The Differences in Josephine and Mrs. Mallard of Kate Chopins The Stor

The Differences in Josephine and Mrs. Mallard of Kate Chopin's The Story of an Hour "'Free! Body and soul free!'", Mrs. Mallard kept whispering. One person's ultimate freedom may be seen as a tragedy to another. Kate Chopin illustrates this idea in "The Story of an Hour." The story is set in the nineteenth century. Chopin uses the death of Mr. Mallard to show the reader Mrs. Mallard's deep feelings. In the story, Josephine and Mrs. Mallard are sisters. Although the women come from the same background, live in the same city, and outwardly appear to be satisfied with their lives, their attitudes are very different. Chopin uses these two women as foil characters in the story. The differences in the women are seen in their reactions to Mr. Mallard's death. Although both women are expected to maintain a certain role in society, Mrs Mallard, unlike Josephine, is not satisfied with her life due to the societal restrictions. At the end of the story, Josephine and Mrs. Mallard respond very differently to Mr. Mallard's coming home. Josephine and Mrs. Mallard feel very differently about the societal restrictions placed on them. Josephine is portrayed as the perfect nineteenth-century woman. She fulfills her duty as care-giver. This duty is seen when Josephine is kneeling before Mrs. Mallard's locked door pleading for admission: "'Louise, open the door! I beg; open the door-you will make yourself ill,'" Josephine implores. Josephine is concerned about the well-being of her sister. She is present when Mrs. Mallard hears the news of her husband's death and provides comfort and compassion. On the other hand, Mrs. Mallard feels trapped and burdened by the restriction placed on her by society. Mrs. Mallard longs to be an individual who d... ...els. When Mrs. Mallard sees her husband, the chains of bondage are thrown back onto her. The reviving and refreshing experience she has just had in her room is put out, and she dies. The doctors say that Mrs. Mallard dies "of joy that kills." Actually, her soul cannot handle the oppression after it has felt such freedom. Josephine's and Mrs. Mallard's differences are reflected in their reactions to Mr. Mallard's coming home. In Kate Chopin's "The Story of an Hour," Josephine and Mrs. Mallard are foil characters. The behaviors and values of one contrast with the other. Josephine is presented as a content woman in the nineteenth century. Mrs. Mallard is struggling for freedom. The differences in these women are seen in their reactions to Mr. Mallard's death and return. Chopin uses this story to point out the importance of being an individual and developing oneself.

A Case of Convicted Rapists

I read in this journal that research mainly by interviews with convicted sexual offenders and contrast groups is important in order to understand why and how sexual violence against women occurred (1).Because masculinity has been assumed to be superior, and knowledge reflects on male dominated universe reflecting the views of patriarchal beliefs, feminists need to study and understand the reality of sexually violent men (2, 3).I noted that there are numerous hindrances in determining number and characteristics of rapists because only the ‘classic’ and violent cases are reported. To counter this, research would require interviews with the group of unreported rapists but this would again place the researcher as an accomplice because of protecting the rapist’s identity (6, 7).Information acquired in therapy is unreliable due to prisoner’s mistrust of prison officials as they feel it might be used against them in a parole hearing (10-11). Traditional masculinit y behaviour suggested the men would respond positively to a female interviewer and despite security risks, professional self took priority before the personal self in order to collect relevant data (12, 13).I understood that to get good data, a good working relationship, the use of non-threatening background information and long interviews was crucial (15).Rapport was necessary in creating trust, confidentiality and mutual respect and this appealed to even the hardcore felons who were ready to talk to a non-judgmental outsider if just to break prison monotony. While neutrality should not be portrayed as approval, disagreements can result in destruction of rapport and jeopardize future interviews. Opinion should be put forth candidly but carefully to leave the participant feeling positive about the interview (16-18).I learned that many prisoners present unique problems in regard to obtaining voluntary informed consent and mentioning that they were rapists would cause the men shame an d embarrassment (19-21). Explanations on risks, safeguards and the prisoners’ rights were given as well as permission to confirm the validity of the interview data (23-25).Research showed that prisoners are prone to lying, fabrication and manipulation in order to better their chances of parole because their approval depends on staff researchers’ assessment. While some rapists admitted to raping, they played down their use of force, others did not believe their actions constituted rape and the rest completely denied any sexual contact with the victims and pleaded mistaken identity (27-28).I also noted that while cooperation from the State Department of Corrections and the prison staff was excellent, riots and lockups, scheduling mishaps, inmate transfers and absenteeism, electricity blackouts and the occasional lack of an interview room were some of the obstacles encountered while at times unfavourable weather and lack of air conditioning made the longer interviews almo st unbearable (29-30).ReferencesDiana, s. (1990). A glimpse inside. Understanding sexual harassment: a study of convicted rapists. Rout ledge, New York. Â  

