Military: Leadership and Discipline

Discipline Leadership Responsibilities and Duties Importance to the Military Discipline: Training that corrects, molds or perfects the mental facilities or moral character; the discipline to a superior authority. [Defined by Webster]. Discipline to me means that you are capable of accepting the norms. You respect the commands given from a higher authority or the leader in charge. Training your mind to think in a routine way of life, being able to accept the responsibilities of what you do and/or don’t do.In the world of the military discipline is a major factor. It defines your future and what you do or how your career will turn out. Max Anders says, â€Å"Only the disciplined ever get really good at anything. † Everything in life requires some sort of discipline. Whether it is hitting a baseball, climbing a mountain, playing a musical instrument, making good grades or brushing your teeth it all comes down to a matter of discipline. The core of a superior soldier is sai d to be moral disciple. Morals are principles and beliefs concerning rights and wrongs of behavior). Discipline tends to be important because it is the basis of todays and yesterday’s soldiers. In the Army discipline comes in many forms and fashions: PRT, drill and ceremony, basic commands given, routine life, training the body, etc. Discipline is something you need to have to live a military life and be successful. Leadership: the position or function of a leader; a person who guides or directs a group; the ability to lead. [Defined by Webster].A leader in the military life is usually the most â€Å"squared-away† soldier. One that had the discipline to know and correct another when one needs help or is the wrong. I feel that when it comes to the military one who is a soldier has to have discipline. You can not be a leader and not have the discipline to lead a group/platoon to success. Leadership means you have the discipline to maintain yourself as well as the rest fo llowing you. Being in a leadership role means that you are capable of leading by direction and following direction at the same time.As a leader you should never have the ones you are leading do something you yourself would not do. You have to lead as being lead. â€Å"Never forget that no military leader has ever become great without audacity. If the leader is filled with high ambition and if he pursues his aims with audacity and strength of will, he will reach them in spite of all obstacles. † As quoted by Karl von Clausewitz. Leadership and discipline go hand and hand in the army. I feel that you can not have one without the other. Along with that goes the Army core values.With the right discipline noticed by the right sergeant/officer you are most-likely to be a leader of a platoon or group given. Both topics are important to the military way of life without these 2 subjects the army would have no foundation. Soldiers in the leadership position guide the platoon to a succe ssful mission. Soldiers with the right discipline tend to lead the mission to victory. Without the 2 come many consequences: loss of rank; money, leadership positions, suspension etc. Personally I feel that a great leader has discipline.Being a leader without discipline you have nothing. Being a good leader to me means that you leave your mark on the ones who follow you. When another leader comes to charge, the soldiers that you have lead will know if that leader is good or not based on the path left behind. â€Å"The final test of a leader is that he leaves behind him in other men the conviction and the will to carry on. † – Walter Lippmann, 1889-1974. A good leader will continue to lead weather they are in a leadership position or not. As said before it is a basic foundation to get the mission completed.The military’s discipline is also know and having military bearing, knowing where to act in accordance. Commissioned officers and officers would have to make s wift decisions in the battlefield that may affect the lives of their soldiers. In a world of chaos, their subordinates are relying on their leaders to make the right decision and trusting that those big decisions made is the best out of all the options given. Leaders should be able to make these big decisions with all his confidence projecting out with his military bearing.A leader should look like a leader, disciplined, confident, and has the skills and abilities to persuade and provide their subordinates with the motivation, direction and purpose so as to accomplish a mission without being easily rattled by problems that arises. One who leads has to have the proper discipline to be a great leader. With these words sergeant who lead me also feel that I’m a great leader with the proper discipline to lead. Duty: Obligatory task, conduct service or functions that arise from ones position; assigned service or business. Defined by Webster]. At each level of authority soldiers hav e certain responsibilities or duties that they must fulfill. Duty begins with everything required of you by law, regulation, and orders but it includes much more than that. A duty is a legal or moral obligation. Duties are assigned at different levels rank for set reasons. As a private or non-NCO you may not hold as many responsibilities compared to an NCO, which can hold numerous amounts of duties that all are required to be fulfilled in a timely manner.Responsibilities: The quality or state of being responsible. [Defined by Webster]. Responsibilities are set to enforce task and make sure they are carried out properly. They are set for a numerous amounts of reasons. Some responsibilities are set to see how well an individual performs under certain task, time limits. Others may be set to get a task or chore done. All of these things combined are qualities that make or break a soldier. If you lack one the possibilities are great that you may lack