Kate Chopins The Awakening - 1767 Words

Sexual transgression and sexual exploration is one of the most highly talked about topics in today’s society. The path to sexual liberation within society begins with experimentation and exploration, followed by personal acceptance, and finally, although not always, societal acceptance. Although we have come a long way on the path of acceptance of different sexual transgressions, the stories of Kate Chopin’s The Awakening, Tennessee Williams’ â€Å"Vieux Carre,† and Lyle Saxon’s â€Å"The Centaur Plays Croquet† show that this type of acceptance has not always been the case. Each story plays an integral role when looking at the steps on the path to societal acceptance. Chopin s story dives deep into the area of experimentation and exploration, whereas Saxon s story looks more at the areas of personal acceptance, and Williams story lies more along the area of societal acceptance, and whether or not acceptance is always the end result. Beginni ng with the theme of sexual exploration, we look to Kate Chopin’s The Awakening. The story of Edna Pontellier is less about societal acceptance, since New Orleans inhibits Edna’s desires far less than other parts of American society could have, and more about experimentation and sexual awakening. Both of these factors leads to Edna eventually reclaiming her own sexuality. In the beginning of the story, Edna simply seems content in her marriage to her husband, Là ©once. It is as if she is either unaware of her sexual desires, or that they haveShow MoreRelatedThe Awakening on Kate Chopins The Awakening1745 Words   |  7 Pages The time period of the 1880s that Kate Chopin lived in influenced her to write The Awakening, a very controversial book because of many new depictions of women introduced in the book. The Awakening is a book about a woman, Edna Pontellier. In the beginning, she is a happy woman with her husband and 2 kids vacationing at Grand Isle. While there, Edna realizes she is in love with Robert Lebrun and that she was just forced into an unloving/dissatisfying marriage with Mr. Pontellier. Robert howeverRead MoreKate Chopins The Awakening1871 Words   |  8 Pagesworshipping her children and submitting to her husband. Kate Chopins novel, The Awakening, encompasses the frustrations and the triumphs in a womans life as she attempts to cope with these strict cultural demands. Defying the stereotype of a mother-woman, Edna battles the pressures of 1899 that command her to be a subdued and devoted housewife. Although Ednas ultimate suicide is a waste of her struggles against an oppressive society , The Awakening supports and encourages feminism as a way for womenRead More Kate Chopin’s The Awakening Essay4153 Words   |  17 PagesKate Chopin’s The Awakening Kate Chopin’s The Awakening should be seen as depicting the discontentment that comes from self-gratification rather than the glorification of delighting in one’s fantasies. Chopin describes the central idea of one who is seeking to please her personal needs and desires and, in the process, neglects to notice how her actions affect others. The protagonist, Edna, is not able to find peace or happiness in the accepted daily life that a woman of her era and socialRead MoreKate Chopins The Awakening1176 Words   |  5 PagesIn Kate Chopin, â€Å"The Awakening†, longing for passion and freedom Edna Pontellier leaves the safety of her gilded cage, only to find that death is her only salvation. In the 1800’s the main role in society for a female was to be a wife and mother, women at this time were the property of their husbands and had little say in anything. Which for Edna was the opposite of what she wanted, she wanted to be free from these responsibilit ies and to live her own life. Although Edna is not a victim in theRead More Kate Chopins Awakening Essay1448 Words   |  6 PagesKate Chopins Awakening Kate Chopins depiction of â€Å"The Awakening† is realistic as she develops Edna Pontellier’s character from a socially and morally respectable individual to an individual that turns her back on everything closest to her as she births her new self-being. Edna Pontellier struggles between her subconscious and conscious thoughts as unusual feelings stir unfounded emotions and senses. Some of Chopin’s characters lend themselves in Edna’s â€Å"awakening†. Through examination of LeonceRead More Kate Chopins The Awakening Essay1350 Words   |  6 PagesKate Chopins The Awakening Kate Chopin’s novel The Awakening expresses the difficulty of finding a woman’s place in society. Edna learns of new ideas such as freedom and independence while vacationing in Grand Isle. Faced with a choice to conform to society’s expectations or to obey personal desires for independence, Edna Pontellier realizes that either option will result in dissatisfaction. Thus, Edna’s awakening in Grand Isle leads to her suicide. Edna’s awakening occurs duringRead MoreEssay on Kate Chopins The Awakening1246 Words   |  5 PagesKate Chopins The Awakening In Kate Chopins, The Awakening, Edna Pontellier came in contact with many different people during a summer at Grand Isle. Some had little influence on her life while others had everything to do with the way she lived the rest of her life. The influences and actions of Robert Lebrun on Edna led to her realization that she could never get what she wanted, which in turn caused her to take her own life. In the Creole culture, outward affection and expressionRead More Kate Chopin’s The Awakening - The Feminist Awakening Essay2094 Words   |  9 PagesThe Feminist Awakening    Women’s rights have evolved over time; beginning with being homemakers and evolving to obtaining professions, acquiring an education, and gaining the right to vote. The movement that created all these revolutionary changes was