Oedipus the King Essay -- Classics Oedipus King Essays

Oedipus the King Oedipus the King is the ideal case of a catastrophe. It contains a complete mix of the considerable number of highlights of a disaster. Aristotle in his Poetics[1] characterizes Oedipus as being 'a distinct case of the structure and motivation behind catastrophe'. In disasters the Greeks performed climactic occasions in the lives of saints, and Oedipus' story is no exemption. By utilizing a wide range of artistic gadgets it brings moral difficulties of activity and thought process to the open stage. The activity is set out over the time period of one day, which will as indicated by the prophet Tiresias will bring Oedipus' 'introduction to the world' and 'annihilation'. Lord Oedipus is the focal hero and inside his character lies a deplorable imperfection. He is unexpectedly the draftsman of his own defeat. The qualities that once lead him to settle the conundrum behind the sphinx later lead him to his own defeat. In the expressions of the minister; 'you helped us stand, just to fall again'. Oedipus' hamartia is his resentment. It lies at the foundation of the plot. It was fierceness that lead him to execute Laius. He was going to push Oedipus off the street one night, so Oedipus 'repaid him with enthusiasm' by killing him. Another blemish is an industrious want to find reality. His 'thoughtless obstinacy's rouses him to look for reality with regards to Laius' executioner and who his dad is. This hunt prompts the new development that happen all through the play. In spite of consistent refusal of his destiny he can't prevent the work from claiming the divine beings. Tiresias conveys him a prediction of this destiny. Oedipus' conditions are a long ways past his own control. Regardless of what he endeavors to do or modify each way drives a similar way. He finds himself 'consistently frightened Apollo's' prophet may work out as expected'. Be that as it may he is resolved to search out the Kings killer to rebuff him. This look interlinks with the quest for his dad. Jocasta additionally attempts to deny fate accepting that 'nothing human can infiltrate the future'. She professes to accept that's 'everything possibility, chance standards our lives'. Anyway destiny unavoidably dominates. Through the procedure of anagorsis Oedipus finds he is in certainty the criminal he looks for. Alongside this he understands further truth in the prescience, that he is hitched to his mom. Jocasta additionally comes to understand a similar truth. Before the finish of the play his last defeat alongside hers is inescapable. Heartbreaking iro... ...flanks that brought forth my pitiful life. What melancholy can crown this distress? It's mine alone, my predetermination - I am Oedipus!' These two proclamations show an incredible peripeteia. When a legend lolled in greatness, he has now surrendered to his predetermination. Thus he is brought down to a really pitiful state. His adjusted state serves to feature the inversion of fortune he experiences. His heartbreaking defect drives him to recognizing his destiny. Oedipus' defeat comes as he attempts to get away from destiny yet can't. The crowd realizes this as does the ensemble and we can just watch. Oedipus the King contains nothing outside of the definition; it's simply unadulterated Tragedy at the very center. It additionally affirms to Aristotle's hypothesis of Tragedy. It complies with all the standards also, the components of Tragedy referenced all through. These highlights lace together to make a definitive work of Tragedy. From all of this it is verifiable that the word 'catastrophe' is a conveniently precise portrayal of Sophocles' play Oedipus the King. - - - - - [1] W.B. Worthen, The Harcourt Brace Anthology of Drama, third Edition (USA, Harcourt College Publishers, 2000), p 72.

Free Definition Essays - A Baseball Fan :: Expository Definition Essays

A Baseball Fan What is a baseball fan? Fan is a shortened form of devotee, signifying crazy. For the situation of baseball fans, the term is extremely fitting. They carry on madly, they are crazy about baseball random data, and they are madly faithful. Unquestionably the conduct of baseball fans is crazy. They wear their official group shirts and warm-up coats to the shopping center, the store, the study hall, and, on the off chance that they can pull off it, to work. At that point, at whatever point the group offers a giveaway thing, the fans surge out to get the move up cap, tote sack, or brew cooler offered that day . Likewise, they spread their dividers with things of each sort. A baseball fan will have his room dividers put with banners and ornamented with tops and fastens. At the point when they go to a game, the genuine baseball fans put in their group hues, get their flags, nail to their group fastens, and in any event, bring along hand-lettered bed sheet signs gladly broadcasting Go Dodgers or Overcomes are Number 1. At the game, these fans structure an establishing area, continually reassuring their preferred players and submissively resounding each cheer flashed on the electronic scoreboard. Baseball fans, notwithstanding acting madly, are likewise interested by baseball incidental data. Consistently they go to the games page and study the previous evening's measurements. They basically should see who expanded his hitting streak and what number of strikeouts the triumphant pitcher recorded. Their shelves are packed loaded with record books, group yearbooks, and baseball chronological registries. They savor the experience of recollecting such noteworthy realities as who was the last left-gave third baseman to hit an inning-finishing twofold play in the fifth round of the end of the season games. At last, baseball fans are madly faithful to their preferred group. Should the host group's players lose eight of every a line, their fans may start to call them bums. They may even propose that the drooping cleanup hitter be sent to the minors or the supervisor terminated. Be that as it may, such responses just shroud their messed up hearts. They despite everything check the games pages and check out get the score. Besides, this exceptional dependability can make fans perilous, for any individual who challenges to state to a dedicated fan that some other group has more honed handling or a superior mentality could hazard perpetual, physical damage.

