Compare the psychological internalization of character in Aeschylus Essay

Compare the psychological internalization of character in Aeschylus Shakespeare, and Austen - Essay Example He was a poet, a playwright and also a scriptwriter. He is also known as the England’s national poet and the â€Å"Bard of Avon†. Moving on, around the world we have another famous world of literature, the Greek history. No doubt the ancient Greek civilization has been one of the most fascinating and wonderful of all the civilizations. And for this, we must be thankful to the ancient Greek writers. One of the most renowned Greek legends is Aeschylus. He was a Greek playwright and is called the father of tragedy. Hamlet’s father, the king, gets murdered by his own brother. To his astonishment his mother marries his uncle, the killer of her husband and his father. Then he is followed by his father’s ghost who cries out for vengeance. However, the Prince is in a dilemma. He has to figure out how to deal with his uncle who kills his father to become the king and goes ahead within a very short period of time to marry his mother. It is a clear indication of how people can be pretenders and harmful. At the same time it calls for a good analysis of the people around. Then there is a kingdom lynching in between, and there is no one who could be trusted. Thus all of the relations and emotions: Family, politics, blood lust, betrayal, mystery, friendship and love – each plays a role in Shakespeares great tragedy, "Hamlet". Through Hamlet Shakespeare represents a man at his most destructive. Hamlet by far is one of Shakespeares greatest works, and is pretty much considered to be the pinnacle of Shakespeare’s literary power. Also, Emma is considered to be Austen’s favorite character. Just like herself, Emma is a domineering, intrusive, complacent, snob of a juvenile woman who attempts to state the lives of all her peers and family members. But even with her flaws, or maybe because of them, Emma happens to be one of Austen’s most adored heroines. Through Emma, Austen expresses her analyses of 19th century England’s intricate and

Move and position Essay Example for Free

Move and position Essay 1:1 Outline the anatomy and physiology of the human body in relation to the importance of correct moving and positioning of individuals The anatomy which the physical structure of the body and physiology which is the normal functions of the body help individuals to move their limbs. Muscles have the power of contraction thus it produce movement of the body and allow the bones to work like hinges. When moving someone/individual it is important to remember that the muscles can only move the joint as far as the bones will allow them. 1:2 Describe the impact of specific conditions on the correct movement and positioning of an individual If an individual has suffer from a stroke this may cause loss of movement in the limbs on one side of the body (hemiplegia). In that case it is very important to remember that when you are assisting an individual with regards to dressing you need to dress the individual firstly the bad side and when undressing him/her you do the bad side lastly to prevent discomfort. Read more: Identify any immediate risks to the individual essay Therefore that mean by following this procedure you are not pulling their muscles in the wrong direction. 2:1 Describe how legislation and agreed ways of working affect working practices related to moving and positioning individuals How legislation and agreed ways of working affect working practices: Current, local, UK and European legislation affects procedures and practices. This include Manual Handling Operations Regulations 1992 (as amended 2004), Reporting of Injuries, Health and Safety at Work Act 1974 (England, Wales and Scotland) Health and Safety at Work (Northern Ireland) order 1 978, Lifting operations and lifting Equipment Regulation (1998( LOLER, The Workplace (Health, Safety and Welfare) Regulations 1992, Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995, Provision and Use of Work Equipment Regulations (PUWER) 1998, Management of Health and Safety at Work Regulations (MHSWR) 1999; Disability Discrimination Act (1995), Human Rights Act (1998). In the workplace there is Code of Practice and Conduct, Standards and Guidance relevant to individual’s role and responsibilities eg health and safety policies, moving and handling policies, moving and handling techniques, Policies on information sharing, risk assessment documentation, individual care plans, infection control procedures, recording and reporting procedures ect. All these policies and procedures can affect our working practices for example Manual and Handling is about supporting the weight of someone or moving them yourself by using an equipment, If you do not carry this procedures safely it could result injury to self, to service user and other individual that are working with you. The Health and Safety Work Act (1974) state that 50% or all accident reported each year are from assisting people with manual and handling. The regulation that are set impose duties on employers, self- employed and employees, they state that employers must avoid all hazardous manual handling activities where it is practical to do so. Employees must follow the work system set by the employer to promote care for the health and safety of self and others, comply with the requirement imposed on the employer, never misuse or interfere with anything provided for health, safety and welfare. Also use material or equipment only according to recommended procedures. 