Women Roles in The Story of an Hour by Kate Chopin and...

The Story of an Hour by Kate Chopin and Eveline by James Joyce are the two short stories that will be analyzed using feminist criticism in this essay. Both short stories share a lot in common about what the role of women’s was perceived within the time they were written. In the story The Story of an Hour Mrs. Louise Mallard was told that her husband’s had died from a tragic accident in a railroad and when she finally became at peace with her husband’s death he showed up and their door. She ended up the one who died at the end of the story. There are a few things in this story that can be interpreted from a feminist point of view. The first is she was introduced to the readers as Mrs. Mallard. The only time throughout the story that her†¦show more content†¦Joyce wrote â€Å"her promise to keep the home together as long as she could,† meaning that it was a struggle for her to keep her promises to her mom. Taking care of her home is a way in which Eveline was oppressed. Around the time the story took place there was a lack of women’s liberation. Women could not really do what they want when they want to, even if it means giving up on their happiness. Not only did Eveline have to keep the house together, she also ha d to take care of two young children. Joyce wrote â€Å"She had hard work to keep the house together and to see that the two young children who had been left to her charge went to school regularly and got their meals regularly.† Eveline was doing everything a wife’s job was around the time the story took place but she did not have a husband and younger children were not hers. She did not have no help from her father because in his mind all that she was doing was a women’s job and all he had to do is provide the money to help take care of the house. Another example of feminist in Joyce story is the way Eveline was being treated by her father. He had a harsh temper especially when it came to her. He treated her with disrespect because she was a woman. He would not allow her to talk to the guy she loves. Her father would also abuse her by the words he would use. He would express that Eveline was using his money to do other things other than taking care of the house and her responsibility as the woman inShow MoreRelatedLiberation And Freedom Are Exquisite Possessions. The Possible1698 Words   |  7 Pagescharacters in Kate Chopin’s â€Å"The Story of an Hour† and James Joyce’s â€Å"Eveline†. Mrs. Mallard and Eveline are standing at the threshold of a raw life story. The difference between the two is that while Mrs. Mallard is eagerly looking forward to her new found freedom, Eveline is deeply panic-struck from the thought of freedom. When the characters are at a point in their life that offers an esc ape into the enchanting world of the unknown, both react differently. Kate Chopin’s â€Å"The Story of an Hour† and James

Differences of Freud and Erikson’s Stages Free Essays

string(120) " a women who was experienced sexual abuse at her childhood but she forgot this bad event because of trauma and anxiety\." There are different ways of identifying developmental process of human. Because of the fact that human being has really complex component, we cannot use one way to divide process or examine their nature. Here are two big famous scientists who are Eric Erickson and Sigmund Freud will show us developmental stages of human from different point of views but also they have common point of view in different types. We will write a custom essay sample on Differences of Freud and Erikson’s Stages or any similar topic only for you Order Now Freud’s Psychosexual Stages Oral Stage (Birth to 18 months): During the oral stage, the child if focused on oral pleasures (sucking).Too much or too little gratification can result in an Oral Fixation or Oral Personality which is evidenced by a preoccupation with oral activities. Personality wise, these individuals may become overly dependent upon others, gullible, and perpetual followers. . Personality wise, these individuals may become overly dependent upon others, gullible, and perpetual followers. Example: I can give my cousin’s child as an example; after he born, first 12 months, his only need is to be feed by his mother and when he feeds, he looks like enjoying and taking pleasure because of doing that.Anal Stage (18 months to three years). The child’s focus of pleasure in this stage is on eliminating and retaining feces. Through society’s pressure, mainly via parents, the child has to learn to control anal stimulation. In terms of personality, after effects of an anal fixation during this stage can result in an obsession with cleanliness, perfection, and control (anal retentive). Example: after fist and half year; I realized that my cousin’s children starts to hold my hand, or when I give him a toy which he is not interested, he drop it or when he wants to be cared, he holds my hand.Phallic Stage (ages three to six). The pleasure zone switches to the genitals. Freud believed that during this stage boy develop unconscious sexual desires for their mother. Because of this, he becomes rivals with his father and sees him as competition for the mother’s affection. It was added that girls go through a similar situation, developing