Unity of a Family Explored in The Grapes of Wrath Essay

Unity of a Family Explored in The Grapes of Wrath nbsp; One would say that on a literal level The Grapes of Wrath by John Steinbeck is about the Joad familys journey to California during The Dust Bowl. However, it is also about the unity of a family and the concept of birth and death, both literal and abstract. Along with this, the idea of a family unit is explored through these births and deaths. nbsp; As can be seen in The Grapes of Wrath, the Joads are a very tight-knit family. Yet on their trip to California, they experience many losses and additions to their family. In general, Steinbecks novel abides by the circle of life. When a birth occurs, a death follows, and when a death occurs, a birth follows. However, in The†¦show more content†¦In Chapter Thirteen, Grampa does die, as he was never truly the same once he left his land. This is because the land goes back to Grampas ancestry, and losing the land is like losing a family member. This is the Joad familys first run in with death on their journey, yet Ma Joad still manages to keep the family together. nbsp; Moreover, in Chapter Thirteen, as the Joad family continues on their journey, they meet the Wilson family. The two families decide to carry on with their trip together. It is at this point that Steinbeck follows the pattern of the circle of life. Steinbeck begins by writing about the rebirth of Tom Joad. Next, Grampa dies. Following this, there is a birth for the Joads when they add the Wilson family to their own. However, as previously stated, in order to represent the hardships of the journey, many more deaths than births occur in the novel. In Chapter Eighteen alone, Noah leaves the family, the Joads continue on without the Wilson family, and Granma dies. It may seem like these losses would tear the family apart, but Ma Joad understands the concept of family, and tries her hardest to keep the family as one unit. For example, Ma Joad sits up all night with Granmas dead body, jut so the family can cross the border. The fambly hadda get acrost (312). nbsp; Furthermore, by the time Chapter Nineteen ends, the Joads lost their land, their dog, Grampa, Noah, Granma, and the Wilsons. In ChapterShow MoreRelated Role of the Family Explored in Slapstick and Grapes of Wrath2584 Words   |  11 PagesRole of the Family Explored in Slapstick and Grapes of Wrath  Ã‚     Ã‚  Ã‚   On Maslows hierarchy of needs, the need for belongingness and love ranks only below the need for survival, making it one of our most basic needs (Weiten 267). Many people fill this need for affection by participating in a family unit. However, as the 20th century continues, the emphasis on family in America is decreasing. Divorce rates, single-parent households, and children born out of wedlock are all increasing. FurthermoreRead MoreRastafarian79520 Words   |  319 Pagesgrew up in Jamaica at a time when Rastas were still regarded as useless, lazy, half-insane, ganja-smoking illiterates who were of no value to society. Teachers, students, ofï ¬ ce workers, and anyone of social importance could not grow locks, and families would go into mourning when their sons would start sprouting them. I heard the term â€Å"black heart man† used again and again as a means of expressing fear or ridicule of the Rastafarian. And this was in the early 1970s—after Bob Marleys emergence

The Importance of Claudius Guilt in Shakespeares Hamlet...

