The Tragic Hero Glengarry Glen Ross And Death Of A Sales...

Glengarry Glen Ross and Death of a Sales man were two extraordinary plays that were released decades ago and are still the basis of many conversations and debates today. The main protagonists in these plays are Shelley Levene; a middle aged sales man who was once very successful in his line of work, and Willy Lowman; a 62-year-old salesman who has been chasing after the American Dream his whole life. These two shared a lot of similarities, the main one being that they are not tragic heroes. Many writers have debated over the past decades whether or not Shelley and Willy are meant to be tragic heroes. From the views of Aristotle and Miller, they are not tragic heroes. There has been a lot of discussion about what truly defines a tragic hero. If we take a look at the work of well known Philosopher Aristotle, he clearly defined what is needed for a character to be considered a tragic hero. He pointed out 5 specific traits that the person must have to fit the role. They must have skewe d judgement, which normally puts them in the position that they are facing. The character must have a realization during the story, there should be an event where they find out that their immoral ways have led them down a path of destruction. They should figure out their wrong doings on their own by taking the time to reflect upon themselves and understand the mistakes they have been making in life, and how to correct them. The person should be filled with pride, as if no one can touchShow MoreRelatedTragedy And The Common Man Vs Death Of A Salesman1953 Words   |  8 Pagesevaluation of Mamet’s Glengarry Glen Ross and Miller’s Death of a Salesman both depicts a protagonist that grapples with a moral discrepancy of ideals and disillusionment. This conflict is directly affected by a personal choice that later becomes irrevocable. Shelly from Glengarry Glen Ross and Death of a Salesman Willy, struggle to preserve their reputation. Intertwined with external pressure and family dynamics, these characters represent the quintessential elements of a tragic hero. The social standing

The problem with Holden in Catcher in the rye by J.R...

Holden is a complex person with many conflicting characteristics. He has many ambitions and desires for his life but he is faced with the basic conflict in the story, corruption. This corruption is what drives him and at the same time restricts him Holden s being surrounded by corruption disgusts him. There are a few main instances in which Holden encounters corruption directly. One type is Stradlater, the secret slob or Ernie, who performs for the people . Two that affect Holden very much is his brother D.B. selling out to the movies and Pheobe eventually having to grow up. This corruption is very evident in Holden s life and situation. Corruption is what Holden wants to avoid but can not because he wants to grow up†¦show more content†¦Holden finds corruption in almost everything he sees but does not yet even realize that he too is part of that corrupt world the minute he stopped being a child and wanting to be an adult. By doing many of the things he does he displays a desire to grow up, to act mature, to ultimately blend in with society but he is restricted by his ideals of innocence. The way he orders his drinks, dances with the two ladies in the hotel, and sends his money frivolously shows how Holden has

Event Management for Seven Dimensions -myassignmenthelp.com

Question: Discuss about theEvent Management for Seven Motivational Dimensions. Answer: In the study of Motivational theories, the push and pull theorizing is the primary framework used to formulate and test motivations for event attendance. In this framework, the push factors are considered to be those internal factors that make one travel while the pull factors are the external factors that make one visit some places or take part in some activity. The seek-escape dichotomy is another theory usually used in event motivation. This theory asserts that the wish to seek essential rewards and that to get out of typical environment makes one be involved in leisure activities. Seven motivational dimensions were identified from various studies as discussed below. The dimension of family closeness has an active cultural component. Here, senior married people were found to spend more time with family compared to young couples. Concerning nationality, the South Americans and the Asian tourists valued time with family than the Canadian and U.S guests. It was noted that individuals with lower income appreciated more time with their families unlike those whose annual house income is high. On the basis of sex, females were found to spend more time with the family as than males. The other motivational dimension ascertained was socialization. This shows interaction with people either external socialization which is interaction with new people in the event or internal socialization which is interaction with familiar people. Unlearned visitors valued socialization compared to the learned, visitors from local regions liked socialization unlike visitors from without, people with low income, and the young who had more time with friends (Lee, Lee, Choi, 2011). The motivation to escape or recreate is the desire to relax and refresh both physically and mentally from the day-to-day life pressures. Escape is affected by sex where female preferred getting away for a while than males, Age-wise the young (18-25) preferred getting away from daily routine than those above 30 years (Tkaczynski, Rundle-Thiele, 2011). The study also ascertained event newness as a motivation to attend an event. This is the desire to find out current and different familiarities and sustaining interest. Female guests got moved without difficulty by event newness than male guests. Also, those visiting for the first time esteemed event novelty than the regular visitors. The desire for excitement and enjoyment of visitors to experience entertainment and the atmosphere of a given event and enjoy it were also found out to be event motivators. The unmarried or single people, the young and those out of region attended the festive than their respective equivalents. Most of the international visitors and older people valued cultural events as a motivation to attend various events. Their desire was to increase cultural knowledge, get involved with various cultures and interest in historical and cultural activities. From various studies, it was concluded that in attracting festive visitors, event-specific attributes were very crucial. The question is whether people attend events with different motivations. The research concluded that people attend events because of what the event offers and not just for the sake of it. The study also examined the motivations behind the attendance of music festivals. The attributes that were valued by people when deciding on the music festival to attend were found to be affected by the value for money, accessibility, and availability of information. Based on the results of various researchers, motivations to attend the two festivals - music and cultural differ slightly. Some are present in one, and those present in both have different relative importance attributed to the event. This study identifies essential factors for event motivation. It also ascertains seven motivational dimensions for different reactions to events. Motivation is affected by age, sex, nationality, marital status and education. Further research is recommended on motivations to attend music and diversity and in different data analysis methods. References Lee, J. S., Lee, C. K., Choi, Y. (2011). Examining the role of emotional and functional values in festival evaluation.Journal of Travel Research,50(6), 685-696. Tkaczynski, A., Rundle-Thiele, S. R. (2011). Event segmentation: A review and research agenda.Tourism management,32(2), 426-434.

