Alienation in Tennessee Williams, The Glass Menagerie...

Alienation in Tennessee Williams, The Glass Menagerie Life is a lonely tale of alienation, as Tennessee Williams conveys though his play, â€Å"The Glass Menagerie.† Williams surrounds Laura in isolation from a world in which they wish to belong to by using various symbols. The symbolic nature of the motifs hidden within the lines of this play provides meaning to the theme found consistent throughout the play: Individuals are all alone in the world. Williams brilliantly illuminates the idea of isolation through the symbolic use of glass. The symbolism of the glass is directly connected with the character of Laura. Similar to glass Laura is extremely fragile, her soul and image faces the possibility of being easily damaged and†¦show more content†¦The candlelight seems to â€Å"light her inwardly† (Williams 1846) and symbolically shadows her disability, as Williams vividly describes in a side note of the play. The scene thereafter illuminates how a unicorn is tragically different from all other animals in Laura’s collection. At the Paradise Dance Hall al glass sphere slowly turned from the ceiling in a different delicate rainbow of colors suggesting a joyful moment. This symbolized another beautiful moment as Laura and Jim dance together, uniting two separate flames to create many colors of the rainbow. Laura’s physical problems provide more alienation to her character and greater meaning to the central theme that individuals are all alone in the world. Laura’s handicap is the greatest characteristic of her loneliness. â€Å"I had a brace on my leg—it clumped so loud!† Laura blames her slowness upon her brace and is self conscious about how loud it is. Yet Jim claims, â€Å"I never heard any clumping† (Williams 1846). Laura was the only person who realized and continues to recognize her handicap. It causes her to stand out from the others, surrounding her. She finds it to be completely alienating, which separates her from the rest of the world. Jim interprets Laura’s handicap as something beautiful. He finds her character unique and attractive. She is different and far from normal. In contrast Laura sees the differences as bad and unattractive. She fails to recognize that it is her innerShow MoreRelatedTennessee Williams’S, The G lass Menagerie, Is One Of The1283 Words   |  6 PagesTennessee Williams’s, The Glass Menagerie, is one of the most popular plays of all times and the play that started his success as a playwright. This play explores a dysfunctional family who has been abandoned by the husband/father and struggles to progress in an economically stressed time. The play showcases three extremely complex characters who each have personal struggles in their own lives which furthermore create tensions between each other as a family unit. As a true lover of this play, I hadRead MoreFool For Love Essay1601 Words   |  7 Pages   Glass    Mengarie,   by   Tennessee   Williams’   will   be   used.   These   ideals   of   the   Ã¢â‚¬Å"American    Dream†,   prioritized   family,   and   psyche   that   have   been   formulated   through   Williams’    work,   hold   verisimilitude   to   the   way   individuals   have   navigated   and   continue   to    navigate   through   the   twentieth   and   twenty- ­Ã¢â‚¬ first   century.       Background          The   Glass   Menagerie   isRead MoreTennessee Williams s The Glass Menagerie2066 Words   |  9 PagesTennessee Williams was born in 1911 and attended University of Missouri. At a young age he was inspired to become a playwright by watching Henrik Ibsen’s Ghosts. As he grew older he battled with depression and addiction. He had a constant fear of going insane like his sister. That fear fueled his writing and eventually produced the play The Glass Menagerie. In this play Williams creates characters with depth and variety. All four characters have separate and distinct personalities. In many waysRead MoreEssay Prompts4057 Words   |  17 PagesVenice The Autobiography of An Ex-Colored Man Mrs. Warren’s Profession The Awakening Pà ¨re Goriot Billy Budd The Picture of Dorian Gray Crime and Punishment The Plague Faust Poccho Fences The Scarlet Letter The Glass Menagerie Silas Marner Great Expectations Sister Carrie The Great Gatsby Sula Heart of Darkness The Turn of the Screw Hedda Gabler Typical American 2002 (Form B): Often in literature a character’s success in achieving goals dependsRead MoreBrief Survey of American Literature3339 Words   |  14 PagesSettlers’ Writings Highly religious and pragmatic - John Smith, founder of Jamestown, Virginia; Pocahontas - John Winthrop, â€Å"A Model of Christian Charity†: â€Å"†¦ We shall be as a city upon a hill. The eyes of all people are upon us†¦Ã¢â‚¬  - William Bradford, Of Plymouth Plantation (1630-50, pub. 1856) - Anne Bradstreet (1612-1672), The Tenth Muse (1650), the first volume of poems published by a resident of the New World - Edward Taylor (1642- 1729), Preparatory Meditations (1682-1725Read MoreBelonging Essay4112 Words   |  17 PagesHeat and Dust Winch, Tara June, Swallow the Air Gaita, Raimond, Romulus, My Father Miller, Arthur, The Crucible: A Play in Four Acts Harrison, Jane, Rainbow’s End Luhrmann, Baz, Strictly Ballroom - film De Heer, Rolf, Ten Canoes - film Shakespeare, William, As You Like It Skrzynecki, Peter, Immigrant Chronicle Dickinson, Emily, Selected Poems of Emily Dicksinson Herrick, Steven, The Simple Gift Baillie, Alan, The China Coin Russell, Willy, Educating Rita Cleven,Vivienne et al (eds), Contemporary Indigenous