2:2 Describe what health and safety factors need to be taken into account when moving and positioning individual and any equipment used to do this Health and safety factors that need to take into account when moving and positioning individual and any equipment used to do this are as follows: Environmental hazards: wet or slippery floor, wires that are hanging or are on the floor and items in the immediate area that could cause a trip or a fall or preventing you to move freely when using equipment, precautions for infection prevention and controls, ensuring any equipment is ready for use and fault free, individual trained in the use of any equipment and have the skills for the moving and positioning required; any factors that might affect the individual’s ability to move or position others eg physical disability or injury, pregnancy or other medical condition; procedures to minimise risk of injury (back injury) to the individual carrying out the moving and handling; importance of not dragging including effect on pressure sores; importance of wearing suitable clothing that allows free movement when bending or stretching; suitable, safe footwear, equipment eg hoists, slides, slide sheets, slings, pillows. 3:3 Identify any immediate risks to the individual: The immediate risks to the individual are as follows environmental factors, equipment, service user and person involved in the moving and handling. The service user could be in danger or harm if procedures has not carried out correctly, individual could be at risk of infection, it could cause pain, discomfort or friction from moving, not having proper moving and handling techniques could be a risk to individual. Those assisting in the moving and handling, others within the environment and servicer. Equipment can be faulty. Risk can occur any time at your work place that why it is important to always check and identify risks and try to correct it straight away ( ie) if you are using a sling to hoist a service user and it has a tear on it no matter how small the risk is, if it is not being corrected straight away this could lead to a big risk and may cause detrimental damage to self, service user and others involved. Therefore a risk assessment plan should be in place so that it can be changed and implement as to requirement of service user’s needs. 3:4 Describe actions to take in relation to identified risks Action that needs to be taken in relation to identified risk are as follows: To report it to Nurse in Charge on duty or Manager so that risk assessment plan can be updated. Ensure service user and all people involved in the care are made aware of the changes, ensure staff are implement procedures according the update risk assessment. Ensure the plan design comply with the trust requirement policy and staff are working within those guidelines. Communicating with the team to find out from staff whether the plan in place are working or any changes needs to be done. 3:5 Describe what action should be taken if the individual’s wishes conflict with their plan of care in relation to health and safety and their risk assessment Policy and procedures in relation to moving and handling may conflict with service user wishes. Due accident that happening in workplace due to lifting. Many workplace has now adopted NO-Lifting policy which means that hoists are to use according to their needs. However on many occasions service user do not want to be hoisted and if dealt with it incorrectly, it could leave service user feeling scared, undignified, humiliated, distressed and degraded. As much as employees has to follow policies but you find yourself in trouble due to basic human right may have been violated. .To prevent conflict between service user and workplace policies relating moving and positioning you must involve service user in their own risk assessment and mobility service plan if appropriate. . Risk assessment to be focus on service user needs only on Employer needs. . Patient Centred Care Plan with agreement to service user taking into account requirement needs. . Wishes of service user need to be balanced to ensure employer are not putting themselves at risk through moving and positioning activities. By involving service user in their care this will promote independence, autonomy and dignity. Service user may change and mobility can improve or deteriorate – which may lead changes to their mind on how they wish to be moved or positioned. If their wishes conflict with their plan of support, it is important to document this in the service user care plan and inform the manager and outside agency that are involved in the care of the service user. 6:1Describe when advice and/or assistance should be sought to move or handle an individual safely You would seek advice: . When individual that need moving has preferences that conflict with safe practice. . When risk cannot be dealt with . When equipment appears to be worn, damaged or unsafe to use . When techniques or equipment used require more than one person to use it safely . When working unaided would exceed personal handling limit . When individual care plan and/or risk assessment cannot be follow as planned . When Organisational policies and procedures cannot be followed. 6:2 Describe what sources of information are available about moving and positioning Sources about moving and positioning is available within the work setting such as policies, procedures and manuals, there is also advice from other practitioners such as nurse, welfare officer, physiotherapist or team advising on health and safety eg back care, sources external to the setting including local authority, primary care trust and organisations promoting health and safety and caring for those with physical disability, Back care advisor (BCA).

