Describing the Social and Cultural Dimensions in My Organization Essay Example for Free

Describing the Social and Cultural Dimensions in My Organization Essay Social and cultural theories strive to explain how people relate to each other and/or the surrounding environment. Organizational culture represents a common perception held by the organization’s member. This was made explicit when we defined culture as a system of shared meaning. Therefore, those individuals with different backgrounds or at different levels in the organization will tend to describe the organization’s culture in similar terms. Most large organizations have a dominant culture and numerous sets of subcultures. A dominant culture expresses the core values that are shared by a majority of the organization’s members. When we talk about an organization’s culture, we are referring to its dominant culture. It is this macro view of culture that gives an organization its distinct personality. Subcultures tend to develop in large organizations to reflect common problems, situations, or experiences that members face. These subcultures are likely to be defined by department designations and geographical separation. The purchasing department, for example, can have a subculture that is uniquely shared by members of that department. It will include the core values of the dominant culture plus additional values unique to members of the purchasing department. Similarly, an office or unit of the organization that is physically separated from the organization’s main operations may take on a different personality. Again, the core values are essentially retained but modified to reflect the separated unit’s distinct situation. If organizations had no dominant culture and were composed only of numerous subcultures, the value of organizational culture as an independent variable would be significantly lessened because there would be no uniformity in the interpretation of the values that represented appropriate and inappropriate behavior. It is the â€Å"shared meaning† aspect of culture that makes it such a potent device for guiding and shaping values in the cultural behavior. But it is not to be ignored that the reality which many organizations contained also has subcultures that can influence the behavior of their members. The field of sociology focuses on cultures that are ethnically or geographically defined. However, the study of any culture is referred to as â€Å"a group of people who work (or play) together and journey towards a shared meaning and assumption†(Griswold, p.133). Griswold (1994) also shared that â€Å"culture† is one of those words that people use all the time but have trouble defining. Peterson (1979) states that when sociologists talk about culture, they usually mean one of four things: norms, values, beliefs, or expressive symbols. Norms are the way people behave in a given society; values are what people hold dear; beliefs are how people think the universe operates and expressive symbols are representations of the culture. Moreover, Lincoln and Kalleberg (1990) hold that â€Å"the quality of relationships between workers and their co-workers is positively associated with commitment and satisfaction.† If the people within a school do not connect and work together toward a common goal or passion, the culture is said to be stagnant or unproductive. Lincoln and Kalleberg provide three models of organizations. The consensus model holds shared goals and values within an organization that are the norm and dissidence is a problem requiring correction. The cleavage model has distinct groups within an organization that have different interests, especially fault lines that exist between job levels. The fragmentation model shows that are riddled with ambiguity where people hold multiple perspectives. It is plausible that most working environment can fall under all three models or have factions of each model within one department. I am now attached with SMK (P) Methodist, Pulau Pinang as an operational clerk. My services here include the basic operation of the school administration and also involved accounting for the staff and stock inventories in the school. I am under the Ministry of Education and the Jabatan Pelajaran Pulau Pinang. My school consists of 42 academic staff, 8 non-academic staff and 640 students. We have a unique ethnic diversity whereby most of the teachers are Chinese, four Indians and ten Malays. The students are also diversified into the three main ethnicity in Malaysia with minimal number of mixed ethnic students. My Principal is a Chinese lady. Her name is Wong Soon Kee. She is a very fierce and strict head of department. I do not have a very close rapport with her. She does not have very much concern for the teachers as well. It has been a very stressful environment for me and most of the staff here. But, the teachers have been very helpful and understanding to me. They are very friendly and accommodative towards me. At the office, there is a typist and a general worker to assist with my work here. This really helps ease my work and release my pressure of working here. My works is about service conformation of the teachers and support workers, prepare salary and pension worksheets and do the necessaries if there is any changes. My work also involved accounting such as preparing the accounts, paying bills, and bookkeeping. Every month, I have to settle the bill and make orders for items needed by the school. Any bills that I received will have to be settled in 2 weeks time which is a very short dateline for me. However, it is the ethics of the Jabatan Pelajaran Pulau Pinang. We have to abide by the rules set by the upper hands. If I have any meeting by the JPN, I will meet up with my friends from other schools. During this time, we will exchange our experiences about work and how to handle certain situations that arise. It is very useful and helped me a lot to improve my performance to do better than before. Every year, auditors from Jabatan Audit Sekolah will come to school to do auditing on the school accounts. They will take a week to check the accounts and identify whether all the transactions are according to the rules or not. Nevertheless, there will never be a session where they had never found any errors. If we had done a lot of errors, our school will be categorized under â€Å"Audit Bersyarat† and the JPN will send us for a course on how to improve our accounting skills to upgrade our performance. With the teachers’ high spirit and determination to guide the students, the PMR (Penilaian Menengah Rendah/Lower Secondary Assessment) and the SPM (Sijil Pelajaran Malaysia/Malaysian Certificate of Education) results are very encouraging. Most of the students show fortitude and willpower be it in their academic or co-curricular activities. All these achievements had helped them to be successful and quite a number of them had furthered their studies abroad. As a conclusion, a social and cultural dimension in an organization is important. It is because, it portrays the relationship between employees in completing their daily tasks and ensuring that the tasks are done well with high quality. Culture Beginnings and the Impact of Founders as Leaders spring from three sources: 1. beliefs, values, and assumptions of founders

