The Reading Motivation Problem Free Essay Example, 1000 words

The objective of my writing to you is offering a solution for a rather relevant and up-to-date issue. The issue is a lack of reading. Reading is the type of cognitive activity vital for the development of the individual s world outlook and comprehension along with imagination and background knowledge. Unfortunately, nowadays, children and students don t feel reading to be important and inseparable from their everyday life. While reading is strongly dependent on motivation, it is needed to work on the solutions that would allow teachers (and also parents) to enhance student s motivation in reading and therefore their performance and background knowledge. Thus, the purpose is to offer a set of possible solutions to the reading motivation problem in students. SummaryIt is widely known that reading similar to any other type of activity - is dependable on motivating factors. Motivation is certainly the key factor in defining successful and fruitful reading (Cox). Motivation is generally believed to be divided into intrinsic and extrinsic types defining the impact of inner and outer motivating factors respectively (Dunston, 2009). Whereas extrinsic motivation for reading in students can be represented by grades, intrinsic motivation implies pleasure from this type of activity, feelings and personal associations (Howell, 2014). We will write a custom essay sample on The Reading Motivation Problem or any topic specifically for you Only $17.96 $11.86/page Certainly, giving the students a right to choose at least a part of books for class reading would be more encouraging.

Music in Generations Essay - 1219 Words

All music has changed tremendously throughout the years. Each generation has several specific songs that defines that generation. Every song has different lyrics that describe the emotions that the artists are feeling. The songs connect to each individual in many different ways. Lyrics to a song is what makes music wonderful. Each song touches someone through ways like teaching a life lesson or touching your heart. Every generation has music that impacts the world by motivating people to do certain things or defines a person’s personality. Each generation has music that defines the generation. When music is created, it integrates the cultural and emotional situations that occur in everyday life. People create dances to the†¦show more content†¦This generation has obtained a tremendous amount of accessible information through technology. Technology has progressed during this generation which has corrupted the minds of teens everywhere. Since technology has become a huge factor in generation y’s lives, the technology for music has transformed as well. Just in generation y’s period of time, the way to obtain music advanced from cassettes to downloading or pirating music. When someone wanted to purchase a song, they would have to buy the whole cassette or cd. In reality, they spent way too much just to listen to that one or two songs. Technology has created a way that people can buy or steal songs. Without technology generation y would be lost, technology helps music define a generation. Generations before generation y think that television, music videos, and music in general has affected the kids in generation y. Trends and habits are formed by listening or watching. Music has wonderful and meaningful effects on different people depending on how the music is retained. Music videos affect generations differently because each generation has a different outlook and opinion on the lyrics. Each teen or adult reacts t o music videos differently. Most songs and music videos incorporate love along with heart breaks, life scenarios, money and the different styles of life. Our generation’s music is considered to be one of the best generations ofShow MoreRelatedThe Music of Generation X986 Words   |  4 PagesThe Music of Generation X Since the beginning of time the human beings have adored the soothing sounds of music. Music has affected the way people have behaved and dressed throughout different periods of time. Different groups have been formed based upon their preference in music. Take for an example in the music of my generation, Generation X, there are several different groups oriented by music. In Generation X punks, gangs, alternative people, ravers, hippies, and pop rockers have allRead More The Music Of Generation X Essay970 Words   |  4 Pages The Music of Generation X nbsp;nbsp;nbsp;nbsp;nbsp;Since the beginning of time the human beings have adored the soothing sounds of music. Music has affected the way people have behaved and dressed throughout different periods of time. Different groups have been formed based upon their preference in music. Take for an example in the music of my generation, Generation X, there are several different groups oriented by music. In Generation X punks, gangs, alternative people, ravers, hippies,Read MoreThe Music Of Today s Generation1257 Words   |  6 Pages Although the music of today’s generation has great artists and music, the music in earlier generations such as Styx is different and better than the music of today. Their music appears to have more meaning in the lyrics. The lyrics sing about people being in love, losing love, the meaning of life, and life experiences, instead of vulgar language, drugs, and violence, like music today. Several of the songs tell a story that fills your soul with warmth. I could hear the sorrow, happiness, and theRead MoreMusic Vs Modern Music : A Lesson From The Past Generation2065 Words   |  9 PagesOctober 3, 2017 1975s music VS Modern music A lesson from the past generation. †¢ Recent days, I have heard some interesting arguments about Vietnamese music in the past and music that popular these days. Originating from the comments of people from the past generations and the new generation on Face book. In their opinions, some of them consider that popular music these days have lowered the value of the melody and did not appreciate the aesthetic taste of music anymore. Some other, mostlyRead MoreAnalysis Of Greenwich Village : Music That Defined A Generation2282 Words   |  10 PagesProtest music of the 1960s was a counterculture because through the form of music they would protest against the norm, war, government, civil rights, etc. Music was the main force for the younger generation to rebel against the older generation. In the documentary Greenwich Village: Music That Defined a Generation, Tom Bernadin stated that â€Å"money was not the driving force behind your existence† (Greenwich Village). In Greenwich Village and other places around t he United States, younger people wouldRead MoreMusic, Culture And Ideology Of The Sixties Post War Generation1184 Words   |  5 PagesFrom the early basement concerts at the Cavern Club to the impromptu roof-top session atop Apple Studios, The Beatles were a phenomenon that influenced the music, culture and ideology of the Sixties’ post-war generation. With the spectre of their parents’ war behind them, British teens of the early 1960s ushered in a hitherto-unknown youth culture into a society ready for positive change. Paul McCartney said in conversation with biographer Barry Miles. â€Å"This working-class explosion was all happeningRead MoreAnalysis Of Michael Jackson s The Rock Band Nirvana s Sophomore Album1680 Words   |  7 PagesIn 1992, Michael Jackson’s Dangerous fell from the number one spot on the Billboard music charts, replaced by grunge rock band Nirvana’s sophomore album, Nevermind, bringing alternative rock to mainstream and commerci al success. Nirvana had started out in Seattle’s underground music scene and consisted of lead singer and songwriter Kurt Cobain, bassist Krist Novoselic and drummer Dave Grohl. Their sound was a subgenre of alternative rock known as grunge, a combination of punk rock and heavy metalRead MoreInterviews on Human Development Through Three Generations1532 Words   |  6 Pagesinterview three generations on the subject of my choice. In this paper I will talk about the following; each person I interviewed, their responses to the questions, the difficulties I faced, the stages of development each generation is experiencing, relating each generation to a theory, compare the similarities and differences each generation is experiencing in their stage of development, and what I learned from this experience. The topic I explored for each generation was music. Music can be a emotionalRead MoreThe Song American Pie Is A Representation Of Loss During The Transition Into The 1960s893 Words   |  4 Pagesknew produced the lost generation that McLean was apart of. He demonstrated his disapproval of the direction of the country by using music, faith, and war as examples of the changes and loss his generation faced. Music heavily influences and creates a voice for the people of the time period it is written in and also reflects the tone of the time period. Mclean’s generation was impacted greatly by classic rock and roll artists, such as Elvis Presley and Buddy Holly. Music direction and message portrayedRead MoreThe Manifesto For A New Generation1439 Words   |  6 PagesVictor Hugo stated, â€Å"Music expresses that which cannot be said and on which it is impossible to be silent.† This quote encapsulates the idea of how music can be more than just sounds. It states what music is too many on a deeper level than that. Music is not only something that we listen to and our brains let off dopamine; music in some musicians cases, is a struggle for freedom or even the struggle for a better future. Music is the manifesto for a new generation. Music is love, emotion, happiness

