Do Working Mothers Benefit Families

Introduction Nowadays, married women are not relegated to the role of housewives; many pursue a career. â€Å"In 2008, 64% of women with children aged three to 17 years were in the labor force, and 39.6% were employed; In 2009, 70.3% of women with children aged three to 17 years worked, 43.1% of them were employed, most of them full time; In 2010, Among mothers with children aged three to 17 years, 77.1% were employed, two-thirds of them full time.† (Doak, par.1) The break-down of rigid gender roles and the increased participation of women in the workplace have given women more choices in how to improve their own lives and that of their families.Advertising We will write a custom research paper sample on Do Working Mothers Benefit Families? specifically for you for only $16.05 $11/page Learn More Nevertheless, working mothers are often subject to negative feedback, such as the claim that working mothers are being selfish or even harming their fami lies! There are divergent viewpoints of working mothers, which leads to the question: â€Å"Do working mothers benefit families?† The reason why I am interested this issue is because I am a new mother with plans to pursue a career after I complete my studies. Even though I am struggling on the decision of whether go to work or be a full-time mother, I know clearly that I have to face the reality of losing out on income if I choose to stay at home to take of my daughter. I believe this kind of reality is very common for majority families. Through many articles and media resources which I collected for this research question, I arrived at a conclusion that is working mothers and happy families are not contradictory but coexist. Working mothers should not be criticized for deciding to pursue a career, especially, as long as they are able to balance between it and their responsibility towards their families and children. The reality is that working mothers are now a mainstay for their families, or say working mothers are benefit families. Working Mothers Benefit Families First of all, mothers are employed because their families depend on them financially. â€Å"Numerous studies have demonstrated that simply doing two full-time jobs (parenting and waged work) is extraordinarily difficult for any individual and results in considerable stress and can result in degraded parenting and degraded relationships,†(par. 2) explains Professor de Vaus of La Trobe University, Australia. This quote demonstrates that the traditional family model of the stay-at-home wife is not tenable anymore. Increased cost of living necessitates two-income earners. Author Stevenson states, â€Å"Most fathers felt that the mother’s work was beneficial and facilitated family life. They talked about it enhancing the quality of their relationship together, and recognized the way in which work enabled their partner to develop and express different aspects of her identity. They also appreciated having help in supplementing the financial costs of raising a family.† (par. 8)Advertising Looking for research paper on gender studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More This statement shows that the fathers feel that having a partner work outside the home enhances their personal relationship and benefits the family. There is no doubt that many mothers want to stay at home with their children. However, the economic evidence is clear. Mothers have been entering the labor force in larger and larger numbers because they need to for the good of their families. Another way working mothers benefit families is by being better life partners and strengthening their marriages. A recent study showed that â€Å"wives’ full-time employment is now associated with increased marital stability† (Coontz, par.14). Also, having an educated female spouse may decrease the rate of divorce: â€Å"College graduates are more likely to have egalitarian ideas about sharing housework and breadwinning, and recent (as of 2007) research shows that egalitarian ideas and behaviors improve marital satisfaction for both men and women.† (Coontz, par.13) Many studies show that men now want a wife who is at a similar educational or occupational level: â€Å"†¦ as the wife worked more, the husband’s view of the quality of his marriage actually improved† (Coontz, par17.). According to Professor de Vaus in the Journal of Family Studies, They see the arrangement as fair, not because each partner is contributing in the same way, but because they both need the contribution of the other. The mutual interdependence rather than sameness is what enables these wives to regard the arrangements as equitable† (de Vaus, par.8). A family works better as a whole unit when both spouses are working to support the family as a common goal. Moreover, in the online video clip of â€Å"Working Moth ers @ Cisco†, Aileen who has two kids said that â€Å"I couldn’t imagine myself with a partner who chose to stay at home and who didn’t have a life outside our family. For starters, what would we talk about? †¦ [It’s] good for the family because we can sit down together and plan financially for the future because we have two incomes to work with† (Cscopr). Both anecdotal evidence and research indicate that having a working mother increases the level of marital stability. Lastly, working mothers provide children with positive role model. Working mothers understand that the sacrifices implicit working outside of the home, while at times, feeling that sometimes their employment could have a negative impact: â€Å"They could also feel that their children sometimes resented them working if it cut into times when the children wanted to be with their mother.† (Luscombe, par.4)Advertising We will write a custom research paper sample on Do W orking Mothers Benefit Families? specifically for you for only $16.05 $11/page Learn More On the other hand, mothers also understand that working outside does have benefits for their children as well. According to Amelia Hill, a social affairs correspondent for the Guardian, â€Å"The majority of mothers feel no guilt about leaving their children to go out to work and believe their working life has improved since having children.† (par.6) In fact, children whose mothers work feel proud of them. In the article â€Å"Career Mum Balancing Act,† the author Baker-Dowdell points out â€Å"[My daughter] said, ‘Mummy, I want to be like you when I grow up, I want to go to work’. I was really touched and I could see that my going to work is a positive influence on her.† (par.5). Baker-Dowdell also talks about how the mother’s work benefited their children. They felt that it enhanced the quality of mother-child relationships, he lped their children to develop useful skills, and provided them with a positive role model: â€Å"I’ve learnt negotiation skills and I have taught my children negotiation skills and they use it effectively.†(par.7) In the online video â€Å"The Effect of Working Moms on Their Kids,† Dr. Sylvia Gearing points out that the working mothers give their children a great sense of independence, good role models, and the solid reality that women work in society. Best of all, they show their children that mommy has a strong sense of self-esteem. Working Mothers Do Not Benefit Families Gender equality has been the debate of many scholars and organizations and as a result, the idea has been embraced by the society. However, it is clear that not many people have strategized on how to deal with situation and the challenges that comes with it. Research has shown that getting involved in both parenting and paid work as full time jobs is not easy for any individual. As a matter of fact, in some cases it has been seen not be a solution to the needs in the family but as a source of another problem. That is, it has been recorded to cause stress as well as influencing negative relationships and parenting process. It is important to note the way mothers cope with this situation is influenced by many factors. For example, the nature of the job and the structure of the family are some of the factors that influence the relationship of working mothers and their children. The structure of the family may contribute largely in that, in case the family is extended and the mother is expected to take care of the elderly, it would mean more responsibilities for the mothers. In addition, the number of children and their age may make the situation more complex. Many and young children may make the mother/ woman be unable to balance between paid work and parenting (Doak 1).Advertising Looking for research paper on gender studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Looking at the other side of the story, it is clear that working mothers do not benefit their families. In fact, the situation results to a less bonded family. Take for example those careers that are very involving. In such a case, the mothers are sometimes required to work overtime or even operate away from their families in cases where they go on business trips. The family is forced to do without a mother. Although many women argue that the nannies fill in the gap carrying out the responsibilities and duties that come with motherhood, it is evident that they can never fill in the gap of a mother. There are those things that nannies can attend to and those they cannot. The mutual relationship between a mother and her family is unique and can only be achieved in the presence of a mother (Venker 178). It is important to note that women are human beings too, and the environment that they work in is not stress free. Moreover, they are not favored because they are women and have familie s to take care of. They usually undertake their duties just like anybody else. They face the job challenges as everybody would. In such a situation, it is their families that suffer. Women are created differently from men and it is usually difficult to separate issues of the work place with family matters. If they had a terrible day in the office, there is a likelihood of carrying over the same in the house. The husband and the children experience a cold relationship from their mother and if it continues for a long time it may ruin relationship in the family. Balancing between work and family sometimes may be difficult. Take a situation in which a mother had a very busy day at the work place. When she gets home she is extremely tired to attend to her family. Women are humans, right? And when they get home tired like everybody would behave, they don’t have much to say or do with their families. They seek to rest ready to face the next day. If this goes on for a period of time then it can affect the relationship between the mother and the family negatively (De Vaus 120). Family may not only include the husband and the children but it may also include the elderly parents and the parents-in-law. It is the responsibility of the woman of the house to take care of them. It becomes worse when even when the organizations do not recognize that working mothers need to be assisted on how to manage paid work and taking care of the elder people. This is because in the past there has been systems put in place to help working mothers manage both tasks but in this case there is no system put in place to help women manage their elderly parents and their jobs as well. It becomes more challenging when the family has to relocate due to job demands. In many cases the family consisting of mother, father and children is the one that becomes mobile while the elderly are left behind. The geographical distance created simply because women are attending the paid work is not benefi cial to the larger family, considering that the elderly are sensitive just like the young children. Conclusion It is natural for many mothers with young children to feel ambivalent about working for obvious reasons. Despite debate and opposing public opinions for working mothers, mothers have entered the labor force freely and in ever greater numbers because they and their families have been made better off by that choice. These benefits are fairly obvious, such as the incomes earned by women enhance the financial security of their families; the quality and stability of marriages are improved; and children are provided with better role models by working mothers. Through my research, I have more confidence to work outside of the home because I know that my sacrifice will ultimately benefit my family and my relationship with my husband and my daughter. For myself, I hope to feel satisfaction and self-fulfillment from my career. Works Cited Baker-Dowdell, Johanna. â€Å"Career Mum Bal ancing Act.† Insightful writers. Informed readers. Suite 101.com. 3 Sep. 2010. Web. Coontz, Stephanie. â€Å"Career Women Do Not Make Bad Wives.† The Boston Globe (18 Feb. 2007). Rpt. in Working Women. Ed. Christina Fisanick. Cscopr â€Å"Working Mothers @ Cisco.† YouTube. Online Video Clip. 8 June 2009. Web. https://www.youtube.com/watch?v=LHGMhchqIuM Detroit: Greenhaven Press, 2008. Opposing Viewpoints. Gale Opposing Viewpoints In Context. Web.. De Vaus, David. â€Å"Balancing family work and paid work: Gender- based equality in the new democratic family.† Journal of Family Studies 15.2 (2009): 118-121. Academic Search Premier. EBSCO. Web.. Doak J, Melissa. â€Å"Child Care and Elder Care.† Women in American Society. 2010 ed. Detroit: Gale, 2010. Information Plus Reference Series. Gale Opposing Viewpoints In Context. Web.. Doak J, Melissa. â€Å"Family and Work Arrangements for Mothers and Children.† Women in American Society. 2010 ed. Detr oit: Gale, 2010. Information Plus Reference Series. Gale Opposing Viewpoints In Context. Web.. Hill, Amelia. â€Å"We’re doing fine, say working mums: Ninety per cent believe that their careers make them good role models.† THE OBSERVER (England), 28 Sep. 2008, Eastern Ed. LexisNexis Academic. Web.. Luscombe, Belinda. â€Å"Working Moms’ Kids Turn Out Fine, 50 Years of Research Says.† Healthland. TIME. 18 Oct. 2010. Web.. Stevenson, Jennifer. â€Å"Moms should reject the guilt that comes with a paycheck.† Insightful writers. Informed readers. Suite 101.com. 20 Oct. 2010. Web.. Suzanne Venker. 7 Myths of Working Mothers: Why Children and (Most) Careers Just Don’t Mix. Spence Publishing Company, 2008. This research paper on Do Working Mothers Benefit Families? was written and submitted by user Alvaro Combs 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.

