recession in india

recession in india Free Online Research Papers Global Recession has brought magnanimous amount of grief and anxiety to all workers all over the world. It has severely affected the lifestyles and the living conditions of people worldwide. Business closing down, great retrenchment and staggering percentage of unemployment mirror how recession affects our modern world. People are overly vacated with what are the jobs that won’t be directly affected by recession and how to stay afloat amidst this time of ordeal. According to the latest employment projections from United States Department of Labor, good tidings are on the horizon for all job seekers. Here’s the 5 stable jobs expected to experience employment frenzy through 2018. 1. Accountants and Auditors They provide vital services to companies and individuals who want to maintain solid financial footing by analyzing and communicating financial information, ensuring public records are kept, and preparing taxes. Recession resistance: Accountants and auditors held 1.3 million jobs in 2008, and that number is expected to increase by 279,400 over the next decade into 2018. Education: A bachelor’s degree in accounting, is the most widely sought-after qualification by employers. For upper-level positions, some employers might prefer a master’s degree in accounting or business administration. Average yearly salary: $65,840 2. Medical Assistants Providing needed assistance in the offices of physicians, podiatrists, and chiropractors, medical assistants handle administrative, clinical, or other specialized tasks. Recession resistance: The U.S. Department of Labor forecasts the number of medicals assistants will grow 34 percent from 2008-2018. Reasons: Medical advancements and an aging U.S. population. Education: Medical assisting certificate and associate’s degree programs provide academic and clinical training in various areas and can usually be completed in one to two years. Average yearly salary: $29,060 3. Registered Nurses RNs treat patients, give advice about medical conditions, instruct families on how to deal with health issues, and provide valuable emotional support. Recession resistance: RNs are the largest health care occupation with 2.6 million jobs. And that number is expected to increase by 22 percent through 2018. Reasons: Increasingly complex medical treatments and the rising number of aging Americans needing long-term care. Education: A bachelor’s degree, an associate’s degree, and a diploma, from an approved nursing program are the three most common educational avenues to a career as an RN. You’ll advance further and faster with a more advanced degree. Average yearly salary: $65,130 4. Computer Software Engineers Programmers They make computers tick by creating, testing, and evaluating software applications and systems. Engineers might even design the latest hot-selling computer game or develop a new operating system. Recession resistance: In 2008, computer software engineers and programmers held about 1.3 million jobs. That figure is expected to jump 21 percent by 2018. Reasons: Concerns over information security and increased needs for new software. Education: Bachelor’s degrees in computer programming and applications, networking, or information systems, are among the most sought after by employers. An associate’s degree or certificate might suffice for others. Average yearly salary: $73,470 5. Management Analysts Sometimes called management consultants, analysts serve private industry by evaluating and recommending ways to better an organization’s efficiency and productivity or to increase profits. Recession resistance: Competition for management analyst jobs is highly competitive, but firms who might hire consultants specializing in environmental (â€Å"green†) issues are expected to help the number of analysts jobs grow by 24 percent into the year 2018. Education: Educational requirements in this field might vary for entry-level positions. A master’s degree in business administration or a related field – such as e-business or e-commerce – is considered useful. However, because analysts handle a wide range of projects, a bachelor’s degree in fields such as human resources, information technology, or marketing and sales could open doors. Average yearly salary: $82,92 Latest Trend in Recruitments Temporary Staffing in Indian Companies The HR fraternity in India is undergoing sea level changes with upcoming trends like e-recruitments, outsourcing HR functions, and the like. Now the next big thing Temporary Staffing is gaining acceptance across industries. Few months back the job market was overflowed with people who were labeled as leftover guys who could not find a permanent job for themselves. But that is passà © now. Companies are recruiting employees on temporary basis mainly for a particular project, paying them off and then letting them go as soon as the project is over. What is Temping? Temping is the process of hiring temporary workers or, as they are called Temps, for a shorter duration of time for a particular project and remain in the company till the project lasts. The temps work for one Client Company while being on rolls of a third party. A temp is contract worker who is being hired for