Class Stratification and Work Essay Example | Topics and Well Written Essays - 500 words

Class Stratification and Work - Essay Example The agonies of J.D.S. were caused by the negligence of the Department of Children and Family Affairs. So, as its successor, the Agency for Person’s with Disabilities should be held responsible for the negligence. As a concerned citizen, I am committed to the protection of the rights of the disabled in the society. Therefore, I support this bill because it will make a big contribution towards the protection of the rights of the disabled who have not been treated with the dignity they deserve. Meaning, it will be useful in enforcing clause 393.13 of the Florida Statute and the Bill of Rights of Persons with Developmental Disability. These will help in preventing the disabled from being denied right to privacy, dignity. It will also grant them freedom from neglect, sexual abuse and exploitation. At the same time, it will put Agency for Person’s with Disabilities to be responsible and actively involved in monitoring the activities of home cares. Those who oppose this bill argue that it is not a good one at this point of time. They argue that it is illogical to blame Agency for Person’s with Disabilities f the actions of Philip Strong. They are convinced that J.D.S’s case should not be special because it is just like any other rape. Therefore, no such attention should be given to it. However, I disagree with them because I feel that the disabled need protection1. This is supported by Reed who, in ‘The Rome I Regulation and Reapprochement of Anglo-American Choice of Law in Contract: A Heralded Triumph of Pragmatism over Theory,’ argues that indeed, the disabled are much vulnerable individuals who need special attention2. Similar sentiments are echoed by Mirrow who, in the article ‘The Social-Obligation Norm of Property: Duguit, Hayem, and Others,’ holds the view that clause 393.13 of the Florida Statute is under threat and needs to be salvaged through stringent

Films and computer games containing violence are very popular. some Essay

Films and computer games containing violence are very popular. some people say they have a negative effect on society and should be banned. other people say they are just harmless relaxation - Essay Example However, this argument does not prove to be a good one when one looks at the negative impacts. I believe that violent media arrives with concerns relating to addiction, anxiety, dejection, brutality and aggression that develop in young minds. Games like Mortal Combat, Resident Evil, Marvel vs. Capcom, Doom, Manhunt, Dead Rising, Gears of War, Grand Theft Auto, require the player to kill, shoot, slash and stab their enemy using bombs, swords and chainsaw. My neighbor’s son is being treated for anger management thanks to the violent films and games he watches regularly. Children tend to have less-developed ability of decision-making or critical thinking so they cannot realize what is wrong with what they are viewing and their minds learn or absorb every act they see. To conclude, when a person watches the violent acts, the energy generated by the fantasy keeps the physical responses from getting expressed. So, when this energy gets its chance, it gets expressed in the real life. Hence, violent films and video games have a very negative impact on

Avente Garde Essay Example | Topics and Well Written Essays - 1750 words

Avente Garde - Essay Example It is also art or theatre at its most radical form, hostile to other artistic or conventional forms. It rejects the accepted social values and beliefs and condemn traditionally accepted artistic forms, ridicule the social order for which the society is used to and to put it succinctly, it believes in shocking its viewers. It is always searching for new arenas, and never satisfied with what is already accepted. "However, beneath this diversity there is a clearly identifiable unity of purpose and interest (at least in the theatre) which has all the characteristics of a coherent trend, since its principles can be shown to be shared quite independent of direct influence," Innes (1993, pp2-3). Avant garde is recognized with the postmodern theatre. Postmodern theatre is considered to be the recent phenomenon in the theatre world, connected with the European post-modern philosophy of the 1960s, naturally, which created many radical movements almost in every field. "The radical movement of the sixties constitute one of the most interesting social phenomena of this century; by insiders and outsiders, and what emerges is a confused picture in which elements of pacifism, civil rights agitation, anti-Vietnam sentiments, sexual liberation, feminism, and other forms of antiauthoritarianism are chaotically thrown together," Erwin (1988, p.15).It is different, revolutionary, unprecedented, a movement away from everything that is already established in the theatre. It has completely unconventional and subverted ways of seeing and portraying the world, and each performance becomes a dramatic spectacle of the so called Chaos Theory, and audience invariably find themselves participating in it, improvising it and bettering the dialogues. This can be called the avant-garde theatre movement of our times, far removed from the usual mainstream theatre. Postmodernists would be horrified at any such suggestions that they are even remotely connected with it! The aesthetic experience of the theatre, even though it is avant garde, does not diminish, only for the simple reason that it is unconventional. It has the power of holding the attention of its audience, and many times, the audience directly participate in it, creating an unreal situation, where they are transported into another era and back to the present era with a rude jerk and this way their experience is more authentic, compared to the one they would have had as mere spectators. It is impossible to believe that as ordinary spectators, they could have experienced the total identity with the play any better. Theatre, under postmodernism, is neither objective nor passive. It is crying for the audience participation and new experiences as part of the play. One such ensemble, the Wooster Group, consisting of modern artists working with Elizabeth LeCompte as their director, have cultivated new forms of production, presentation, and theatrical expression, dance and movement, and has created many pieces of production, which have earned appreciation, though not initially. It has also shown that however outrageous the new forms look in the beginning, slowly, it would create an audience of its own, and the new generation, whether they have logical reasons for appreciating it or not,