Every organization has its own culture and belief

Every organization has its own culture and belief Introduction Every organization has its own culture. Every culture consists the expectations related to behavior. These norms and values are not in writing but it tell employees the way things really are. Perception of all the persons in business from chief executive to the lowest rank is influenced by these norms. Employees of any organization contribute to the success or failure of the organization; follow the norms by supporting and accepting them. Organization culture Corporate culture is the combination of shared values, norms and beliefs that give meaning to the persons of an organization and provide them with the rules for behavior in the organization. Organization culture is concerned with how employees concerned with six basic features such as individual, autonomy, structure, consideration, conflict and structure. Every organization explains in its own way what it means by culture. Some of them called it ethos, core, manner, ideology, philosophy, roots, style, vision, patterns and the way and the purpose. Constituents of the culture Organization culture is made up of tow dimensions Guiding beliefs Daily beliefs Guiding beliefs there are external beliefs relating to how to compete and how to direct the business and also there are internal beliefs relating to how to manage, how to direct the business. The philosophical foundation of every organization is built with these roots and principles. These roots and principles are held as universal truths and are enough to accommodate any variety of circumstances. Daily beliefs are those rules and feelings that are related to everyday behavior. They are dynamic, situational and change to meet circumstances. Functions of organization culture Today organization can not neglect its human side. Employees of the organizations are the real fortune maker of the organization who play a great role in making the organizations strong and growing unit. It is necessary for organization to develop an organization identity and to nurture the spirit of oneness .organization culture performs four different types of functions. Desired behavioral pattern Employees must learn to behave according to basic organizations philosophy. And they should understand their surroundings. Collective commitment Organization culture is the result of team efforts. Culture is that visible bond of feelings and emotions that ties the employees at all the levels to develop collective commitment. The fooling of organizational identity Good Organization culture has ability to attract develop and keep talented people. Organization can not grow without strong commitment of its employees. Socialization of members The organization must uniformly develop system of promotions, remuneration and behavior patterns which can socialize the employees without any conflicts between them. DIAGNOSING AND CHANGING ORGANISATIONAL CULTURE: BASED ON COMPETING VALUES EMPLOYEE MORALE It is the relationship that a particular employee or a group of employees have for their work and for their organizations they work for. If there is high employee morale means employees are happy and this is also reflective in the kind of job they do. On the other hand if there is low employee morale it will result in low productivity and pessimism in employees. It is important for all the organizations to make continually efforts to keep morale high. Significance Employees morale is a part of workforce culture. When there is high employee morale employees are happy, they become more efficient because they enjoy their work. It is important that employees do not feel overload and burdened by their job. Develop Better communication always improves employee morale. Encouraging employees to communicate their ideas and thoughts effectively will result in better understanding of each other. This also helps in developing the leadership styles in employees and teaching the employees how to be assertive. Top management should also talk sincerely to their employees and staff and build a solution to resolve the issues among the employees. Effects If there is high employee morale then it shall result in effective team. A supportive environment helps employees to work effectively and share their ideas without fear of being ridiculed. High morale is also an induction of job satisfaction. Employees should also be forward in asking for help and support of any kind in an organization. Considerations Human resource department helps a lot in improving the employees morale by participating in various activities and events that would help in raising the employees morale. Team building exercises play a great role because when employees work in harmony in teams , they tend to help each other. Expert insight The best way to improve high morale is to reward the hard work of employees. An employee may sometimes feel overloaded with the amount of work he needs to be done and could start of thinking the value of the work comparing the amount of pay he receives. When employees feel that they would appreciated then they shall more likely to want to shoe their skills and contribute more. Impact of organization culture on employees morale The nature of organization culture that exists in the company decides the degree to which the desired results from the employees are obtained. The perception of members about the organization usually determines that type of the organization culture. An organization culture consists of two components The primary value of the organization The existing systems and styles of management These two components mainly determine the degree to which the desired results shall obtained from the employees. The value systems of the