Death of a Salesman and Fences Essay Example | Topics and Well Written Essays - 750 words

Death of a Salesman and Fences - Essay Example There indeed is a highly valid reason for stating so. In both the plays, these characters, Willy in â€Å"Death of a Salesman† and Troy of â€Å"Fences† have negative shades, for they not just are obsessed with the past at the cost of neglecting the present, but they (father characters) also share a highly hostile relationship with their respective sons. It is not just that; both Willy and Troy denote as being impediments in terms of the goals of their sons. (1) In fact, in â€Å"Death of a Salesman† Willy’s obsession with the past is so high that he reaches the stage where, he is unable to draw a line between reality and fantasy. Perhaps, the most prominent common feature of the characters (of fathers) is that, both do not have a respectable position in the society. (1) After that, it indeed would be worthwhile in having a look at the characters of sons: Biff in â€Å"Death of a Salesman† and Cory in â€Å"Fences†. As mentioned earlier, both Biff and Cory are the victims of the day-dreaming of their respective fathers. It also has to be noted that, solely because of the false approach adopted by Willy and Troy, even Biff and Cory have been subjected to severe mental conflict. As a matter of fact, Biff is redeemed of this mental turmoil only after he musters the needed courage to rebel against Willy’s dominant approach. However, it is observed that, notwithstanding all the unpleasant experiences, Biff still has a soft corner for his father. This is evident from the words that he speaks at the funeral of his father â€Å"there were a lot of nice days†. Also, Biff adds that the intentions of Willy were good, and it is just that the dreams were erroneous. (1) When the play â€Å"Fences† is taken, the unpleasant relationship shared by Cory with his father is clear by the words spoken by the former â€Å"You ain't never gave me nothing! You ain't never done nothing but hold me back. Afraid I was gonna b e better than you. All you ever did was try and make me scared of you.† Cory is aware that, apart from creating fear in his mind, Troy has done nothing else for him! Despite the fact that Cory has lot of talent for playing baseball, Troy never permits him to make a mark for himself in this game. And similar to â€Å"Death of a Salesman† even in â€Å"Fences† the son gets his total freedom only after his father’s death. (1) When the characters of the sons are considered in both the plays, one surely notes a key difference. In the play â€Å"Death of a Salesman† Biff thinks about his father in a positive manner, after the latter’s death. But when â€Å"Fences† is considered, Cory expresses no such sentiments. On the contrary, it is seen that he is highly reluctant to even attend the funeral. Owing to these points, it can conveniently be inferred that, when both Willy and Troy are compared, it is only the former who is having at least a f ew positives. That is why his son was able to pay respects at the funeral. On the other hand, Cory has nothing but utter dislike for his father. (1) Now, the focus needs to shift on to examining the characters of Linda, wife of Willy, and Rose, the spouse of Troy. To begin with, it has to be stated that Willy and Troy do not have a sound relationship not only with the sons, but also with their respective spouses. Also, both of them (Willy and Troy) indulge in adultery. In â€Å"Death of a Salesman† though Linda is unaware about the extra-marital affair of her husband, yet; his adulterous acts tell upon their relationship. This can be understood by an example. When Willy

The Face of Fear :: College Admissions Essays

The Face of Fear "You gain strength, courage and confidence by every experience in which you really stop and look fear in the face. You are able to say to yourself, '...I can take the next thing that comes along.'...You must do the thing you think you cannot do (Eleanor Roosevelt)." Every time I read these words, I am able to see the truth in them. College to me is the next step that I must take in life. Although this next step comes with much trepidation and apprehension, it is a necessary step that I must take to forever better and prepare myself for the life that I wish to lead. State University would be one of the best institutions for this, just as the choice of high school I made four years ago, Good Counsel, was the next step for me then. During high school, I have grown and changed through not only the education I have gained, but also through the activities I participated in. I have gained a lot of strengths from my time spent in high school. Although every weakness has not been erased, the next step in life will ease their numbers even more. Over the four years that I have spent at Good Counsel, I became part of many activities. Each helping me evolve as a person and become stronger yet. Simple lists could be made of every activity that I have ever been involved in but it could never express to a person what I have learned and how it helped me to grow. Every environmental club, science club, political science club, service work, and S.A.D.D. club I was part of had a very special message to deliver to me. Whether the message was one of responsibility, or a life lesson, I grew from it. The Political Science club opened me to many new experiences. It allowed me the chance to attend the Model U.N., where I was asked to address today's top world issues. This club was very beneficial to me because I was exposed to topics and ideas that I had not previously been able to discuss or learn about in a classroom situation. The science club allowed for me to experience extra educational situations as well. I took part in a hovercraf t competition, which was very educational while also allowing me the chance to work with others for a common goal.

