Their Eyes Were Watching God And The Great Gatsby By F....

Their Eyes Were Watching God and The Great Gatsby are both novels which came out of a similar era and deal with similar themes but these novels also have their differences. Both Eyes and Gatsby deal with the issue of social class, and within that issue there is an issue of gender which shows how mostly the female characters are being oppressed. This oppression does not allow them to fulfill their dreams like the male characters which is a crucial point since these novels are also about self fulfillment. Eyes and Gatsby are both novels which show insight to the issue of gender, mostly its effects on female characters, and how that affects their journey to self fulfillment, but Eyes takes a more straightforward approach to the issue than Gatsby which allows the female characters in Eyes to achieve self fulfillment quickly and fully. While it can be seen there is a gender issue in Gatsby Fitzgerald sets it up in such a way that it is mostly overlooked compared to the other themes which are discussed. In the beginning of the novel Daisy and Jordan, two of the prominent female characters, are introduced as, â€Å"... two young women were buoyed up as though upon an anchored balloon.†(Fitzgerald 8). This quote does serve a purpose as an introduction and could almost be overlooked but it also shows readers that no matter how much Daisy and Jordan try and climb to higher dreams and opportunities they will always be anchored down. Another quote which shows how subtle the gender issue isShow MoreRelatedThe Great Gatsby by F. Scott Fitzgerald And Their Eyes Were Watching God by Zora Neale Hurston1348 Words   |  6 Pagesin The Great Gatsby and Their Eyes Were Watching God as they are exemplified by the relationships commented on by the authors. 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Scott Fitzgerald1628 Words   |  7 PagesSymbolism in The Great Gatsby, written by F. Scott Fitzgerald The Great Gatsby is a classic American novel, written by F. Scott Fitzgerald in 1927 about corruption, murder and life in the 1920’s. The true purpose for a writer to compose any piece of literature is to entertain the reader, and this writer does this to the best of his ability. In this well-crafted tale, Fitzgerald presents a fast moving, exciting story, and to any typical reader it can be enjoyed; however, if the reader takes the timeRead MoreEssay on The Great Gatsby Research Report1248 Words   |  5 PagesI. Introduction In 1896 F. Scott Fitzgerald was born in St. Paul, Minnesota. After growing up in Minnesota he moved to start a career and marry Zelda, the girl he loved. He published his first novel, This Side of Paradise, in 1920; the novel was a success and Fitzgerald quickly became one of the most famous young writers of the time. â€Å"F. Scott Fitzgerald eagerly embraced his newly minted celebrity status and embarked on an extravagant lifestyle that earned him a reputation as a playboy andRead More F. Scott Fitzgeralds The Great Gatsby as Criticism of American Society 1734 Words   |  7 Pages   Ã‚  Ã‚   In The Great Gatsby, F. Scott Fitzgerald criticizes American society in the 1920?s for its tendencies to waste, advertise, form superficial relationships, and obsess over appearances. The work has been praised for both its brutal realism and its keen depiction of the age that The New York Times referred to as the era when, gin was the national drink and sex was the national obsession(Fitzgerald vii).   . . . indifference is presented as a moral failure - a failure of society, particularlyRead More Essay on Dr. Eckleburg of The Great Gatsby502 Words   |  3 PagesDr. Eckleburg   of The Great Gatsby      Ã‚   Throughout the course of events in The Great Gatsby, the watchful eyes of Dr. T.J. Eckleburg stare into the depths of each character, while the Doctor serves as a god of conscience from his middle ground between two worlds. As the creations of F. Scott Fitzgerald, the characters whose stories unwind before us live twisted webs of lives in which there is a distorted view of a greater force outside their worlds. Dr. Eckleburg merely watches over the greyRead MoreEssay on Symbols of The Great Gatsby 1249 Words   |  5 PagesThe 1920s were a time of big dreams, moral decline, and hardships in America . The Roaring Twenties were a different time altogether with its bootleggers and speakeasies, women becoming more independent, the poor becoming poorer, but through all this was The American Dream keeping the hope afloat. F. Scott Fitzgerald captured this era in his book, The Great Gatsby. Through his many symbols he illustrates the hopes, the forgotten God, and the oppressed Americans of the Twenties. The symbols inRead MoreSymbolism Of The Great Gatsby By F. Scott Fitzgerald1060 Words   |  5 Pages Symbolism â€Å"The Great Gatsby† written by F. Scott Fitzgerald takes place during the roaring 20’s, an especially great time for the wealthy. Symbolism is used thoroughly throughout the book to allow us to see how differently people see things and how we are affected by certain things that are out of our control. The color green is used to make us aware