Theodore Roosevelt History - Free Essay Example

Sample details Pages: 5 Words: 1495 Downloads: 4 Date added: 2019/08/16 Category People Essay Level High school Tags: Theodore Roosevelt Essay Did you like this example? Theodore Roosevelt acquired a domain really taking shape when he accepted office in 1901. After the Spanish-American War in 1898, Spain surrendered the Philippines, Puerto Rico, and Guam to the United States. Furthermore, the United States built up a protectorate over Cuba and added Hawaii. Don’t waste time! Our writers will create an original "Theodore Roosevelt: History" essay for you Create order Without precedent for its history, the United States had obtained an abroad domain. As President, Roosevelt needed to expand the impact and notoriety of the United States on the world stage and make the nation a worldwide power. He additionally trusted that the exportation of American qualities and standards would ennoblingly affect the world. Theodore Roosevelts strategic proverb was to talk delicately and convey a major stick, and he kept up that a CEO must will utilize compel when fundamental while honing the craft of influence. He along these lines tried to collect an intense and dependable barrier for the United States to keep away from clashes with adversaries who may go after shortcoming. Roosevelt took after McKinley in completion the relative nonintervention that had ruled the nation since the mid-1800s, acting forcefully in remote undertakings, frequently without the help or assent of Congress. Philippines One of the circumstances that Roosevelt acquired after taking office was administration of the Philippines, an island country in Asia. Amid the Spanish-American War, the United States had taken control of the archipelago from Spain. At the point when Roosevelt named William Howard Taft as the primary non military personnel legislative leader of the islands in 1901, Taft prescribed the making of a common government with a chose authoritative get together. The Taft organization could consult with Congress for a bill that incorporated a senator general, an autonomous legal, and the administrative get together. Panama Canal The most awesome of Roosevelts outside approach activities was the foundation of the Panama Canal. For a considerable length of time, U.S. maritime pioneers had longed for building an entry between the Atlantic and Pacific seas through Central America. Amid the war with Spain, American ships in the Pacific needed to steam around the tip of South America in two-month voyages to join the U.S. armada off the shoreline of Cuba. In 1901, the United States consulted with Britain for the help of an American-controlled waterway that would be developed either in Nicaragua or through a piece of landPanamapossessed by Colombia. In a twist of shut entryway moves, the Senate endorsed a course through Panama, dependent upon Colombian endorsement. At the point when Colombia shied away from the terms of the understanding, the United States bolstered a Panamanian transformation with cash and a maritime bar, the last of which kept Colombian troops from arriving in Panama. In 1903, the Hay-Bunau-Varill a Treaty with Panama gave the United States unending control of the waterway at a cost of $10 million and a yearly installment of $250,000. When he visited Panama in 1906 to watch the working of the waterway, Roosevelt turned into the principal U.S. President to leave the nation amid his term of office. He needed to see the exhibition, which ended up known as one of the worlds most noteworthy designing accomplishments. Almost 30,000 specialists toiled ten-hour days for a long time to fabricate the $400-million channel, amid which time American authorities could check the scourge of Yellow Fever that had desolated expansive quantities of trench laborers. The Panama Canal was at long last finished in 1914; by 1925, in excess of 5,000 shipper ships had crossed the forty miles of locks every year. Once operational, it abbreviated the voyage from San Francisco to New York by in excess of 8,000 miles. The way toward building the trench created propels in U.S. innovation and designing abilities. This undertaking additionally changed over the Panama Canal Zone into a noteworthy arranging region for American military powers, maki ng the United States the prevailing military power in Central America. Roosevelt Corollary Latin America expended a considerable lot of Roosevelts opportunity and vitality amid his first term as President. Venezuela turned into a focal point of his consideration in 1902 when Germany and Britain sent boats to barricade that nations coastline. The European countries had offered advances to Venezuela that the Venezuelan tyrant declined to reimburse. Albeit both Germany and Britain guaranteed the Americans that they didnt have any regional outlines on Venezuela, Roosevelt felt wronged by their activities and requested that they consent to mediation to determine the debate. Santo Domingo (now the Dominican Republic) additionally experienced issues with European nations. Once more, European financial specialists had spoke to their legislatures to gather cash from an obligation ridden country Latin American country. After the Dominican government spoke to the United States, Roosevelt requested an American gatherer to accept control of the traditions houses and gather obligations to maintain a strategic distance from conceivable European military activity. Amid the Santo Domingo emergency, Roosevelt planned what ended up known as the Roosevelt Corollary to the Monroe Doctrine. The Monroe Doctrine, issued in 1823, expressed that the United States would not acknowledge European intercession in the Americas. Roosevelt understood that if countries in the Western Hemisphere kept on having unending issues, for example, the powerlessness to reimburse remote obligation, they would move toward becoming focuses of European creation. To acquire such activity and to keep up local soundness, the President drafted his end product: the United States would intercede in any Latin American nation that showed genuine financial issues. The culmination declared that the United States would fill in as the policeman of the Western Hemisphere, a strategy which in the long run made much hatred in Latin America. Peacemaker In spite of the fact that regularly perceived for the forcefulness of his outside strategy, Roosevelt was likewise a peacemaker. His best exertion at conveying aggressive forces to the arranging table included an emergency that had broken out in East Asia. Battling had emitted amongst Russia and Japan in 1904, after Japans assault on the Russian armada at Port Arthur. As the Russo-Japanese War seethed on with numerous Japanese triumphs, Roosevelt moved toward the two countries about intervening peace transactions. The President yearned for a world in which nations would swing to discretion rather than war to settle universal question, and he offered his administrations to this end. Despite the fact that Russia and Japan at first declined his offer, they in the end acknowledged his great workplaces to help arrange a peace, meeting with Roosevelt in 1905 in Portsmouth, New Hampshire. For his part as go between, Roosevelt won the Nobel Prize for Peace, the principal U.S. President to do as such. Roosevelt likewise refereed a debate amongst France and Germany over the division of Morocco. England had perceived French control over Morocco as an end-result of French acknowledgment of British control in Egypt. Germany felt prohibited by this assention and tested Frances part in Morocco. Despite the fact that the French had a powerless claim to Morocco, the United States couldnt dismiss it without dismissing Britains claim too. The settlement in 1906 came to at Algeciras, Spain, concealed any hint of failure look for Germany yet gave France undisputed control over Morocco; it likewise made ready for British control over Egypt. A few students of history believe that Roosevelts intercession in these two problem areas deflected battling that may have overwhelmed all of Europe and Asia in a world war. Regardless, Roosevelts activities enormously fortified Anglo-French ties with the United States. Awesome White Fleet Roosevelt trusted that an expansive and intense Navy was a basic segment of national barrier since it filled in as a solid impediment to Americas adversaries. Amid his residency as President, he manufactured the U.S. Naval force into one of the biggest on the planet, by persuading Congress to add ships to the armada and expanding its number of enrolled men. In 1907, he proposed sending the armada out on a world visit. His reasons were many: to flaunt the Incomparable White Fleet and inspire different nations around the globe with U.S. maritime power; to enable the Navy to pick up the experience of overall travel; and to find residential help for his maritime program. In December 1907, an armada of sixteen war vessels left Hampton Roads, Virginia, and went the world over, returning home fourteen months after the fact in February 1909. At the point when Roosevelt succeeded McKinley as president, he actualized a key procedure for building an American domain: the danger, as opposed to the through and through use, of military power. McKinley had connected with the U.S. military in a few effective engagements and afterward utilized the nations better modern power than arrange advantageous remote exchange assentions. Roosevelt, with his huge stick approach, could keep the United States out of military clashes by utilizing the true blue danger of power. In any case, as arrangements with Japan represented, the support of a realm was full of multifaceted nature. Evolving unions, moving monetary needs, and power governmental issues all implied that the United States would need to tread painstakingly to keep up its status as a politically influential nation.

Immigration And Customs Enforcement Officer And A Relative...

Findings and Analysis In my findings and analysis I will have the opportunity to answer the research question, I interview a Immigration and Customs Enforcement Officer and a relative who experienced staying at different detention centers in Texas for six months before she was deported to El Salvador. Before I started with the interviews I let them know about my research question and then I followed up with interrogations and thoughts, details and opinions. The first interview I conducted was with the ICE officer; Mr. Fields believes that to build a wall at the border will not solve any immigration problems. He believes only criminals should be detain and deported. He said when they arrest people that do not have a criminal record they let them go, if they arrest them in the United States, when they arrest people at the borders they investigate them and most of them are looking for asylum. He said every case is different; the judge approves some cases when they go to their court hear ing. Other detainees get a bail and if they cannot pay the bail they get deported. He strongly believes there are good people and bad people and he shared that he grew up in East LA. I questioned him about his thoughts or opinions regarding the law SB 1070 in Arizona and he said those laws do not apply here, it would be hard to comment on them and he would keep it personal. He believes undocumented immigrants or aliens like he called them are not deviant, he believed they are normal people.Show MoreRelatedA Research Project On Immigration Detention Centers9708 Words   |  39 Pages Immigration Detention Centers, A Haven of Abuse A Research Project Submitted to the Faculty of National University in Partial Fulfillment of the Requirements for the Degree of: Bachelor of Science in Homeland Security and Emergency Management May 2017 By Hugh H. Scully II Instructor: James Sytsma â€Æ' SENIOR RESEARCH PROJECT APPROVAL FORM I certify that I have read the project of Hugh H. Scully II entitled instructions for the preparation of the Senior Research Project and that, in my opinion;

