Capitalism In The Death Of A Salesman - Free Essay Example

Sample details Pages: 4 Words: 1227 Downloads: 3 Date added: 2019/06/12 Category Literature Essay Level High school Tags: Death Of A Salesman Essay Did you like this example? Capitalism is an economic and political system in which a countrys trade and industry are controlled by private owners for profit, rather than by the state. Arthur Miller alludes to the American Dream in Death of a Salesmen, which has the effect of capitalism and consumerism, through the depiction of two protagonists: Willy and Biff Loman and moves to further criticize these ideas by showing the tragic end of Willy Loman. Capitalism, consumerism, and the American Dream are interlinked ideas and when each of the latter idea occurs, the former happens. Don’t waste time! Our writers will create an original "Capitalism In The Death Of A Salesman" essay for you Create order To have success, capitalism and consumerism are planned and implemented by the help of politicians and the media. Miller is acknowledging to the Americans that they are in an illusion and that the dream is fake resulting in various social problems and even in death like with Willy. In 1949 Arthur Miller wrote Death of a Salesman, in which the American Dream is depicted as a fruitless pursuit. The basis of Arthur Millerrs play is a disastrous life of a man as Miller himself stated a man who doesnt have any control and authority over his life. The main issue is that how can the life of a human be determined by capitalist society continue their way of life under this condition? And being old and all the problems along with oldness is a mere pretext to tolerate life in a society ruled by the upper classes. Willy Loman is a salesman who believes that success comes from being well liked and popular and has tried desperately to instill his ideas to his two boys: Happy and Biff, Willyrs biggest aspirations in life. His wife Linda is extremely supportive and is Willyrs only connection to reality. While raising his boys and trying to instill his American Dream, he fails to teach them any sense of morality, leading them down what he feels is the wrong path. At one point, he defends Biff for stealing just because he was an amazing football player. Loaded with it. Loaded! What is he stealing? Hers giving it back, isnt he? Why is he stealing? What did I tell him? I never in my life told him anything but decent things. Willyrs goal throughout life was to achieve financial success. As a salesman, Willy was a failure and he tried desperately to prevent his sons to never end up like him. As a result, he loses his grasp on reality. Throughout the story, Willy often has flashbacks of the conversations that he and his brother Ben once had. These flashbacks illustrate Willyrs loss of reality from the world. As Willy and Charley are playing a game of cards, Willy has a flashback of him and Ben and Charley became completely confused, believing that Willy is speaking to him. As a character, Ben represents the opportunity that Willy did not take and all the fortune that he missed. Willy Loman embodies the average worker, who worked his whole life for the same company and who then gets fired, when the company no longer has any use for him. Howard Wagner, the head of the company, who is much younger than Willy doesnt care about his past at all and shows no empathy for him. With this scene, Miller shows us how the average man is exploited by the system and thrown away in the end. With this the author tries to show to the reader, what salesmanship is all about: profit. He also shows how heartless and inhumane this business can be and how blind one someone must be in order not to get this. The exploitation of the average man and his depression is made even clearer in the end of the play, where Willy Loman commits suicide to provide his family with the insurance money from his death. Willy Loman always dreams of getting rich through the system and continues having this dream, unfortunately he completely forgets about what happens with the people who dont succeed in fulfilling their capitalistic dreams. He thinks that you can achieve whatever you want in the American system if you are diligent and hardworking, but if we analyze the successful characters more closely we find out that there was more luck than hard work involved in their success. Howard was born into and raised to one day run the company and it was only by luck that Ben found diamonds in the African jungle. The only character who has success due to hard work and diligence is Bernard, who becomes a lawyer. All the other people either have luck or fall for the great promises that are made by the system and the people who it made successful. The struggle of Willy Loman becomes crystal clear when Linda Loman, wife of Willy and mother of Biff and Happy, explains why Willy must be honored. According to Linda, Dont say hers a great man. Willy Loman never made a lot of money. His name was never in the paper. Hers not the finest character that ever lived. But hers a human being, and a terrible thing is happening to him. So, attention must be paid. Hers not to be allowed to fall into his grave like an old dog. Attention, attention must be finally paid to such a person. Through these words, the dark face of capitalism comes to us, though some western critics believe that Willy Loman is stupid and a hypocrite. Whereas we see Wagner Company has destroyed his talent, threw him