unconscious sexual attraction to their father. Although Freud Strongly disagreed with this, it has been termed the Electra complex by more recent psychoanalysts. According to Freud, out of fear of castration and due to the strong competition of his father, boys eventually decide to identify with him rather than fight him. By identifying with his father, the boy develops masculine characteristics and identifies himself as a male, and represses his sexual feelings toward his mother. Example: My neighbor’s daughter became extremely jealous to her father. Especially one day, we were going a part all together and her mother put on a golden earrings. His father said to her mother:†it is looking wonderful†.Her daughter started to cry and said that† you became more wonderful than me† and she forced her mother to put off them. It was really clear example for me. Latency Stage (age six to puberty): It’s during this stage that sexual urges remain repressed and children interact and play mostly with same sex peers. Example: At this stage; children starts to preschool or kind of schools and they starts to play with their peer instead of playing family, and an interaction starts to be happen. Genital Stage (puberty on).The final stage of psychosexual development begins at the start of puberty when sexual urges are once again awakened. Through the lessons learned during the previous stages, adolescents direct their sexual urges onto opposite sex peers; with the primary focus of pleasure is the genital. Example: When my cousin was 7 years old, she started to spend much more time in front of mirror; also she used to play with her other’s make-up staff and had a big interest for his father. Ego Defense MechanismsDenial: When people are overwhelmed by the anxiety present within a situation, they can engage an even more severe form of me mory repression. It can be said that arguing against an anxiety provoking stimuli by stating it doesn’t exist. Example: In the one movie I watched, it was a movie related to war, a mother receives word that her Son has been killed, and yet refuses to believe it, still setting the table for him, keeping his room and clothes current. Projection: In projection, anxiety is reduced by claiming another person actually has the unpleasant thoughts that you are thinking.You are attributing your own repressed thoughts to someone else. Example: When I was 17 years old, my mother and father always told me that I should behave kindly everyone and this idea was embedded to my mind but there was a girl and I really did not like her and my defense mechanism allow me to think non-anxiety provoking thought that â€Å"This person does not like me â€Å". Rationalization: This is a post-hoc (after the fact) defense mechanism. Rationalization allows finding logical reasons for inexcusable actions. Example: When people cheating on taxes, they think that it is better to keep this money for myself because I am sure that government will spend this money for army or some of high-level administrator will steal this money from government. Regression: Because of partial fixations in any of the psychosexual stages of development, regression can occur when an individual is faced with high levels of stress in their life. Regression is the giving up of mature problem solving methods in favor of child like approaches to fixing problems.Example: When I was so stressed because of exams, I had a bad news from home, after that I went to corner and started to cry like a child and eat so much chocolate. This was the way of my problem solving. Repression: The most basic defense mechanism. Sometimes referred to as: defensiveness. Repression can be conscious but is most commonly unconscious. Repression does not have to be total, partial memories where only the single piece of damaging information is â€Å"forgotten† is common.Example: In a movie I watch, there was a women who was experienced sexual abuse at her childhood but she forgot this bad event because of trauma and anxiety. You read "Differences of Freud and Erikson’s Stages" in category "Papers" Displacement: Displacement is the shifting of intended targets, especially when the initial target is threatening. It means that taking out impulses on a less threatening target. Example: when a person has argue with his boss, he cannot yell or say bad words or shut the door to front of his boss, because he can lose his job and he was threat for him, instead of that, when he came to home, he slams the door and yells to his wife.Erikson’s Psychosocial Stages Infant (Trust vs. Mistrust); Children needs maximum comfort with minimal uncertainty to trust himself/ herself, others, and the environment. When the parents present consistent, adequate, and nurturing care, the child develops basic trust and realizes that people are dependable and the world can be a safe place Example: When mother leaves his children in the room alone, he starts to cry because he can’t feel safe without her. The safety feeling occurs because of his mother. Early Childhood (Autonomy vs.Shame ;amp; Doubt): Children works to master physical environment while maintaining self-esteem. If parents guide children gradually and firmly, praise and accept attempts to be independent, autonomy develops. The result will be a sense of will