Lorraine Hansberry s A Raisin - 1395 Words

Lorraine Hansberry’s A Raisin in the Sun is a play about African American family living in Southside Chicago. A Raisin in the Sun portrays different ideas of the American dream through the Younger family members, and shows how these individuals struggle to achieve their personal dream in times of racism and social inequality. The character Walter Lee Younger dreams of becoming a successful businessman and providing more for his family. During the time A Raisin in the Sun was written, the United States was going through a major problem of race segregation and inequality. Specifically obstacles that African Americans encountered in achieving their dream. Loraine Hansberry portrays Walter Lee as a man with a common dream of class mobility in†¦show more content†¦Unions drove African Americans from such occupations as railroad fireman and meat cutter.† (Loewen 61) African Americans were forced to work low paying jobs with no hope of carrier advancement. Walter sees himself in that situation but he is not willing to sit around and do nothing, Walter has a plan to make his dream come true. He wants to invest the insurance money Lena received to go into business with two of his friends Bobo and Willy Harris. Walter explains to Ruth â€Å"You see, this little liquor store we got in mind cost seventy-five thousand and we figured the initial investment on the place be ‘bout thirty thousand, see. That be ten thousand each.† (Hansberry 33) Walter sees this money as an opportunity for him to move up the income ladder that he may never come across again. Walter’s mother has a different dream, a dream of having a house of their own. His dream of becoming a businessman was destroyed when Mama bought a house. His manhood also took a big hit. Walter said â€Å"What you need me to say you done right for? You the head of this family. You run our lives like you want to. It was your money and you did what you wanted with it. So what you need for me to say it was all right for? So you butchered up a dream of mine – you – who always talking ‘bout your children’s dreams . . .† (Hansberry 94) Walter was not able to make a call as the head of the house and he blamed his mother. The lost dream also took a toll on Walter’s morale. Because

Argumentative Essay About Anal Penetration - 1460 Words

In life, I have stated that I am willing to try almost anything. This is generally true, moreover, I love new experiences and the insights that they give me, but there were a few activities that I was still unwilling to try for a variety of reasons. I have always been curious about anal penetration. It was always something that I said I would NEVER do, but there was still something that intrigued me about it. Over the course of the last few years, I have slowly started to become more open to trying it. I thought through my hesitations about it and realized that I felt as though it was predominantly societal pressure not to do it, which was ultimately stopping me. Furthermore, I am a firm believer in not letting other people’s views on me†¦show more content†¦I was able to be vulnerable and emotional with my partner. I felt like I could open up about what was working and what wasn’t without fear that they would become upset. I know deep down that they would neve r get frustrated with me about something going wrong sexually, but I feel like it has been ingrained in me to believe that they would. With the new found confidence that my partner and I instilled in myself, we were able to end up trying anal penetration with a finger about three weeks later. This was a wonderful experience. My partner gave me full control of what was happening. It was an amazing way to try it for the first time. It is always important to trust the person you are with and this experience reaffirmed my confidence in them. I haven’t been that sexually comfortable with another person in a long time. It is problematical in life to say that something is acceptable or not for we each hold our own opinions. I do believe that when it comes to matters of the bedroom that it is important to realize certain undertakings are absolutely none of our business as a society. There seems to be this common misconception out there, perpetuated by a phrase, that puts pressure on people to stay away from anal. â€Å"This is an exit only!† According to Morin (as cited in Nienke Van Dijk, 2013), â€Å"The taboo on anal sexuality, Morin believes, is accompanied by an ambivalence and emotional charge, which makes this conversation too