Participatory Workplace Free Essays

The organization to which I am affiliated employs about five employees. The owner of the workplace is our boss. Typically, the organization is receptionist; that is, it is produces service-oriented products. We will write a custom essay sample on Participatory Workplace or any similar topic only for you Order Now The organization produces only hair products since it has limited resources to diversify product sale. Compared with other business establishments, the organization is small. In my 25 years of work, the organization grew little probably because its capital base was insufficient for expanding capital outlay. The organization though continues to provide the public quality hair products. Its supply chain of hair products is relatively open and diverse. The organization can procure hair products from different manufacturers. This makes transactions more competitive (because of the existence of many manufacturers). The organization is typically controlled by the principles of human resource management. Independent contractors are used for the procurement of supplies. Hiring of employees involves several stages. First is the identification of positions vacant. Second is finding potential recruits to fill these vacancies. Third is training the recruits to ensure that they will become high performing employees. The selected recruits will be hired. They will be given employment packages and benefits (corollary to their type of work). Terms of employment and regulations of the firm will be discussed in scheduled sessions. This is done to make the employees aware of the firm’s policies and current economic standing. Regulations will serve as limits to employee behavior in the workplace. Most of the time, regulations are systematically arranged in manuals which are given to employees. In the case of my organization, selection of potential employees is easy and not as restrictive as that of large business establishments. Usually, selection of potential employees and the training period are limited to 2 or 3 weeks. Orientation of the organization’s policies and regulations usually take a day (this is so since the organization is small). In sociology, centralization is defined as the process by which activities of an organization, especially those about decision-making are concentrated within particular positions or areas. Centralization can be vertical or horizontal. Vertical centralization is the typical relationship between departments and the board of directors. The board of directors usually provides the general framework of a given policy. The managers of the departments implement the provisions of a policy. Hence, the managers execute the specifics of a given policy. Horizontal centralization is the typical relationship between departments. In organizational theory, some departments are generally important than other departments. For example, the sales department is usually more important than the legal department of a firm precisely because the former holds the future of the firm. The sales department determines the financial status of a firm. Hence, relatively, the actions of the sales department may determine the actions of the other departments. Under centralization, open communication is only possible between managers of several departments and the general manager of the firm, and between the board of directors and the general manager. Open communication between ordinary employees and the management is done through division supervisors (although the information becomes blur as it passes from one level to another). Open information is only possible for high level managers and of course, the board of directors. Standardization is the process of agreeing upon a given set of guidelines for interoperability. Standardization is tantamount to enacting rules to maintain the operability of an organization. Hence, an organization creates standardized procedures in order to provide the employees an efficient and effective means of rendering work to the firm. For example, standardized guidelines for hiring employees allow a given company to select the best and efficient people to occupy vacant positions in the company. In addition, standardization generally prevents work discrimination in a company. This is so since the behavior of all workers in a company is limited by standardized work procedures. Role specialization in industrial sociology is defined as the diversification of job positions in the workplace. As one may note, jobs in most companies are highly diversified. Diversification ensures efficiency and effectiveness of a company. Diversifying job positions saves time and amount for a company. In addition, diversification provides the avenue for increased cooperation and interdependence among workers. For example, rather than employing two script writers, it is efficient for a film production group to employ one script writer and one film reviewer. This saves time for the firm. Autonomy is a condition in which employees are given some freehand over the nature and discourse of their jobs. This is typical of research firms where employees are given deadlines. The employees are free to do anything so long as the prescribed work is finished on or before the given deadline. By giving some autonomy to the employees, alienation is prevented. The employees are able to exercise their work values (professionalism) and skills without institutional limits. The distribution of power in a firm should be made more uniform to allow workers more voice. Resting power to one person or group of persons prevents workers from airing their grievances. Thus, in making the distribution of power more uniform, the firm creates institutions or channels that can absorb all the grievances and needs of the workers. Once the grievances are well documented, negotiation is the only plausible option. In the negotiation process, the management and the workers should have equal powers in terms of negotiation. The options that management will take should be compensated by the actions that the workers will enforce. Technology should be made more human-resource oriented; that is, technology should put under the discretion of both the management and the workers. If the management solely controls the direction of a firm’s technology, the workers loses value. If the control and direction of a firm’s technology solely belongs to the workers (e.g. in communist countries), the firm loses potential earnings. Therefore, there is a need to strike a middle position between the management and the workers. A middle position will enable the two parties to cooperate effectively with regard to the use of technology in the company. In addition, this will make work more participatory (employees and the management). In terms of skill, no substantial changes are necessary except that related skills should be realigned. This will allow more cooperation between employees, and consequently, making work more participatory (since every job in the firm is viewed essential to the continuity of a firm’s operations). Here are then the necessary changes that the management should undertake to make work more participatory: 1) Realigning related jobs – increased cooperation among related jobs increases employee participation and motivation of employees; 2)Putting some technologies of the company under the control of the employees – the employees will determine the production process (work in general), making their perception of the workplace more positive. This will generally increase participation among employees; 3)And, institutionalizing open channels of communication (grievances included) – the needs and grievances of the employees will be taken into account by management. If these needs and grievances are addressed, the management will expect an increased worker propensity to participate in company activities. Reference Hall, Richard and Pamela S. Tolbert. (2004). Organizations: Structures, Processes, and O How to cite Participatory Workplace, Essay examples

Educatinal Technology free essay sample

Examine three (3) of the issues you feel are most important in shaping the role of technology in education. Analyze why they are most important ones The role of the education in this global world is increasing each day. There are a lot of ways, strategies and approaches to increase quality of education. One of most effective way is integrating technology in to the education. That is called educational technology. There are a lot of advantages of technology in the class but I will give information about three advantages of technology in the classes which are freedom, equality of the education and creativity. Technology in the education is giving more freedom to teachers and students. How? As a mathematics teacher in a public school I can give examples from my own experiences. I use smart board and smart pad in my classes. I prepare my lesson plan as software and I reflect on the board or on the screen. We will write a custom essay sample on Educatinal Technology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page While I am walking around the class I can teach. I don’t have spent my time for writing the definitions or questions and cleaning the board. I don’t have turn my back to the students which is helping me for classroom management. As another example when I am teaching geometric figures even three dimensional figures now my drawing is not a problem anymore. With Mimio smart board I can visualize better. My students have more time to learn. And I put my class notes to website for students who missed the day or who couldn’t understand well. They still have chance review everything that they missed. I think this is the most important issue for role of the technology in the education. It is giving more time for teaching. It is another sole role of the technology in teaching, giving equal opportunity to all students. There are a lot of people who are seeking for education but they cannot reach it because of lack school or teacher . Maybe it is not common in U. S. A but around the world it is common. For these people technology is only hope. Or some people like me who have to support a family and want to get a degree; online education is the only way. With technology everybody has an opportunity to learn. For some special and minor issues technology is helping us so much too, for instance I have a student who is dyslexic. To make him focus to class and understand better tablet computers are very helpful. In my country Turkish Government is giving free tablets to all students. The last and I think most important benefit of the educational technology is increasing creativity. With standing front of the board and giving lecture we cannot individualize the education. It is a known fact every bodies learning way and level is different, from this perspective each person is unique. Especially if there is a big diversity in the class lecturing will not help. And if all students learn the same thing with same way it will not develop their creativity conversely it will decrease the creativity. To enhance students’ creativity we have to integrate technology in the education. With this way the students can learn with their own way and level. There is a web site that I use in my math applying classes (www. studyisland. om) , at the beginning of the year students are taking a diagnostic test and depends their results system is giving a unique way to each student, may be the system is not perfect but the idea is so beautiful. In twenty first century we are aware of that education is more complicated than we taught. Teachers are facing with different problems such as dyslexia, ADHD/ADD, asperger syndrome. To individualize education technology is very helpful. Increasing technology using will develop creativity ,freedom and opportunity in the education. Page | 1 Page | 1

