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Conflict Between Reality and Illusion as a Major Theme of...

Conflict between reality and illusion as a major theme of ‘The Glass Menagerie’ Introduction The Glass Menagerie is a dramatic play about human nature and the conflict between illusion and reality. An illusion is pretense and not reality. In The Glass Menagerie, Tennessee Williams has made use of both reality and illusion together using conflict between them. Illusion is a misinterpretation of the facts. It is an opinion based on what we think is true rather than on what is actually true. In this play Williams has made illusion integral to his theme. He uses Tom Wingfield to tell us directly that the play is an illusion. Tom explains that his purpose is not simply to produce an illusion that appears true, but to reveal â€Å"truth† in the†¦show more content†¦As a traveler, he will experience change and adventure in the world but later he realizes that he is abide by his responsibilities for his family. Tom admits that he has been more â€Å"faithful† to Laura than he intended to be by continuing things that Laura appreciates and comes to represent. To m is a character of conflict. He is confused between his family responsibilities and his own world of interest. He lives in his future world. He lives in an illusion of his future. Laura’s illusions and reality Laura lives in her own illusion. She has withdrawn into the world of artificial glass animals because she is shy, cripple and has inferiority complex about herself. The beauty of the glass menagerie fascinates her and helps her to forget the pain of real life. Like the animals in her glass menagerie, Laura remains delicate and vulnerable. In her own way she is hard, as glass is hard and just as easily damaged if not protected, but she also possesses beauty as fine glass does and an inner light of varying shades of color. She believes that when she was in high school and wore a brace on her legs, everyone used to watch her when she was late for chorus practice and had to go ‘clumping’ to her seat in the back row of the auditorium. While talking with Jim she explains that the clumping sounded like a thunder to her. But Jim never noticed that. When Laura talks about her favorite glass animal, a unicorn, she is really talking aboutShow MoreRelatedTennessee Williams and Works, a Look at Illusion vs. Reality1625 Words   |  7 PagesIllusion Vs. Reality Tennessee Williams and his works deal heavily in the contrast of illusion and reality and the characters struggle with this. Illusion vs. Reality is a major theme is mostly all of his dramatic works. The majority of these characters find themselves in a state of illusion. This was intended by Tennessee Williams to show how unavoidable and definite falling into illusion, or insanity, can be. Williams sister Rose affected him greatly when she became schizophrenic. ThisRead MoreLiterary Appreciation Essay1347 Words   |  6 Pagestopic: Compare and contrast the conflicts faced by the protagonists in the two texts. Discuss how they are forced to submit to their parents. In literature, the conflict moves the story forward. When the story is to end the protagonist’s favor, the conflict occurs. It is what the major character must face with and hopefully defeat. What behind conflict is want. The author always creates situations where the characters crave something. Laura in The Glass Menagerie is the tragic heroine and so doesRead MoreThe Glass Menagerie By Tennessee Williams1249 Words   |  5 Pagesthe outside world The Glass Menagerie is very interesting because William s play relates to alot of people and their situations, people can learn alot from it alot whether they connect to Amanda and her past or to Laura and her lack of confidence and being in a world of her own or to Tom and his internal conflict about abandoning his family or staying with them. Laura s life is all about her glass menageries what happens when her glass unicorn breaks? What happens when a gentlemanRead MoreImportant Symbols and Themes of The Glass Menagerie by Tennessee Williams7390 Words   |  30 PagesImportant Symbols and Themes of The Glass Menagerie by Tennessee Williams Tennessee Williams play, The Glass Menagerie is considered a memory play because it is told from the memory of the narrator. The narrator, who is also a character, is Tom Wingfield, the youngest member of the Wingfield family. The other characters are Amanda Wingfield, his mother; Laura Wingfield, his older sister; and Jim OConnor the gentleman caller. A fifth character is represented by the photograph Read MoreMemory and Reality in Tennessee Williams The Glass Menagerie3119 Words   |  13 PagesMemory and Reality in Tennessee Williams The Glass Menagerie Being a memory play, it is dimly lighted, it is sentimental, it is not realistic. To what degree is the play memory and to what degree is it realistic? When a play employs unconventional techniques, it is not trying to escape its responsibility of dealing with reality, or interpreting experience, but is actually attempting to find a closer approach, a more penetrating and vivid expression of thingsRead MoreEssay Prompts4057 Words   |  17 PagesGulliver’s Travels Sula Heart of Darkness The Sun Also Rises Invisible Man Their Eyes Were Watching God Joe Turner’s Come and Gone The Things They Carried King Lear The Turn of the Screw Major Barbara Who’s Afraid of Virginia Wolf 2004 (Form B): The most important themes in literature are sometimes developed in scenes in which a death or deaths take place. Choose a novel or play and write a well-organized essay in which you show how a specific death scene helps to illuminateRead MoreTennessee Williams A Streetcar Named Desire2099 Words   |  9 Pagesâ€Å"The Relationship Between Sex And Violence In Tennessee Williams’ A Streetcar Named Desire † And so it was I entered the broken world To trace the visionary company of love, its voice An instant in the wind (I know not whither hurled) But not for long to hold each desperate choice The Broken Tower by Hart Crane. The play starts with this quote describing a lot about the play its theme ‘the search of true love’ and as the title of the play itself says ‘desire’. Tennessee Williams was born Thomas

Organization Culture Stakeholders