Syllabus: Rational Number and Gwalior Glory High

Write laws of powers & exponents (along with one example) in an AY Size sheet. Puzzle solving based on Rational Nose. Science l- Explore your refrigerator or storage cupboard and list 8-10 food items that are preserved using preservatives. Find out about the mode of action of each preservative record the data in a given tabular format. Al- Product Name Method of packaging Expiry date Method of (sealed bag, bottle, can, carton etc. ) (best before) preservation You can take help from pig. 18 of your science book. Or To make a wind chem.. (Hint : Use 4-6 pieces of hollow metal tubes of different lengths – paint them in different colors.Hang them on a cardboard so that they swing and strike each other) Social Studies l- Collect pictures of some resources you use in your house and classroom and make a collage in your copy with the pictures. Al- Write the Preamble of the Indian Constitution in your copy. Ill- Visit a museum and find out the various sources of information of modern h istory. Paste the pictures and label them in your copy. Computer Prepare a file or a chart explaining the types of networks.Write laws of exponents along with one example on AY Size Sheet. Q. 2 Solve the puzzle based on rational numbers. Read the given clues Smallest set of numbers which is closed under subtraction. A number of the form p where p, q are integers and q 0 q 7 A number divisible by Related to an operation on rational number which gives same result even when the number change places. Opposite of the word negative Additive identity for rational numbers A prime number which is sum of an even number and a prime number.