Sexual Harassment and culture

Table of Contents Introduction Sexual Harassment in Schools A cultural viewpoint on sexual harassment Sexual harassment and culture Empirical-based research Conclusions References Introduction The contemporary workplace has transformed a great deal compared to a few decades ago. Both diversity and multiculturalism are now more dominant than ever before as occasioned by the impact of globalization. As a result, employers can hardly disregard the cultural-based influences brought about by other workers at the place of work.Advertising We will write a custom essay sample on Sexual Harassment and culture specifically for you for only $16.05 $11/page Learn More Hence, the understanding of sexual harassment can only be vivid when explored in terms of cross-cultural dimensions. Nonetheless, it is imperative to note that the characterization of sexual harassment might be complex since its actual meaning has not been adequately comprehended even within a sing le culture (Saguy, 2003). In retrospect, sexual harassment has been a subject of debate for ages especially when elements such as human resource management are brought on board. Furthermore, the debate is not merely concentrated at a local level, it is rather widespread. The attempt to give meaning to the concept of sexual harassment is further complicated by the fact that the environment that is multicultural in nature is also put into account. There is a lot of controversy surrounding this concept when ideas from myriad of cultures are all considered. For instance, the understanding of sexual harassment in one culture may be completely different from another one, or even complement each other. What might be a norm in one culture may be a taboo in another and vice versa. Better still; values that are cherished in one culture may totally be repugnant in another one. On the same note, the way an employer will respond to sexual harassment issues arising at workplace will be dictated b y cultural elements. Hence, the process of demonstrating the impacts of visualizing sexual harassment based on cultural ideals requires shrewd consideration of certain implicit factors. For example, both workers and managers should be educated on the relevance of cultural diversity. Besides, cultural psychology should be made use especially when handling court cases that are addressing disputes emanating from sexual harassment and finally, due consideration should be made on standards and policies that are being used on different personalities, bearing in mind their cultural values. This paper explores the intrigues of sexual harassment and cultural diversity and the debate surrounding the concept.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Sexual Harassment in Schools Sexual harassment can also prevail in educational institutions. The amendment of the Hong Kong’s Sex Discrimination Ordin ance (SDO) law that was adopted on 3rd October 2008 witnessed the incorporation of educational settings as one of the areas where sexual harassment offense can take place (the Government of the Hong Kong Special Administrative Region, 2009). According to the amendment, sexual harassment in educational institutions entails the creation of an antagonistic and threatening learning environment. The new law further specifies that the leadership of schools has the responsibility of making sure that students and the rest of the school community are co-exist in a school environment that is free of any form of sexual harassment. These guidelines have also been emphasized by the Equal Opportunity Commission (EOC) reiterating that schools should take pragmatic measures in providing a favourable atmosphere suitable for learning. According to the commission, this can be achieved by developing work contracts for employees as well as discipline code of conduct for students in written form. The sch ools should ensure that the stated rules and regulations are stated to the letter. Besides, all complaints arising from sexual harassment cases should be dealt with decisively by the school administration. A cultural viewpoint on sexual harassment As a business hub in the world, Hong Kong is an important centre for conducting international business. Most of the inhabitants of the country are people of Chinese origin. The tourist flow in and out of Hong Kong is relatively impressive throughout the twelve calendar months, qualifying the nation as an equal opportunity employer in Asia. In spite of the Chinese dominance, the cultural values and practices of Hong Kong people are distinct from the Chinese ones. The Hong Kong constitution and other by-laws are largely influenced affected by the legislation derived from its former colonizer, Britain as well as what is referred to as common law. The Sex Discrimination Ordinance (SDO) piece of legislation describes the sexual harassment law w ith respect to Hong Kong culture (Adler Towne, 2003). According to SDO, sexual harassment of whatever nature has been made a tort. Hence, whoever feels that he or she has been injured by a given act of sexual harassment is allowed to sue the offender.Advertising We will write a custom essay sample on Sexual Harassment and culture specifically for you for only $16.05 $11/page Learn More The Hong Kong law on sexual harassment is perhaps one of the perfect examples of legislations in the world that do not only embody cultural diversity, but also applies the existing laws to the latter. However, there are still open loopholes in the implementation of the sexual harassment Act since the judiciary has been reported several times to be lax and have not proved themselves to be tantamount to the uphill task of effecting the legislation to the latter (Luo, 1996). Worse still, this piece of legislation may not be putting into consideration other diverse cultures and how they perceive sexual harassment. The legislation seems to dwell so much on the sexual injustices meted on a female person by a male offender. It is however vital to note that modern day sexual harassment offences may originate from either gender contrary to the popular belief by most conventional literatures. The Hong Kong legislation also specifies that all acts of sexual harassment are illegal not just at workplace but also in other areas. This is good enough for the country since the harassment offence is broad and several categories through which the crime can be conducted have been addressed. Nonetheless, we are yet to find clauses within the legislation that offer relevance to culture. As mentioned earlier, the SDO Act has myriad of attributes as far as the protection of sexual dignity of individuals is concerned. Nevertheless, in spite of the far-reaching description of sexual harassment as contained in the document, the law fails to cover certain areas of interest. I t is imperative to note that SDO mainly concentrates on sexual harassment outcomes emanating only from specified areas such as employment or at workplace (Dank Refinetti, 1998). Hence, some areas where sexual harassment cases can arise are not catered for. This is a serious omission in view of the fact that even before the concept of sexual harassment could be visualised; it already existed in the fragile culture. Unfortunately, the society and governments in particular seem to contemplate sexual harassment only on the basis institutions, ignoring the grim reality that family units in well established marriages also encounter the ordeal though in varying degrees. Furthermore, women are wholly protected by SDO and not their counterpart males. Therefore, the Hong Kong legislation does not cover sexual harassment cases emanating from same sex. This may be quite tricky owing to the fact that same sex relationships have never been societal norms across the globe although such unique aff airs are increasingly taking shape in the contemporary society.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More In some cultures, it is definitely unacceptable to discuss same sex affairs. A mention of lesbianism or gay relationships is strictly a taboo and perhaps this is the reason why the SDO Act is not touching on it. Nonetheless, throwing a blind eye on same sex sexual harassment cases is not helpful either. The bare reality is that the society has undergone through a series of dynamic transformations and as a result, new and perhaps strange forms of sexual encounters are on board. Failure to address the need and concerns of same sex affairs is unwarranted since they too are part and parcel of the society. The third shortcoming of the Hong Kong legislation lies on the verity that the burden of proof that the plaintiff is supposed to shoulder is extremely heavy. According to the court, only an objective test is applied to ascertain the truth by the claimant on sexual harassment. This test is not straightforward and may complicate the process of seeking justice. There are multiple claims t hat have been thrown away due to the problematic nature of this test method (Kennedy Gorzalka, 2002). For instance, how can the courts rule out that a given complainant was highly responsive to physical touch and so that cannot account to sexual harassment? Or how do we justify that the claimant failed to resist sexual harassment? These are just some of the concerns on the weakness portrayed in the SDO Act that need to be amended if justice will finally be meted on the victims. It is unimaginable to see how the very judiciary entrusted with the onerous role of discharging justice failing with impunity to play their part. Moreover, judges presiding over sexual harassment cases under the SDO legislation may sometimes dismiss some of the complaints presented to them arguing that the female might have flaunted herself to an extent of being sexually harassed (Saguy, 2003). In some cases, the complainant is said to have reached a consensus at an earlier date with the wrongdoer and theref ore any allegation of sexual harassment may be ill directed. There are also instances when the courts will argue that the claimant delayed to report the incidence. All the aforementioned bases used by judges to ignore cases presented to them are serious loopholes in the Hong Kong legislation. It is quite ambiguous for the existing laws on sexual harassment to fail in terms of clarity. Sexual harassment and culture Although it may be quite cumbersome to undertake reforms in the anti sexual harassment laws or better still changing the deeply rooted attitude of offenders, there are quite a number of modalities that can be instituted in place to assist in the process of rightful interpretation and application of the law. The challenge of sexual harassment in relation to culture is enormous. In spite of this, the Asian countries and the world at large are yet to embark on a holistic perspective in resolving the challenge. It is not just enough to declare the illegality of sexual harassme nt; there are myriad of issues surrounding the offence and which require a thoughtful approach. In addition, decisions endorsed by the judiciary in regard to compensating the claimants are still not sufficient in curbing this growing societal challenge. Similarly, situations whereby complaints committees are formed to penalize offenders cannot curb this growing heinous act. The war against sexual harassment will only be won if all stakeholders are involved. We need the entire society, not just to participate but be proactive in shielding all the possible avenues of this demeaning practice (Lee, 2001). One likely explanation why the Hong Kong law on sexual harassment is not comprehensive in spite of its highly esteemed and elevated status is that the cultural view point and its significance on controlling the offence has not been factored in the current campaign against the act. We need the active and concerted effort from religious reformers, politicians and social scientists. The b road agenda should be to change the mindset of offenders rather than relying on the problematic legal process. However, this does not imply that the courts are done away with in this matter. The legislations enacted to curtail the activities of harassers should by far and large, considerate of the diverse cultures. The media is yet another powerful tool that can be used dispatch the right messages as part of changing the mentality of potential and upcoming offenders (Parish, Das Laumann, 2006). There is also the delicate balance in terms of gender equity and presentation in various commissions, equal opportunity commissions, committees that deal with complaints as well as the judiciary. No single country can adequately deal with incidents of sexual harassment without encompassing the effort from both genders. It is a common experience of males dominating most of these bodies formed to oversee sexual harassment. This is erroneous and it is also the likely point where the society div erted or lost track in the fight against sexual harassment. Women should equal players. The Sexual Harassment of Women Bill in India provides that the complaints committee dealing with sexual harassment should be headed by a female and 50% of its membership should also be made up of women (Berryman-Fink, 1997). This is a remarkable step that ensures comprehensiveness in incorporating culture and gender in solving the problem. The Hong case is also limited by the fact that the coverage of the legislation has a narrow scope in the sense that it addresses only a few situations the offence is perpetrated. It is worth noting that sexual harassment is multi-faceted and cannot be approached from a single viewpoint. Before the final verdict can be reached by the courts, thorough investigation using variety of tests is necessary. There are conspicuous uneasiness in proving an incidence of sexual harassment according to the current Hong Kong legislation. The theory that the courts are left to prove each case as objectively as possible is not welcome. This is in fact the major setback when following up cases related to sexual harassment. A better alternative to this fiasco will be to leave the claimant to shoulder the burden of proof just like other ordinary cases. The innocence of the wrongdoer should only be proved by the offender and not the courts. Further still, the Hong Kong courts do not award adequate damages to the complainant. This implies that the wrongdoer does not feel the pinching impacted of undergoing conviction and as a result, such light penalties may not deter the offender from committing the crime again. Unfortunately, the Hong Kong judges have never stuck to the letter on the direction given by anti sexual harassment legislation to advance exemplary damages. For example, much of what is awarded as damages in Hong Kong is not commensurate with the per capita income of the area which is quite high. A case look at United States reveals that when sexual harassment disputes are settled out of the court, an average sum of 300,000 US dollars is awarded to the victim. This is a lot fair and sincerely speaking, the economic culture of the region has been put into consideration before compensating the claimant. There are some other working environments that do not culturally make use of working contracts that encompass sexual harassment clause. This is due to either the ignorance of the fact that such harassment is not commonplace or employers and managers are pre-occupied with maximizing returns for their companies at the expense of employee welfare (Canary Spitzberg, 1987). Restraining sexual harassment at workplace will demand the institution of employment contracts that clearly stipulates terms and conditions of working. One of the most important elements of this agreement should be the termination of employment after due investigation of a sexual harassment case surrounding the concerned individual. Such a step will have deterrent effect on the wrongdoer. Victims who have undergone sexual harassment may develop psychological problems either at a personal or family level. Dealing with such an aftermath requires proper integration of culture. A near perfect way is the use of women organisations with counselling experts to offer guidance and counselling to the affected persons. Culturally, women are generally known to offer the best consolation compared to men. Indeed, when this natural ability is integrated with expertise knowledge, the process of recovery can really be hastened. The patriarchal norms of the society need to be reformed. There are certain standards that have run deep into the societal fabric. Unfortunately, some these norms and standards are not beneficial while they have been adopted as part and parcel of the acceptable culture. In order to uproot what is not desired, women groups are well placed to act proactively in derailing the misleading norms. In any case, there are countless instances of sexual harassment that are primarily caused by our own deteriorating norms. Women are also the best agents in championing the much needed change since they are also the group that is culturally susceptible to this form of abuse. Hence, all stakeholders involved the fight against the growing sexual harassment against women should understand that respecting, honouring and dignifying women is the highest duty. Both intensive and extensive investigations have been carried out on differences in gender in regard to sexual harassment as compared to cultural differences. Limited research studies have been conducted in this area in spite of the potential effect of culture on sexual harassment. At this juncture, it is paramount to distinguish between the component that deals with understanding culture and a hostile environment that has been subjected to an environment that is not conducive. Hence, the definition of a subjective standard for an environment that is considered hostile is necess ary. Before concluding on any particular judgment on sexual harassment it is imperative to bear in mind the cultural differences which may have influenced the wrongdoer in committing the offence. The explanation for this is simple and straightforward; the world today has become more globalised than before and the thought of hiring employees definitely brings in the issue of cultural diversity. In any one particular workplace, it is highly likely that employees will be made up of people from diverse backgrounds, subscribing unique values and standards. Therefore, diversity in culture is a phenomenon that managers and employers have to wrestle with from time to time. It is also interesting to note that all individuals have a strong personal appeal for their own original cultures. The very individuals who are also in working capacity can also identify quite well what is meant by a hostile working environment in as far as sexual abuse in concerned. Indeed, they can do this better than t heir fellow workers who are residents in a particular country simply due to the unfamiliar environment they are in. To this end, there are limited studies that only report on cases of sexual harassment that are not yet proved. This is a common feature of United States. Although we can take such studies seriously and use them for further valuation, it is still not adequate to rely on the data obtained from one country like US for a well thought out empirical study (Clair, 1993). Notwithstanding these evident weaknesses, both the existing data that is also readily available that attempt to compare various cultures within their original locations can be used as an eye opener in understanding how differences in culture and sexual harassment compare and contrast. There are countries that are patriarchal in nature whereby not many women are employed in occupations dominated by males. In such countries, conducting research study on sexual harassment is not accepted since it can endanger th e career of respondents (Lott, Reilly Howard, 2002). Even in the