Understanding Cultures People with Hofstede Dimensions

Understanding Cultures People with Hofstede Dimensions INTRODUCTION TO HOFSTEDE’S CULTURAL DIMENSIONSThe original model of Hofstede was the outcome of factor analysis done on a global survey of the value system of employees at IBM between the years 1967 and 1973. This theory was one of the initial ones which could quantify cultural differences.The original theory that Hofstede proposed talked of four dimensions, namely power distance, uncertainty avoidance, individualism vs. collectivism and masculinity vs. femininity. After conducting independent studies in Hong Kong, Hofstede included a fifth dimension, known as long-term vs. short-term orientation, to describe value aspects that were not a part of his original theory. Again in 2010, Hofstede devised another dimension, the sixth one, indulgence vs. self-restraint, in an edition of ‘Cultures and Organizations: Software of the Mind’, co-authored by Michael Minkov.Hofstede’s work serves as the base for other researches in cross-cultural psychology, inviting a number of researchers to study different aspects of international business and communication. These dimensions founded by Hofstede illustrate the deeply embedded values of diverse cultures. These values impact not only how people with different cultural backgrounds behave, but also the manner in which they will potentially behave when placed in a work-associated context.This is a brief overview of the six cultural dimensions:Power Distance: This dimension explains the extent to which members who are less powerful in a society accept and also expect that the distribution of power takes place unequally.Uncertainty Avoidance: It is a dimension that describes the extent to which people in society are not at ease with ambiguity and uncertainty.Individualism vs. Collectivism: The focus of this dimension is on the question regarding whether people have a preference for being left alone to look after themselves or want to remain in a closely knitted network.Masculinity vs. Femininity: Masculinity implies a soci ety’s preference for assertiveness, heroism, achievement and material reward for attaining success. On the contrary, femininity represents a preference for modesty, cooperation, quality of life and caring for the weak.Long-Term vs. Short-Term Orientation: Long-term orientation describes the inclination of a society toward searching for virtue. Short-term orientation pertains to those societies that are strongly inclined toward the establishment of the absolute truth.Indulgence vs. Restraint: This revolves around the degree to which societies can exercise control over their impulses and desires.THE SIX HOFSTEDE DIMENSIONS UNDERSTANDING COUNTRIES, CULTURE AND PEOPLEAccording to Geert Hofstede, culture is the mind’s collective programming that differentiates between one category of people and members of one group from another. The term ‘category’ might imply nations, religions, ethnicities, regions across or within nations, genders, organizations, or occupations.#1: Power Dist ancePower distance stands for inequality that is defined not from above, but from below. It is, in fact, the extent to which organizations and societies accept power differentials.Societies with large power distance are characterized by the following features:Autocracy in leadership;Authority that is centralized;Paternalistic ways of management;A number of hierarchy levels;The acceptance of the privileges that come with power;A lot of supervisory staff;An expectation of power differences and inequality.Societies that have small power distance possess the following features:Participative or consultative style of management;Decision-making responsibility and authority decentralized;Flat structure of organizations;Supervisory staff small in proportion;Questioning the authority and lack of acceptance;An inclination toward egalitarianism;Consciousness of rights.#2: Uncertainty AvoidanceUncertainty avoidance is the extent to which the members belonging to a society are capable of coping w ith future uncertainty without going through stress.Weak uncertainty avoidance comes with the following features:Undertaking risk;Flexibility;Tolerance toward differing opinions and behaviors.Strong uncertainty avoidance is represented by the following aspects:Tendency to avoid risk;Organizations that have a number of standardized procedures, written rules, and clearly delineated structures;Strong requirement for consensus;Respect for authority;Requirement for predictability highlighting the significance of planning;Minimal or no tolerance for deviants;Promotions depending upon age or seniority.#3: Individualism vs. CollectivismIndividualism set against its opposite collectivism defines the extent to which individuals are inclined toward remaining in groups.Individualistic cultures are characterized by:Fostering contractual relationships that revolve around the fundamentals of exchange. These cultures engage in the calculation of profit and loss prior to engagement in a behavior.Con centration on self or at the most very near and dear ones, and concern with behavioral relationships as well as own goals, interests, and needs.Emphasis on personal enjoyment, fun, and pleasure, over duties and social norms. They are a part of a number of in-groups which hardly have any influence on their lives.Self-sufficiency and value independence, and placement of self-interest over collective interest. Confrontation is accepted as an attribute.Stress on horizontal relationships (such as the relationship between spouse and spouse) rather than vertical relationships (such as the relationship between parent and child).The notion that they hold unique beliefs.Collectivistic cultures are characterized by:Behavior as per social norms that are established for maintenance of social harmony among in-group members;Considering the wider collective with regards to implications of their actions;Sharing of resources and readiness to give up personal interest keeping in mind the collective in terest;Favoring some in-groups (such as friends and family);Being a part of a few in-groups that have an influence on their lives. Rather than being individualistic, they have an increased inclination towards conformity;Increased concern regarding in-group members. They show hostility or indifference toward out-group members;Emphasis on harmony and hierarchy within group;Regulation of behavior with the help of group norms.#4: Masculinity vs. FemininityMasculinity and femininity revolve around the emotional role distribution between genders, which is again a prime issue in a number of societies.Masculine cultures possess the following characteristics:Clearly distinct gender roles;Benevolence has little or no significance;Men are expected to be tough and assertive with a concentration on material achievements;Much value is associated with mastery of people, nature, job, and the like;Sense of humor, intelligence, affection, personality are considered preferred characteristic traits of a boyfriend by the women;Understanding, wealth, and health are considered desirable characteristic traits of a husband by the women.Feminine cultures possess the following characteristics:Overlapping of social gender roles;Men, as well as women, are expected to be tender, modest, with focus on the quality of life;Emphasis on the non-materialistic angles of success;The preferred traits in boyfriends and husbands are the same.#5: Long-Term vs. Short-Term OrientationThis is based on the Confucian dynamism. According to the teachings of Confucius, the following aspects of life are evident:Unequal relationships existing between people ensure the stability of society.Every social organization has its prototype in the family.Virtuous behavior involves treatment meted out to others in a similar manner as one prefers to be treated oneself.So far as tasks in life are concerned, virtue comprises acquiring skills, working hard, education, being wise in spending as well as showing perseverance a nd patience.Long-term orientation (high Confucian values) reflects the following:A futuristic, dynamic mentality;Emphasis on a relationship order depending on status, and observance of this order;Emphasis on persistence and perseverance;Stress on possessing a sense of shame;Stress on thrift;Positive association with economic growth;Inclination toward interrelatedness represented in sensitivity toward social contacts.Short-term orientation (low Confucian values) is characterized by the following:Orientation toward past and present;Focus on respect for tradition;A comparatively static, more conventional mentality;Emphasis on saving face;Emphasis on personal steadiness;Focus on stability;Emphasis on reciprocation of gifts, favors, and greetings;Negative association with economic growth.