Lead And Manage A Team Essay

1.1 -Explain the features of effective team performance The features of effective team performance is set up through positive leadership, this is something which is developed and nurtured. An effective team will work together, be focused and all the time supporting each other along the way to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills or weakness within the team and be able to provide support were necessary and also utilise their strengths. Training and support will enable staff to improve performance, develop confidence and lift spirit within the team. A leader should encourage any conflicts to be resolved through healthy, professional confrontation and willingly and openly negotiate necessary changes. Effective leaders are a bit like cheerleaders for the team, they encourage and support members who are committed and actively with their teams and engage those members who aren’t participating. 1.2 -Identify the challenges experienced by developing teams Lack of Diverse Skills and Interests: If a team consists of members with similar skills and interests, the purpose of the team may not be achieved. Consider the scope of the project before selecting team members to determine which skills and interests best serve the team. Choose team members who have a range of different skill sets and interests. Read more:  Explain the Features of Effective Team Performance Poor Communication When individuals work as part of a team, communication is a key. If a team member treats his role as an independent one, communication suffers. If the team leader doesn’t communicate with the team members, the office suffers. Hold team meetings to discuss expectations. Ask team members about their successes and challenges to gauge the level of communication. Supervisions are key as they are often a good tool to set objectives and measure success. Role Confusion Even though a team works together to achieve a goal, each person needs to know his specific role within the team. Otherwise, role confusion results. When team members lack an understanding of their specific roles or choose not to follow through with their roles, the team cannot develop as a cohesive and well-functioning unit. As a branch manager it is important that i ensure that i develop specific, well-defined roles for each team member. Explain each role, in detail, to each team member to avoid confusion. Monitor team members to make sure they adhere to their assigned role. 1.3 -Identify the challenges experienced by established teams Conflict Conflict can occur in work place for all sorts of reasons, however it can often occur in established teams. Often established teams can become quite friendly and personal issues can interfere or cause problems within the working environment, it is important for me as the branch manager that these are indentified and dealt with sooner rather than later as often it can become difficult to manage if it escalates. Norming Tuckman model refers to Forming – Storming – Norming and performing, Experienced teams can often get stuck in norming which is where everything becomes stagnant and just ticks over day to day. Day to day tasks are complete but nothing above and beyond, as the branch manager its my role to get the team from this stage to performing, this can be done through regular team meetings, supervisions. 1.4 -Explain how challenges to effective team performance can be overcome Working as a part of a team can be challenging depending on different personalities and working styles, however it can be just as rewarding, tasks can get completed quicker and the working environment can be fun and enjoyable. If not managed effectively the team will not function and there are some basic things to bare in mind. Clear job roles Regular team meetings Regular supervisions/appraisals Team building days All staff are aware of what we are working towards Manage performance effectively 1.5 -Analyse how different management styles may influence outcomes of team performance There are many management styles and i believe having one particular type all the time wont work, i find myself more of a democratic which is: Democratic style, the manager allows the employees to take part in decision-making: therefore everything is agreed upon by the majority. The communication is extensive in both directions (from employees to leaders and vice versa). This style can be particularly useful when complex decisions need to be made that require a range of specialist skills: for example, when a new ICT system needs to be put in place, and the upper management of the business is computer-illiterate. From the overall business’s point of view, job satisfaction and quality of work will improve, and participatory contributions from subordinates will be much higher. However, the decision-making process could be severely slowed down unless decision processes are streamlined. The need for consensus may avoid taking the ‘best’ decision for the business unless it is managed or limited. As stated above this does have its disadvantages as decisions can be slow and staff can become to involved in the managing of the business. Other types of management styles are: Consultative Persuasive Autocratic Chaotic Democratic is more my style but I will step into other styles should the need arise, however democratic style has its pros and cons, not all decisions can be made or involve the team and during these times conflict and anxiety may arise, it also has the potential to blur job role boundaries as staff may feel they are in a higher position than they actually are, I think its important during times staff can not be involved in decisions then other styles of management should explored, being stuck in one style can become predictive and staff may become complacent. A good style of management is also Autocratic this style of management is where the manager makes all the decisions and this can be an assertive style however it can make the staff  feel less involved in the day to day running of the business, it does have it pros – staff can feel well lead and managed with the business under control as the manager can come across confident. I think its important to move between the both styles depending on the situation, for example if you are disciplining someone the a more assertive style would be needed, where as if you are trying to reach targets or setting KPI’s then the democratic style would be more suited as you would involve the whole team and let everyone decide how the KPI’s would be achieved, staff are more likely to achieve targets if they are involved in the process. 