away from job without notice, has shown a class conflict between the owner and Willy Loman, and has also sent him in an uncertain life. Willy believes that to be well liked is the means to being successful. This is an illusion that Willy lives in. He often lapses into a flashback and appears to be reliving conversations and situations that occurred years ago. This itself is an inability to see reality. This reality versus illusion eventually brings about Willys downfall. In the end, Willy believes that a man can be worth more dead than alive. Charley, always the voice of reality tells Willy, A man isnt worth anything dead. Willy is also unable to see change. He is man lost in the modern era of technology. He says, How can they whip cheese? and is constantly In a race with the junkyard. Willy has lost at trying to live the American Dream and the play can be viewed as commentary about society. Willy was a man who was worked all his life by the machinery of Democracy and Free Enterprise and was then spit mercilessly out, spent like a piece of fruit. As Happy says in Requiem: Im gonna show you and everybody else that Wil ly Loman did not die in vain. He had a good dream. Itrs the only dream you can have†to come out number-one man. He fought it out here, and this is where Im gonna win for him. In the end, this piece is a critique of the American system. One major part of the whole piece is to show what happens with most people who try to make it in the capitalist economy, and that this system is not only good, but has two sides. Arthur Miller wanted to point out, that in the capitalistic society the definition and meaning of success is often misunderstood.

Allied Response to The Holocaust - 1142 Words

Actions Speak Louder than Words: Allied Response to the Holocaust The extermination of Jewish people during World War II was a horrific and merciless event that was effectively stopped by the Allies. Once the Allies became aware of the Holocaust, they immediately took action to end it. There have been countless suggestions of what the Allies could have done to prevent the Holocaust, however those would not have been as effective as the solution the Allies had put in place. Despite arguments that the Allies did not make a strong attempt to saving the Jews, by putting all their resources into the complete defeat of Nazi Germany, they were essentially doing all they could. The Allies became aware of the Holocaust in 1942 due to numerous†¦show more content†¦Ã¢â‚¬Å"Yet bombing a concentration camp filled with innocent, unjustly imprisoned civilians also posed a moral dilemma for the Allies. To be willing to sacrifice innocent civilians, one would have had to perceive accurately conditions in the camp and to presume that interrupting the killing process would be worth the loss of life in Allied bombings. In short, one would have had to know that those in the camps were about to die. Such information was not available until the spring of 1944.† (Berenbaum). As mentioned above, without full knowledge of what was going on in the concentration camps until 1944, bombing the camps did not seem like a well thought out idea. Even if the camps were to have been bombed, the Nazis could have quickly rebuilt them and would have continued to murder the Jews. Additionally, bombing the railway networks to the camps would have been an even weaker attempt at ending the Holocaust as those networks could be rebuilt even quicker than the camps could have (Izrael). Also, â€Å"bombing Auschwitz might [have provoked] even more vindictive German action† and have caused the Holocaust to have been dragged out for longer, with more lives lost (Berenbaum). In addition, some people may have been led to believe that the American’s were sided with the Nazis if they were to have killed more Jews in the prospective bombings (Vanden Heuvel). Put differently, â€Å"those who defame AmericaShow MoreRelatedThe Holocaust Was Influenced By Hate, And The Re membrance Of Holocaust1430 Words   |  6 PagesThe Holocaust was the systematic killing and extermination of millions of Jews and other Europeans by the German Nazi state between 1939 and 1945. Innocent Europeans were forced from their homes into concentration camps, executed violently, and used for medical experiments. The Nazis believed their acts against this innocent society were justified when hate was the motivating factor. 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In 1938, Hitler, along with several other European leaders, signed the Munich Agreement. The treaty ceded the Sudetenland districts to Germany, reversing part of the Versailles Treaty. On September 1, Germany invaded Poland. In response, Britain and France declared war on Germany. Hitler escalated his activities in 1940, invading Scandinavia as well as France, Luxembourg, the Netherlands and Belgium. Hitler ordered bombing raids on the United Kingdom, with the goal of invasionRead MoreThe Rise Of The 19th Century1441 Words   |  6 PagesWorld War II. Beneath the years of peace during the 19th century, was a growing nationalism among the different cultures of Europe. The decades of peace disillusioned many on the brutalities of war, which alongside nationalism, created a positive response all across Europe to the declaration of the WWI. In Vienna, â€Å"There were parades†¦ music burst forth everywhere, young recruits were marching triumphantly,† (Zweig, 285). 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A Rose for Emily and Sweat Free Essays