#6: Indulgence vs. RestraintThe dimension of indulgence vs. restraint focuses on happiness. A society that practices indulgence makes room for the comparatively free gratification of natural and basic hu man drives pertaining to indulging in fun and enjoying life. The quality of restraint describes a society that holds back need gratification and tries to control it through stringent social norms.International Comparison of Culture on the Basis of Hofstede’s DimensionsWith respect to national scores on a scale of 1 to 120 (1 representing the lowest and 120 representing the highest), the following international comparison has been made between cultures:Arab, African, Asian and Latin countries have a higher score with regards to power distance index while Germanic and Anglo countries possess a lower score. For instance, Guatemala has a score of 95 while Israel scores 13 with a very low power distance, whereas the United States stands somewhere in between with a score of 40.So far as the individualism index is concerned, a substantial gap exists between Eastern and less developed countries on one hand and Western and developed countries on the other. While Europe and North America ar e highly individualistic, Latin America, Africa, and Asia score very low on the individualism index with strong collectivist values.Highest uncertainty avoidance scores are possessed by Latin American countries, Japan as well as Eastern and Southern Europe. The score is lower for Chinese, Nordic, and Anglo culture countries. For instance, Germany has a higher uncertainty avoidance index with a score of 65, compared to Sweden, which scores only 29.Nordic countries exhibit low masculinity, with Sweden and Norway scoring 5 and 8 respectively. Again, Anglo countries, Japan, and European countries such as Switzerland, Austria and Hungary have high masculinity scores.Long-term orientation is high in East Asia, moderate in Western as well as Eastern Europe and low in Latin America and Africa.Nordic Europe, Anglo countries, certain regions of Africa and Latin America have high indulgence scores, while Eastern Europe and East Asia exhibit more restraint.CASE STUDY OF CULTURAL DIFFERENCES EXP ERIENCED AT A CONSTRUCTION PROJECT IN GHANADeveloping countries often lack native engineers, so foreign engineers are often deployed for sanitation and water systems in rural communities. This is necessary to reach the United Nations Millennium Development Goals (MDG) target for accessing sanitation facilities and clean water. However, often there is a failure to manage the project effectively due to existing cultural differences between local communities and foreign engineers. This case study of one such project in Eastern Ghana, supervised by a British engineer and project manager, explores some of the critical issues that can arise in a cross-cultural project. Hofstede’s four cultural dimensions have been considered here, namely, masculinity vs. femininity, power distance index, uncertainty avoidance index and individualism vs. collectivism.Issues experienced: The engineer expected the community to express their opinions regarding the sanitation and water project, including the procedure of the project, the design or any other facet that the community wanted to discuss. However, it was seen that apart from the elders and the chief, the community’s ordinary members had certain inhibitions regarding expressing their opinions.It was also noticed during the project that if individuals ever voiced their opinions, they preferred not to express opinions that conflicted with what others had expressed. For instance, on a particular occasion, the engineer asked the opinions of two women in a family. After the first shared her opinion, the second woman, who was younger, was asked to share hers, but she refused to do so. Instead, she said that her mother (the other woman), had already spoken.In another case, the engineer approached a woman, who had some problems in walking, for her opinion. In the village, she happened to be the only lady with this problem, so her opinion was sought in order to customize the design for water collection and sanitation systems accord ingly. However, this lady was reluctant to voice any opinion regarding this, as she felt that her own well-being was not so much significant considering the entire group. However, when the other women of the community were asked, one suggested a flat design so that the lady with the walking problem could collect her water easily.At the start of the project, the engineer could more or less comfortably organize the work schedule and ensure good progress. Many members of the community lent helping hands. However, when the project was drawing to an end, the chief showed a temporary loss of interest due to two reasons. First, his mother had died and he was arranging for the funeral. Second, he had an affair with a girl in a neighboring village and was more inclined to meet her than perform his duties.When the community members started returning to work, they seemed lethargic, and the engineer found it very difficult to complete the project within the stipulated deadline.Explanation of th e issues based on Hofstede dimensions:The community is from a culture that exhibits high power distance index, wherein subordinates are accustomed to abide by what their seniors tell them to do rather than following more democratic ways. On the contrary, the engineer came from a culture where the power distance index is low, with flatter power structures, wherein the authority and subordinates worked on more or less equal terms.The community is more collectively oriented, whereas the engineer belonged to a culture that is more individualistic. Therefore, the community gave preference to the group’s opinion instead of personal opinion. Therefore, when the lady with the walking problem was asked to voice her opinion, she was reluctant to express her personal opinion, as the majority of the community members did not possess her problem.Since low uncertainty avoidance and high power distance existed within the community, the members were more inclined toward organizing themselves as a n extended family, with the chief being the grandfather of that family. The main authority lies with the chief, who should decide on the best course of action.In contrast, the engineer’s culture was one with low power distance and low uncertainty avoidance. Hence, when the project was drawing to an end, the engineer wanted to gather in the other members of the community although the chief lacked interest. But since the chief was not there, the members expressed disinterest, which the engineer interpreted as lethargy.THE URGENCY OF MANAGING CULTURAL DIFFERENCES AS PART OF HUMAN RESOURCES MANAGEMENTManagers across the globe are increasingly facing the challenges thrown by the global interdependence of markets, and the human resources department in organizations is not an exception. When a common culture prevails, personnel management is not difficult since everybody has a common conception of right, wrong and accepted behavior. However, when team members come from different cultural backgrounds or the backgrounds of the manager and the team differ, it might lead to grave misunderstandings. Below is an analysis of how culture prevails across some of the major aspects of HR management.Recruiting The definition of a good candidate differs according to cultures. Those who express strong opinions, are outspoken and self-confident, are considered good candidates in individualistic masculine societies. Again in collectivist feminine societies, modest and ‘well connected’ candidates are good ones. Considering this, positioning as an employer in the USA (high on masculinity) is quite different from doing so in Scandinavian countries and the Netherlands (low on masculinity).Target Setting In Germany, the Netherlands, the UK, the USA and other low power distance cultures, targets are negotiated, while in high power distance cultures such as Italy, France, and Belgium, targets are set by senior managers.Training In high power distance societies, there is instructor -centric learning, while in low power distance societies, it is more learner-centric and interactive.Appraisal Most of the appraisal procedures are established in the USA or the UK, which are countries with high individualism and low power distance. Hence, as per these countries, the right way of performance enhancement is direct, frank feedback. However, this does not take into consideration that in countries with high power distance and collectivistic cultures, direct feedback is regarded as disrespectful and disgraceful.This cycle of recruitment, target setting, training and appraisal can be successfully used to manage people if it is culturally adapted. Relevant research and preparation is required for this.CONCLUSION The theory of Hofstede’s cultural dimensions constitutes a framework revolving around cross-cultural communication, which was devised by Geert Hofstede. The dimensions collectively portray the impact of the culture ingrained in society on the values of the members of that society. They also describe the relationship between these values and behavior, with the help of a structure based on factor analysis. In other words, this theory studies significant aspects of culture and provides them a rating on a comparison scale.So far as international business is concerned, the dimensions of culture form an important facet. Knowledge of the manner in which different features of a business are viewed in different cultures, can help a manager in understanding