Impeachment of Andrew Johnson essays

Impeachment of Andrew Johnson essays With the assassination of Lincoln, the presidency fell upon an old-fashioned southerner named Andrew Johnson. Although an honest and honorable man, Andrew Johnson was one of the most unfortunate Presidents. Over time there has been a controversial debate as to whether Johnson deserved to be impeached, or if it was an unconstitutional attempt by Congress to infringe upon the presidents authority. The impeachment of Andrew Johnson was politically motivated. The spirit of the Jacksonian democracy inspired Andrew Johnson. From this influence he helped found the Democratic Party in his region and became elected to the town council in 1829. After serving in his town council for two years he was elected mayor in 1831. Johnson was a strict constructionist and an advocate of states' rights who distrusted the power of government at all levels. Following his term as Mayor Johnson won elections to the Tennessee State legislature in 1835, 1839, and 1841. After serving these terms he was elected to Congress in 1843. As a member of the US House, Johnson opposed government involvement in the nations economy through tariffs and internal improvements. "In 1852 Johnson lost his seat in the US House because of gerrymandering by the Whig- dominated state legislature." (Jackson) Following his loss he came back in 1853 to win a narrow victory for governor and served two terms. In 1857, Johnson was then elected to represent Tennessee in the US Senate. "While serving in the Senate Johnson became an advocate of the Homestead Bill, which was opposed by most Southern Democrats and their slave owning, plantation constituents." (Kennedy) This issue strained the already tense relations between Johnson and the wealthy planters in western Tennessee. Eventually the party split into regional factions. Johnson made the decision to back the Southern Democratic nominee, John Breckinridge. By this time the rupture between Johnson and most ...