a short time, typically till a project lasts. The contract ranges from a period of 2 months to 15 months. These temps are made available by the employee leasing firms like TeamLease. Such companies provide a wide range of temporary staffing solutions including temporary-to-permanent services where in the company hires an employee for trial basis and absorbs him within the company on the basis on his performance; and long-term contracts where temps are hired for a longer period of time which may last up to two years. The non core functions like sales, front office, customer support, finance, back end operations and administration demand more temps. The reason seems to be quite obvious companies focus on their core functions to sustain the cut throat competition, while they outsource their non core functions. In India, almost 80 million people are working on temporary basis, however a meager 0.5 per cent of them are employed in the organized sector. Currently there are about 1,20,000 to 1,30,000 temps working with over 500 companies, including ICICI Lombard, Bharti, Reliance Infocomm, HP, Wipro BPO, Transworks and so on. If we go by sector basis, studies show that temps are predominant in IT sector. However, others sectors like banking, FMCG, retail and consumer durables sector are also showing their interest in hiring temps. So how often do these temporary workers turn into permanent employees? Though, earlier, the chance of being absorbed by the company was almost negligible, the trend is gaining pace as the demand for skilled workforce is increasing. The conversion rate has grown up to 20 to 30 percent form four percent. Why Temping Temping started off with MNCs hiring contract workers. It comes with a packet of benefits for the organizations as well as for the employees. Organizations enjoy the benefit of workforce flexibility and ease of recruitments and quick replacements. Temping also saves training costs as leasing companies direct skilled and experienced workers to the companies. Moreover, non productive employees can be chucked out without many complications. By outsourcing non core functions, the company deeply focuses on its core functions only. The companies also get more work done from temporary workers and also escape for paying them perks and incentives. From employees point of view, temping helps an employee to acquire different skills and upgrade basic skills by working in different setups. Employees acquire multiple skills to remain employable is competitive job markets. Temping even offers tempting career opportunities to housewives, retired personnel, people with defense backgrounds, freelancers and freshers. Temps who work for big brands also boast about the same in their resumes, thus, giving them an advantage over others. These are some flip sides of temping too. Job insecurity always acts as a demotivator for others candidates. The temps hardly get any perks and incentives like the permanent employees. The chances of becoming permanent with the client company are also less so possibility of achieving a stable career lacks. The underperformers are always at risk as they can be sacked anytime and that too without a notice. Moreover, too much hopping act as red flags in ones resume. Sustaining the trend Though job security is still essential for many in India, an increasing number of young people are opting for temporary jobs. The market for such jobs will grow exponentially in coming years. Almost every sector, be it capital intensive or labor intensive, is showing keen interest in temps. Moreover, those candidates who have a hunger for multiple skills, are increasingly taking up these jobs. Permanent job assurance is now passà © as downsizing can happen any time. Temping will prove to be a viable option in such cases. The industry watchers believe that this new HR trend is here to stay. The Future Of Temporary Staffing Temporary staffing is expected to grow exponentially in the country, in the near future. â€Å"It is the quality and ease of availability of manpower that would define the role employee leasing organisations stand to play, not only in non-core functions but also certain core business areas of organisations,† points out Reddy, adding that it is imperative for outsourcing partners to move from â€Å"only† employee leasing to complete end-to-end â€Å"activity management.† It is also necessary for outsourcing partners to be equipped with vertical and functional specialisations, with key differentiators customised to the Indian employment scenario. In a recruitment market where the concept of full-time employment is increasingly becoming a thing of the past, temporary staffing is emerging as the viable option. Advantages of temporary staffing The opportunity for organisations to focus on core areas Flexibility of employment Ease of recruitment and replacement Long-term cost advantages Benefits of scale Future of recruitments India Inc is likely to witness 10-15 per cent increase in hiring in 2010-11, led by the telecom sector which is forecast to provide awhopping over one lakh jobs, global consultancy Ernst Young has said Indian job market seems to be striking right chord with countrys working population, as more and more vacancies are being