Limitations of change management models

Limitations of change management models Using the case as a basis for analysis, discuss the potential limitations of current change management models and processes in organisations with which you are. This assignment is based on the case study organisations change. Change is an organizational reality. External forces for change include the marketplace, government laws and regulations, technology, labour markets, and economic changes. Internal forces of change include organizational strategy, equipment, the workforce, and employee attitudes. Change is generally a response to some significant threat or opportunity arising outside of the organisation. According to Pettigrew (1999) Changes within an organisation take place both in response to business and economic events and to processes of managerial perception, choice and actions. Managers in this sense see events taking place that, to them, signal the need for change. The change faced by Power Co at the start of the project was because of the fact that it did not had any related experience in the design and implementation of similar projects (which involves a processing technology). This state could have cause difficulties of changing from the status quo as transformational and disorientation etc. This change was caused by the unfamiliarity and alienation of the new technology to the investment delivery team and operations. As the case studies civil engineers; electrical engineers appear not to have enjoyed quite the same status had to have substantial amount of information to take the investment decision which was of strategic importance. Power Co tackled the above problem by recognizing the fact that the disorientation from the current technology can be eliminated by exploiting the knowledge base residing in the supply base Power Co developed a number of characteristics which eventually become its weakness. This was to have two tiers affect; firstly, it finds the solution of lack of prior knowledge of the change, secondly, it helps in making technologies were increasingly cost-competitive. According to Kellow (1996) described as a dam building organisation guilty of reverse adaptation, Power Co in a precarious in some work areas through loss of expertise and corporate knowledge the identification and the administration of knowledge within the Power Co business environment can be appropriately planned only if the characteristics and the needs of each particular firm are taken into consideration. In this context, the prior exploration of the business and the market environment is necessary in order to develop appropr iate plans of action regarding the retrieval, the process and the distribution of knowledge within any modern organization. At a first level, it is necessary to identify the type of knowledge required for a specific firm. Towards this direction, it was noticed by Anand (2003, p15) that the knowledge possessed by an organization and its members can be classified as explicit or tacit; explicit knowledge can be codified and communicated without much difficulty while tacit knowledge such as the manner of operating sensitive equipment or interpersonal skills-is not so easily articulated, as the case study power Co among the managerial class many were told that there was no position for them and they therefore elected to take a voluntary redundancy. Bunker (2005, p12) the reasons for the development of the above phenomenon have not been identified yet. It seems that firms managers do not have the necessary learning in order to. Moreover, the study of Bunker (2005, p12) showed that much of that failure stems from not understanding how to manage the structural side of change and the human dynamic of transition. On the other hand, Katzenbach (1996, p149) noticed that change efforts are often conceived as waves of initiatives that sweep through an organization from the top down, or the bottom up, or both, and flow across functions. In other words, change initiatives as most of the organizational plans are not accepted by employees at least for a specific period. The specific issue was also highlighted by Huy (2002, p31) who supported that fundamental change in personnel, strategy, organizational identity, or established work roles and interests often triggers intense emotions. For this reason, it is necessary that firms managers m ake the necessary preparations before attempt any change within the organizational environment (preparation in this case could include the organizational audit, the identification of the position and the advantages of the competitors and the choice of the most cost-effective plans identification of plans that are appropriate for the achievement of the various organizational targets but within a budget that will be set in advance by the firms managers. These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Power Co Management problem for those who genuinely embraced change and those who merely sought promotion and also there was a strategy of consultation and participation, individual examples emerged of staff feeling that, due to the end of building dams, a reduction in the workforce. Organizations might respond to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors. Prospects for positive change stem from employee participation and suggestions. The results revealed through most of the relevant studies reveal that change is not welcomed by employees in most organizations internationally as the case study there is strong feeling by Power Co that the changes of commercialisation were forced on the organisation and that staff had few alternatives other than to accept their fate, whenever the attempted changes have the consent of the employees i.e. when they progress through the employees active participation, then their implementation is very likely to be successful. The specific issue was