and sailing successfully across the international business market. In this article, we discuss the topic of Hofstede cultural dimensions by exploring 1) an introduction; 2) the six cultural dimensions of Hofstede framework, and using those dimensions to better understand cultures and people based on 3) a case study of cultural differences; 4) the urgency of managing cultural difference as part of human resources management; and 5) conclusion.INTRODUCTION TO HOFSTEDE’S CULTURAL DIMENSIONSThe original model of Hofstede was the outcome of factor analysis done on a global survey of the value system of employees at IBM between the years 1967 and 1973. This theory was one of the initial ones which could quantify cultural differences.The original theory that Hofstede proposed talked of four dimensions, namely power distance, uncertainty avoidance, individualism vs. collectivism and masculinity vs. femininity. After conducting independent studies in Hong Kong, Hofstede included a fifth dimension, known as long-term vs. short-term orientation, to describe value aspects that were not a part of his original theory. Again in 2010, Hofstede devised another dimension, the sixth one, indulgence vs. self-restraint, in an edition of ‘Cultures and Organizations: Software of the Mind’, co-authored by Michael Minkov.Hofstede’s work serves as the base for other researches in cross-cultural psychology, inviting a number of researchers to study different aspects of international business and communication. These dimensions founded by Hofstede illustrate the deeply embedded values of diverse cultures. These values impact not only how people with different cultural backgrounds behave, but also the manner in which they will potentially behave when placed in a work-associated context.This is a brief overview of the six cultural dimensions:Power Distance: This dimension explains the extent to which members who are less powerful in a society accept and also expect that the distribution of power takes place unequally.Uncertainty Avoidance: It is a dimension that describes the extent to which people in society are not at ease with ambiguity and uncertainty.Individualism vs. Collectivism: The focus of this dimension is on the question regarding whether people have a preference for being left alone to look after themselves or want to remain in a closely knitted network.Masculinity vs. Femininity: Masculinity implies a society’s preference for assertiveness, heroism, achievement and material reward for attaining success. On the contrary, femininity represents a preference for modesty, cooperation, quality of life and caring for the weak.Long-Term vs. Short-Term Orientation: Long-term orientation describes the inclination of a society toward searching for virtue. Short-term orientation pertains to those societies that are strongly inclined toward the establishment of the absolute truth.Indulgence vs. Restraint: This revolves around the degree to which societies can exercise control over their impulses and desires.THE SIX HOFSTED E DIMENSIONS UNDERSTANDING COUNTRIES, CULTURE AND PEOPLEAccording to Geert Hofstede, culture is the mind’s collective programming that differentiates between one category of people and members of one group from another. The term ‘category’ might imply nations, religions, ethnicities, regions across or within nations, genders, organizations, or occupations.#1: Power DistancePower distance stands for inequality that is defined not from above, but from below. It is, in fact, the extent to which organizations and societies accept power differentials.Societies with large power distance are characterized by the following features:Autocracy in leadership;Authority that is centralized;Paternalistic ways of management;A number of hierarchy levels;The acceptance of the privileges that come with power;A lot of supervisory staff;An expectation of power differences and inequality.Societies that have small power distance possess the following features:Participative or consultative style of management;Decision-making responsibility and authority decentralized;Flat structure of organizations;Supervisory staff small in proportion;Questioning the authority and lack of acceptance;An inclination toward egalitarianism;Consciousness of rights.#2: Uncertainty AvoidanceUncertainty avoidance is the extent to which the members belonging to a society are capable of coping with future uncertainty without going through stress.Weak uncertainty avoidance comes with the following features:Undertaking risk;Flexibility;Tolerance toward differing opinions and behaviors.Strong uncertainty avoidance is represented by the following aspects:Tendency to avoid risk;Organizations that have a number of standardized procedures, written rules, and clearly delineated structures;Strong requirement for consensus;Respect for authority;Requirement for predictability highlighting the significance of planning;Minimal or no tolerance for deviants;Promotions depending upon age or seniority.#3: Individualis m vs. CollectivismIndividualism set against its opposite collectivism defines the extent to which individuals are inclined toward remaining in groups.Individualistic cultures are characterized by:Fostering contractual relationships that revolve around the fundamentals of exchange. These cultures engage in the calculation of profit and loss prior to engagement in a behavior.Concentration on self or at the most very near and dear ones, and concern with behavioral relationships as well as own goals, interests, and needs.Emphasis on personal enjoyment, fun, and pleasure, over duties and social norms. They are a part of a number of in-groups which hardly have any influence on their lives.Self-sufficiency and value independence, and placement of self-interest over collective interest. Confrontation is accepted as an attribute.Stress on horizontal relationships (such as the relationship between spouse and spouse) rather than vertical relationships (such as the relationship between parent a nd child).The notion that they hold unique beliefs.Collectivistic cultures are characterized by:Behavior as per social norms that are established for maintenance of social harmony among in-group members;Considering the wider collective with regards to implications of their actions;Sharing of resources and readiness to give up personal interest keeping in mind the collective interest;Favoring some in-groups (such as friends and family);Being a part of a few in-groups that have an influence on their lives. Rather than being individualistic, they have an increased inclination towards conformity;Increased concern regarding in-group members. They show hostility or indifference toward out-group members;Emphasis on harmony and hierarchy within group;Regulation of behavior with the help of group norms.#4: Masculinity vs. FemininityMasculinity and femininity revolve around the emotional role distribution between genders, which is again a prime issue in a number of societies.Masculine culture s possess the following characteristics:Clearly distinct gender roles;Benevolence has little or no significance;Men are expected to be tough and assertive with a concentration on material achievements;Much value is associated with mastery of people, nature, job, and the like;Sense of humor, intelligence, affection, personality are considered preferred characteristic traits of a boyfriend by the women;Understanding, wealth, and health are considered desirable characteristic traits of a husband by the women.Feminine cultures possess the following characteristics:Overlapping of social gender roles;Men, as well as women, are expected to be tender, modest, with focus on the quality of life;Emphasis on the non-materialistic angles of success;The preferred traits in boyfriends and husbands are the same.#5: Long-Term vs. Short-Term OrientationThis is based on the Confucian dynamism. According to the teachings of Confucius, the following aspects of life are evident:Unequal relationships exis ting between people ensure the stability of society.Every social organization has its prototype in the family.Virtuous behavior involves treatment meted out to others in a similar manner as one prefers to be treated oneself.So far as tasks in life are concerned, virtue comprises acquiring skills, working hard, education, being wise in spending as well as showing perseverance and patience.Long-term orientation (high Confucian values) reflects the following:A futuristic, dynamic mentality;Emphasis on a relationship order depending on status, and observance of this order;Emphasis on persistence and perseverance;Stress on possessing a sense of shame;Stress on thrift;Positive association with economic growth;Inclination toward interrelatedness represented in sensitivity toward social contacts.Short-term orientation (low Confucian values) is characterized by the following:Orientation toward past and present;Focus on respect for tradition;A comparatively static, more conventional mentality ;Emphasis on saving face;Emphasis on personal steadiness;Focus on stability;Emphasis on reciprocation of gifts, favors, and greetings;Negative association with economic growth.