created and filled across sectors. On a conservative stand, percentage increase in hiring in the new fiscal can be between 10-15 per cent, Ernst Young Partner and National Head (People Organisation) N S Rajan told PTI. The telecom growth story would continue in the fiscal and hiring activity in this sector is likely to be in excess of 1,00,000 jobs, Rajan said. Other sectors that are likely to lead hiring in the new fiscal include pharmaceuticals, FMCG and education, as they are facing a talent crunch at present. Ernst Young, however, believes that despite the ensuing euphoria over rising number of jobs, companies are likely to approach hiring with caution due to the hard lesson learnt in the past. Although most companies are doing away with hiring freeze imposed during the economic downturn, they are likely to hire strategically and look for long-term talent needs and not near term staffing requirements. Moreover, Ernst Young believes that while hiring would continue mostly to meet the replacement demand created as a result of erstwhile hiring freeze, there are likely to be mixed trends in the level of hiring activity across sectors. Though hiring has picked up in the economy across sectors like pharmaceutical, chemical, auto, insurance, education, retail and IT, it is unlikely that the bullish hiring trends of 2007 will be restored within the next one year, Rajan said. In sectors like auto/auto-components, banking, financial services and insurance (BFSI), and real estate, the hiring is on the rise to primarily fill in vacancies resulting from significant downsizing in the past and to meet future expansion plans. Interestingly, most companies are expecting higher attrition levels over the next few months on account of jobs coming back into economy resulting in increments being used as a tool to retain talent. Suffered IT Industry Due to Recession The final tally of jobs lost due to recession in the US is out. Computer World has reported that the US tech industry lost 250,000 jobs last year, nearly 4% of its total workforce. Tech manufacturing was worst hit and lost 8.1% or 112,600 jobs. Software services, which was least hit, lost 1.2% or 21,000 jobs. Overall, technology did better than other sectors of US economy which registered an overall unemployment rate of 9.3% last year. The report says hiring is back in the US with improving economy. California, Texas, New York, Florida and Virginia are top five states for finding jobs in the US. Though Indian IT industry also saw significant layoffs, there is no convincing data on the number of jobs lost due to recession. Most Indian firms, including the big players, chose to fire their employees stealthily on performance issues. Research Papers on recession in indiaThe Effects of Illegal ImmigrationTwilight of the UAWInfluences of Socio-Economic Status of Married MalesRiordan Manufacturing Production PlanPETSTEL analysis of IndiaIncorporating Risk and Uncertainty Factor in CapitalOpen Architechture a white paperArguments for Physician-Assisted Suicide (PAS)Hip-Hop is ArtThe Project Managment Office System

EXPLANATION AND ASSIGNMENT Essay Example | Topics and Well Written Essays - 1500 words

EXPLANATION AND ASSIGNMENT - Essay Example There is often an expectation that you will ‘follow in the footsteps’ of the family’s most successful members. Along with this pressure, there is also the pressure to accept help from your family and their associates. One can be left with the dilemma of deciding between following your own path and stepping into the destiny everyone around you assumes belongs to you. In my family, the American Dream is having your children do well. It is having your children continue in your footsteps, either in the family industry or attaining a higher level of success than your parents in another industry. The preferable path is that your children pick up the family business and carry it forward. There is a great desire to continue the legacy of the family. There is great pride for someone to pass on a legacy to their offspring. However, for the offspring, this situation is not always as desirable as it may look to other people. With so much decided for you and the ease of possib le success at your fingertips, it can be difficult to discern what you truly want for yourself. Additionally, you can begin to take future success for granted. With all of the advantages at your disposal, how could your future work out to be anything but bright? But there can also be guilt. Do you deserve the place that is being set for you? Are you the person that people think that you are? What if you don’t have the same qualities and characteristics that people assume you have? What if the genetic lottery did not imbue you with the traits that are expected of you? The idea that certain traits are indelible to certain people, specifically people with a higher socioeconomic status or a family history of a certain level is a long held notion. The concept that certain people are more deserving than others is not something new. In fact, â€Å"English social hierarchy privileges aristocrats by birth over those who distinguish themselves through intellectual labor† (Vaught 65). There is certainly a segment of our society who still clings to that idea—albeit most of them belong to the social class in question and harbor this belief in order to cling to their status. The belief and the associated practices are so prevalent, there is a name for them: nepotism. Nepotism is â€Å"favoritism to kinfolk† (Schumer 46). In some instances, the practice of nepotism is a practical practice. For instance, when universities hire married couples in recognition of the fact that academics tend to marry other academics, this is a practice that helps the institution maintain retention of quality professors—which is the topic and focus of Schumer’s piece, â€Å"The New Nepotism.