Describe the scientific method of research. Identify the key Essay

Describe the scientific method of research. Identify the key components, providing examples of each. Provide support for your answer - Essay Example The research method is also objective and is conducted within strict scopes that can facilitate such objectives. This feature further identifies rules that are associated with applicable research methods and restricts a researcher’s activities and behavior. The method of research is also characterized by an empirical approach in which knowledge is developed from evidence that is analyzed towards conclusions. The communicated findings from a scientific research therefore assume a high level of validity and reliability. Further, scientific method research is â€Å"systematic and cumulative,† demonstrating a level of orderliness and interconnectivity with each other (Wimmer and Dominick 13). A scientific research for instance, relies of previous studies in its field, for review of existing knowledge towards identification of information gap and statements of the involved problem. It is also important to note that the scientific method of research offers a basis for forecas ting into future trend, based on its reliance on past data sets (Wimmer and Dominick 13). The systematic approach of scientific method of research identifies key components of the research. The first component of a scientific method of research is the research title that communicates the involved subject matter and is in most cases a summary of the entire research process. ‘Investigating significance of the social media in marketing’ is an example of title and it describes the scope of the involved research. The second component is an abstract that offers an overview of the research’s components by summarizing other components of the research. Introduction is another component of the research and includes literature review, problem statement, purpose of the research and research hypothesis or questions or both. Literature review forms the major component of the introduction and defines an analytical report on

Current Police Vehicle Pursuits Policies and Procedures Essay Example for Free

Current Police Vehicle Pursuits Policies and Procedures Essay Why We Need Policy It is important to recognize that to use high speed methods in vehicle pursuit can only have risks reduced by un-holding a standardized guide as to how to proceed with the least of harm. The use of policy is an important element in any delivery of social and care service. Codes of practice provide parameters as to what needs to be recorded, how actions are to be undertaken and to realize the inherent moral obligation to ensure the rights and dignity of all stakeholders (New Jersey Police Department, 2001). Though, to provide consistency in application and resolution of dilemmas it is critical that report forms have an integrated presentation so that they can be used across situations, and across levels of staffs. Present Policy Currently there are written policies existing in every police station in North America instigated by the National Institute for Justice (NIJ). However, these differ amongst agencies, which has resulted in the indetermination of how best to deliver best practices in police vehicle pursuit (Alpert, 1997). A standardized form of pursuit policy would allow for better comparisons across agencies, and to quantify practices (Department of Public Safety, 2000). Recommended Policy Changes Develop and monitor a system to record information about pursuit driving. This will include narrative and multi-media forms, such as video, webcam and when necessary mobile camera and video. Continuous review and revision where necessary of pursuit policies. The quality and direction of these documents need to be valid and relevant and respect the rights and welfare of all stakeholders. Provide ongoing pursuit-specific training that includes ethical debating and written observation techniques Provide training and supervision across policies to ensure staffs in critical thought, inclusive decision-making and consistent deliver of services. Cultivate a culture of disclosure, reflection and critical analysis of responsibility for pursuit-actions amongst staffs. This includes having a supervisor read through and deliberates as to the appropriateness of pursuit activities in afteraction reports). Emphasize and make salient the ongoing risks and dangers of pursuit to guard against complacency of safety issues across time and experience. Establish a minimum criteria to meet a low offense as compared to a high offence to determine when a decision be made to continue or to initiate pursuit of a suspects vehicle. Train to recognize when public endangerment outweighs a decision to pursue; for example with incidents of traffic congestion Provide categories (ranking of criminal activities) and risk standards (rated from low to high) that allow staffs to easily and rapidly make distinctions during a chase Create a chase matrix from category scales to provide a set of specific standards that aid decision-making as to whether to start or continue a pursuit.   Conclusion Police pursuit is a controversial issue in social discourse, due to the inherent dangers to police, the pursued and the public. Formulation of a policy that adequately provides categories of risks and standards, and emphasizes the severity of the offence to determine if a chase is initiated or continued, appears to be the way to insure a consistent high level of best practices in pursuit. Ultimately, policy must seek to limit pursuit to only the most violent felons whilst resulting in the least risk to the public. Tragedy of road collisions due to police vehicular pursuit highlights the critical need for such policy. References Alpert, G. (1997) Police Pursuit: Policies and Training. Series: NIJ Research in Brief. Retrieved November 8, 2007 from http://www.ncjrs.gov/txtfiles/164831.txt Department of Public Safety (2000) Uniform Statewide Pursuit Policy. Retrieved November 8,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2007 from http://www.ct.gov/dps/cwp/view.asp?a=2151q=294336 New Jersey Police Department (2001) Police Pursuit. Retrieved November 8, 2007 from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.state.nj.us/lps/dcj/agguide/vehpurs_2001.pdf