Developing a strategic framework efficient - Myassignmenthelp.Com

Question: Discuss about the Developing a strategic framework efficient. Answer: Introduction: The textile, footwear and clothing manufacturing industry are a diverse one and it produces a wide range of products including various clothing, footwear, ready for use textiles and many other technical textiles. This industry is a major industry in the country and it has significant contribution to the revenue and national income. Most importantly, this industry also makes social benefit as it provides huge employment to the national population both in the organized and unorganized sectors. For last few decades, this industry is having unskilled and semi-skilled labors which indicate to the lack of competition in the manufacturing industry (Purce, 2014). As a result to that, the options of the footwear, textiles and clothing are decreasing to a great extent. However, along with rising globalization and emerging customer awareness, it has been vital that the industry employ skilled labors so that they can offer diverse choice of products to the customers. There are numbers of externa l and internal factors that are affecting the recruitment procedure. Along with that there are some apparent challenges in the sector which makes human resource management more difficult (Sparrow, Brewster Chung, 2016). Therefore, this report will trigger the potential challenges for human resource planning for this industry and plan the strategies to overcome the situation. This report will be made on the basis of renowned footwear and clothing brand, Nike. Key challenges for HR Planning in the sector: Labor supply and demand Australian footwear industry has recently faced a rough environment for operation over the past few years. A major reduction in tariff and a huge import penetration have changed the structure of the industry in a significant way. The supply and demand of labors are a major challenge for this industry as skilled labors are very much necessary for increasing variety of the products. The existing macroeconomic factors and conditions tend to affect the labor supply and demand of this industry to a great extent. With the increasing import of footwear and textiles, the manufacturers have reduced the production in the country to a great extent, which eventually reduced the demand of labors to a great extent. Adequate supply of labors for meeting the business goals and objectives mostly come from the outside sources (Marques et al., 2016). It is important to forecast the demand of the industry as it is more difficult than forecasting the supply of labors. In this industry, the compensation i ncluding the benefits and wages has made a strong difference for decreasing the demand and supply of labors. Continuous competition, economic weakness of the industry and globalization has indicated that this industry is not being able supporting a comfortable living for the labor and working class (Wu Lin, 2013). Therefore it affects the capability of the organizations to attract the skilled labors. Aging workforce Aging workforce is one of the most complicated yet rewarding issues in the footwear manufacturing industry in Australia. In most of the cases the matured workforce has projected their careers to end, but there are added concerns with these workforces such as instable pension facilities and current erratic economy. Statistics indicate that a huge section of the workforce is over the age of fifty in the industry. Adewole (2015) has also indicated that in the manufacturing industry, aged workforce is even quite rare. Therefore planning the succession rate can be difficult. It is highly possible that at one point the organization will discover that retaining the old workforce is more profitable that giving up on them. These employees have experience for a long time and they have gained enough knowledge through these years. Therefore the organization can utilize these values by counterbalancing the senior workforce. However, retaining aged employees can also create issues for the organiza tion, while the company will have to take care of their safety and health plan. The health plan can increase the annual medical costs of the company to a great extent, especially for the manufacturing industry (Hohenstein, Feisel Hartmann, 2014). Therefore developing an in-detail medical plan and wellness program for all the employees can be quite difficult. However the HR personnel should also take care of the employment and age discrimination laws before making any kind of accommodation for the employees as well. Diversity Diverse workforce is beneficial and difficult to handle at the same time. Managing a diverse workforce becomes more difficult as the most important thing here is to acknowledge the differences amongst employees. It not only involves identifying he differences and valuing them, but also combating the discriminatory attitude and promoting the inclusiveness. The management is mostly challenged with loss of labors which lead to less productivity within the organization. Moreover, this situation can also lead this to negative attitude within the organizational atmosphere and legal actions and complains against the company. The negative behaviors and attitudes can be a huge barrier for having a diverse workforce as it can be very much harmful for the professional relationship and eventually it can damage the work productivity and morale of the employees (Van Wingerden, Derks Bakker, 2017). In addition to that, the negative behaviors also include stereotyping and discriminating the employe es. However these should never be a part of the management regarding the retention, hiring and termination procedure. Therefore these can drive a lot of employees away from the organization along with creating a bad image of the organization in the market. Mostly, managing diverse culture depends on the capability of managers and emphasizing on the workplace dynamics and teamwork (Adewole, 2015). In the footwear, textile and clothing industry, the labors come from various backgrounds; therefore managing the diverse workforce becomes a significant challenge. Recruitment Strategies: In order to manage the major challenges in this industry, Nike has incorporated some recruitment and retention strategies which help them to deal with the adverse situations. Internal and external sourcing This is a major strategy for dealing with the potential human resource management challenges. The internal labor markets can be helpful in this issue, as in the internal labor market, the labors are hired at the entry level and the higher positions are filled with the internal employees. Therefore the wages can be determined on an internal basis and it can be free from the market pressure. On the other hand in the external labor market, the workers tend to move between different organizations and their remuneration is decided on the basis of aggregate processing and the organization does not really have any major discretion over the wage system (Mitchell, Obeidat Bray, 2013). In this term, Nike applies sourcing the labors from the internal labor market so that they can value the internal promotion and utilize the experience of older employees. However the external labor market exists and it significantly affects the hiring procedure and wage setting. Therefore Nike approves of the i nternal sourcing as it is more reliable procedure and it gives the organization a considerable control over the employees. Employer branding Branding of employer is quite important for retaining employees in the organization. It is a procedure for promoting the particular organization so that the employer can target the desired group of employees. This procedure has helped Nike to recruit and retain the employees along with attracting more people to the organization. The brand of the employer is the identity for the company for an employer of choice (Turker Altuntas, 2014). With the effective brand promotion of Nike, the company can be successful for attracting both the existing and future employees. As a brand Nike has a credible, true, distinctive and relevant identity that has been achieved through years. Therefore, branding the company is an effective way to deal with labor supply and demand. Training and development The training of employees should always be job specific, other than the generalized safety code or the code of conduct. The more the employee has the knowledge regarding manufacturing, the more productive he or she is. Any management system all around the world attributes the training and development program for high tier tasks, letting people to do more duties when there is a shortage of employees. Training the employees on ethics and safety will also decrease downtime while the internal conflicts or injuries prevent the staff members from focusing on the urgent tasks (Reyes et al., 2017). Nike conducts continuous training and development for both the senior and entry level workers. Training and development procedures are not only significant for enhancing the productivity of labors, but it also helps the organization to deal with diverse culture. Incentive program The incentive program can be any materialistic or non-materialistic thing, starting from a contest or empowering the employees more. The employees are most likely to respond to the additional rewards or to put more efforts for winning any prize or gifts. Other than spending more for getting more productivity from the employees, the organization can evaluate the possibilities of encouraging greater autonomy within employees. Fundamentally micro management does not only improve the productivity as the employees stress increases if there is more pressure of work on one shoulder (Hohenstein, Feisel Hartmann, 2014). However, with the help of close monitoring and modernization or new implementations in training program, monitoring can be helpful for determining whether the implementations are working or not. The managers also listens to the staff feedback from all operational level in order to make them feel that they are also a part of the entire procedure and implement the most valuable ones. Conclusion and Recommendation: Creating employment opportunities is significant for any industry, especially in the manufacturing industry. The textile, clothing and footwear industry is creating ample numbers of employment opportunities since customers paying more for quality footwear. Also, there are now increasing opportunities of exporting and increasing domestic market with the emerging population in the country. With the emergence of opportunities the nature of work and jobs are changing and it has also led to the added approaches. Within the manufacturing industry, there are several human resource management issues which have created barriers for the company, Nike. However with the development of accurate recruitment strategies and planning, the company has been able to overcome some of the issues. This report has discussed those issues in details and triggered the potential recruitment strategies that help the company to deal with the human resource management challenges. Reference list Abrunhosa, A., Sa, P. M. E. (2012). Are TQM principles supporting innovation in the Portuguese footwear industry?.Technovation,28(4), 208-221. Adewole, A. (2015). Developing a strategic framework for efficient and effective optimisation of information in the supply chains of the UK clothing manufacture industry.Supply chain management: An international Journal,10(5), 357-366. Brewster, C., Hegewisch, A. (Eds.). (2017).Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Costa, G., Camuffo, A. (2014). The evolution of human resource management in Italy: A historical-institutional perspective.The Development of Human Resource Management Across Nations: Unity and Diversity, 269. Craik, J., 2015. Challenges for Australian fashion.Journal of Fashion Marketing and Management,19(1), pp.56-68. Dubey, R., Singh, T., Samar Ali, S., Venkatesh, V. G., K. Gupta, O. (2014). Exploring dimensions of firm competencies and their impact on performance: Some exploratory empirical results.Benchmarking: An International Journal,21(6), 1003-1022. Epstein, M. J., Buhovac, A. R. (2014).Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers. Hohenstein, N. O., Feisel, E., Hartmann, E. (2014). Human resource management issues in supply chain management research: a systematic literature review from 1998 to 2014.International Journal of Physical Distribution Logistics Management,44(6), 434-463. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Marks, A., 2015. Dimensions of textile, clothing and footwear production in the high wage cost country of Australia in a globalised environment: some interesting revelations.Research in World Economy,6(2), p.72. Marques, C. S., Leal, C., Marques, C. P., Cardoso, A. R. (2016). Strategic knowledge management, innovation and performance: a qualitative study of the footwear industry.Journal of the Knowledge Economy,7(3), 659-675. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices.Human Resource Management,52(6), 899-921. Nike. (2017). Nike. Retrieved 14 December 2017, from https://www.nike.com Nossar, I., Johnstone, R., Macklin, A., Rawling, M. (2015). Protective legal regulation for home-based workers in Australian textile, clothing and footwear supply chains.Journal of Industrial Relations,57(4), 585-603. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Reyes, J., Alds, D., Salazar, E., Armendriz, E., lvarez, K., Nez, J., Garca, M. (2017, June). Finite Progressive Planning for the Assembly Process in Footwear. InIOP Conference Series: Materials Science and Engineering(Vol. 212, No. 1, p. 012020). IOP Publishing. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Turker, D., Altuntas, C. (2014). Sustainable supply chain management in the fast fashion industry: An analysis of corporate reports.European Management Journal,32(5), 837-849. Urtasun-Alonso, A., Larraza-Kintana, M., Garca-Olaverri, C., Huerta-Arribas, E. (2014). Manufacturing flexibility and advanced human resource management practices.Production Planning Control,25(4), 303-317. Van Wingerden, J., Derks, D., Bakker, A. B. (2017). The impact of personal resources and job crafting interventions on work engagement and performance.Human Resource Management,56(1), 51-67. Wu, I. L., Lin, H. C. (2013). A strategy?based process for implementing knowledge management: An integrative view and empirical study.Journal of the Association for Information Science and Technology,60(4), 789-802.

