Yellow Wallpaper by Charlotte Perkins Gilman - Free Essay Example

Sample details Pages: 2 Words: 564 Downloads: 1 Date added: 2019/05/17 Category Literature Essay Level High school Tags: The Yellow Wallpaper Essay Did you like this example? The Yellow Wallpaper by Charlotte Perkins Gilman is a popular literary piece. It focuses on several differences in the connection among John and his significant other. The story shows the physical and the declined mindset of women due to medically prescribed treatment of being allowed to do nothing. Gilman created this fictional narrative based on her personal experience with depression. This story was written to condemn the sexual politics which make the medical treatment prescribed possible. The story is critically complimented because it focuses the unequal relationship of males and females in society. The male gender is perceived to be a dominate society while the female gender is not given the space to make decisions independently of men. Throughout the narrative, this is seen when John puts down or belittles his wife. John does not have respect for his wife and he treats her like one of his children by calling her a little girl. Don’t waste time! Our writers will create an original "Yellow Wallpaper by Charlotte Perkins Gilman" essay for you Create order This makes the wife dislike her house and her spouse. To her, the environment seems too isolated, making her unhappy. The story portrays women in Western society as deprived of their rights. Instead, they are treated like objects or mens possessions. They have nowhere to exercise their personal freedoms, and they feel belittled by the dominant male society. For instance, John keeps on dismissing his wifes thoughts and opinions. John believes that his wife should depend solely on him for almost everything. This is why this story has such popularity, mostly by women who feel that they deserve a better place in the society, that they need space to exercise their creativity and productivity. Women feel they have strong potential and the ability to do anything, just like men do, and they should not depend on men for everything. Rather, they should depend on men as much as men depend on women. Women should have their decisions respected, and no one should dismiss their ideas. Instead, ideas should be shared and debated, regardless of gender. Men should support women equally rather than belittle them. John acts as the mirror through which women are viewed negatively in the society, a society in which women are not perceived to be full citizens. They are not supposed to be anywhere near the political arena or in the public eye. Instead, they should remain at home. This view has led to women fighting for their rights through creating women movements to fight for their place in the society. In the end, the narrator wins over John as she literally crawls over him but escapes from him only into madness. As a leading feminist lecturer and writer, Gilman found other options than madness to end her confinement in traditional definitions of womanhood. Eventually, Gilman divorced her husband, who married her best friend, and her husband and her best friend raised her child. The public, friends, and family so sharply censured Gilman for her actions that she knew many women would stay in unhealthy situations rather than risk such disapproval. By having the story end with the narrators descent into insanity, Gilman sobs the reality that few feasible options exist for creative, intellectual women to escape the damaging social definitions of womanhood represented by John. In her horrifying depiction of a housewife gone mad, Gilman attempts to warn her readership that denying women full humanity is dangerous to women, family, and society as a whole.

America s Expansion Of Individualism And Materialism

Over the past decades, how Americans perceive the marital relationship greatly reformed, illuminating society’s values. In the past, marriage use to represent a legal contract to bear children and acquire finances, but today, â€Å"In all too many communities in the US, especially poor and minority ones, marriage is a retreat† (Wilcox et al., 2005, p. 5). Rather than observing marriage as an obligation, Americans now perceive a marriage to entail intimate commitments between affectionate partners. America transformed its values from the society and family to the individual level. Of the major values changes, which occurred over the past decades, this article exemplifies an increase in single-parent homes, cohabiting, and divorce. Due to America’s expansion of individualism and materialism, individuals no longer perceive their marriage as life long commitments. This transformation occurred because of a shift in societal values; society no longer places stigma on d ivorce and single parents, which aided in the increasing numbers of marital shifts. In fact, Americans tend to enter marriages with unrealistic expectations, expecting their partner to fulfill all of their needs without conflict. It stands as our unrealistic expectations and perceptions that caused a shift in marriages. One major transition in marital relationships stands as cohabitation, or two individuals living together who do not stand legally married. Cohabitation does not stand identical to marriage, but rather asShow MoreRelatedMarketing Is An Important Role On American Lives1501 Words   |  7 Pageswith others and encourage others to buy the same products but it can be vise versa when they do not like certain products. Materialism is rising due to the consumerism in 21st century, while this is more notable in the sector of technology. 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Managing People and Organization Functional Business Structure