which helps us accomplish and build self-esteem as children and adults If parents are too permissive, harsh, or demanding, the child can feel defeated, and experience extreme shame and doubt, and grow up to engage in neurotic attempts to regain feelings o f control, power, and competency. Example: When my nephew 2. years old, she has already started to learn toilet training. There was a special corner in the house and she always did her toilet need there. After that, her mom started to warn her not to do it and force her to use bathroom. Then I realized that when she does her toilet needs at the corner without noticed by anyone, she show little shame to her mom because she knows that she should have used bathroom like her mom said. Preschooler (Initiative vs. Guilt) Begins to initiate, not imitate, activities; develops conscience and sexual identity. The child becomes curious about people and models adults. If parents are understanding and supportive of a child’s efforts to show initiative, the child develops purpose, and sets goals and acts in ways to reach them. Example: In a movie I watched, there was a little child who was 5 years old, he tried to play locked door with key, when he explored that he could open the locked door with key by turning right side, at the second and third time, his aim was directly open the door and opening locked door became his purpose. School-Age Child (Industry vs.Inferiority) Children tries to develop a sense of self-worth by refining skills. It occurs during Latency, but Erickson did not think this was a rest period; the child begins school and must tame imagination and impulses, and please others. If adults support the child’s efforts, a sense of competence develops. Example: when children start to school, the aim is just to adapt to new environment and friends. But I can remember that my family was very interested in my homework and exams. At once, I got the highest grade in class and my family was so supportive about it.That was the first time that I taste success and I started have a feeling, I started to want to have the highest grade. The competency feeling was born in my deep inside. Adolescent (Identity vs. Role): Confusion tries integrating many roles (child, sibling, student, athlete, and worker) into a self-image under role model and peer pressure. Young adults attempt to develop identity and ideas about strengths, weaknesses, goals, occupations, sexual identity, and gender roles. Teens â€Å"try on† different identities, going through an identity crisis, and use their friends to reflect back to them.Example: I had a friend when I was at boarding school, there was a girl who is kind of rocker girl at first. After a while, she started to hang with extremely religious people and became a member and strong supporter of them. When these things were happened, she was eighteen years old and she had identity crisis. Young Adult (Intimacy vs. Isolation): individual learns to make personal commitment to another as spouse, parent or partner. Intimacy is the ability to be close, loving, and vulnerable with romances and friends.It is based in part upon identity development, in that you have to know yourself to share it. The virtue gained here is love. Failure to develop intimacy can lead to promiscuity (getting too close too quick and not sustaining it), or exclusion (rejecting relationships and those who have them) Example: I can give example from myself. This age is in the interval of university experience. There can be a lot of people who we fall in love or we can meet the right guy or maybe we can gain so many friends quickly and we cannot sustain it as we think.But our personality is developed now and we know ourselves. Middle-Age Adult (Generativity vs. Stagnation): Seeks satisfaction through productivity in career, family, and civic interests. If you have a strong sense of creativity, success, and of having â€Å"made a mark† you develop generativity, and are concerned with the next generation; the virtue is called care, and represents connection to generations to come, and a love given without expectations of a specific return Example: Maybe our family can be given as an example.My mother loves me without any condition and whatever I do I know that she will support me. And she always said that you are the most valuable creature I ever had. Older Adult (Integrity vs. Despair) Reviews life accomplishments, deals with loss and preparation for death. This entails facing the ending of life, and accepting successes and failures, ageing, and loss. People develop ego integrity and accept their lives if they succeed, and develop a sense of wisdom a â€Å"detached concern with life itself in the face of death itself. Those who do not feel a sense of despair and dread their death; it’s too late to change their lives. Example: My grandmother always said that everything is too late to change things for us when I visit her. She told me her mistakes, regrets, loss†¦She seems like that she is ready for death for any moment. She accepts everything she did in her life and thinks that she completed her mission. All these process which including Erickson’s developmental stages and Freud’s psychosexual stages help me understand about my whole developmental process. I think this me the best of knowing ourselves. Now I can mean some my actions or my friends’ actions logically and understand the real reason of behavior. I think that everybody should learn these stages for their good.References 1. Richard Niolan, Ph. D, Resources for students and Professors (www. psychpage. com) 2. David B. Stevenson ’96, Brown University 3. Psychology website: htm†www. psychology. about. com/library/bl_psychosocial_summary. htm How to cite Differences of Freud and Erikson’s Stages, Papers