1.6a &B -Analyse methods of developing and maintaining – trust / Accountability Trust develops from consistent actions that show staff you are reliable, cooperative and committed to team success. A sense of confidence in the workplace better allows employees to work together for a common goal. Trust does not always happen naturally, especially if previous actions make the employees question if you are reliable. Take stock of the current level of trust in the workplace, identifying potential roadblocks. An action plan to build positive relationships helps improve the overall work environment for all employees. Remain honest with your employees about both positive and negative aspects of the business. Expect your management team to maintain the same level of honesty with the employees. This sense of integrity makes your employees and colleagues more trusting of your actions Involve all employees in achieving company goals. Be transparent with your company’s mission and goals so all employees feel they are a valuable part of obtaining those objectives. Employees who feel management values them are more likely to instil trust in those leaders Value all input from your employees. Encourage employees at all levels to share their ideas for improving the company. Listen with an open mind even if you don’t ultimately choose to follow a suggestion made by an employee. Define the duties. Eighty percent of the job is specified by your job description and responsibilities. Twenty percent of your time, however, is spent helping colleagues and clients. Create an atmosphere where everyone bends over backward for the other person. A successful, trusted and well-respected team  member uses words like, absolutely or certainly when asked for help. Look for things that need to be done and do them without being asked! This is the true definition of teamwork. Be clear with prospective employees during the interview process. What are your expectations? Hold your existing employees and new hires to consistent standards, outlined in your policy manual. True teamwork demands that all employees are held to the same standards and, most importantly, do whatever is necessary to take care of the customer! Define your expectations in a workplace policy manual. A personnel policy and workplace manual should cover individual and team responsibilities. If you don’t already have one, or if you have one that needs updating, be sure it includes items such as: Job description Office and working hours Leave time Professional appearance, including body piercing, tattoos and hair color Salary Other benefits Outside employment Probationary periods Performance reviews Absenteeism Discipline Termination Be aware, however, that more important than defining your expectations: You need to be consistent in holding all employees to the same standard or else you will create an atmosphere of favouritism! Outline the time commitment and set aside adequate time for each task. It is not fair to assign or accept a responsibility and then have no time to accomplish the task. Be realistic about the timeframe, and make sure your team members are aware of the deadlines for each project they take on. Be careful to not overload your staff with too many commitments or too many interruptions. They will get discouraged and burned out. Instead, focus on delegating one task at a time, communicating the objective and timeframe clearly. Open the lines of communication by having an open-door policy. Manage by â€Å"walking around.†Ã‚  Know the concerns of your team and deal with them head on. Ignoring your staff’s concerns will NOT make them go away! Be positive in your approach and dependable in your attitude. Do not lose your temper. Instead, be reasonable and predicable. If you respond inappropriately, whether out of anger or insult, your team will remember the 10 percent of the time that you were out of control, not the 90 percent of the time that you did well! By following these steps and increasing the accountability of your office staff, you create trust and respect in the workplace. With these changes, your sense of teamwork and trust will grow, while decreasing your levels of stress and conflict 1.6 -Compare methods of addressing conflict within a team Be Aware when conflict occurs Knowing that conflict may and will occur is the first step to resolving it, especially if you know that certain team members may disagree with each other. By recognising that there will be conflict, a manager knows what to expect. Set the Ground Rules At the beginning set some ground rules in your first meeting. Be sure to address what process will be taken to address conflicts, as they are bound to rise and will need to be taken care of before they spiral out of control. Tell team members that everyone’s ideas are valid and that they shouldn’t be dismissed, even if you do not agree with them. Learn About Destructive Conflicts Conflict becomes destructive when no resolution is in sight or the issue cannot be resolved. A psychological model for explaining destructive patterns is the persecutor-victim-rescuer triangle. The persecutor would be the bad-guy or bully in this scenario, but the rescuer is also placing him or herself in a position of superiority over the supposed victim. Stop yourself if you see yourself slipping into any of these roles and also try to recognise it in your team. Stop Conflict when it Happens Conflict should be addressed immediately before it can grow. If a discussion  grows heated during a meeting, do not wait until the next meeting to address the issue. Instead, discuss the issue while in the meeting; even if members disagree, they are still able to see each other’s points of view. Get the Whole Story Be sure you understand the perspectives of every person involved. Conflicts arise when there are differences of opinion, but also due to miscommunication or misunderstanding. As the manager, you should get all the information you can in regards to the conflict so that you can resolve it efficiently and effectively. Meet for Resolutions If the conflict can’t be resolved during the initial meeting, set up a separate meeting with those that are having the conflicts, so that a resolution can be reached without getting the other team members involved and picking sides. Discuss Both Sides of a Perspective Even if you are inclined to agree with one side of the conflict, do not make a final judgment until each person has had their say. Ending a discussion without hearing each person out can escalate the problem. Explain the pros and cons of both ideas, so that both people can consider the opposing view. Make Compromise a Goal Compromising between parties is helpful, as it can allow for both conflicting parties the ability to use their ideas. Most times, points can be combined in order to make a better idea or solution.

