Kate Chopin s The Story Of An Hour - 981 Words

There was something coming to her and she was waiting for it, fearfully. What was it? She didn’t know; it was too subtle and elusive to name. But she felt it, creeping out of the sky, reaching toward her through the sounds, the scents, the color that filled the air. Now her bosom rose and fell tumultuously. She was beginning to recognize this thing that was approaching to possess her, and she was striving to beat it back with her will—as powerless as her two white slender hands would have been. Kate Chopin â€Å"The Story of an Hour† (477) The purpose of our entire existence is to create and build a legacy so when we depart this life the ones that we leave behind have something to keep with them. We don’t know the time or the place of when our lives will end on this Earth so every second should be spent cherishing the moments that are created. Life itself doesn’t have a planned setting, the creation process was supposed to be made easy conception, child development, adolescence, adulthood, and death. My first impression of Louis Mallard was her mental and physical stability was deteriorating and the announcement of her husband’s death was the final straw. There’s a turn in the story that we don’t normally see from someone that has been placed in Louis’ position. Although the average person doesn’t choose to be left alone in that moment, Louis chooses to go and sit in quiet. In the window scene, Louis takes an odd turn as she becomes a bit relieved about herShow MoreRelatedKate Chopin s The Story Of An Hour1579 Words   |  7 PagesKate Chopin’s The Story of an Hour written in 1984 is a story of a woman who, through the erroneously reported death of her husband, experienced true freedom. Both tragic and ironic, the story deals with the boundaries imposed on women by society in the nineteenth century. The author Kate Chopin, like the character in her story, had first-hand experience with the male-dominated society of that time and had experienced the death of her husband at a young age. The similarity between Kate Chopin andRead MoreKate Chopin s The Story Of An Hour1336 Words   |  6 Pagessociet y as married women. In the story of an hour, the author, Kate Chopin describes the emotions of a woman who is married and tied down to this oath for the rest of her life. The author uses the ways of the society during that time to construct a story that accurately reflects the feelings of majority of women of that time. The goal of the story is to examine how women were indirectly oppressed during those times. The story of an hour is an interesting short story that begin with telling of a heartRead MoreKate Chopin s Story Of The Hour Essay982 Words   |  4 PagesKate Chopin was an American author who wrote two novels that got published and at least a hundred short stories. In Kate’s short story The Story of the Hour she uses some of her traumatic event that happened in her lifespan in the short story even though it the story is fictional. A lot of her fictions were set in Louisiana and her best-known works focused on the lives of sensitive intelligent women. One-third of Mrs. Chopin’s stories are children’s stories. A lot of Mrs. Chopin’s novels were forgottenRead MoreKate Chopin s Story Of An Hour993 Words   |  4 Pagesfiction intermix in stories because writer’s base their stories of real life experiences and feelings. Kate Chopin largely based her stories off of her own life. Kate Chopin spent her childhood years in an alternative and matriarchal Louisiana town with a family that was unconventional. She challenged her nineteenth century sexist society and used her own life to put strength and feminism into her stories like â€Å"The Storm†, â€Å"Desiree’s Baby† and of course â€Å"The Story of an Hour†. She lived with herRead MoreKate Chopin s The Story Of An Hour1921 Words   |  8 Pagesapproaches. For Kate Chopin, the famous author of â€Å"The Awakening† and â€Å"The Story of an Hour†, her most successful approach was to provide audiences with short stories that proposed meaningful and strong messages. However, Kate Chopin’s powerful feminist images that were present throughout her writing has mostly flaunted Chopin as only a â€Å"pioneering feminist writer,† which has led to other messages Chopin incorporated in her writing into being overlooked. In Kate Chopin’s, â€Å"The Story of an Hour†, the shortRead MoreKate Chopin s The Story Of An Hour1 248 Words   |  5 PagesTam Le Jennifer R. Vacca ENGL 2307 19 September 2014 The Stressful Marriage React in Kate Chopin’s â€Å"The Story of An Hour† Kate Chopin was an American author who majored in short stories mostly in topics related to feminism. Her other works include; â€Å"Bayou Folk† of 1894, â€Å"A Night in Acadia† of 1897, and â€Å"The Storm† of 1898. She created her story entitled â€Å"The Story of an Hour† with the aim of using characterization to show how women behave, and the forces that bind marriages. Her character, LouiseRead MoreKate Chopin s The Story Of An Hour1488 Words   |  6 PagesKate Chopin’s â€Å"The Story of An Hour† was published in 1894 in Vogue, during a time when women do not have any legal rights. They have low education level and have no opportunity to work; what they can do is stay at home and manage the family. All their lives, they rely on their husband. Women at that time do not think about why they should be treated this way; they were being silenced by society. Kate Chopin uses the character Mrs. Mallard as the representative of all women who wants freedom at thatRead MoreKate Chopin s The Story Of An Hour980 Words   |  4 Pagesâ€Å"The Story of an Hour,† Mrs. Mallard is a woman trapped in her own golden cage. Throughout the story, the author, Kate Chopin, shows the true colors of matrimony during that time and what it meant in women’s lives. Women were the only possessions attained after marriage, designated to do house labors and take care of a husband and children. â€Å"The Story of an Hour† by Kate Chopin illustrates that marriage is another manifestation of women’s abdication of liberty once they say â€Å"I do†. â€Å"The Story of anRead MoreKate Chopin s The Story Of An Hour973 Words   |  4 Pagesbe kept on the inside. The problem is that the reason behind the happiness is often forgotten to be analyzed. What was happening behind closed doors? What was the marriage representing? Mrs. Mallard is an important example of this in Kate Chopin’s The Story of an Hour. She just received the news of her husband’s death and is obliged to weep at once. Nevertheless, once she gets away from the pressure of the onlookers, she finds more happiness than sadness in which she cannot fully express outside ofRead MoreKate Chopin s The Story Of An Hour1309 Words   |  6 Pagesdramatically in some areas. For the author of both stories, Kate Chopin, she wanted the reader to get something out of the story. She likes to explore all types of themes in her stories such as, racism, the roles of women, and adultery. With these themes and messages she struggled to have most of her stories published. In many of her stories she passed along these messages through the manner of a marriage. In her short stories â€Å"The Story of an Hour† and â€Å"Desiree s Baby† she showed just how different marriages

Chinese Racism in California Essay - 1887 Words

Chinese Racism in California The Chinese Question When thousands of Chinese migrated to California after the gold rush the presence caused concern and debate from other Californians. This discussion, popularly called the â€Å"Chinese Question,† featured in many of the contemporary accounts of the time. In the American Memory Project’s â€Å"California: As I Saw It† online collection, which preserves books written in California from 1849-1900, this topic is debated, especially in conjunction with the Chinese Exclusion Act. The nine authors selected offer varying analyses on Chinese discrimination and this culminating act. Some give racist explanations, but the majority point towards the perceived economic competition between†¦show more content†¦His recounting is unique because Davis was the son of a Polynesian mother and a Boston ship captain and even though he has an Asian heritage he is still staunchly against the Chinese. In his book he writes about his life as a prosperous merchant i n San Francisco from 1845 until 1909 and details the different governments in California and the issues that Californians faced. He cites several reasons for disliking the Chinese, one is a visit to Chinatown where â€Å"the smell from the filth that surrounded their habitations was so offensive that he [a friend] and I were glad to retreat to the street above us and into the pure air.† Another example is morally tinged and he explains that the Chinese â€Å"presence was demoralizing to the youthful people of the young State.†[2] Unlike Brewer, Davis also gives an economic reason to exclude the Chinese and explains that they â€Å"will, unless they are kept out of the country, in time obtain the control of all branches of business, the same as they have done in Manila.† Which would be a tragedy because â€Å"Their immorality is of the most iniquitous character.†[3] Like Brewer, Davis cites moral reasons to discriminate against the Chinese, but he also asserts that if the Chinese remain they will take over economically. This scare tactic is cited by many of the authors for the desire of people to exclude theShow MoreRelatedâ€Å"The Home Of The Chinese Race Is In Asia, And A Great Future1380 Words   |  6 Pagesthe Chinese race is in Asia, and a great future awaits the Anglo-Saxon branch of humanity upon the continent of North America.