Name:Mouri Moumita ID:0920605015 1. â€Å"There is no such thing as a moral or an immoral book,† Wilde says in the Preface. â€Å"Books are well written, or badly written. We will write a custom essay sample on A Rose for Emily and Sweat or any similar topic only for you Order Now That is all. † Does the novel confirm this argument? Wilde published his only novel, The Picture of Dorian Gray, before he reached the height of his fame. It was criticized as scandalous and immoral. Disappointed with its reception, Wilde revised the novel in 1891, adding a preface and six new chapters. The Preface anticipates some of the criticism that might be leveled at the novel and answers critics who charge The Picture of Dorian Gray with being an immoral tale. It also briefly sets forth the tenets of Wilde’s philosophy of art. Devoted to a school of thought and a mode of sensibility known as aestheticism, Wilde believed that art possesses an intrinsic value—that it is beautiful and therefore has worth, and thus needs serve no other purpose, be it moral or political. The Picture of Dorian Gray is the story of one beautiful, innocent young man’s seduction, moral corruption, and eventual downfall. We meet our three central characters at the beginning of the book, when painter Basil Hallward and his close friend, Lord Henry Wotton, are discussing the subject of Basil’s newest painting, a gorgeous young thing named Dorian Gray. Basil and Henry discuss just how perfectly perfect Dorian is – he’s totally innocent and completely good, as well as being the most beautiful guy ever to walk the earth. Lord Henry wants to meet this mysterious boy, but Basil doesn’t want him to; for some reason, he’s afraid of what will happen to Dorian if Lord Henry digs his claws into him. Reflecting on the course of his past twenty years, he confronts Lord Henry, whom he believes is responsible for leading him astray. Lord Henry gives Dorian a book. Dorian criticizes the yellow book that, years before, had such a profound influence over him, claiming that this book did him great harm. This accusation is, of course, alien to Wilde’s philosophy of aestheticism, which holds that art cannot be either moral or immoral. Lord Henry says as much, refusing to believe that a book could have such power. The idea that there is no morality in art, only beauty (or an absence of beauty, in the case of bad art), is the central tenet of a movement known as aestheticism, which sought to free literature and other forms of artistic expression from the burden of being ethical or instructive. Wilde himself was associated closely with this creed, as the Preface to The Picture of Dorian Gray makes clear. But the novel that follows grapples with the philosophy of art for art’s sake in a complicated way. After all, the protagonist suffers from the lessons he has learned from the yellow book that has â€Å"poisoned† him. Lord Henry insists that a book can do no such thing, and we are left to decide how much blame one can place on a book and how much blame must be placed on the reader. Indeed, in one respect, The Picture of Dorian Gray seems to be a novel of extremely moral sensibilities, since Dorian suffers because he allows himself to be poisoned by a book. In other words, he defies the artistic principles that structure the yellow book. One must wonder, then, if there is such a thing as a book without some sort of moral or instruction How to cite A Rose for Emily and Sweat, Papers

Human Resource Management for Companies -myassignmenthelp.com

Question: Discuss about theHuman Resource Management for Multinational Companies. Answer: Introduction Human resource management deals with the study of understanding human behavior within an organization. It is one of the most important functions of any organization because people are the most important assets for a firm (Brewster, 2016). In this era of globalization, it is increasingly been noticed that employees move from one geographic location to another for their jobs. There are a lot of multinational companies who hire employees from across the globe for their company. Geography is no longer a barrier, people tend to go wherever there are available work opportunities. This is definitely an advantage for any firm as there is a strong demand for work and companies do not need to struggle to get employees (Sparrow, 2016). However, in this procedure there are many challenges that are faced specially by a multinational organization. An employee working in a new country or in an organization which has its base in another country can face various cultural issues, technological hindran ces and difficulty in adjusting to the work environment. At the same point of time it is important for any multinational organization to hire employees from different countries so as to gain an in depth understanding of the local functionality of a country (Marchington, 2016). This report throws light on the three major challenges faced by the human resource management team of an MNC. For the purpose of convenience, it has been assumed that the MNC in discussion is a retail industry. Cultural Differences and adjustments This is one of the biggest issues faced by any multinational organization. Every MNC requires individuals from different countries to maintain diversity and gain a better understanding of the business in a particular area. However there are many cultural differences that spring up which require immense