† However, the nepotism that is a controversial issue for most people is not the case of married couples gaining employment in the same place. The nepotism that most people have such strong feelings about is the practice of the sons and daughters or someone alre ady enjoying advantages gains employment or favor because of who their parents are. Many people are opposed to this type of nepotism and opposition to this way of life is not new either. In fact, Thomas Jefferson explained his opposition to this concept in his letter to Adams. He referred to this idea as the ‘artificial aristocracy: â€Å"I agree with you that there is a natural aristocracy among men. The grounds of this are virtue and talents†¦there is also an artificial aristocracy, founded on wealth and birth, without either virtue or talents† (Jefferson qtd. in Cullin 51). Although Adams and Jefferson

Lesson plan #1 Assignment Example | Topics and Well Written Essays - 500 words

Lesson plan #1 - Assignment Example It therefore acts as guideline through which teachers and students must adhere to. The sample of the lesson plan given can be compared to the ones found on most webs. The major quality this sample has is that it is simple to understand given the choice of Wayne Thiebaud’s paintings for elaboration. The desserts by Wayne Thiebaud meet the national standards for visual art link because of the way he presents his paintings to demonstrate and reflect on ideas and emotions. In his paintings, he uses objects commonly known to students and has colored them as if they were real. Learners are able to easily understand and perhaps draw similar objects and even describe them using various adjectives especially if such children are not physically challenged. The National Standards for Visual Art Link include trying to show relationships between visual arts and other related disciplines, selecting and doing evaluation of symbols and ideas and applying knowledge of structures and functions in teaching (Jody 206). For a kindergarten student, it is advisable to draft a lesson plan that is simple to comprehend and use. The primary aim should be to enable them differentiate various desserts used and use adjectives in their descriptions. Colors used should be obvious. Such colors range from the ones which the children are familiar with to those that are complex. In order to make the lesson more interesting, the teacher should use interesting pictorials for demonstration. This includes drawing pictures of appetizing materials like ice cream. Kindergarten children should be left to color the drawing of the ice cream alone but with some support from the teacher. One reason why items like ice creams are used is because children always like them. They taste nice. The sample of the lesson plan given is a perfect example of what every art teacher should stick to. The cookies provided are convenient for kindergarten students given their

Importance of Management and Leadership for an Organization Essay Example for Free

Importance of Management and Leadership for an Organization Essay â€Å"Both management and leadership are needed to make teams and organisations successful. Trying to decide which is more important is like trying to decide whether the right or left wing is more important to an airplane’s flight. I’ll take both please!† (Clemmer, 2005, as cited in McLean, 2005, p.16). The aim of this essay is to answer the age old question as to whether management or leadership is more important to an organisation. Organisations, ranging from professional to social, have been in existence for centuries and the sole purpose of any of these organisations is to grow and succeed. Thus, it is without a doubt that any organisation would accomplish much without a source of management or leadership. Even though it is evident that both management and leadership are both fundamental to a successful organisation, a distinction between the two should be made; although they are both similar in definition and function they do differ in importance in and effect on organisations. It is contended that the implementation of good management has a greater benefit, and therefore has more importance, to an organisation than leadership because: leading is considered as an element of the management function; to manage an organisation is to sustain it whereas to lead is to direct it but if there is no management, there is no entity, which leaves nothing for leaders to lead; leadership is focused on the management of people but an organisation is made up of more than just people; and also the value of leadership depends deeply on the structure and size