Russian Communism Leninism And Stalinizm Is What Essays

Russian Communism: Leninism and Stalinizm is what? Russian Communism: Leninism and Stalinizm is what? The specter is haunting Europe?the specter of communism... So what is this specter called communism and how haunting is it really? The Webster's Dictionary says that communism is a system of social organization in which all economic and social activity is controlled by a totalitarian state dominated by a single and self-perpetuating political party. Karl Marx says that communism is abolition of private property. Others say it is equal division of unequal earnings or it is an opiate of the intellectuals. Even some go so far as to proclaim that communism is a state form of Christianity. The bottom line is?communism is "one-third practice and two-thirds explanation of a failed experiment," as the authors of Twelve Chairs, E. Ilf and I. Petrov, define it. The underlying theme of Twelve Chairs is to define the Russian communism. The authors, though their two protagonists, Ostap Bender and Ippolit Vorobyaninov, use satire and slight exaggeration to ridicule the idiocy and flaws of Soviet social structure in a funny yet touching, melancholy way. The search for bejeweled chairs takes Bender and Vorobyaninov from the provinces of Moscow to the wilds of Soviet Georgia and the Trans-Caucasus Mountanins. Ostap Bender is an unemployed con artist living by his wits in post revolutionary Soviet Russia. He joins forces with Ippolit Vorobyaninov, a former nobleman who has returned to his hometown to find a cache of missing jewels, which were hidden by his mother in one of the twelve chairs. The Soviet authorities had confiscated these chairs, as well as all of Vorobyaninov's possessions including his mansion. Not only does the search for bejeweled chairs serves as a plot device for the novel, it also contributes to ridiculing the Soviet system. On their long and thrilling expedition, Bender and Vorobyaninov satirically inspect progress and success of the Soviet Communism; they come to conclusion, not surprisingly, that there is no success (success of the Soviet Communism) because there was not progress to begin with. Communism, as the novel points out, is inequality, but not as property is. Property is exploitation of the weak by the strong, communism is exploitation of the strong by the weak. How can the weak abuse the strong? Sounds absurd doesn't it? Yet it is the actuality of the Soviet Communism. One of the main points of Soviet propaganda was to get rid of all the wealthy, that is educated upper-middle class, and let the illiterate lower-middle class rule in a classless society. How could such thing be possible? How could people who do not know how to rule be in charge? How could the last be first and the first be last? That is the absurdity of Soviet apparatus, for it goes against the human nature. Because "the light at the end of the tunnel" was to achieve classless society, everyone must be of one class, that is class of the proletariat. Consequently, everyone must be equal. Everyone must live in the same communal apartments, everyone must wear the same type of clothing, everyone must have the same political idea (idea of communism), and everyone must receive the same amount of money for his/her services to the country. And that is, as Bender points out in a dialogue with a Moscow worker, the absurdity of the communist program. "They [communists] went from bad to worse," Bender concludes (78). The implication of that sentence is that Lenin got rid off all the wealthy (those who were in charge in Czarist Russia) and filled the vacuum with the proletariat. Thus all workers became, theoretically and practically, in charge of their factories or mills. And what happens when everyone is in charge thus forming a "classless" society? The answer is simple. Communism or its synonym? nonsense." Furthermore, how can everyone receive the same amount of money for different types of services; how can everyone get paid the same? It's the senselessness of Soviet Communism, as the book points out. In turn, the "equality of wages" created pandemic laziness and slackness in Soviet Union. For instance, imagine yourself an engineer in a factory and imagine your friend, Joe Smith, a simple worker in that same factory. Although you worked considerably harder and longer to get you Ph.D. in engineering and Joe Smith didn't, for he is a simple worker, both of your salaries are about the same. Soon, you will start asking yourself one plain question: how come I work three times harder, both mentally and physically, then Joe Smith yet our paychecks are alike? And little by little you