Problems facing the maxis bank

Problems facing the maxis bank We come into contact with organization from the cradle to the grave. Indeed, organization regulate and dictate so many aspect of people lives, giving many of people somewhere to work, entertaining them, when people are leisure and developing new product and services for their enjoyment. Basically, it is not the same case for Maxi Bank, which got 30 branches and was established for over forty years. Their new Administration and Project Manager John who actually replaced their current project manager, who has resigned, highlighted some serious organization problem such as communication problem among the staffs, because of the high turnover since last eight months. The worst and difficult issue that John discovered is the lack of motivation and the job dissatisfaction. Employers can be made aware of concerns in the workplace that would normally go unspoken. Many serious issues in the workplace do not get discussed because they may be uncomfortable or difficult. By increasing the communi cation channels among staffs for instance participation in the group meeting, avoid isolation, motivation and the job satisfaction concept within a company, John can more efficiently resolves concerns, lower the staffs turnover, increase employee satisfaction, find a way to solve Annies problem and more accurately assess issues and so on. Problems John the new Administration Department has noticed some of problems that Maxis Bank have, since he engaged in this company. Starting, with, the poor supervision in Maxis Bank. Supervision is an extremely vital part of a workplace that intends to maximize its success potential.   It naturally follows, then, that poor supervision in a workplace is among the primary obstacles to achieving potential successes by a business.  Louis V. Imundo 1993, p 55. For Maxi Bank, a quality supervisory team should be employed and trained to ensure the very finest results from their individual employee groups. These supervisors should have their own support system, and their importance should be made very clear, to ensure the highest degree of productivity. Or, if the supervisor is not present enough, or is too overbearing, then the reaction from employees will only be fear, resentment, and displeasure in their work Dick Grote 2006 p. 45. The productivity will not be as good, and the employee turno ver will increase. Often having few staffs in an organization, that came from different department such as the case study lead to poor communications among them and . As in any relationship, communication is the key to a strong business relationship. This can be the relationship between business and customer, or, equally as important, the internal relationships among different employees within the company. Communication can be improved in virtually every workplace, no matter the industry or size.   After all, it is the only way for information to effectively spread throughout the business so that everybody can be informed to the degree that they required to properly achieve their goals. Luthans1998 p.145   Another problem occurred in Maxis is there poor employee morale in the workplace. By facing this kind of problem, there is a high risk of employee burnout and overall dissatisfaction. The cause of the poor employee moral can be structured as first a negative event within the workplace, such as a firing, downsizing, or other dramatic and unwanted change , or arguments or other forms of tension among staff members or between staff and management. Overwork, or a consistently heavy workload. The feeling of unappreciated or underappreciated for the work done, the conditions of the workplace. The rigid supervision involved in the work being done, and unsupportive or weak supervision that does not offer enough input or guidance Bennett. R, 1997: p.119 This is an extremely expensive way to do business because it leads to poor productivity, isolation and increased absences from work. The high absenteeism in Maxis Bank led to the non submission of their tasks on time. Moreover, staffs in Maxis felt to be underworked, because according to Annie, she complained that her job is monotonous and repetitive.The staffs feel to be underworked for doing uncreative, and repetitive work, which always to high absenteeism and turnover as well Giddens.A, 1971 p.23. . And lastly, the absence of leadership in the Maxis Bank created an issue within the staffs. People want to be guided by those they respect and who have a clear sense of direction. This type of person leads by positive example and endeavors to foster a team environment in which all team members can reach their highest potential, both as team members and as people. They encourage the team to reach team goals as effectively as possible, while also working tirelessly to strengthen the bonds among the various members. Kouzes, Posner, Barry Z. (1987). Good leaders are made not born. If people have the desire and willpower, they can become an effective leader. Good leaders develop through a never ending process of self-study, education, training, and