employees indicate the direction in which the employees originations are likely to move in the future. A strong culture is the lover for guiding behavior of employees. It helps employees to do their job better. Organization culture can be stated in following five features Conflict Consideration Organizational structure Individual autonomy Reward for the employees The essence of the organization culture is mainly concerned with how workers perceive each of the five features stated above whether positive or negative. A system of informal rules can be necessary for an effective culture that spells out how employees in organizations are behaving most of the time. It also enables people to feel better about what they have done, so that they are more likely to work harder. It provides a sense of common direction and rules for day to day activities. If organization culture is such that they give reward and appreciate the employees for their work done then there will be an high employees morale in an organization. Most of the people thrive on feeling appreciated. Every organization can improve employee morale by showing appreciation in simple ways such as rewarding employees by saying well done and than you for the good work. Psychological research shows that atmosphere greatly and also directly affects the employees morale and motivation level. Providing comfortably and aesthetically pleasing furniture is one way to motivate people. Lighting flowers and artwork can be the method help improve employee morale. If in the organization employers are friendly and interested in employees then there will be high employee morale sincere query and a warm smile shall help in motivating employees. Every organization must encourage social interaction between employees and must resolve conflicts immediately to improve the employee morale. Social events such as picnics and softball or baseball games can create a sense of belongingness between employees. Social interactions help in positively influences the cooperation about coming to work everyday. On the other hand if there are no interactions then such situation of isolation can cause depression and a lack of motivation. Providing a pleasant atmosphere is sometimes not possible like in factories and repair shops. In these types of environments offering a proper relaxation time period and a break room helps to improve motivation level. In any work environment, safe and comfortable conditions raise employee morale by providing a reasonable sense of security. There are many issues that stems from practices embedded within in an organization culture affecting employee morale and productivity. These include Little or no accountability Employees need to know that mistakes may count for learning instead of punishing criminals for repeat offenses. Leadership not serving as examples Today some leaders are ruthless, demeaning and narcissists. Leaders need to act always in harmony and ensure equal treatment of all like the organizational culture in McDonalds and FedEx. Departmental infighting Companies are in business for one reason: to create clients. End the fighting and focus on the most vital asset. When the fighting ends perhaps harmony shall arrive. Career planning and succession planning is null Most of the CEOs and senior managers join an organization from competitive industries and companies. In the organization there is null career planning then there will be very less employee morale and the motivation level. How employees morale benefits your business? If compared to employees who are motivated with disengaged workers we shall find that disengaged workers do their work less efficiently, miss more workdays and also cost organization thousands of dollar due to loss of productivity. Keeping the employees motivated and high morale is one the best way you can maintain the productive workforce. For getting employees and to feel connected to the company, managers must ensure that employees clearly understand their roles. Managers must provide good training and continuous feedback to ensure high motivation level of employees. High morale of employees shows the setting of high standards and shows commitment toward the organization. When it comes to things like customer service and quality then act in such a manner that consistent with what you demand from your employees. Make employees feel valued and connected by asking for their feedback and suggestions and giving them room to make decisions by involving employees as equal members of your team. If the organization promotes policies that support employees in taking action to resolve issues then there will be less wastage of time and energy that will no doubt shall effects the organization productivity Direct relationship between employees morale and organization culture Therefore to have a high employee morale there must be favorable organization culture. There are some of the pointers to improve the organization culture Say thank you often and sincerely face to face. Offer the options to the employees to come an hour late on Monday mornings or leaving the employees an hour early on Friday afternoons when possible. Employers must take time to meet with employees one at a time. Acknowledge special events either through cards, meetings ad news letters. Encourage a sense of ownership in work. Publicly appreciate hard work and an initiative on the company bulletin board, in the news letters and board meetings. Suggestions for high employees morale With the helps of survey determine what motivates employees. Gauge the areas in career development, recognition and rewards, status, task accomplishment activities, leadership, and praise, problem solving achievement and guiding others. Communicate with employees about how