another. Military: Leadership and Discipline Discipline Leadership Responsibilities and Duties Importance to the Military Discipline: Training that corrects, molds or perfects the mental facilities or moral character; the discipline to a superior authority. [Defined by Webster]. Discipline to me means that you are capable of accepting the norms. You respect the commands given from a higher authority or the leader in charge. Training your mind to think in a routine way of life, being able to accept the responsibilities of what you do and/or don’t do.In the world of the military discipline is a major factor. It defines your future and what you do or how your career will turn out. Max Anders says, â€Å"Only the disciplined ever get really good at anything. † Everything in life requires some sort of discipline. Whether it is hitting a baseball, climbing a mountain, playing a musical instrument, making good grades or brushing your teeth it all comes down to a matter of discipline. The core of a superior soldier is sai d to be moral disciple. Morals are principles and beliefs concerning rights and wrongs of behavior). Discipline tends to be important because it is the basis of todays and yesterday’s soldiers. In the Army discipline comes in many forms and fashions: PRT, drill and ceremony, basic commands given, routine life, training the body, etc. Discipline is something you need to have to live a military life and be successful. Leadership: the position or function of a leader; a person who guides or directs a group; the ability to lead. [Defined by Webster].A leader in the military life is usually the most â€Å"squared-away† soldier. One that had the discipline to know and correct another when one needs help or is the wrong. I feel that when it comes to the military one who is a soldier has to have discipline. You can not be a leader and not have the discipline to lead a group/platoon to success. Leadership means you have the discipline to maintain yourself as well as the rest fo llowing you. Being in a leadership role means that you are capable of leading by direction and following direction at the same time.As a leader you should never have the ones you are leading do something you yourself would not do. You have to lead as being lead. â€Å"Never forget that no military leader has ever become great without audacity. If the leader is filled with high ambition and if he pursues his aims with audacity and strength of will, he will reach them in spite of all obstacles. † As quoted by Karl von Clausewitz. Leadership and discipline go hand and hand in the army. I feel that you can not have one without the other. Along with that goes the Army core values.With the right discipline noticed by the right sergeant/officer you are most-likely to be a leader of a platoon or group given. Both topics are important to the military way of life without these 2 subjects the army would have no foundation. Soldiers in the leadership position guide the platoon to a succe ssful mission. Soldiers with the right discipline tend to lead the mission to victory. Without the 2 come many consequences: loss of rank; money, leadership positions, suspension etc. Personally I feel that a great leader has discipline.Being a leader without discipline you have nothing. Being a good leader to me means that you leave your mark on the ones who follow you. When another leader comes to charge, the soldiers that you have lead will know if that leader is good or not based on the path left behind. â€Å"The final test of a leader is that he leaves behind him in other men the conviction and the will to carry on. † – Walter Lippmann, 1889-1974. A good leader will continue to lead weather they are in a leadership position or not. As said before it is a basic foundation to get the mission completed.The military’s discipline is also know and having military bearing, knowing where to act in accordance. Commissioned officers and officers would have to make s wift decisions in the battlefield that may affect the lives of their soldiers. In a world of chaos, their subordinates are relying on their leaders to make the right decision and trusting that those big decisions made is the best out of all the options given. Leaders should be able to make these big decisions with all his confidence projecting out with his military bearing.A leader should look like a leader, disciplined, confident, and has the skills and abilities to persuade and provide their subordinates with the motivation, direction and purpose so as to accomplish a mission without being easily rattled by problems that arises. One who leads has to have the proper discipline to be a great leader. With these words sergeant who lead me also feel that I’m a great leader with the proper discipline to lead. Duty: Obligatory task, conduct service or functions that arise from ones position; assigned service or business. Defined by Webster]. At each level of authority soldiers hav e certain responsibilities or duties that they must fulfill. Duty begins with everything required of you by law, regulation, and orders but it includes much more than that. A duty is a legal or moral obligation. Duties are assigned at different levels rank for set reasons. As a private or non-NCO you may not hold as many responsibilities compared to an NCO, which can hold numerous amounts of duties that all are required to be fulfilled in a timely manner.Responsibilities: The quality or state of being responsible. [Defined by Webster]. Responsibilities are set to enforce task and make sure they are carried out properly. They are set for a numerous amounts of reasons. Some responsibilities are set to see how well an individual performs under certain task, time limits. Others may be set to get a task or chore done. All of these things combined are qualities that make or break a soldier. If you lack one the possibilities are great that you may lack another.