of the organisation in question. The term ‘good’ is often used to describe something of quality and skill; thus, good management simply means management that is of the highest quality and is effective in producing the greatest results for an organisation: â€Å"Excellent results stem from a combination of skilled management, strategic thought and a good dose of general common sense† (Honig, 1999, as c ited in Samson Daft, 2009, p.14). Every workplace organisation, whether large or small, has a manager or person in charge; whether the appointed person is able to implement good management depends on their skill and capability. Management is the major task of any manager – it involves the use of authority to coordinate and supervise the activities of others and to ensure that tasks are being completed in an effective and efficient manner. More importantly, managers must implement the four key elements of management: planning, organising, leading and controlling in order to attain organisational goals (Bartol, Tein, Matthews Sharma, 2008). Organisational goals, whether they are sales targets or technological developments, are put in place by managers to set out the purpose and scope of an entity. Without such goals an organisation would cease to exist as there would be no direction to grow or move forward. The process of setting goals and deciding how to achieve them is the planning aspect of the management fu nction (Bartol et al., 2008). If effective management is employed, there is a greater likelihood of managers establishing better organisational goals and contingency plans to ensure the future and success of the organisation; because it will not only be goal directed but will also be prepared for unforeseen circumstances that may arise, enabling them to react effectively and efficiently (Samson Daft, 2009). Good management also assists in the successful implementation of action plans to achieve such organisational goals by organising, allocating, arranging and regulating activities and resources within the workplace (Bartol et al., 2008). Leading and managing are terms often used interchangeably because leading is described as a core activity of any manager (McLean, 2005). Leadership involves managers using influence to motivate employees to engage in plans that work towards achieving organisational goals (Bartol et al., 2008; Samson Daft, 2009). This suggests that leadership is intertwined within the task of management. So if good management practices are in place in an organisation, leadership is expected to follow in existence. However, the mistake should not be made to describe leadership and management as the same thing – â€Å"leadership is an element of management but is not the same thing† (Lyson cited in Robinson, 1999, p.20). To say that leading and managing is the same would be to ultimately say planning and managing is the same thing; nevertheless, planning is only a function of management, as is leading. Therefore, if an organisation were given a choice between employing either a good manager or a good leader, the good manager would be the safer bet because it would be expected that a good manager encompasses good leadership. Furthermore, the importance of and need for management in a workplace is supported by the idea that organisations are established to succeed and innovate and such is not possib le without the planning and setting of organisational goals and the attainment of these goals by organising, leading and controlling. Once good management is in practice, the four key functions, including leadership, are sure to be carried out effectively and efficiently. The profitability of an organisation is not a result of good management on its own; however, management is a major contributing factor. Every organisation is goal directed, and as ascribed earlier, management is the attainment of organisational goals with the use of planning, organising, leading and controlling (Bartol et al., 2008). The organisational goals act as an entity’s reason for existence, it strives to achieve these goals in order to grow and accomplish. Therefore it can be concluded that the focus of any organisation is to grow and move forward rather than to remain stationary and unproductive and thus there is an assumption that the life of the entity will be on going. The survival of an organisation depends on the ability of the manager to sustain it by utilizing the effective skills of good management. The manager is responsible for making informed decisions about the welfare of the organisation along with the collective resources owned. These decisions aim to not only achieve goals but to sustain and up hold the organisation to ensure its survival in today’s dynamic environment. Thus there is emphasis on an organisation to have good management in order for the entity to survive, which also acts to highlight the importance of effective management. On the other hand, leadership is implemented as the principle dynamic force to guide and motivate subordinates to attain organisational objectives (Burns, 1978, as cited in Shamas Ofori, 2008) and ultimately bring change to an organisation as more goals are satisfied. If effective leadership is exercised within an organisation, innovation, change