event that we have to generalize on some ideas due to lack of sufficient data, it is still not easy; the process is quite cumbersome. Empirical-based research Brazil, a South American country, is well endowed both politically and economically. By 1988, the country had already enshrined gender equality in its constitutional document. Another law enacted in 1991 illegalised all forms of sexual harassment (Adler Towne, 2003). It is interesting to learn that recent research surveys conducted in the North and South American college students revealed quite an astounding disparity. The cross-cultural research concluded that the Brazilian concept of sexual harassment is unique compared to North American definition in spite of the fact that no difference exist between the students in the north and south. From the study, it was evident that students originating from German, Australia and most countries in North America were hi ghly likely to link sexual harassment with discriminating against gender, abuse of power as well as other harmful societal practices. According to these students, the aforementioned factors are the likely causes of sexual harassment. On the contrary, college students from Brazil were highly likely to comprehend or link sexual harassment to demanding for sex without mutual consent from both partners or seeking romance from unwilling partner. There was nothing to do with power abuse or gender inequity at all in their perception. The study of sexual harassment cases is done in a different way in Europe compared to countries in South America. As a result, it becomes quite difficult to draw vivid comparisons. Nevertheless, there are noticeable similarities with those results obtained from US. Incidences in northern European countries are reported more than those in the south. This can be explained from the fact incidences of sexual harassment are more pronounced in the north than the sou th (Dodd, 1998). In spite of such brilliant reporting, the society should develop a culture of even reporting whether such cases are prevalent or not. By so doing, the immediate community will be adequately educated and be made aware of this societal ill-act. In the southern European countries, researchers have unanimously concluded that the tradition of the church as well as family values have been found to shape behavioural patterns of the society. Hence, the southerner’s culture is heavily shaped by the two factors. The case of Russia is rather unique. The laws of the country regarding sexual harassment are rather dormant and hardly enforced. In some cases, the legal process of apprehending offenders is not followed at all. Thus, a culture of ignorance has been cultivated for long leading to both poor reporting of the same as well as lack of concern and compensation for complainants. The Russian women have had to bear the brunt of this don’t-care attitude. Additiona lly, the Europeans tend to conceptualize sexual harassment in variety of ways even in those regions which average almost the same in terms of responding to the offence. The doctrines of ordered liberty and cultural defence In all the cases examined above, it is evident that variance in culture plays a significant role in either reporting or dealing with incidences of sexual harassment. In most researches carried out, communication breakdown has been cited as a serious loophole in an attempt to deal conclusively with this form of crime (Landy Conte, 2010). Further, the distortion of information by either the complainant or perpetrator of the crime is a major setback. These are also values that are socially and culturally derived. Policy makers and law enforcers alike should come to the understanding that in order to address the missing link in trying the perpetrators of sexual harassment, language which is part and parcel of culture is significant. For instance, an utterance in one language translated in another language might transform into a verbal sexual harassment and therefore influence the final outcome of the case. Different ethnic groups have their own way of understanding, interpreting or even evaluating verbal cues. An interesting example is that derived from the Malaysian community. This group perceive a touch on another person’s shoulder to be tantamount to sexual harassment. The same action might imply nothing close to harassment in other cultures such as the American society. This is the point where law enforcers handling multi-ethnic cases should not only be keen non cultural differences but also critically evaluate each sexual harassment incidence brought to them before giving their final verdict. Moreover, cultural sensitivity across the wide ethnic divide cannot be ignored. A case study of the Caucasian community reveals that commenting that someone appears sexy is sexual harassment. The spread of globalisation will occasion more sensi tivity in the manner in which multicultural issues such as sexual harassment are handled. There are myriad of socio-economic and political issues that must have been addressed with cultural perspective in mind. The swelling number of immigrants across the globe should indeed be a wakeup call for governments and in particular the legal fraternity to prepare in handling multi-cultural issues that are embedded from diverse backgrounds. In fact, the concept of sexual harassment is in itself facing cultural collision n different parts of the world especially when more than one ethnic group is entangled in the case. Both the civic tradition and con conventional legal practices should embrace change by putting into consideration the values and beliefs of other cultures (Limpaphayom, Williams Fadil, 2006). In any case, sexual harassment incidences as perceived by different cultures is fast becoming a global problem due to ignorance of the issue and in some cases static legal practices by t he judiciary which do not conform to the divergent cultures. A look at the American law reveals that there has been growing tension between the need to harmonise culture and tolerating other global cultures. However, a civilised society should always endeavour to accommodate opposing views and perhaps work harder to improve them instead of discarding them into pieces (Brase Miller, 2001). Instead, any other global society should apply the principle of ordered liberty. According to this principle, different cultures should be accommodated in what is generally referred to as cultural pluralism. However, this can only be effective if it is applied within the confines that can be endured by the majority. This does not imply that personal liberty cannot be applied. The main requirement should be such that whatever liberty is in force, it should not contravene social order, peaceful co-existence or conventions that the majority can tolerate with much ease (Neher, 1997). Although this doc trine appears appealing, it has been challenged by the left wing multiculturalists. According to the argument put forward by this group, each cultural group should pursue its own unique traditions, values and practices even if it does not fall within the boundaries of the majority. This may be quite erroneous bearing in mind that the will of the majority matters a lot. In fact, contemporary governments have been built successfully based on democratic force where the majority vote carries the day. How then should we dispute the glaring reality on the importance of unifying cultural values with sexual harassment in due regard of the majority? It is high time the left wingers changed their tact or better still, follow suit by embracing the doctrine of ordered liberty. The doctrine of cultural defence was in fact the creation of the left wingers. The latter should however propose the need of judging sexual harassment offenders according to their cultural backgrounds instead of the preva iling legislations. One major weakness assumption of the culture defence doctrine is that it is only sensitive to one culture thereby disregarding the interests of other ethnic groups. In line with this, there are some legal scholars who argue that the cultural situation of the defendant should be permitted as a mitigating element when judgment is being offered. This may sound appealing but there are underlying assumptions that should be keenly scrutinized (Itzen Newman, 2003). The cultural defence doctrine proposes that the cultural background of the offender can be used for purposes of defending a criminal offence on sexual harassment. However, rarely has it been applied as a defence mechanism in court hearings. The missing link remains to be lack of its application despite of the fact that both doctrines have been used multiple times when reporting cases related to sexual harassment. Well, it is quite vivid that there are some cultures that are more rigid than others and above a ll extremely sensitive on matters of sexuality. Worst of all, cases revolving around sexual harassment may never be given a ‘considerate’ hearing, by perhaps applying the principle of ordered liberty (DeFrancisco Palczewski, 2007). In the event that there is a gross cultural difference between the complainant and the victim, it is appropriate to make referral to such cases to the country of origin of the wrongdoer. This is especially necessary if no consensus can be reached between the two parties out-of-court or the existing laws are strictly applied as outlined in the clauses. It is vital to reiterate the various challenges inherent in the application of cultural defence when resolving sexual harassment disputes in courts. Firstly, the purported wrongdoers from other countries do not receive fair share of the justice process since there is eminent disparity in the standards being used to discharge justice. Both the plaintiff and the defendant should be treated on a c ommon legal platform regardless of the cultural background (Berdahl, Magley Waldo, 1996). Secondly, the cultural defence doctrine is a healthy ground for breeding cultural stereotyping from minority groups. Rather than the doctrine solving the conflict, it widens the divide between or among different cultures living in one country (Chae, 2007). Consequently, the smaller cultural groups are adversely alienated. Third, the doctrine markedly fails to promote the women and children’s rights. This is owing to the reinforcement of patriarchal cultural norms that are repugnant or ignorant of the welfare of sensitive groups. Sincerely speaking, when women and children are removed from the societal equation, it will be a recipe for social stratification and disintegration. Why then should we depreciate their worth at the pretext of defending culture when handling incidences of sexual harassment? Fourth, the victims do not secure their rightful justice when the offender belongs to a d ifferent culture. This is even worse considering the fact that the victim cannot make any referral or appeal the case against the defendant from the same country. Furthermore, the deterrent value that is supposed to be attached to punishment is limited especially when cultural cues are incorporated as part and parcel of mitigating for the case at hand. As a consequence, the accused may not see the sense in the entire verdict of the presiding jury and is more likely to repeat the offence with impunity within a foreseeable future. Finally, the doctrine of cultural defence sometimes fail to acknowledge the grim reality that the justice system equally permits the integration of cultural background as a mitigating factor when delivering judgments and therefore the defendant still has the right to plead for reducing the judgment instead of receiving the full sentence. Notwithstanding these limitations of cultural defence, proponents of this doctrine persist that it is only the application of this principle that individualized justice and fair rule can be enhanced. They continue to debate that there is no other better way of advancing cultural pluralism apart from applying the doctrine to the letter. Besides, the advocates of this principle maintain that the mind of the wrongdoers when committing the alleged crime can be ascertained in a better way only through the doctrine of cultural defence. Although the proponents of this unfavourable doctrine are quite outspoken on why they support it, there are notable assumptions that might result in grievous consequences if they are not addressed. It is conspicuous that the doctrine of ordered liberty has no constrictions in its application. It has no need to be backed up with mountain of explanations on why it is acceptable. It is also a live example on how multicultural conflicts such as those arising from sexual harassment can be resolved in a fair and justified manner. Moreover, proponents of the doctrine of cultural defe nce should rise to the occasion and understand the fact that there is no higher duty than giving due respect to all the diverse cultures across the globe especially when handling disputes cutting across cultures. Yet again, the doctrine of ordered liberty can indeed support the viewpoint that the concept of sexual harassment can be elaborated and discussed along culturally acknowledged practices provided that the very application does not supersede the generally accepted norms of the society. Common knowledge per se cannot be adequate in quantifying sexual harassment cases. This is almost similar to the Hong Kong SDO legislation that employs certain objective tests in determining the validity of sexual harassment cases presented to the courts. Common knowledge is uniform or standard to all users and therefore its application might be significantly different. For this reason, the much desired greater accuracy cannot be obtained. Let us consider this scenario. It is common knowledge a nd general perception that those who are powerfully superior at workplace often instigate sexual harassment to their subordinate victims. In contrast, evidence-based research has conclusively established that a higher percentage of sexual harassment incidences are prevalent among peers or colleagues. Another observation has been empirically obtained notes that individuals who have never gone through sexual harassment in the past are highly likely to point an accusing finger to the purported victim. Unfortunately, common perception may not bring this on board, limiting the justice process further (Adler Towne, 2003). In yet another empirically researched report, the length of time a complainant will endure sexual advances before eventually filing a case is paramount. Common knowledge may not consider this as an important parameter when passing judgments on offenders, let alone the cultural background. Conclusions Sexual harassment and culture are two different concepts yet interlink ed and inseparable. The societal impacts brought about by the influence of globalisation cannot be overstated; it is all evident in our day to day lives. When we mention diversity, multiple cultural backgrounds also come into play. This form of harassment is mostly common at workplaces although the vice can permeate other domains in the society such as family set ups and institutions. Hence, employers and managers can no longer ignore the significance of cultural diversity when hiring workers. To this end, it worth to note that the concept of sexual harassment is quite complex especially when the process of seeking justice is encompassed. As clearly as it stands, sexual harassment is a criminal offence although culture is very instrumental in fully defining the concept. This implies that the derived meaning of the concept may be as diverse as the existing traditions and cultural values among different ethnic groups. Empirical-based research studies conducted on sexual harassment and culture from different locations in the world reveals it all. While touching the shoulder of a woman whom one is not intimately related with may be considered sexual harassment among some of the Caucasian ethnic groups, the very act may simply be interpreted as a way of seeking attention in the American society. Such variance in culture and perception indeed calls for the application of ordered liberty doctrine that attempts to address and account for cultural differences when passing judgments on wrongdoers. Needless to say, the doctrine of cultural defence is by far and large a bitter pill to swallow since it largely overlooks other cultures when delivering judgments and sentencing defenders. As globalisation continues to take its toll on our traditional systems and structures, we should equally be compatible with the changing times. Moreover, proponents of the latter doctrine should reconsider their stand and allow multi-cultural approach to incidences surrounding sexual harassm ent. References Adler, R. B. Towne, N. (2003). Looking out, looking in. 10th ed. Belmont: Wadsworth/Thomson. Berdahl, J. L., Magley, V. J., Waldo, C. R. (1996). The sexual harassment of men? Exploring the concept with theory and data. Psychology of Women Quarterly, 20: 527-547. Berryman-Fink, C. (1997). Gender issues: Management style, mobility, and harassment. Boston: Allyn and Bacon Brase, G. L., Miller, R. L. (2001). Differences in the perception of and reasoning about quid pro quo sexual harassment. Psychology, Evolution Gender. 3 (3): 241-264. Canary, D. J., Spitzberg, B. H. (1987). Appropriateness and effectiveness perceptions of conflict strategies. Human Communication Research,14(93): 118. Chae, Y. K. (2007). Cross-Cultural Differences between Korean and America College Students’ Perceptions of Sexual Harassment in Conversational Appropriateness. Retrieved from https://etd.ohiolink.edu/pg_1?::::: Clair, R. P. (1993). The Use of framing devices to sequester organ izational narratives: Hegemony and sexual harassment. Communication Monographs, 60: 113-36. Dank, M.B. Refinetti, R. (1998). Sexual harassment and sexual consent. New Brunswick: Transaction Publishers. DeFrancisco, V. P., Palczewski, C. H. (2007). Communicating gender diversity: A critical approach. Los Angeles: Sage Publications. Dodd, C. H. (1998). Dynamics of intercultural communication. 5th Edition. Boston, MA: McGraw Hill. Itzen, C. Newman, J. (2003). Gender, Culture and Organizational Change: Putting Theory Into Practice. Oxon: Routledge. Kennedy, M. A., Gorzalka B. B. (2002). Asian and non-Asian attitudes toward rape, sexual harassment, and sexuality. Sex Roles, 46 (7/8): 227-238. Landy, J.F Conte, M.J. (2010). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology. California: Wiley-Blackwell. Lee, J. H. (2001). Women workers under the double burden of unstable employment and gender discrimination. Working Women, 26 (10): 25-38. Limpaphay om, W. L., Williams, R. J., Fadil, P. A. (2006). Perceived differences in sexual harassment between business school students in the US and Thailand. Cross Cultural Management. An International Journal, 13(1): 3242. Lott, B., Reilly, M. E. Howard, D. R. (2002). Sexual assault and harassment: A campus community case study Signs. Journal of Women in Culture and Society, 8: 296-319. Luo, T. Y. (1996). Sexual harassment in the Chinese workplace: Attitudes toward and experiences of sexual harassment among workers in Taiwan. Violence Against Women, 2 (3): 284-301 Neher, W. W. (1997). Framing and sexual harassment. Organizational communication: Challenges of change, diversity, and continuity. Boston: Allyn and Bacon. Parish, W. L., Das, A., Laumann, E. O. (2006). Sexual harassment of women in Urban China. Arch Sex Behavior, 35: 411-425. Saguy, C.A. (2003). What is sexual harassment? From Capitol Hill to the Sorbonne, Los Angeles: University of California Press. The Government of the Hong Kong Special Administrative Region (2009). Brief Outline of a school policy. Web. This essay on Sexual Harassment and culture was written and submitted by user Moises R. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