Towards a Critical Evaluation of Ethics Social Responsibility in Advertising

Introduction Today, more than ever before, advertising practitioners face ethical and social responsibility concerns that are common to all professionals, but they also stumble upon issues related to factors unique to the advertising industry.Advertising We will write a custom essay sample on Towards a Critical Evaluation of Ethics Social Responsibility in Advertising specifically for you for only $16.05 $11/page Learn More Despite some academic and popular debate of ethics and social responsibility challenges in advertising, ranging from their sweeping social ramifications to consumer insights of potentially distasteful advertisements, new and more complex challenges continue to present, in part, due to convergence of technology and today’s fractionalized media market place (Drumwright Murphy, 2004 p. 7). The challenges are further propelled by the fact that advertisements, in their most comprehensive nature, reach deeply into our most fundamen tal concerns, predominantly in as far as our interpersonal and family relationships, influence on target audiences, the desertion of cultural traditions, and the role of advertisement in society are concerned (Leiss et al., 1990 p. 1). Using a case study approach and comprehensive review of relevant literature, this paper will seek to illuminate the role advertisement plays in society. In particular, the paper will focus attention to ethics and social responsibility issues in advertisement, and how these issues affect or influences the role advertisement plays in the social setting. Additionally, the paper will seek to explicate some basic economic assumptions and how they can be violated by ethical and social responsibility concerns in advertising. It should be noted at this early juncture that the present paper will largely depend on personal opinions articulately backed by current literature on the above mentioned topics. A quick review of the case study demonstrates that the com plainant was objecting to an advertisement perceived to be phonographic and offending to children and other road users. According to his assessment, the picture of the naked woman in the advertisement was not only unlawful according to Australian advertising standards as set out by the relevant bodies, but was also causing distraction to other road users. The complainant, in my view, was largely relying on code 2.3 administered by the Advertising Standards Bureau (ASB), and which states that â€Å"†¦advertising or marketing communications shall treat sex, sexuality and nudity with sensitivity to the relevant audience and, where appropriate, the relevant programme time zone† (AANA, n.d.).Advertising Looking for essay on advertising? Let's see if we can help you! Get your first paper with 15% OFF Learn More The following section will largely rely on the advertiser’s response to bring into light critical issues that are relevant to this discussion. Ethi cs, Social Responsibility and the Role Advertisement Plays in Society In any part of the world, ethical and social responsibility issues are considered as mainstream topics in the advertising literature, in part, due to the self-regulating nature of the industry and the influence that advertisements have on consumers (Drumwright Murphy, 2004 p. 7). Indeed, ethics and social responsibility overall are immensely broad topics, but here they will be considered within the context of how they affect and influence the role advertisement plays in society, not mentioning that they will be compared along the continuum of the case study. Advertising ethics is basically concerned with â€Å"what is right or good in the conduct of the advertising function† (Drumwright Murphy, 2004 p. 7). In a broader sense, it concerns itself with questions relating to what ought to be done within the advertising framework, not just with what must be done to comply with any legal obligation. On its part , social responsibility has over the years emerged as a leading theme guiding the management and communication practice, especially after the recognition by practitioners that it is a valid and essential business tool that conveys concrete and superficial benefits for organizational and social outcomes. In a holistic orientation, social responsibility can be defined as an organization’s social commitments that go outside the scope of the organization and obligations set by the law, to advance a social cause (Kerr et al., 2008 p. 155). Both ethics and social responsibility are central to the advertising practice. However, ethical and social responsibility principles, in my view, are not laws or regulations in the same sense that legal restraints are; on the contrary, these principles are neither uniformly nor officially approved by all members of society, nor can the violators of ethical and social responsibility principles be sanctioned or chastised as by the law.Advertising We will write a custom essay sample on Towards a Critical Evaluation of Ethics Social Responsibility in Advertising specifically for you for only $16.05 $11/page Learn More This challenge is further compounded by the fact that the advertising industry in many countries is self-regulated, implying that advertisers are jointly responsible for upholding advertising standards, codes and practices that ostensibly curtail harm to consumers and, by extension, society (Study Guide, p. 38). This exposition of facts lead to the conclusion that advertisers must at all times choose, on their own volition, to work within acceptable moral standards to avoid violating the consumers and, to a large extent, the society’s basic economic assumptions. When this is achieved, as Preston (2010) postulates, advertising intrinsically generates the potential to ensure consumer success and satisfaction in the market place (p. 259). From the case report, it is evidently cl ear that the board, in making its ruling, relied on the fact that the image used in the advertisement was consistent with the beauty industry. In other words, the image used in the advertisement is both industry and market specific. Pollay (1988) asserts that â€Å"†¦consumers and campaigns have often been researched carefully to identify perceptions, motivations and values of the audience. Advertisements are then designed to strike an emphatic note and deployed with increased media effectiveness† (p. 7). As demonstrated in the case report as well as this particular author, advertisements therefore influence public awareness, perceptions, expectations, attitudes, feelings, societal values, preferences and behaviour. In consequence, advertisements that are in taste with the product, service or industry being advertised, in my view, will always impact the society positively in as far as they are done in an ethical manner. A Ministry of Health advertisement, for example, ma y offer useful insights on how HIV/AIDS is transmitted, thus providing a conducive environment for the population to change their perceptions, attitudes and behaviour. As such, advertisements, in my view, act to disseminate information within the social context, not mentioning the fact that they act as knowledge conduits. Another strong point submitted by the advertiser in the case study is that of relevancy of the image to the advertisement.Advertising Looking for essay on advertising? Let's see if we can help you! Get your first paper with 15% OFF Learn More While arguing their case for a three-tired framework for evaluating ethical considerations, Johnson and Scholes (1997) are of the opinion that the first tier of the framework – the macro level – should be largely concerned with considering the relative virtues of diverse socio-political structures, such as the free enterprise economies, and the objectives which profit-making organizations and, by extension, advertisement practitioners are expected to fulfil (p. 207). This assertion offers credence to the advertisement by virtue of the product being advertised (Naked Tan), the scope of the business in question and, finally, the purpose which the advertisement is expected to fulfil in a predominantly free enterprise economy. In consequence, it can be argued that advertisements, depicted along the continuum of the macro level of the three-tier framework, serves societal interests by not only lowering prices through sharing relevant information with the target audience, bu t also by stimulating product or service innovation. To achieve desirable outcomes, however, such advertisements must always adhere to ethical considerations and the plight of not only the target audiences, but also the greatest number of people in line with the utilitarian approach. Preston (2010) is of the opinion that â€Å"†¦while the law, as an external force, is the same for everyone in commerce, ethics is within each person’s mind, and so reflects individual and perhaps unique decisions† (p. 260). This assertion, in my view, can be effectively used to explain the discomfort felt by the complainant towards the image appearing on the advertisement in the case study. In line with the above assertion, there exist a wide body of literature demonstrating that ethical principles are cultural specific, and that different cultures have different ethical standards. Advertisement communication is also industry and product dependent (Study Guide, p. 24, 42). The unique ness of advertising along the spectrum of culture, industry, and product variables, in my view, is beneficial to the society since it does not only allow enhanced economies of scale by virtue of the fact that what may appeal to one segment may not necessarily appeal to another target audience, but it also assist in mass distribution of product information among various target audiences. The practice of advertising, as is the case in other disciplines, has its own negative effects. First, advertisements have been accused for projecting a biased position on products and services by creating needs and wants that only serve to drain scarce resources, thus demonstrating a negative economic underpinning to the society. In what is now commonly referred to as the Galbraith’s theory, John Kenneth Galbraith postulated that organizations â€Å"†¦do not use advertising to inform us about products that might sate our independently determined desires. Rather, the function of advertis ing and marketing is to bring into being wants that previously did not exist† (Potter, 2006 p. 2). This observation, in my view, is valid to the extent that advertisements are capable of creating a dependence effect especially in the case of minors who may be incapable of making decisions from an informed point of view. It is also worth noting that the superficial creation of wants that previously did not exist only serves to entrench the culture of consumerism among the target audiences, in the process benefiting advertisers by virtue of having a ready market for products and services, while seriously draining scarce financial and material resources at the societal level. Second, the practice of advertising has been accused for encouraging deception, more so in cases where the target audiences are incapable of making their own informed decisions. It is imperative to note that the culture of deception demonstrates unethical behaviour and is, in its own right, socially irrespon sible. Although children have over the last couple of years being receiving unprecedented level of attention from advertising practitioners and marketers, and that they are no longer viewed as adults-in-waiting but as rational agents in their own right (O’Sullivan, 2005 p. 371), chances are that they are likely to fall victim to unethical practitioners by virtue of the fact that their cognitive capacities may not be fully developed to a point of making decisions from an informed perspective. Some advertisers, as noted by this particular author, continue to use commercial free speech and the self-regulating nature of the advertising industry to entrap children to some unnecessary wants that may, in the long-term, be detrimental to their health. Such advertisements, in my view, have obvious social ramifications in terms of increased heath care costs, early childhood mortality, and the dependence syndrome. This observation can be validated in the case study where the complainant observes that the advertisement is counterproductive to children. Third, the lack of universal set of ethical and social responsibility principles continue to present challenges within the advertising industry (Study Guide, p. 40). This observation is reinforced in the case study by the fact that the complainant found the image in the advertisement offending, while others, including the ASB and the advertiser, found it to be within acceptable ethical limits. What’s more, advertisers themselves often fail to recognize in the first instance that there exists an ethical dilemma in what they display to the public gallery in the form of advertisements (Study Guide, p. 40, 45). These assertions, in my view, are valid to the extent that society continue to be bombarded by advertisements that in most occasions have a negative bearing on what is ‘right’ or what is ‘good’ in terms of advertising ethics. It is indeed true that some advertisements as portrayed by various mediums of communications only serve to tear down the moral fabric using the misplaced excuse of lack of universal set of ethical standards. This, in social responsibility terms, is both individually and collectively wrong. Academics and advertising practitioners have over the years discovered a close correlation between advertising and economics. In this sphere of knowledge, opinions are once again divided among those who view advertising as a positive force in as far as the economic benefits discussed herein are concerned, and those who view it as a negative force in as far as the economic and social consequences, also discussed in this essay, are concerned. Pro-advertising advocates argues that advertising contributes to, among other things, higher standards of living, enhanced customer satisfaction, enhanced economies of scale, lower prices for products and services, effective and efficient mass distribution of product information to consumers in making informed decis ions, and product innovation, while anti-advertising campaigners argues that advertisement by its very nature drains away scarce resources by creating a culture of dependence that is not healthy to a free enterprise economy (Study Guide, p. 30; Potter, 2006 p. 2). The following section aims to look at two basic economic assumptions that are not only relevant to the case study, but are also in line with a free market enterprise. It should be noted at this juncture that advertising is a basic function of free market economies by virtue of the fact that it continues to be proactively used to communicate the value of products and services to people who know nothing about their reputation (Norris, 1980 p. 5). One of the four basic economic assumptions as opined by Arens et al (2011) is self-interest. In an entirely free-market representation, according to the authors, all stakeholders – consumers, suppliers, manufacturers and middle men, among others – are believed to act o ut of self interest as they seek to take full advantage of their own fulfilment. The assumption of self-interest, in my view, not only enables the stakeholders in a free-market economy to efficiently allocate scarce resources, but also creates an enabling environment whereby value and utility can be maximized. The advertiser of the ‘Naked Tan’ in the case study actively employs the basic economic assumption of self-interest to drive sales for his product, thus enhancing the value and profit margin of his business. The consumers of ‘Naked Tan’, on their own free will, can either decide to buy the product if it pleases them, and if the cost is favourable depending on their own self-interest. In consequence, it can be argued that the assumption of self-interest, superficially and comprehensively, drives free enterprise economies. The second basic economic assumption, according to Arens et al (2011) is known as complete information and entails practitioners dis playing their ads in areas that best serve their interests in as far as variables such as market share, cost, and geographic location are concerned. This assumption forms one of the hallmarks of a free-market economy, in part, due to the fact that it deals with how advertisers and marketers can be able to access information that will enable them make informed decisions, thus enhance value creation and maximize returns. From the case study, it is evidently clear that the advertiser of ‘Naked Tan’, while maintaining acceptable ethical standards as set out by the ASB, has also made use of this assumption to identify advertising locations and mediums that will ostensibly allow him to maximize value. Conclusion From the above discussion, it is evidently clear that issues of ethics and social responsibility are of germane importance to the practice of advertising. Advertisers, in striving to do what is good in the eyes of the majority members of society, must always ensure th at ethical standards are applied to advertising scheduling and decision-making processes, not mentioning the fact that they must use their social, intuitive, and cognitive abilities to ensure that the content depicted in the advertisements is acceptable to the majority number of people within any given population. The roles that advertisement play in society has been well articulated in this essay, and individual perceptions and viewpoints well delivered. Advertisers don’t live in a vacuum and, as such, they should be able to undertake comprehensive research on their target audiences for purposes of gaining an in-depth insight on their preferences and dislikes. Such an undertaking, in my view will offer the practitioners a rationalistic framework on which to base and justify their advertising based on acceptable ethical standards, and not necessarily on any legal obligation. List of References Arens, W.F., Weigold, M.F., Arens, C (2011). Contemporary Advertising, 13th Ed. Bo ston, MA: McGraw-Hill Irwin. Australian Association of National Advertisers (n.d.). Viewed http://aana.com.au/ . Drumwright, M.E., Murphy, P.E (2004). How Advertising Practitioners View Ethics. Journal of Advertising, Vol. 33, Issue 2, pp. 7-24. Johnson, G., Scholes, K (1997). Exploring Corporate Strategy, 4th Ed. London: Prentice Hall. Leiss, W., Klein, S., Jhally, S (1990). Social Communication in Advertising: Persons, Products and Images of Well-being, 2nd Ed. Ontario: Nelson. Norris, V (1980). Advertising History According to the Text Books. Journal of Advertising, Vol. 9, No. 3, pp. 3-11. O’Sullivan, T (2005). Advertising and Children: What do the Kids Think? Qualitative Market Research, Vol. 8, Issue 4, pp. 371-384. Pollay, R.W (1988). Keeping advertising from going down in History – Unfairly. European Journal of Marketing, Vol. 22, Issue 8, pp. 7-16. Preston, I.L (2010). Interaction of Law and Ethics in Matters of Advertisers’ Responsibility for Protect ing Consumers. Journal of Consumer Affairs, Vol. 44, Issue 1, pp 259-264. Potter, A (2006). Galbraith Theory of Advertising had us all Fooled. MACLEANS.CA. Viewed https://www.macleans.ca/ . Spitzer, R (2010). Is Social Responsibility Good? Journal of Quality Participation, Vol. 33, Issue 3, pp 13-17 Naked Tan, 28/07/2010, Ref No. 0305/10. This essay on Towards a Critical Evaluation of Ethics Social Responsibility in Advertising was written and submitted by user Sara L. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Compters