† Diplomat Charles Wolcott Brooks, while meeting with the Canadian Royal Commission on Chinese immigration in 1884, Brooks advocated for cooperation between the united states and Canada in preventing Chinese immigration to not only America, but all North America. His rhetoric reflects the deeply institutionalized anti-Chinese racism in the United States. Anti-Chinese racismRead MoreThe Issue Of Simmering California904 Words   |  4 PagesSimmering California In a recent survey by the University of Southern California nearly 75 percent of voter state that â€Å"relations between people of different races were â€Å"good† or â€Å"excellent† in their own neighborhoods† (Abrams). Yet these same participants agree that black men and woman face more discrimination than any other race. Though racial discrimination in California has mitigated considerably over the years it is still a major problem. The peak of racial tensions occurred early on in California’sRead MoreA Different Mirror By Takaki Essay1404 Words   |  6 PagesTakaki’s book, A Different Mirror, offers the multicultural history of the United States. This book provides the reader with the American experience of Native Americans, African Americans, Mexican Americans, Irish Americans, Chinese Americans, Japanese Americans, and Jewish Americans. During this time, America demonstrated manifest destiny and the Master Narrative. They were led by the belief of â€Å"white purity,† which these ethnic groups threatened. America exhibited supremacy over all of these ethnicRead MoreRacism : Racism And Prejudice Essay1435 Words   |  6 Pageslearned about many things, one in particular would be Racism. We have learned about many different types of racism along with examples of racism. Before I go into specific examples of racism that I have learn about in this class, I will first define and explain the differences between racism, prejudice or also known as bias, discrimination, race, and racist so there s a clear understanding of why I picked the specific examples. The definition of racism that we learned in class would be an â€Å"InstitutionalizedRead MoreWho Is An Asian American?1566 Words   |  7 Pagesand culture. Within the Asian ethnicity are races including Chinese, Japanese, Koreans, Filipinos and more. Asian Americans arrived in the United States in the 18th century. The Chinese came to America during the 1850s California gold rush, and it was between forty and sixty years later that the Japanese, Koreans, and, Filipinos began to arrive on the West Coast. After having arrived in America, Asian Americans faced issues like racism, unemployment, being forbidden from schools, denied citizenshipRead MoreGold, A Railway The Length Of A Continent, Progress, And New Beginnings1629 Words   |  7 Pagesthe image of California and the West Coast during the late 1800’s and early 1900’s: the Gilded Age. Consequently, Americans flocked to the West Coast to claim a piece of the prize for their own. But it was not only Americans who heard the story of the wealth of the West. Chinese began to arrive in the 1850’s, but discrimination and racism came too. America was not what the Chinese had been promised or had expected. Poverty, danger, and injustice awaited the Chinese in Am erica. The racism and discriminationRead MoreChinese Exclusion Act and Immigration Problems in the United States1516 Words   |  7 PagesIn 1882 the Chinese Exclusion Act was passed by Congress. This act exiled Chinese laborers from arriving in the United States. This was the first time ever that a specific ethnicity was banned from immigrating to the U.S.A. Racism against the Chinese was strong, so the ban remained for ten years, but was eventually made â€Å"permanent†. However, China soon became a war ally in World War II, so the ban was repealed in 1943. There are many issues concerning immigration and racism that still plague theRead MoreRace As A Social Construct1087 Words   |  5 Pagessociety models all of mankind around the ideal man. This idealism evolved from prejudice and ignorance of another culture and the inability to view another human as equal. The establishment of race and racism can be seen from as early as the Middle Ages through the present. The social construction of racism and the feeling of superiority to people of other ethnicities, have been distinguishably present in European societies as well as America throughout the last several centuries. The beginningsRead MoreInterview : Interview And Interview915 Words   |  4 PagesMak and is a young lady of 26 years living in San Francisco, California with her grandparents, parents, and brother. She graduated from San Francisco State University with a Bachelor of Science in Human Development. She currently works at Kaiser as a Pharmacy Technician. Mak was born in Hong Kong, China and migrated along with her parents to Vancouver, Canada when she was only one-year-old. She later migrated to San Francisco, California when she was just five years old. Both journeys were by planeRead MoreNative Immigrants And The United States957 Words   |  4 PagesCalifornia During the late 1800’s to mid-1900’s was extremely unwelcoming to many of the immigrants including: Japanese, Chinese, Latinos and many other immigrant groups. Early Japanese immigration started around the 1880’s with the Chinese immigrants working in the railroad construction and as contract laborers in the fields. Throughout history many immigrants that migrated to the United States have been the feared by many native born citizens as being a threat to the American Culture and many available