experience Burns, 2010, p. 43. Basically, John should hire a good, effective and trust leader who can lead the staffs in a good way for the benefit of the Maxis Bank Reason why problems occur? For most part of the twentieth century, managers realized that if their employees were satisfied with their jobs, then that satisfaction would translate to working hard. Therefore, happy workers are productive workers. It is true that in the case of Maxis, Annie was not productive, since she claimed that she attended few interviews with other bank. Organizations with more satisfied employees tend to be more effective than organizations with fewer satisfied employees. Dissatisfied employees are more likely to miss work. Although this is true, other factors also do play a role, for instance organizations that provide liberal sick leave benefits encourage all their employees to take sick days. Hence, satisfied employees have lower levels of turnover while dissatisfied employees have higher levels of turnover. Research also suggest that an important moderator of the satisfaction-turnover relationship is the employee`s level of performance. For better performing employees, the level of satisfaction is less important in predicting turnover. When employees are dissatisfied with their jobs, they`ll respond somehow. It is not easy to predict how exactly they`ll respond. One might quit, another might responds by doing personal work at the workplace, or may take leave and increase the absenteeism. Workers in any organization need something to keep them working. Most times the salary of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization. An employee must be motivated to work for a company or organization. If no motivation is present in an employee, then that employees quality of work or all work in general will deteriorate Herzberg, F., Mausner, B. Snyderman, B.B. 1959, p. 341. Basically, staffs in Maxis Bank are unmotivated and dissatisfy that why critical issues in the Maxis arose. Alienation is one of the factor of unhappiness and isolation that workers in hardly feel when theirs works are not a relevant or important part of the workers lifes, that they do not really belong to the work to the work community health (Karl. M, 1971p.59). It is associated with feelings of discontent, isolation and futility. Alienation workers perceive themselves or powerless and dominated. Work is seen as unrevealed to real life; it becomes simply a means to achieve materials ends. Alienation has been observed most often on automated assembly lines where work is extremely repetitive and personal relations with others workers are difficult to establish. Great unhappiness can result from alienation; indeed, it can adversely offer the workers mental or physical health. In the case of Maxis, John found that each staff is working in isolation and difficult to establish a relation either professional or friendship with others. 2- Some theorists have defined and explained the concept of motivation as a process that account for an individuals intensity, direction, and persistence of effort toward attaining a goal. Many contemporary authors have also defined the concept of motivation. It has been defined as: the psychological process that gives behavior purpose and direction Kreitner. R, 1995 p. 44; a predisposition to behave in a purposive manner to achieve specific, unmet needs Buford, Bedeian, Lindner, 1995, p. 56; an internal drive to satisfy an unsatisfied need Higgins, 1994, p. 78; and the will to achieve Bedeian, 1993, p. 675. Basically motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. Why do we need motivated employees? The answer is survival (Smith, 1994). Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform Kovach, 1987, p.65. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly Bowen , Radhakrishna, 1991, p. 62. For example, research suggests that as employees income increases, money becomes less of a motivator Kovach, 1987, p. 72. Also, as employees get older, interesting work becomes more of a motivator. Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results Terpstra, 1979,p. 98 The basis approaches that have led to our understanding of motivation are Maslows need-hierarchy theory, Vrooms expectancy theory, and Adams equity theory. According to Maslow, employees have five levels of needs (Maslow, 1943), physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, Snyderman, 1959, p. 125. Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards Vroom, 1964, p. 150. Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams theory states that employees strive for equity between themselves and other workers. Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs Adams, 1965. p. 134 Basically, the best motivational theory that suits the Maxis Banks case is the reinforcement theory. This theory can be traced to the work of the pioneering behaviorist B.F. Skinner. It is considered a motivation theory as well as a learning theory. Reinforcement theory posits that motivated behavior occurs as a result of reinforces, which outcomes are resulting from the behavior that makes it more likely the behavior will occur again. This theory suggests that it is not necessary to study needs or cognitive processes to understand motivation, but that it is only necessary to examine the consequences of behavior.   