Symbolism in Edgar Allan Poe's The Masque of the Red Death Essay

Symbolism in Edgar Allan Poe's The Masque of the Red Death - Essay Example Some people would stop reading a cruel story if the writer does not cover his story using symbolic language. In this essay, I intend to illustrate various instances of symbolism portrayed in Allan’s â€Å"The Masque of the Red Death†. A reader of Poe story would ponder about the symbolic language from the time that he or she reads the title of the story. â€Å"The Masque of Red Death†, this title illustrate that Poe has used color to symbolize events in his story. In addition, the name used in the title has a symbolic meaning to reader. Since this is the title of the story and the reader is yet to explore the content of the story. He or she will develop great interest in the story in order to know the deeper meaning of the story and the symbols used by the writer of the story. Poe’s story has three distinct instances in which applications of symbolism appear. The main occurrences are name, number, and color. Poe used color to symbolize emotions, attitude, or feelings of the occurrences in the story. For example, in the story the writer talks of black chamber, which symbolizes death. The writer mentions six other chambers which he gives various colors to illustrate various meaning to the story. ... The red color frightened many characters in the story. The characters tried their best to keep off from the red color because they felt they would bleed to death. It is also important to note that Poe symbolism of color illustrated different moods and meaning to the story. Prince, the chief character in Poe’s story ran through the six chambers at different instances. Notably, each of the six chambers had different colors. This illustrated different moods, which the prince acquired in the story. Human emotions in the story appear to the reader using color. When the prince entered each room, he changed his emotions. It is arguable that in the story, Poe successfully used color to illustrate various stages in life. Red color portrayed a terminal disease, which would eventually lead to the death of the prince as illustrated in the black room. Characters in the story feared red color because they knew it represented a terminal illness that would wipe them from earth. Poe uses numbe r in the story to influence the emotions of the reader. Seven appears as a holy number associated with wonders of the world. Determination of evil in the story is clear as it struggles to destroy the holy number. Probably, the plague of red death occurred in the seventh chamber. In the story, characters are vigilant when it comes to observations of numbers because they knew that each number had a symbolic meaning. As the clock tickled, the characters in the story observed the number that the clock pointed. A change of emotions is evident in their faces in each number that the clock points. At 12 midnight, sad mood engulf the room because red death occurred at this hour. Evidently, life would be good for the characters, as long as the clock hand does not

Sports Scandals in America Essay Example | Topics and Well Written Essays - 250 words

Sports Scandals in America - Essay Example Slide 1 Sports Scandals in America Name of Presenter Instructor University Affiliation Date of Presentation Slide 2 Introduction ï‚ § In American history, sports persons are perceived as above human due to the high esteem accorded to them by fans ï‚ § Whereas athletes are required to be statesmen and women but they end up betraying â€Å"the states trust† accorded to them. This presentation highlights some of the major scandals in the Americans history: Slide 3 National Football League NFL is a multibillion league but the most corrupt and hypocritical in the American history Slide 4 NFL scandals On September 15, 2015, the league suffered a technological hitch leading to the radio call used by match officials being manipulated and hence received wrong instructions Some teams have been forced to play two games within five days. NFL allows player to use NFL branded merchandize and hence raising a lot of unaccounted money Slide 5 Other scandals -Compromising investigations -Domestic violence among players -Bribery to influence the transfer of athletes

Why People Tell Lies Essay Example for Free

Why People Tell Lies Essay Telling a lie is something that seems to come naturally to people. It is usually a tall story used to hide their shortcomings as individuals or hide actual events that may prove to be detrimental to certain situations a person is involved in. When a person lies because of those reasons, he hopes that the person he is telling it to will believe it and forget the situation that currently exists. The reason people lie vary in reason and depends upon the age of the liar. As children, a lie is sometimes part of an over active imagination. As adults, the lies are told to make their lives seem more interesting than it usually is. Or, among friends, a lie is told to protect feelings or secrets. A lie told by a friend to cover up another friend usually builds the â€Å"I got your back† basis of the friendship. Lies told for any reason is unacceptable. There is no such thing a small lie or a white lie. A lie is a lie and it has severe repercussions once it is discovered. Sometimes, a person becomes a congenital liar because he is afraid that people will not like the real him. So he makes up a totally different personality to make him more popular with people. Unfortunately, once the lie is caught, that usually means the end of that relationship. It