and transformation are easily attainable (Bartol et al., 2008). Alternatively, Slap (2010) asserts that although leadership profits and adds value to an organisation by way of innovation, it is not the purpose of introducing leadership. Rather, leadership is used as a tool to share and express important values and experiences to employees in an attempt to bring about an improved change in the workplace environment and in the attitudes held by employees. Leadership in this sense allows leaders to be more easily respected upon employees because they feel more connected with the leader, which also gives the leader greater influence to motivate and encourage hard work. Nevertheless, whichever way leadership is regarded the end result remains the same: innovation of an organisation by way of providing direction to accomplish objectives (Bass, 1990, as cited in Shamas Ofori, 2008). â€Å"A leader innovates; a manager maintains† (Hollingsworth, as cited in Robinson, 1999, p.20); without effective management to keep the organisation alive it is likely to fail, and consequently leaders will be left taskless there will be no goals left to achieve, no employees left to motivate and ultimately no organisation left to innovate. This strongly recognises the importance of good management and the added advantage it brings to an organisation; without good management, good leadership will be ineffective and futile. On the contrary, leadership is often considered as a much more pleasant concept in comparison to that of management: â€Å"leaders are seen as charismatic and often are admired and held in high esteem, managers frequently are thought of as the organizations taskmasters with a whip in one hand and a bullhorn for screaming out orders in the other hand† (Kotterman, 2006, p. 13). Zaleznik (1977) and Burns (1978), as cited in Nienaber (2010), portray m anagement as â€Å"mundane, uninspiring and tactical by nature† and in addition, asserting that management alone cannot guarantee the success of an organisation. Consequently, it has been argued that leadership should be favoured at the expense of management in a successful organisation (Spurgeon Cragg, 2007, as cited in Nienaber, 2010). One of the most important aspects of leadership is the leaders’ followers (Bennis, 1989, as cited in Shamas Ofori, 2008). Iscoe (2005, as cited in McLean, 2005) argues that people would rather follow a leader than a manger, if given the option; this is not surprising as leaders tend to focus more on the people rather than any other aspect of the organisation because in order for a leader to effectively influence and lead others they must work to gain the trust and respect of their followers. Thus, there are various positive reasons as to why leaders are commended over managers among the people, some of which are highlighted in Maccoby (2000), as cited in Shamas Ofori (2008)., p.63: â€Å"hope of success, trust in the leader, excitement about a project or mission, or the opportunity to stretch onese lf to the limit†. Unlike management, leadership is not an assigned role or title placed on someone. The task of managing a corporation is specific to the teams of managers who are formally appointed the position whereas leaders can stem from any sector of an organisation. Therefore, managers are associated with formal authority (McLean, 2005) which means people secondary to them in the organisational hierarchy may view managers as intimidating and unapproachable which further emphasises why leaders are more favourable in an organisation. Yet in reality, success isn’t easily achievable and so in order to attain it, compromise must occur. An organisation cannot survive on leadership alone, because although a leader may possess few managerial qualities, they are unable to satisfy all the tasks of a manager. Nevertheless, as every workplace organisation involves employees, it is evident that leadership is a fundamental aspect of any entity because leaders are responsible for managing the people. However, organisations are about more than just the workers, which illustrates the prevailing importance of managers to control all the remaining aspects of an organisation such as goals, plans, assets and resources. As previously mentioned, every organisation involves employees. The McDonalds restaurant is the largest fast food chain in the world, operating over 30,000 franchises in over 100 countries worldwide. It was revealed in the 2010 McDonalds annual report that the organisation employs over 1.7 million workers from all age groups across their stores. In enormous corporations such as McDonalds, with such a vast number of employees, it is expected that both leaders and managers are equally essential in running the organisation because there is an equally enormous number of duties to be satisfied. However, in contrast, a small, family-owned, local milk bar may only have, at most, three employees. Clearly leadership is not as important in an organisation of three people in comparison to that of one with over one million people, simply because such a minute organisation does not require such a deep extent of leadership. However, it is not to say that the manager of the milk bar should not possess leadership qualities because