Turnover Rate in Corrections free essay sample

Throughout the years, there has been one major dilemma that continues to hassle the administration whose sole purpose is to provide institutional sanctions, treatment programs, and services for managing criminal offenders. This dilemma is the high turnover rate of the Corrections Officers, whom agencies nation wide are losing at an extremely high rate. Recent statistics indicate that nearly half of all Corrections Academy graduates will have left their agency within a two-year period (â€Å"State questions high, â€Å"2004). This high turnover rate is causing a staff shortage, which is forcing agencies to put new officers on the job immediately while being untrained. Though the amount of Corrections Officers departing from their agencies continues to rise, the amount of inmates entering prisons remains the same. This of course can become a serious safety issue for the departments employing these new hires that are inadequately trained. Throughout this paper I will explore the numerous possibilities of what’s causing Corrections Officers to depart from their agencies at such a high rate. We will write a custom essay sample on Turnover Rate in Corrections or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Whether it’s the demanding hours associated with shift work, the high stress and burnout, or the inadequate pay and benefits, all possibilities will be discussed in an attempt to understand why the retention rate of Corrections Officers is lower compared to various other careers across the nation. The Department of Corrections (DOC), privately owned jails, parish jails, and local city jails not only face the hardship of maintaining inmate property, specific calorie counts from meals provided, medicine dispensing, doctor visits, and numerous other tasks required that Corrections Officers tend to on a typical day of work, but these facilities also face the hardship of retaining these Officers for extended lengths of employment. As stated in the Abstract of this paper, â€Å"Recent statistics indicate that nearly half of all Corrections Academy graduates will have left their agency within a two-year period† (â€Å"State questions high, â€Å"2004). This has become a major problem for agencies that have a continuous increase in the number of inmates entering these facilities each year, while becoming almost impossible to keep enough manpower to operate shifts in a safe and secure manner. It is stated that in 1999, the turnover rate of Officers and Corporals within an agency was 29. 6 percent, while the average tenure of Officers was 3 years (â€Å"Department of corrections,†). The turnover rates in 2000 ranged from a low of 3. percent in New York, to a high of 41 percent in Louisiana (Lommel, 2004). Typically, once an Officer has been hired and accepted the job, they are to be trained in some type of Corrections Academy. The department hiring the Officer may host this Academy, or the Officer may have to travel to receive their training. Either way, prior to an Officer actually beginning their job monitoring the walkways of a prison or jail, the Officer should first be well trained to ensure theirs, the inmates, and other Officers safety. However, due to the high number of vacancies within Corrections, Officers are being hired without any experience, while hoping to receive this training academy shortly after becoming employed. Some agencies have established a policy that once the Officer has completed their training at an Academy, they are to sign a contract stating that they will remain with the department for a set amount of years. This is due to the high costs that an agency incurs by having these Officers sent to an accredited Academy to receive their training. The dollar amount that an agency may spend on an Officers training may range anywhere between a few hundred dollars, to a few thousand dollars. To elaborate on the amount of vacancies within Corrections, this could very well be a contributing factor to the increased amount of Officers who resign due to stress and burnout. Officers are being ordered in on their off days or holidays, forced to work mandatory overtime, a higher inmate to Correctional Officer ratio, as well as experienced Officers having to work with an extensive amount of â€Å"rookie† or inexperienced Correctional Officers. This combining of experienced officers