Question: Describe about the Managing People and Organization for Functional Business Structure. Answer: Introduction: Activities of human resource management for the management of people and organization are in high on demand in the present scenario, where globalization has increased the market competition in different sectors of the industries. Cultural ethics, organizational behavior, a functional structure of the organization, motivation and development of the employees, performance recognition, retention of the talent are the components of human resource management tasks. Human resource management (HRM) supervises all these areas in a company and if required organizes meeting, conferences and other sessions so that continuous synchronization can be held to maintain the integrity within an organization (Armstrong Taylor 2014). This report is focused on the MiningCo. as it is facing few crises in its organization regarding the performance management and motivation among the employees as this company has some operations in the isolated locations. HRM is required to take actions to prevent the workers from deprivation. To give the employees a clear account on the requirement of the company SMART tools has been included in this report. Moreover, there are some issues concerning the present unfavorable incidents across the world whether it is the economic crisis or terrorism; these have resulted into agitation among the senior executives residing onsite. This report has evaluated strategies to overcome this kind of situation. Additionally, this report has also taken attempt to give the suggestion for MiningCo so that it can overcome talent gap by applying crisis management strategies successfully. Selection and function of the emergency management team have also been anchored here to give a proper idea for the MiningCo on the appropriate steps to crisis management. Apart from that, concepts of reward recognition have been discussed during the rational explanation of the administration of the critical situation within a team. This report has shed light upon the primary and essential factors of ideal human resource activities. Recommendations have been given relating to the different negative situation MiningCo is facing currently. It has involved aspects that are effective for the development and enhancement of the skills and knowledge regarding the human resource management and its different dimensions. Recommendation for case 1: For the first case, the central crisis for the company is standard of the skill and performance of the employees. MiningCo operates in isolated locations; this could affect the performance of the skill of the employees due to the demotivation. That is why human resource management can take initiatives like motivational session for the employees so that maximum output from the staffs can be obtained. Motivation is also required for the development of the skill and knowledge that in turn results in fruitful and standard production. Steps for the performance management strategies can be as following: Monitoring on the performance: It is the primary action HRM can take to have the track of the performance of the workers. Based on their performance they can take further steps like the appraisal of the performance or arranging a developmental session for the employees. Appraisal for the performance: Employees who perform outstandingly are the main cause behind the successful business of an organization (Hoarty, Gopal Elwood, 2013). On this regard, HRM of the MiningCo can make the employees motivated by appraising their performance frequently. Focusing on the self-motivation:MiningCo can involve this approach as it highlights the intrinsic factors of an employee those can make the employee capable of evaluating his strength; it shapes the performance of the employees, whereas, if employees are aware of their weakness they can improve their quality of the activity. However, management of the organization must possess a supportive approach towards the employees to prevent any kind of vulnerability among the employees (Pinder, 2014). Fulfillment of the basic needs of the employees: It can be easily explained by the revision of Maslows hierarchy of needs. According to this theory, there are five basic needs of human being that can effect the activity, performance and behavior of them. These needs are physical needs like eating, drinking, sleeping; safety needs, that reflects securities of financial, personal, health issues. Next one is belonging; it depicts that individuals should not be restricted from holding social relationship with other people (McShane Von Glinow, 2015). Moreover, there are a dimension, esteem, that requires the human being to be valued and respected by others. The final component of this theory is self-actualization that presents the potential of an individual. In this phase one can easily understand his own capability and tends to accomplish the activity perfectly. MiningCo can follow this theory to motivate the employees and help them to realize the potentiality lies within them. Explaining the objectives of the organization:This is an important state to give the employees an idea about the company activities and goals of the organization. For the implementation of this approach MiningCo can use the tool of SMART as mentioned below: Specific: This dimension involves the marking of a particular area that needs improvement to obtain a successful business. Measurable: It indicates the parameter to understand the progress of any organization. Employees become aware of the requirement and expectation of the organization required to achieve the success of the company. Assignable: This is the dimension that allows the identification of the particular employees who will be responsible to complete the task efficiently. Realistic: This dimension involves the assessment of the relevant outcome that can be achieved with the help of available resources. Time-related: It measures the estimated time, required for the completion of the project of an organization. This smart tool acts as a guideline for the employees; moreover, it clarifies the importance of the employees and their performance in the context of success of an organization. Recommendation for case 2: Here the main concern is on the point of adopting strategies that can make the employees more attached and loyal to the company even in a critical period of economic stability. Benn, Dunphy and Griffiths (2014), mentioned that during a financial downturn, plunge of employees morale occurs. It is a common issue in organization; lack of conception and understanding about the current global position and the situation of the company in contrast to the scenario tends to create confusion among the employees. Report has been revealed that, having less information on the situation of the company and the decision of the senior authorities increases the insecurity of the job. This can affect the productivity, quality of the production as well as manpower strength of the company. In this study similar problem has been discussed; MiningCo has been facing issues with the employee management as financial constraints of Greece and dreadful activities of ISIS has affected the self-esteem of the exec utives who are executives of the company, located in those affected areas.it has raised a complicated situation as the companies will get heavily