Edgar Allan Poe A Gothic Romanticism Or Dark Romanticist

Edgar Allan Poe is often considered one of the most famous, influential writers of the 19th century, and even today he is still revered for his more famous works, which are still taught and studied in schools and universities around the United States. His work is considered to be heavily influenced by the many hardships he faced during his lifetime, which can be seen in almost all of his poems or short stories. Poe is considered a gothic romanticism or dark romanticist, due to his fascination of horror and gloom, along with his use of mystery in a many of his works. http://www.luc.edu/faculty/cschei1/teach/rrn4.html. Edgar Poe was born the second of three children on January 19th, 1809 to David and Elizabeth Poe (both actors) in Boston, Massachusetts. Poe’s mother died in 1811, just after his father had left the family, leaving Poe to be adopted by John Allan. This is from where Poe received the middle name â€Å"Allan†. At the age of six, Poe attended Manor House Schoo l in England for five years before returning to the United States to finish up his education. After this, Poe attended the University of Virginia, though because of drinking and gambling problems he accumulated many debts, forcing him to quit school. http://poestories.com/biography.php https://www.poemuseum.org/life.php↠(THIS ONE HERE) In 1827, Poe joined the U.S. army under the pseudonym â€Å"Edgar Allan Perry†. This was because he was heavy in debt with no source of income ot pay it back. Poe managed to riseShow MoreRelatedA Life Of Misery Becomes Misery As Literature1859 Words   |  8 Pagesas Literature: The Influence of Edgar Allan Poe Stefan de la Cotera Ms. Lee; Cubby E12 AP American Lit. Lang. Period 8 April 2015 A Life of Misery becomes Misery as Literature: The Influence of Edgar Allan Poe Dark, haunting, and eerie novels don’t sound like the staple for a famous American Novelist, but Edgar Allan Poe helped change American literature as it is by centering his novels, short stories, and poems around these points. Edgar Allan Poe was an American author, poet, editorRead MoreHawthorne and Poe’s Pessimistic Views on Society1326 Words   |  6 Pagesconsidered as the romantic protagonists of the dark romanticism. On the other hand Edgar Allan Poe through his story â€Å"The Fall of the House of Usher† a dramatic ending of a someone who chooses their own way of living, being isolated from the outside world and spending time alone. The key thing in the comparison of the two stories is that the characters of the two novels give us the same message which in some way exceeds the track of reality. Basically, both Poe and Hawthorne look at the changes that abilityRead More Romanticism in Scarlet Letter, Ministers Black Veil, and Young Goodman Brown2077 Word s   |  9 PagesAmerican Romanticism in The Scarlet Letter, The Ministers Black Veil, and Young Goodman Brown      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Nathaniel Hawthorne took elements of the European romanticism and reshaped them into a new literary form that is called American Romanticism. The American Romanticists created a form that, at first glance, seems ancient and traditional; they borrowed from classical romance, adapted pastoral themes and incorporated Gothic elements (Reuben 22). Some of the definable elements of romanticism combined

Employee Motivation Multigenerational Place -Myassignmenthelp.Com

Question: Discuss About The Employee Motivation Multigenerational Place? Answer: Introduction Over the last few decades, the global commercial framework has undergone considerable modifications, much of which can be attributed to global phenomena like Globalization and Liberalization, which have significantly contributed in making the global business management environment more integrated, inclusive as well as competitive (Gupta Shaw, 2014). With more supply side players entering in almost all the production sectors, the competition to capture bigger market share and earn more profitability has increased. This in turn has resulted in changes in the operational framework of the business across the world and the mode of utilization of the resources present with the organizations, which also includes the human resources (Voegtlin, Patzer Scherer, 2012). Keeping this into consideration it becomes apparent that the demand for workers, as the demand for other factors of production has been increasing, which in turn increases the number of options of employment available to the eligible work forces considerably. This has been even facilitated by the easy and convenient mobilizations of workers across different geographical boundaries (Jiang et al., 2012). The increased scopes of employability of global labor forces, especially skilled ones, in turn makes it one of the crucial challenges for the businesses to retain their existing employees and to keep on encouraging and motivating them to work more efficiently for the same business (Alfes et al., 2013). The concerned report takes this aspect of employee management and retaining in