is said that a person who says he never lies is a liar himself. I would tend to believe that because some people do not even realize they are lying to people anymore. The people around us who are supposed to be our role models, the celebrities, the politicians, even our own parents, lie at certain points during their lives for one reason or another. So how can they expect us to tell the truth all the time when they themselves cannot be bound to it? Lies are also told in order to assert authority. Leadership by fear it is called. An empty threat that nobody is serious about following through on. Basically, people lie simply because it is easier to deal with a lie and tell people what they want to hear instead of telling a truth that would have to be justified in the end. Why People Tell Lies (Final Version) Some people believe that lying is an act that comes naturally to everyone. The reasons for telling a lie is as varied as the imagination of the people telling lies. The recognized reason that people tell lies is because they need to hide certain information or actions that could have a negative after effect on the liar and the people around him once the truth gets out. It is a way of diverting attention from what really transpired in the hopes that the people concerned will no longer be interested in finding out more details about the events as it actually happened. The fact is that people of all ages, race, and ethnicity lie. Children tell lies as part of their cognitive development processes. A lie is an acceptable product of an over active imagination that the child releases through story telling. Adults on the other hand lie for completely different reasons that are deemed unacceptable by proper society. An adult can lie in order to make himself more interesting as a person or to get ahead in the workplace. When among friends, lies are told to protect feelings, or keep secrets of others in order to reinforce the â€Å"trust† factor between friends. In truth, lies, regardless of the reason they are told, are unacceptable in any society. There is no such thing as a harmless, small, or even white lie. There are no innocent lies because once a lie is told, it immediately poses severe repercussions for the liar who will always be discovered n the end. When a person takes to lying in order become a popular and accepted person in social circles and is caught, the lie effectively ends any relationship that existed and creates an irreparable rift among those concerned. I believe that a person who says that he never lies is a liar himself. The images of people who we trusted to tell the truth and yet lie all the time surround us. From the politicians to the Hollywood celebrities we admire, they all seem to lie to the public on a daily basis and expect us to believe everything they say. They make telling a lie a proper and acceptable thing to do in society. How can we be expected to tell the truth to the people around us when we are surrounded daily by liars? Obviously, one of the major reasons that a person tells a lie, as evidenced by the politicians and celebrities is to assert their authority and influence on the impressionable people. When a lie is told, a wrong magically becomes a right. Even our own parents lie during certain instances and they should therefore never hold their kids to telling them the whole truth all the time. Basically, it is easier to tell a lie and deal with covering it up with more lies than it is to tell a truth with justifiable reasons. People seem to accept and deal with lies more easily, that is why people lie.

Psychological Contract And Motivational Problems Management Essay

Psychological Contract And Motivational Problems Management Essay The recent change of management at Wingos incorporating the new mission statements has seen a lot of changes with employees both the managers and non-managers. This report will analyse the current issues at Wingos (Reading Store), what as gone wrong, why it has gone wrong and how to make it better. The acquisition of Wingos by Melrose Plc has brought about a drastic change which has seen a change in the management style. Staffs have embraced this change with resentment and resistance which will be outlined in the report. Some staffs have become disillusioned and left while some had decided to stay and resist the changes and this as seen a great rise in lateness and absenteeism as well as low productivity. The fundamental areas addresses are the psychological contract, motivation and the management problems. This report has been structured in the following way. The first part addressed the issues with the use of relevant theories and research. The second part draw up conclusions on the findings and analysis and finally, the third part of the report suggested some attainable recommendations. One major problem identified with Wingos is the psychological contract. The psychological contract has been broken on both the management and the employees side. According to Robinson, Kraatz, Rosseaus(1994) the psychological contract is an unwritten agreement that exist between employers and their employees, meaning what employers expects from it employees and what the employees expect of their employers (Mullins, 2005). As well as the managers expectation of the staffs such as displaying a positive attitude, be responsive to leadership influence and working diligently, the employees also expects the management to be fair, trustworthy and create opportunities for development (Boddy, 2008). Before the new management started, the staffs dwell on the old psychological contact which