Role of Human Resource Management

Question: Discuss about strategic human resource management. Answer: In the rapid changing environment, strategic human resource management has become an important part of an organization. As Jiang et al. (2012) stated that, in order to retain a sustainable position in the competitive market, a company need to give empowerment to those employees, who have knowledge about organizational strategy. According to Renwick Redman and Maguire (2013), in order to provide empowerment to the employees, a company needs to follow an appropriate strategic human resource management (SHRM) strategy. SHRM approach indicates that employees are the key to a company's competitive advantage. As Buller and McEvoy (2012) mentioned that, present knowledge economy requires employees to contribute their ideas to the management. The management needs to implement those ideas in order to develop an appropriate business strategy. As Renwick, Redman Maguire (2013) stated that, in order to gain a sustainable advantage in the market, a company requires the most active involvement of employees with their organization. According to Alfes et al. (2013) efficient human resource management can increase employee engagement within an organization. Human resource management of an organization has a higher contribution towards formulation, planning and accomplishment of business objectives. In accordance with the business objective, human resource department developed its own objectives and hence affected every aspect of service in the business. In this essay, the identified changes in the role of SHRM have been discussed. There are four key HR elements in the context of hospitality SHRM ha ve been identified and their significance and relevance in the present business context have also been discussed. As Purce (2014) mentioned that, with the increase of competition in the global market of hospitality, the role of HR is changing. Presently human resource management is becoming the strategic partner in a company. There are some additional functions that HR department has to play beyond their administrative roles such as payroll processing (Dries, 2013). At present, managers need to think more widely and broadly how workers can contribute more to organizational success. As Lepak et al. (2012) mentioned that, in previous years HR managers are more focused on the compliance of the role. However, they are now more focused on positive outcomes and results. They observe how employees use their existing skills and knowledge to attain goals. In order to motivate employees, HR managers need to focus on some key aspects such as increasing innovation, flexibility, common goal development, friendly environment, training and recognition (Morgeson et al., 2013). As Lengnick-Hall et al. (2013) stated that, motivation is the key element that helps employees to allocate effort to generate and implement innovative ideas in their work. HR department needs to motivate employees properly to go beyond their designated role. As Chuang Chen and Chuang (2013) mentioned that, organizational culture plays a significant role to increase innovative behaviour. In the hospitality industry, an employee can make show their innovation in the expression and communication process. HR department should develop an organizational culture, the welcomes new strategies and innovative solutions. Employees need to provide empowerment so that they can take their decisions to handle critical conditions. The second major role that SHRM needs to fulfill is the flexibility of workforce. As Alfes et al. (2013) mentioned that flexibility is about employers and employees making changes in their working patterns and practices to fulfill organizationally and business needs. The human resource management of an organization needs to develop effective human resource policies, which will be beneficial to both employers and employees and will develop a positive outcome. As Lengnick-Hall et al. (2013) claimed that, there are two types of flexibility policies can be developed by SHRM department. They are such as formal flexibility and informal flexibility. Formal flexibility policies are the officially approved policies that provide supervisors with the detection to provided flexibility. On the contrary, informal, flexible policies are informal, which are available to only some employees in discretionary basis. It has been found by JP Morgan Chase that 95% of the workers feel motivated to exceed t heir expectation level, where managers are sensitive to personal life and work, which includes informal flexibility (Martn Alczar et al., 2013). On the contrary, 80% employees are able to exceed their expectation level with informal flexibility. In order to develop positive outcome, human resource department of an organization needs to develop friendly working