Great Gatsby Dream Realization Free Essays

Everyone has dreams, some are big and some are small but everyone has one. For Jay Gatsby; dreams can seem close but impossible to obtain. Jay Gatsby is a confusing man to understand, but his dream is very clear to everyone; he wants Daisy’s love to be his for keeping. We will write a custom essay sample on Great Gatsby: Dream Realization or any similar topic only for you Order Now Although there are many obstacles that stand in between him and his dream; he has an ambition to succeed where the odds are against him and Jay believes that it’s possible. After all Jay Gatsby states â€Å"Can’t repeat the past? Why of course you can! † Jay Gatsby was a man on a mission, and that was Daisy. Daisy was his Holy Grail and he was a crusader trying to obtain her, but â€Å"foul dust floated in the wake of his dreams† which slowed down his progress. In the beginning Gatsby was a very shy man and was too embarrassed and nervous to come out and speak to Daisy. In fact Daisy didn’t even know that her ex-lover was still alive; she hadn’t communicated with him since the war. The reason being for Jay’s shyness of Daisy at the beginning was because of the lack of communication for the past four years. All Jay could do was buy his mansion close enough â€Å"so that Daisy would be just across the bay. Jay was known for hosting the biggest parties in the West Egg. The only reason he had parties though was so that maybe Daisy would â€Å"wander into one of his parties, some night, but she never did. † Fortune struck him when he met Nick and realized that Nick and Daisy were close. Seeing the opportunity, he took it and managed to get Nick to invite Da isy to tea and at the same time he would arrive and make his move to initiate his dream and hopes with Daisy. Jay was mad for Daisy, he loved her and wanted her like no other man would imagine. Although when the day came and Jay was with Daisy in Nick’s house, he fled to Nick’s side once he left the room. Jay was a nervous wreck. For a second Jay thought it was a â€Å"terrible, terrible mistake,† if that wasn’t enough Jay was also acting like a â€Å"little boy. † But when Jay left and Nick came back out â€Å"there was a change in Gatsby that was simply confounding. He literally glowed; without a word or gesture of exculpation a new well-being radiated from him and filled the little room. † It was as if he gained confidence and knew he could do it. With this he invited them to his house and there he managed to woo Daisy’s heart. Everything seemed to be perfect, Jay felt like he managed to accomplish his dream, but victory was still far and out of reach. Jay always spoke plenty of his past; he seemed to want to recover something from his past. Perhaps it was some idea of himself that had gone into loving Daisy. His life had been disordered ever since he last saw her four years ago; Jay wanted it all to return to a certain staring place and go over it all slowly. He wanted Daisy to go to Tom and say: â€Å"I never loved you. † Once she would do that, then they could decide upon more practical measures to be taken. Even though he managed to win her heart; he knew that he had not won the battle yet for his Holy Grail. He wanted to â€Å"fix everything just the way it was before. † A dream that he felt was doable and in his grasp. Everything falls apart somehow, no matter who you are it falls apart in the end. For Jay Gatsby, that â€Å"foul dust† that floats around his dreams and ends it once and for all was Tom Buchanan. Tom makes Jay’s dream fall apart. They’re all in a room having a splendid time, then Tom shows his hostility towards Jay and sends everyone into turmoil. Jay tell Tom that Daisy never loved him and the only reason she married him was because Jay â€Å"was poor and she was tired of waiting† for him. Tom argues back and tells Jay that he is wrong. They both look towards Daisy and ask her what she thinks, she is frightened with the fear of both their wraths, but she starts to take Jay’s side a little. During the end of the tumult everything seemed to be going in Jay’s favor until Tom managed to shock everyone with a fact about what Jay did in his past. Jay had managed to earn his riches through illegal activities. This hit Daisy hard; Jay tried to deny everything, but Daisy knew he was lying. Sadly with every word Jay said; Daisy seemed to be â€Å"drawing further and further into herself, so he gave up, and only the dead dream fought on as the afternoon slipped away, trying to touch what was no longer tangible. † He no longer had her, his dream was no more, and all hopes had perished. The realization for Jay’s dream was that it could not happen; it was bound to fail due to Tom. If this was not enough for Jay; when it came time for his funeral to be held Daisy was nowhere to be seen. Almost as if she didn’t care and didn’t want to have anything to do with him even at his funeral. Daisy never cared for him, but she was his dream and hopes that had failed in the end; even though she lost all interest in him he still loved her and believed that he had a small fighting chance. But the fact is that in reality he had lost the battle and the Holy Grail was gone forever. Jay had a big dream, and that was to fix everything to the way that it once was and to be with Daisy; he wanted to repeat the past. But in the end Nick was right and Jay was wrong; you can’t repeat the past, and with that Jays dream ended in failure. How to cite Great Gatsby: Dream Realization, Papers