is I will work hard for and act with loyalty towards my employer. In return I expect to be retained as an employee provided I do not act against the interests of the organisation. I also expect to be given opportunities for development and promotion should circumstances make this possible. (Torrington et al, 2008). The new Wingos management have broken this psychological contract. Staffs who had joined straight from school and having the impression for a job for life, hoping to stay until retirement and get promoted according to their length of service has seen all of this taken away from them. This has resulted to lack of commitment from staffs as well has lack of motivation. Some of the staffs believe the new management has broken the psychological contract and this can be supported by Parks Kidder (1994) who suggest that when the psychological contract is broken, staff reduce their commitment to the organisation and some of them are less willing than ever to give their all for the good of their organisation. (Cited in www.internationalmta.org). Some staff playing by the old psychological contract became disillusioned and left the organisation whilst some staff decided to stay and resist the changes. This action can be supported by Herriot and Pemberton (1995) where they describe a typical reaction to breach of the psychological contract as to leave to stay or keep your head below parapet, or to stay and take your revenge. Some of the staffs that decided to stay and resist the change can be seen as taking revenge against the management and by doing this, it could lead to de-motivation and can result in low productivity and high absenteeism. B. MOTIVATIONAL PROBLEMS Motivation is one of the major problems Wingos is facing currently. De-motivation has been made obvious by the attitude and behaviours of the staff after the change in management. Motivation is very important to Wingos because there are a lot of potential gain from it such as high productivity, low labour turnover and low absenteeism. It is obvious from the staffs that they are de-motivated seeing from their performance as well as the stores performance. There is evidence that staff had low morale and according to Herzberg 2 factor theory (1959) the staffs wants to have a sense of achievement, and chance of improvement (Mullins, 2005). Staffs come in whenever they want, the shop floor looks generally untidy which reduces productivity and staff are not in agreement. 1. Low Productivity: Less motivated staffs tend to have low productivity. It is evident that the traditional Wingos and the new Wingos have productivity issues. With the traditional Wingos profit had fallen drastically which lead to the new system but despite productivity did not improve. The lack of motivation has resulted in some staff delivering reduced level of productivity. Low productivity could be as a result of various factors. Such factors includes competency (www.team buildinginc.com) that is the staffs from the traditional Wingos had fairly routine work and not particularly challenging, which means they were not really interested in the root of how to carry out their work. And in the new Wingos, conversations with various staffs have made it clear that staffs find it difficult to do their job properly because of general lack of training. Taylor (1911) motivation theory describes how the application of scientific methods to the management of workers could improve productivi ty. (www.netmba.com). He also went ahead to argue that workers need close supervision and control to enjoy there work and they should be given the necessary training in other for them to work efficiently. McGregors (1960) Theory X supports this reaction that workers are viewed as lazy and wish to avoid responsibility (www.tutor2.net). Another factor which can cause low productivity is the productivity standard (www.teambuildinginc.com). It is evident at Wingos that there has been lack of communication between the staff and their line managers and the line managers with their district manager. There are no set standards or clear definition of the standard performance and this could result to de-motivation amongst staff. Locke (1975) supports this reaction to identify this motivation behaviour. According to Lockes goal- setting theory Wingos staffs have been de-motivated because there is no clear goals on what they need to achieve to increase productivity and there is no appropriate f eedback on why there has been decrease in their productivity (Mullins, 2005). 2. Lateness and Absenteeism: Following the acquisition by Melrose Plc and the introduction of new ways of doing things and also the break in the psychological contract, there has been a marked increase in lateness and absenteeism. This lateness and absenteeism increase could be as a result of various factors such as stress. Mitch McCrimmon in his article on How to Manage Absenteeism states that Motivated employees overcome obstacles to make it to work. The key to reducing employee absenteeism is to create a culture where employees want to come to work. (www.suite101.com). He also mentioned that factors such as stress keep staffs away from work because they are not motivated enough to be at work in the first place. Signs and Symptoms of stress within Wingos staffs includes low morale, absenteeism, performance (levels of produce wastage were high), relationship at work (tension and conflict between colleagues) etc. According to Vroom (1964) motivation theory, he believes that all three core concept of his expectancy theory must be met for staffs to be motivated. Currently, staffs at Wingos are not getting the intrinsic rewards they expect such as caring managers. All of this could lead to stress and as a result lateness and absenteeism is common. 