amount of adjustment from the employees end. Every country has a different culture and it is often difficult to accept and adopt an entirely new working culture (Deresky, 2017). This may also adversely impact the employees performance. This is why organizations heavily invest in ensuring that the employees feel at ease and are able to adjust to the organizational culture (Moran, 2014). Issues faced: Language difference: Although most of the companies follow English as their official language but the use of local language in work environments is prominently noticed. This language difference between two countries can often impact the employee as he or she may not be able to adjust to the local language (Madera, 2014). This can often lead to miscommunication which in turn will affect the employees productivity (Harzing, 2013). Communication barrier: Communication barriers due to lack of understanding of the language or misinterpretation of behavior can lead to miscommunication. This can immensely impact the employees productivity as well as overall efficiency of the team (Dawson, 2014). There are various cultural differences in nonverbal communication and style of talking as well. For example, in the United Kingdom, if someone does not like an idea, they will say I dont agree with this idea because, However if in China someone does not like an idea they will not be able to say this directly (Budhwar, 2013). In fact they find it rude when someone makes a strong statement as above. These differences in communication are a challenge faced by IHRM. Organizational culture: The culture within the organization is different for different organizations. Some firms have an extremely decentralized structure, while some are strongly centralized. Certain companies promote and give a platform to innovative ideas while some companies believe in following exactly what is being told. There are organization that work in teams and there are organizations where individuals are given personal targets to achieve (Alvesson, 2015). These are various organizational differences of culture that makes it difficult for employees to adjust in a new firm. Societal differences: Society shapes the individual and largely affects his thought process and working attitude. When MNCs hire people from different societal backgrounds, they may not be able to adjust to the change in culture (Csikszentmihalyi, 2014). For example, in various Middle Eastern countries, a working women is looked down upon, now when an individual from that background, starts working in Australia, he may get a cultural shock. Many societies appreciate and accept meeting clients over drinks, whereas in certain specific societies it is considered unprofessional. Recommended Solutions These cultural issues are a serious concern and this is why human resource managers work hard to remove these differences and ensuring that all their employees feel comfortable, respected and involved in the organization. Few recommended solutions to overcome these cultural barriers are as below: Teach culture: This is very important for any multinational organization. Since they have employees working from across the globe, it is imperative that efforts are put in to teach employees different cultures and their prominence (Berrey, 2014). Sessions should be conducted monthly to learn about other cultures. This would help employees in communicating better and develop respect for other cultures of the world (Wilson, 2014). Team building activities: Team building activities are the best way to involve employees and help them work together as a team. This also helps employees to get to know each other better and hence create a more comfortable working environment (Carlson, 2015). Recruit wisely: When employees are recruited, the HR manager must ensure that the candidate is made aware about the cultural differences. It must be understood exactly what cultural background does the candidate come from and what efforts might be put in to induct the candidate in an efficient manner. Also, planning must be done to provide training to existing employees of the firm about the new culture introduced in the organization. Open communication: every company must ensure that open communication flows through the organization and its departments. Communication solves various problems and hence it is imperative that members of the organization communicate with each other. This should be implemented by employee hotline, town halls, and informal coffee meetings, team meetings, promoting written communication over verbal for important discussions, meeting minutes and open door policy adoption by the top management (Nancarrow, 2013). Technological differences Technology advancements is a major difference between countries and individuals. The technical skills possessed by an individual as well as the level of technological advancement in the country varies immensely. The technology in use will also be different for different geography. Also, we often see that youngsters are able to adopt to changing technology fast whereas the elder members of the organization find it difficult to adjust themselves to changing technology (Gonsen, 2016). There are lot of issues faced when an individual cannot cope with the technological advancements of his organization. Few of the issues are given as below: Issues faced Difference in technological backgrounds: this often causes differences in employees. Every employee is