of money, wealth, even the future such as the green light at the end of Daisy’s dock. Here it symbolizes the future that Gatsby hopes to resume withRead MoreThe Roaring Twenties By F. Scott Fitzgerald1263 Words   |  6 PagesTwenties were a time of leisure and parties. The media and events surrounding this time period greatly impacted the carefree, extravagant lifestyle. This era was one of the most dramatic and energetic times in American history. To many, the symbols of the roaring Twenties were F. Scott Fitzgerald and his wife, due to their tales of the young and the wealthy (Hanson 96). The Roaring Twenties influenc ed many literary works, throughout the 1920s such as F. Scott Fitzgerald’s The Great Gatsby and ThisRead MoreA flourishing story of great wealth and compelling love strikes a chord when describing the900 Words   |  4 Pagesstory of great wealth and compelling love strikes a chord when describing the riveting novel of F. Scott Fitzgerald that is The Great Gatsby. Its narrative is of a searching man who goes by Nick Carraway, who moves to West Egg in New York to learn about the bond business. While there he recaps with his cousin Daisy and gets tangled in their ravishing upper class lives. What starts as an introduction to upper class socialites lives turned into a compelling love twist. Their Eyes are Watching God however

Individual Analysis Paper on Organizational Behaviour

Individual Analysis Paper Albert Sherman September 30, 2011 MGMT 320-52 Robert J. Niemi, Ph. D 1. What is the brief history of the company and its line of business is it involved in? Background/History: The field of Social Services happens to be one of the many areas in the State of Minnesota that provide serves to people with Developmental Disabilities and also mental health/behavioral. It can be further complicated by the overwhelming number of service options, multiple home care companies and other people’s opinions of what’s best. Seeing the need to serve these people Jamie Fenh was move to establish a company that will meet the needs of these people. Thereby in 2003 Pinnacle Services (PS) was founded to be a part†¦show more content†¦Thereby, allowing them to maximum productivity in the rendering of care for their consumers. These enthusiastic employees become a part of the team that yields efficiency and output. We offer a great benefits package including: That affect the lives of the people they serve According to the adaptive perspective of organizational culture, organizations must be ready and willing to adapt to the ever-changing and evolving environment. This type of perspective shows that employees working within a successful adaptive culture support each other, are trusting of each other, and truly strive for the betterment of the organization. Nothing could be truer of the culture at SWA. This ï ¿ ½chip-inï ¿ ½ attitude is found to be one that promotes a feeling of confidence in the organization and an expectancy of its long-term continued success. Pinnacle Services focuses on providing only what is necessary to promote the dignity of independence†¦.Read More The people we serve are capable, dependable and enthusiastic members of the workforce. Our philosophy is to support individuals only as much as they require and to teach them the skills necessary to obtain and maintain community employment†¦.Read More Careers Pinnacle Services is dedicated to providing high quality services to people with disabilities. We believe that our employees are the mostShow MoreRelatedImpact of Cultural Differences, Internal and Environmental Factors at Airbus1619 Words   |  7 PagesImpact of cultural differences, internal and environmental factors at Airbus Introduction Employees are affected by a number of internal and external forces that when combined produce given behaviours and attitudes. In this paper, I will consider the key factors affecting individual and groups’ behaviour and their corresponding relationship to the personal and organisational performance. 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Business Foundation Social Action Plan

Question: Discuss about theBusiness Foundation for Social Action Plan. Answer: Introduction Social action plan refers to the addressed strategies of the organisations in order to enhance their business goals. This study has considered several issues in regards to it and selected diversity management of the organisations in international context. The study has found diverse possibilities for the organisations through the implementation plans of diversity management. Thus it has assessed several issues in relation to it. Background of the Issue Culture usually has diverse layers of meaning that varies from a group of people to another. As per the statement of Eagly and Chin (2010, p.934), cultural diversity defines the idea of greater cultural formation on the basis of distinctive social groups. However, it is liable to encompass several additional issues, such as art, literature, religious beliefs, values, lifestyle, practices, tradition and ways of living together. However, in most of the cases these people from diverse cultural backgrounds are