Diversity Program And Public Administration - Myassignmenthelp.Com

Question: Discuss about the Diversity Program And Public Administration. Answer: Introduction: In order to run a business organization, human resource managers should recruit people from different characteristics within the workplace. The role of an efficient human resource manager is to give equal priority and response to every skillful and competent employee. Gender biases, religious biases, cultural biases should not come within an organization. The overarching concept diversity management implies a systematic strategy based on which people belonging to various age group, gender, and cultural background can get equal priority and response from the business managers. As per the overall scenario of the business process, organizations have to deal with customers from various psychological attitudes and geographic boundaries. While fulfilling the needs and demands of the customers human resource managers have to recruit employees from different backgrounds and attitudes for avoiding biases. This very specific study has provided to make an in-depth overview of various aspects of diversity management and strategies that Mark French has followed in order to implement diversity management (Thomas et al., 2012). CERA as one of the most prestigious Civil Engineering and Research Associate prevailing in Australia has decided to implement diversity management within the recruitment and selection process. In this specific study, various importance of implementing diversity management within an organization like CERA has been discussed. Various challenges that CERA has faced due to the implementation of diversity management at the work floor is evaluated in details. Along with the discussion of various strategies of on diversity management followed by CERA the study has focused provided some major recommendations as well. Importance of implementing diversity management within an organization like CERA: The human resource managers of CERA behind the implementation of diversity management have decided that people of various geographical boundaries and attitudes should get equal priority and response within an organization so that the business can be expanded in the international market (Thomas, 2012). In quest of implementing cultural diversity for exchanging thoughts and ideas, Mark French has decided to prioritize both male and female employees within an organization for making balance. However, the following are the specific reasons due to which CERA should implement diversity management at the workplace. Diversity management enhances the flow of business in various geographical boundaries: In quest of business expansion as a prestigious construction brand all over the World CERA has decided to hire the employees of various geographic boundaries as well as cultural backgrounds. As a result, before taking any kind of decision, the organization can make collective decision by exchanging thoughts and views of others (Sabharwal, 2014). As a result, the employees can easily meet the needs and demands of the international customers. Exchange thoughts and views: People of diverse cultural backgrounds and attitudes may have psychological differences. CERA in searching of gaining international reputation wanted to increase their range of target market beyond going the regional area. Therefore, while maintaining the recruitment and selection process the human resource managers of CERA tends to hire both male and female employees from various age groups (Olsen Martins, 2012). The HR managers have decided to recruit the employees from different cultural backgrounds and attitudes because of making collective decision for business progress. Decreases the rate of discrimination: It is alleged that business organizations do like to maintain discrimination on the floor rather than focusing on skills and competency. CERA along with maintaining anti-discrimination act within the business process has decided that both male and female employee would be considered with equal dignity as well as respect. As a construction company, the employees of CERA have to be very much flexible with work hour and shift. Female employees generally do not show their interest to take the burden of night shift. In this situation, the human resource managers intended to show their reluctant attitude in hiring female employees within the business (Madera, 2013). However, the concept of diversity management enables the HR managers to give equal priority and response to every single employee at the workplace. Argument relating to Mark French regarding diversity management Mark French being the CEO of CERA has realized that implementing diversity management at the workplace is one of the most important ways based on which the