called the feminist movement. The feminist movement occurred in the twentieth century. Many people are not aware of the purpose of the feminist movement. The movement was political and social and it sought to set up equality for women. Women’s groupsRead MoreFemale Empowerment in Kate Chopins The Awakening7915 Words   |  32 PagesHeinrich-Heine-Università ¤t Wintersemester 2010/11 Vertiefungsmodul Kurs: American Realism and Naturalism - Short Stories Seminarleiter: Georg Schiller Datum der Abgabe: 16.04.2011 Female Empowerment in Kate Chopin’s â€Å"The Awakening† Anjana Dhir BA Englisch KF, Geschichte NF 3. Semester Table of Contents 1. Introduction 3 2. The FrenchRead More The Shocking Ideas of Kate Chopins The Awakening1864 Words   |  8 PagesIdeas of The Awakening Ideas that resist existing social boundaries commonly are rejected at first, because people don’t want to wake up from their reliable lives. Kate Chopin, however, believed that an awakening was in order, and she attempted to open the eyes of society through her novel The Awakening. The public’s reaction to Chopin’s novel was not one of acceptance. Too strong a drink for moral babies, and should be labeled ‘poison,’ was the how the Republic described Chopins work (Seyersted

Human Resource Management and Issues No Name Aircraft †Free Samples

Question: Discuss about the Human Resource Management and Issues No Name Aircraft. Answer: Introduction: To have a coherent approach to the management of the most valued assets that are the people who are employed to work there who collectively or individually are making contributions to the achievement of the goals and objectives of No Name Aircraft, it is important to have an efficient and flawless human resource management (Alder Quist, 2014). As a consultant of the International Human Resource Management, the issues in the management of the human resource of No Name Aircraft had been bestowed upon me which provided me with ample of experience in dealing with various concerns and scenario in the aircraft manufacturing company (Ali, Metz Kulik, 2015). It was very much necessary to help No Name Aircraft so that the expatriate staffs could get proper and effective training and scope to work in the cross country subsidiaries of the company that is located in the countries like China, Singapore, and Vietnam. Issues in the human resource management of No Name Aircraft: No Name Aircraft has been facing various issues that are having direct implications on the organizational profits of the aircraft company which would lead to company take over if not addressed immediately. The company had to optimize the return on investment of the shareholders along with obtaining a high price of the shares in order to sustain in the market. However, this could only be achieved if the management of the human resource had been effective without any issues (Armstrong, 2014). The prime issues for No Name Aircraft lied in the human resource management which lingered in the corporate and workplace culture, diversity in the human resource, the performance of the management on the international level, and training and development of the new entrants. Regarding the culture of No Name Aircraft, it was found that there was huge communication gaps and breakdown between all the departments and the subsequent teams and the entire management as a whole. This breakdown in the comm unication had carried to a very negative environment in the workplace in all the subsidiaries (Arp, 2014). The employees had inculcated the objective that achieving some efficiency in the work is equivalent to achieving complete efficiency. The culture of the employees had oriented more into the direction which resisted change and not adapts new and innovative approaches both for the workforce and the job. The breakdown in the communication in the entire aircraft company had been affecting right from the headquarters to all the subsidiaries. No Name Aircraft was known for its high-quality aircraft products. It was seen that the quality of the aircraft products had reduced drastically due to the implications of the communication barriers throughout the company. The reduction in the quality of the aircraft parts products was majorly found in the subsidiary branches of No Name Aircraft in China and Vietnam (Ataullah, Le Sahota, 2014). The spare parts products of aircraft that were manufactured in China and Vietnam were found to be manufactured properly and were requiring modifications post- delivery to the clients. The company used to deliver high-quality products previously due to which it had a high range of customers and clients both from governmental and non-governmental organizations. The company is facing complaints regarding the degraded quality of the aircraft products in the form of warnings regarding the improvements in six months which reflects the degree of deterioration in the quality. The company is facing warnings of not getting the partial payments and quotation regarding the payback in percentages by its clients which have been being a liability on the company. As per Azmi Mushtaq, the communication barrier had been spreading across various teams which are basically required to work in coordination with each other. It was found that the teams were lacking coordination and integration in work which was quite evident from the manufacturing of the products and the performance and productivity of the employees and the teams as well (Azmi Mushtaq, 2015). None of the teams were found to coordinate their work with the subsequent teams due to biases and negative feelings towards each other and thus, the members of all teams were letting the negativity get in the way of the work they were doing. This was found to block the communication regarding the work restrict