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Marketing Processes at Marks and Spencer

Marketing Processes at Marks and Spencer The organization Ill be concentrating on will be Tesco Store and Marks and Spencer. I chose to study organisation behaviour in Tesco and Marks Spencer due to having communication access. I would comfortably get information about these organizations. Tesco plc is an UK- based international grocery and general merchandising retail chain. It is the largest British retailer by both global sales and domestic market share, is the worlds third-largest grocery retailer, and is the fourth- largest retailer behind Wal-Mart of the United States, Carrefour of France, and the home depot of the United States. MS is an international company, which spreads through Europe, North America and Asia. MS is the largest and the leading variety store retailer in the UK. New brand and product development over the last ten years in fast-moving consumer goods sectors in the UK is that many of the most original and successful initiatives have been taken not by manufacturers but by retailers. The aim of this report is to examine organisation behaviour in concern with the understanding of those factors that influence peoples behaviour in the workplace. 2.1Different organisational structures Every organisation with more than one person needs a structure so that workers have clearly defined roles and are clear about the roles of others. An organisations structure is often presented as an organisational chart which will show how management is organised vertically with layers of hierarchy and horizontally by function, product or division. The chart will make clear who is responsible for what, who is responsible to who and who to go with problems and queries. There are three main types of organisational structure: tall hierarchical, flat and matrix hierarchical. Tall this type of structure will have more than 4 levels of structures and span of control is average of 6 people reporting. This causes a distraction in communicating because there are a few people in charge in this long stretching triangle. Bureaucracy has control in this type of organisation. Role culture is the way they work, good promotional aspects. Example of Tall Structure Flat this type of structure will have less than 4 levels and spam of control is about 25 people, usually higher. They have a good level of communication because they have only one or two people in charge that they can report to. Use power culture type of team work structure, have less promotional aspects. Wide and short triangle appears if drawn. Example of Flat Structure Matrix Matrix type of structure is when the work is spread out to other employees. They usually work in teams so their culture is task. Advantages are they can work more efficiently and focused Example of Matrix structure Project 1 Project 2 Project 3 Project 4 Project 5 Project 6 Project 7 Project 8 Employee 1 à ¢-  à ¢-  Employee 2 à ¢-  à ¢-  Employee 3 à ¢-  à ¢-  Employee 4 à ¢-  à ¢-  Network Autonomy (doctors, lawyers, dentists etc). Everyone has equal power so clash of powers and conflicts can happen. Organisational Culture Organisational culture is complex and multi-faceted. Culture is intangible and imprecise. It also changes over time. Culture encompasses standard patterns of behaviour and plays an important role in shaping our purchasing patterns. It stems from traditions, beliefs and values of the community in which people live. It is the complex of values, ideas, attitudes and other meaningful symbols that serves humans to communicate, interpret, and evaluate as members of society. There are four types of organisation culture role, power, and task and person culture. Role culture is known as a bureaucracy. In role culture job comes first so it creates a highly structured, stable company. Power culture is like the spiders web. One individual is in charge of the organisation in the centre surrounded by others involved. Task culture is job or project orientated. Individuals empowered with discretion and control over their work, is flexible and adaptable. Person culture is where the individual is the focus of the organisation. Examples are doctors , solicitors and dentists. Tesco structure Tesco structure seems to be a tall structure. There are six work levels within the organisation. This gives a clear structure for managing and controlling the organisation. Each level requires particular skills and behaviours. Work level 1 frontline jobs staff who works directly with customers doing various tasks in store, such as filling shelves with stock. They require the ability to work accurately and with enthusiasm and to interact well with others. Work level 2 lead a team of employees who deal directly with customers. They require the ability to manage resources, to set targets, to manage and motivate others. Work level 3 running and operating unit. They requires management skills, including: Planning, Target setting and Reporting Work level 4 supporting operating units and recommending strategic change. They require good knowledge of the business, the skills to analyze information and to make decisions, and the ability to lead others. Work level 5 responsible for the performance of Tesco as a whole. They require the ability to lead and direct others, and to make major decisions. Work level 6 creating the purpose, values and goals for Tesco plc. Responsibility for Tescos performance. They require a good overview of retailing, and the ability to build a vision for the future and lead the whole Organization. Marks and Spencer has a flat organisational structure. The business lost a number of layers of authority through delayering which means that employees throughout the business have more responsibility. This enables them to make quick decisions and justifying actions that have been taken. The organisational structure of MS means that most employees had to account for the decision made. Besides this, it is also necessary to make those decisions quickly since there is a lot that one single employee was expected to do. Training and development is therefore necessary to ensure that these employees. It should be noted that most of the roles taken up within MS are specialised. Therefore, employees need to be empowered by teaching them new skills in their new area or career. First of best practice requires that there should be lean organisation structures within the company in order to encourage team work. This is exactly what MS has done; it has included this as part of its strategy. Decision making is not as centralised as it used to be before thus necessitating the need for training and development. Summary Here as we can see Tesco has a tall structure and role culture is the way they work whereas MS has a flat structure and power culture team work. Both organisation structure and culture are different. Relationship between organisations structure and culture and the effects on business performance Organisations must have a formal structure in order for work to be carried out efficiently. It is necessary to divide work into groups or sections into a particular function to prevent duplication of efforts in order to maximise their limited resources. Because an organisation compromises of people there is also an informal organisation with different interlocking relationships, which gives rise to different behaviours, attitudes, individual perceptions and level of ability and aptitude. When people deliberately come together to fulfil a specific goal there are particular accepted ways to behave, speak and interact. This gives rise to organisational culture where it may be formed intentionally or unknowingly to its members by the behaviours of influential members, not necessarily personnel high up the hierarchy but by members who exercise different forms of power within the organisation. This relationship will now be individually examined in the different types of organisational stru cture associated culture and their influence on their employees resulting in their level of business performance. Business performance in a tall organisation structure can be affected by the length of time it takes for the flow of information through the levels of hierarchy making the organisation inflexible slow to adapt to the political, economic, socio-cultural, technological, environmental and legal factors. It has a narrow span of control causing tight control restricting freedom and empowerment which affects motivation. The level of motivation employees possesses affects their output affecting business performance. Employees do not have a clear idea of the big picture. Its highly bureaucratic nature influence role culture. In contrast a flat organisational structure possesses greater flexibility to the PESTLE factors due to its reduce levels of management, ensuring greater survival. The wider the span of control and greater levels of communication may encourage creativity, initiative and ability to make decisions giving the feeling of empowerment, resulting in motivated workers, which affects business performance. This is also dependent upon the individuals personalities and networking relationships within the organisation. If people refuse to work together or perceive what others say it could affect employee relations and output affecting business performance. The culture found in flat organisation structure is that of power culture. The relationship between culture and business performance depend on how strong culture firms learn from and react both their own experiences and changes in their environment. It also confirms behavioural consistency so that there is less room for debate between different groups about the organisation goals. Factors that influence individual behaviour at work The ability to learn from experience will affect individual at work, other factors that affect an individual behaviour at work including ability and aptitude, abilities are things that people can do, or are good at, and this is believed to be inherited. Aptitude