In reinforcement theory a combination of rewards and/or punishments is used to reinforce desired behavior or extinguish unwanted behavior. Behavior that is reinforced is likely to continue, but behavior that is not rewarded or behavior that is punished is not likely to be repeated. Skinner, B.F. Science and Human Behavior. 1953. The most important principle of reinforcement theory is, of course, reinforcement. Generally speaking, there are two types of reinforcement: positive and negative. Positive reinforcement results when the occurrence of a valued behavioral consequence has the effect of strengthening the probability of the behavior being repeated. The specific behavioral consequence is called a reinforcer Iwata, B. A. (1987, p. 67. An example of positive reinforcement might be a salesperson that applies extra effort to meet a sales quota (behavior) and is then rewarded with a bonus (positive reinforcer). The administration of the positive reinforcer should make it more likely that the salesperson will continue to exert the necessary effort in the future. In the case of Maxis Bank, according to Annie affirmation she refused to handle extra job other than her current job scope. If the positive reinforce come into it for instance rewarded her with a reward, she would not refused to handle extra job and the level of the motivation will rise automatically. Rewards can therefore assume a number of different forms, though there are two main forms:  extrinsic rewards, which take the form of cash payments and employment  benefits, like staff discounts,  occupational, pensions,  health insurance, and  company cars; and  intrinsic rewards  such as  job satisfaction, recognition, personal development, and the social status which may be attached to particular job roles. Negative reinforcement results when an undesirable behavioral consequence is withheld, with the effect of strengthening the probability of the behavior being repeated. Negative reinforcement is often confused with punishment, but they are not the same. Punishment attempts to decrease the probability of specific behaviors; negative reinforcement attempts to increase desired behavior. Thus, both positive and negative reinforcement have the effect of increasing the probability that a particular behavior will be learned and repeated Iwata, B. A. 1987, p. 68. An example of negative reinforcement might be a salesperson that exerts effort to increase sales in his or her sales territory (behavior), which is followed by a decision not to reassign the salesperson to an undesirable sales route (negative reinforcer). The administration of the negative reinforcer should make it more likely that the salesperson will continue to exert the necessary effort in the future. Reinforcement theory suggests to managers that they can improve employees performance by a process of behavior modification in which they reinforce desired behaviors and punish undesired behavior .Moreover, for John case, reinforcement theory will be the best appropriate to motivate his 10 staffs, increase the desire behavior, or increase the probability of a behavior reoccurring. Consequently, both positive and negative reinforcement have the weight of increasing the probability that a particular behavior will be educated and repetitive. For instance, in Maxis Bank, both positive and negative reinforcement will have the effect of modified or punished the undesirables behavior of the staffs such as the absenteeism, the high turnover, the work isolation and increase the desirable behavior for instance handling extra job, attend all the interviews with the others banks, if bonus or rewards and maybe motivation words are applied. 3. Group dynamics  is the study of groups, and also a general term for group processes Ringer, T. M. 2002 p 172. Relevant to the fields of  psychology,  sociology, and  communication studies, a  group  is two or more individuals who are connected to each other by social relationships.  Because they interact and influence each other, groups develop a number of dynamic processes that separate them from a random collection of individuals. These processes include norms, roles, relations, development, need to belong, social influence, and effects on behavior. The field of group dynamics is primarily concerned with small group behavior. Bass, Bernard 1990, p. 31 A group comes together to focus on finding common solutions or building a final project to the organization. This can be very effective to the project or solution because individuals in different roles in the workplace, different backgrounds and different experiences have a variety of points of view that they are able to contribute (Dimock, H.G.1993). Working in groups is often more efficient and motivates group members to achieve more in a certain period of time as group members motivate others to do their best and people often feel the need to be competitive (CSU 2009). Bringing out the competitive nature in people focused toward a common goal can often be a very productive strategy. In the Maxis case, the organization got employees came from different departments, different roles lead different experiences, but the thing is there is not group team in Maxis Bank. Each employees work in isolation. Some staffs in Maxis Bank are very independent and prefer to work alone rather than in groups. They feel that their best work comes from completing projects individually. (Burgess H. 2007). Dealing effectively with groups of people is a skill that will serve us in all areas of our lives.   