The use of computers within the business and government sector has said to have ‘rapidly increased over the last fifteen years’; this therefore provides a whole new prospect for a distinctive criminal to prosper, and in most cases, to go utterly undiscovered. It has been anticipated that, unless this particular problem is tackled head on, losses from the computer crime may eventually reach $50 billion per year. One expert in the field has estimated that, under present law the chances of a computer criminal being convicted are 1 in 500, and of going to jail as 1 in 1000. The possibility of corporations or banks going bankrupt as a result of computer theft is very real. W. John Taggart, â€Å"Computer Law in Australia†. There are many forms of computer abuse, yet they have come to many solutions. Many penalties if the criminals get caught and yet there are many weaknesses in computer law. With the expeditions rate of advances in technology, coping with those classif ied as ‘computer criminals’ who are always one step ahead, is virtually impossible. They may ‘patch up’ faults in previous systems, however do not recognise faults in latest systems until it’s too late. Computer crime involves the unauthorised and unlawful use of a computer. Given growth of technology in our society, the incidence of computer rime is a matter of considerable concern for our law-makers. The cost of computer crime in the United States has been estimated to be at least $5000 million a year. (Cudmor, Greg â€Å"Computer Law†, page 8). Who would be classified as a ‘computer criminal’? It is said that often the ‘computer criminal’ is a trusted employee and the problem for organisations seems to be internal security. The community considers computer crime, as being less serious than other crimes against property, such as burglary or car theft, as it is not violent or public. In many instances computer crime is not always reported, due to the co... Free Essays on Compters Free Essays on Compters The use of computers within the business and government sector has said to have ‘rapidly increased over the last fifteen years’; this therefore provides a whole new prospect for a distinctive criminal to prosper, and in most cases, to go utterly undiscovered. It has been anticipated that, unless this particular problem is tackled head on, losses from the computer crime may eventually reach $50 billion per year. One expert in the field has estimated that, under present law the chances of a computer criminal being convicted are 1 in 500, and of going to jail as 1 in 1000. The possibility of corporations or banks going bankrupt as a result of computer theft is very real. W. John Taggart, â€Å"Computer Law in Australia†. There are many forms of computer abuse, yet they have come to many solutions. Many penalties if the criminals get caught and yet there are many weaknesses in computer law. With the expeditions rate of advances in technology, coping with those classif ied as ‘computer criminals’ who are always one step ahead, is virtually impossible. They may ‘patch up’ faults in previous systems, however do not recognise faults in latest systems until it’s too late. Computer crime involves the unauthorised and unlawful use of a computer. Given growth of technology in our society, the incidence of computer rime is a matter of considerable concern for our law-makers. The cost of computer crime in the United States has been estimated to be at least $5000 million a year. (Cudmor, Greg â€Å"Computer Law†, page 8). Who would be classified as a ‘computer criminal’? It is said that often the ‘computer criminal’ is a trusted employee and the problem for organisations seems to be internal security. The community considers computer crime, as being less serious than other crimes against property, such as burglary or car theft, as it is not violent or public. In many instances computer crime is not always reported, due to the co...