companys basic goals, vision and mission connect to individuals employee goals. Set up a display about the employees proudest moments. Create such environment that expresses concern for employees. Allow time to the employees at the beginning of the shift so that they can review past and ongoing goals. Instill a sense of confidence and encouragement in the companys ability to provide resources to employees for succeed. Highlight the accomplishments and success stories of employees. Use themed apparel and a casual dress day to promote a sense of tea spirit. Provide a relaxation breaks and pictures of great vacation or picnics as rewards for group achievements. Encourage them to start book clubs, craft circles and other activities that they can share with co-workers. Organization must also promote open communication system in work environment. Employees who are dedicated to the companys future and goals instinctively work towards accomplishing their goals. Employers should model the behavior which they want to seek in the employees. Leaders need to be enthusiastic and confident about companys goals and vision. Encourage the staff to be proactive problem solves and welcome their contributions. Help them in identifying the challenges and encourage work together to overcome obstacles and explain how to maintain individual success. Respect their personal lives If manages are putting so many hours in the work, everything else is probably suffering. It can be highly motivating to show concern about a managers life outside work. Occasionally talk about life Organization need to set aside time for one-on-one meetings, to talk about managers career development and personal agenda. Create closure One the major reasons that their work is never done, no matter how many hours they put in, employees get to finish their project but the manager comes back to the same desk every morning. Tips and warnings Morale is the responsibility of every organization. In the end, employees are responsible for the value the place on morale Be creative in conveying the importance of morale by coming up with new ways to create an exciting place to work. Print posters with inspirational sayings and place them in highly visible areas. Do not focus all your efforts on negative and non motivated employees. If accountable, their actions eventually cause them to improve or leave. Balance self motivation with company motivation to improve morale. GOOGLES ORGANISATION CULTURE Google has one of the interesting organizational cultures. They are one of the top among 100 companies to work for according to fortune (2008).it is one of the most fastest and useful web searches around the world. Google strives to have the reliable search engine in order to accomplish this Google hires employees that are the best in their technological field. Google rewards the hard work of their employees with an extremely relaxed workforce that encourages creativity through gun activities such as office picnics, roller hockey, and softball and through a casual dress code. Google also provide the services of gym and massage inside the company building Google build such loyalty with their employees that many of the employees see each other and Google management as a family. In Google, there is an emphasis on team achievements and pride in individual accomplishments that contribute to the companys overall success. Googles group orientation is the primary feature of its culture. It encourages its employees to work and also play together so that a family bond is formed. Googles culture is the combination of various things such as ethical, customer-responsive an d spiritual. Its employees are encouraged to be creative in problem solving which sometimes calls for risk taking. Googles employees are allowed an enough freedom so that they do not take it for granted and this keeps them on ethical ground. The also have a sense of team rather than self so this encourage them to work together to achieve organizations goals. Googles employees understand that thinking out of the box is what they are known for so they go beyond others would do to satisfy a customer need while maintaining company values. This out of the box type of organization puts the company into the spiritual type of organization. They are also encouraged to have fun with their job. Google has a unique and comfortable way of conducting business that appeals too many. It is a give take relationship both sides get something out of it. Googles culture is of such a sort that creates individuals a desire and the motivation to stay with the company. Thus, we can say that Googles culture is very strong. It hires people that embody their companys values and feel the same intense desire. This desire allows the companys employees to work towards the same goals and intensifies the bond the share. Google receives 1300 applications a day and tends to have a low turn over rate. Conclusion The top management of every company should involve in the process of developing right organization culture. Also it is not only the responsibility if human resource department. And why not after all the companys culture has a major impact on employee morale and productivity. However, there are many companies who view their organizational culture only as a recruitment tool and element in employee motivation and communications. But now focus is shifting and organizations are now realizing that an effective culture engages employees at a fundamental level, and translates that engagement into high performance. Culture helps the every organization to accomplish what it desires to achieve. The organization culture as a management tool has great motivating impact to motivate employees to improve their own organizational performance.