affected without any supervision and control of senior authorities. This incident would sequel into unstable organization structure, less motivated employees and poor production. Hence, few strategic approaches are required to be adopted by the employees including comprehensive elements of the human resource programs so that MiningCo can handle this unfavorable situation. Communicating with the employees: This the best option to maintain an uninterrupted flow of information within an organization whether it occurs from the higher level to lower or vice versa. DuBrin(2013), mentioned that, employees must be assured of the fact that the organization is aware of the complicated situation and it will take actions those are not be array with the satisfaction and expectation of the employees. In this case, HRM can organize sessions for both the senior executives and the CEO of the company so that clarification over the stand point of the company regarding the issue can be given. Organizing career development programs:HRM can take strategies to make the employees engaged in the developmental session. Manzoor (2012), suggested career developmental programs help an employee to assess their opportunity during the career in a particular company. In this regard, human resource can record the career goals of each employee so that they can further relate those objectives with the aims and objectives of the company. Most efficient way would be to evaluate the importance of the employees for the productivity of the organization in front of the them(De Waal, 2013); it will help the employees to make out the importance of them for the firm that will in turn uplift the motivation of them. Offering changes: Both the economic, social and political conditions of certain countries have led the company MininCO into a crisis. In this matter, HRM can offer the senior executives opportunities that can facilitate the occurrence of changes in a stagnant situation (Cummings Worley, 2014). Assuring the employee about safety and security: It is common for the employees to feel insecure about their position and future opportunity in the company during a financial downturn(Griffin Hu, 2013). Moreover, the safety of the employees and their family, who are residing in troubled part in overseas must be looked after by the company. MiningCo must assure the employees that the organization will stand by their side in any political, social and financial constraints. Monetary compensation: It is another effective way to make the employees dedicated to the activities of the company.Hill, Jones and Schilling (2014), mentioned that employees show least interest if the company is compensating them while there are crisis regarding the safety and security. MiningCo can offer the employees attractive packages that prevent the employees from leaving the company. In this regard, they can pay bonus, travel allowances, housing allowances, vacation package etc. and lure them to change their mind. Sharing the experiences: This approach requires the senior authorities of the company to share their experience of any critical situation to the employees. Senior management can also explain the strategies they applied to overcome those critical situations (Hong et al., 2013). This step increases the motivational factor of the employees. Moreover, the senior authorities can possess a behavioral approach that makes the employees belief that organization is also sympathetic to their crisis. Apart from that, they can relate the present situation with their experiences so that requirement and queries of the employees can be satisfied. Recommendation for case 3: This part of the study has covered the approaches of human resource management to fill the talent gap in MiningCO. As mentioned by, Aguenza and Som(2012), skill and knowledge are the ultimate properties of a company on which the prosperity of the company depends. That is why retention of the talent is essential for any organization. MiningCo has problems with narrow level of modification of the employees as this company involves operations in different isolated place. Moreover, there are issues with the economic and social unitability that has led to dissatisfaction among the senior employees of the company, located overseas. To overcome these issues talent retention is necessary. Apart from talent retention, one of the major issue is talent gap. After the former employee leaves the company, huge gap of talent occurs. In this concern hiring new employees are not the only solution to replenish the talent gap. As new employees need more time to adjust with the operational requirement, technological set up and strategic approach the productivity and quality of the company could get affected (Mowday, Porter Steers, 2013). Thus, HRM requires strategical planning to counter both talent retention and talent gap for MiningCo. For the talent retention, following steps can be taken by HRM: Reward recognition: It is very effective to increase the loyalty of the employees. An employee is less interested to work for a company where he gets no recognition for his performance. Reward recognition of an employee always influence the spirit of energy and dedication to the work (Sinha Sinha, 2012). Performance of the employees can be monitored in a particular interval of time. Appreciation of his activity will help him to know the validity of his effort. Work-life balance: Rummler and Brache(2012), suggested, least number of people will show interest in a company where employees are supposed to work like the machine does. It means, leisure time is important factor for the employee retention. Giving privilege to employees of spending time with their families is a certain step that motivates people. On addition, benefits like vacations, sufficient amount of casual leave, sick leaves, bereavement leaves are basic criteria that should be availed by the employees. MiningCo can also implant these strategies to divert the deprivation from the employees. Encouraging employees in participation: An employee can only evaluate his importance in an organization when he is given the opportunity to express his opinion and the opinion is getting considered for reviewing (Noe et al. 2014). Management of the company should encourage the staffs in active participation in company activities. Participation of the employees in any decision-making procedure is important to show the significance of their presence and ideas for the organization. Healthy working environment: Maintenance of the surroundings workplace is mandatory for the employee