Oppression: a Comparative Literary Analysis

Oppression: A Comparative Literary Analysis There has been an ongoing battle within trends in society, and continues as time evolves and revolutions occur. Such battles include issues of oppression; be it in marriages, families, or in society as a whole. Two particular stories that tackle these issues within the idea of oppression include â€Å"The Story of an Hour† by Kate Chopin, and One Flew Over the Cuckoo’s Nest by Ken Kesey. While Chopin’s story deals with how women are expected to conform by society’s standards, Kesey’s piece argues how men are feeling emasculated from the pressures of society in whole. Such major similarities and difference these two have with one another include dealings with marriage, the desire for individualism and nonconformity, and the issues with gender norms. Now Kate Chopin’s â€Å"The Story of an Hour† is a short story of a woman who, because of her husband’s supposed death, realizes her newfound freedom and independence. One Flew Over the Cuckoo’s Nest, on the other hand, is a novel set at a psychiatric hospital located in Oregon, with characters including Chief Bromden, one of the protagonists and the narrator, who is half ­Native American and pretends to be deaf and mute. There is also Randle McMurphy, who is the other protagonist and a rebellious convict sent from prison. The plot concerns itself with McMurphy’s interaction with the other patients in the ward along with those who run it. From then on he comes up with events for the patients to participate in, with the intention of making them stand up for themselves against society’s pressure. Initially he thinks that being in a psychiatric institution is an easy way out compared to prison, however in the end he violently thrashes against Nurse Ra.

Assignment for Distribution Channel

Assignment for the next class. ( P. S. You are required to split yourselves in group of 6to 8 members each, the details of which shall be collected in class. Students would be called out randomly from each group to present their analysis. In case of a dismal performance of any group member, the marks of the whole group will be at stake! ) 1. The marketing channel for Mary Kay Cosmetics is called a â€Å"direct selling† channel. The company uses a sales force of over 1,000,000 Independent Beauty Consultants around the world.These Consultants are not employees of Mary Kay Corporation; they buy cosmetics from the company at a wholesale price and sell at a retail price to end-users. They maintain personal relationships with their end-user consumers, and deliver product to them after it is ordered; it is a high-service purchasing relationship from the consumer’s point of view. Consultants thus act as both distributors and retailers. a. To what extent does an Independent Beau ty Consultant participate in the eight universal marketing flows? . How might these flows be shifted, either among the members now in the channel or to different agencies or institutions not presently included? What do you think would be the implications of such shifts? (think about how cosmetics are sold through department stores or through drugstore chains, for example) c. Within each of these distribution systems, specify what the consumer's role is from a flow-absorption perspective.Contrast this with the consumer’s role when buying cosmetics from a department store, or a drugstore chain. 2. For each of the three scenarios below, categorize the demand for bulk- breaking, spatial convenience, waiting/delivery time, and assortment/variety as â€Å"High,† â€Å"Medium,† or â€Å"Low. † In each case, explain your answers. a. A woman in an emerging-market country of Southeast Asia wishes to buy some cosmetics for herself.She has never done so before, and i s not entirely sure of on what occasions she will wear the cosmetics. She does not live near a big city. She is too poor to own a car, but has a bit of extra money for a small luxury. b. A manufacturer uses a particular industrial chemical in one of its large-scale production processes and needs to buy more of this chemical. The rest of the raw materials for its plant operations are delivered in a â€Å"just in time† fashion. c.Before you visit certain parts of the world, you are required to get a yellow fever vaccine. Many travelers let this slip until the last minute, forgetting that it is advisable (or avoiding an unpleasant shot as long as possible). But, they definitely realize they need the shot, and don't want to have to cancel their trip at the last minute because they didn't get it. They often find themselves making a long trip to a regional medical center because they didn't plan ahead.