organization can gain the image of international brand. This particular company is primarily famous in the regional market as one of the most recognizable construction brands. Mark French in quest of reaching the market of international customers has decided to implement gender equality act. As per the instruction of French the human resource managers should give equal priority and response to both male and female employees (Nielsen Nielsen, 2013). The organization like CERA should not give enough priority on the language and communication skills of the employees. By implementing an effective training and development session, the organization can enhance the communication skill of the employees (Hoogendoorn, Oosterbeek Van Praag, 2013). As a result, they would be able to interact with each other regarding the success of business . Therefore, as a business person Mark French has provided some of the most recommended ways on how to overcome the challenges of implementing diversity management at the workplace. It is undeniable that after the implementation of this specific strategy at the workplace business managers had to face innumerable difficulties in taking instant decision regarding the progress of business (Martn Alczar et al., 2013). Despite facing several challenges, French has decided to follow diversity management within the organization for expanding the entire process of business. Challenges faced by CERA regarding diversity management The challenges faced by CERA with respect to diversity management are given as follows: As stated earlier, the presence of diversity in a company is extremely important as it helps to provide an access to wider audience and leads to increased productivity (Harvey Allard, 2015). However, there are a certain challenges faced by CERA in this domain, which is given as follows: Resistance Some of the employees who have been in the given company for a long period, resist the diversity and the respective changes it tends to bring. These individuals are difficult to manage and it becomes extremely challenging for the management to cooperate and make these employees understand the importance of diversity (Martn Alczar, Miguel Romero Fernndez Snchez Gardey, 2013). At CERA, the negative attitudes of these selected group of employees tend to serve as a huge de-motivating factor for the employees and have a negative impact on productivity. Communication and Language Problems Diversity tends to bring in various age groups, genders, religions and ethnicities together under one roof. For CERA, these differences tend to enter the organization with different communication styles. The communication between the various employees tends to become extremely poor and causes misunderstandings (Madera, 2013). These misunderstandings result to depressing office relationships. Studies reflect that office relationships tend to have a positive impact on the productivity but problems like these have shown a negative pattern of productivity for CERA. Disorganization Initially when a diverse work group entered the organization, the management was not prepared for their welfare. This caused a bit of trouble for the new members. The employees did not understand the norms and were often confused as to how they need to conduct themselves (Lauring, (2013). When the management at CERA, initially implemented a diversity plan, it was an unorganized and in the same manner, it proved to be a disaster. Fairness Several complaints were generated against CERA, when some of its workers complained that they were facing unfair treatment from others. It is the duty of a manager to make sure that the employees under him are treated with due respect . For an example, if a company like CERA has a visually disabled person then they should be providing the employee with all relevant facilities so that they feel at par with others. Inclusion The challenges faced by CERA with respect to diversity challenge also include the challenge of inclusion. The diverse employees in the organization often segregate themselves from the others because of the groupism, which exists in the organization (Cole Salimath, 2013). They feel that they will not be accepted by them. Recommendations The suggested recommendations for the challenges faced by CERA are provided as follows: Proper implementation of a diversity is an extremely important part of any organization. The organization needs to see to it that the managers present in the organization take a active participation and make sure that proper brainstorming sessions take place regarding diversity management. They need to make sure that the staff is involved in the given meeting and their inputs are taken in order to provide an environment, which is suitable for the diverse crowd. Assessment of diversity-The top companies in an organization need to make sure that they continuously assess and evaluate their diversity process. Continuous assessment of the process will help the company to understand the loopholes and that shall help the company in understanding the key areas of improvement (Wrench, (2014).It shall also help to make the diversity plan implementation successful. The resistance which exists in the company among the various employees with respect to the other diverse employees can be