retention. Cooperation, support, team work are major elements that make an employee comfortable in the workplace (Parker, 2014). Moreover, an organization should focus on the balancing of diversity within the company as both the productivity and quality of the service get affected if the employees feel socially, culturally diverted in their own workplace (Alexander, 2013); it leads them to disappointment and depression. This can be a major issue behind the draining of the skill. Therefore, MiningCo should maintain the beat of unity among the employees, who belong to different social, cultural, spiritual and economic background. Evaluation of the individual need:Apgar (2013), mentioned assessment of overall requirements is not sufficient for the employee retention; it requires more than that. Concerning this matter, it can be said that requirement differs from person to person. That is why MiningCo must focus on the assessment of individual requirements. It will also help them to identify the critical and minute areas that can be overlooked while inspecting the overall situation. Management of talent gap: Factors like retirement, draining of the skill influence the rising of critical situation in an organization. It is necessary to replenish the source of production before attrition spreads through the entire organization (Pfeffer Sutton, 2013). On addition, MiningCo has been facing difficulties regarding the employee retention and motivational crisis in their organization. To establish the approach of crisis management few steps can be taken by MiningCo as mentioned below: Selection of the appropriate candidates: While selecting an employee to fill up the skill gap of a team it should be kept on mind that, skill and efficacy of the newly hired employee provides the complementary of the required and expected performance (Johansen, Aggerholm Frandsen, 2012). Keepthe track: This involves the management to keep all the track record of the employees so that the company can have the idea on upcoming difficulties regarding the skill gap. It can be done properly by frequent checking of the present activities of the employees and their opinion on the organization. Organizing workshops: Workshop on the particular criteria helps in provision of the actual requirement. MiningCo can organize workshops regarding their operation and areas of function so that new employees can get an idea about the tasks they are supposed to do. Screening of the skill: this can be done prior to placing an employee into an operation. Tasks can be given to assess the knowledge on the particular topic and skill to accomplish the work. Screening helps to understand the potentiality of an employee (Lerbinger, 2012) Developmental training: It focuses on the evaluation of the employees performance. Management can thus easily assess the standard of the performance of the employees. Employees who need improvement in their skill and knowledge can be supported by the company if it provides them the developmental session (Khan, 2012). Minute details of the requirement in an operation can be discussed in this kind of session. Moreover, the company can suggest the new employee to change their working style so that maximum production can be obtained. Conclusion: Performance management, motivation, employee retention, skill management these are major approaches an organization should involve in their management agenda. In this descriptive report, focus has been given on these criteria for the MiningCo. There are issues like company organizes operations in remote and isolate location. It affected the performance of the employees. To uplift the performance level, strategic implementation of management is required is required. In this concern enhancement of the motivation of the employees is crucial factor. This report has obtained several ways that can improve the motivation of the employees of MiningCo. Appropriate supervision on the employees can help them to know the good and bad of the activities, whereas, appraisal of someones effort makes him feel important for the success of the organization. Clear depiction of the company objectives can be done to make the employees clear about the requirement and expectation from them. The next case, included in this report is recommendation from the is human resource management to make sure the company obtains all its employees when there is financial crisis and social dilemma. To make the approach by HRM, continuous flow of the communication is required between employees and the employer. As the senior executives of MiningCo has shown dissatisfaction, CEO of the company can also come in forth to resolve the solution. Moreover, MiningCo can take another action by organizing career development programs frequently so that, employees can underst and their future prospect in this company. Other suggestions have been also given on the matter of talent retention and management of talent gap by allowing strategies of crisis management. Several approaches like reward recognition, work-life balance, employee participation etc. have been included. Hence, it can be concluded that this report has covered every component of the requirements and stood up to the analytical explanation for those three case studies. Recommendations have been aligned with the case scenario. Therefore, this report is valid for the topic and can be further revised while conducting any extensive research. Reference list: Aguenza, B. B., Som, A. P. M. (2012). Motivational factors of employee retention and engagement in organizations.International journal of advances in management and economics,1(6), 88-95. Alexander, K. (2013).Facilities management: theory and practice. Routledge. Apgar, D. (2013).Risk intelligence: Learning to manage what we don't know. Harvard Business Press. Armstrong, M., Taylor, S. 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L., Mullen, E. J., Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents.Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189. Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691. Pfeffer, J., Sutton, R. I. (2013).The knowing-doing gap: How smart companies turn knowledge into action. Harvard Business Press. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Rummler, G. A., Brache, A. P. (2012).Improving performance: How to manage the white space on the organization chart. John Wiley Sons. Sinha, C., Sinha, R. (2012). Factors affecting employee retention: a comparative analysis of two organizations from heavy engineering industry.European journal of business and management,4(3), 145-162.