#6: Indulgence vs. RestraintThe dimension of indulgence vs. restraint focuses on happiness. A society that practices indulgence makes room for the comparatively free gratification of natural and basic human drives pertaining to indulging in fun and enjoying life. The quality of restraint describes a society that holds back need gratification and tries to control it through stringent social norms.International Comparison of Culture on the Basis of Hofstede’s DimensionsWith respect to national scores on a scale of 1 to 120 (1 representing the lowest and 120 representing the highest), the following international comparison has been made between cultures:Arab, African, Asian and Latin countries have a higher score with regards to power distance index while Germanic and Anglo countries possess a lower score. For instance, Guatemala has a score of 95 while Israel scores 13 with a very low power distance, whereas the United States stands somewhere in between with a score of 40.So far as the individualism index is concerned, a substantial gap exists between Eastern and less developed countries on one hand and Western and developed countries on the other. While Europe and North America are highly individualistic, Latin America, Africa, and Asia score very low on the individualism index with strong collectivist values.Highest uncertainty avoidance scores are possessed by Latin American countries, Japan as well as Eastern and Southern Europe. The score is lower for Chinese, Nordic, and Anglo culture countries. For instance, Germany has a higher uncertainty avoidance index with a score of 65, compared to Sweden, which scores only 29.Nordic countries exhibit low masculinity, with Sweden and Norway scoring 5 and 8 respectively. Again, Anglo countries, Japan, and European countries such as Switzerlan d, Austria and Hungary have high masculinity scores.Long-term orientation is high in East Asia, moderate in Western as well as Eastern Europe and low in Latin America and Africa.Nordic Europe, Anglo countries, certain regions of Africa and Latin America have high indulgence scores, while Eastern Europe and East Asia exhibit more restraint.CASE STUDY OF CULTURAL DIFFERENCES EXPERIENCED AT A CONSTRUCTION PROJECT IN GHANADeveloping countries often lack native engineers, so foreign engineers are often deployed for sanitation and water systems in rural communities. This is necessary to reach the United Nations Millennium Development Goals (MDG) target for accessing sanitation facilities and clean water. However, often there is a failure to manage the project effectively due to existing cultural differences between local communities and foreign engineers. This case study of one such project in Eastern Ghana, supervised by a British engineer and project manager, explores some of the critic al issues that can arise in a cross-cultural project. Hofstede’s four cultural dimensions have been considered here, namely, masculinity vs. femininity, power distance index, uncertainty avoidance index and individualism vs. collectivism.Issues experienced: The engineer expected the community to express their opinions regarding the sanitation and water project, including the procedure of the project, the design or any other facet that the community wanted to discuss. However, it was seen that apart from the elders and the chief, the community’s ordinary members had certain inhibitions regarding expressing their opinions.It was also noticed during the project that if individuals ever voiced their opinions, they preferred not to express opinions that conflicted with what others had expressed. For instance, on a particular occasion, the engineer asked the opinions of two women in a family. After the first shared her opinion, the second woman, who was younger, was asked to share her s, but she refused to do so. Instead, she said that her mother (the other woman), had already spoken.In another case, the engineer approached a woman, who had some problems in walking, for her opinion. In the village, she happened to be the only lady with this problem, so her opinion was sought in order to customize the design for water collection and sanitation systems accordingly. However, this lady was reluctant to voice any opinion regarding this, as she felt that her own well-being was not so much significant considering the entire group. However, when the other women of the community were asked, one suggested a flat design so that the lady with the walking problem could collect her water easily.At the start of the project, the engineer could more or less comfortably organize the work schedule and ensure good progress. Many members of the community lent helping hands. However, when the project was drawing to an end, the chief showed a temporary loss of interest due to two reaso ns. First, his mother had died and he was arranging for the funeral. Second, he had an affair with a girl in a neighboring village and was more inclined to meet her than perform his duties.When the community members started returning to work, they seemed lethargic, and the engineer found it very difficult to complete the project within the stipulated deadline.Explanation of the issues based on Hofstede dimensions:The community is from a culture that exhibits high power distance index, wherein subordinates are accustomed to abide by what their seniors tell them to do rather than following more democratic ways. On the contrary, the engineer came from a culture where the power distance index is low, with flatter power structures, wherein the authority and subordinates worked on more or less equal terms.The community is more collectively oriented, whereas the engineer belonged to a culture that is more individualistic. Therefore, the community gave preference to the group’s opinion in stead of personal opinion. Therefore, when the lady with the walking problem was asked to voice her opinion, she was reluctant to express her personal opinion, as the majority of the community members did not possess her problem.Since low uncertainty avoidance and high power distance existed within the community, the members were more inclined toward organizing themselves as an extended family, with the chief being the grandfather of that family. The main authority lies with the chief, who should decide on the best course of action.In contrast, the engineer’s culture was one with low power distance and low uncertainty avoidance. Hence, when the project was drawing to an end, the engineer wanted to gather in the other members of the community although the chief lacked interest. But since the chief was not there, the members expressed disinterest, which the engineer interpreted as lethargy.THE URGENCY OF MANAGING CULTURAL DIFFERENCES AS PART OF HUMAN RESOURCES MANAGEMENTManagers acr oss the globe are increasingly facing the challenges thrown by the global interdependence of markets, and the human resources department in organizations is not an exception. When a common culture prevails, personnel management is not difficult since everybody has a common conception of right, wrong and accepted behavior. However, when team members come from different cultural backgrounds or the backgrounds of the manager and the team differ, it might lead to grave misunderstandings. Below is an analysis of how culture prevails across some of the major aspects of HR management.Recruiting The definition of a good candidate differs according to cultures. Those who express strong opinions, are outspoken and self-confident, are considered good candidates in individualistic masculine societies. Again in collectivist feminine societies, modest and ‘well connected’ candidates are good ones. Considering this, positioning as an employer in the USA (high on masculinity) is quite differen t from doing so in Scandinavian countries and the Netherlands (low on masculinity).Target Setting In Germany, the Netherlands, the UK, the USA and other low power distance cultures, targets are negotiated, while in high power distance cultures such as Italy, France, and Belgium, targets are set by senior managers.Training In high power distance societies, there is instructor-centric learning, while in low power distance societies, it is more learner-centric and interactive.Appraisal Most of the appraisal procedures are established in the USA or the UK, which are countries with high individualism and low power distance. Hence, as per these countries, the right way of performance enhancement is direct, frank feedback. However, this does not take into consideration that in countries with high power distance and collectivistic cultures, direct feedback is regarded as disrespectful and disgraceful.This cycle of recruitment, target setting, training and appraisal can be successfully us ed to manage people if it is culturally adapted. Relevant research and preparation is required for this.CONCLUSIONCultural differences do impact businesses occurring in cross-cultural contexts. A lot of problems arise in matters of participation, communication and other relational areas. However, if business leaders or even the staff understands issues with respect to Hofstede’s six cultural dimensions, these problems can be analyzed through a different perspective, and necessary steps to address these problems can be taken.