Equity & Expectancy Theory of Motivation Essay

Motivation Explain Adams equity theory Adams’ equity theory is a motivational model that attempts to explain the relationship between what an employee puts into their job (input), what they get out of it (output) and the fairness and justice exchanged between the two (Cosier & Dalton, 1983). Inputs include all factors that are perceived as necessary to obtain a return, such as effort, loyalty, hard work, commitment, skill, ability, flexibility, tolerance, determination, heart and soul, enthusiasm, trust in the employer and personal sacrifice. Whilst outputs include all factors that are seen as a return of the job such as financial rewards, perks, benefits, pension arrangements, recognition, reputation, praise, interest, responsibility, travel, training, development, sense of achievement and promotion (Cosier & Dalton, 1983). A fair and equitable balance of the two are based on the employees own perception, thoughts and beliefs and are formed through comparing the employees own situation with other employees in the market place along with opinions and comparisons from colleagues, friends and partners (Kreitner & Kinicki, 2010). Ultimate Software has been able to provide an equitable balance between the inputs and outputs of their employees through implementing some of the key principles of equity theory. For example they are providing a strong leadership role model through Scott Scherr-the CEO, they are being attentive to their employees’ perception of fairness and more importantly they are involving their employees in the decision making and policy process. In return this has promoted cooperation and team work within the company (Kreitner & Kinicki, 2010). More specifically Ultimate Software application of being attentive and involving their employees was demonstrated when their employee suggested that they offer paid adoption leave to their employee and they consequently implemented the benefit (Kreitner & Kinicki, 2010). This particular employee was about to adopt herself so she perceived that the output of â€Å"adoption leave† was a fair and equitable reward for her inputs of effort, loyalty, commitment, skill, ability and work (Cosier & Dalton, 1983). Thus by listening and implementing her suggestion Ultimate Software met her sense of fairness. In addition they al so conveyed to her a sense of  involvement with the decision and policy making process. Consequently the employee regarded Ultimate Software as a fair, observant and appreciative  employer. So much so that she has remained with the company for four years and has since used the â€Å"adoption leave† again. Conversely the company could have chosen not to listen to this particular employee’s suggestion. As a result Ultimate Software would not have implemented adoption leave and the employee would have felt that her inputs of effort, loyalty, commitment, skill, ability and work were out-weighed by her received outputs. This would have been even more apparent if another company in the industry offered such a leave for adopting children. Consequently the employee would have felt underappreciated and would have become demotivated. This would have resulted in the employee reducing their effort and application, and even seeking an alternative job, perhaps one where adoption leave was available (Cosier & Dalton, 1983). Another example of the principles of equity theory at work in Ultimate Software is the use of benefit schemes to motivate employees. These schemes endeavour to provide employees with working conditions and policies that give additional rewards above and beyond the basic requirements to meet the perceived outputs of different individuals (Katzell & Thompson, 1990). For example an employee who perceived education as a fair and equitable output to their inputs is able to benefit from the company’s annual tuition reimbursement. Whilst an employee who perceives providing health cover for themselves and their family as an equitable output for their input will acquire a sense of fairness and organisational justice through the use of Ultimate Software’s fully paid health premium scheme. These, along with the other schemes mentioned, cater for the differing perceptions, values and sensitivities amongst the company employees. This variation exists because what one employee sees as an adequate reward for their input may not even register with another employee (Blakely et al, 2005). We all have differing sensitivity and to achieve organisational justice and fairness between the inputs and outputs of individual employees the company needs to comprehend what makes their employees tick to enable them to perform their role (Wilson, 2005). Basically Ultimate Software has applied the principles of equity theory to motivate their employees. The company has provided outputs which meets their employees perception of fairness against what they input into the company (Katzell & Thompson, 1990). This balance between input and output has not  only been achieved individually but also with in the work place and the industry. Consequently Ultimate Software has raised the level of employee satisfaction and performance. Explain Vroom;s Expectancy Theory Vroom’s Expectancy Theory is another motivational model but slightly more complex in its application. The model uses the three variables expectancy, instrumentality and valance to explain how an employee is motivated to behave in ways that will produce a desired combination of expected outcomes (Kreitner & Kinicki, 2010). The first variable, expectancy is the belief that an ones effort will result in the attainment of desired performance goals and is based upon the employees past experiences, self-confidence and the perceived difficulty of the goal. The second variable, instrumentality is the belief that one will receive a reward if the performance expectation is met and is connected to the employees’ levels of trust in leadership, control over rewards and the company’s formalised policy. The final variable, valence is the value that one places on the rewards and is based upon an employee’s needs, goals, values and sources of motivation (Lee, 2007). It is Vroom’s belief that these three variables interact psychologically to create a motivational force that will cause employee to acts in ways that will bring pleasure and avoid pain (Pearson & Hui, 2001). An example of Ultimate Software using the principle of expectancy theory to motivate their employees is through the use of their education benefit. For this to be a motivational force the three variables of expectancy, instrumentality and valance must be perceived by the employee to be met (Pearson & Hui, 2001). That is to fulfil expectancy an employee will need to believe that their extra effort and time put into studying a degree, or similar educational course, will result in them completing the program. To fulfil instrumentality the employee must believe that  once completed they will be rewarded with either a higher pay and or a promotion within the company. And finally to fulfil the third variable valance, the employee will need to value that the pay rise and/or pr omotion are important enough to apply extra effort and time. Basically they will need to desire the outcome enough so that they will achieve it (Pearson &  Hui, 2001). Jose Chinea of Ultimate Software was able fulfil the three variables of expectancy, instrumentality and valence. Firstly Jose believed that the masters’ degree in management and information systems was achievable. Secondly he believed that the extra effort put into studying a master’s degree would lead to the reward of obtaining a promotion with Ultimate Software. And finally because he personally understood and valued education as an opportunity to grow he therefore believed that the efforts he put in, along with the rewards obtained from Ultimate Software, would be worth it. Conversely, if Jose was not able to fulfil any one of the three variables then there would be no motivational force for him to study and therefore use the educational benefit. This would happen only if he believed that he was unable to complete the master’s degree, the company was not offering a suitable reward and he perceived education and the rewards of education to be of no value. Conse quently, the internal attributes of the employee which incorporate their attitude and value systems are an extensive determinate of motivational force in the expectancy theory model (Pearson & Hui, 2001). Another example of Ultimate Software using the principles of expectancy theory is the CEO’s, Scott Scherr’s leadership role (Isaac et al, 2001). Scherr adopted the principles to equip himself with tools to influence the psychological process resident in his employees. He implemented rewards systems that are uncommon. These rewards include matching 30% of employee superannuation contributions and also stock options and both are applied in an appropriate fashion to pull or influence his employees. This strategy enhances the level of personal motivation of his employees as they wish to maximize their own self interests. For example an employee who wishes to boost their retirement savings would opt for the reward scheme of matching superannuation contributions. Whilst an employee who wishes to boost their immediate wealth, or even just considers investing to be of value, would opt for stock options. In applying a strong leadership style Scherr has created an environment within his company that inspires his employees to achieve a level of performance that meets the company expectations, and even perhaps exceed the employees own personal expectations. This has been achieved through Scherr consciously choosing a leadership strategy that pulls rather than pushes  (Isaac et al, 2001). The positive implications of using a motivational model such as expectancy theory include reduced employee turnover, improved morale and higher productivity (Pearson & Hui, 2001). For Ultimate Software this has resulted in the company obtaining the title of best medium company to work for in America.