Question: Discuss about the Organization Culturefor Stakeholders. Answer: Introduction The culture of an organization refers to the beliefs and perceptions of the different stakeholders of the organization. The organization culture is the determining factor in success and the operations of an organization. The cultural dimensions of an organization are central to all the major sections of the organization. The organization culture is also critical in the companies where organization culture receives little to low attention as it represents the beliefs, idea, working style and the local culture of the organization. Even when the organization culture is too soft or subtle, it influences the operations and eventually the profitability of the organization. Precisely, the organization culture can be defined as the values of the organization that develops or create the social or the psychological environment of a business organization. The organization culture can be considered as a characteristic of an organization. Thus, it can be modified or adapted by the senior manageme nt and the leaders of that organization (Alvesson, 2012). In this essence, in this essay, the impact of the positive and adaptive corporate culture in organization effectiveness is investigated. The essay has also shed light on how the business leaders can create a positive environment in the organization. The organization culture can be observed in the manner in which the organization conducts its business, the respect with which the employees are treated, how the organization treat customers and the wider community. It also refers to the freedom given to the employees in decision making, idea generation, the information flow and the commitment and engagement of the organization for its objectives. The organization culture of a business enterprise impacts on the productivity, performance and the image of the organization in the perception of the consumers (Schein, 2010). The organization culture is considered as an asset to the organization as it creates the strategic fit between the organization and its external business environment. There are several types of organization culture, namely, the clan culture, adhocracy culture, market culture and hierarchy culture. These organization cultures have ben differentiated according to their stability and control. For instance, in the clan mo del, the focus is on human relations, development of morale, and employee commitment towards the organization. In the adhocracy model, an open system is created within the organizations which foster innovation, creativity and adaptation to the current circumstances. The hierarchy model refers to standardized internal process model wherein the information and the communication are managed in a formalized and structured manner. In the market culture, the emphasis is on the goals their achievement and the external positioning of the organization. All these organization cultures have a different impact on the effectiveness of the organization. Although the effectiveness of an organization is evaluated on the basis of its efficiency to meet the organization goals, it is also dependent on the information management and the process control of the organization (Aktas, Cicek and Kiyak, 2011). The adaptive organization environment is essential for the organizations to survive in the changing organization environment. The adaptive organizations have the capability to adapt to the economic, societal and political shifts that occur in routine manner in the external and the internal environment of the organization. It is the ability of the organization, its employees and departments to smoothly adapt themselves to the changes that have occurred in the external environment. One of the key characteristics of the adaptive organizations is that they have high networking capability (Kegan and Lahev, 2016).). These employees of the organization network with the entities outside the organization to identify new information source or the potential source for the business development. The employees may network with the competitors, rival companies, customers or the external industry experts. The adaptable organizations are also capable of fostering innovation. It is made possible by de veloping open organization culture and development of a reward system that encourages innovation. Besides improving the financial performance of a firm, the organization culture also impacts on the innovation and employee motivation. The organization culture is the ultimate driver the performance of the employee and their engagement toward the organization. As a result, an organization puts great emphasis of the development of the positive organization culture. Although organization culture mainly encompasses the values, mission and the assumptions or attitudes of the employees and different stakeholders, it is also supported by architecture, interior design, location and the technologies used in the organization. In the globalized world, the competition among the business organizations is enormous; therefore, it becomes critical that a positive and motivating organization environment is created within the organization. With the positive corporate culture, the employee engagement increases and he is constantly motivated to achieve the organizations aims and objectives (Jones, Jim mieson Griffiths, 2005). The organization culture also impacts on the employee interaction and communication. The communication between the employees is significant aspect in the efficiency, productivity and the innovation. A positive organization culture is also crucial in development of safety culture and increase in organization adaptability. A positive organization culture reduces the employee resistance towards adoption of new technologies. The organization culture also has a positive relationship with the collaboration, involvement, strategic direction, care of clients and control mechanism of the organization. An effective organization is capable to provide employee satisfaction in the job, fetch employee commitment and acknowledges all the departments regarding the vitality of the customer service and satisfaction. The organization culture is the key to encourage responsible behavior and accountability of all the stakeholders of the organization. It is also essential to create a learning environment within the organization and increase organization flexibility. The incentive schemes and the reward system is also a component of the organization culture which results in increased productivity and competence. Since organization culture is an important asset to the organization to increase its effectiveness and overall performance, the leaders take several initiatives to develop an effective organization culture. In