Endosymbiosis Essay -- Biology Biological Papers

Endosymbiosis Endosymbiosis is the theory that eukaryotic cells were formed when a prokaryotic cell ingested some aerobic bacteria. The first step of the evolution of a eukaryotic cell is the infolding of the cellular membrane. This process takes place when the plasma membrane folds inwards and develops an envelope around a smaller prokaryotic cell. Once the smaller cell is engulfed, it becomes dependent upon its host cell. It relies on the host cell for organic molecules and inorganic compounds. However, the host cell also benefits because it has an increased output of ATP for cellular activities and becomes more productive. This ATP comes from the mitochondrion (the aerobe) that is engulfed. All eukaryotic cells contain the mitochondrion that is made through this process. However, only some of the eukaryotic cells (plant cells) form chloroplasts through endosymbiosis after the mitochondrion is formed. Some of the prokaryotic cells ingest cyanobacteria. These bacteria contain photosynthetic pigments that are useful in photosynthesis. The cyanobacteria become dependent upon the host cell and can no longer survive on its own. Over time, it becomes the chloroplast, a main organelle of plant cells. The chloroplast is then able to convert energy from the sun to energy-rich sugar molecules which are then converted to chemical energy in the form of ATP. (1) The evidence for endosymbiosis is most prevalent in the mitochondria and chloroplasts of cells. The ribosomes of mitochondria and chloroplasts resemble that of prokaryotic ribosomes because of their similar size, 70s. Mitochondria, chloroplasts, and prokaryotes all divide by binary fission. The genome of mitochondria and chloroplasts most resemble prokaryot... ...he nucleus as well. In conclusion, the nucleus is an endosymbiont of bacteria and archaea. The host cell most likely did not come from the bacteria. The host cell, chronocyte, was not a prokaryotic cell but one that had a cytoskeleton composed of actin and tubulin and a complex membrane system. The chronocyte contributed to the end product that is the euaryotic cell. Its contributions were the cytoskeleton, endoplasmic reticulum, Golgi apparatus, and major intracellular control systems. (3) References 1) Prescott, Lansing. Microbiology: 6th Edition. McGraw Hill: Boston. 2002. 2) Microbe Ecology: Lecture 18. http://jan.ucc.nau.edu/~bah/BIO471/Lecture18/Lecture18.html. Accessed via Internet: 26 November 2004. 3) Hartman, Hyman, and Fedorov, Alexei. The Origin of the eukaryotic cell: A genomic investigation. 5 February 2002.

Essay on the Moon in the Works of William Shakespeare :: Biography Biographies Essays

The Motif of the Moon in the Works of Shakespeare  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the paper, "The Hounds of Love: A Midsummer Nights' Dream, it is suggested that Shakespeare borrowed heavily from Chaucer's "Knight's Tale" to the extent that Shakespeare dramatized the image drawn in Chaucer of Diana, the moon goddess, with the hounds of love about her feet--Lysander and Demetrius behaving like the hounds of love in A Midsummer Night's Dream. While Shakespeare "creates unity of atmosphere [in Midsummer Night's Dream] chiefly by flooding the play with moonlight" (Schanzer 29), he also--by frequency of allusions to similar cyclical motifs (Moon, Diana, Wheel of Fortune)--creates an overall atmosphere, or structure, to many of his other plays. Northrup Frye's thesis--that the comedies have a cyclical pattern of the characters who depart from the city to the forest then return to the city recovered from the madness that occurred in the forest (see class handout)--can be applied to many of the other plays. But one must look beyond the locality of the characters (as Fr ye does) to note the frequent allusions to Diana, the Roman personification of the moon, and the similar allusion to the Wheel of Fortune. What does the Wheel of Fortune have to do with Diana? Shakespeare considered both of them to be much the same. Both have a cyclical nature: the moon waxes and wanes just like Fortune waxes and wanes. The motif of both figures in Shakespeare's plays reveals his belief that the moon is a symbol of the fickleness and changeability of fortune and luck, at once an omen and a blessing, and the result of the changeability of the moon/Wheel is the character's madness, leading to the audience's laughter (as in A Midsummer Night's Dream and Much Ado About Nothing) or catharsis (as in King Lear, Macbeth, or Hamlet). Diana figures mostly in the comedies, the most blatant example in A Midsummer Night's Dream. Shakespeare begins with Theseus vocalizing his desire that the moon should change, a symbol for his impatience for the wedding:   Four happy days bring in Another moon; but O, methinks, how slow This old moon wanes! (1.1.2-4) The old moon is own aging self that shall be renewed by his marriage just as the moon passes through its cycle to eventually become a new full moon. It is under the auspices of the changing moon that overlooks the forest that the madness of all of the characters ensue.