Education is a tool that can be used for various purposes....

Education is a tool that can be used for various purposes. Such an experience ought not to be restricted to a structural, schoolroom environment. Undoubtedly, academics are an indispensable element of the evolutionary experience of gaining knowledge; however, the formation of empathy and both communication and self-reflection skills is equally essential. High school experiences are the culmination of adolescents’ holistic educational enhancement; therefore, community service holds great significance and should be a compulsory component of students’ educational experiences. Some opponents of this view may argue that the prerequisites held by future employers do not include community service. Indeed, such individuals claim that community†¦show more content†¦The nature of the altruistic expeditions is often one that may be challenging, foreign and initially intimidating for participants. However, in requiring participation in such activities, it is ensured the adolescents face the challenges involved. Resultantly, students are able to transcend apprehension and discomfort, yielding incredible results. Overcoming the challenges of a novel opportunity is quite satisfying and rewarding; as students leave their service experience, they will have undergone a most gratifying experience and feel successful, as if a personal feat has been attained. With the triumph of achievement behind, the student will avoid feelings of rancor. It can accordingly be taken that, rather than creating immense contempt for future selfless escapades, community service will establish respect for hard-work and adjustment to uncomfortable or alien circumstances. Obligatory community service, in itself, presents several opportunities to students. For many adolescents, exclusively academic learning can be quite troublesome; the strict environment, agenda, and schedule simply is not appropriate for the development of their strengths and preparation for future goals. Students require an environment that constantly provides immersion in learning, rather than one that consolidates learning into a rigid 8 hour session. Additionally, students need knowledge that is not solely confined to subject areas of science, mathematics,Show MoreRelatedThe Debate Over Mixed Controversies1290 Words   |  6 PagesEducation is one of the issues that have been faced with mixed controversies, more significantly in the emerging cultural competencies of th e 21ST century. The education system has been criticized by emerging scholars as having lacked the essential aspect that was the primary concern of the education in the medieval era. 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