is the capacity to learn and develop abilities or skill. Another factor is the individual attitude. Firstly individual to work that is their perspective on working, management, acquaintances and the organisation and the organisation and their attitude at work which is their stance or standpoint about politics, religion, education, and whether they choose to agree or disagree. Perception is the way an individual mentally sees things and this explains why people have different views because they perceive things differently. This is why communication within the organisation has to clear so that one receives the same core intent of the message. The last factor is the individual personality. Personality is the total pattern of characteristic ways of thinking; feeling and behaving that constitute the individual distinctive method of relating to the environment. Approaches to management and leadership One of the most important functions of an organisation is the management. Without this function or department there will be no rules, procedures, discipline, motivation, culture and so on. The principles of management and leadership will be divided into a number of sections to be analysed in detail. Most of these theories and styles will be related to TESCO and MARKS AND SPENCER for a wider discussion and explanation. Management Styles Managers have to perform many roles in an organisation and how they handle various situations will depend on their style of management. A management style is an overall method of leadership used by a manager. The most common style theories are grouped under the classification: autocratic style , democratic style and laissez faire style. Autocratic style is sometime known as exploitative, authoritative or military style. Autocratic style is the type of management where there is only one person in charge that has total control. Under this style of leadership all policies and decisions are laid down by the leaders. Subordinates have just to put into practice. They are not allowed to give their opinion or suggestion thus the leader is expected to do everything in terms of decision making. A democratic style of management has many advantages as it motivates employees through job satisfaction and team spirit. It makes them feel valued if they are taking part in decision-making, and this will help the organisation to achieve its objectives. There is more contact between managers and its workforce. They will be able to get to know each other and this could lead to them being able to work better together if they socialise. However, there are disadvantages to this type of management style. Consulting the workforce can be time consuming which will slow down decision-making. Laissez-faire style is a style where most of the decision and policies are decided by subordinates. Managers intervene very rarely in emergency cases. Almost everything is left upon subordinates. Every member of the organisation opinion is taken into account when making decision. Different motivational theories Motivation is a process in which people between alternative behaviour in order to achieve personal goal.Motivation is the result of an interaction between the person and a situation; it is not a personal trait. Its the process by which a persons efforts are energized, directed, and sustained towards attaining a goal. Energy: a measure of intensity or drive. Direction: toward organizational goals Persistence: exerting effort to achieve goals. Motivation works best when individual needs are compatible with organizational goals. THEORIES OF MOTIVATION There are many motivation theories that attempt to explain the nature of motivation. Some of the theories may be partially true and help to explain the behaviour of certain people at certain times. The motivational theorists focus on examining human needs considering how the needs are met and can be better met in work. It may be defined as the processes that accounts for an individuals intensity, direction and persistence of effort towards attaining a goal. Organisational behaviour (9th edition) by Stephen P Robbins pg 155 Among various behavioral theories embraced by American business are those of Frederick Herzberg and Abraham Maslow. Herzberg, a psychologist, proposed a theory about job factors that motivate employees. Maslow, a behavioral scientist and contemporary of Herzbergs, developed a theory about the rank and satisfaction of various human needs and how people pursue these needs. These theories are widely cited in the business literature. MASLOWS MOTIVATION Abraham Maslow suggested that human needs operate at a number of different levels. In fact he classified human need under five different levels namely: physiological needs, security needs. Social needs, esteem needs and self realisation/actualisation. This different of need can be presented as follows: Physiological needs: For Maslow this is the first level of needs that individuals have to satisfy because these needs are primary / basic. Physiological needs are those required to sustain life, such as: Air, Water, Food, and Sleep. Safety/Security Needs: Provided that physiological are adequately satisfied that security needs will influence on behaviour. Security needs include protection against physical and physiological harm. Such needs include the need for job security, age, industrial accidents, and illness. Many organisations try to satisfy these needs by providing a desire for steady employment, health insurance, safe neighbourhoods and shelter from the environment. Social needs: This level of needs is concerned with mans need for love, friendship; acceptance, attachments and families help fulfil this need for companionship and acceptance, as does involvement in social, community or religious groups. In organizations people tend to join different groups to satisfy their social needs. By forming groups and encouraging sufficient interaction among employees. Managers can make sure that their subordinates social needs are satisfied. Esteem needs: -. This level represents peoples higher order needs that is man needs for self respect, and recognition by others. The need for success self confidence, recognition and appreciation of achievement are all examples of esteem needs. It is this area in particular that managers can play a significant role in satisfying the needs of their employees, namely by rewarding high achievement with recognition and appreciation. Self actualisation needs: The highest of Maslows hierarchy of needs is the need for self actualisation. This represents the apex of all men needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. Maslow describes the self actualisation needs as follows a musician must make music and at least must paint, a poet must write, if he is to be ultimately happy. The self actualisation need is the most difficult to address. In an organisation context, a manager can help by impressing and challenging job to master so that they can in their work. Criticism of Maslows theory Maslow theory is too rigid, that is it is assume all individuals have five level of need and all of them follow the same order. It is not a complete theory of motivation, because it only explains motivation of human needs. 3.7 FREDERICK HERZBERGS MOTIVATION AND HYGIENE FACTORS Frederick Herzberg examined motivation in the light of job content and contest. His dual process theory is a job enrichment theory of motivation. It describes needs in terms of satisfaction and dissatisfaction. It is a two-step process. First provide hygienes and then motivators. One time ranges from no satisfaction to satisfaction. The other time ranges from dissatisfaction to no dissatisfaction. (Buelens M., Broeck H., Vanderheyden K., Kreitner R. Kinicki A., 2006, p: 186). Therefore, Herzbergs theory is also known as two-factor motivation theory. Hygiene factors According to Herzberg hygiene are those which do not lead to motivation but these factors prevent de-motivation. At a more simple level firm managers should make sure that the employees have the necessary hygiene factors so that there wont be any dissatisfaction at work resulting to a decrease in motivation. His study reveals the following as hygiene factors: Company policy and administration Supervision Relation with supervisor Working conditions Salary Personal life Relation with subordinates Status Security Motivators According to Herzberg motivators are those factors which lead to satisfaction and hence can motivate employees at work. When employees are deprived of these factors there will be dissatisfaction leading to reduction to motivation. However if employees are provided with these factors, they will surely be motivated. The main motivators are Achievement Recognition The work itself Responsibility Advancement Growth Criticism of Herzberg theory The conclusion about factors that caused unhappiness and motivators are not totally acceptable. According to critics the difference in sources of satisfaction and dissatisfaction are the result of intrinsic defence mechanism. People are inclined to seek their own achievements and to ascribe their dissatisfaction more to obstacle on the part of management. Relationship between motivational theories and the practice of management Maslow theory does not fully explain motivation his hierarchy of needs is generally accepted and applied in practice mainly for the following reasons: The hierarchy is easy to understand and make sense. The theory highlights important category of needs. The distinction is made between higher and lower needs. The importance of personal growth and self-actualisation in the work context is impressing upon managers. In most countries organisation are extremely successful in satisfying employer lower order needs. Physiological are satisfied by paying salary and providing fringe benefit, social needs are satisfied by allowing employees to interact and associate with one another. Esteem needs is of giving responsibility a title that commands respect, meaningful work, activities, recognition at high achievement.