with new hires, who have not received any type of prior training, raises the stress level during dangerous interactions with inmates, as well lowering the morale of the Officers who remain and attempt to complete their careers with a specific agency. This may be due to long term employees realizing that many of the new hires are using their time as a Correctional Officer to gain experience, or as a stepping-stone to eventually become a road or patrol Officer, which may involve more experienced Officers not spending the time necessary to assist, or provide â€Å"On the job training† to the new hires. Additional causes of stress may include the threat of inmate violence, actual inmate violence, inmate demands and manipulations, problems with co-workers, as well as having a poor public image. For example, â€Å"Between 1990 and 1995, the number of attacks on correctional officers in State and Federal prisons jumped by nearly one third, from 10,731 to 14,165 (Lommel, 2004). An additional stress added to a Correctional Officers life is being able to balance and separate work from their personal relationships. Workdays at a correctional facility often involve long hours of uneventful and routine procedures. This â€Å"routine† may quickly be disrupted by a brief period of crisis. Some Officers have issues with being able to return to a calm state once a crisis occurs, often times bringing their problems home to their families. This may lead Officers to substance abuse, or alcoholism. Law Enforcement careers can be an extremely difficult, stressful, yet rewarding career, even when referring to Corrections Officers. However, due to the long work hours associated with shift work, combined with the stressful and strenuous workdays officers are exposed to, it seems as if all Law Enforcement, to include Corrections officers do not receive the pay and benefits that they are entitled to. A large number of Corrections Officers are leaving this career field due to struggling with raising families while trying to balance and survive on the annual salary of a Corrections Officer. It seems as if economically speaking, the value of everyday necessities ontinues to rise in value, except for the officers’ paychecks. This dilemma, combined with the additional stress an Officer encounters on the job, could possibly explain why many Officers leave their jobs due to stress and burnout. The benefits that an Officer, or Corrections Officer receives is usually the highlight of their employment contract. Officers usually do receive good insurance and retirement plans. Not just for them, but for their families as well. However, the type of insurance that an Officer receives depends on the plan that the agency has purchased. Some agencies will have top of the line benefits, while others may have insurance carriers with extremely high deductibles and rates, due to tight budget restraints and cutbacks within the department. In addition to the stress, burnout, long hours, and low pay, many officers are never set on retiring within corrections. As previously stated, numerous officers, such as myself, use corrections as a stepping-stone, or training prior to being hired for a patrol position. Numerous agencies such as Sheriff’s Offices of various Parishes within the state, require that an individual hired first serve one to two years within the parish jail prior to being sent to a Police Academy and ultimately landing a position on patrol. Many agencies have come to realize this, which is why they may not spend the time, effort, and funds to train the individual to become a more efficient Corrections Officer. By reflecting on the issues presented in this paper, it is determined that turnover rate in Corrections Officers will likely continue to be a rising problem for agencies. Administrators seeking seminars on retention strategies, which may depend on additional funding, can combat some of these issues. Agencies can improve their policies, improve management, increase criteria of the screening process, as well as address the wage and benefit issue. However, no matter what an agency decides in attempting to retain there officers, there will always be the Officers that slip through the cracks and ultimately cost the department more funding in training the individual, only to have them leave the agency before reaching their desired and previously stated commitment.