What unique traits or personal characteristics will make you a successful business leader Essays

What unique traits or personal characteristics will make you a successful business leader Essays What unique traits or personal characteristics will make you a successful business leader Paper What unique traits or personal characteristics will make you a successful business leader Paper Essay Topic: Unique Life has always been filled with numerous possibilities. As an individual, I have always believed that I am capable of doing things that can help me become successful in life.   My drive to succeed has always been evident with my participation in different events and organizations.As a young child, many have admired me for many of my talents and traits. One of these was my ability to predict the success or failure of a business product. I could easily determine which things would be of great value to people and to businesses after sometime. I do believe that having such trait would be of great advantage to my professional growth as a business leader. I may be able to help the company, and prevent further losses that may incur sometime while the business is present in the market.My drive to succeed in life may also be attributed to my education. My younger years were spent studying in NAME OF SCHOOL, wherein my basic education was formed. When I was about to enter high school, I con vinced my parents to allow me to move to the United States. Since I was relatively good with persuading people, I convinced my parents to allow me to study in the United States. I gave them the advantages and the benefits of having an American education. I knew that it was a difficult decision from their end, but they agreed to do so.High school in the United States was spent in NAME OF SCHOOL. The new environment helped me to become a more diverse individual, willing to learn new and exciting ideas. My thoughts and ideas were opened to greater possibilities, wherein my dreams and aspirations in life were being formed. Moving to the United States also gave me the chance to meet people from different walks of life, therefore opening my perceptions more. I learned how to interact and deal with different kinds of people, taking into consideration their feelings and thoughts about certain things.Initially, I took B.S. Psychology, but eventually decided to take another path. I do believe that I am destined for something greater other than a degree in Psychology. For this, I decided to shift to the College of Business. My abilities and talents may be used to my advantage in someday becoming a business leader. I am hardworking and very persistent when it comes to my work. Sleepless nights were relatively normal for me, and perfection of craft was always instilled in my mind. All of these paid off, when I was promoted several times as chairman, while I was still in Korea.My experiences also led me to learn new and greater things. I was able to build a name for myself, wherein people from the business sectors have learned to trust me. These experiences have also helped me manage the people who were under my care, and at the same time, make more profit for the companies I worked for.I do believe that the education this university will give me will be of great help to my success. The traits that are usually sought after by the corporate world may not be the usual ones th at will make people leaders in the corporate field. Some would be well-advised to ponder on these other â€Å"forgotten† traits.