Free Argumentative Essays: Euthanasia is Inhuman :: Physician Assisted Suicide

Euthanasia is Inhuman A subject that has been disputed more ever since medical technology has dramatically improved is Euthanasia. Euthanasia is assisted suicide, or it could be ending a patience's suffering by letting him die. Medical technology is advancing so fast euthanasia is not needed to be a practice in today's society. Moreover, it is inhuman and against the law. Many people with incurable diseases have thought about euthanasia. Their families do not want them to go through the pain any longer. One reason why these families should not consider euthanasia is because medical technology is advancing at an alarming rate. Diseases can be cured now that could not have been cured just a few years ago. The way things are going technology would probably find a cure for the patience's illness in the near future. Families or individuals thinking about euthanasia should get all the facts first about the research being done on the particular illness that has invaded a member of their family. Think twice before making any serious decisions. Euthanasia is an inhuman way of taking care of a difficult problem. Some people might say that it is inhuman to have someone suffer through the pain of his or her illness. Many of the families have a harder time dealing with the pain than the actual victim does. The families would like to ease their own pain along with the victim's pain. It is not inhuman to keep someone alive as long as humanly possible. If a cure is found, then the victim could possibly go on to live a long life. It would be inhuman to not let the victim have the chance to live the rest of his life. A human life is the most beautiful thing on the face of the earth or anywhere, and people should be given a chance to experience the beauty as long as possible. Some people want to die for one reason or another. These people go to someone and ask him or her to help them die. Most of the victims of diseases that would result in them wanting to die are in an unstable condition and are not fit to make these major decisions. A paper I read off the internet said "Contrary to the assumptions of many in the public, a