3. Lack of Team Spirit: Another problem identified was the lack of team spirit. Staff are not seen to be productive because they are seen working on their own and there was less practiced of team working. The lack of team spirit as seen, as resulted to staff feeling de-motivated and lacking direction. One staff cannot do a teams work and if the team is not working together, individual will become stress which could lead to de-motivation and the task will not be achieved. This can be supported by Adairs model of leadership function that a task needs to be achieved by not one person but a team, the team needs should be met because if not met, an individual will be dissatisfied which could lead to de-motivation and the performance of the task will be impaired (www.teambuilding.co.uk). This therefore suggests that, management has set up teams and has not directed in the right way and therefore leaving the staffs de-motivated. 4. Personality Issues: Huczynski and Buchana(2007) defines personality has The psychological qualities that influence an individuals characteristic behaviour patterns in a stable and distinctive manner. (cited in Armstrong,2009) The differences in an individual can determine what motivates them. Every person is different from every other person in some respects but similar in other respects. As it can be seen with the staffs, some staffs left the company because the psychological contract of promotion was broken while some staff stayed behind to resist the change. C. MANAGEMENT PROBLEMS 1. Leadership Style/Management Structure: One major issue identified is the leadership and management style. About.com 18/11/09 defines leadership as the art of motivating a group of people to act towards achieving a common goal (www.about.com). The current situation in Wingos suggests that there is a fault with the leadership because, rather than the employees getting motivated, they have been de-motivated. According to Carnall (2007) when problems such as low motivation and low morale of employees, conflict between departments as seen amongst full-time and the weekenders and lack of capacity to adapt to changing circumstances as seen with the staffs generally occurs then there is a reason to conclude that the structure of the organisation is poor (Carnall, 2007). It has become obvious that most of the staff in regardless of their working time or days have found the top-down management style oppressive. According to Kotter (1990) Management is more to do with planning, controlling and putting appropriate structures and systems in place while leadership is more to do with anticipating change, coping with change and adopting a visionary stance. (McKenna, E 2001). Before February 2008, the management style that exists was the Laissez- Faire style. Managers provided little or no direction and gives staffs as much freedom as possible. After March 2008, the management adopted the autocratic leadership style. Manages retain as much power and decision making and did not consult staffs or allowed them to give any input. Herzbergs (1966) two factor theory supports this behaviour that before the change, staffs were motivated by the motivators (satisfier) such as chance of promotion, sense of achievement, interest in the job etc. While after the change, with the hygiene factors such as pay, company policy, the kind of supervision etc do not lead to higher levels of motivation but without them there is dissatisfaction (www.accel-team.com). Scholl (1981) claims that pay alone will not motivate an individual (Mullins, 2005). 2. Performance Management System (PMS): The critical factor of bringing this change in to place is to have the right number well trained staff and motivated. As a result of this change, the opposite of the aim was evident. Staffs were easily de-motivated and lost their morale which can be seen as a result of the managers behaviours. The managers assume according to McGregor Theory X (1960) that employees must be threatened with punishment to get them to put in adequate effort at work (Thomson, 2002). The staffs felt the system is unfair and this is as a result of improper use by the managers. This is an evidence of the autocratic leadership style. The managers can be seen not consulting the staffs or allowing them to give any inputs. The system that has been put in place to benefits the company, the managers and the staffs by seeing to the needs and development of staffs has been used improperly. Some studies over the past years shows that this type of leadership could see organisati on having high turnover and absenteeism and this is evident at Wingos. (www.essortment.com) 3. Lack of communication: Wingos has introduced a drastic change following being part of Melrose Plc. The management style had change. There is no evident to suggest that staff were fully enlightened about the new changes introduced. One main complaint identified was that there is lack of communication between employees and the management and even within the managers and the next level up. 4. Lack of training: Staffs had not been properly trained on the new changes and this has reduced their output and not able to do their jobs properly. CONCLUSION The analysis and findings concludes that staffs have become de-motivated as a result of the drastic change in the management and leadership style. The change has caused insecurity amongst the staffs such as staffs leaving and some