united by the same goals A certain amount of respectfulness is always demanded in the workplaces across the world. Respect for diverse cultural backgrounds followed by tolerance, inter-relation, cooperation and dialogue are the keys of success in every sector. Mutual trust and understanding in a particular climate are considered as the best guarantees in the workplaces across the global context. They are liable to guarantee international peace and security in broader aspects. However, massive cultural diversity issues have been observed since the beginning of 21st Century, where it has emerged as a major global challenge for several international corporations. As per the UNESCOs World Report on Cultural Diversity Alserhan et al. (2010, p.31), the cultural diversity issues have also been observed violating human right opportunities extensively. The report has demonstrated several opportunities from cultural diversities in communication, language, education and creativity. It has also emphasised on the major importance of cultural diversity and indicated at the essential dimensions of intercultural dialogues. Social cohesion and democratic governance have also been acknowledged in the report as the major keys of successful workplace environment. In the supportive words of Barak (2005, p.41), managing cultural diversity can be objectified as an integral approach to ensure sustainable development in an organisation. The key of diversity management usually hinges on the strategic thinking of the management or the people responsible for the human resource development. Diversity management mostly approaches towards resolving the employee issues in regards to their cultural differences. It is a process that enables all the employees in a workplace to perform cooperatively with each other. Objectives of the Action Plan Objectives of the action plan for diversity management refer to the strategies that resolve the diversity issues among the employees in a workplace. It is implied in planning the priorities and needful actions to manage the cultural differences of the employees. The fundamental objectives of the action plan include several factors, such as collaboration, creating future orientations, developing cultural identity, prioritising employee beliefs, creating contents, capturing value, forging connection. According to Catalyst (2015, p.39), the management of an organisation always emphasis on the collaboration process of the employees at the initial stage, as it increases the possibilities of growth of an organisation. (Refer to Appendix) Figure 1: Objectives of the Action Plan (Source: Kinyanjui et al. 2009, p.22) Proposed Actions As mentioned earlier, collaboration is always considered as the major key part of proper governance. It usually expands beyond the art sectors in a society, mostly in the global context, where people are found sharing thoughts to each other. Collaboration tends towards extensive government goals, where the people are advised to make bridges between the cultures, aiming to contribute in the policies and programme objectives. As opined by Kinyanjui et al. (2009, p.21), developing better cooperative goals are liable to ensure future goals of an organisation globally. It also enables multi-cultural opportunities for the organisations in order to ensure benefits in global context. Developing collaboration and creating future for diverse cultures lead the process to develop cultural identity. Developing cultural identity is always implied in the international context for the organisations, where they provide proper leadership goals through coordinated approaches. It is also liable to create new opportunities in the context of social exchange. Creating content is the next proposed action in the management process of diversity. It indicates at facilitating new partnership opportunities and explore reflective programmes. Utilising cultural aspects in the beneficial models of the organisations are always prioritised in this action, which is followed by enabling forging connections. This part of the proposed actions aims at conducting research works on the best practice models and developing stronger global business links. Investigating a community cultural ambassador network is a major part of this action that deals with collaborating diverse knowledge into work pr ocess. It is also dedicated at association the collective knowledge of the participants from different cultural identities. Forging actions is followed by capturing the value process, which is again an important factor of community diversity management. This process investigates the mechanisms for managing collections from diverse communities. This also indicates at an evaluation process that ensures proper value to different cultures in same manner and without any discrimination. Capturing value often associates the strategies as per the government, which encourage the organisations to follow local government legislations, while approaching at global contexts. Anticipated Outcomes Managing cultural diversity globally is always involved with the process of organisational development and consultation. Thus, the