Chapter 20 – Neurofinance

20. 1 INTRODUCTION In this book we have argued that cognition and emotion are powerful influences on people’s decisions. Traders are, of course, no different. This chapter begins by considering what we know about what sets a successful trader apart from other people. We have all contemplated the oft-debated question of nature versus nurture in explaining whether a person thrives or fails. In this final chapter, we further investigate where choices come from. The evidence suggests that there are both environmental and biological foundations. The chapter begins in Section 20. with a discussion of expertise, namely, what makes a skillful trader? Cognitive skills are honed through practice and repetition, but emotion also has a significant role. Next, in Section 20. 3, we turn to the emerging field of neurofinance. Using imaging technology, researchers are contributing to our understanding of how people make decisions. In Section 20. 4, we describe some of the insights recently pr ovided by neurofinance researchers. These researchers have found that cognition and emotion have complementary effects. Traders whose emotions appear to be in balance perform the best.Uncertainty and risk are experienced differently by our brains, as are gains versus losses and risk versus return. The chapter concludes in Section 20. 5 with some practical advice. 20. 2 EXPERTISE AND IMPLICIT LEARNING Consider the following situation. You are at a large concert and run into a good friend, Molly. Of course, you recognize her face immediately. Now think about this. What if, instead, you know Molly is at the concert but is seated across the venue. The friend you came to the concert with, Amy, is going to look for Molly, but the two have never met.You do your best at describing Molly to Amy. What’s the chance that Amy will be able to identify Molly among thousands of concert goers? Not too likely. Much of what we know we cannot describe in words. A face is a very complex thing, an d we simply do not have enough words to explicitly describe one particular person very accurately. Language is categorical, whereas the distinguishing features of two similar faces may be fuzzy. Some cognitive scientists assert that people have knowledge that they cannot verbalize, referred to as implicit learning or tacit knowledge.Brett Steenbarger argues that traders also have information about markets that they cannot adequately describe in words. Like a human face, markets are probably more complex than the language we have to describe them. Does this mean we need a finer grid with which to describe markets? Or, does this view suggest that we need to better understand how traders make decisions? Excellence in most fields requires expertise. How do we define expertise? Usually we think in terms of relative performance so that those at the top of their game are considered to be the experts.Because of tacit knowledge, an expert chess player or pro football player often knows insti nctively what the best move is, perhaps without any cognitive evaluation whatsoever. Recall in our discussion of the foundations of emotion in Chapter 7 that psychologists believe that emotions can develop completely independently from cognition. In other words, you can feel fear without first cognitively recognizing what is making you fearful. While observing a market, a trader may instinctively know the move he wants to make.Steenbarger notes that in many instances traders will make similar buy or sell decisions and then, ex post, provide very different descriptions of the information that led to the decision. The traders saw the same information, acted the same way, but understood their behavior quite differently. Perhaps a trader makes a decision based on instinct with no preceding cognitive evaluation. Afterward, the trader generates an explanation that is cognitively consistent with his expectations. Steenbarger argues that â€Å"the successful trader feels the market but doe s not become lost in those feelings. Studies of expert athletic performers have reached similar conclusions. For example, one study argues that â€Å"emotions, and the capability to regulate them effectively, arguably account for a large portion of the variance in athletic performance. † In the trading domain, an expert trader often has a gut feeling about a particular situation but remains in control by taking careful, deliberate action. Does this mean that trading expertise is innate and cannot be learned? Reading the information in a market could be like understanding a social interaction. Some people are just better at it than others.While some level of innate ability is probably requisite, the evidence suggests that expertise is finely honed. Not too many of us would believe that a professional quarterback spent his teen and early adult years watching football on television while sitting on the couch eating chips. Knowing the rules of a game does not make you good at the game. Practice and repetition are common ingredients across successful experts. For example, accomplished violinists spend, on average, 10,000 hours practicing. Successful traders also devote a lot of time to practice.This practice gives them the ability to connect what they know about a market to the action they should take. Through implicit learning they are able to make better and more efficient decisions. A day trader who spends hours, or even minutes, evaluating a current market circumstance before making a trading decision will certainly find it difficult to succeed. 20. 3 NEUROFINANCE While we know that practice is necessary to hone any skill, unlocking the mysteries of the brain is an important key to understanding how to promote the development of expertise in any realm, including investing.Are evolutionary theorists correct in their contention that our basic emotions have evolved to promote the survival of the species as we discussed in Chapter 7? Do expert performers hav e innate characteristics, or can anyone develop expertise in trading? Neurofinance and neuroeconomics use neurotechnology to examine how the brain behaves while a person is making financial and economic decisions. In these new and growing fields, results from economics, finance, psychology, and neuroscience provide the basis for further investigation.Neuroscience uses brain imaging, as we described in Chapter 7, to understand brain activity and how the brain works. With this technology, scientists can actually measure emotional response. The potential of the technology has not gone unnoticed by practitioners. In fact, Jason Zweig, senior writer for Money magazine and guest columnist for Time magazine and cnn. com writes: I’ve been a financial journalist since 1987, and nothing I’ve ever learned about investing has excited me more than the spectacular findings emerging form the study of â€Å"neuroeconomics. Thanks to this newborn field †¦ we can begin to understa nd what drives investing behavior not only on the theoretical or practical level, but as a basic biological function. These flashes of fundamental insight will enable you to see as never before what makes you tick as an investor. Investors who better understand â€Å"what makes them tick† will be better prepared to make good investment decisions. It is important to understand that neuroscience is not simply interested in mapping out parts of the brain. Instead, by looking at how the brain reacts during various activities, scientists can understand how the brain functions and solves problems.We will better understand the mix of cognitive processing and emotional responses. Which responses are controlled and which are automatic responses? These insights will allow economic theorists to improve models of decision-making, as well as investor education efforts. Recall from our earlier discussion of the brain that automatic and controlled responses are associated with different par ts of the brain. Automatic responses often stimulate the amygdala, whereas controlled responses activate the forebrain (or prefrontal cortex). Using imaging technology, scientists can observe the areas of the brain that are activated during a task.In Chapter 7 we also talked about Damasio’s studies of the behavior of brain-damaged patients. The patients were emotionally flat due to frontal brain lobe damage, and Damasio concluded that decision-making and emotion are intertwined. Though studies of braindamaged patients can be informative, brain imaging technology allows more control so that research can be conducted with greater precision. Neuroscientists are making great progress on brain function, and, as a result, researchers are proposing new models and theories that better incorporate aspects of psychology, including emotion. 0. 4 INSIGHTS FROM NEUROFINANCE Neuroscientists have investigated a variety of questions related to financial decision-making. Several studies have lent insight into the forces of emotion on trading by studying the physiological characteristics of professional securities traders while they were actively engaged in live trading. In one study significant correlations between market movements and physiological characteristics such as skin conductance and cardiovascular data were reported. Differences were also detected across traders, perhaps related to trading experience.Another study looked at whether emotion was found to be an important determinant of a trader’s ability to succeed in financial markets. It was found that those whose reaction to gains and losses was most intense had the worst trading performance, suggesting the obvious need for balanced emotions. Brain imaging has been used as experimental participants have made risky choices. This research indicates that how gains and losses are both anticipated and realized is likely to differ inasmuch as different regions of the brain are activated.When gains are antici pated, a subcortical region known as the nucleus accumbens (NAcc) becomes active. This region is rich in dopamine, a substance that has been associated with both the positive affect of monetary rewards and addictive drug use. The fact that this region is only active during anticipated gains (but not losses) lends plausibility to the differential experiencing of gains and losses in prospect theory. Other brain imaging research indicates that what might lie behind ambiguity aversion is the fact that risk and uncertainty are experienced in different ways.Recall in Chapter 1 where we discussed the distinction between risk and uncertainty. With a risky choice, the person can assess the probability of the outcomes, but under uncertainty the probabilities are unknown. The distinction is important here because the brain may evaluate a choice in a risky situation differently from a choice when one faces uncertainty. Research indicates that when facing uncertainty the most active regions were the orbitofrontal cortex (a region integrating emotion and cognition) and the amygdala (a region central to emotional reaction).In contrast, when facing risk, the brain areas that responded during their task were typically in the parietal lobes so that the researchers concluded that choices in this setting were driven by cognitive factors. In sum, uncertainty appears to be more strongly associated with an emotional response, while risk leads to a cognitive reaction. It has been suggested that when times becomes more uncertain (for example in 2008, as was described in Chapter 14), the inability of investors to properly assess the distribution of future returns leads to their moving from rational deliberation to a primarily emotional response.The result could be widespread unwillingness to hold risky assets in turbulent markets, a tendency that can only exacerbate market declines. A neural test of myopic loss aversion has also been conducted. A group of patients with brain lesions on areas known to be associated with the processing of emotions were compared to a control group. The former group was significantly more likely to take on risk than the control group. Further, the lesion group exhibited greater consistency in their levels of risk aversion. In other words, those with a reduced capacity for fearful responses behaved in a manner more in line with expected utility theory.Another study focused on how decision-makers’ brains reacted to varying levels of risk, rather than on learning or expected values. Using a gambling game, expected values and risk were varied while participants’ brain activation was monitored. As is typical in finance, rewards were measured using expected payoffs and risk using the variance of payoffs. Interestingly, the researchers report that brain activation varied in both time and location for reward and risk. Brain activation in response to rewards was immediate, whereas brain activation in response to risk was delayed .Time and location of activation is important because if we can separate the effects of risk and reward in the brain, researchers can further investigate how changes in risk perception affect decision-making. For example, they could examine how misperception of risk and cognitive difficulties contribute to less-than-optimal behavior. 20. 5 EXPERTISE AND EMOTION Research indicates that understanding neural responses will help us to gain insight into some of the puzzles we have talked about in this book. In addition, there are important implications for trader education.We are all familiar with the old adage that â€Å"practice makes perfect. † In order to gain expertise, it is important to know the rules of the game, so reading up on investing is not a bad idea. But, at the same time, much practice through many simulations under divergent market conditions will promote better decision-making while trading. But, does it pay to become an expert? While we know that many long hour s of studying and practice are required, is this effort sufficiently rewarded? There is evidence that this question can be answered in the affirmative for financial practitioners.One researcher constructed a â€Å"differential reward index† as the income for a specified percentile divided by the median income for each occupation. This measure allows us to differentiate high average income from high income for those whose expertise is greatest in a particular profession. For financial and business advisors, including stock brokers, earnings are related closely to achievement. At the 90th percentile the differential reward index was 3. 5, indicating that the top 10% earned 3. 5 times more than the median income level.In fact, this was the largest observed value for the differential reward index across all occupations studied! Thus the evidence suggests that the benefit of becoming a skilled financial advisor may far exceed the cost. So how can one become an expert? Researchers have concluded that tacit knowledge is an important predictor of success in business as measured by salary, rank, and the level of one’s company (e. g. , whether it is among the top 500 in the Fortune rankings). Practical knowledge, or the ability to gain tacit knowledge and turn it into a good strategy, is a function of a person’s environment and ability.Thus, with a certain level of competence, hard work can be translated into success. A successful trader, nonetheless, should always remember that emotion is critical to the outcome. We have argued throughout this book that emotion can enhance decision-making. Previously cited evidence suggested, however, that traders are advised to be wary of intense emotional reactions. Another recent study used neuroimaging to examine how decision-makers’ brains responded while playing the ultimatum game described in Chapter 11.When unfair offers were rejected by the responders, the investigators reported significant increase s in brain activity in the anterior insula, a brain area associated with emotion. Recall that even offers that are viewed as unfair should be accepted by a responder who cares only about increasing her earnings. Thus, traders are advised to exert their cognitive skills when experiencing a strong emotional reaction in order to overcome the tendency to react emotionally, just as a responder in the ultimatum game who is aware of his emotional response is well advised to accept an offer even if it seems unfair.Emotional responses and cognitive evaluations of risk can be quite different. Think about how many people perceive the risks of automobile and airplane accidents. Though riding in an automobile has been shown to be the less safe alternative, often an emotional response plays the dominant role, which may keep some people off airplanes. CHAPTER HIGHLIGHTS 1. Expertise is defined in terms of relative performance so that those at the top of their game are considered to be the experts. 2. Implicit learning reflects knowledge that cannot be described using language. 3.Experts have developed implicit knowledge that enhances performance in their particular domain. 4. Neurofinance uses brain imaging technology and results from economics, finance, and psychology to better understand how the brain works. 5. Physiological differences exist across professional traders, and emotion is an important determinant of a trader’s ability. 6. Measured brain responses to changes in risk and reward vary in both location and time of activation. 7. Practice is necessary to excel in trading, and good traders may make decisions based on gut feelings, while at the same time ensuring that they control their emotional responses.