staying back to resist the change. Psychological contract as been broken and which has seen some staff left the company and there has been low productivity. This is supported by Parks Kidder (1994). Managers had used tools such as Performance Management System which is supposed to motivate staff to de-motivate them. There has been lack of communication which has resulted to staffs being resentful and resisting change. All this issues needs to be addressed for the company to be successful. If not resolved, there could be a further decrease in productivity, increase in absenteeism and staff loss to competitors. In other for all of this to be resolved, there are key areas that need to be addressed, such as the psychological contract, motivation of staffs and the management style. RECOMMENDATION Psychological Contract Due to the fact that, the psychological contract is perceived to have been broken, a new contract should therefore be established. Rousseau and Greller (1994) describe the psychological contract as a contract that encompasses the actions employees believe are expected of them and what response they expect in return from the employer.'(Cited in www.gowerpublishing.com). The only way for staffs to be aware of the actions expected of them by the management and what response they expect in return from the management is by undertaking a staff survey, to be completed by both staffs and managers. This should help identify the expectation from both staff and could help understand the new contract. Effective Change For an organisation to be successful when carrying out changes, there are three necessary conditions to be met which includes awareness, capability and inclusion (Carnall, C). It is important for staff to be aware of the changes that are going to take place in any organisation because according to Mayo (1949), he concluded that workers are best motivated when there is better communication between them and their managers. (www.tutor2u.net). As well as communicating with staffs, if they are included in the decision making, they are more likely to accept change. Staffs also need to be capable and be sure they know what is required of them and this can only be effective if staffs are given adequate training. Therefore, it is recommended that staffs should be well informed by having regular meetings with their line managers (this can bridge the gap between the full-time staffs and the weekenders and also create good team spirit), staffs should be well trained in other for them to do their jobs accurately and should be involved with decision making by creating suggestion boxes and implementing some of the suggestions. And if a suggestion is used, the staff should be rewarded. Employee Appraisal It is recommended that, the management re-visit the PMS which is to see to employee appraisal rather than punishment. Staffs needs to understand why the PMS has been put into place and what benefits are available for them in it. Staffs have different personality and are diverse in their own way and managers needs to understand the individual needs of their staffs. Following a staff appraisal, knowing that the managers are aware of their personal needs and goals, they will tend to be more motivated, and in return there will be high productivity, high labour turnover and staff retention. Relationship The managers should develop an interest in their staffs by getting to know them, their way of life and their families. According to a CIPD survey, a good relationship between employees and line manager is the most important factor for motivating staff and establishing a positive psychological contract (Thomson, 2002). The staff appraisal can also build the relation between the staff and their managers. One of the benefits of appraisals is that, staffs experience improved relationship with their managers and vice versa (Thompson, 2002). This recommendation can help build the gap between the workforce by creating a good team spirit. Monitoring Absence Staffs sickness absence should be monitored. It is recommended that line managers should interview staffs when they return back to work to identify the reason for their sickness. And if the sickness is work related, managers should ensure that the situation is dealt with appropriately. Management Training The type of leadership style recommended at Wingos is the Democratic style. Before February 2008, the type of leadership practiced was the Lassie Faize style which saw the company going down. After March 2008, the new management introduce the autocratic style which saw staff de-motivated and some staff left the company. Introducing the democratic leadership style, will increase motivation amongst staff and staffs will support the vision of the company and the company generally will see growth. Therefore, all managers should be trained on how to motivate their staffs and learn the approach of the democratic or participative leadership style. Although this is a good recommendation as it will see increase in staff inputs towards Wingos, however cost of training should be considered. Exit Interviews Retention of employees should be addressed by interviewing staffs before they leave to identify why they are leaving. If the reason for leaving is given, it should be dealt with in a positive way and it should be treated discreetly. Although some staffs may choose not to disclose their actual reason of leaving, it is highly recommended that manager doing the exit interview should not be well known to the staff leaving. This is because staffs tend to open up more when they are in a neutral environment.