Conjugation of the Spanish Verb Jugar

Conjugation of the Spanish Verb Jugar Jugar is a common verb usually meaning to play. Its conjugation is irregular in two ways: The -u- in the stem changes to -ue- when stressed.Oà ­rLike other verbs that end in -gar, the -g- changes to -gu- when it comes before an -e- in order to maintain the standard pronunciation. Jugar is unique in its conjugation. The few other verbs ending in -ugar do not follow its pattern. Irregular forms are shown below in boldface. Translations are given as a guide and in real life may vary with context. Infinitive of Jugar jugar (to play) Gerund of Jugar jugando (playing) Participle of Jugar jugado (played) Present Indicative of Jugar yo juego, tà º juegas, usted/à ©l/ella juega, nosotros/as jugamos, vosotros/as jugis, ustedes/ellos/ellas juegan (I play, you play, he plays, etc.) Preterite of Jugar yo juguà ©, tà º jugaste, usted/à ©l/ella jugà ³, nosotros/as jugamos, vosotros/as jugasteis, ustedes/ellos/ellas jugaron (I played, you played, she played, etc.) Imperfect Indicative of Jugar yo jugaba, tà º jugabas, usted/à ©l/ella jugaba, nosotros/as jugbamos, vosotros/as jugabais, ustedes/ellos/ellas jugaban (I used to play, you used to play, he used to play, etc.) Future Indicative of Jugar yo jugarà ©, tà º jugars, usted/à ©l/ella jugar, nosotros/as jugaremos, vosotros/as jugarà ©is, ustedes/ellos/ellas jugarn (I will play, you will play, she will play, etc.) Conditional of Jugar yo jugarà ­a, tà º jugarà ­as, usted/à ©l/ella jugarà ­a, nosotros/as jugarà ­amos, vosotros/as jugarà ­ais, ustedes/ellos/ellas jugarà ­an (I would play, you would play, he would play, etc.) Present Subjunctive of Jugar que yo juegue, que tà º juegues, que usted/à ©l/ella juegue, que nosotros/as juguemos, que vosotros/as juguà ©is, que ustedes/ellos/ellas jueguen (that I play, that you play, that she play, etc.) Imperfect Subjunctive of Jugar que yo jugara (jugase), que tà º jugaras (jugases), que usted/à ©l/ella jugara (jugase), que nosotros/as jugramos (jugsemos), que vosotros/as jugarais (jugaseis), que ustedes/ellos/ellas jugaran (jugasen) (that I played, that you played, that he played, etc.) Imperative of Jugar juega tà º, no juegues tà º, juegue usted, juguemos nosotros/as, jugad vosotros/as, no juguà ©is vosotros/as, jueguen ustedes (play, dont play, play, lets play, etc.) Present Perfect Indicative of Jugar yo he jugado, tà º has jugado, usted/à ©l/ella ha jugado, nosotros/as hemos jugado, vosotros habà ©is jugado, ustedes/ellos/ellas han jugado (I have played, you have played, she has played, etc.) Pluperfect (Past Perfect Indicative) of Jugar yo habà ­a jugado, tà º habà ­a jugado, usted/à ©l/ella habà ­a jugado, nosotros/as habà ­amos jugado, vosotros habà ­ais jugado, ustedes/ellos/ellas habà ­an jugado (that I had played, that you had played, that he had played, etc.) Future Perfect Indicative of Jugar yo habrà © jugado, tà º habrs jugado, usted/à ©l/ella habr jugado, nosotros/as habremos jugado, vosotros habrà ©is jugado, ustedes/ellos/ellas habrn jugado (I will have played, you will have played, she will have played, etc.) Present Perfect Subjunctive of Jugar yo haya jugado, tà º hayas jugado, usted/à ©l/ella haya jugado, nosotros/as hayamos jugado, vosotros hayis jugado, ustedes/ellos/ellas hayan jugado (that I have played, that you have played, that he has played, etc.) Past Perfect Subjunctive of Jugar yo hubiera/hubiese jugado, tà º hubieras/hubieses jugado, usted/à ©l/ella hubiera/hubieses jugado, nosotros/as hubià ©ramos/hubià ©semos jugado, vosotros hubierais/hubieseis jugado, ustedes/ellos/ellas hubieran/hubiesen jugado (that I had played, that you had played, that she had played, etc.) Conditional Perfect of Jugar yo habrà ­a jugado, tà º habrà ­as jugado, usted/à ©l/ella habrà ­a jugado, nosotros/as habrà ­amos jugado, vosotros habrà ­ais jugado, ustedes/ellos/ellas habrà ­an jugado (I would have played, you would have played, he would have played, etc.) Progressive Tenses of Jugar The many progressive tenses use the appropriate form of estar followed by the gerund, jugando. Sample Sentences Showing Conjugation of Jugar Los nià ±os espaà ±oles quieren jugar ms con sus padres. (Spanish children want to play more with their parents. Infinitive.) Es el partido ms importante que he jugado en mi vida. (Its the most important match Ive played in my life. Present perfect.) Los nià ±os juegan al escondite. (The children are playing hide-and-seek. Present indicative.) Me estoy jugando la vida profesional. (Im playing the professional life. Present progressive.) Ayer juguà © todo el dà ­a sin problemas. (Yesterday I played all day without any problems. Preterite.) Muchas veces jugamos mejores que ustedes. (We often play/played better than you. This sentence could be in either the present or the preterite tense, depending on the context.) Mis hijos jugaban en la calle mientras yo limpiaba la casa. (My children were playing in the street while I cleaned the house. Imperfect.) Yo estaba jugando en el parque central de la universidad. (I was playing in the universitys central park. Imperfect progressive indicative.) Si hubià ©ramos tenido ms tiempo, habrà ­amos jugado mejor. (If we had had more time, we would have played better. Conditional perfect.) Sers emparejado con un compaà ±ero con el que jugars durante la duracià ³n de la ronda. (You will be paired off with a companion with whom you will play for the length of the round. Future.) Lo habrà © jugado mil veces, y nunca me cansa. (I will have played it 1,000 times, and I never get tired of it. Future perfect.) Su madre me garantizà ³ que à ©l siempre jugarà ­a a fondo. (His mother guaranteed me that he would always play his best. Conditional.) Busco un videojuego que juegues con otras personas. (Im looking for a videogame that you play with other people. Present subjunctive.) Tenà ­a un proyecto para desarrollar programas de cà ³mputo que jugaran ajedrez. (She had a project for developing computer programs to play chess. Imperfect subjunctive.)  ¡Juega a tope! (Play your best! Imperative.) Los nià ±os habrn estado jugando en el bosque. (The children will have been playing in the forest. Future progressive perfect.)

Evaluation of Zara's fashion marketing performance Term Paper

Evaluation of Zara's fashion marketing performance - Term Paper Example ithin the Singapore apparel industry is almost one point three percent and it occupies the sixth position after the other international brands such as Mango, Guess, Espirit and the like (Burgen, 2014). Its vision is to satisfy the customer’s desires and needs and therefore they keep on renovating business so that it may be able to improve the condition of the business and satisfy the customers. Zara’s mission statement includes the ideals of contributing to the world in which they interact so that it may lead to sustainable development of the entire society (Jacob & Mamgain, 2011). The brand actually deals with clothing, footwear and accessories designed for men, women and children. The main advantage that Zara has in comparison to the other retailers on the market is that they do not define their segmentation into ages, therefore they are able to cater a broader range of market and capture more customers. Values that are mostly associated with the brand Zara are modern , trendy, glamorous and the likes (Zara.com, 2010). Typically a Zara customer is mostly a young, trendy fashion conscious individual who is also seeking value in the products that he or she is buying. Moreover the customer is highly related and updated with the latest fashion trends and is keen on purchasing products which carry a highly fashionable outlook or design but a reasonable price tag. The ultimate value that they want from these products are that they should be sophisticated, impressive and should add a glamor quotient to their wardrobe. Zara is such a brand which is proud of its decision to avoid mass production. In the domain of style and design, it offers its customers with the latest style and designer products. It aims at achieving high fashion with a low price intent. . The customers who buy Zara are mostly young, fashion conscious and they are also very conscious of the value of products. They are also highly aware of the latest fashion trends in the

Extra Credit Essay Example | Topics and Well Written Essays - 250 words - 4

Extra Credit - Essay Example The most important concept that I learned from the episode is the unity and cooperation among Rockefeller, Vanderbilt, Carnegie, Ford, and Morgan. They often seemed to combine their efforts and in the process make more discoveries. For example, discovery of electricity made it easier for other industries such as finance, and transport to flourish. However, I tend to think that this episode fails to show the ethical issues that characterized the making of America. For example, the episode does not show how thousands of people were oppressed in the process of industrialization. I actually wonder if some of the research standards used by the men who build America would stand the test of time in the modern society. Nevertheless, we can say that the end justifies the means since America is what it is today because of such hardworking and dedicated men who put all their energy and commitment to developing America from nothing to something. â€Å"History†. The Men Who Built America - New Episodes. Web 18 October 2012.