action plan generated for it is targeted to contribute towards the cultural opportunities by resolving differences. However, in the argumentative words of Kearney and Gebert (2009, p.79), the outcomes of diversity management is always expected to be resulted from certain information on cultures. As per the planned action of this study, the primary outcome is connected with the collaborative measurements. Employees of an international organisation are expected to be working collaboratively regardless of their national or cultural identities. It is always aimed towards enhancing the ability of an entire organisation globally. Creating the future in a professional sector is always expected from a global context, where the profits are subjected to be associated with both economical and social exchanges. The planned actions have fruitful possibilities in terms of outcomes. Developing proper cultural identities and acknowledge their presence categorically are often found useful in providing desired outcomes. However, in the contradictory words of Kearney and Gebert (2009, p.80), this process is expected to be identifying the opportunities and addressing the barriers in order to foster the cultural exchanges. Creating content is involved with utilising the government supports along with all user responses. Thus, it is meant to be focused categorically to ensure positive outcomes along with wider recognition. Forging connections are the other most essential contributions in diversity management. It aims at supporting and demonstrating the project as per the needs in order extracts the positive outcomes. Buildin g new audience is also considered as a positive outcome in the projected action. Developing all the possible cultural resources are believed to be projecting maximum amount of positive outcomes. As per the projected action plan, the process of capturing value provides the last set of outcomes. It generates valued outcomes through investigative mechanisms and culturally specific marketing tools. Key Roles and Responsibilities The cultural diversity has been emerged as a major issue in international business sectors in last few years. Thus, the managements of the organisations are always recommended to address this issue categorically and take responsibilities to meet the needful requirements. According to Kunze et al. (2011, p.p.272), dropping homogeneity is mostly recognised as the superior criterion of maximum participation. The managements of the organisations are always liable to ensure this policy in order to enhance the maximum participation of the employees. In most of the cases, the human resource people are responsible for enhancing the management goals of the organisation. They use to plan and operate the needful actions accordingly towards the benefits of the organisation. The HRM is responsible to conduct a set of distinctive approaches towards diversity management. These approaches are meant to be executed through several activities, functions and processes. All these actions are aimed at attracting, directing and maintaining the organisational tasks. Encouraging all the employees within a workplace to work under a cooperative ambience can be measured as the superior most responsibility of the human resource team. They always need to influence the collaboration process among the employees in order to achieve maximum supports from them Creating future goals in diversity management is always recommended to the organisations, while entering other geographic locations of the world. Managing cultural identity and acknowledging them are also recommended to enhance cultural diversities. However, the human resource managements of the organisations are also responsible to emphasis communication goals among the governments along with all the other participants of the business, such as employees, shareholders, stakeholders and users. They are also trusted to develop the bridges between the management of the organisations and employees by addressing all their challenges regardless of their cultural identities. In the words of McGuire et al. ( 2006, p.262), creating value is always recommended for the human resource practices in order to ensure proper communication among the employees. However, they are also found liable to increase the communication goals largely with proper implementation of diversity management. Timelines and Resources Required The strategies of diversity management are required to be involved with different resources for successful implementation. As opined by Littrell and Salas (2005, p.p.328), the managements of the organisations are always recommended to incorporate several resources and timelines in order to ensure diversity management. However, they often face several challenges in regards to the diversity issues, which are potentially harmful for the growth of the organisation. Thus they are recommended to consider appropriate resources and timelines accordingly. The widely most considered stages of timelines and resource varieties are visible and strong hierarchical support, adequacy of resources for successful goals, accountability