differently equipped with technology and may or may not be able to adjust to changing technological requirements of the firm. Also it is possible that the employee recruited for an MNC is better skilled than the technology currently in use at the firm and this may lead to frustration due to decreased efficiency. For example, someone working in the United Kingdom might be well equipped with the use of Chatbots whereas in India it is still a new and upcoming concept. Hence if someone from India is asked to work on Chatbots, he or she may not be entirely comfortable and will spend time in learning the same. Difficulty in learning: Many times employees may find it difficult to learn the technology in use at their new organization. This is specifically difficult in firms which are more technologically dependent like mining and engineering. An employee may face difficulty in learning the new technology and hence this may impact his performance and ability to complete tasks with the same pace as others. Resistance of change: Many times employees are resistant to change their working habits and hence it is difficult to them to learn new technology or adjust to the current technology if it is different from what they were previously using. This is specially seen in the elder members of the organization (Hon, 2014). They have more experience but take a longer time to adjust to or learn new things. Increased cost for training: Technology is by default an expensive element. Unlike language and culture which can be taught on the job by a few activities, technological training is expensive and requires more time. Also every time a new candidate in recruited, they need technological training to perform well in the organization. This can be time consuming and expensive. Recommended Solutions Every organization ensures that all the concerned members of the firm are well equipped with the technological aspects of the organization. This is done to ensure that their performance is not hampered and the company is not adversely impacted. Today every company runs on technology and if the members are not equipped with the recent trends then it will be give the firm a severe competitive disadvantage. Few recommended solutions to ensure that there is no technological difference are as follows: On the job training: The foremost thing is to provide training to all the employees while they are on the job. This training will to bridge the gap between what the employee already knows and what is expected of him (Saraf, 2017). This will help in increasing the efficiency of the employee and ensure that there is no hindrance in the employees productivity. Recruiting wisely: It is imperative that the recruitment process of the organization is stern enough to filter out employees who do not have the necessary skills to fit into the organizations technological requirements. Technological tests must be conducted to judge the candidates if the candidates are competent enough. Efforts must be put in to hire candidates who have the same technological background as that required by the firm (Peltocorpi, 2014). Continuously adopting to technological changes: The organization must consistently adopt to the changing technologies in the world today. This will instill a culture of adopting to change and reduce resistance. It should be a strong part of the organizational culture which will further ensure that every individual in the organization adopts to technological changes actively. Retaining and engaging workforce Last but not the least, this is the third challenge discussed. Due to increasing globalization, there is also an increasing competition within firms for hiring the best employees. This makes it difficult for organization to retain and engage the current workforce. The following issues are faced by international human resource managers: Competitive recruitment: Overall the recruitment industry is getting more and more competitive. Every organization looks to hire the best candidates and consistently puts efforts to lure them into joining their firm. From social media marketing to online job portals, companies are now omnipresent and willing to hire talent from every available source. Valuable human resources are getting poached from one organization to another over a minimalistic monetary raise or slightly better working environment or flexible timings etc. Ease of switching jobs: Gone are the days when employees spent all their lives working with just one company. Switching from one job to another is comparatively much easier. Most employees are unwilling to sign any long term contracts with the organization and hence they very conveniently resign and join another firm if the hiring firm offers better benefits. Loyalty to employer is no more important. Employee dissatisfaction: Due to high expectations of employees it is easier for them to get dissatisfied with their current organization. Also the amount of work expected out of employees and the long hours that the employee puts in is a major source of dissatisfaction among employees. Unfair or below industry standard rewards offered by the firms are also causing demotivation. And hence employees look out for other jobs and switch as and when they find a better opportunity. Recommended Solutions Employee retention is an important aspect for every organization. Firms invest heavily in employee recruitment, training and induction. If an employee leaves the organization, it is definitely