the production of aircraft parts according to the defined requirements which were resulting in complaints from the customers and clients. It was observed that the management of all the branches in China, Singapore, and Vietnam was going through the similar issues regarding culture (Bartram Dowling, 2013). Regarding the management of diversity at No Name Aircraft, it was included among its organizational objectives that every individual was supposed to be treated equally irrespective of age, gender, race, ethnicity, physical abilities, religious beliefs, sexual orientation, and other philosophies. However, the contradiction regarding this specific organizational objective was found in the management of human resource. The benefits of working in the organizational climate with diverse culture were found to be no longer realized. According to Beltrn?Martn Roca?Puig, the workforce was found to be intolerant towards each other. There was biasing and differentiation among the employees on the basis of generation which was leading to employee resentment (Beltrn?Martn Roca?Puig, 2013). The senior employees were found to have more resentment towards the junior employees and subordinates with the misconception that if the latter gained much knowledge that would become a hindrance to the promotional process of the senior employees. Thus, the relationship between the senior employees and the subordinates are strained which had direct implications on the quality of the products that were manufactured at the branches of No Name Aircraft in Singapore, china, and Vietnam (Bratton Gold, 2015). It was also observed in the branch of No Name Aircraft in China that there was a lack of the recruitment of eligible people with disabilities which had better knowledge, skills, and capabilities that the other candidates in the workforce. This discrimination in the recruitment which was done by the managers in the subsidiary in China was restricting the improvement in the quality workforce pool of the Aircraft Company (Camps, et al., 2015). This discrimination on the basis of disability by the managers in China even has the probability of legal actions by any rejected candidate with disability. As per Cross, et al, the human resource managers were found to have no clear measures to make the employees get associated with each other. The human resource manager also did not give any importance to the perceptions and the associations the employees had for each other, hence, were found to not give any importance to the matter which is in real having huge implications on the productivity of the company (Cross, et al., 2013). The importance of diversity in the company was not been realized and appreciated both by the human resource manager and the entire workforce of the No Name Aircraft. The employees were found to discriminate among each other on the basis of cultural diversity which was resulting in drastic reduction in the coordination among the employees regarding any particular job. In the aspect of the management of the international performance, various issues were found in relation to the appraisals (Dries, 2013). The performance reviews which are basically a very crucial factor to be done in the company was only maintained at the headquarters of the company in Australia and was lacking at the subsidiaries in China, Vietnam, and Singapore. The expatriates who are relocated to different subsidiaries are facing the issues due to the cultural biasing along with the lack of formal appraisal of performance. It was found that the decision that was made in the headquarters was also not followed by the subsidiary branches which resulted in variation and issues in the productivity. There were no specific policies framed to determine the management of performance at No Name Aircraft (Koch, Forgues Monties, 2015). Regarding the training and development, adequate training was not provided to the expatriates and the new recruits in the headquarters of the company in Australia. The HR managers are not concerned about the provision of specific training that should be given to the expatriates regarding ways to integrate and adapt to new surroundings and the ways in which work is being carried out in the new environment. It was also found that the workforce planning and management were not systematic. The employees working in the aircraft company are not aware of the career prospects and the growth in the company, hence, their skills are not been utilized to the maximum extent. No Name Aircraft also was found to have lack of professional development (Long Perumal, 2014). Dealing with the issues: The management of No Name Aircraft needs to realize and accept the significance and merits of having a diversified workforce in the aircraft company. As per Obeidat, et , the management of at various subsidiaries along with the management of No Name Aircraft needs to first realize the importance and the benefits that a diversified workforce would provide to the company. thus, the respective management of the subsidiaries of the company need to make efforts in inculcating the age within their workforce so that the employees begin to respect, appreciate and accept each other irrespective of any discrimination regarding age, gender, race, etc. the management needs to initiate regular meetings where the concerns and issues that the employees are facing can be addressed and the employees can have direct convey their opinions and requirements directly to the management (Obeidat, et al., 2016). Along with these type of meetings, training and consultancy sessions should be conducted where the employees can be trained and make to realize the need for having better cooperation and in which manner it would affect their own individual performance in the company. The