Sustainability in Organizations - 1271 Words

This paper is an essay about literature review on the topic of change and sustainability in organizations relating to technology, innovation, leadership and human sustainability. The basis of my review is through the use of various journal articles. INTRODUCTION Change is one of the aspects that organizations are faced with almost on a daily basis. Organizations are forced to adapt to it for them to be successful in the industry this is because there are constant changes in the environment. Changes that organizations and companies adopt include downsizing, flattening structures, upgrading their technology, re-engineering or even choose to go global. Although change is a never ending process, many organizations are faced with the†¦show more content†¦This will ensure that the risk of the process of change and culture being misunderstood is eliminated before the implementation of the new changes. . An example of a strategy to be adopted is where there is an integrated consultation with the employees and an approach that would require the participation of the employee from the beginning of the organizational changes and not during the implementation stage only this strategy will enable employees to view the change as an enhancement of their skills and also their experience of working rather than view it as a processes that simply intensifies their workload (Gollan 2000; Millward, Bryson and Forth 2000;Terry 1999). Therefore organizations should realize the great importance of employee satisfaction and commitment in the achievement of better efficiency and production. To do this they need to develop integrated employee consultation in career development programs for their employees, organizational change, life and work policies. Change also occurs in the form of new governance and leadership which is emerging to facilitate the sustainability of organizations and corporate. 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Digital Crime Theory And The Psychoanalytic Theory

Digital Crime Theories The society of today has reached the verge of a technological revolution with nearly all individuals and most businesses becoming very dependent on computers and networks, due to the advances in telecommunications and computers, to perform daily activities. (Hafner, K. et.al., 1995). The haste to clasp this new technology has led to unveiling of a new line of criminals and criminal activities, commonly referred as hackers and hacking respectively. For us to understand the criminal behavior of cyber criminals, it’s critical to examine the traditional psychological theories of the criminal behavior and their application to generate a breakthrough to understand hacking. The two primary cybercrime theories are the learning theory and the psychoanalytic theory. (Feldman, 1993). These dominant theories have been to some extent influenced by other fields that is having the largect effect from the advancement of crime’s behavioral theories. It is therefore necessary to have a short review of the major schools of thought in positivist, classical and criminology theories. The positivist theory suggests that criminal behavior originate exterior of free will realm being influenced by factors such as; sociological e.g. environment, biological e.g. genetics, and psychological e.g. personality influences. While the classical theorists believe that man as a concept is capable to possess freewill (hollin, 1989). Therefore, crime can be elaborated to be resultant of aShow MoreRelatedWhat Is Apa Style2702 Words   |  11 Pageswithin the same parentheses as they would appear in the reference list. †¢ Past research (Heschl, 2001, 2005; Noonan Johnson, 2002a, 2002b; Wolchuk et al., 2000) has shown†¦ JOURNAL ARTICLES continued . . . Journal article: Retrieved online with digital object identifier (DOI) (Example on p. 198 #1 of the Manual) Rutherford, B. J. (2006). Reading disability and hemispheric interaction on a lexical decision task. Brain and Cognition, 60, 55-63. doi:10.1016/j.bandc.2005 .09.013 Direct quotationRead MoreOrganisational Theory230255 Words   |  922 Pages. Organization Theory Challenges and Perspectives John McAuley, Joanne Duberley and Phil Johnson . This book is, to my knowledge, the most comprehensive and reliable guide to organisational theory currently available. What is needed is a text that will give a good idea of the breadth and complexity of this important subject, and this is precisely what McAuley, Duberley and Johnson have provided. They have done some sterling service in bringing together the very diverse strands of workRead More Gender Dichotomies on MTV Essay4969 Words   |  20 Pageshaving and the emotion that he or she is feeling at the time. This can be seen in countless videos, but one whose message is incredibly obvious is TLC’s Waterfalls. The song tells about the agony of a mother who knows that her son is involved in street crime, but has no power to stop him. The artists explain that the boy does not seem to appreciate his mother, So he goes out and he makes his money the best way he knows how, yet ends up being, another body laying cold in the gutter. As if the lyrics

The nature of work Free Essays

Introduction The nature of work is altering at whirlwind velocity. Job emphasis is defined as the harmful physical and emotional responses that occur when the demands of the occupation do non fit the capablenesss, resources, or demands of the worker harmonizing to the National Institute for Occupational Safety and Health ( NIOSH ) . This type of emphasis can take to hapless wellness and hurt. We will write a custom essay sample on The nature of work or any similar topic only for you Order Now Stress is a misfit between a worker ‘s demands and capablenesss, and what the workplace offers and demands. The National Health and Safety Commission ( NOHSC ) identified emphasis as the most important psychological jeopardy in the workplace, impacting both mental and physical wellbeing of people. Work-related emphasis is the natural reaction of people to being put under intense force per unit area at work over a period of clip. Some people are motivated by the challenges that their occupation demands and when get the better ofing those challenges there is a sense of relaxation and achievement. It is when the force per unit area of work demands becomes utmost and stretched out, that people see that there is a menace to their well-being or involvements and that is so they start to be subjected to unpleasant emotions such as fright, choler or anxiousness. Stress is non a disease or hurt, but it can take to mental and physical ailment wellness. Stress is one of the major OHS issu es facing workers in Australian workplaces. The ACTU conducted a study in 1997 receiving over 12,000 responses that showed: One in four people took clip off due to emphasize at work. The most nerve-racking conditions at work reported were direction issues including deficiency of communicating and audience ; increased work load ; organisational alteration and restructuring ; and occupation insecurity. A scope of symptoms including concerns, continual fatigue, choler, and wakefulness. Over half of the respondents nominated better direction, including more communicating and audience, as a solution to emphasize at work. Other solutions included less workload, public presentation monitoring, better work organisation, more preparation, occupation security, and better calling chances. Stressors are events or fortunes that lead to person feeling that physical or psychological demands are about to transcend his or her ability to get by. There are legion types of stressors. These stressors can be because of the type of occupation such as displacement work and menace of force. Another stressor can originate because of the manner the occupation is organized, this can include physical factors ( inordinate heat, cold, noise ) and physiological factors that can impact the organic structure ‘s balance ( shift work, unequal restorative clip, etc. ) . Stressors can look because of the unrealistic deadlines because inordinate work demands. They can besides develop because of personal factors ( wellness position, relationships, get bying with hard state of affairss ) . SIGNS AND SYMPTOMS Stress is a complex issue and no two persons will be affected in the same manner. Stress can be thought