It can also be a challenge- because people as individuals tend to have their own ideas about how they relate to a group, and not all of these ideas work very well in practice.   Theres a profound difference between a set of individuals and a cohesive group, and weve all felt that difference- where a group is tightly related and conscious of itself, the group is vastly more capable than the sum of its parts.   Where individual members are unconscious to the needs of the group, often the group is weaker than the sum of the individual members capabilities. Skinner, B.F. Science and Human Behavior. New York: Macmillan, 1953. Iwata BA. Negative reinforcement in applied behavior analysis:, pp. 67 68 Buford, J. A., Jr., Bedeian, A. G., Lindner, J. R. (1995). Management in Extension (3rd ed.). Columbus, Ohio: Ohio State University Extension. p. 56 Terpstra, D. E. (1979). Theories of motivation: borrowing the best. p. 98 Vroom, V. H. (1964). Work and motivation. New York: Wiley. p. 150 Bennett. R, 1997: Organisational behaviour, 3rd edition, pp.119 Karl.M, 1967: The rise of the working class, p.59. Herzberg, F., Mausner, B. Snyderman, B.B. 1959, The Motivation to Work p. 341 Luthans1998: Organisation behaviour, 8th edition, p.145 .Discipline Without Punishment Dick Grote 2006 p.45 Leadership James MacGregor Burns, 2010, p. 43 Kreitner, R. (1995), Management, Sixth Edition, p. 44 Boston: Houghton Mifflin Company Higgins, J. M. (1994). The management challenge (2nd ed.). New York: Macmillan p. 78 Bedeian, A. G. (1993). Management (3rd ed.). New York: Dryden Press. p. 675 Kovach, K. A. (1987). What motivates employees? pp.65 72 Bowen, B. E., Radhakrishna, R. B. (1991). Job satisfaction p. 62 Herzberg, F., Mausner, B., Snyderman, B. B. (1959). The motivation to work, p. 125 Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (ed.), Advances in experimental social psychology. p. 134 Effective Supervisors Louis V. Imundo 1993 p.55 Bass, Bernard (1989). StogdillsHYPERLINK http://www.amazon.com/exec/obidos/tg/detail/-/002901820X/bigdogsbowlofbis/ Handbook of Leadership: A Survey of Theory and Research. New York: Free Press. Bass, Bernard (1990). From transactional to transformational leadership: learning to share the vision. Organizational Dynamics, Vol. 18, p.31. Blake, Robert R. and Mouton, Janse S. (1985). The Managerial Grid III: The Key to Leadership Excellence. Houston: Gulf Publishing Co. Bolman, L. and Deal, T. (1991). Reframing Organizations. San Francisco: Jossey-Bass. Kouzes, James M. Posner, Barry Z. (1987). The Leadership Challenge. San Francisco: Jossey-Bass. Lamb, L. F., McKee, K. B. (2004). Applied Public Relations: Cases in Stakeholder Management. Mahwah, New Jersey: Lawrence Erlbaum Associates. Routledge Bacon, S. B. (1988).  The effects of racially homogeneous and heterogeneous Outward Bound groups on the self-report survey scores and drop out rates of minority students. Greenwich, CT: Outward Bound USA. Ewert, A. (1992). Group development through experiential education: Does it happen?  Journal of Experiential Education,  15(2). Ewert, A., Heywood, J. (1991). Group development in the natural environment: Expectations, outcomes, and techniques.  Ã‚  Environment and Behavior,  23, 592-615. Ewert, A. McAvoy. L. (2000).  The effects of wilderness settings on organized groups: A state of knowledge paper. In D. N. Cole S. F. McCool (Eds.)  Proceedings: Wilderness science in a time of change  (pp. 13-26). Ogden, UT: U.S. Department of Agriculture, Forest Service, Rocky Mountain Research Station. Kerr, P. J., Gass, M. A. (1995). A group development model for adventure education. In K. Warren, M. Sakofs, J. S. Hunt (Eds.)  The theory of experiential education  (pp. 285-296). Boulder, CO: Association of Experiential Education Neill, J. T., Dias, K. L. (2001).  Adventure education and resilience: The double-edged HYPERLINK http://wilderdom.com/abstracts/NeillDias2001AdventureEducationResilienceDoubleEdgedSword.htmsword.Journal of Adventure Education and Outdoor Learning,  1(2), 35-42. Neill, J. T. (2002).  Social support helps people grow.  Horizons,  17(Spring), 32-34. Neill, J. T., Dias, K. L. (c.2001).  Challenge and support in Outward Bound: The double-edged sword.  Outward Bound International Newsletter,  10(1). Peak Experiences (n.d.).  Issues of importance in forming a team. Ringer, T. M. (2002).  Group action: The dynamics of groups in therapeutic, educational and corporate settings. p. 172