Compare and contrast the character of the state in two Euopean Essay

Compare and contrast the character of the state in two Euopean countries with particular reference to the link between nation and sovereignty from Britain, Fra - Essay Example These premises will help in building towards the relevant theories that link the nation and sovereignty that support the definition of the character and nature of the two states that have been studied in this paper. Political legitimacy was a firm belief that emanated from various political quarters following the French Revolution in this country. Federalism is essentially a concept surrounded by political philosophy in the politics of France. This has special importance as far as sovereignty is concerned within the nation. According to this concept, a nation that follows federalism is one that believes in binding it various people, from diverse corners of the world, together. (Gill, 2003) Federalism is that system which brings people together under the able guidance of a representative who puts forward their issues without an iota of partiality. Under federalism, the nation looks at each of its citizens as equals and as brothers who are bound together geographically as well as in respect of national sentiment. The nation thus follows federalism is one that follows the principles irrespective of age, caste, creed, race, origin or color. The basic nature that has come up in the definition of the state in the case of France is one that adheres to the structuring of an international culture and society for politics that has to do with the building and propagation of new ideals. This has been well administered in France through the use of federalism so as to garner support and ideas from various quarters. (Hirst, 2001) From the concept of federalism have come various other schools of thought, which have culminated into sub concepts in their own right within the state of France and its character. One of these is the concept of dual federalism according to which the best option before any government or nation is to organize itself into separate yet equal branches of government so as to divide the state and national government in various spheres of functioning and significance. This has been used by France in the creation of a well defined state. According to this, the state government may exercise sovereignty within its own boundaries while the national level authorities will be slated to have exclusive and enumerated powers. (Gellner, 2006) Another concept that has branched out from federalism is that of cooperative federalism. According to this school of thought, the best course of action is to establish a strong network of consumer cooperative societies through which cooperative wholesale societies will be formed in order to undertake the purchase of farms and factories. According to federal cooperatives, the proceeds and profits thereof would be paid as dividends to the member cooperatives instead of the workers. This has been a major part of the definition of the nature of the state in France. (Skinner, 2003) Having studied the various aspects of federalism, it would

Sensory Perceptions Essay Example | Topics and Well Written Essays - 500 words - 15

Sensory Perceptions - Essay Example Placing ones hand on fire, the sense of feel will detect the temperature and pass the information to the brain, which perceives it as hot. This causes immediate withdrawal of the hand, preventing injury. Likewise, after placing food in the mouth, the tongue’s sense of taste will detect and send a message of the food’s taste to the brain, which will perceive it as either pleasant tasting and palatable or not. One can then proceed to eat or not. Taking an example of how to cross the road, the sense of sight helps in judging distance or depth. Through the eyes, the sense of sight of an oncoming vehicle is sent to the brain, which then determines whether it is far enough for safe crossing or too close to let it pass, keeping one out of risk of being hit.   Factors that contribute to the accuracy of sensory information include repeatability and memory (Turnbull et al, 1995). In the example of placing ones hand on fire, the sense of simply seeing does not perceive it as hot. However, continuously placing the hand on fire and finding it to be hot conditions the brain to memorize that fire is always hot, and touching eventually becomes unnecessary for the brain to perceive the fire as hot. There is also the use of tried and accepted methodologies that comply with the principles of the scientific community (Turnbull et al, 1995). With regards to sensory perceptions, nature may be viewed as a person’s natural instincts and genetic structure (Tierney et al, 1995). Nurture can be termed as the environmental factors that influence and shape a person’s behavior. They include teaching and parenting styles and one’s social, cultural and economic background. Both nature and nurture have an impact on an individual’s sensory perception. Studies have shown that, in a nurturing environment, children gain knowledge of objects through their experiences with their mothers (Tierney et

Informed consent , ethics and research Assignment

Informed consent , ethics and research - Assignment Example It is clear from the examples that Cassell and Young use that Informed Consent is, as they say, â€Å"poorly adapted† to Health Services Research. (2002) The main reason for this is that most HSR involves the reshuffling of entire organizational structures, which is obviously something that one particular person cannot really opt out of if they dont like the way the trial is proceeding. This is different from clinical research, where the Helsinki Declaration requires that a patient can leave the trial at any time. Cassell and Young use the example of a midwifery practice in rural England, and point out that patients â€Å"will not be able to opt out of the intervention †¦ if it becomes the standard local model of care.† (2002) That is, they will have to keep using the modified version afterwards if the organization decides they will, since that is their only option. It is clear that some alternative method of consent that reflects the realities of Health Services Research should be pursued. J Cassell, & A Young. (2002). Why we should not seek individual informed consent for participation in health services research. Journal of Medical Ethics, 28(5), 313-7. Retrieved December 7, 2009, from ProQuest Medical Library. (Document ID:

Case Report Of Carlton Hotel Company Tourism Essay

Case Report Of Carlton Hotel Company Tourism Essay Introduction Executive Summary Ritz Carlton was founded by Mr. Cesar Ritz who initially worked in finest Hotels and restaurants in Paris. He owned grand Hotel Ritz and within one year he expanded wings in London and opened Hotel Carlton which became Ritz Carlton Hotel Company. He believed in excellent personalized services which satisfied the discerning guest. Ritz Carlton expanded to North America and ownership changed during 1983 to Johnson Company. During 1983 1987 Ritz Carlton expanded domestically and internationally under new ownership.  [i]   During 1997 Marriott International purchased Ritz Carlton and by 2000 it became primarily a management company operating 38 Hotels and resorts worldwide with minority stake in 10 properties and outright ownership of 3 hotels. The company used to obtain management contracts for new hotels and resorts around the world. Over the years hotel conglomerate won acclaimed for its services and had been awarded Best Hotel in Asia Pacific in the eight Business Traveler Asia / Pacific magazine Travel Awards Subscribe Survey and for two consecutive years Best Business Hotel in Malaysia. The Ritz Carlton Hotel Company for the first time now wants to open a hotel in historic Foggy Bottom district of Washington D C in Multi Use facility complex owned by Millennium Partners. The Hospitality Complex is 162 Luxury Condominiums, sports club, splash Spa, three restaurant, and 40,000 square feet of street -level restaurants and retail shops and 300-room hotel. Millennium partners founded in 1990 that set up high end luxury apartments and Lincoln square four building complex in New York was their first project and exhibited their future intensions. Millennium partners ended up in hotel business. In this case study Essence of Ritz-Carlton experience, the Ritz-Carlton selling, how the Ritz-Carlton creates Ladies and Gentlemen in only 7 days. Also McBride, Ritz-Carlton GM, to lengthen the amount of time spent on training hotel employees before hotel opening. McBride should consider a total overhaul of the hotel opening process. Products and Services Ritz-Carlton Hotel Company develops and Operates luxury hotels. Hotels are designed and identified to appeal to and suit the requirements of major customers including meeting event planners, Business travelers and leisure travelers. Ritz- Carlton set out to open any new hotel Ritz-Carlton including detailed analysis of site selection, new product and service development and feasibility study. The detailed analysis also includes target customers, their needs and expectations. The each hotel customized to meet local market demand. Innovation through make use of latest technology for enhancing customer satisfaction level Link restaurant services through internet KobaltExpress.com. It allows customers to decide menus ahead of time and also select the choice of table. Differential aesthetic look and best quality interior was few of the additional features. Core Values Business Model Following are the core values and Business model exist at Ritz Carlton: Core values: Trust, honesty, integrity and commitment. A great emphasizing on human resources, believes it important and biggest assets Foster work environment to fulfill individual aspirations Focus on Service but not sales Guest greets at Airport with mimosas and discount coupons on a silver tray Airport check in concierge Techno savvy to ensure customers needs satisfied Event Planners Ritz -Carlton managed properties for Millennium partners who were one of several hotel owners. Ritz Carlton charged management fees of 3% of total revenue besides wholly owned luxury hotels around the world. The customer segment was Independent travelers and Meeting Event planners. The key success indicators of hotel business were Average Daily Rate and Revenue per Available Room. Independent travelers were influenced through special services like providing discounting coupons at airports, created hotel room at airport and also introduced Technology Butler. The specialized services increased customer convenience and outpaced the competition. The nature of services is perishable and individual travelers are aiding in profitability. The event business / meeting business are growing and desirable for the sustainable profitability. The management contracts tend to meet needs of owners and operators. Quality at Ritz Carlton: Ritz Carlton has a great emphasizing on human resources. Robust HRM practices envisage right people for the right job and inducted to become perfect lady and gentleman. The total quality management philosophy began to permeate the organization. Company focused on new activities and measures including quality standards, continuous improvements for delivering better service quality. New programs designed to meet customer specific need and service quality indicators. The Quality policy believes in Exceeding Standards. Warm and sincere greeting, anticipation and compliances of guest needs and warm good bye are key service steps. HRM Practices at Ritz Carlton Human resources is critical element in the process for understanding of the service to be delivered and priorities in doing so, are aligned closely with customers expectations and marketing communications by the organization. For managers, the service climate needs to support and reward employees in their efforts to deliver the service product reliably at the promised standard. The value creation for customer If the customer perceives quality of the service to be higher than the cost incurred, the customer receives value. The greater the difference between the quality of service and the cost, greater will be the satisfaction or dissatisfaction. Ritz Carlton turnover rate was 20% compared to hotel industry average rate of 100%. This exhibits how Ritz Carlton cares about their employees and viewthem as one of the important and biggest asset and has passion for the people. Ritz Carlton nurtured and maximizes talent of each individual. Through the extensive formal and informal training employee were prepared to meet current obligations and also higher responsibilities in future. Employees were also trained to meet futuristic obligations and encouraged to cross train and learn about many different aspects. Performance was not only criteria but also managed by the employees themselves. Employees are monitoring their own performance and recognized for outstanding work, which ingrains a competitive advantage not seen not in the same industry but in many others too. Staffing To minimize failure in delivering services, key HRM practices like employee recruitment, selection and training focused and implemented. People having aptitude, talent and attitude to serve people, training schedule made sure to shape out staff for delivering exceptional services. The key of maintaining exceptional service standards was to keep high morale and motivation of each employee. Various tools were used to attract applicants for the various positions include visiting competitors restaurants, advertisement in news papers and visiting hospitality schools. Ritz Carlton job fair was organized for mass recruitment. Aspirants treated well including convenient reaching to destination of job fair, offering snacks and beverages, make them aware about organization. Value System and Service Oriented Approach of Ritz-Carlton The customer service oriented approach has three elements: For whom services and products created who will deliver and how will be delivered. Customer Value Customer relationships and customer loyalty Different communication and pricing strategies Assessment of customer satisfaction and complaints Making customer value more tangible People Role of employees in value creation Nature of competencies required to deliver services Empowerment of employees Reduction of stress Operations and Technology Designing processes to create value Design and location of facilities Role of technology Capacity management The Ritz Carlton having different value and philosophy in business which includes and they operate The Credo, The Motto, The Three Steps of Service, Service Values, the 6th Diamond the Employee Promise. The company is engage in the services oriented which have the unique characteristics for providing the services in order to meet the expectation of the customer. Some of the highlights have been captured depicted below:- Excellence in service not in Selling The Ritz-Carlton Philosophy states as they are not in the hotel business. The Ritz-Carlton is selling an experience, and experience that is based on excellence of service. As stated by Schulze, We are not in the hotel business. The hotel business is about selling rooms, selling food, selling the bar. We do those things incidentally, but our business is service. We charge for service. Our commitment to our customers is excellence in service. Their commitment to customers is excellence in service. Service is their profession. The total service oriented approach. The Credo The Ritz-Carlton Hotel is a place where the genuine care and comfort of guests is the highest mission. Pledge to provide the finest personal service and facilities for guests who will always enjoy a warm, relaxed, yet refined ambience. The Ritz-Carlton experience enlivens the senses, instills well-being, and fulfils even the unexpressed wishes and needs of guests. Motto At The Ritz-Carlton Hotel Company, L.L.C., We are Ladies and Gentlemen serving Ladies and Gentlemen. This motto exemplifies the anticipatory service provided by all staff members. Motto of the company, Employee commitment, The credo, employee promises and twenty basics are gold standards and success mantras. Gold standards reinforced on daily basis in order to build the habits of employees to deliver the highest level of services The three steps of service,- A warm and sincere greeting. Use the guests name. Anticipation and fulfillment of each guests needs Fond farewell give a warm good-bye and use the guests name. Service Values: Employees feel proud To Be Ritz-Carlton as they have opportunity to do following which gives them job satisfaction. The Ritz Carlton is known for service excellence and follow following principals to provide excellent service to their customers.= 1. Employee satisfaction. 2. Leadership involvement. 3. Determination, commitment, and accountability. 4. Attend to voice of the customers. 5. Two-way communication. 6. Freedom to act. 7. Employees as ambassadors. 8. Adapt service recovery model (L.A.S.T.: Listen, Apologize, Solve, and Thank You.) 9. Anticipate needs. 10. Scripting to convey the right message  [ii]   The 6th Diamond is Mystique, Emotional Engagement Functional , these all cared by Ritz- Carlton and known 6th Diamond. Employee Promises At The Ritz-Carlton Ladies and Gentlemen are the most important resource in service commitment to guests. By applying the principles of trust, honesty, respect, integrity and commitment, they nurture and maximize talent to the benefit of each individual and the company. The Ritz-Carlton fosters a work environment where diversity is valued, quality of life is enhanced, individual aspirations are fulfilled, and The Ritz-Carlton Mystique is strengthened.  [iii]   Creating Service Oriented culture through orientation Servitisation approach means bundling goods services and makes a integrated package. This approach more focus on associated services than product Four steps in creating servitisation approach:- Knowing your customers Organizing service delivery systems Making sure employees have appropriate skills Employing technology A services discipline is defined by the following main features: The benefits it offers to customers The need to integrate, manage and deliver processes The importance of establishing and maintaining relationships The Ritz-Carlton As a premium hotel whose utmost mission is to provide genuine care and comfort to guests, The Ritz-Carlton pledges to provide the finest personal service and facilities to the guests who will always enjoy a warm, relaxed yet refined ambience.And this objective can only be fulfilled by satisfied and engaged employees. The three goals of Ritz are financial results, customer satisfaction and employee satisfaction. These goals are not exclusive from each other. They are very closely interrelated. Without satisfied and engaged employees, there is no way to achieve excellent financial results and guest satisfaction. To ensure such high service standards, Management team look for people who will fit the existing culture and see the following qualities in the people. People who share the same values and purpose. People who care for and respect others. People who smile naturally. People who seek a long term relationship. People who have talent for the job Process of Ritz to create Ladies and Gentlemen in only 7 days The seven days countdown was formulated for hotel opening process which was refined during in the process of last several years , this was the new employees first encounter with hotel, which started exactly seven days before the grand opening of the hotel. The first two (2) days were devoted to orienting employees to the company culture and values. The next five days were devoted to more skills training and trial runs of service delivery. To ensure that employees are get aligned with organization mission and core values. Trainers from 23 nationalities The orientation process is slow and thorough, and ensures that the employees are aligned with the organizations mission and a great deal of focus is kept on the conveying the values of the organization. The trainers for the orientation program are gathered from 23 different countries, all considered the best of the best in their role within the organization. These trainers are responsible for ensuring that each employee is at the required level or standard in their specific job function at the hotel. Schulze addresses the new team by stating, You are not servants. We are not servants. Our profession is service. We are ladies and gentleman. We are ladies and gentleman and should be respected as such. He conveys a message of unity, a message of equality and team work during his address, and he again insists that We are ladies and gentleman serving ladies and gentleman, as per the Ritz Carlton motto. The Ritz-Carlton employed the Gold Standards to ensure this message was communicated effectively to all employees; the Gold Standard included The Credo, The Three Steps of Service, The Motto, The Employee Promise and the Twenty Basics to ensure employees were focused on the organizations values. Through continuous communication and brain storming session and directives from top to down level and intensive training, skill development and an aligned HRM strategy, within 7 days the Ritz-Carlton managed to create ladies and gentleman out of their employees. The steps for making Ladies and Gentleman Training and daily line-up: During the first two days employees were aware, trained and dipped into the culture and values of the organization and remaining five days devoted to specific skill training and trial runs of service delivery ensuring everything perfect and meeting service standards. The orientation process ensures aligns the worker with the mission of company and ensured service philosophy ingrained in all its employees, they ingrained the message that all employees are in the service business and not the hotel business. The executive team and Human Resources explain The Ritz-Carlton Credo, Employee Promise, and 12 Service Values. After that, they will receive 30 days of training from a certified trainer from the department. On Day 21, new employees are asked to give the management feedback on how they can improve their training program for future training and recertification. In addition, every employee gets a minimum of 130 hours of training every year, which spans training for his or her department, company culture, and language and computer skills. Day 365 is recognition of one year of loyal service and is an opportunity to reinforce the hotels culture. Every employee will also go through annual recertification after they pass written tests, role-play and interviews on culture and skill. Daily line-up is a daily briefing to reiterate the companys standard and convey important business messages. It takes place every morning in each department. While each department may conduct briefings differently, the message they convey is the same worldwide: they will talk about one of the 12 Service Values. Listening and communication: Communication is important and creates abundant opportunities to interact with employees beginning with the interview and continuing through monthly breakfast meetings and his daily rounds of the hotel: Human Resources also holds a monthly feedback session with randomly selected employees for 1 to 1.5 hours to discuss their concerns. Overall, every employee has one opportunity every year to speak with the General Manager or HR Director in private. In addition, the hotel conducts annual employee satisfaction surveys, and on an ongoing basis, collects opinions on employee issues and posts them in public areas identifying those responsible for solving them. The executive team then notes the number of issues solved and measures the satisfaction of the employees. Empowerment and continuous improvement: Employees are also encouraged to be innovative and creative when it comes to improving their jobs. Money is not the key motivator; employees are rewarded for improving the goals measured by guest satisfaction, financial performance and employee satisfaction at year-end. Employees are rewarded and recognized for their outstanding customer service.  [iv]   Information support: Through their numerous interactions with guests throughout their stay like check in, room service, and housekeeping, employees continuously record guest preferences and needs in Guest Preference Forms. Every night, such preferences and needs are entered into The Ritz-Carltons worldwide database Project Mystique, so whenever guests make a reservation at a Ritz-Carlton hotel, their needs and preferences are known and taken care of. Reward and recognition: At The Portman Ritz-Carlton, employees are recognized and rewarded both financially and non-financially. Mark DeCocinis believes if you want your people to be the best, you must pay them top market salaries. While money is not the key motivator, employees are rewarded for improving the goals measured by guest satisfaction, financial performance and employee satisfaction at year end. Employees are rewarded and recognized for their outstanding customer service. Every quarter, a Five-Star Employee Award is granted; with the winner receiving a five-night stay for two at a Ritz-Carlton anywhere in the world, along with round-trip tickets for two and US$500 allowance. At Ritz -Carlton human resources are very well planned they treat with hospitality. As per their President who says you are not servant. We are not servant. Our profession is service. We are ladies and gentleman, just as the guests are whom we respect as ladies and gentleman. If you impart such culture be sure you will create ladies and gentle to serve. Give the respect take the respect, which costs nothing only wins, the heart of the customer who is taking the service will have regards for the service provider. Employee orientation schedule Employee orientation is key part of the training and development process which introduces employees to the jobs, colleagues and organization. Researchers have found that formal orientation can achieve significant cost savings by reducing anxiety of new employees, fostering positive attitudes, job satisfaction and sense of commitment at the start of the employment relationship. The 7 day countdown was a Hallmark of Ritz Carltons well defined hotel opening process which synchronized all steps leading to the opening of a new hotel.  It was Ritz Carltons orientation process aimed at aligning the employee with the vision and mission of the organization. The 7 day orientation process was standardized and ensured that Ritz Carlton has the right employees to support its vision which was Excellent Personalized Service. The seven day countdown was a worldwide best practice for the organization but in our opinion McBride should lengthen the 7 day countdown because of the following reasons: Current difficulty faced in training new hires to meet the high expectation of Ritz Carltons standards in only 7 days. An increase in the training period would help employees understand their role in achieving the key success factors and creating the The Ritz Carlton Mystique. By lengthening the 7 day countdown the service could become flawless which in turn could help translate the 5% dissatisfied customers to satisfied customers. This would result in occupancy going up from 80% to 88% due to increase in satisfaction level translating to $300 million. Extending the 7 day countdown means investing in long standing excellence in areas such as employee orientation and customer oriented training resulting in increased customer engagement and satisfaction. Research on guest-spending patterns indicates that a four percent increase in customer engagement company-wide would generate an extra $40 million in incremental revenue. Employees morale is boosted as they are protected from feeling overwhelmed. A longer employee engagement would also mean further decrease in the annual turnover which stood at 18%. Adults by virtue of having lived longer accumulate greater volume, knowledge and mind-sets. It would help to have more time for the employees to o un-learn and learn new things. Continuous improvement was absolutely critical to keep the commitment to customer for excellence in service and extending the 7 day countdown would help the process. Would help thwart competition from The Four Seasons by offering flawless service which can be achieved by increasing the orientation period. Would help meet the expectations of the Millennium Partners about this hotel offering great great service which means it expected Service par excellence. Thus we believe that Ritz Carlton should therefore increase the length of the orientation to further ingrain service excellence in its new employees which will ensure higher productivity and foster competitiveness. An assessment of 7 days vs 14 days training program 50% occupancy revenue = $5,000,000 Cost of the 7 day training program = $10,00,000 (estimated) 80% occupancy revenue = $8,000,000 Cost of the 14 day training program = $20,00,000 (estimated) Benefit of the program = 3,000,000 Additional Cost = 1000,000 Return On Investment = 300% Every investment including investment for employee training associated with cost and benefit. The cost and benefit mean cost involved in training of employees, direct revenue benefit, intangible benefits. The increase / decrease training schedule also adversely / favorably impact. Ritz Carlton is well known name to the industry and known for service centric approach. Initial Occupancy may not affected by training period but message of customer care approach need to be ingrained. Local culture also affects the training schedule as behavior of individual employees need to framed up in line of the global approach. Change in hotel opening process Change is part of life. World scenario is becoming dynamic and industry is coming up with innovative products to lure customers. In order to stay ahead in competition, Ritz Carlton also need to think differently. The entire training module, customer expectancy needs overhaul of the hotel opening process. The defects need to eliminate within shortest time frame.. Additional training and development will increase the cost but it will build up confidence and set new industry bench mark. Ongoing operation is very different from the opening a new hotel. The opening hotel require two core competencies One is dealing with the development of the site. Human resource processes necessary to get the hotel up running. Ritz-Carlton regarded employees as the cornerstone of its exceptional service culture. The company understood that, as a service organization, the quality of its end product was only as good as the people providing it. Therefore it took care to see that it not only recruited the right kind of employees, but also provided them with the necessary inputs to enable them to provide exceptional service. Although Ritz-Carltons salaries were not significantly higher than those of other comparable organizations in the hospitality industry, the company was a preferred employer because of its organizational culture and the way it treated its employees. Ritz-Carltons organizational culture not only helped the company provide exemplary customer service, but also created an atmosphere where employees felt valued. It is difficult to train new hires to meet the high expectation of the Ritz Carlton service standards in only seven days, but it worked in Ritz Carlton. Training should not be longer which will not be cost effective in the short span of the time. The employees already working should be given chance to in the second opening millennium to avoid taking risk at the opening itself. Recruitment should be done for the Ritz Carlton not for the millennium because the employee can be transferred as per the requirement. The employees of the Millennium partners can be taken for the opening, as the partners employees will feel proud to work jointly as a team. This will give opportunity to the partners employee who knows the brand fame of the Ritz Carlton by giving the Ritz Carlton basics. Ritz-Carlton management takes the following four steps to ensure that employees maintain the companys high standards for quality and service Excellence, as articulated in the Gold Standards: (i) rigorous employee selection process, (ii) employee orientation, (iii) employee training certification, and (iv) continuous coaching. Conclusion The service industry is becoming more competitive. Global aspirations and technological innovations are challenges for the industry. Customers are loyal to the services rather than company. The services need to revisit and provide latest offers. Worlds best organizations believe in beating their own standards and developing innovating products to serve and win customer hearts. 100 % employee pride Joy, Zero customer difficulty and 100% customer loyalty are performance criteria of performance excellence set by Ritz Carlton Hotels. The road map created for performance excellence through strategic planning, leadership, Human resources, Processes Systems, customer focus, information analysis finally business results. Employees groomed and equipped to exceed (Not meet) customer requirements. Regular updating training needs, deliverance evaluation, PDCA (Plan, Do Check, Act) and Z- back approach; unlearning learning approach aided in meeting industry challenges.