even though there are very few employees, motivation and communication of direction must still take place (Nienaber, 2010) in order for the business to thrive. Although both management and leadership are both important functions of an organisation, a number of moderating factors determine the effectiveness and importance of leadership including size of the organisation (Fiedler, 1967; Gardner et al., 2005, as cited in Shamas and Ofori, 2008) whereas, regardless of size or type, every organisation needs a person in charge. In other words, management is important and is needed in every organisation but the extent to which leadership is needed varies among different organisations. Conclusively, although leadership and management are functions that must be applied to any successful organisation, effective management has prevailing importance. Theoretically, management is defined as the attainment of organisational goals through planning, organising, leading and controlling (Bartol et al., 2008). Thus it is clear that leadership is encompassed in the task of management so if a manager can perform their task effectively, leadership is likely to follow. However the reverse is not true, as to lead is to influence, direct and motivate others to achieve goals, not to control so management is not a facet of leadership. Management is often considered as a control mechanism in an organisation which some tend to find intimidating and off putting which is why leadership is usually the preferred, softer option (Kotterman, 2006). However, the focus of leaders is often on the people but people are obviously just one aspect of an organisation which is why managers are more important because there are so many other features of an organisation to be controlled. By influencing people to complete tasks effectively and efficiently, leaders bring about change and innovation in an organisation. However, without management acting to sustain organisations in today’s turbulent environment, there is simply no place left for a leader (Hollingsworth, as cited in Robinson, 1999). Finally, the essentiality of leadership in an organisation depends greatly on the size and type of a corporation whereas management is equally important in any and all organisations. These points clearly demonstrate that good management is more important to a successfully running organisation than good leadership. All in all, if an organisation were given an ultimatum between a good manager and a good leader, the good manager is likely to prevail.

The Importance of the Requiem in Death of a Salesman Essay -- Death Sa

The Importance of the Requiem in Death of a Salesman   Ã‚  Ã‚  Ã‚  Ã‚   In the play, Death of a Salesman, the final chapter is titled "Requiem" instead of "Epilogue".  Ã‚   The definition of Requiem in' The concise Oxford dictionary' is a special Mass for repose of souls of the dead'. The Requiem serves as a tribute to Willy Loman. Sympathy is evoked and reasons for his behavior are given. Charley gives the central speech-' Nobody dast blame this man. A salesman has got to dream, boy. It comes with the territory.' Any blame or anger at Willy is counteracted. It echoes Linda earlier in the play' But he's a human being, and a terrible thing is happening to him. So attention must be paid.' It is made absolutely certain that Willy is sympathized with rather than cursed. Though Biff criticizes Willy and argues with him, he still respects him and is compassionate-'A fine, troubled prince. A hard-working, unappreciated prince'.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The dramatic car crash at the end of the previous scene would be a violent ending, and would leave us with many questions. Before he kills himself it looks like things are on their way to getting better, as if Willy realizes the importance of himself in the family. We can see that Willy is killing himself to help Biff-' Can you imagine that magnificence with twenty thousand dollars in his pocket?'. Its ironic that Willy commits suicide to further Biff's career when it serves to finish it, but it convinces Happy, the son who was always second best, to carry on like his father. We know that Biff has no need for the money, as the things he appreciates in life are free. He thinks that his family will be thankful-' Ben, he'll worship me for it!' when we know they won't. Without the Requiem we wouldn't know how th... ...ma. 36 (1993): 443-453. Eisinger, Chester E. "Focus on Arthur Miller's 'Death of a Salesman': The Wrong Dreams," in American Dreams, American Nightmares, (1970 rpt In clc. Detroit: Gale Research. 1976 vol. 6:331 Florio, Thomas A., ed. â€Å"Miller’s Tales.† The New Yorker.   70 (1994): 35-36. Foster, Richard J. (Confusion and Tragedy: The Failure of Miller's 'Salesman' (1959) rpt in clc. Detroit: Gale Research. 1983 vol. 26:316 Gardner, R. H. ("Tragedy of the Lowest Man," in his Splintered Stage: (1965) rpt in clc. Detroit: Gale Research. 1983 vol. 2l6:320 Hayashi, Tetsumaro.   Arthur Miller Criticism.   Metuchen, NJ: Scarecrow Press, 1969. Martin, Robert A., ed. Arthur Miller.   Englewood Cliffs, NJ: Prentice-Hall, 1982. Miller, Arthur.   Death of a Salesman.   New York: Viking, 1965. ---.   Eight Plays.   New York:   Nelson Doubleday, 1981.