of as a â€Å"bucket† theoretical account. The pail theoretical account suggests that emphasis and weariness consequence when a individual ‘s reservoir of personal resiliency is drained faster than it is replenished. Interesting work, supportive relationships, and good wellness make full the pail, and hard on the job conditions, emotionally run outing work, extra work, and troubles at place can run out the pail. Some marks and symptoms that one needs to watch out for if they start to experience stressed is that employees feel dying and their bosom rate velocities up because of the deficiency of control over the work load sums. There are physical, psychological and behavioural symptoms that directors or anyone in control of the organisation needs to be cognizant of. The physical symptoms include concerns, tummy jobs, eating upsets, sleep perturbations, weariness, and ch ronic mild unwellness. The psychological and behavioural symptoms include anxiousness, crossness, low morale, depression, intoxicant and drug usage, and isolation from colleagues. If employees are exposed to these stressors for long periods of clip they can turn into chronic wellness jobs. The physical conditions can progress into high blood force per unit area, bosom disease, shot, diabetes, asthma, and immune system disfunction. The psychological and behavioural symptoms can come on to serious depression, self-destructive behaviour, domestic force, intoxicant and substance maltreatment and burnout. SOURCES/CAUSES OF JOB STRESS Harmonizing to Aetna, there is one school of idea, differences in single features such as personality and get bying with manner are the most of import in foretelling whether certain occupation conditions will ensue in emphasis – in other words, what is nerve-racking for one individual may non be a job for person else. There are different occupation conditions that may take to emphasize. These occupation conditions include design of undertakings, direction manner, interpersonal relationships, work functions, calling concerns, and environmental conditions. The design of the undertaking is anything that provides small sense of control to the employee, heavy work load, and long work hours, feverish and everyday undertakings that have small built-in significance. Another occupation status that leads to emphasize is the manner of direction. The direction manner could be due to hapless communicating in the organisation, deficiency of family-friendly policies, and a deficiency of enga gement by workers in determination devising. Interpersonal relationship can do an employee emphasis because of the undermentioned possible factors: hapless societal environment and a deficiency of support from coworkers and supervisors. Having excessively many work functions is another occupation status that could do an employee emphasis. This can go on when the employee is have oning excessively many chapeaus, holding excessively much duty, or unsure occupation outlooks. Another occupation status that can do emphasis to an employee is career concerns. The deficiency of occupation insecurity, chance for growing, or rapid alterations in which the workers are unprepared. The last occupation status that can do emphasis is the environment. The environmental conditions such as crowding, noise, air pollution or ergonomic jobs are conditions that human resource is traveling to hold to take into consideration. The causes of emphasis ( frequently called stressors ) can be many and varied, an d can happen as a consequence of combinations of more than one stressor. The PEF have a list of other stressors that can do emphasis. They include engaging freezings ; contingent work ( parttime or impermanent ) , quality plans and these can take to emphasize. These include non-existent calling ladders, high demands, work load, clip force per unit areas, understaffing and violence/harassment. Short-run emphasis may do a individual cognizant of being challenged and motivated. This is â€Å"some emphasis is good for you† consequence. Prolonged consciousness of non get bying can take to harm for both the individual and the organisation. This can ensue in immediate safety jobs, depression, burnout, bosom disease, and self-abusive behaviours ( such as intoxicant ) . Stress FROM Making THE JOB Most stressors can be grouped into one of three countries ; emphasis from making the occupation, emphasis from work relationships, and emphasis from working conditions. Stress from making the occupation can be attributed to insistent work, excessively much to make with excessively small clip, excessively much or non adequate preparation, demotion, confusion of precedences and excessively much duty. Poor colleague relationships, favoritism, deficiency of communicating between employer and employee, and negative civilization can be the beginning for emphasis from work relationships. Stress from working conditions can be rooted in the physical danger or the menace of the occupation, hapless physical working conditions, restructuring, and inflexible work agendas or fickle hours. JOB STRESS AND HEALTH Job emphasis poses a menace to wellness of workers and to the wellness organisations. There are possible wellness jobs that if exposed to excessively much emphasis can increase the hazard for. The early warning marks that one possibly sing excessively much emphasis. These marks are concerns, sleep perturbations, trouble concentrating, short pique, disquieted tummy, occupation dissatisfaction, and low morale. If these early warning marks go unnoticed so there are more serious jobs that can originate. These jobs include cardiovascular disease, musculoskeletal upsets, psychological upsets, workplace hurt, self-destruction, malignant neoplastic disease, ulcers, and impaired immune map. As degrees of emphasis addition, so excessively can consumption of intoxicant, coffin nails and prescription/non-prescription drugs. WHAT CAN Be DONE ABOUT JOB STRESS There are some different attacks for covering with emphasis. They are stress direction and organisational alteration. With stress direction there are plans that teach workers about the nature and beginnings of emphasis, the effects of emphasis on wellness, and personal accomplishments to cut down emphasis. Employee aid plans ( EAP ) are initiated to better the ability of workers to get by with hard work state of affairss. EAP ‘s provide single guidance for employees with both work and personal jobs. Stress direction preparation could significantly cut down emphasis symptoms and is cheap to implement. Stress direction has two disadvantages: the good effects on emphasis symptoms are frequently ephemeral ; and they frequently ignore of import root causes of emphasis because they focus on the worker and non the environment. The 2nd attack for covering with emphasis is organisational alteration. This attack is the most direct manner to cut down emphasis at work. It encompasses the d esignation of nerve-racking facets of work and plan schemes to cut down or extinguish the recognized stressors. The advantage of this attack is that it deals straight with the root causes of emphasis at work. This attack can be slippery for directors because it means altering work or production agendas, or alterations in the construction of the organisation. As a general regulation, actions to cut down occupation emphasis should give top precedence to organisational alteration to better working conditions. The practical attack to covering with job-related emphasis is to unite organisational alteration and emphasis direction to forestall emphasis at work. Pull offing jobs around emphasis and weariness requires the same accomplishments and behaviours as pull offing any other employment relationship jobs: The parties need to pass on, work together, and happen a solution that both find satisfactory ; Deal with jobs before they escalate ; Make sure that you have all the facts, speak the issue through with the all involved, and place the implicit in job ; Have a 3rd party nowadays so that they could assist do certain that all issues are understood by both parties and all likely solutions are taken into history ; Employers who need aid can confer with an Employers ‘ Organization. WHAT LAWS APPLY Stress becomes an occupational jeopardy if it adversely impacts on safety and wellness in the workplace. Employers have a responsibility to supply safe systems of