environment (Lengnick-Hall et al., 2013). There are various ways in which HR professionals can develop friend working environment. Management needs to develop a positive attitude towards their employees. The HR department also needs to understand that the positive or negative working environment have an impact on how customers perceive their business (Purce, 2014). They need to treat every employee with respect. HR department needs to listen to all the issues and challenges that employees have to face while giving effective service to the customers in the hospitality industry (Chuang, Chen Chuang, 2013). They need to develop a relationship with their customers beyond professional work. HR department of an organization needs to concentrate on developing an effective team. As Lengnick-Hall et al., (2013) stated that, working together can help a team to achieve the posit ive organizational goal. According to Renwick Redman and Maguire (2013), it is one of the major roles of HR department to build trust within the team. HR department of an organization needs to understand that; employee training is an important part of organizational success. Workers become more efficient and effective if they receive appropriate training. In the case of the hospitality industry, HR department needs to provide communicational and behavioral training. As Lengnick-Hall et al., (2013) stated that, HR Department should provide training to their employees on four basic grounds. New entrants who join the organization need to provide training. As Jiang et al. (2012) mentioned that, providing training to new employees help them to become familiarize with the rule, regulations, missions and vision of a company. Sometimes existing employees are needed to provide training to enhance their knowledge (Lengnick-Hall et al., 2013). Training also helps employees to take responsibilities of higher level, which help them to achieve promotion and recognition. Another important role of SHRM is to recognize hard working employees of an organization. The human resource department needs to develop an appropriate monitoring system, to observe the performance of every individual working in an organization (Renwick, Redman Maguire, 2013). Depending on their performance, HR department needs to identify hardworking and skilled employees. The HR department also needs to reward their employees depending on their performances. They need to provide regular feedback to their employees so that can focus on their personal improvement (Jiang et al., 2012). There are particular challenges that the HR department has to face in the hospitality industry. The major responsibility of the SHRM is to find out appropriate ways to deal with these issues to gain a positive outcome. Presently the hospitality industry is facing some economic fluctuations. For this reason, it has become a tough job for the HR department to reduce employee turnover (Buller McEvoy, 2012). It has been found that managers or supervisors in hotel industry often commit discrimination with their employees depending on their age, gender, sex and religion (Alfes et al., 2013). For example, the hotels of Europe and America do not prefer to hire employees who are Muslim. HR department of the hotel industry needs to understand that, it is an unethical decision to prohibit Muslims to get employment. They need to develop an appropriate monitoring system to restrict any discrimination against their employees. HR department needs to hire employees depending on their qualification, talent and skills rather than their religion, gender or culture (Lengnick-Hall et al., 2013). Further than the fundamental needs for compliance with HR rules and regulation, there are four key HR elements have been analyzed in the context of hospitality SHRM. These four elements are such as selection and placements, job designing, diversity management and compensation and rewards (Martn Alczar et al., 2013). In high performing hotel, each of the four elements is aligned with organizational goals to reflect best practice. These four HR elements are also helpful to enhance employee performance of an organization (Alfes et al., 2013). In order to hire a suitable candidate in an organization, the HR department of an organization needs to gather technical competencies and behavioral competencies of all the applicants. In a case of the hospitality industry, the behavioral competencies of new entrants have to be focused on customer satisfaction. All the needs employees must have appropriate communication skills and behavioral skills. As Purce (2014) stated that, employees must have the ability to show empathy towards the feeling and needs of customers. The HR department also needs to find out those employees can cope up easily with the existing organizational culture of a hotel (Jiang et al., 2012). They need to discuss their corporate culture with new employees on the first day of their joining. As Alfes et al. (2013) stated that, it helps new employees to determine whether they are