Flaws of the Hawthorne Effect Essay

Progress toward specified goals is fundamental to planned accomplishment. Measuring that progress is essential since it provides intermediate feedback for continued or corrective actions and can help ascertain actual accomplishment. Beyond the simple assessment of accomplishment is the evaluation of what that accomplishment truly means. Through proper evaluation, an accomplishment’s true worth can be determined. Then, decisions about future actions can be made. Care must be taken, however, to avoid pitfalls that could lead to incorrect conclusions and improper decisions. Let’s begin with an example. A golfer attempts to hit a ball into a hole in as few strokes as possible. After each stroke, the golfer hopes, the ball will be nearer the hole, until (at last) on the final shot, the ball disappears with a satisfying rattle into the plastic cup liner. The goal has been met. But what does that mean? How well was the goal met? Was it met in exemplary fashion or merely in a satisfactory manner? One measure is the number of strokes required. Assuming another player is competing, scores can be compared in order to evaluate relative performance. Without a norming score, however, goal attainment remains somewhat undefined in terms of level of achievement. Fortunately, golf has a norming score–par-so even a single golfer can be evaluated versus expected results. Golf can be taught and played in several ways. Which is the best method? How can one evaluate these methods? Perhaps comparing the performance of those who adhere to each method will provide a relative measure of which is most productive. Evaluation of these results can help golfers and instructors make informed decisions about which method to employ. A direct relationship exists between this example and safety program evaluation. A safety program is individually measured using a variety of tools. These measures, such as injury frequency rates, can be used in comparison with normalized (or group) measures to evaluate how a program is progressing toward a prescribed level of performance. Furthermore, program activities used to improve performance can be evaluated by comparing various measures of those activities. Hence, the evaluation process can be used to make informed decisions about safety program effectiveness. Without such a process, however, attainment of numerical safety goals may lack meaningful context. Hopkins and Antes describe traditional uses of the results of educational measurement and evaluation. â€Å"Educational evaluation takes the output of measurement and other pertinent information to form judgments based on the information collected. These judgments are the basis for decisions about students as individuals, and decisions about the effectiveness of school programs† (Hopkins and Antes 34). They conclude, â€Å"Improvement of the teacher’s teaching and the student’s learning through judgments using available information is the ultimate function of the evaluation process† (Hopkins and Antes 31). Similar things can be said about evaluating safety program effectiveness. That is, information collected about the various activities associated with a safety program should form the basis for decisions made to improve safety performance. Evaluation is based on information collected. Data collection can be achieved via many methods. Observation is one. Observations may be recorded or unrecorded. Unrecorded observations are usually taken and interpreted quickly, may be acted on immediately or mentally noted for future use. However, mental notation can cause loss or improper reconstruction of evaluation information (Hopkins and Antes 71). Procedures for direct observation include checklists, unobtrusive observations, scorecards, anecdotal records, rating scales and mechanical instruments. Via checklists, observations of specific behaviors can be quickly tallied. Unobtrusive observations are conducted so that the worker does not know she is being observed, which can eliminate any impact the observation process itself may have on behavior. Scorecards are similar to checklists, but apply a weighting scheme to the behaviors being observed. Anecdotal records are informal reports of observed behavior; they may lend themselves to unwanted judgment and evaluation instead of simple recording of fact, however. Rating scales can be used to collect information about intensity or degree in relation to the observation (Hopkins and Antes 78-96). Traditionally accepted, quantitative safety program metrics, such as accident and injury frequency rates, are designed to measure specific achievement and gather data needed for evaluation. Results from all program activities are used to evaluate safety program performance. Bottom line: Information-collection techniques must be designed to prevent an evaluator’s personal biases from influencing how results are recorded or considered. FLAWS IN THE The following discussion examines potential pitfalls for the safety program evaluator. Although described in terms of evaluating individual performance, these problems