Bringing a Change in Organizational Culture free essay sample

Critically explain why changing organisational culture is so difficult and how managers can do it. Culture can be defined as â€Å"a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, feelings, and, to some degree, their overt behaviour† (Schein, 1996). Organizational culture is depend on differences in norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. Cabrera, Cabrera Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems. This essay will introduce the definition of organisational culture and explain why changing organisational culture is so difficult. The main reasons are the fear of uncertain future and difficult to establish the organisational culture. In addition, the essay is to interpret how managers can change organisational culture and h ow does it work. Managers can change organisational culture through communication and management strategies. This essay may introduce the detail about changing organisational culture. Most scholars think that changing organisational culture is difficult; however a few people think it is easy to change organisational culture. As Chu (2003) stated that organizational culture is contributed to change. In his opinion, organisational culture can collect different values and actions to form a frame to guide the behaviour of members within an organisation. In other words, organisational culture can shape what employees do in the company and control tendency of company. For example, a company may have employees who are unwilling to change and who are conductive to change, if managers recruit staff that are innovated and willing to change, they may be the new power to change organisational culture. Therefore, to form a â€Å"change† culture can make changing organisational culture easier. However, it is also difficult to establish an organisational culture. It is need to experience a long time and face lots of difficult and challenges. According to levels of cultural analysis (Wood 2004), it shows how difficult to form the organisational culture, especially the deepest level of cultural analysis: common assumption. Common assumptions are to collect truths that organisational employees shares as a result of their common experiences and that direct beliefs and behaviours. It is extremely hard to isolate these modes, but it is interpret why culture is full of organisational life. It is hard to shape common assumptions if members of the organisation do not experience same ups and downs or cooperate long time. As Ferrara-Love (1997) stated that organizational culture does not appear in a night. On the contrary, organisational culture evolves during the time, and is the collective beliefs of individuals who worked together. Therefore, it is hard to establish organisational culture, to say nothing of changing organisational culture. At the same time, it is debatable to recruit plenty employees when the company want to change organisational culture. The new power is unstable to the company. It is hard for managers to control the new employees and it still need to cost much time. To conclude, it is difficult to change organisational culture. Organisational culture plays an ineradicable role to different kinds of organisational behaviours and members within organisations. Thus, it is always failure if certain problems of organisational culture were not being considered. Moreover, if managers want to change organisational culture which focuses on shared values or beliefs, it will be more difficult; because on the deepest of organisational culture, it formed invisible and omnipresent old guard or power which makes organisational change failure. As Locus and Kline (2008) stated that organizations always appear â€Å"learning disability† and â€Å"defensive routines† which obstruct the learning and organizational change. It shows the strong of conservative power. When managers try to change the organizational culture, they always face opposition. What was worse, the conservative power always important to the organisation. They make huge contribution to the company, which used to promote the development of company. Therefore, they play an important role to organisation. It is difficult for managers to challenge their authority. Moreover, the reason people do not want to change is the nature of people. People are easy to be used to do one thing and do not want to accept new thing. They are afraid of the unknown thing after change. As Ferrara-Love (1997) stated that people are comfortable with exist ways to finish the work. In their opinion, change is just the threat to their peaceful. Thus, they do not want to change organisational culture and dispute to change. It is obvious that changing organisational culture is so difficult. Leadership is the key to change organisational culture. The achievements of an organisation mostly depend on the leadership of managers. As Fishman and Kavanaugh (1989) stated that the culture of an organization and how employees want to change was formed substantially by leader. For example, if managers uphold to change organisational culture steady and have enough ability to direct staff, it will achieve maximum results with little effort to change organisational culture. Thus, managers are the guidance of the company; they are main factor to change organisational culture. Clement (1994) also expounded that management leadership is basic factor in a major organisational change effort. From this, it can be seen that the importance of leadership in change organisational culture. However, it is hard to change managers. If managers are not satisfied with their employees, employees can be changed, but managers will not changed unless the company go bankrupt. Thus, the most difficult to change organisational culture is to change the mind of managers. For instance, if managers make no attempt to make progress and milk-toast, it will be the most resistance to change organisational change. For this reason, the best way to change is from up to bottom. At the same time, change the mind and ability of leader is the difficult demand for changing organisational culture. To change organisational culture, managers