a loss for the firm and all that expenditure goes to waste. This is why companies put in consistent efforts to retain and actively engage their existing workforce. Few recommended solutions are as below: Fair compensation and benefits: Companies must strive to offer fair compensation and attractive benefits to employees as this will help them remain interested in the organization and provide them with an effective work life balance (Rathi, 2015). Compensation is the primary motive behind which an employee works. Hence if an organization offers attractive bonuses, benefits, on time salary and incentives then the employees will automatically be better satisfied. Continuous feedback and review meetings: Consistent feedbacks and review meeting where an employees performance is analyzed and he is given a transparent feedback will help the employee with his career growth and skill improvement (Kumar, 2017). Genuine feedbacks help employees be aware exactly where they are lacking and hence they can work to improve the same. This will help the employees to remain motivated. Employer-employee Contracts: Contracts like non-compete can be signed between employers and employees so that the employee does not and cannot quit the organization until the cost of recruiting, training and induction is recovered. This will also help in protecting data and other confidential details of the firm as the candidate will not be able to join another office in the same industry. Grievance handling and exit interviews: Once the employee has decided to resign, grievance handling team should sit with the employee to discuss exactly what went wrong in his tenure. This will provide the employer with the feedback and help them retain clients in the future. Exit interviews are also a great way of knowing the cause of an employee leaving the organization and can help the firm make changes for the future. Measuring work satisfaction: Job satisfaction among employees is a major motivating factor. This satisfaction should be measured using various tools. This would help the organization know and understand exactly if their employees are satisfied and happy with their work or not. Conclusion Human resource management in an MNC is a crucial task. It takes immense amount of efforts from the employer to recruit talent in a manner that it benefits both the employer as well as the employee. There are various challenges that human resource managers face internationally across the globe. This report throws light on three major challenges with respect to culture, technology and employee retention. Attempts have been made to offer solutions for the same but it must be understood that no single strategy can work for every organization and hence every firm must pay crucial attention while hiring their human resource management team. References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Berrey, E. (2014). Breaking glass ceilings, ignoring dirty floors: The culture and class bias of diversity management.American Behavioral Scientist,58(2), 347-370. Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016).International human resource management. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Carlson, Z., Sweet, T., Rhizor, J., Poston, J., Lucas, H., Feil-Seifer, D. (2015, October). Team-building activities for heterogeneous groups of humans and robots. InInternational Conference on Social Robotics(pp. 113-123). Springer, Cham. Csikszentmihalyi, M. (2014). Society, culture, and person: A systems view of creativity. InThe Systems Model of Creativity(pp. 47-61). Springer Netherlands. Dawson, M., Madera, J. M., Neal, J. A., Chen, J. (2014). The influence of hotel communication practices on managers communication satisfaction with limited EnglishSpeaking employees.Journal of Hospitality Tourism Research,38(4), 546-561. Deresky, H. (2017).International management: Managing across borders and cultures. Pearson Education India. Gonsen, R. (2016).Technological capabilities in developing countries: Industrial biotechnology in Mexico. Springer. Harzing, A. W., Pudelko, M. (2013). Language competencies, policies and practices in multinational corporations: A comprehensive review and comparison of Anglophone, Asian, Continental European and Nordic MNCs.Journal of World Business,48(1), 87-97. Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,40(3), 919-941. Kumar, N., Pandey, S. (2017). New employee onboarding process in an organization. Madera, J. M., Dawson, M., Neal, J. A. (2014). Managing language barriers in the workplace: The roles of job demands and resources on turnover intentions.International Journal of Hospitality Management,42, 117-125. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Nancarrow, S. A., Booth, A., Ariss, S., Smith, T., Enderby, P., Roots, A. (2013). Ten principles of good interdisciplinary team work.Human resources for Health,11(1), 19. Peltokorpi, V., Vaara, E. (2014). Knowledge transfer in multinational corporations: Productive and counterproductive effects of language-sensitive recruitment.Journal of International Business Studies,45(5), 600-622. Rathi, N., Lee, K. (2015). Retaining talent by enhancing organizational prestige: An HRM strategy for employees working in the retail sector.Personnel Review,44(4), 454-469. Saraf, P. (2017). On-the-Job Training. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Wilson, E. (2014). Diversity, culture and the glass ceiling.Journal of cultural diversity,21(3), 83.