examined by Eoyang (2001,p5) who supported that many organization change initiatives start at the top and deal strongly with any resistance from system agents that blocks progress; common ways of responding to resistance include downsizing, restructuring, and re-engineering. Other methods for dealing with resistance developed within modern organizations regarding specific plans of change are also available to modern organizations. The choice of the method employed at each particular case belongs to the firms managers who will also identify the risks and the advantages related with the implementation of each relevant change. At was on the change to come, which omitted the historical context. The program was sophisticated, involving as it did newsletters, visits by the CEO, briefings for subordinate leaders and even a telephone hotline. Moreover, The change faced by Power Co at the start of the shifted from civil engineering projects of building dams and power stations, to that of a business entity charged with the responsibility of providing to the government, as nominal owner, a return on investment was because of the fact that it did not had any related experience in the design and in the implementation of similar projects (which involves a competition from other electricity suppliers). This state could have cause difficulties of changing from the status quo as barrier and disorientation etc. This change was caused by the unfamiliarity and alienation of the new technology to the investment delivery team and the operations. Power Co had to have substantial amount of the information to take the investment decision which was of strategic importance in terms of its volume. Even if the policies applied on various organizational activities are appropriate regarding the targets set by the firms managers, in practice man y of these policies have to be rejected as inappropriate if being evaluated regarding the resources required for their realization. It is for this reason that Greve (1998, p59) noticed that change initiatives could be characterized as an outcome jointly determined by motivation to change, opportunity to change, and capability to change. For this reason, before the implementation of any plan of change within a particular organization it is necessary that the entire organizational context is carefully reviewed taking into account the fact that the conditions in the market (as well as within the organization) can change at any time creating new terms regarding the success of any attempted change. The sector of organizational activities influenced by the specific plans cannot be precisely identified; it is very likely that different organizational sectors are targeted by each specific plan of change; the needs of the organization and the trends of the market are the main criteria for th e relevant choice (plan of change applied on a specific organization). Towards this direction, it is noticed by Poole (1998, p45) that when change is needed in an organization it is likely the learning or identity of the organization will be targeted for change; the transformed organization, whether it be minor (first-order change) or major (second-order change), will not be the same as its predecessor. In other words, one of the most important consequences of plans of organizational change is that their effects on the various aspects of the organizational activities are likely to be permanent and extensive. By the attempted change, a new organizational environment is created; new organizational plans are then very likely to be implemented in accordance with the firms culture and characteristics and the market trends. It should be noticed that the implementation of plans of change within modern organizations is a challenging task usually requiring an extensive net of reforms within the organizational body. Modern literature on organizational learning and change offers to the firms managers a series of theoretical models that can effectively support the relevant organizational initiatives. We could refer primarily to the models suggested by Fennell (1993, p90): a) The strategic choice model (which is the one based in the changes happened to particular variables like the board composition and structure), b) The population dynamics (which is influenced by the population level changes) and c) The change in technical and institutional environments (which are mainly refer to the regulatory change related with the operation of modern organizations). Another model is the Collison and Parcell have developed their own model of organizational learning through which the knowledge management method that can be used for change, Capturing, sharing and exploiting knowledge, experience and good practices. Also Lewins (1958) change model, a systems model of change, and organization development. Exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modelling also are used at this point to reinforce the stability of the change. Lewin`s model will be used in this paper in order to examine the organizational change. The identification of the potential weaknesses of the firms organizational change- using this model will help towards the development of an appropriate plan of change if considered as necessary regarding the various activities of the specific firm The change at this level could have been a lack of flow of information to the organizational high level officials. Another issue was the absence of other electricity suppliers. The absence of competition produced a surreal climate of merely preparing for a possibility rather than a reality in the organization. Still another was the identification of the integration issues between the other parts of the organization and the management e.g. changes in the company wide operating procedures, as the case study that restructuring was seen as necessary by both senior management various consultants the pre-existing structure were never Cleary identified or ar ticulated. The higher level management did not considered the project to be of strategic importance in the sense that it does not intend to operate similar projects in the future. So they decided only to be concerned with business level issues and operational problems were left to the ad-hoc local solution (e.g. the external environment dos not remain stationary during the period of implementing change and the internal re-configuration may impact upon the style and context of change being pursued by the organization itself ). Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviours and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviours or attitudes. Due to the nature of industry, in which Power Co is operating, the initial teething problems are very significant and change tends to have substantial inefficiencies in the start. The reason being obviously the complexity of the system this change can cause project failure economically if not managed properly and change is not improved as early as possible. Power Co made a less than successful attempt at this when senior management realised that there were some dysfunctional consequences of the commercialisation structure of 1992. The Solution adopted solution to this problem was the establishment of change teams were the focal point of commercialisation but enthusiasm faded as their work fell into disarray in some areas which was to facilitate a joint effort at change through identification of operational problems and developing solutions to them. Changing Because change involves learning, this stage entails providing employees with new information, new behavioural models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against worldà ¢Ã¢â€š ¬Ã¢â‚¬Ëœclass organizations, and training are useful mechanisms to facilitate change. Appointing a person called Project sponsor having knowledge about the operations to oversee the project from the feasibility to the implementation. They were treated operationally as separate mutterers. After dam construction ceased, the workfares was decimated, many were forced redundancies due to the winding-down of dam construction, but others left as a matter of choice. This makes the project more stable operationally in the long run as the operational aspects of the system are conveyed to the delivery team during change stage. Failure to perform organizational impact analysis the organizational impact analysis studies the way a proposed transformational change the organization will be dominated by its civil engineering and the electrical engineers appear not to have enjoyed quite the same statues. This was due to the fact that the engineering problems were civil rather than electrical would affect organization structure, attitudes, decision making and operations. The analysis ai ms to ensure the change best to ensure integration with the organization. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behaviour or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviours or attitudes. This would have triggered the collaboration process. A flexible management approach was adopted to improve collaboration by giving the staff shifts, autonomy in their work practices. Afterwards staff rotation was made which motivated the employees to share their experiences. The resultant best practices were accumulated and formally documented after reasonable time by the operations managers Power Co moved through a damaging period of controversy over the natural environment and excessive reiteration of past problems could have had a negative impact on moral. Issues to relate to refreezing failed to arise because of the continuing state of flux after commercialisation and the rapid replacement of staff who left. The above directly fulfilled project objectives of being manageable in the long run (as issues being managed efficiently) and flexibility by providing the different views through joint learning. It also indirectly helped in achieving the project objective of being economic by reducing project risk. The above directly could have fulfilled project objectives of being safe and secure (by providing the staff the required help needed for the operations). It also indirectly helped in achieving the project objective of being economic (by increasing the staff efficiency). Conclusions The presentation of all the above issues proves that the knowledge management systems implemented by the particular organization have been carefully chosen in order to ensure the achievement of the organizational aims. The divorce of the business commitment to embracing the all issues of the project acted as a change for complete integration of technology into the organization. Commitment to the change must be universal including all involved. Senior management must demonstrate commitment in the allocation of resources required (people, money, time etc) to achieve change. The argument given was that the management did not intend to operate similar projects organizational impact analysis studies the way a proposed transformational change the organization will be dominated by its civil engineering and the electrical engineers appear not to have enjoyed quite the same statues other than this one in the future might not have sufficed as it could have render the change ineffective in term s of achieving its objectives of being economic and manageable over the planning. By doing so some issues might have come to the management attention so late that the project failure could have occurred This lack of commitment might have been caused by the inherent characteristics of the capital goods industry which view the knowledge management as hamstrung due to structural fragmentation inherent in the organization, the one-off nature of the projects, the presences of the culturally disparate professions and the low level of trust.