apply to safety program evaluation as well. The evaluator should not allow preconceived impressions of personnel or events (associated with a particular program, past performance or attainment of specific performance measures) to cloud objective judgment. Safety program evaluation takes time and resources. Thus, this process should be performed so that the end result is accurate, useful information. The Halo Effect The Halo Effect is one potential evaluation pitfall. According to Kirkpatrick, who describes the effect as it relates to the workplace and employee performance evaluation, the Halo Effect is a tendency to overrate the person being observed. This concept can be applied to safety program evaluation as well. Kirkpatrick lists seven reasons why this effect occurs. 1. A person’s past good performance leads one to expect continued good performance, and the assumption of good performance carries over to future evaluations (Effect of Past Record). 2. An evaluator tends to rate a person who is pleasing in personality and character, agreeable and otherwise compatible higher than performance may justify. . Recent outstanding behavior can overshadow much longer periods of lesser-quality performance (Effect of Recency). 4. A person with an asset deemed important by the observer, although it may be irrelevant, may receive a higherthan-justifiable rating. 5. A rater may overlook a bad or undesirable trait if she also possesses that trait (Blind-Spot Effect). 6. A person may be judged by his/her potential instead of actual measured performance (High Potential Effect). 7. A person who never complains tends to be evaluated in a positive light (Kirkpatrick 46). The Hams Effect The Horns Effect is the reverse of the Halo Effect in that evaluations tend to be lower than deserved. Kirkpatrick offers eight causes for this effect. 1. The evaluator may have high expectations that are not easily met. 2. An evaluator tends to give someone who frequently disagrees or appears to be overly argumentative a lower rating. 3. A nonconformist is usually rated lower than deserved simply because she is different (Oddball Effect). 4. Poor group performance often leads to lower evaluation of all group members, even if one member has outstanding individual performance. . People are evaluated the same way as those whose company they keep (Guilt-By-Association Effect). 6. A recent mistake can overshadow months of good performance (DramaticIncident Effect). 7. An evaluator may associate some character trait (i. e. , aggressiveness, arrogance, passivity) with poor performance and give a lower-than-justified rate to someone who has that trait (PersonalityTrait Effect). 8. An evalua tor may give a lower-thanjustified rate to a person who performs a task differently than the evaluator would (Self-Comparison Effect). Controlling These Effects  Kirkpatrick attributes these flaws to vague standards and maintains that effectively established standards of performance can reduce or eliminate their impact (Kirkpatrick 46-47). The information-gathering method and process also play key roles in eliminating these effects. As stated, anecdotal records that rely on memory can easily lead to inappropriate evaluation. Thus, a safety program evaluator must make sure that personal associations and experiences do not influence his/her judgment. Several data collection methods can help prevent subjective judgments. For example, the critical incident method is a three-step process that involves data collection, data summary and analysis, and feedback. Developed by J. C. Flanagan, this technique uses recorded observations of specific behaviors that are judged to be critical to good or poor performance. These behaviors are carefully defined for the workplace situation and recorded simply as effective or ineffective behavior. Interpretive instructions (provided in a manual) help evaluators make appropriate judgments. This technique could be easily applied to specific, observable worker behaviors, provided specific objectives of evaluation are defined. Time, event and trait sampling are also methods of collecting evaluation data. Time sampling involves specifically timed observations that, over time, might be expected to provide a good representation of total performance. Event sampling is like Flanagan’s critical incident method in that events deemed to represent specific performance characteristics are recorded as they are observed. Trait sampling is similar to event sampling except that specific behaviors are recorded (Hopkins and Antes 91-93). Such techniques can help ensure collection of objective data. An evaluator’s knowledge of the various facets of the Halo and Horns effects can also help alleviate these problems. The evaluator must learn to ask whether either of these effects is influencing his/her judgment and make adjustments if necessary. An evaluator who uses objective data-collection techniques and consciously avoids making Halos/Horns judgments will produce more-accurate evaluations that, in turn, will lead to better decisions. Hopkins and Antes suggest teaching evaluators