employees are also required to be explained how having good cooperation among each other would directly relate to their effectiveness and efficiency in productivity and growth in the company. Through these sessions the management can encourage the employees to have better and effective communication and the ways to overcome the misconceptions regarding the cultural biasing in relation to the work. The employees should be explained regarding the significance of adapting and accepting changes and innovation in the company and in which way the changes would bring out the best output of the individuals in their own work (Roman, 2016). The management of No Name Aircraft must inculcate leisure and recreational activities in which all the employees would be made to take part. It would provide good scope for the employees to wind up and get bonded with each other. Regular training and meeting sessions should also be conducted for the expatriates along with the regular employees who would provide them with the knowledge regarding various cultures into which they can easily get adapted and integrate themselves to understand the ways work is done in different subsidiaries of No Name Aircraft (Varma, Budhwar McCusker, 2014). The company also needs to follow the global performance management practices which are crucial to fulfil the legislative and regulatory standards of various countries in which the company is operating, i.e., China, Singapore, and Vietnam. The management of all the subsidiaries of No Name Aircraft is also required to design the international performance appraisal system based on the cultural parameters of the international environment (Schaaper, et al., 2013). The benchmarks and the appraisal system of performance need to be formulated on the basis of unbiased assessment. The management at all the subsidiaries needs to make efforts bridging the gap between the different generations of employees by creating a framework which would not be having organizational hierarchy. The management should include the reward programs which would be based on the performance of the employees both collectively in group as well as individually which would create healthy competition and cooperation among the teams of No name Aircraft. The management would have to incorporate appropriate patterns of incentives for the employees belonging to different generations. However, the management has to consider various cultures while adapting and framing these structures. Various development programs and training sessions need to be undertaken for the expatriates in which the didactic training would be included (Scott, 2016). Various cultural parameters such as the dress code, greeting manner, and other practices and behaviours at the workplace should be included in the training that would be imparted to the expatriates. The management of the aircraft company should also include the experiential training methods in its organization for the expatriates that would include the workshops, seminars and various other practical experiences of various countries in which the company is functional. These training should be conducted before the induction training. Incorporating these strategies and measures into the management of No Name Aircraft would reduce the chances of occurrence of the previous issues again that would not let the company go through the same phases again (Thomas Lazarova, 2013). Recommendation: No Name Aircraft needs to design the performance appraisal system that is based on scores of the various dimensions of culture. Various types of training programs should be designed by No Name Aircraft such as the experiential, interaction, didactic, and sequential training that would assist the different generations that are employed in the aircraft company to receive adequate knowledge and expansion in their visions and objectives in the orientation of the company. Adequate training to the regular and expatriate staffs should be provided in which different aspects and viewpoints of the various cultures of Australia, china, Vietnam and Singapore is included. The performance appraisal programs are to be incorporated by all the subsidiaries of No Name Aircraft to evaluate the performance of on a regular basis to analyse the performance as well as extent to which the employees in all the subsidiaries have adapted and accepted the cultures of all the people working in the Australian, china , Singapore and Vietnam. It would also generate effective feedback from the appraiser which would help in increasing the productivity of the company on the global level. Effective communication tools in order to gain sustainable and effective interaction between employees and expatriates should be employed by the management in order to have an efficient communication flow among the employees. Conclusion: The analysis of the issues as an international human resource management consultant assisted in knowledge regarding various perceptions of the employees in different subsidiaries. the analysis of the issues in the human resource management of No Name Aircraft reflects that the management of the company can formulate better and efficient strategies for the mitigation of cultural differences among the employees and bridge the communication gap that exists between various departments, teams, nonetheless, between the headquarter and subsidiary branches. Through the analysis it various types of understanding regarding cultures and performance appraisal systems that could be designed by No Name Aircraft could be reflected. In order to sustain in the global market, the company needs to realize the importance of all the aspects of the human resource management. References Alder, G.S. and Quist, D.M., 2014. 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