The Importance of Claudius Guilt in Hamlet In the first three acts of the play Hamlet, King Claudius go through a subtle, but defined change in character. Claudius role in the play begins as the newly corrinated king of Denmark. The former king, King Hamlet, was poisoned by his brother, Claudius, while he was asleep. Claudius, however, made it known to everyone that the king died of a snakebite in the garden, and thus no one knew of the murder that had just taken place making his murder the perfect crime. The only problem that Claudius must deal with now is his conscience. After Claudius commits the deed of killing King Hamlet, he almost immediately marries Hamlets wife, Queen Gertrude. Claudius also†¦show more content†¦First they think that Hamlet is lovesick over Polonius daughter, Ophelia, but after the king spies on Hamlet and Ophelia in conversation, he comes to the conclusion that Hamlet is mad, a threat to his rule, and must be sent to England to be executed. This is a sign of the kings uneasiness over the mettle of Hamlets anger which is directed towards him. The last thing that Claudius wants is for Hamlet to be unhappy with him, in fear that Hamlet will overthrow him, discover the murder, or possibly kill him. The king becomes increasingly nervous as time passes, making him a bit paranoid over Hamlet. By the beginning of Act III, Hamlet is almost ready to kill Claudius, but he still needs more proof that Claudius killed his father, and he also wants to put off the murder because he is a bit of a coward. Claudius is beginning to lose his composure. Hamlet decides to set a trap for him in the form of a play. The subject of the play is the murder of a king by his brother who, in turn, marries the kings wife. The plot of the play is strikingly similar to the circumstances of King Hamlets murder, which strikes a disharmonious chord in the conscience of Claudius. In the middle of the play during the murder scene, Claudius gets up and begs for the play to stop so that he can get some air. Hamlet is very angered by this because it confirms that Claudius did kill his father. Later that night, Claudius prays to god to forgive him for hisShow MoreRelated Hamlet, why did he delay Essay1626 Words   |  7 Pageswell, Shakespeares ability to provoke feeling and reaction to his writing i s also what sets him apart from other common writers. Of his works, Hamlet is perhaps the most studied and most interesting of the collected tragedies. In this play, many question the actions of the characters and particularly the actions of Hamlet. The answer to: Why does Hamlet delay in avenging the death of his father? is one that is not easy to identify. 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The three soliloquies I am going to explore are Act 1 Scene 2, Act 2 Scene 2Read MoreLiterary Criticisms of Shakespeare’s Hamlet Essay1234 Words   |  5 Pages This essay will discuss several literary criticisms of Shakespeare’s Hamlet. After skimming through several articles, I ended up with four peer-reviewed journal articles, each a different critical perspectives of the play: feminist, psychoanalytical/freudian, moral, and new historicism. My previous studies of Hamlet, as well as my rereading of the play this semester, has collectively given me a general knowledge of the text. My familiarity of the play made it easier for me to decipher

Change Management Reinventing Organisations

Question: Discuss about the Change Management for Reinventing Organisations. Andwer: Introduction The life of the organisation can be disappointing for the workers. There are many people who take a little satisfaction in their jobs. The efforts taken by the managers of the organisation to fix corporate culture bring lots of problems. For the gratification of the people in the company, there is a need of developing a new stage which can be established on trust teamwork. Fredric Laloux has discussed the evolution of the organisation over time in the line of seven important stages of the development of human and that is called as paradigms. Laloux says that Teal Organisations is the fundamental study of the healthy soulful organisations(integralleadershipreview.com, 2017). The book makes a theoretical study on the history of the development of the organisation and types of consciousness that contributed to the structures of the organisation that leads to the present time (connection.ebscohost.com, 2017). Laloux states that we believe the later stage is better than the previous stage. This is an interpretation of dealing with the world. He says that each stage is correctly adapted to certain context. Laloux says that a shift of consciousness permits for the range of behaviours. These behaviours are suited for the context that we ourselves find in. He categorises these behaviours as the colours. He says that the most evolved stage of development of the organisation is teal. Laloux says that teal is the new black. The core argument in the book, Reinventing Organisations is that the most healthy soulful organisations are the Teal Organisations. In the complex times, most of the organisations wish to make their destination teal. The new black is different from Red and Amber. In the second part of