woman (Eva Smith) has died at the Infirmary after swallowing disinfectant. Arthur is the first to be interrogated and he admits that he sacked Eva as punishment for he having been on strike. Arthur Birling’s ruthless business sense is clear here as he fails to see he has done anything wrong and that his sole duty is to â€Å"keep labour costs down†. The Inspector says that it is not just Arthur who is responsible for Eva and begins to interrogate Sheila  who recalls having a shop girl sacked from Milwards department store. She is horrified and embarrassed that her vanity and jealousy contributed to the girl’s death. The Inspector mentions that after this, Eva changed her name to Daisy Renton, which shocks Gerald. He admits to Sheila that he too knew the girl and she guesses that he had an affair. Act 2- Gerald explains how he came across ‘Daisy’ and helped her out, giving her money and accommodation. He had an affair with her, which he ended after the summer. Sheila gives her ring back to Gerald, but says she respects his honesty. He leaves for a walk. The Inspector then begins to question Mrs Birling, who runs the Brumley Women’s Charity Organisation for women in distress. He reminds her of a meeting she chaired two weeks previous. She recalls that she used her influence to refuse assistance to ‘Eva’, who came giving the name â€Å"Mrs Birling† and was pregnant. ‘Eva’ said that the father was from a higher class and a drinker who had offered her marriage, which she had refused, feeling him too immature. She also said that he had offered her stolen money. Mrs Birling is adamant that she did the right thing and is not responsible for Eva’s death and that the man who got her pregnant is. Sheila realises it is Eric and tries to silence her mother but it is too late. Act 3- Eric explains how he met Sheila in a bar and slept with her. He continued to sleep with her, even though he admits that he â€Å"wasn’t in love with her or anything.† He says that she refused to marry him when she found out she was pregnant and she treated him â€Å"as if (he) were a kid.† He stole money from his father’s office and when she found out, she refused to see him. Sheila tells Eric that their mother turned ‘Eva’ away and Eric accuses her of â€Å"killing them both†. The Inspector makes a speech about their shared responsibility for ‘Eva’s’ death and Arthur Birling offers â€Å"thousands† of pounds to atone for the family. The Inspector leaves. The Birlings bicker amongst themselves and Mrs Birling and Arthur begin to question whether he was a real Inspector. Gerald returns with the news that the Inspector wasn’t really an Inspector and rings the hospital that report that no girl has been admitted. Arthur is relieved that it was a â€Å"hoax† but Eric and Sheila see  that it changes nothing. The play ends with Arthur Birling answering a telephone call. It says that a girl has been rushed to hospital after swallowing disinfectant and an Inspector is coming round to talk to them. Key Quotes Setting â€Å"large suburban house†, â€Å"heavily comfortable, but not cosy or homelike† The maid is removing â€Å"champagne glasses, dessert plates† and replacing them with â€Å"decanter of port, cigar box and cigarettes† They are all dressed in â€Å"evening dress of the period† Arthur Birling â€Å"rather portentous†, â€Å"rather provincial in his speech† To Gerald: â€Å"You’re just the kind of son in law I wanted. Your father and | have been friendly rivals in business for some time..† â€Å"I’m talking as a hard headed, practical man of business. And I say there isn’t a chance of war.† On the Titanic: â€Å"absolutely unsinkable† â€Å"There’s a fair chance I might find my way onto the next Honours List.† â€Å"a man has to make his own way – has to look after himself† â€Å"The way some of these cranks talk and write now, you’d think everybody has to took after everybody else†¦. Community and all that nonsense† â€Å"I can’t accept any responsibility† â€Å"It’s my duty to keep labour costs down† On sacking Eva: â€Å"She had a lot to say – far too much – so she had to go† â€Å"If you don’t come down sharply on some of these people, they’d soon be asking for the earth† â€Å"I was quite justified† â€Å"The press might easily take it up† â€Å"Most of this is bound to come out. There will be a public scandal.† Mrs (Sybil) Birling â€Å"a rather cold woman and her husband’s social superior† â€Å"I don’t suppose for a moment we can understand why that girl committed suicide. Girls of that  class – â€Å" â€Å"I did nothing I’m ashamed of. I consider I did my duty† â€Å"I accept no blame at all† Sheila Birling â€Å"pretty†, â€Å"very pleased with life and rather excited† On getting Eva sacked: â€Å" I felt rotten about it at the time, and now I feel a lot worse† To Gerald about the Inspector: â€Å"Why – you fool – he knows. O f couse he knows. And I hate to think how much he knows that we don’t know yet.† â€Å"I know I’m to blame – and I’m desperately sorry† â€Å"We really must stop these silly pretences†. â€Å"He (the Inspector) is giving us the rope, so that we hang ourselves.