Comparing Father and Child Relationships in Death of a Salesman and A V

Father and Child Relationships in Death of a Salesman and A View from the Bridge       In literature as in life, we go through events which are the effects of the relationships between parent and child.   In both plays Death of a Salesman and A View from the Bridge, Arthur Miller depicts the possessiveness of human nature through the eyes of Willy Loman and Eddie Carbone.   Willy and his son Biff exhibit an undoubtable strain in their relationship.   Willy gives all his dreams to Biff in hope that he will carry on or create success for himself.   Eddie wants the best for his niece, Catherine, but is unaware of his over protectiveness which in actuality is an element much more repelling.   The relationships between father and child characters place tension upon everyone and ultimately is a factor in the protagonists common tragedy. In Death of a Salesman, although Biff and Happy are both sons of Willy Loman, there is a strong emphasis on Biff only.   Willy places all his hopes on Biff and even overestimates him.   "Because you got greatness in you, Biff, remember that.   You got all kinds of greatness...like a young god.   Hercules...God Almighty, he'll be great yet.   A star like that, magnificent, can never really fade away!"(Miller, DOS 68)   Willy views Biff as a mirror image of himself when he was young, successful and "well-liked."   He wants Biff to be what he was and what he never became.   Willy has overwhelming pride in Biff and expectations that cannot be fulfilled.  Ã‚   These feelings exhibited by Willy is purely due to human nature.   It is the desire of all father to have a son who emulates their successful aspects and to carry these traits into the preceding generations.  Ã‚   However, Biff knows that h... ...Bridge"   Arthur Miller.   London and Basingstoke: The Macmillan Press Ltd. 1982   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Hayman, Ronald.   "Interview with Arthur Miller", "Death of a Salesman", "A View from the Bridge" Arthur Miller.   New York: Frederick Ungar Publishing Co.   1972 Lenne, Bruno.   ed.   Readings on Arthur Miller.   San Diego: Greenhaven   Press, Inc.   1997 Moss, Leonard.   Arthur Miller.   Boston: G.K. Hall &Co.   1980 Miller, Arthur.   A View From the Bridge.   New York: Viking Penguin Inc. 1977  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Miller, Arthur.   Death of A Salesman.   New York: Viking Pengui Inc. 1976  Ã‚  Ã‚  Ã‚  Ã‚   Nourse, Joan T.   "Commentary on Death of a Salesman" Death of a Salesman and All My Sons.   New York: Monarch Press   1965 Welland, Dennis.   "Death of a Salesman", "A View from the Bridge" Miller The Playwright.   Second ed.   London: Methuen London Ltd.   1983