about these effects in order to improve objectivity. The Illumination Experiments In the 1920s, a group of engineers at Western Electric examined the effect of illumination on work performance. The researchers established an experiment room and a control room, controlled various conditions and introduced changes one at a time. Much to the engineers’ dismay, the results were confounding. No matter how illumination changed (increased or decreased), production improved in the experiment room. Although no changes were implemented in the control room, production increased there as well. These results indicated the need to record not only the details of the physical changes made, but also the physiological, medical and social changes occurring (Mayo 80). Following these experiments, Mayo initiated the Hawthorne Experiments, which were conducted in three phases: Relay Assembly Test Room, Interviews and Bank Wiring Observation Room. Relay Assembly Test Room In the Relay Assembly Test Room, various regimes of workday length, payment schemes, break length and scheduling, work week and return to non-experimental conditions were evaluated. In all cases, productivity increased from previous levels. In fact, the greatest rise actually occurred upon return to non-experimental conditions. Mayo attributed this result to â€Å"†¦ six individuals working wholeheartedly as a team, without coercion from above or limitation from below† (Mayo 78). Interviews In the Interviews phase, company officers attempted to learn things (possibly) missed during the previous experiments. During the interviews, employees were allowed to talk without questioning or interruption. Some 20,000 employees were interviewed over several years. The result was a feeling of well-being among employees; the interview process had been a sort of emotional release. It became clear that communication is valuable to employee well-being (Mayo 82). Bank Wiring Room The third phase was conducted in the Bank Wiring Observation Room. Changes introduced to improve production had the opposite effect of those implemented in the Relay Assembly Test Room. Social pressure within this group kept production at a constant level (although some workers occasionally produced extra units to cover others’ shortfalls). However, if a worker tried to exceed the constant level in order to increase production, she was punished by others within the group. This process, called â€Å"binging,† involved a physical hit on the arm of the â€Å"offender† by an â€Å"enforcer† (Roethlisberger and Dickson 422). The Hawthorne Effect Thanks to these experiments, the term â€Å"Hawthorne Effect† was coined. Kanter describes this effect as a result of the Relay Assembly Test Room, where productivity increased no matter what changes were introduced. â€Å"In one experiment, a team of women workers was given a separate work area where their production would be measured while a variety of environmental conditions, such as lighting and rest breaks, were varied. Productivity tended to [increase] regardless of the changes that were made to physical conditions. â€Å"One conclusion was that being singled out to be in a high-visibility experiment was highly motivating in and of itself; calling this the Hawthorne Effect was, in part, a way of dismissing the claims made by new ‘human relations’ programs, arguing instead that any change involving [some] increased management attention and special treatment would have positive effects for a little while† (Kanter 409). Kanter simplifies this explanation, saying it was due to â€Å"the excitement of getting involved and making an impact† (Kanter 242). Controlling the Hawthorne Effect The key message is that, when evaluating a safety program, one must make sure the mere process of being evaluated is not the reason a measured characteristic changes from baseline measurements. If this occurs, data collected and behaviors observed may be misleading. Or, if, for example, several workers-are told they have been chosen to test a new safety-related process, will institution of the process itself lead to better performance, or will the workers be motivated to perform simply due to their participation in the experience? To minimize this effect, control groups should be established. By having two groups â€Å"participate† in the activity, the true effect of the different stimuli can be better determined. For example, Latham and Locke discussed an experiment through which a wood products company attempted to examine the value of goalsetting as it relates to increased production. One work crew was selected to strive toward specific production goals, while another crew, a control group, was told the experiment was designed to assess the effect of absenteeism on production (Latham and Locke 400-401). â€Å"To control for the Hawthorne Effect, we made an equal number of visits to the control group and the training group† (Latham and Locke 401). In other words, both groups received equal attention, so both had similar reason to be motivated by participation. Result: Test group was more successful than control group.