work, information, preparation and supervising and to confer with and collaborate with employees. Employees have a responsibility to take sensible attention of themselves in the workplace and to collaborate with the employer on safety and wellness affairs. Occupational Safety and Health Regulations 1996 requires employers, where operable, to follow a systematic attack to identifying, measuring and commanding jeopardies at work ; employers should place factors in the workplace that cause emphasis, reexamine the likeliness that the emphasis would do hurt or disease, and if the hazards are important they should set controls in topographic point to minimise emphasis. HOW ARE THE RISKS ARISING FROM STRESS ASSESSED As of today, there is no nonsubjective manner to mensurate the degrees of emphasis in the workplace, but there are advisers that can mensurate the beginnings of emphasis and set into topographic point subjective steps for the workplace. These solutions will differ based on the size and elaborateness of the organisation, resources available, and the different types of emphasis faced within that organisation. Minimizing emphasis can be cheap. The employer, chief contractor, freelance individual, or anyone with control in the work topographic point, it is their duty of measuring the sum of emphasis within an organisation. This involves taking action to forestall turning force per unit area in the workplace, placing force per unit areas that could do high, durable degrees of emphasis, placing those that might be affected by these force per unit areas, and make up one’s minding whether to take preventive action to forestall turning force per unit area. It is of import that there is early intercession if emphasis is identified. STRATEGIES FOR SOLUTIONS If the company is in a brotherhood so employers need to acquire the affected members to work together with brotherhood representatives to turn to the ground ( s ) for job-related emphasis. The first thing that needs to go on is that the job needs to be documented that includes worker studies, jeopardy function, analysing bing employer informations such as hurt and illness logs or tracking staffing forms. If direction coaction is possible, the brotherhood, affected worker, and direction can come together to place cardinal stressors and develop plans to cut down emphasis. This is normally done through wellness and safety and labor/management commissions, preparation and educational plans. Schemes may include affecting workers in occupation and workplace design, holding input on displacement agendas, and/or developing a workplace force bar policy or plan. If direction is non collaborating, the brotherhood can execute its ain run by keeping equal group meetings, registering mass grudges, or prosecute in public consciousness run. Directors ‘ AND EMPLOYERS ‘ RESPONSIBILITIES As a director and employer you have certain duties and have a responsibility to look after your ain wellness every bit good as the wellness of your employees. The Health and Safety Executive ( HSE ) suggests that you carry out a hazard appraisal to happen out whether you are making plenty to forestall emphasis, and has identified seven factors for measuring work-related emphasis jeopardies: Culture of the organisations, Demands such as work load and exposure to physical jeopardies, How much control people have over the manner they work, Relationships, How organisational alteration is managed and communicated, Whether the single understands their function in the organisation and whether the organisation ensures that the individual does non hold conflicting functions, and Support and preparation from equals and line direction for the individual to be able to set about the nucleus maps of their occupation. Decision Stress can impact everyone. Work organisations need to develop a workplace civilization that recognizes that occupation satisfaction factors such as flexibleness, liberty, security, acknowledgment, ownership, engagement, and engagement are every bit indispensable as stable industrial dealingss. Employers in such organisations should hold no uncertainty that wellness, safety, security, and morale are inextricably linked to employee satisfaction, productiveness, and client satisfaction. Stress should non be portion of a occupation to the extent that it causes physical or mental unwellness. The solution is good direction on both sides. How to cite The nature of work, Essay examples

The Ministers Black Veil Essays - The Ministers Black Veil, Veil

"The Minister's Black Veil" Sin is an issue that every human being has to deal with at one time or another in his or her lifetime. Sin is dealt with in many ways. Some people try to hide their sins, some try to push them aside and some try to deal with their sins in a more conventional way. The largest place for confessing sins in the world is the confessional booth at a church. People go to tell their sins, and feel cleansed afterwards. But what happens when a man who hears confessions day after day, sins himself. There is no confession booth for the man to go to. He must deal with his sin in his own way; a way that will leave him feeling cleansed. Mr. Hooper, in the parable, or short story, "The Minister's Black Veil" dawns a black veil to deal with his sins. The themes in the story that I chose to explore, were character, Mr. Hooper being a minister. And I also chose to talk about symbolism. The fact that Mr. Hooper's veil is black is symbolic. The shuddering corpse is also a symbol of Hooper's wrongdoing. When Mr. Hooper puts the black veil on, he is no longer Mr. Hooper; he is a man that everyone is a afraid of. His relationship with Elizabeth is ruined because of his unwillingness to remove the veil. She cannot accept the fact that the minister must go the rest of his life without revealing his true face. After his first sermon, he did not go to Old Squire Saunders table to bless the food, as he had done almost every Sunday since his settlement. As Hooper is dying, near the end of the story, he is alone and says, "...men avoided me, and women shown no pity and children screamed and fled..."(328), while others say he was "kind and loving, though unloved, a man apart from men"(327). The theme of symbolism is demonstrated numerous times throughout the book. The veil itself is symbolic. Hawthorne could have chosen numerous items that would have had less of an effect on the townspeople. But he chose a veil, a black veil nonetheless. Black is the color of death, the color worn at funerals to represent mourning, grievance, or sadness, and this adds to what Hawthorne is trying to say about Parson Hooper. Hawthorne even says "Earth, too, had on her Black Veil"(324). The veil covered his face, and by looking into someone's face and eyes, a lot can be determined about a person. In the story, Mr. Hooper uses the veil to represent the hiding of his sins. Hooper believed that people would wear their veils on Earth, and then they would be removed at a time when our souls will leave our bodies and our secrets will be revealed (Judgment Day), just as brides wear veils and then remove them at marriage. Another theme explored in the story is character. Hawthorne chose a minister to wear the black veil. It wasn't a sheriff or a farmer, but a minister. The character was very significant to his message. An ordinary person would probably not have been subjected to the scrutiny that the minister faced. The fact that the wearer was a minister portrays the fact that even the most spiritual mortal beings have impure thoughts, or have committed impure deeds. Such actions are expected from every other person in the community, but only the best is expected from the well-respected minister of the village. Finally, I think that the funeral held on the day that Hooper dons the black veil is very symbolic and may prove the point that Hooper really did have a secret sin that he was trying to hide, or conceal from the public. It seems ironic that Hooper starts wearing the veil on the same day as the funeral. Possibly the donning of the veil on that particular day had something to do with the death of the young lady, or Hopper had some type of relationship with the woman. In addition, Hooper's encounter with the corpse seemed quite unusual. While Hooper was bent over the body, "the veil hung straight down from his forehead, so that, if her eyelids