† (Sarcastically, to Gerald about Eva) â€Å"You were the wonderful fairy prince. You must have adored it Gerald† On Gerald’s confession: â€Å"In some odd way, I rather respect you more than I’ve ever done before†¦.You and I aren’t the same people who sat down to dinner here.† To her father: â€Å"I remember what he said, how he looked and what it made me feel. Fire and blood and anguish. And it frightens me the way you talk and I can’t listen to any more of it.† Eric Birling â€Å"not quite at ease, half shy, half assertive† On Arthur sacking Eva â€Å"I call it tough luck† On the night he met Eva: â€Å"I’m not very clear about it, but afterwards she told me she didn’t want me to go in, but that – well, I was in that state where a chap easily turns nasty – and I threatened to make a row.† â€Å"I wasn’t in love with her or anything. But she was pretty, and a good sport.† â€Å"I hate these fat old tarts I see around the town. The ones I see your (Birling’s) respectable friends with.† â€Å"In a way, she treated me like a kid.† (To Birling): â€Å"You’re not the kind of father a chap could go to when he’s in trouble.† Gerald Croft â€Å"attractive†, â€Å"rather too manly to be a dandy but very much the easy, well bred young man-about-town† (On Eva) â€Å"She was pretty and warm hearted – and  intensely grateful† Inspector Goole â€Å"creates at once an impression of massiveness, solidity and purposefulness† â€Å"speaks carefully, weightily and looks hard at the person he addresses before actually speaking† â€Å"What happened to her then may have determined what happened to her afterwards, and what happened to her afterwards may have driven her to suicide. A chain of events.† Looking at the dead body: â€Å"A nice promising life there, I thought, and a nasty mess somebody’s made of it† â€Å"One line of enquiry at a time† (Gerald: â€Å"we’re respectable citizens, not criminals† Inspector: â€Å"Sometimes there isn’t as much difference as you think. Often ,if it was left to me, I wouldn’t know where to draw the line.† â€Å"You see, we have to share something. And if there’s nothing else, we have to share our guilt.† â€Å"Public men, Mr Birling, have responsibilities as well as privileges.† â€Å"this girl killed herself, and died a horrible death. But each of you helped kill her. Remember that. Never forget it.† â€Å"But remember this. One Eva Smith has gone – but there are millions and millions and millions of Eva Smiths and John Smiths still left with us, with their lives, their hopes and fears, their suffering and chance of happiness, all entwined with our lives. We don’t live alone. We are members of one body. We are responsible for each other. And I tell you that the time will soon come when, if men will not learn, then they will be taught it in fire and blood and anguish.† Background / Cultural Context John Priestley was born in Bradford born in 1894 and died in 1984. He served as a soldier in WW1 and was a socialist – he believed that the British ‘community’ (people living together) should not be dominated by the rich and powerful (capitalists) Priestley wanted the poor to have a stronger place within the community The play is set before the war. Themes Social responsibility / community / accountability Family / Deception (lies) / Guilt / Abuse of power / Rich vs poor Responsibility Sin and morality Possible questions / Revision tasks 1What impression of the Birling family does the writer want the audience to have in the opening scene? 2 â€Å"We don’t live alone. We are members of one body. We are responsible for each other.† In Act 1, how does the writer try to get this message across to the audience? 3. How is the theme of social awareness explored through different characters? 4. How does Sheila’s reaction to key events create tension in the play? 5. To what extent do you feel sympathy towards Mrs Birling? 6. To what extent do you feel sympathy for Eric? 7. What do you think is the importance of Eva Smith to the play as a whole? 8. You are Inspector Goole before your visit to the Birlings. You write in your notebook: what you plan to do during the visit; why you are doing it; and what you expect to happen. 9. How does the presentation of Arthur Birling, before the arrival of the Inspector, add to the dramatic impact of the whole play? 10. You are Sheila and you have kept a diary. Write two of the entries – one  for the day when you got Eva Smith sacked from Milwards, and one for the night on which the play takes place. 11. What changes occur in the relationship between Sheila and Gerald? 12. Describe the way in which the Birling family begin to believe that the Inspector is not a genuine policeman. 13. The action of the play takes place on just one evening, and in just one room of the Birling house. What do you think the play gains, or loses, as a result? 14. Explore the theme of deception in the play? 15. How is the idea of sin explored in the play? 16. Is An inspector Calls a play about morality? 17. ‘In the play, it becomes clear that the responsibility is shared amongst the characters.’ How far do you agree with this statement? 18. â€Å"By the end of the play, lessons have been learnt.† Explore this statement in regards to the play. 19. Discuss the role of Inspector Goole in the play. 20. â€Å"The responsibility lies with the older generation.† Discuss.