Irony In The Story “The Eighty-Yard Run” Essay

Mr. Christian Darling, a well-respected high school athlete and handsome man, had an interesting – rather ironic – change in his life from the beginning of the story to the end. In The Eighty-Yard Run, a story by Irwin Shaw, the focus is on Mr. Christian Darling and his high school sweetheart, Louise. In high school, they were always together, and Louise always bought Christian Darling many nice gifts. As time passed and high school ended, Christian and Louise got married and moved to New York City. In New York City, both of them worked for Louise’s dad as managers of a New York office. They were very wealthy and happy. However, this did not last very long, with Louise’s father killing himself when the profits turned into debts. After this, Christian started doing nothing, sitting at home day after day drinking himself to death, complaining about how horrible life was. On the other hand, Louise got a job with a woman’s fashion magazine where she quickly rose through the ranks. She became very sophisticated, and she and her husband quickly became two very different people. Christian started being the one always trying to please Louise – as opposed to before where she tried to please him – and eventually gave up. As fate would have it, Christian Darling ended up working for. Rosenberg. This is ironic because Mr. Rosenberg wants Christian to tour colleges as a tour representative because of his â€Å"broad shoulders and well-kept waist †¦his carefully brushed hair and his honest, wrinkleless face.† as well as the fact that he was favorably known. This is ironic because his life was nothing like his appearance. He wasn’t a loyal boyfriend, and ended up becoming a boozed-out loser. Not the type of person a company wants to portray as the ideal college student. This is ironic because although his outer appearance is nice, his actual life has not been that way at all. From him not being loyal to his wife to his wife being bored with him and ignoring him, he has not had an ideal life. The last ironic bit here is that the football player who he envied so much got his neck broken playing professional football.

The Secretary Of Defense And The Chairman Of The Joint...

The Secretary of Defense and The Chairman of the Joint Chiefs of Staff announced in January of 2013 the rescission of the 1994 Direct Ground Combat Definition and Assignment Rule (DGCDAR). The DGCDAR restricted assignments of women to communities or jobs within the military in or collocated with direct ground combat units below the brigade level, in long-range reconnaissance and special operations forces, and in positions involving physically demanding tasks. This now correlates to the opening of previously closed occupations, to include the USMC infantry, to women who can meet occupation-specific, gender-neutral standards of performance. 230,000 positions that were previously unavailable in the U.S. armed forces to women are now available. From active-duty, to veterans, to civilians alike, one thing we’ve heard is the reluctance of many to publicly oppose the idea. This reluctance stems from a fear of being tarred-and-feathered â€Å"politically incorrect, a term appare ntly as morally reprehensible as crime nowadays. The big worry stems from an idea about the degeneration of the combat community structure. So, with that in mind, let s suppose that women are granted full entry and that the requirements for men and women are exactly the same. Let’s also suppose nobody tampers with the vetting process, meaning no overseeing, â€Å"Yes Men generals,† pushing women through, as well as no misogynistic gate-keeper putting an extra sandbag in a girls’ rucksack prior to some trainingShow MoreRelatedEXAM 1 926 Words   |  4 PagesNATIONAL STRATIGIC END STATE? CHAIRMAN OF THE JOINT CHIEFS OF STAFF/ PRESIDENT OF THE UNITED STATES 15 THROUGH OPERATIONAL ART, COMMANDERS TRANSLATE THEIR CONCEPT OF OPERATIONS INTO AN OPERATIONAL DESIGN AND ULTIMATELY INTO TACTICAL TASKS. THIS IS DONE BY INTERGRATING _________. 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