development of a positive organization culture or changing the previous organization culture, the foremost step is to examine the present culture of the organization. A business organization that does not know its culture does not know its identity and the perception of the public towards the organization. The existing culture of the organization must be evaluated to find the gaps between the desired culture and the existing culture. The assessment of the culture is also essential for development of a common language regarding current culture, direction for the future and the workspace. The knowledge of the present culture of an organization is also essential to streamline the desired changes in the organization. In the absence of any knowledge, the changes may contradict the c urrent practices of the organization and create a situation of chaos. In many cases, there is always a gap between the desired culture and the existing culture. This gap can be bridged and an ideal working environment can be created to support the desired culture. With the culture diagnosis, an organization can determine which departments or sections of the organization are already in alignment with the organization goals. Therefore, with the culture diagnosis, an organization can focus on shifting the specific divisions of the organization towards the values and behavior of the organization. Recently, the organizations are also focusing on developing a competency framework to establish a positive organization culture. In this framework, words and phrases are developed that presents the skills, knowledge and the attitude of the employees towards their jobs. It also indicates that the employees are required to meet their workplace standards. The competency frameworks are beneficial in the talent management as well as in the knowledge, attitude and the behavior management of the organization. It also creates an atmosphere in developing the environment for the cultural change initiatives. It provides means to engage the workers or the employees t o contribute to the best of the organization (Cameron Quinn, 2005). The organization change basically occurs in three forms, namely, evolutionary, focused and revolutionary. In the revolutionary culture change, the management allows the change to occur slowly with the time and the company wide transformation occurs simultaneously. In the focused organization change, the companies take measures to change specific subcultures or certain elements. In the revolutionary changes, the management pushes the culture change suddenly in the entire organization. The revolutionary approach to introduce an organization change is creates chaos within the organization. It is turbulent and reduces the employee morale (Van Dyck, Frese, Baer Sonnentag, 2005). In order to create positive organization environment, a business organization must focus to embed few elements in its operations, such as rewards, clarity, standards, responsibility, team commitment and flexibility. The employees must be clear regarding the organizations goals and objectives. Along with it, they should also have knowledge regarding their contribution to the organizations goals. The management should also focus on developing goals which are attainable and challenging. The leader plays a critical role in the development of positive environment in the organization. The leaders are the major motivational and inspirational factor in encouraging employees to perform challenging tasks. It is the responsibility of the leaders to encourage the employees who show dedication and perseverance towards the organization. The leaders can also create a positive and adaptive organization change by creating open and flexible atmosphere. Self-motivated and self-directed teams foster pro ductivity and innovation within the organization. The organization with high rigidity and excessive rules is unable to provide flexibility and adaptive capability in the organization environment which is required in the present era. As a result, a large number of organizations have discarded the hierarchal organization culture (Connors and Smith, 2011). Conclusion Conclusively, it can be stated that the organization culture is an important asset to the organization. The organization culture refers to the sets of values or beliefs embedded in the working of an organization. A positive and adaptable organization culture is correlated to the performance of the organization. There are several kinds of organization culture, namely, the clan culture, adhocracy culture, market culture or the hierarchy culture. These cultures are developed according to the prime motive of the organization. The organization culture is also correlated to the employee performance, adaptability and motivation towards the work. Therefore, the companies take considerable efforts to create a positive organization culture in the organization. The infrastructure or the architecture is tangible assets through which the organization can change its organization culture. Moreover, the companies can also diagnose the current culture of the organization and identify the gaps between the current and the desired organization culture. The organization change will focus to bridge the gap so that the organization can better address its goals. References Aktas, E., Cicek, I. and Kiyak, M. (2011). The Effect of Organizational Culture on Organizational Efficiency: The Moderating Role of Organizational Environment and CEO Values. Procedia - Social and Behavioral Sciences 24, 1560-1573. Alvesson, M. (2012). Understanding Organizational Culture. SAGE. Cameron, K. S., Quinn, R. E. (2005). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley Sons. Connors, R. and Smith, T. (2011). Change the Culture, Change the Game: The Breakthrough Strategy for Energizing Your Organization and Creating Accounta bility for Results. Penguin. Jones, R. A., Jimmieson, N. L., Griffiths, A. (2005). The impact of organizational culture and reshaping capabilities on change implementation success: The mediating role of readiness for change. Journal of Management Studies, 42(2), 361-386. Kegan, R. and Lahev, L.L. (2016). An Everyone Culture: Becoming a Deliberately Developmental Organization. Harvard Business Review Press. Schein, E.H. (2010). Organizational Culture and Leadership. London: John Wiley Sons. Van Dyck, C., Frese, M., Baer, M., Sonnentag, S. (2005). Organizational error management culture and its impact on performance: a two-study replication. Journal of Applied Psychology, 90(6), 1228.