Frankensteins character :: Essays Papers

Frankensteins character In Mary Shelley’s Frankenstein, Victor Frankenstein caused many complications that could have been easily prevented. These problems were the result of his secrecy regarding his creation. The result was the deaths of many loved ones. Victor brought this upon himself because of his character flaws. His goal was not to destroy human life, but to put his knowledge to use in eliminating death. â€Å"I had worked hard for nearly two years, for the sole purpose of infusing life into an inanimate body. For this I had deprived myself of rest and health. I had desired it with an ardour that far exceeded moderation...†. The purpose of his experiment was to eliminate death. His reason for doing this was the mounting sentiment from his mother’s death. One of Victor’s flaws was that he couldn’t accept something that wasn’t perfect. Because the physical appearance of the creature scared him, he rejected it. Before giving the creation a chance, Victor decided that it wasn’t normal. Victor can be held responsible not only for creating the monster, but for all of the results of the monster’s actions. If Victor had communicated his problem with the people he needed to tell, the tragedies that occurred my not have happened. Unfortunately he never told his family of the creature and a few weeks later he received a letter informing him that his brother William had been murdered. When Victor arrived home, he saw his creation in the woods and was confident that the monster was the cause of the murder. The only person suspect was a girl named Justine, whom had lived in the Frankenstein house for a long while. Because of Victor’s timid nature in relation to the creature, Justine was executed for William’s death. Victor’s main problem with telling his loved ones about the creature was that the story was so unbelievable that he thought he would be considered crazy. He was a coward and didn’t take responsibility for his actions, and because of that, all of his loved ones were casualties. Victor played the tragic role of God by altering human life and transforming it. His role as the creator makes him consider himself not only a God-like figure, but a mother-figure. He feels responsible for the creature’s actions as well he should. Frankensteins character :: Essays Papers Frankensteins character In Mary Shelley’s Frankenstein, Victor Frankenstein caused many complications that could have been easily prevented. These problems were the result of his secrecy regarding his creation. The result was the deaths of many loved ones. Victor brought this upon himself because of his character flaws. His goal was not to destroy human life, but to put his knowledge to use in eliminating death. â€Å"I had worked hard for nearly two years, for the sole purpose of infusing life into an inanimate body. For this I had deprived myself of rest and health. I had desired it with an ardour that far exceeded moderation...†. The purpose of his experiment was to eliminate death. His reason for doing this was the mounting sentiment from his mother’s death. One of Victor’s flaws was that he couldn’t accept something that wasn’t perfect. Because the physical appearance of the creature scared him, he rejected it. Before giving the creation a chance, Victor decided that it wasn’t normal. Victor can be held responsible not only for creating the monster, but for all of the results of the monster’s actions. If Victor had communicated his problem with the people he needed to tell, the tragedies that occurred my not have happened. Unfortunately he never told his family of the creature and a few weeks later he received a letter informing him that his brother William had been murdered. When Victor arrived home, he saw his creation in the woods and was confident that the monster was the cause of the murder. The only person suspect was a girl named Justine, whom had lived in the Frankenstein house for a long while. Because of Victor’s timid nature in relation to the creature, Justine was executed for William’s death. Victor’s main problem with telling his loved ones about the creature was that the story was so unbelievable that he thought he would be considered crazy. He was a coward and didn’t take responsibility for his actions, and because of that, all of his loved ones were casualties. Victor played the tragic role of God by altering human life and transforming it. His role as the creator makes him consider himself not only a God-like figure, but a mother-figure. He feels responsible for the creature’s actions as well he should.