David Merrill’s Component Display Theory :: Teaching Education Essays

David Merrill’s Component Display Theory Introduction David Merrill’s Component Display Theory is based primarily on the same assumptions as Robert Gagne’s Events of Instruction. They both agree that different types of learning require different types of procedures for teaching as well as different types of assessment means. However, the component display theory is primarily concerned with teaching individual concepts and arranges instruction to provide learner control (Braxton, Bronico, and Looms, 1). What is the Component Display Theory? The component display theory is design strategy for designing instruction. It focuses on a single idea or objective at a time. It is used mostly after a task analysis has been performed (Anglin, 1995). The component display theory provides a list of prescriptions for designing instruction for different kinds of instructional outcomes. The component display theory is a type of analysis that emphasizes on different components of instruction for different types of instructional goals. The component display theory is an attempt to create the best combination of instructional strategies to produce a particular learning outcome (Reigeluth, 1999). The component display theory is divided into two parts: content and performance. The content dimension is comprised of facts, concepts, procedures, and principles. The performance dimension is comprised of remembering, using, finding, and generalities. (Merrill, 1). The different dimensions of the component display theory are related in a matrix format. The component display theory is used to design an instructional strategy. The first step is to identify the performance level and content classification. This is accomplished by comparing the instructional objective with the content classification. The second step is to examine the primary presentation forms. The four primary presentation forms are rules, examples, recall and practice. Depending on the performance level desired and then content classification, a different performance presentation is preferred. This also includes determining the practice requirements. Rules: expository presentation of a generality Examples: expository presentation of instances Recall: inquisitory generality Practice: inquisitory instance *Definition Source: Merrill The third step is to examine the secondary presentation forms. The secondary presentation forms include prerequisites, objectives, helps, mnemonics, and feedback. These "outline specific considerations which enable students to acquire the concepts more effectively" (Anderton, Parry, Twitchell, 1990). They are also more elaborative and supply more information than the primary presentation forms. The three steps above provide a guideline for constructing an instructional design strategy. However, each step of this design process will involve different variables and constraints depending on the type of instruction being designed.