the book, Laloux discusses the core practices culture of Teal Organisations. He has discussed twelve case studies. These are the various sizes profit and non-profit organisations of the United States Europe. He compares the organisation as a living system. He discussed three important characteristics of the teal organisations. They are: Self-management Wholeness Evolutionary purpose Self-management is a pattern that is based on the relationships of the peer. Here there is no hierarchy. Wholeness refers to the set of practices that make people work. The purpose of the evolution refers to the need of understanding what the organisation expects from the members of the organisation. Laloux discusses these three characteristics in the twelve case study organisations. Laloux discusses the self-management practice that is found in Teal Organisation. Self-management is treated as self-organising teams. The interior design of a teal organisation is self-decorated and there is no status marker. Laloux says that the culture of the organisation is shaped by the context by the organisations purpose. The culture is not based on the assumptions of the persons, norm or the leaders concern. Laloux says that one organisation can be Teal Organisation when the culture of the organisation is not based on the assumption of the individual person. Top Leadership Ownership should have an integrated development of worldview psychological. Holding the space is the primary concern of the top leader. The Teal-Leader leads non-teal group and the group is being operated from a non-Teal place. Laloux says that the growth of the Teal Organisation is possible by making finance growth with the help of bank loan by their own cash flow. The equity investors are required to be selected those are with a teal perspective (Zhu, 2008). Laloux in his book has discussed eleven paradoxes of leadership. These 11 paradoxes are asked to manage by the leaders. The paradoxes state that the leaders require building rapport with the staff and also require keeping an appropriate distance. The leaders should have the ability to lead the people and can hold himself or herself in the background.(summary.com, 2017) The leader requires trusting the staff and should be very vigilant to the happenings. The leader is very tolerant and should know the way the work should function. The leader remains loyal to the organisation and keeps in his or her mind the goal of the organisation. In order to implement the planning successfully, he or she spends appropriate time and always remain flexible with the schedule(Barrett, 2010). The leader is a visionary, diplomat and also knows where and when to talk and where to keep quite. The leaders through his or her policy try to win consensus. The leader is dynamic reflective. The leader is humble and remains sure of his or her work (Zhu, 2008). It is very important to enhance the capability and to handle the paradoxes for the successful management. An analysis of strengths and weakness It is very difficult to free the workplace from politics, bureaucracy, stress, apathy and resignation. It is difficult to create a soulful workplace where the talent can bloom. The idea of no more hierarchy states a wrong idea. There cannot be flatland in an organisation. Holacracy discusses the hierarchy of power people. The employees who do not work and lazy always prefer their boss to command them. In that case, the productivity becomes very less. A consensus decision is all about a practice of taking a decision without any hierarchy. Everyone gets an equal voice. This is difficult to accommodate the wishes of all people in the process of the decision making(Lim, et al., 2007). Everybody cannot make pleading all for any decision that has to be taken by all. Decision making through consensus also creates another problem. The responsibility is also diluted. In the process of the making final decision, nobody remains accountable. The real proposer of the decision gets frustrated when his or her idea is not recognized. The group takes the credit of decision making. Thus it is found that many decisions are taken half-heartedly. The plan remains unclear. For most of the managers, organisations appear as machines. Due to the demotivated people and bureaucracy, the managers can do the things that they feel are good. This has resulted in giving more responsibilities to the employees (Fred Jonathan, 2009). It is an important question to discuss the ability of the workers to manage themselves and if they require a target and the managers in order to manage themselves. It is very important to study whether the workers of the organisation can be given freedom (Govindarajan, 2007). The collective intelligence of the workers can direct the company in the correct direction. Fredric Laloux says that this can be possible. The author has studied twelve organisations in his book. He has studied about the importance of the self-management. He has given the examples of the Dutch neighborhood nursing organisation called Burtzorg, FAVI, the French brass foundry and Morning Star, the American company of the tomato processing Laloux says there is need for a paradigm shift required for the achievement of the same. In