have lot of things to do it. The role of managers is very important through up down system. As Ott (1989) suggested that the leader can do lots of things included staff selection, socialization, removal of deviating members, cultural communication and role model to guide behaviour. For example, managers can choose employees who will support to change organisational culture. Although it will not change the situation directly, they can be the power push the step of changing organisational culture. In the same way, managers can fire part of staff who opposes to change. It is not only reducing resistance to change organisational culture, but also overawe the opponent to change their minds. Furthermore, managers need to be the role model to change organisational culture. The behaviour of managers can be the maximum power to guide behaviour of managers. For example, when managers try to change organisational culture but not to do anything to change it, employees will not follow managers with any anxiety. To sum up, it is important to be the role model of changing organisational culture for managers. Furthermore, communication is an important tool for managers to change organisational culture. According to Fry (2003), he examined that leadership as motivation to change; managers need to communicate with employees about their feelings. In other words, managers should get in touch with employees and let them know core values of changing organisational culture and the need of changing organisational culture. The employees may understand the determination of managers and why to change organisational culture. Then, they can have their decision about changing organisational culture. In this way, it can reduce the distance between managers and employees, and let employees think they are also the participants to change organisational culture, they are not insignificant. When employees think they are the part of changing organisational culture, they will follow managers and try their best to help managers. At the same time, managers communicate with employees also can understand what employees think about and then do well about interactive. In addition, it can reduce the fear of employees about unknown future. As Kanter, Stein and Jick (1992) stated that communication is basic tool within any change process and failure to change always because of the feeling uncertain and anxious about their future. Thus, communication is very significant for managers to change organizational culture. In addition, to help employees to change organisational culture, managers need to teach them related skills and knowledge to work differently. As Ke and Wei (2007) suggested that employees thought to learn skills and knowledge as their main responsibility. Thus, employees may accept skills and knowledge easier than accept directly new culture. When they understand how to do, it may easy for them to accept to change organisational culture. At the same time, it is also the good way to remove their fear to uncertain future. When they master relevant skills and knowledge, they will be confident to deal with change of organisational culture. In this way, they will not fight against to change organisational culture as before. Then they can be the power help to change organisational culture. The most important things to change organisational culture are to change origin perception and beliefs. According to the definition of organisational culture, if managers want to change organisational culture, they must change shared values. The same as Whitely (1995) said that, managers need to be able to help employees to remove the past values which are not consistent with current shared vision of future organizational arrangements. The shared values and beliefs are keys of the organisational culture. Thus, managers need to change origin values of employees to change organisational culture. For example, managers can change new uniform to show the new the new appearance of company. According to Wood (2006), managers can create processes, systems and ways of working that enable to put the new values into practice. The new values can take place of the past one. In addition, managers can recruit and select new employees to help change origin values. As Harris and Metallinos (2002) stated that new employees were outside the company who did not affect by origin organizational culture, thus they were easy to accept new culture. That is why managers to select new employees to enlarge the power to change organizational culture. The new values and beliefs can be brought into the company in this way. In the same way, managers can retrain employees and engraft new rules to them, although it will not have better effect than new employees, it also can help to change organizational culture. In a word, managers need to create new values and beliefs to substitute origin one. Technology change also can promote to change organisational change. Although Weick (1990) thought technology change may make people anxiety about the values of new technology to their work, the new technology is the progress to organisational culture. There is no doubt technology change may improve work efficiency which may improve organisational culture. As Harris and Metallinos (2002) suggested that the application of new technology and subsequent development of system would promote standardization. The implementation of new technology can make employees understand new things which break routine. It also can be the sally port to open the mind of employees, let them know advantages of changing. When they can accept technology change, it is easy for them to support to change organisational change. Thus, managers can first bring in advanced technology to improve organisational change. Then teaching them to learn about it and establish new values in this process. This essay introduces what are the organisational culture and two main parts of organisational culture, the reason why changing organisational culture is difficult and how managers do to change it. This essay support to change organisational culture is so difficult because of the fear of unknown and difficult process to form organisational culture.