Defining Moments in Song of Solomon, Push, and Narrative of the Life of Frederick Douglas :: comparison compare contrast essays

Defining Moments in Song of Solomon, Push, and Narrative of the Life of Frederick Douglas      Ã‚  Ã‚   For those who bask in the light of privilege in the dominant culture, they take for granted their right to assert themselves and to be acknowledged as "somebody who matters". For those who live in the shadowy margins (such as the American poor and/or minorities), they experience the systematic denial of the basic human rights - to live at one's fullest potential, in other words, an outright denial from living a "dignified life". Such a denial might cause one to feel "voiceless and choiceless" (Objective 1b). It has been the minority's experience, (historically and in the present day) that the right to achieve one's full potential is kept just out of reach. Minorities must first fight for survival. Then, if there is enough energy and hope remaining, they can strive to utilize vehicles of assimilation or resistance (Objective 4) in order to carve a place for themselves in the world. However, this does not mean that a full realization of the "American dream" is even possible. For every small victory, there remains a bitter aftertaste. In other words, for every step gained, there is a "personal or cultural sacrifice" (Objective 4). Meanwhile, on the journey to freedom, the individual is plagued with 'ghosts' of the past. These 'hauntings' can appear in the form of individual/family oppression: (knowledge of emotional pain, physical violence) or in the form of a historical haunting: (i.e. knowledge that your ancestor was a slave; the traditional family unit broken)(Objective 3). These disturbances continue to surface and demand to be worked through, thus a 'haunting' is another factor that holds one back from achieving their full potential.    Whether oppression comes from a large, historical institution such as slavery, or from inter-family abuse, it is the process of suppression that I am exploring in this essay. The process of oppression is where families or institutions withhold or prevent one's self-worth or self-identity to develop. I will explore the personal journeys of the following characters; 1) Frederick Douglas from The Classic Slave Narratives, 2) Milkman from Song of Solomon, 3) Precious from Push, noting how they all share a common path through the darkness of oppression towards the ability to assert their self-identity.