consideration. For the purpose of in depth exploration, it refers to the case of the contemporary strategy taken by the mobile division of one of the tech giants-Samsung. Samsung has rewarded their employees with high bonuses in spite of their comparatively unimpressive performance in the recent period. The report tries to discuss the causes and implications of such rewarding policy taken by the company and the issues of concern arising out of the same (Alfes et al., 2013). Article summary (News Story) The article by Kris Carlon, dated January 27, 2016, discusses about the reward and motivational practices adopted by the management of the mobile production unit of Samsung company, for their employees, in the year 2015. As per the assertions of the article, the mobile division of the company did not perform up to the expectation in the concerned year, much of which can be attributed to the increasing number of competent rivals with more cost efficient production process, which helped them to capture a major share of the global mobile phone market (Carlon, 2018). However, instead of penalizing the employees for relatively poor performance of this specific division for that year, the company actually resorted to the strategy of paying them maximum bonus (which is capped at half of their individual salary) for their dedication and contribution to the operations of the division. This has been mainly done by the company to encourage as well as enhance their ability to handle the challeng es, which the division has been facing in the contemporary period (Chang, 2012). This also had a positive implication on the employee retaining aspects as the company was saved from a credible mass walk out of the employees, which would have most likely happened if the bonuses were not paid to them (Buller McEvoy, 2012) . However, as the article suggests, this high bonus of 50% of the salary of the employees, has been awarded to poorly performing mobile division of the company, while most of the other divisions of the company have not been treated equally. The battery division, for example received only 3% and the electronics division got 10%. The only division to get bonus at par with the mobile division is the highly profitable semiconductor sectors of the company, while another profitable division of software and technology of the company received 45% of their salary as bonus (Jung, 2014). The above decision of the company regarding awarding bonus to their employees, especially to those in the comparatively low performing mobile sector, can be analyzed and interpreted with the help of the Strategic Human Resource Management framework and the implications of the same in the global scenario (Sparrow, Brewster Chung, 2016). Rewarding the employees: Human Resource Implications From the above discussion it can be asserted that there has been a slow down in the otherwise highly profitable and flagship section of Samsung, that is the mobile and smart-phone division, which apart from the concerned article, has also been supported by other empirical evidences, as can be seen from the following figure: As can be seen from the above figure, the surging profit and revenue generation of the firm, which had been consistently increasing from 2010 to 2013, plunged deep down post 2013 and in 2014-2015, the sector performed considerably poorly than its previous performances in terms of profit generation (Njanja et al., 2013). Much of this can be attributed to the increased competition, which the company has been facing in the recent few years, with more and more credible and competent players coming in the global mobile phone market, with equally good or better devices at lower costs (Budhwar Debrah, 2013). Another reason behind the company losing out its profitability considerably has been the incidents of malfunctions of some of the popular handsets of the company, which led to the losing out on a significantly large clientele (Manzoor, 2012). However, the company still decided to pay high bonuses to the employees of the mobile division, instead of penalizing them due to their poor performance. This decision on part of the company though may seem to be irrational and non-profitable for the same has significant implications in the human resource management of the company (Clegg, Kornbergernn Pitsis, 2015). There may be several crucial reasons behind this strategic plan of the company, which are discussed as follows: Employee Motivation (Theme 1) In the contemporary global scenario, with increased competition in every industrial sector, it is of immense importance for the companies to continue to improve the efficiency of their operational framework in order to sail through and to keep on having competitive edge over their rivals. This in turn helps the companies to increase their profitability and future prospects in a sustainable manner (Dobre, 2013). For the purpose of ensuring profitability and sustainability, the companies need to take into account that the resources which they use for production process are efficient and productive enough. As employees fall in the category of most vital and long term resources required for any kind of business, it is of utmost importance to ensure that the work force within the companies are competent and more productive than their counterparts in