Mediation and Advocacy Integration of mediation and advocacy within a human services agency

Through exploring information from different sources to find the underlying idea that is connecting the sources and the availability of information Pertaining current trends though advocacy and mediation in the human services agencies. Therefore, my prime objective is to review various spectrums of mediation and advocacy to the human services and provide knowledgeable understanding of the positive impact of integration.Advertising We will write a custom essay sample on Mediation and Advocacy: Integration of mediation and advocacy within a human services agency specifically for you for only $16.05 $11/page Learn More To begin with, the definition of mediation refers to an act of a neutral third party who enters into negotiations with two or more conflicting parties. The aim of the mediator is find ways of initiating dialogue hence enhancing communication. This is done by trying to come up with an agreement or conclusion over a conflict existing between th e parties (Barsky2007). To advocate is to work on behalf of a Client in solving of cases. The advocate tries to foster a different type of relationship or employ Strategies that are likely to be appropriate depending on the issue at hand (Barsky2000). Human services agencies refer to organizations whose objective is to assist individuals improve the quality of their lives. The aim of advocates is to meet the need of the individuals though advocating for them where necessary. Advocacy and mediation are integrated into different dimensions of the human Services, it is within a human service agency on a national or international level that requires an individual who is ethical, knowledgeable, open-minded and understanding. This individual has a clearly defined stance for personal beliefs in an organization while advocating for Individuals depend on mediators. Hence advocates enlighten them of their rights and protection in order for them to seek justice where necessary. Many people pre fer advocate’s assistance due to their lack of knowledge of laws and procedures to be followed when seeking for justice and protection. The means of communication at this stage are advocated and mediated on to ensure that the relationship between parties remains intact, and solutions to their grievances are accepted by the both parties (The Association of Attorney-Mediators, 2001). This makes sure that the solution agreed upon by the conflicting parties in the presence of the mediator is respected. Therefore, my opinion is that mediation and advocacy is crucial in numerous dimensions and to be specific in the human service field. There are various conflicts that could not be resolved if somebody did not intervene to mediate. Many individuals’ rights could have been obliged, and not even an ounce of justice extended to those who deserve it in various situations.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first p aper with 15% OFF Learn More In accordance to that a win-win situation can be established in various fields, for example, in parenthood, the National Casa Association is an organization that provides volunteers to assist the abused and neglected children. Besides, if it were not for mediation between the officials in other states, planning for Parenthood could become none exist. Victim Offender Mediation Association (VOMA) is a program that allows the person who offends others to come face to face with their victim. Trained mediators bring together the conflicting parties together to discuss along with family and friends. In the meeting, they discuss the effects of the crime committed also find a mutual plan to compensate the victim for the losses suffered due to the crime. Conclusively, this integration of advocacy and mediation has led to the general contribution of the wellness of human service agencies. This has enabled many individuals who take actions of seeking for a dvocates to protect their rights. It has also helped to resolve conflicts in the society through mediators, where by preventing the worst case scenarios. Works Cited Barsky, Allen. E. Conflict Resolution for the Helping Professions. Belmont: Wadsworth.2007.Print. The Association of Attorney-Mediators. Association of Attorney-Mediators Ethical Guidelines for Mediators. 2001. Web.1 December 2011. This essay on Mediation and Advocacy: Integration of mediation and advocacy within a human services agency was written and submitted by user Sarah Watson 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.