every Teal organisation, all can act as a co-entrepreneur. The fear control of the top-down management should be replaced by self-management(Vogel Davidson, 2015). This will be based on trust and giving. Laloux also defined that the intrinsic motivators can replace the extrinsic motivators like money and status. The employees will be provided to do what they feel right for the organisation. The organisation will get profit if the employees are given freedom(goodreads.com, 2017). Laloux gives importance to the democratic organisations. He believes that there is a need of coaching for the self-managing organisation. The self-managing organisation should follow some tools and techniques. These are the resolutions of conflict, mediation by the colleagues, offering feedback and also the importance of organizing the meetings that are meant for solution driven (Earl, 2010). Findings and an insightful analysis Laloux says that people are like the prisoners of their own view of the world. This has resulted in limiting the way we think about our own organisation. There is always a need of interaction for the achievement of the goals of the organisation. The increasing freedom will bring changes in the organisation (Frederic, 2014). Laloux says that teal organisations develop a set of rules that help them to grow. Self-management will help the employees to focus more on the work. Teal organisation also requires creating safe supportive environment so that employees will help each other in their work. For the healthy, safe productive collaboration, the organisation will train the people about the ground rules (Drucker, 2014). In the case study this has been found that Morning Star has its documents called Organisational vision, Colleague Principles Statement of General Business Philosophy. Holacracy its Constitution is also an important document of FAVI. The documents offer a vision for the productive workplace that will be managed with safety. Laloux also focuses on the importance of reflective spaces(Frederic, 2014). Conclusion There is always a need of the self-reflection. This can be possible in group practices such as supervision of the team, group coaching, reflections of large group. The trust is created in the employees of the organisation by telling success stories. Stories bring people together. Regular meetings of the employees also help in interaction between the workers. The relationship with colleagues removes conflicts. The employees manage their conflicts and the employees get to know their job specification and job description. The conflicts are resolved when all knows their work and the limits of the work. Bibliography Barrett, R., 2010. Reinventing Organizations. [Online] Available at: www.socialskills4you.com/wp-content/Reinventingorganization.pdf [Accessed 13 04 2017]. connection.ebscohost.com, 2017. 11/30 - "Reinventing Organisations" and the Teal impulse. [Online] Available at: connection.ebscohost.com/c/articles/.../11-30-reinventing-organisations-teal-impulse [Accessed 13 04 2017]. Drucker, P., 2014. Leadership vs. Management. [Online] Available at: https://www.diffen.com/difference/Leadership_vs_Management [Accessed 05 04 2017]. Earl, M., 2010. Knowledge Management Strategyies. Journal of managemrnt Information Systems, Volume 181, pp. 215-223. Frederic, L., 2014. Reinventing Organisations: A guide to Creating Organisations inspired by the Next Stage of Human Consciousness. Kindle ed. Kindle location: Nelson Parker. Fred, L. Jonathan, P., 2009. International management: culture, strategy, and behaviour. New York: McGraw. goodreads.com, 2017. Reinventing Organizations: A Guide to Creating ... - Goodreads. [Online] Available at: www.goodreads.com/book/show/20787425-reinventing-organizations [Accessed 13 04 2017]. Govindarajan, V., 2007. The Importance of Strategic Innovation.. [Online] Available at: https:/www.vijaygovindarajan.com/2006/03/the_importance_of_strategic_in.htm. [Accessed 05 04 2017]. highbeam.com, 2014. Reinventing Organizations: A Guide to Creating Organizations. [Online] Available at: https://www.highbeam.com/doc/1P3-3611969211.html [Accessed 13 04 2017]. integralleadershipreview.com, 2017. Reinventing Organisations and the Teal impulse. [Online] Available at: integralleadershipreview.com/14108-1130-reinventing-organisations-and-the-teal-im. [Accessed 13 04 2017]. Lim, J., Sharkey, T. W. Kim, K., 2007. Competitive environemntal scanning and export involvement: an inital inquiry. International market Review, 13(65-80). summary.com, 2017. Reinventing Organizations | Frederic Laloux | Soundview Book Review. [Online] Available at: www.summary.com/book-reviews/_/Reinventing-Organizations/ [Accessed 13 04 2017]. Vogel, M. Davidson, S., 2015. Review of Reinventing Organisations: A guide to Creating Organisations Inspired by the Next Stage of Human Consciousness. [Online] Available at: https://new.coachingnetwork.org.uk/book_review/review-of-reinventing-organisations-a-guide-to-creating-organisations-inspired-by-the-next-stage-of-human-consciousness/ [Accessed 13 04 2017]. Zhu, Z., 2008. knowledge Management: Towards a universaal cocept or cross cultural context?. Knowledge Management Research and Practice, Volume 2, pp. 67-79.