Essays --

Laser treatment is being employed for several applications including wound healing, bone repair, pain-relief, etc. The basic principle of laser therapy relies on the absorption of photonic energy by molecular photoacceptors (chromophores), leading to a photochemical reaction. This photochemical reaction results in the generation of Reactive Oxygen Species (ROS) and heat, which are known to play a crucial role in laser-induced damage. This study explores the role of specific heat in affecting laser-induced damage. By using the formula, H = msÃŽ ¸ (H being Heat, M being Mass; S being Specific heat, and ÃŽ ¸ being change in temperature), it was speculated that a change in specific heat would affect rise in temperature and hence cytotoxicity induced by the laser. Therefore, the specific heat of different solutions was measured using a calorimeter-like setup. Once the specific heat of different solutions was determined, cells (HaCaT, Human Skin Epithelial Cells and NOKSI, Normal Oral Keratinocytes) were treated with solutions of varying specific heat capacities and assessed in laser damage. It was observed that in lowering the specific heat by using various cell culture solutions, there is a sharp increase in temperature at lower laser doses, leading to increased damage to cells. Further, a robotic arm is being assembled to characterize the heat dispersion during clinical therapy, with the aim of mimicking manual operator hand motions and helping simulate clinical therapy in further lab experiments. INTRODUCTION There are three primary phases of wound healing—inflammation, tissue formation, and tissue regeneration. It is a dynamic, interactive process involving soluble mediators, blood cells, extracellular matrix, and parenchymal cel... ...of glycerol is indeed cytotoxic. When treating the cells with a 1.7W laser, the 10% FBS solution proved to be the most effective in preserving cell viability, due to its high specific heat capacity. Future goals of this experiment will strive to determine whether the laser-induced killing is through heat, Reactive Oxygen Species (ROS) generation, or some other factor. In Aim 2, we were able to capture the precise clinical operator movements in multiple dimensions using the precision 6-axis sensor. We recently completed construction of our robotic arm and are in the process of programming using the clinical data captured with the sensor. This robotic arm concept is expected to greatly stabilize the laser motions, and will certainly be a beneficial and revolutionary application in not only lab experiments, but also experiments dealing with animals, such as mice.

Kung Bushman Essay -- essays research papers

The !Kung Bushman Most contemporary foraging groups, such as the !Kung and other Bushman tribes, are viewed as a â€Å"primitive† people. Some have even gone as far to say that they are â€Å"the last representatives of the stone age.† While it is true that these people have the most similar culture to what we believe primitive persons to have had, the analogies they can provide us with the people of the past are very inaccurate. These comparisons are so unrivaled due to factors such as time and the wrong sense of view many people have on them. Another reason that we cannot compare the !Kung of today to the people of the past is because they are now advancing in society with the use of technology. I believe that the !Kung tribe is not comparable to the early people of their culture and that they are just the same as us minus our technology, which in no way makes them ‘primitive’ people. First of all, every culture varies in traditions over time. According to Shostak, it is t rue that the !Kung people still have traditions that have been passed down for hundreds of generations such as their poison arrows, their trance ritual, their wide knowledge of over five hundred species of plants and animals—knowing which are edible, harmful, cosmetic, and medical. Who are we to say that these traditions have not been altered in the past ten thousand years? Howell declares that the !Kung were a very studied group including their language, culture, and economic organization. Although they have been extensively studied, Howell also proclaims, â€Å"It is surely illegitimate to use them as though they are the prototypical hunter-gatherers, knowledge of whom tells us all we need to know in order to apply the ethnographic analogy to models of prehistoric life.† Wild, maniac, unsophisticated, uneducated, vulgar†¦these are all words that come to mind when I think of prehistoric or primitive. Obviously the !Kung tribe have grown with the rest of society. How are we to say what the differences of prehistoric life was to the modern day !Kung tribes? Human error would play a huge role in our â€Å"assumptions† of the !Kung. For example, we might turn around to be just as wrong as the article of the Nacirema. Obviously, there is already a misconception about the bushman. For example, in McNeil’s essay, he comments on how a woman was speaking to a bushman and demanded to see one. When he explained ... ...