Innerbeauty vs Outer beauty Essay

It is natural that God made some people naturally beautiful than others in face, color, body and in physical appearance but this is only the outer beauty that can attract anyone by its features while Inner beauty is some thing inside a person or a body, most of the times it does not show up but it exists in person’s heart and soul. Its something inside a person. For most people, outer beauty is easily created by means of a temporary camouflage of creams, scents, ointments, styles, and various kinds of outer wrappings. And although each one of us is entitled to look and feel as attractive as we choose, it is important to also understand that Outer Beauty, by itself, is only one minuscule aspect of our Divine Nature. If we rely upon Outer Beauty alone when we present ourselves to others, this amount do nothing more than creating a false and temporary illusion of who we truly are. The true beauty of a person is not in the face, it is the light in the heart. â€Å"True beauty shi nes through, for the wise can see through the superficiality of perfect skin, or hidebound social judgments.† Inner beauty for a person is to know their strengths and live with them. Confidence is a natural consequence. But it is also inspiringto see the beauty in life itself. Outer beauty is something one is born with, while innerbeauty is a gift to one’s self. We may not be able to ‘see’ inner beauty in a person, but wecan definitely ‘feel’ it. A person with an inner beauty always touches people aroundthem. I nner strength is reflected in this inner beauty which comes from unconditional faith in god, courage of conviction, positive attitude and a spirit that refuses to get flattened out by the ups and downs of life. What you are when you are just being yourself, that is inner beauty. It is reflected in how one talks to members of your family or your domestic help. It is your concern for people, your understanding of them, and your sensitivity to their feelings. A person who comes close to embodying these qualities is the one who is really beautiful. One should constantly try to be a ‘beautiful’ person, reinventing one’s self through life’s manifold experiences. Where as if you rely upon the appearance of Outer Beauty alone in their interpersonal relationships, usually have very little, if anything else, to bring into their relationships. And once their  temporary and fleeting illusion of Outer Beauty finally vanishes, their unfulfilled and limited true character is all that they have left. Inner Beauty is an Untarnishable and permanent truth. It is the purest expression of beauty that the soul has to offer. While Outer Beauty is but a temporary and fleeting illusion, Outer Beauty can be used to gain instant and temporary gratification in the physical realm, Inner Beauty is Spiritual Magic which enables the person who possesses it to enjoy permanent contentment in all realms: physical, mental, and spiritual. Inner Beauty is a warm and hypnotic â€Å"glow† which radiates from a magical ember that burns deep within the person who possesses it. Inner Beauty is a Divine Essence which cannot be manufactured. And, it is amazing how Inner Beauty can make an â€Å"average looking† person radiate with a magnetic glow and a heart-stopping presence. It is a permanent Quality which makes this individual interesting, desirable, trustworthy, and welcome. Conclusion Then we come to the conclusion â€Å"what’s beautiful? To be yourself-deeply and totally- is the essential. Not to disfigure yourself in the name of ‘beauty’ because everyone else is doing so. How can you know who you are, if you look like everyone else? Inner beauty implies that is just not outward beauty, but a kind of aura- call it spiritual or otherwise- that you have that affects you and people around you. And eventually, if you love yourself truly, you will look beautiful. What you are on the inside reflects on the outside.

Discuss Hardys Portrayal Of Women In The Withered Arm Essays

Discuss Hardys Portrayal Of Women In The Withered Arm Essays Discuss Hardys Portrayal Of Women In The Withered Arm Paper Discuss Hardys Portrayal Of Women In The Withered Arm Paper Essay Topic: Literature The withered arm is a short story about two women who live in the English countryside. The two main women in the text are portrayed negatively by the author, Thomas Hardy. The story was written in the 19th century and thus it was acceptable to portray women negatively in this patriarchal society. At the beginning of the text Hardys attitude towards women is made clear. The women are only given low paid menial jobs such as milking cows. The milkmaids are all working under the control of the dairyman. The dairyman has to stop the women from gossiping when he says get on with your work or twill be dark afore we have done. His authority over the women brought an end to their conversation. Rhoda is portrayed as jealous in the first part of the story. She is very curious about Farmer Lodges new wife and gets her son to report back to her on Gertrudes appearance. She tells her son you can give her a look, and tell me what shes like. The women talk with lower class, common dialect showing that they are less educated than Farmer Lodge who speaks standard English. Rhoda shown as poor in the description of her house: It was built of mud walls. The surface of which had been washed by many