compatible with the present job environment or not. The second element is about developing effective job design. As Buller and McEvoy (2012) mentioned that, in order to make an effective job design, the HR department needs to put together various elements of jobs. They also need to remember about organizational and individual worker requirements. The HR department also needs to health and safety requirements of employees at the workplace. As Martn Alczar et al. (2013) stated that, in accordance with the job design, the HR department needs to provide necessary training to all the new entrants. For, example, new employees in hotel industry needs to provide communicational and behavioral training. They also need to provide computer training so that they can have basic knowledge on how to store the information of their customers (Martn Alczar et al., 2013). Hotel Marriott developed a paid leadership development training program that give training to university students about various areas such as event planning, engineering, accountant a nd finance, rooms operations, sales and marketing (Martn Alczar et al., 2013). It helps the university students to understand the global scale of Marriot's operation. As Buller and McEvoy (2012) stated that, this training program, helps the trainee to understand the broad portfolio of Hotel Marriot as a global brand. The third element of HR department is related to compensation and reward. As Alfes et al. (2013) mentioned that, HR department needs to develop a rewarding system, where employees can get incentives depending on their performance. HR department should give promotion to their employees depending on their team working capability, responsibility taking ability and ethical behaviour in the workplace. As Martn Alczar et al. (2013) mentioned that, the compensation system includes sharing profit, an incentive for good feedback from the customers, gainsharing. The HR departments also need to develop skill based rewarding systems, where those employees are rewarded who have gain knowledge about new skills and employed them effectively in their work. The fourth and the final element of SHRM are related to diversity management. In the present operations environment, the major factor related to the successful development of business is related to diversity. As Purce (2014) mentioned that, in the previous decade, diversity was indicated as prohibiting discrimination against female employees and minorities at the time of hiring. However, presently the concept of diversity has become wider. Diversity management involves appreciating those innovative ideas that employees bring to the workplace (Martn Alczar et al., 2013). In the case of the hotel industry, the management has to face customers who belong to various cultures and religions. Managing a diverse team from different gender, sex and culture helps a company to come up with innovative ideas to deal with customers who belong to different cultures. In this essay, a discussion has been developed in order to analyze the change of roles of SHRM in the context of the hospitality industry. Previously it was the only role of HR professionals to observe whether employees meet the rule and regulations or not. However, with the increase of competition in the global market, it has become utterly necessary to engage employees more with the business strategy. HR department needs to make sure that all the employees are given communication and behavioral training so that they can communicate effectively with their customers. There are four key elements have been identified related to the operation of HR departments. They are such as selection and placement, adequate job designing, diversity management and compensation and rewards. Reference list Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Chuang, C. H., Chen, S. J., Chuang, C. W. (2013). Human resource management practices and organizational social capital: The role of industrial characteristics.Journal of Business Research,66(5), 678-687. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), pp.73-85. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294. Lengnick-Hall, M. L., Lengnick-Hall, C. A., Rigsbee, C. M. (2013). Strategic human resource management and supply chain orientation.Human Resource Management Review,23(4), pp.366-377. Lepak, D. P., Liao, H., Chung, Y., Harden, E. E. (2012). A conceptual review of human resource management systems in strategic human resource management research.Research in personnel and human resources management,25(1), pp.217-271. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal,20(1), pp.39-49. Morgeson, F. P., Aguinis, H., Waldman, D. A., Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67(1), pp.234-244. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: a review and research agenda.International Journal of Management Reviews,15(1), pp.1-14. Dries, N. (2013). The psychology of talent management: A review and research agenda.Human Resource Management Review,23(4), 272-285.