Benefits and Risks of Using the Internet Essay Example for Free

Benefits and Risks of Using the Internet Essay What are the benefits and risks of using the Internet as a source of informationwhen writing assignments for Master’s programmes? Searching for information on the Internet is a methodology when writing essays for Master’s programmes. Obviously, both the advantages and disadvantages of this methodology can be found. The merits of using the Internet are obvious. It is very likely that MSc students are able to find more materials on the Internet quickly and conveniently. The huge amount of information is just a click away from the assignment writers. As for MSc students, they can search the e-library of their university and other data base from around the world. Furthermore, all of this work can be done at home within few minutes. Besides, the information on the Internet is always more vivid than that in books, because the forms of information are various. There are video materials, audio materials, image materials and so on. In these forms, it is more easily for students to understand the theoretical content of their programmes, because Master’s programmes are hard to understand. On the other hand, I would agree that there are drawbacks to using the Internet. Admittedly, because of convenience, the writers tend to rely on souce materials instead of creating by themselves. What’s worse, some writers even plagiarize other people achievements. In addition, some materials from the Internet may be inaccurate or even wrong, which might mislead MSc students. In sum, students are the beneficiaries of the Internet, although misusing the Internet as a source of information is harmful. Therefore, MSc students should use the Internet carefully in terms of finding source materials for assignment.