built-in, extensive involvement of participants, and Timelines respectively. Key Risks Timelines and resources used by HRM, in regards to the diversity management are always surrounded with both possibilities and risks. However, a proper implementation may reduce the risks. Community, character and collaboration are the major goals addressed by the managements in order to achieve success in the diversity management. Addressing the community behaviours are often found with major dilemmas, mostly in the international businesses. According to Anand and Winters (2008, p.p.368), organisations are often surrounded by their global objectives and the actions taken by them in international business contexts. However, in many cases they fail to access effective strategies due to their international market images, which is potential to their value orientations as well. Character is another major risk for the organisational diversity management, as the nature of the businesses is often liable to provide identities to the organisations. It often creates barriers for the organisations beyond their set criterion. Collaboration is another risk issue that is involved with the images of other brands too. In many cases, the most convincing collaborations can play negative roles for the businesses in developing their images. In the argumentative words of Kinyanjui (2013, p.p.21), companies are always liable to set distinctive images in different national contexts and play diverse roles in the diversity management plan as per the cultural orientations of the targeted countries. Evaluation Method The methods of diversity management are always surrounded with both positive and negative outcomes. However, they are always subjected to be evaluated in every definite interval in order to ensure prominent implementation of the processes. According to Catalyst (2015, p.42), increasing the cultural values within the organisations are always recommended for the human resource managements. It is highly responsible to enhance corporate reputations as well as the trustworthiness among the global users. However, this policy is also liable to help the organisations to attract the talented persons from different corners of the society instead of the majority groups only. In the words of Munjuri (2012, p.19), diversity management is always dedicated to find the maximum number of talents irrespective of their cultural hegemonies. Managing the diversity issues categorically, aims at promoting innovation powers within the workplaces and also enhance the creative goals. It has often been found promoting higher productivity goals among the employees and increase trustworthiness for the large scale consumers globally. The proper ways of diversity managements are also liable to overcome the labour storage issues globally and reduce labour turnovers. Conclusion Diversity management and their possibilities are widely extended in the context of international business. This study has addressed background of the study at a stretch followed by their objectives and action plans. The anticipated outcomes have also been discussed in this study categorically followed resources and organisational responsibilities. However, the risks have also been analysed in the study along with their evaluation methods. Reference List: A.H. Eagly and J.L. Chin (2010), Are membership in race, Ethnicity, and Gender Categories Merely Surface Characteristics? American Psychologist, 65(1), pp.934-935. Alserhan, B. A., Forstenlechner, I., and Al-Nakeeb, A. (2010). Employeesà ¢Ã¢â€š ¬Ã… ¸ attitudes towards diversity in a nonwestern context. Employee Relations Journal. 32(1). UK: Emerald Group Publishing Limited Anand, R. and Winters, M.F. (2008). A retrospective view of corporate diversity training from 1964 to the present. Academy of Management Learning Education, 7(3), pp.356-372. Barak, M. E. (2005). Managing Diversity towards a Globally Inclusive Workplace, London: Sage Publications Catalyst. (2015). Connecting corporate performance and gender diversity. New York: Author Kearney, E. and Gebert, D. (2009). Managing diversity and enhancing team outcomes: the promise of transformational leadership. Journal of applied psychology, 94(1), pp.77-80. Kinyanjui, S. (2013). Innovative Strategies for Managing Workforce Diversity in Kenyan Leading Corporations in Present Global Scenario. International Journal of Business and Management, 8(15), pp.20-22. Kunze, F., Boehm, S.A. and Bruch, H. (2011). Age diversity, age discrimination climate and performance consequencesa cross organizational study. Journal of organizational behavior, 32(2), pp.264-290. Littrell, L.N. and Salas, E. (2005). A review of cross-cultural training: Best practices, guidelines, and research needs. Human Resource Development Review, 4(3), pp.305-334. McGuire, D., Garavan, T.N., Saha, S.K. and O'Donnell, D. (2006). The impact of individual values on human resource decision-making by line managers.International Journal of Manpower, 27(3), pp.251-273. Munjuri, M.G. (2012). Workforce Diversity Management and Employee Performance in the banking sector in Kenya. DBA Africa Management Review, 3(1), pp.1-21.