Sensibilities and Hypocrisy in Victorian Fiction Essay Example

Sensibilities and Hypocrisy in Victorian Fiction Essay Example Sensibilities and Hypocrisy in Victorian Fiction Essay Sensibilities and Hypocrisy in Victorian Fiction Essay Essay Topic: Dr Jekyll and Mr Hyde The Victorian era was one of strict sensibilities.   Religiosity prevailed, if only for form’s sake, and good manners were held in great esteemeven if they were only used as a public front.   Victorian hypocrisy was such that pianos were draped so that their legs would not show and while men might admire a woman’s breasts, the breast of the chicken was known only as â€Å"the white meat.†Ã‚   Many Victorians themselves were aware of this hypocrisy.   The two pieces of fiction that this paper will be used two examine reflect the hypocrisy as seen through the authors’ eyes.   Nathaniel Hawthorne’s short story The Minister’s Black Veil and Robert Louis Stevenson’s novella The Strange Case of Dr. Jekyll and Mr. Hyde both demonstrate their authors’ awareness of how the exterior presentation of Victorian sensibilities mask the truth of the people who hide behind them. The Minister’s Black Veil The minister in Hawthorne’s story is outwardly a good and godly man.   He separates himself, however, behind a black crape veil.   The veil makes its first appearance shortly before a sermon on the subject of secret sin, and those sad mysteries which we hid from our nearest and dearest, and would fain conceal from our own consciousness (Hawthorne 27).   Hawthorne’s minister preaches about they hypocrisy of maintaining a hidden inner life and yet he hides his own inner thoughts behind his veil.   He is a hypocrite himself because he is supposed to provide his clergy with comfort, yet his veil not only [throw] its influence over his whole person, and [make] him ghost-like from head to foot (Hawthorne 28), it hangs between him and the congregation and keeping him from his job of providing them guidance and comfort.   Rather than providing them with comfort, he causes deeper gloom at a funeral and makes a wedding â€Å"dismal† (Hawthorne 30).   The revere nd can hardly be the man he wants purports himself to bea man of God and a servant to his congregationwhen he indulges himself in such a peculiar fashion.   The minister, then, represents the Victorian propensity to say the apparently proper thing and hiding a perhaps ugly truth behind an innocuous veneer. The Strange Case of Dr. Jekyll and Mr. Hyde Stevenson, however, shows another side of hypocrisy.   While Hawthorne shows a bland and quiet hypocrisy that is dangerous for its ability to leave doubt about the truth, Stevenson shows the danger that comes when that hidden hypocrisy is allowed to force its way to the forefront.   Jekyll is like the minister’s veil.   He is bland and quiet, â€Å"smooth-faced,† yet with a â€Å"slyish cast† (Stevenson 12).   Jekyll is a perfect hiding place for the menacing nature that is Hyde who is that dark secret that the veil hid, the basic instinctive nature of humankind.   Hyde is truly hidden by Jekyll’s hypocrisy in his failure to acknowledge his inner demon and by Utterson’s failure to speak up when he discovers Jekyll’s secret.   Instead, he chooses to do what a proper Victorian gentleman would do in his position: he hides the unpleasantness that emanates from Jekyll’s situation in order to preserve the status quo at the cost o f the truth. Hyde is not only hidden by these men, he is also hidden by â€Å"an ivory-faced and silvery-haired old woman† whose evil face was â€Å"smoothed by hypocrisy† that is nevertheless veiled by â€Å"excellent manners† (Stevenson 16).   This woman is the truth of Victorian society unveiled.   She and Hyde are the male and female aspects of the brutal force of instinct, perversions of the bland and caring natures that Victorian society usually painted on housekeepers and doctors. Both of these stories reveal the hypocrisy of Victorian society.   Hawthorne’s minister shows the danger of hiding secrets, while Stevenson’s Hyde shows the danger of those secrets revealed.   Both, however, examine how the brutal inner force of truth can be hidden by the bland veil of deception. Hawthorne, Nathaniel.   Twice-Told Tales, Rosemary Mahoney (ed.).   New York: Random House, 2001. Stevenson, Robert Louis.   The Strange Case of Dr. Jekyll and Mr. Hyde.   New York: Dover Thrift, 1991. nbsp;