Library Assignment Essay Example | Topics and Well Written Essays - 500 words

Library Assignment - Essay Example All the same, this was never the key source of error. In the year, 1963 Price proceeded to work making use of several data in abstract compendia for the years 1907 to 1960. The study conducted in the years 1907 and 2007 by use of available statistics from several literature databases, Social Science Citation Index (SSCI) and the Science Citation Index (SCI) have indicated findings relating to the Growth rate of scientific publications. Significantly, the intention of the study was to give information regarding the growth and development of Scientific Publications (Garfield, 27). The study is descriptive in that; it gives descriptive data on which the research was based on and also includes the statistical processes used in the description of the population in the study. The findings from the study assist in organization and data description. The variables involved were the data from the traditional scientific publishing. Traditional scientific publishing; publications in peer-reviewed journals, is still considered to be increasing though there are large variance between some sectors. There exist no signs that the growth rate has decreased within the past 50 years. At the same time, publications making use of channels, for instance, open archives, home pages and conference proceedings are reported to be developing at a higher rate. The growth rate for the SCI was compensating a declining section of the traditional scientific literature (Garfield, 29). There also exist some open signs that the compensation by the SCI is generally minimal in a section of the scientific areas with the largest development rate involving engineering and computer sciences. From the reading, it is obvious that the populace being considered are the humans, and this is with respect to how they rate the scientific publications. The common characteristics of this

Video Case Assignment Example | Topics and Well Written Essays - 250 words

Video Case - Assignment Example Hot Topic should maintain its commitment to its theme of music and keep opening more branches nationally as well as across the border to keep being successful. Ans. The idea of no walls and no doors promotes mutual understanding among the organizational personnel and helps them identify, target, and resolve issues at the grass-root level before they become too big to be fought away. Such an environment boosts transparency at all levels and in all matters of the organization. In addition to that, communication barriers among organizational personnel both horizontal and vertical are broken in an open environment. I would love to work in such an atmosphere because it will help me understand the organization’s history, culture, norms and values, trends and traditions, goals, mission and vision, and approach to work in very little time and enable me to start delivering and contributing to my company’s development much earlier and more efficiently than I would in a closed and isolated

Employee Retention in the fast Food Industry Assignment

Employee Retention in the fast Food Industry - Assignment Example According to the paper, presently, variations in trade agreements, technology, global economics and any other such factors are directly affecting employer/employee relationships. For quite some time loyalty has been the basis for that relationship. Losing very talented employees may be very disadvantageous to the future success of the company. Outstanding employees of a company may leave because they are underpaid, dissatisfied or unmotivated, therefore, trying to retain them is likely to present many challenges to the organization. Such employees may demand higher wages; they may fail to comply with the directions of managers, fail to comply with practices of the organization, or not interact well with their colleagues. The organization’s desire to retain such employees may be further complicated by information asymmetry because lack of enough information may not help the organization to differentiate productive employees from unproductive ones. Workers frequently take credit for other employees’ success and deflect failures to others. Thus, employees may be punished or awarded for outcomes that they are not part of. Inadequate information regarding performance of employees may result in adverse selection, outstanding ones may leave, and abysmal ones may stay. The situation is likely to occur when exceptional workers are not rewarded and both productive and nonproductive ending up with the same or almost the same compensation package. The problem of keeping outstanding workers in the company is further complicated due to bounded rationality. This results due to information asymmetry because workers do not know the information to provide and the managers do not know what information to ask from their employees.