the rival companies (Ramdhani, Ramdhan Ainissyifa, 2017). For the purpose it is needed to keep the employees motivated enough to keep on working with increased enthusiasm and vigor for the company with time. A motivated and dedicated work force can contribute significantly in the long-term prospects and profitability of the company, whereas a de-motivated employee structure reduces the productivity and competitiveness of the companies to a considerable extent (Bradler et al., 2016). Keeping this into consideration, in the recent global framework, there exists several strategies in the hands of the human resource department of the companies, to keep their employees motivated and dedicated to their work. Of these strategies, one of the most effective ones is the strategy of rewarding and recognizing the employees of the concerned company (Njoroge Yazdanifard, 2014). Recognizing the efforts of the employees make them feel important and appreciated by the company, which encourages them to put even more effort and improve their quality of their work even more (Jackson, Schuler Jiang, 2014). Small initiatives on part of the company, of recognizing the extra efforts of the employees also makes them feel free to think and come out with innovative ideas for increasing the productivity and profitability of the firms, which thereby benefits the company and takes it closer to its long term goals (Muogbo, 2013). However, though these verbal recognitions work to some extent in encouraging the employees, it is not sufficient to keep them working with same enthusiasm. For this materialistically rewarding them poses as a better strategy. The reward may be in kind or in cash. In general, the most widespread ways of rewarding the employees, that are practiced by the companies across the world is that of providing them with monetary incentives and cash prizes, which are given to them in terms of performances bonuses after the completion of a specific period or task (Pichler, 2012). The practice of providing the employees with cash prizes and rewards, according to their performances increases their welfare and contributes significantly in motivating them to work harder. Often there exists rewarding frameworks in the management structure of the companies which rewards the employees a percentage of their individual salaries, the percentage increasing according to the efforts paid by the employees (Brewster et al., 2016). The benefits of rewarding the employees are mainly as follows: The employees view these cash rewards as the worth and appreciation given to their efforts and get motivated to increase their efforts for their personal benefits. Rewards set transparent, high yet achievable performance standards for the employees, who try to achieve the milestones to receive the rewards kept for the specific milestones, thereby increasing the productivity, efficiency and long term sustainability of the company itself (Cho Perry, 2012). Rewarding the work teams, motivates and facilitates productive cooperation among the members of the teams and increase their individual as well team performances, creating a relaxed yet productive work culture in the companies contributing to increased cohesiveness among the employees (Tiwari Saxena, 2012). The employees feel that their efforts are not taken for granted. Often the companies resort to reward their employees even when they have not increased the profitability of the companies. This is mainly done with the objective of preventing the employees from getting demoralized and to make them feel that their efforts are appreciated, thereby motivating those to increase their efforts even more, taking into account the long term benefits of a motivated and loyal work force (Kim Sung-Choon, 2013). This can considerably explain the decision of Samsung Mobiles, of rewarding their employees with high bonuses in spite of less than standard performance of this sector in 2015. Employee Retaining (Theme 2) Apart from employee motivation, another important reason behind the implementation of various reward and recognition strategies present in the commercial framework is the aspect of employee retention in the company itself (Oladapo, 2014). The employees, especially the skilled ones and the ones who have been working with the company for prolonged periods are the assets for the companies and it is important for the companies to retain them. This is specifically because if they are absorbed with higher salaries by the rival firms, then it can reflect considerably in the fall in the profit and sustainability of the company itself (Das Baruah, 2013). In this aspect, the practice of rewarding the employees often proves to be effective for retaining the employees in the companies themselves, especially when the companies go through rough patches and there are high chances of resignations on part of the employees, with more lucrative options in the industry (Aguinis, Gottfredson Joo, 2012). Financial rewards, mostly in form of bonuses to the economics in terms of their performances and efforts increases their economic welfare, which decreases their incentives to search for other jobs (James Mathew, 2012). Retention of productive and skilled forces, though may increase the short-term costs of the firms, it may have long-term positive implications