† The bushman are pretending to be people they are not, giving the tourists what they want. This also gives tourists the wrong impression and significantly aids in the ignorance of the !Kung. This would be devastating to their culture. Culture, after all, is associated with the changes a society goes through over time. If these ‘prisons’ were to be set up, the culture would be forced and therefore in no way a comparison to early persons. Obviously, the !Kung have a very unique culture compared to how we live our lives. They in no way, however, represent what the culture of early persons to have. They have their own culture, unique to their society, and like ours†¦ever changing. What most people consider â€Å"primitive† is an ethnocentric remark to the difference of their culture to ours. The !Kung just have their very own technology, which is very efficient seeing that they survived this long. Due to time, ignorance, and the bushman’s leanin g towards our methods, they in no way can be compared to early people by means of their culture. The !Kung Bushmen are living their own lives now, in the present, therefore they can be in no way considered ‘people of the past.’ Word Count: 1024

The Occupy Wall Street Movement

The Occupy Wall Street Movement The Occupy Wall Street Movement is a movement that has garnered extensive popularity in the last few months. The movement has been covered by all the major news agencies and magazines of our time and is considered to be an iconic representative of the unrest that is steadily accumulating and reaching bursting point in the masses. The movement has been the subject of countless debates that have sought to determine if the movement is justified or if it is an exploitation of the freedom of free speech and the right to protest.The discussion will highlight the moral and economic implications involved in the movement; while analyzing (with support from examples and evidence) each of the implications identified above against the utilitarian, Kantian, and virtue ethics to determine which theory best applies to the movement. In order to do so adequately, the discussion will explore who is responsible for income inequality and wealth distribution in the U. S. T his will be followed by the suggestion of an equitable outcome from the movement that would be appropriate for our capitalistic society.The discussion will come to a conclusion by predicting whether the movement will continue, fad away, or turn into something else. Occupy Wall Street Movement was a movement that began as a result of social unrest amongst the masses. It is perhaps because of the same reason that the Occupy Wall Street Movement was frequently supported with slogans that sought to highlight the fact that the masses were behind the movement. The moral and economic implications behind the movie are diverse (Klein, 2011).Firstly, the moral implications are apparent in the fact that the protestors have been recorded to engage in numerous unethical protest practices during the Occupy Wall Street Movement. In addition, there is a need to understand the fact that the Occupy Wall Street Movement is essentially a protest that is looking to bring about a radical change at an equ ally radical pace. Change management principles make it clear that change can never be expected to yield a positive outcome when it takes place with such a sudden intensity (Rushkoff, 2011).In fact, if the demands of the Occupy Wall Street Movement are to be met and implemented, it would be only fair to expect a complete collapse of economy since the demands will require radical changes that will leave economic elements incompatible with the functioning of the global economy. Occupy Wall Street Movement demands that wealth is distributed adequately and justly, but common sense dictates that if wealth has indeed been siphoned off to a select few in the last few decades, then it is unreasonable to expect that the situation will turn around within a few weeks or a few months (Jones, 2011).The rationale behind the Occupy Wall Street Movement may be reasonable and just in its own right, but the demands that the movement is propagating cannot possibly be considered applicable. In fact, th e moral nature of the Occupy Wall Street Movement is that which is similar to the morals of a kidnapping. In essence, a threat of civil conflict has been created and is being used to blackmail the authorities into a position where it seems they must comply with the demands of the movement.In addition, the large numbers in which the Occupy Wall Street Movement executes its protests also closely resembles the same dynamics that one would expect to find in a mob. The scary thing about that is a mob can be reasonably expected to go astray at any moment and cause widespread damage. The distribution of wealth, which is widely considered to be unfair by movements such as the Occupy Wall Street Movement, is a process that took place over a period of time that spans decades.Organizations matured and expanded as each new individual who came and went from the corridor of economic power played out his/her part. Some feel policies were formed and amended with the passage of time in order to crea te the set of circumstances that (in retrospect) appear to be clearly responsible for ensuring that wealth remains in the hands of a limited few. In addition, it is also perceived