rains. This contrasts Rhodas poverty with Farmer Lodges wealth, emphasising male dominance. Her appearance is described as pale and thin. The villagers see Rhoda as some sort of witch. They tell Gertrude that if anyone knew of Conjurer Trendles whereabouts it would be Rhoda. The reader knows Rhoda has supernatural powers because she injures Gertrudes arm through her dream. The same negative phrases are repeated throughout the story, such as thin and worn. This emphasises how women are inferior to men. It can be argued that women are not portrayed negatively. Gertrude is introduced to the reader very positively. Her dialect is one of an educated person compared to Rhodas. She is described by Rhodas son as very pretty and a lady complete. Light imagery is used several times. She is described as the light under a heap of rose petals. When she leaves Rhodas house it seemed as if a light had gone from the dwelling. Hardy uses pathetic fallacy when Gertrude arrives in the village. She arrives while the sun was yet bright. This repeated light imagery suggests that Gertrude is a good person who will bring light to the village. Gertrude is a generous, kind and friendly person. This is shown when she goes to Rhodas house to give shoes to her son. Gertrude and Rhoda get on well despite Rhodas hatred towards her. This shows how friendly Gertrude is and how much of a good person she is. Gertrude is modest as she coloured up more than ever for shame at the noise that her dress was making. Farmer Lodge is portrayed negatively here because he seemed pleased by the noise the dress was making. So it can be argued women are not portrayed negatively in the story. However, Hardy only portrays Gertrude positively at first to contrast her good qualities with Rhodas bad qualities and thus emphasise them. Also, by portraying Rhoda so positively at the start it emphasises her downfall at the end of the story. She becomes selfish, vain, and associates herself with witchcraft by visiting Trendle. So although Hardy shows Gertrude to be good, this is only a literary device used to show how bad she really is. Hardy has an old fashioned view of women that was typical of 19th century society. His view of women is reflected in the text as they are portrayed as inferior to men. Women were expected to be child-bearers. This is shown when Hardy writes about Gertrudes negative characteristics: She had brought him no child Hardy sees this as a reason why Gertrudes marriage is falling apart and why farmer Lodge doesnt love her anymore. In the text women are portrayed as if they were only objects of beauty. This is made clear when Gertrude arrives in the village and Farmer Lodge tells her you must expect to be stared at, just at first. The villagers would stare at her beauty without caring about how this made her feel. Women are weak and helpless in the story. Gertrude has trouble with her stereotypical weakness when she wants to go to town: There was no animal that could be considered a ladys mount This shows that women are so much weaker than men that they cannot ride the same horses. Trendle believes Gertrude will have trouble carrying out his instructions because he says they are hard to carry out, and especially for a woman. Womens subservience to men is also shown in the text. Gertrude fears Farmer Lodge so much that the fear of her husbands anger made her reluctant to breathe a word. Women are portrayed as evil characters. Hardy uses pathetic fallacy to show this when Gertrude and Rhoda go to see Conjurer Trendle: Thick clouds made the atmosphere dark This emphases the evil deed the women are doing by going to see Trendle and associating themselves with witchcraft. Hardy not only portrays women negatively, but he also portrays men positively to juxtapose the genders. The contrast of good and bad emphasises the womens negative qualities. Farmer Lodge is the main male character in the story and is portrayed positively throughout. At the start of the story he is described as a yeoman in the prime of life and has thriving farmers features, compared to Rhoda, the thin, worn milkmaid. Farmer Lodge is also portrayed as being above Gertrude because he has authority over her when he insisted upon [Gertrude] going to [a doctor] about her arm. Other men in the story are also shown positively, such as the dairyman who has manly kindliness. The ending of the story shows how men were believed to be superior because Farmer Lodge prospers while Gertrude and Rhoda suffer. Gertrude became bent and her once abundant hair white and worn away, Gertrude dies, whereas Farmer Lodge ends up a chastened and thoughtful man The entire story is based around Gertrudes withered arm. The problem with her arm brings about her downfall and causes Rhoda to leave the village. The injury is a physical manifestation of Rhodas hate for Gertrude, showing how women are evil and full of hate. It shows how jealous and bitter women can get because they all ant men to look after them. It is also significant that it was Farmer Lodge who was to blame for the withered arm however it was his innocent wife who received the punishment. This shows womens subservience to men. Thus to conclude, Hardy portrays women negatively, and men positively in The Withered Arm. His attitude to women reflects the patriarchal society he was a part of. Before the 20th century his misogynist opinions were considered normal.