ward off with inclusion. When all the employees will be involved in the formulation process and in the diversity initiatives then this shall encourage the inclusion of employees and help in solving the challenges. Fostering an attitude of openness in an organization-All the employees must be treated, as they are a part of the organization. They should be continuously encouraged and allowed to express their ideas and opinions in order to provide a sense of equality (Ashikali Groeneveld, 2015). This shall prove to be a revelation for others who tend to mistreat these set of employees. Promoting diversity in leadership positions- There are certain leadership roles, which are present and required in the organization. As CERA is an engineering firm it needs expertise in almost all fields (Rice, 2015). Therefore, it is extremely necessary that the leaders are also diverse with respect to gender, culture and other factors. This shall help the company in making sure that diversity is ensured. Providing the employees diversity training- The diversity concept of the various employees present in an organization needs to be changed considerably. They need to be provided with adequate training so that they can become tolerate towards one another and sensitive towards each others needs. Conclusion Therefore, from the given analysis it can be stated that in the 21st century, where globalization and equality are the key concepts, diversity management can play a key role in bringing an outside view and equality in the given workplace. Diversity management refers to changing the employee type and structure of an organization by diversifying it and involving active participation from various backgrounds with respect to gender, race, culture and disability. The assignment provides the importance of implementing the concept of diversity management in an organization like CERA. It can be stated that diversity management is an extreme necessity in the company , the implementation of which will make the company a globally desirable company. The argument with respect to the CEO, Mark French has also been provided and elaborated in detail. However, implementing diversity is not an easy task and CERA faces a vast number of challenges while dealing with diversity implementation and developm ent. For this purpose, various recommendations with respect to these challenges have been provided. Proper implementation of these recommendations will take the company to new heights. After making an in-depth evaluation about the arguments of Mark French regarding the implementation of diversity management, it can be concluded that skill and talent should get first priority within an organization. An employee should not be judged as per cultural and religious backgrounds. In order to expand the entire process of business in multinational countries CERA should hire the employees of various cultural backgrounds and attitudes for dealing with the different level of the customers. Reference Ashikali, T., Groeneveld, S. (2015). Diversity management in public organizations and its effect on employees affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture.Review of Public Personnel Administration,35(2), 146-168. Cole, B. M., Salimath, M. S. (2013). Diversity identity management: An organizational perspective.Journal of business ethics,116(1), 151-161. Harvey, C. P., Allard, M. (2015).Understanding and managing diversity: Readings, cases, and exercises. Pearson. Hoogendoorn, S., Oosterbeek, H., Van Praag, M. (2013). The impact of gender diversity on the performance of business teams: Evidence from a field experiment.Management Science,59(7), 1514-1528. Lauring, J. (2013). International diversity management: Global ideals and local responses.British Journal of Management,24(2), 211-224. Madera, J. M. (2013). Best practices in diversity management in customer service organizations: an investigation of top companies cited by Diversity Inc.Cornell Hospitality Quarterly,54(2), 124-135. Madera, J. M. (2013). Best practices in diversity management in customer service organizations: an investigation of top companies cited by Diversity Inc.Cornell Hospitality Quarterly,54(2), 124-135. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research.Cross Cultural Management: An International Journal,20(1), 39-49. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research.Cross Cultural Management: An International Journal,20(1), 39-49. Nielsen, B. B., Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study.Strategic Management Journal,34(3), 373-382. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research.Journal of Organizational Behavior,33(8), 1168-1187. Rice, M. F. (2015).Diversity and public administration. ME Sharpe. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), 197-217. Thomas, K. M. (Ed.). (2012).Diversity resistance in organizations. Psychology Press. Thomas, M., Demeulenaere, E., Dawson, J. C., Khan, A. R., Galic, N., Jouanne?Pin, S., ... Goldringer, I. (2012). On?farm dynamic management of genetic diversity: the impact of seed diffusions and seed saving practices on a population?variety of bread wheat.Evolutionary applications,5(8), 779-795. Wrench, J. (2014). Diversity management.Routledge International Handbook of Diversity Studies, 254.