on the profitability of the companies. This also makes the rewarding strategy of Samsung relevant in the real case scenario, as the same has managed to retain its workforce over the years and keep the number of employees more or less consistent as can be seen from the following figure: Employee Performance Management (Theme 3) Rewarding the employees is also one of the most common practices by the commercial companies in the aspect of the management of the performances of the employees (Awadh Alyahya, 2013). Rewards and incentives, especially in the form of cash or financial incentives are mostly treated by the employees as a reward for their superior performance and encourages them to improve their performances and come out with ideas and practices, which by augmenting their productivities benefits the companies considerably (Jiang et al., 2012). Managing Diversity (Theme 4) Diversity in a workforce helps the companies to achieve profits and to manage diverse operational framework. To increase the productivity and long term sustainability of the company, it its therefore necessary to manage diversity in the workforce of the company (Barak, 2016). Rewarding and recognizing the diverse workforce in the company according to their abilities and encourage productive and efficient working of the same in the company (Nankervis et al., 2013). Those receiving rewards are motivated to work more while those who do not thrive to work better, thereby making the company excel in every aspect. This explains the strategy of Samsung of rewarding their mobile division in spite of their inferior performance in the concerned year (Urbancov, ?ermkov Vostrovsk, 2016). Conclusion The step taken by the Samsung Company, of rewarding their mobile division workers, can be categorized under the common strategic human resource management practice rewarding the employees to motivate them, retain them and improve their performance and efficiency. However, their policy of giving high bonuses to the comparatively less productive mobile division, while keeping the same low for other divisions, especially the battery division, may lead to negative implications on the productivity of the workers of the latter sections, as they may feel de-motivated and taken for granted. This can be reflected on the quality and the quantity of production of these sectors. This needs to be taken into account by the management of the company and steps need to be taken to ensure designing of the rewarding their framework in such a way that none of the sectors or employees feel left out or under-appreciated. This can thereby ensure a loyal and motivated workforce within the company, which can benefit the same in terms of long-term profitability and sustainability. References Aguinis, H., Gottfredson, R. K., Joo, H. (2012). Using performance management to win the talent war.Business Horizons,55(6), 609-616. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Awadh, A. M., Alyahya, M. S. (2013). Impact of organizational culture on employee performance.International Review of Management and Business Research,2(1), 168. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bradler, C., Dur, R., Neckermann, S., Non, A. (2016). Employee recognition and performance: A field experiment.Management Science,62(11), 3085-3099. Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016).International human resource management. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Buller, P. F., McEvoy, G. M. (2012). 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A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Jung, S. C. (2014). The analysis of strategic management of samsung electronics company through the generic value chain model.International Journal of Software Engineering and Its Applications,8(12), 133-142. Kim, H., Sung-Choon, K. (2013). Strategic HR functions and firm performance: The moderating effects of high-involvement work practices.Asia Pacific Journal of Management,30(1), 91-113. Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), 1. Muogbo, U. S. (2013). The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria).The international journal of engineering and science,2(7), 70-80. Nankervis, A. R., Baird, M., Coffey, J., Shields, J. (2013). Human resource management: strategy and practice. Njanja, L. W., Maina, R. N., Kibet, L. K., Njagi, K. (2013). Effect of reward on employee performance: A case of Kenya Power and Lighting Company Ltd., Nakuru, Kenya.International Journal of Business and Management,8(21), 41. Njoroge, C. N., Yazdanifard, R. (2014). The impact of social and emotional intelligence on employee motivation in a multigenerational workplace.International Journal of Information, Business and Management,6(4), 163. Oladapo, V. (2014). The impact of talent management on retention.Journal of business studies quarterly,5(3), 19. Pichler, S. (2012). The social context of performance appraisal and appraisal reactions: A meta?analysis.Human Resource Management,51(5), 709-732. Ramdhani, A., Ramdhani, M. A., Ainissyifa, H. (2017). Conceptual Framework of Corporate Culture Influenced on Employees Commitment to Organization.International Business Management,11(3), 826-830. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Statista.com. 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