Woman in the work place Essay Example | Topics and Well Written Essays - 1500 words

Woman in the work place - Essay Example Often women have to assume dual personalities in order to get ahead – one for the office and the other for the home. At the office, she has to be assertive and in clear command, to a certain extent, also shrewd and manipulative, to get what she wants, but at the home, she has to be demure, obedient and dutiful, subservient to the wishes of others. The different roles assigned to women to support themselves and their families have enhanced their potential and also made them stronger and determined individuals, coping to succeed in a male dominated world. And their ability to finish projects on time have made women make.† (Gomez, Armando). The reasons why women make more progress than men is because they have the right attitude to work and interpersonal relationships and would rather avoid arguments and heated discussion, rather than try to win them. Besides, they take their jobs more seriously then men and excel in producing quality work within targeted time and lower bud gets. Unlike men, they do not nurse bruised egos and are generally well-informed about relevant matters concerning the corporate matters while striving for excellence in chosen assignments. There are distinctive personality traits between men and women which need to be understood in its correct perspective. Although women may deny gender discrimination and sexual harassment, the fact that this is a reality cannot be denied.† Violence against women can occur on the job. Employers need to be concerned about their responsibility to maintain safe work sites.† (Strategic Employer Responses to Domestic Violence. A Crucial Human Resource Challenge). In a survey conducted in US, 50 % of the women in the age group of 35-49 admitted that they were the subject of gender discrimination and 40 % admitted to have faced sexual harassment at their work place. (Gomez, Armando). It is felt that discrimination exists among the

The Way We Were (1973) Essay Example | Topics and Well Written Essays - 500 words

The Way We Were (1973) - Essay Example Love of literature and love of political affairs, apparently, are two distinct worlds with which Morosky and Gardner are especially drawn as lovers who struggle to resolve huge differences yet find themselves growing apart and wearied by human nature of holding on to individual professions and sense of individualism. â€Å"The Way We Were† emerges to embody a film that demonstrates how complex dimensions of history and philosophical culture of arguments may give birth to love which later finds itself walking out of the conflict with which it is built. At the onset, it is rather less difficult to assume possibility that forces of attraction could govern between Katie and Hubbell as college students of the 30s who initiate with the point of gaining interest over something peculiar or strange given that it is normal for their youth to understand complements as well as the tendencies of fascination and fondness attached with them. So, basically, this is the type of setting that prevails as a typical WASP encounters a Young Communist League member as if two distinct worlds settle to satisfy curiosities of each other in the hope of discovering further wonders that are established by the opposites. Hence, the way each one is becomes an object of consideration for the other to the extent that in the real time of love, individual temperaments are set aside. Certainly, this stage must take place in a film that is expected to justify its romantic theme, thus, with some degree of success Katie and Hubbell necessitates a formal bond. Beyond marriage, however, remains a question of intrinsic priority and stronger yearning to proceed with the essentials left behind without proper closure. In the story, Gardner could not help the desire to become a Hollywood screenwriter for which Morosky expresses fervent disagreement. Eventually, the opposites are too sharp to handle, no longer constituting the character that

Mars Global Explorer Essay Example | Topics and Well Written Essays - 500 words

Mars Global Explorer - Essay Example This research paper attempts to find out valid reasons and facts supporting the existing of life on Mars. There have been a host of significant discoveries in the past that have reflected on the idea of existence of life on Mars. Mariner IX (1971) orbited Mars and pointed out at the planet having an active weather system. He observed clouds, odd swirls of cloud that make a cyclone, and even frontal systems. It was assumed that the clouds were thin. But in 2004, Mars Global Surveyor took some high resolution images of the clouds thus enabling it to measure their thickness. To much surprise of the scientists, the thickness revealed that cloud’s inside some of the deep canyons was far more opaque and dense than could be imagined. They also contained triple the amount of water than was initially expected. There also exist evidences about the existence of a vast ocean surrounding the Northern Hemisphere of Mars. In 1999, Mars Global Explorer showed positive evidences of palcomagnetic Islands on Mars, with the bands being about 10 times wider than those found on earth (Garrison 94). A recent surprising announcement is made by Mars Global Explorer that there are chances that water still flows on this planet. Images of Martian cliff were sent back by it that showed streaks similar to the ones found on mountains on earth. It is expected that these rocks have melted ice under the surface that bursts out time and then (Kidger 124). This topic is of interest as one of the major missions of European Mars Express is to use specialized decameter radar – MARSIS – for searching for such underground water bodies. Hydrated minerals have already been discovered on the surface of Mars. The above facts clearly throw light on the better possibilities of existence of life on Mars in the nearby past. There are strong evidences supporting the fact that life still exists on Mars owing to its mild climatic conditions and presence of water on its