AITKEN Surname Meaning and Family History

AITKEN Surname Meaning and Family History Found primarily in Scotland, the surname Aitken is a diminutive form of the patronymic name ADAM, meaning man, derived from the Hebrew adama, meaning earth. Surname Origin: Scottish Alternate Surname Spellings:  AITKIN, AIKEN, ATKIN, ATKINS, AITKENE, ADKINS, AITKENS Famous People with the AITKEN  Surname James Macrae Aitken  - Scottish chess player and World War II cryptographerRobert Aitken  -  18th century American bible publisherRobert Grant Aitken  - American astronomerMichael Aitkens - British television writerJacqueline Aitken  - British childrens writer Jacqueline WilsonA. J. Aitken - Scottish lexicographer​ Where is the AITKEN Surname Most Common? According to surname distribution from  Forebears, the Aitken surname is  a  characteristic surname in the central counties of Scotland, found most commonly in West Lothian (ranked 21st),  Peeblesshire (22nd), East Lothian (33rd) and Stirlingshire (41st). It is also fairly common in Midlothian and Lanarkshire. The surname is much less common in England, where it is found in greatest numbers in Cumberland, but fairly widespread through Northern Ireland, especially in County Antrim. WorldNames PublicProfiler  indicates a similar distribution, although it also indicates fairly widespread distribution of the surname in Australia, New Zealand and Canada. It also points to the Aitken surname being found most commonly throughout central Scotland.   Genealogy Resources for the Surname AITKEN Meanings of Common Scottish  SurnamesUncover the meaning of your Scottish  last name with this free guide to the meanings and origins of common Scottish surnames. Aitken  Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Aitken  family crest or coat of arms for the Aitken surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted. The Aitken DNA ProjectIndividuals with the Aitken surname or one of its variants (Aitkin, Aitkins) are invited to join this Y-DNA surname project to explore the use of DNA and traditional genealogy research to find family origins. AITKEN  Family Genealogy ForumThis free message board is focused on descendants of Aitken  ancestors around the world. Search the archives for messages about your Aitken family, or join the group and post your own Aitken query. FamilySearch - AITKEN  GenealogyExplore over 3 million  results from digitized  historical records and lineage-linked family trees related to the Aitken surname on this free website hosted by the Church of Jesus Christ of Latter-day Saints. AITKEN  Surname Mailing ListFree mailing list for researchers of the Aitken  surname and its variations includes subscription details and a searchable archives of past messages. DistantCousin.com - AITKEN  Genealogy Family HistoryExplore free databases and genealogy links for the last name Aitken. GeneaNet - Aitken  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Aitken  surname, with a concentration on records and families from France and other European countries. The Aitken  Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the Aitken  surname from the website of Genealogy Today.- References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. Back to  Glossary of Surname Meanings Origins

Men's Fashion Dissertation Example | Topics and Well Written Essays - 2750 words

Men's Fashion - Dissertation Example This could have been a harder task a few decades ago but with the rise of more fashion houses each year and with clothing stores to suit every style, size, body shape, occasion, budget and even milestone (e.g. wedding ateliers, maternity wear). Every detail imaginable seems to have been considered painstakingly. Every season, each fashion house tries to come up with collections to suit the discriminating taste of its clients. More and more designers have come up with lines to suit every taste, trend, occasion, and budget. Unlike the recent past when it has been a difficult challenge to get a hold of great fashion finds, a number of enterprising fashion enthusiasts have stepped up to plate to produce great quality clothing at reasonable prices. The result is a wide selection of design, styles and colors to suit every budget. There are just a few important things to remember. Know your body type. It is essential to have a full understanding of one’s body type. One must accept th e fact that he or she may never be as tall or as slim as a his favorite Hollywood actor or actress. What is important is to be familiar with the type of body one has, acknowledge this fact, and make the most out of the positive areas. For example, a woman may have bulges in her middle section but has slim arms. She must dress in styles that would draw the attention away from her middle section and highlight her slim arms, which are her best feature. The earlier one makes this realization, the better the results.

Explanatory Response of The Waiting Years by Fumiko Enchi Essay

Explanatory Response of The Waiting Years by Fumiko Enchi - Essay Example She thought of her as the only thing that keeps her happy and the one who motivates her that things are going to change for the better. - Tomo, in the midst of her mission to find her husband Yukitomo Shirakawa another concubine. She had been a martyr wife for the insensitive and lustful Yukitomo Shirakawa, enduring all the pain her self-denial, of his infidelities, incestuous lust, forbidden passion and insults on her womanhood. - Yukitomo despised the fact that Tomo's parents and brothers are going to know his misdoings and the emotional tortures that he has inflicted on his wife's feelings. He belongs to an aristocratic family and such knowledge would reap him disgrace and shame. - Yukitomo, because of his affairs and relations with many women, treated Tomo as if she does not exist, treated her as a ghost, not minding her all throughout the day. Seeing her but not thinking that she is his adoring wife, willing to do anything for him even at her own expense. - This figurative passage referring obviously to Yukitomo, his being narrow-minded and lack of sensitivity, sympathy and the adequate understanding of how a man should treat his wife and how to maintain his dignity and not tarnish it with his sinful and incestuous doings, for example, he married his daughter-in-law after the