Engaging Employees In Organizational Change Management Essay

Engaging Employees In Organizational Change Management Essay Let it sink in: Rosenberg (1993) states that people need time to adapt to the idea of change. It is best to announce the change management plans much before the actual implementation begins rather than springing up the announcement as soon as the actual transition is about to take place; in most cases it has been noted that individuals were unhappy with the rapidity at which the change management course was employed rather than the idea of change itself. If for example a company plans to layoff 20% of its staff by the end of the week; no prior announcement of this action might result in severe chaos, anger and frustration by the employees who would have to deal with the situation there and then which could result in severe emotional and mental trauma. Teach the staff well: People are usually comfortable with the familiar and suspicious of the unfamiliar. For this purpose individuals might resist changing over to a new system or procedure of doing things simply because they are afraid of making mistakes and would prefer to work according to the tried and tested procedures. Management here needs to ensure that individuals are encouraged to experiment under the new system and are allowed to learn from their mistakes rather than being reprimanded for their behavior. Relinquish some control: Rosenberg (1993) has mentioned time and again in her article that to bring about an effective change, it is necessary to give autonomy to individuals so that they feel that they are also in control and play an integral role in the course of managing change. Again resistance is not necessarily to the change itself; rather than the way the change was implemented. A good manager would always involve his employees in the change management process to garner their full assurance and support to the change being implemented. Communication is the key: This is a very important aspect as employees want to be constantly kept in the loop regarding what changes are taking place in the organization. Both the employees and their managers have to keep an fluent mode of conversation so that the queries and grievances of the employees can be addressed by the managers and the managers are also aware of the strategies they would have to use in order to compel their workforce to remain committed to the cause. If managers want to successfully overcome resistance to change then these are some of the few viewpoints they have to keep into consideration when being involved in a change management process. Kimberling (2006) has suggested four simple steps for overcoming resistance. For todays management one of the growing challenges is overcoming employees resistance to change. It is widely assumed that people dislike change. There are some ways of overcoming employees resistance to change as given below: Identify change agents early in the project/program Train, train, train Involve employees in the change enabling process Over-communicate According to Brown Cregan (2008), Cynicism tells regarding employees opinion of their organizations management and it is derivative of employees familiarity with the environment, it may require considerable efforts by management to trim it down. Engaging employees is one of the ways of managing Organizational Change Cynicism (OCC). Sharing information has been considered as the approach is suitable top-down form of engaging employees which has important and negative association with OCC. It is believed that information passed down by the management is based on employee accepting of management decisions and thus reducing level of OCC. Taking inputs from employees validates that employees and employers have differing interests in the employment relationship. Delegating the role of decision making reflects shift in the form of employment terms. Managers and employees work in a cooperative environment where solutions/ decisions may emanate from either side and no more managers are the only authority holders. Engaging employees in decision making reduces levels of OCC. This helps employees in understanding the fall out of managerial decisions as nothing comes to them as a surprise this undermines the potential of cynicism to develop. This point of view is further supported by other researchers who state that constant communication and employee involvement is the key to a successful change management process. Communicating decisions justifies change, improves sense of employee effectiveness, and makes clear the changes to employee responsibilities (Young and Post, 1993). Besides, it provides employees information on how the intervention will happen and its fall out and hence allowing them greater control over the process of change. Successful Change: Paying Attention to the Intangibles Adams (2003) asserts that though bringing about any sort of change is a challenging and daunting task, confrontation to change can be combated and an organization can make the transition to a new environment successfully. Adams (2003) further states that while there would be approximately 10-15% of an organizations employees who would be resisting change; there would also be another 10-15% who would be supportive of the change. Organizations who have implemented the change management program successfully in their vicinity have done so by involving these proponents of the change management program from the beginning stages in order to garner their full support. This does not mean that these organizations did not face any sort of resistance; resistance to change was there just like any other change management program but it was dealt with in a smart manner so that the hostile and negative feelings of the employees did not take over the entire process. The basic factors that have been identified by Adams (2003) for successful change implementation are: accepting the need for change, faith that change is both favorable and probable, enough fervent assurance, explicit deliverable goals and a clear starting strategy, structures or mechanisms that require a repetition of the new pattern, feeling supported and safe, patience and perseverance, clear accountability, the responsibility of others in the organization (not just change agents) and rewarding of new behavior. All of these factors combined have worked together in bringing about a successful change program in various organizations that applied these theories or factors either entirely or used combinations that supported their organization structure. The basic premise of bringing about a successful change program has been that it is possible to overcome resistance if a clear strategy if firstly identified and secondly people are managed in such a way so as to develop feelings of en thusiasm and commitment towards the process of change. It is how these intangible factors of change are managed that determines the successful implementation of any change management program in the world. Simultaneously, with fast pace of change organizations are currently experiencing, there is parallel increasing interest in the role of organizational trust within these processes. (Mayer et al., 1995). Lower level of trust in organization will make change look doubtful and upsetting. Change agents need to take a closer look at trust and control factors in order to comprehend better how a constructive association among employees and employers can be continued. Triumphant organizational change can take place if employees stick to the processes sketched by organizational leaders. Non-acceptance or refusing attitude towards change may harm the relation between individual and organization (Ferguson Cheyne, 1995). On the other hand, control is seen as a regulatory process by which the basics of a system are made more foreseeable by making standards in the pursuit of some preferred goals or state (Leifer Mills, 1996, 117). This means that when employees have a high sense of control over a change intervention, it means they predict the result associated to it, hence they feel comfortable increasing the probability of sticking to the change. Some authors have treated trust and control as substitutes (e.g. Inkpen Currall, 1997; Leifer Mills, 1996), such that the more trust there is in a partner, the less need to control its behavior. A different approach is presented by Das Teng (1998) which state that these parallel phenomena hold a supplementary character. According to them, If employees perceptions of control over change represent how comfortable and familiarized employees are concerning the change, what is the impact of lower or higher control in the relationship between employees and organizational agents? Although the stronger is employees trust in their supervisor, the more committed these employees are to their organization, we believe trust has differential effects on work outcomes depending on how employees perceive change (i.e. how much they feel they control the change process). For this purpose Das Teng (1998) explain the concept of organizational change interventions. Organizational change interventions are situations in which both perceptions of trust in the supervisor and control over change are high stake factors because of the risks entailed in them. A situation in which employees have low perceived control over an organizational change intervention is a situation where trust concerns are increased. If an employee has lower control over the change, a trusting relationship with his supervisor will help him maintain his level of commitment to the organization. As a consequence, not only employees with low perceived control over change and low trust in the supervisor are expected to have the lowest levels of organizational commitment, but also the relationship between trust in the supervisor and affective organizational commitment is stronger for employees with lower perceptions of control over the change intervention. Brockner et al. (1997) found that when trust concerns become more prominent, the level of employees trust in organizational authorities is more likely to influence their support for the organizational authorities and their organizational commitment. The Hard Side of Change Management The DICE Factors Sikrin et al. (2005) has a different opinion on which factors to focus on when bring about the change. Recently the gurus of change management tend to pay more attention and emphasis on soft factors such as culture, leadership and motivation. These factors play an integral role in making an organization attain success but one cannot focus on these factors only when an organization needs to be transformed. Such basic factors do not always affect the change management programs in organizations. For example, a good leadership is essential to the success of any organization but is not the sole affective factor. Communication plays a major role when bringing about any change but again, is not the only factor to severely affect the change process. The most difficult factor to change is changing the mindsets of individuals; individuals and organizations have certain perceptions and behaviors that are so deeply inculcated in their personality that it is very difficult to steer them in a diff erent direction. Sikrin et al. (2005) also states that while surveys can be conducted to understand the effect of such soft factors such as culture and leadership, it is difficult to quantify such soft factors. An emphasis on the unconventional outlook of change management, the hard factors, is also important to be taken into consideration. These factors have three important characteristics which are as follows: Organizations are capable to evaluate them in straight or circuitous methods. Organizations can simply correspond their significance, both inside and outside of the organizations. And possibly mainly vital businesses are able to influence those essentials rapidly. Such important factors that directly affect the change process are the time span taken to undergo a process, the individuals necessary to carry out the various job requirements and ultimately the financial returns that such an activity leads to. There are numerous researches that depict that hard factors play an essential role in bringing about any sort of change process, else the organizations face failure. (Sikrin et al., 2005). On the other hand it is also necessary for the management to pay an equal amount of attention to the soft factors. However, if organizations do not firstly emphasize on the hard factors, the entire change process would result in severe failure. Sikrin et al. (2005) write in their article that they gained an insight into a new aspect when they studied and identified the basic factors of change that all processes shared. They conducted a hypothesis that studied how various organizations conducted similar transformation programs. For this purpose the authors studied various industries in various countries in order to take out the common elements. 225 companies were part of the research conducted where it showed that there was a directly related relationship between the outcome of a change process and tough four elements: plan life span, specifically the time between plan feedbacks; performance veracity, or the abilities of project teams; the dedication of both higher staff and the lower staff whom the transform will influence mainly; and the extra attempt that peoples must make to manage with the alteration. They named these factors as the DICE factors since we could stack them in support of projects accomplishment (Sikrin et al., 2005). According to Sikrin et al. (2005) We finished our learning in 1994, and in the 11 years since then, the Boston Consulting Group had used those four elements to forecast the results, and direct the completion, of more than 1,000 change management stances globally. Not only has the association held, but no other elements (or combination of these factors) have forecasted results as well. The Four Hard Factors Organizations work with the four factors in different ways in order to create new combinations. On one end of the continuum, there are projects that will ultimately face success than the ones that are going to face failure on the other end. For example, Sikrin et al write, At one end, a small plan led by a capable, ambitious, and consistent team, led by top management and implemented in a division that is open to the change and has to put in very little further attempt, is destined to thrive. On the other end, a lengthy, designed plan implemented by an unskilled apathetic, and incoherent groups, without any higher management sponsors and aim at a function that disapproves the alteration and has to do a excessive efforts, will be unsuccessful. Through this process the organizations can then find out which change program fell at which end of the continuum. However, most of the change processes ended up in a neutral position where it was difficult to find out if they were a success or if they had failed. It is the responsibility of executives to conduct an in-depth analysis of the DICE factors to decipher which direction the change program go. Following are the DICE factors: D. The time span Duration required concluding a transformed plans if it has a limited duration; if not limited, the longevity of time between feedbacks of objectives. I. The plans teams performance Integrity; that is, its skills to finish the program on time. Which are linked to teams abilities and expertise as per plans necessities. C. The Commitment to revolutionize that top hierarchy (C1) and staff affected by the transformation (C2) display. E. The Effort other than the routine work that the transformed initiative necessitates from staffs (Sikrin et.al., 2005). This study therefore goes to show that there are multiple methods that could be adopted in order to bring about an effective change management process. Furthermore, case study research shows that there are multiple methods adopted for managing change. While many prescriptions, guidelines and models exist, managers responsible for executing the changes are selective in the way they use these ideas (Storey, 1992). Keeping in mind the above mentioned point of view we can assume that to a major percentage of the change varies from person to person. Those who see themselves as creating organizational change as an intentional process (i.e. top management formally leading change) will have a different perspective to those who are on the receiving end of change (Kanter et al., 1992). Change Management Around the World Change Resistance in Bureaucratic Organizations in Jordan To understand why employees resist change Khassawneh (2005) highlights the reasons and causes behind employees resistance to administrative change in various bureaucratic organizations in Jordan. There were eleven factors, were identified as being major causes of change resistance in bureaucratic agencies. These factors include: inadequate financial and non-financial incentives offered to government employees, lack of employees participation and involvement in the change process, distrust between employees and higher management, expectation of more control and supervision from higher management, expectation of additional job demands and requirements, comfort with status quo, disruption of stable work standards and social relations, lack of goal clarity, lack of employees conviction in the goals of change, fear of loosing job and/or job prerogatives, and the sudden and confused manner in which change is introduced (Khassawneh, 2005) According to Khassawneh (2005) the most significant reason of resistance to change was found out to be lack of employees participation in the change process. This factor was assessed on the basis of two parameters: seniority in organization and number of training programs attended by employees. Senior employees who were part of the organization for five years or less resisted strongly due to lack of participation in the change process than their seniors who had served in the organization for periods ranging from 6-20 years. Employees who had served for five years or less in such government institutions made up 32% of the sample (133 respondents). These individuals were involved in activities concerning of an executive nature and therefore played a significant role in the running of the bureaucratic organizations. Employees who had not attended any training program felt that lack of involvement led to resistance to change. Therefore this attitude goes to show what an important role the training programs play boosting employee morale and involvement as training enables individuals to discover their strengths and weaknesses and also instill in them a sense of belonging in their organization. Therefore the respondents who did not get an opportunity to participate in any training programs claimed to have low sense of involvement with the organization treated the management with greater suspicion, than those who took part in certain training programs. Another major cause of resistance to change was as found out by Khassawneh (2005) was lack of proper incentives for employees. This lack of proper incentives was correlated to five of background characteristics of respondents which were namely; seniority, administrative rank, number of training programs attended, age and level of education (Khassawneh, 2005). Younger, low level ranking employees resisted more due to lack of proper incentives. Employees who have served for longer periods of time tend to receive greater incentives as the longer they remain in a government organization. Resistance to change also came about when the employees viewed the management with suspicion and distrust (Khassawneh, 2005). Younger employees working at a low level position who did not get adequate decision making authority or those who did not attend enough training programs were mainly the individuals who highly resisted any sort of change. Khassawneh (2005) states that if such low ranking employees are also not given enough information regarding the change process, then such employees would always create issues in the organization. Change Management in Indian Banks Hegde George (2002) in their study further highlight reasons of why employees resist to change of shifting towards automated services in the banks. Before the privatization wave began in India, the public sector commanded a major chunk of the economy. Though there was excessive regulatory mechanism there was widespread corruption, a high cost economy and poor performance from the state owned enterprises. State-owned banks were also run in an extremely inefficient manner due to interference from political quarters and as a result these banks were frequently caused to go through bankruptcies. Employees in these banks too were not ready to accept any new changes as they preferred the old practices and lived happily under the umbrella of State protectionism. Hegde George (2002) conducted this at Goa, in which a sample of 100 branch managers (BMs) with the objective of finding out the factors that motivate or inhibit BMs in servicing customers. They also focus on the reasons why employees resist any sort of new change taking place in the organization. Transition to a new work methodology was cited as a major factor contributing towards employee resistance. Since the traditional bureaucratic banking practices did not focus so much on customer service, the employees had to be given intense training in how to deal with the customers, how to respond to their queries regarding new services and how to respond to complaint situations. This required a whole new work ethic and attitude to be developed among employees as well as they were not equipped to deal well in the customer dealing sphere. Along with this the staff had to also be trained in the new technological aspects of the innovative banking solutions as well (Hegde George, 2002). Secondly the researchers found out that lack of technological know-how/training also contributed to resistance to change. Branch managers admitted that they were not aware of all the workings of the new banking system and could not answer customer queries regarding ATM machines as they were not knowledgeable about the workings of ATMs. Added to this computerization was another major woe of the employees as they employees were give inadequate training where they learned through a trial and error process which resulted in delay and frustration with the work at hand. Furthermore the top management frequently decided to change the software being used so the employees had to go through the whole process of learning through trail and error again. Lack of communication and inadequate training resulted in a high level of de-motivation and resistance from the employees who were not willing to accept the new changes as they felt that the new process created more confusion and damage rather tha n resolving the issues. Hegde George (2002) also discuss how the staff was downsized by the management in order to cut down on its cost where a Voluntary Retirement Scheme was introduced in order to let the staff go. This resulted in paucity of staff a the branches where the few remaining staff was overworked and underpaid which led to further resistance and de-motivation of the staff, many of whom quit their job as they felt exploited by the new change management process introduced by the top executives. Through the course of their study, Hegde George (2002) find out that the key to customer satisfaction is firstly employee satisfaction as employees who feel de-motivated and discontented of their jobs and companies exhibit their feelings via not serving the customers properly and even by speaking bad about their company in front of the customers. The main reason why employees resist changing is because the reasons and benefits of the change are not communicated to them, adequate training to deal with new procedures is not provided and furthermore staff is laid off without any prior warning which creates feelings of insecurity and mistrust towards the organization. Finally resistance to change could have been overcome if the management proceeded to bring about the change process in a systematic manner. If all the employees were communicated the plans of the management right in the beginning and the benefits of the change to the employees and the organization were made common knowledge, then the employees would be more emphatic towards the change process. An organization is nothing without the support of its employees and in order to bring about any sort of change the organization has to make sure that its internal customers are satisfied before the external customers are serviced. The IBM Making Change Work Global Study IBMs (2008) research department addressed the issues as to why most organizations cannot bring about a change successfully in an organization. IBMs research was conducted using a sample size of more than 1,500 key practitioners through surveys and detailed interviews. The purpose of the research was to find out why implementing a change management program was met with resistance by the employees and why the program failed to be implemented in most organizations successfully. The study revealed that 44% the projects failed to be completed on deadlines, or within budget or without decided quality of end goals, while 15 percent either ceased or failed to meet any of the objectives. The reasons cited for these failures range from lack of clarity of goals, failure to execute the project successfully from the perspective of the top management and lack of employee involvement, age factor, educational level and fear of new change from the perspective of the employees. The major challenges to change were divided on two parameters; soft factors and hard factors. The soft factors of resistance to change included: changing mindsets and attitudes, corporate culture, complex nature of the change process, lack of dedication from the side of upper level management, and deficiency of motivation of employees involved. While the hard factors of resistance to change included: shortage of resources, lack of change information, not much transparency because of incomplete or unreliable information, change of process change of IT systems, technology barriers. Its was found out from this study that while the hard factors play an important part in hindering the process of change, surprisingly it was the soft factors that was harder to get right. Altering thinking, behaviors and norms of an entity typically need different methods and skills that are applied time after time and over the time. Sometimes they require being applied over a series of consecutive assignmen ts and even some of them often continue after the project has been finished formally. (IBM, 2008). In order to overcome these resistances, the study then focused on the parameters that made a change successful. While leadership, employee engagement and honest communication were cited as the major areas providing impetus for change; again the list was divided into hard and soft factors that made a change management process successful. The soft factors comprised of: higher managements commitment and support, employee motivation and participation, open and accurate communication on timely basis, organization environment and culture that motivates and promotes change. The hard factors included: efficient training programs, adjustment of performance measures, efficient organization structure and monetary and non-monetary incentives. The major responsibility of implementing the change was that of the top management. The results of the research revealed that Practitioners firmly place key responsibility for the fate of change projects in the executive suite an overwhelming 92 percent na med top management sponsorship as the most important factor for successful change (IBM, 2008). Therefore it can be concluded from this study that while employees would always be suspicious of any kind of change and would resist the efforts of the management out of this fear and suspicion. It depends upon the top management to ensure timely communication, encouragement of employee involvement and appointing of professional change agents would pave the way for a successful change management process for any organization. Factors Affecting Resistance to Change: A Case Study of Two North Texas Police Departments Gaylor (2001), tried to explore the issues that affect conflict with change. For this purpose a law enforcement agency was chosen as the case in point i.e. two North Texas Police departments where the police consequence of mature education and expectation on the police teams level of opposition to change and the results of contribution and mutual understanding on reliance were examined. There were 5 factors that were identified as very influential on organizational change. These factors were: 1) Employee participation in resistance to change, (2) Trust in management, (3) Communication process, (4) Quality of information available and (5) Education (Kent, 2001) Research resulted that factors that affect resistance from employee side are involvement in the process, believe in management, processes of communication within organization, and exchange of information. The synopsis by Kent (2001) states that employee involvement in the process of change encourages him to feel to be owner for the new system and therefore, boosts the level of comfort and trust between employees and the management. Secondly, the organization needs to have a proper system of communication for employee remedy and support. This also increases the level of trust between the two stakeholders. Third, employees must be provided with accurate and timely information so as to reduce the level of chaos that is normally created at the time of change in any organization. And finally, to feel secure about their jobs and statuses and other issues of change process, employees have to have a high level of trust in management. Leading and Coping with Change Woodword Hendry in 2004 undertook 2 surveys to look at different perspectives in research on how change is being managed in financial services institutions of Londons. These involved representatives of senior management personnel who were responsible for initiation of change in the organizational and all other employees inclusive of managers experiencing change while serving at different levels. The aims of the study were: To define the skills and attitudes required to lead change and those needed effectively to cope with change and To develop a model to show how change is absorbed within the organization They organized their findings in five parts as described below, which have been arranged in the following manner. In the 1st section, as people keep on seeking to explore that what is going on in their organization, states what the employees and employers consider as the main pressures for change, their formal boss responses, and in what ways these changes have impacted them. Then, as conventional ways of working are tempered, in parts two and three they show how people cope and what different resources are required in terms of skills and competencies to perform well in this new changed environment. Then in part four they describe specific qualities required by the change managers to cultivate with respect to employee needs. Finally, they state what the organizations do in order to support their employees through out the change process, and how senior management and employees percieve this. The results of