Biography of Augusta Savage, Sculptor and Educator

Biography of Augusta Savage, Sculptor and Educator Augusta Savage, an African American sculptor, struggled to succeed as a sculptor despite barriers of race and sex. She is known for her sculptures of  W.E.B. DuBois,  Frederick Douglass,  Marcus Garvey; Gamin, and others. She is considered part of the  Harlem Renaissance arts and culture revival. Early Life Augusta Christine Fells Savage  lived from February 29, 1892, to March 26, 1962. She was born Augusta Fells in Green Cove Springs, Florida to Edward Fells and Cornelia (Murphy) Fells. She was the seventh of fourteen children. As a young child, she made figures out of clay, despite religious objections of her father, a Methodist minister. When she began school in West Palm Beach, a teacher responded to her clear talent by engaging her in teaching classes in clay modeling. At college, she earned money selling animal figures at a county fair. Marriages She married John T. Moore in 1907, and their daughter, Irene Connie Moore, was born the next year, shortly before John died.  She married James Savage in 1915, keeping his name even after their 1920s divorce and her remarriage to Robert L. Poston in 1923 (Poston died in 1924). Sculpting Career In 1919 she won an award for her booth at the county fair in Palm Beach. The fairs superintendent encouraged her to go to New York to study art, and she was able to enroll at Cooper Union, a college without tuition, in 1921. When she lost the caretaking job that covered her other expenses, the school sponsored her. A librarian found out about her financial problems, and arranged for her to sculpt a bust of African American leader, W.E.B. DuBois, for the 135th St. branch of the New York Public Library. Commissions continued, including one for a bust of Marcus Garvey. During the Harlem Renaissance, Augusta Savage enjoyed growing success, though a 1923 rejection for a summer of study in Paris because of her race inspired her to get involved in politics as well as art. In 1925, W.E.B. DuBois helped her get a scholarship to study in Italy, but she was unable to fund her additional expenses. Her piece Gamin brought attention, resulting in a scholarship from the Julius Rosenwald Fund, and this time she was able to raise money from other supporters, and in 1930 and 1931 she studied in Europe. Savage sculpted busts of Frederick Douglass, James Weldon Johnson, W. C. Handy, and others. Succeeding in spite of the Depression, Augusta Savage began to spend more time teaching than sculpting. She became the first director of the Harlem Community Art Center in 1937 and worked with the Works Progress Administration (WPA). She opened a gallery in 1939, and won a commission for the 1939 New York Worlds Fair, basing her sculptures on James Weldon Johnsons Lift Every Voice and Sing. The pieces were destroyed after the Fair, but some photos remain. Education Overview Florida State Normal School (now Florida A M University)Cooper Union (1921-24)with sculptor Hermon MacNeil, ParisAcademie de la Chaumiere, and with Charles Despiau, 1930-31 Retirement Augusta Savage retired to upstate New York and farm life in 1940, where she lived until shortly before her death when she moved back to New York to live with her daughter Irene.​

Unfair Dismissal Report Essay Example | Topics and Well Written Essays - 2500 words

Unfair Dismissal Report - Essay Example 9. Employed in Victoria or in a Territory. In determining if this has been the case, the Commission must have regard to a number of factors including: 1. whether there was a valid reason for the termination and whether the employee was notified of that reason; 2. whether the employee was given an opportunity to respond; 3. if the termination related to unsatisfactory performance by the employee and whether the employee had previously been warned about that unsatisfactory performance; 4. the degree to which the size of the employer's business, or the absence of dedicated human resource management specialists, may have had an impact on termination procedures. The AIRC hears cases which are still unresolved after going through the conciliation process. Its role is to decide, after hearing from both sides, whether the dismissal was harsh, unjust or unreasonable. It also exercises a range of powers under the Act in relation to ensuring the establishment and maintenance of fair minimum wages and conditions of employment, preventing and settling industrial disputes, facilitating agreement making between employers and employees, conciliating and arbitrating claims in relation to the termination of employees and dealing with matters concerning industrial organizations. The AIRC seeks to help employers and employees to reach a settlement in a way that minimizes legal costs and discourages vexatious and unreasonable claims. If matters are not settled, the AIRC will make a decision that is binding on both the employer and employee. Under the Act, the AIRC is responsible for conciliation in both unfair dismissal and unlawful termination cases. Only unfair dismissal cases, however, can be arbitrated in the AIRC. Procedural fairness has two meanings in... Unfair Dismissal Report The Australian Industrial Relations Commission (AIRC) had to decide on a balance of probabilities whether the applicant had proven her allegations regarding unlawful discrimination and harassment taking into account all the evidence available to it. The AIRC seeks to help employers and employees to reach a settlement in a way that minimizes legal costs and discourages vexatious and unreasonable claims. If matters are not settled, the AIRC will make a decision that is binding on both the employer and employee. Procedural fairness has two meanings in this context. Firstly, one of the characteristics of a Tribunal is informality - which generally means excluding the rules of evidence, whilst retaining due process, natural justice or procedural fairness. The AIRC are required to do what is fair in the circumstances of each case. The onus is on yielding a fair result and if that requires greater formality then the AIRC will do so in order to establish any disputed facts. For example in the case study, the Tribunal arranged for the parties to agree the matters which were not in dispute prior to the hearing of the matter. Tribunal members hearing cases are also ready to help applicants to understand the issues in their cases and the procedures in the Tribunal where they can. In particular, Mrs Huang was given the opportunity to change her interpreter. The Tribunal also reminded the interpreter that he could ask to stop the proceedings if they were going too quickly for him to ensure an accurate translation of what was said. The Tribunal was of the view that it was imperative that Mrs Huang understood the proceedings as if it were her first language.