Blanche’s Madness Essay

Blanche DuBois in Tennesse William’s A Streetcar Named Desire suffers from living in a culture dominated by men, the human condition of desire and the insecurity and madness that follow; sexuality and her self-pressure to maintain self worth are the source of her cast off from society. The madness is launched when she loses her money, family, husband, job, and continues to lose her youthful appearance. Blanche’s insanity can be deemed acceptable from the surface because of her losses, but the way in which Blanche handles her situation oozes insecurity and hints that the loss of sanity is inevitable in Blanche; her insecurity stems from her dependence on men and hergluttony to fulfill her whims which escalates to society’s lack of acceptance. A true sign of extreme insecurity in Blanche is her creation of a false, dignified persona based on lies. She builds herself a world of fantasy to escape from the troubles that surround her. A symbol of this in the play is the paper lantern Blanche places over the â€Å"bare lightbulb† (Willaims 42). She tells Stanley â€Å"It’s only a paper moon, just as phony as it can be – but it wouldn’t be make-believe if you believed in me! † (Williams 100). The light bulb of the lamp signifies Blanche’s inner essence and the â€Å"paper moon† is the artificial personality she lays on top of herself. This is mainly in attempts to receive compliments and thus assurance of self from the men around her. She goes so far as to admit she was â€Å"fishing for a compliment† (Williams 89) from Stanley. Blanche’s total inability to reassure herself is a piece in the puzzle of her impending madness, and a sign of the male dominated and run society of the 1950’s. The human condition involves attachment and therefore desire; this is a major factor in Blanche’s regression process that she cannot control. Both Stella and Blanche desire freedom, beauty, love and most of all, sex. To satisfy her desire Blanche puts forth her sexuality. As her regression thickens she festers and does not know â€Å"how much longer [she] can turn the trick† (Williams 79) a fact that propels her insanity. Blanche’s encroaching on the young man and exclaiming â€Å"it would be nice to keep you, but I’ve got to be good—and keep my hands of children† (Williams 84) is one of the ignals of her desire to remain young and relive her teenage bliss, which also propels her downfall. Blanche pines for an escape from the financial and personal woes she has created for herself; the only road she sees to escape is with a man. Blanche uses her sexuality to reassure herself and head for an escape. This is another example of Blanche’s inability to care for herself and to become accepting of her situation without a man in the picture. She says â€Å"I want to deceive him enough to make him—want me†¦Ã¢â‚¬  (Williams 81). This statement from Blanche provides insight on her insecurity and dependence on a man to rescue her. William’s uses a dash and an ellipsis in her statement to create the uncertainty of her speech. Mitch and Blanche are not compatible but Blanch desperately seeks an escape from the difficult circumstances of her life. Even when Blanche is being taken away she refuses to listen to the Matron but says to the male doctor â€Å"I have always depended on the kindness of strangers† (Williams 142). Blanche’s final vision consists of a male taking her to safety—or rescuing her, because she cannot rescue herself. This could be seen as rational, however, because the doctor is a licensed professional and Blanche has suffered through a difficult time. Blanche is in fact shrouded with insecurity and immaturity, but through her the loss of her plantation and job this could be deemed reasonable. She has nothing left in the world, and due to the time period the only way out she sees is with men. While she is floundering between her losses she turns to her sexual desires to keep herself afloat. Blanche could have handled her situation with more grace, but her madness could be seen as reasonable on the surface.

Band of Brothers, Easy Company

The young men of Easy Company were ordinary citizens turned soldiers. Some of them worked in agricultural farms or coalmines. Others lived in the mountain and few were sons of the Deep South. Some came from very poor families while others were raised from the middle class (Gerjevic 2006). These were just few of the brave men who composed the Easy Company, 506th Regiment of the 101st Airborne Division, U. S. Army. In 1942, the Easy Company was created and underwent basic training in Camp Toccoa, Georgia.The training included climbing the Currahee Mountain. They were the young volunteers seeking for thrill, honor, source of income and dreamed of attaining higher level than a draftee. The training was rigid and required great physical effort. After nine months of hard training, they prepared the invasion of Hitler’s fortress (Ambrose, Simon and Schuster 2006). At about 1 a. m. June 6, 1944, came D-Day, they silently smoked, talked in whispers and uttered short prayers as they boa rd the C-47s. Each man was in full battle gear.They were ready to fulfill their delicate mission (Gerjevic 2006). The Band of Brothers successfully did their assigned role in the D-Day invasion where they parachuted into Normandy, overpowered a German defense line on Utah Beach, head the force that entered into Carentan, led the fighting in Holland, captured an area in Bastogne, bravely led the counteroffensive in the Battle of the Bulge and finally overran Hitler’s Eagle’s Nest at Berchtesgaden (Webster 2006). The Easy Company suffered physical as well as mental casualties.Overall, the Band of Brothers successfully made it and they were proclaimed American heroes. The war was a story on how draftee citizen soldiers conquered well-trained German opponent such as the Wehrmach and S. S (Ambrose, Simon and Schuster 2006). The Band of Brothers, Easy Company was born in 1942. Their contribution in the success of America in their three years in the war cannot be underestimat ed. Their courage, endurance and dedication towards the interest of the nation have earned them a place in America’s great history.The Band of Brothers is worthy to be considered as one of the greatest military unit that the United States of America ever had. Work Cited Gerjevic, Sandi, â€Å"Band of Brothers†, accessed December 5, 2006, http://www. sandigerjevic. com/brothers. html Ambrose, Stephen, Simon & Schuster, â€Å"Band of Brothers†, accessed on December 5, 2006, http://www. bookreporter. com/reviews/0671867369. asp Webster, David Kenyon, â€Å"accessed December 5, 2006, http://www. davidkenyonwebster. com/