The Aztec Indians Essays - Aztec Society, Merchants, Pochteca, Aztec

The Aztec Indians The Aztec Indians Tonatiuh has yet to rise from the East and shine upon us all, but already I hear stirs and murmurs coming from the street and even from the apprentice quarters of my own home. It has been an exhausting month for me and I would like nothing better than to sleep all day. However, here in Texcoco, the market only meets once a week and I must sell my goods as soon as possible.(Smith,119). My wife, heavy with child, slowly begins to wake beside me, so I rise to the new day. My name is Tochtli, born to that day some 33 years ago. I am of the Mexica tribe, born and raised in the sacred capitol city of Tenochtitlan. I am of the pochteca and am proud to serve my gods and lords faithfully in war and sacrifice, as my father did before me. I have been very successful and have been able to provide my wife and two (soon to be three) children a comfortable life. It is wise to say that the god Yacatecuhtli, looks generously upon me and I owe all to him (Smith, 213). Before I am even dressed I can smell my wife and daughter preparing tortillas from the patio. Being from the highest order of pochteca, my home is larger than most in my calpolli. It is built in a half-moon fashion around a central patio. The structure is made up of four rooms, or quarters: The sleeping quarters of my wife and I, the room my children share, a room for my apprentice and any tlamama I may have under my service at the time, and a small shrine room where my family and I can worship. In the patio, the tlamama, my apprentice and my son eat a breakfast of tortillas before we head to the market. I had just returned the night before from a most successful, but long trade expedition. I had set out a little over a month ago, along with two other pochteca from my guild, two of our apprentices, and four tlamama who are professional porters. I was worried to leave on such a long expedition when my wife was so close to bearing our third child, but after consulting with the calendar and the priests of my patron god, Yacatecuhtli, it was determined that the day we left on was surely the luckiest (Smith,256). Besides that, my son, Ocelotl, is now nine and almost old enough to guard the household. We left loaded with cloth, jewels and spinning tools and set out for Acolman, where we traded the bulk of our goods for slaves. In these other cities, markets meet weekly or only periodically, so it was important to time our route well. From Acolman we set out for Pachuca where we planned to trade the remainder of our goods for some of the obsidian tools that the region is renowned for (Smith, 87). That was the most dangerous part of our journey because of its length, the size of our payload and how close our path came toward enemy territory outside of the triple alliance. Pochteca are generally allowed free travel throughout the world, enemy or friendly without harm (Smith, 122). In my time I have traveled throughout the far reaches of this land, but I am still wary of enemy territory, and always travel well armed and ready for battle. After a rest in Pachuca, where we bartered for the obsidian, we began our long journey home. We finally reached Texcoco early yesterday morning, but camped outside the city until nightfall. Upon returning from any expedition, pochteca always enter the city under the cloak of darkness. We then quickly unload our goods from the canoes, so that it is all hidden in our homes by daybreak (Smith, 121). This has been a practice as old as the guild itself. It is very useful since it is wise to keep the success of ones expedition a secret. Pochteca, no matter how successful, are not nobles and not allowed to display such wealth openly (Smith,121). To do so might offend our lords, and hence our gods. I agreed to keep the obsidian and two of the tlamama at my home for the night, while my partner kept the slaves at his home. My wife, Calli, calls for me to eat before I must leave for the market. She hands me warm tortillas and smiles at me lovingly. I admire the roundness of her belly, and only then do I realize how much I have missed