Winnie’s Dramatic Story in “Happy Days” by Samuel Beckett

Samuel Beckett’s play, â€Å"Happy Days,† portrays a woman, Winnie, buried in the ground, first up to her waist, then up to her neck, determined to live out her meaningful life. Although her situation is hopeless because she has no idea how she got there, Winnie trusts that her life is meaningful and truly believes that there is nothing she can do to change it. Consequently, Winnie focuses on trivial details to pass each day. Beckett definitely succeeds in making this character’s life dramatic by consuming her life with habits and rituals. Winnie’s life is focused around certain details that help her cope with her anxiety of existence. Beckett shows that internally Winnie is afraid of what cannot be predicted or controlled and therefore has her resort to trifles. Winnie’s dramatic story is centered on a famous quote from Beckett’s first published play, â€Å"Waiting for Godot,† in â€Å"Habit is the great deadener. † Although this play is a comedy, there is a deeper side of the characters as well. It is funny in the aspect that both Winnie and Willie live in some strange universe unfamiliar to the readers and that they lead essentially meaningless lives, somehow surviving the passage of time, lack of connection with each other, and purposeless existence. As the play goes on, however, the reader starts to sense that Winnie has a fear deep inside of her about what is to come. She even starts mumbling a half forgotten prayer at the beginning of Act One where the reader only picks up, â€Å"World without end Amen† (752). Winnie blatantly prays for a world that has infinite life so she will not have to see the face of death. As the play develops, it is revealed that Winnie tries to avoid confronting the reality of her situation, Willie’s ignorance towards her, and the inevitability of death. It is almost as if Winnie is in denial about her life but does not yet recognize it. She, however, repeats, â€Å"†¦can’t complain – no no – musn’t complain much to be thankful for† (753) and â€Å"No better, no worse, no change, no pain† (753) as if she really is in pain and absolutely refuses to believe it because she merely trusts that she leads a meaningful life. Perhaps an evident way Beckett portrays Winnie’s dramatic story is through the variation of the phrase â€Å"this will have been a happy day† that she repeats throughout the play. Winnie proclaims this only after Willie cknowledges her existence. Each time Willie ignores her, Winnie’s conversation becomes futile and she starts to get the feeling that her hopes are false because she spends the majority of her day telling stories and yearning for her husband’s response. Her â€Å"happy days† seem to be when she experiences human interaction. Winnie understands that she talks a lot but she simply talks in hopes to generate some sort of human response. Winnie is overdramatic when Willie even utters a tiny word and proclaims that it is truly a happy day for her, once again renewing her hopes of a happy life. She seems to be a typical dramatic romantic woman who is desperate to keep her relationship with her husband alive. Winnie even admits, â€Å"I am not merely talking to myself, that is in the wilderness, a thing I could never bear to do – for any life of time† (756). She understands that speaking aloud to no audience is simply just internal thought and is fearful for that day when she will have nobody to talk to. Winnie repeats â€Å"simply gaze before me with compressed lips† (756) throughout the play portraying her fear that one day she will have to resort to staring into space in internal thought only. Optimistic Winnie, however, assures herself that she will always have her black bag to resort to when words fail. Seeking to fill the hours of the day, Winnie chooses to reminisce about the past, speak in â€Å"old style† language, and carry out various rituals. Her black bag is the source of her rituals and it seems to be all that she really has, considering Willie hardly ever acknowledges her. Winnie starts and ends her day by the sound of a bell, quickly moving to the minute details like brushing her teeth, combing her hair, polishing her glasses, and putting on lipstick. Habit is Winnie’s sole consolation in her thought of a threatening universe winding down and eventually burning out. She insists on constructing activities to pass the time and to provide a sustaining illusion of meaning. Every action taken is in hopes to diminish her loneliness. Her rituals, repetitive in nature, erase Winnie’s distinction between past, present, and future. It is almost as if she has no free will and her habits consume her entire life on an almost superstitious level. Winnie must complete every ritual each day in order to feel whole. In the beginning of the play, the reader picks up on Winnie’s compulsiveness when she dramatically proclaims, â€Å"My hair! Did I brush and comb my hair† (756)? It seems as if superstition creeps in and Winnie cannot continue her day if she does not fully complete her rituals. Winnie bases her future on her next ritual. All of her available sources for optimism, however, are being used up in her black bag so she must work harder and harder to stay positive. Winnie lives in a static world believing that such an existence with no change will fend off death. Beckett’s quote, â€Å"Habit is the great deadener,† suggests otherwise, contradicting Winnie’s only beliefs. Winnie focuses so much on the miniscule details and following a routine that the objects start to control her, causing her to lose self control and actually driving her closer to death with such static routines. The ritual Winnie looks most forward to is singing her song at the end of the day. It excites her to sing it but she quickly becomes saddened at the end, once again exemplifying her dramatic story. The song perhaps gives her a sense of hope for life in the beginning, but Winnie realizes that it is not true in her own relationship, quickly becomes distraught, and must accept the fact that life will return to normal with her habits and rituals the next day. By the end of the play, Winnie is buried up to her neck in the ground but still refuses to admit the absurdity of her situation, constantly assuring herself that each day is a happy day, even if she is on the verge of tears. Winnie relies solely on habits and rituals to protect herself from what she cannot predict. She does not realize, however, that consuming her life with these rituals is actually bringing her closer to death. Beckett even symbolizes this through the fact that Winnie is buried up to her neck by the end of the play, taking away her ability to complete all of her rituals, and making the statement clear that death is near. Beckett succeeds in making Winnie’s story dramatic through her specific rituals and exemplifying his idea that, â€Å"Habit is the great deadener. †