that the unjustified and biased distribution of wealth is also a sign of corruption. The current form of the economic system has been developed as a result of centuries of experience (Stewart, 2011).The policies and regulations that constitute this economic system have been developed after careful consideration of the experiences and expertise that have been collected during the past. As a result, there are mechanisms that may appear to be redundant at first sight but are actually in place to prevent the incidence of events that led to unwanted and disastrous consequences in the past. It is because of this reason that an alteration in today's economic system cannot be allowed unless there are sound and undeniable grounds for the amendment.The Occupy Wall Street Movement calls for a revisiting of the econom ic system in order to benefit the masses that have not benefited from it in the last century. The movement identifies that the current economic system has done little more than ensure that wealth and monetary proficiency remains in the hands of a selected segment. In the same vein, the Occupy Wall Street Movement cites corruption, greed, intentional social inequality and other such elements to be the cause of the unjust distribution of wealth.The Occupy Wall Street Movement has a near infinite supply of motivation since a large volume of the individuals who support it are those who consider that they have been treated unfairly, and that they have not been given the rights that were due to them. In addition, the individuals who found and support Occupy Wall Street Movement also perceive that they were stripped of what they have earned. Such individuals continue to drive the Occupy Wall Street Movement and other movements that have taken root from it (Watson, 2012).There are now count less movements spread out across the globe with similar mandates and procedures. They have objectives for which they hold protests when they believe that they have been wronged. There is a need to understand that there is no immediate plan that can be implemented to make things better for this group of people. There is no gun-shot solution that can be applied to the scenario in an attempt to better the condition of the individuals who perceive that they have been wronged.A more adequate solution would be one in which the protestors taking part in the Occupy Wall Street Movement organize and utilize their combined expertise and experience to form an organization that serves as a watch-dog and fights for cases in which individuals have been deprived of their rights to a prosperous life. If the members of the Occupy Wall Street Movement have reservations against the manner in which the corporate kings are running the show, then sitting on the street is not the right way to go about it. The people taking part in the Occupy Wall Street Movement need to realize that if they fantasize about bringing a major change in the way society functions. This will not happen through protests and/or strikes. There is a need for organization, direction and formalization so that changes in the system can be made the right way. This discussion will attempt to present a holistic elaboration of the Occupy Wall Street Movement and the characteristics of the movement that merit consideration.The above discussion shows that the Occupy Wall Street Movement may have its heart in the right place but it is not going about its objectives in an adequate fashion. The movement needs to revisit its modus operandi. In essence, the people running the â€Å"Occupy Wall Street Movement† are misguided if they think that Wall Street can be occupied by sitting on the Wall Street side-walks. The current financial and economic system that is functioning in the US shares cause-and-effect variables w ith countless international connections.A single change in the US economy has an extensive chain reaction in the most ordinary of circumstances. As a result, it will not come as a surprise to some if the Occupy Wall Street Movement eventually fades away after a few years. Other movements may sprout from it, but the movement itself will cease to exist since the present system demands a formal and proper approach to the resolution of reservations; which is something that the Occupy Wall Street Movement is not following at the moment. The mandate is there, but the method is not. References Jones, J. M. (2011).Most Americans Uncertain About â€Å"Occupy Wall Street† Goals. Retrieved November 15, 2012, from Gallup, Inc. : http://www. gallup. com/poll/150164/americans-uncertain-occupy-wall-street-goals. aspx Klein, E. (2011). ‘Occupy Wall Street’ protests gain steam, but movement’s goals remain unclear. Retrieved November 15, 2012, from The Washington Post: http ://www. washingtonpost. com/business/occupy-wall-street-protests-gain-steam-but-movements-goals-remain-unclear/2011/10/03/gIQAjZNjIL_story. html Rushkoff, D. (2011). Think Occupy Wall St. is a phase? You don't get it.Retrieved November 15, 2012, from Cable News Network: http://edition. cnn. com/2011/10/05/opinion/rushkoff-occupy-wall-street/index. html Stewart, J. B. (2011). An Uprising With Plenty of Potential. Retrieved Novembe 14, 2012, from The New York Times Company: http://www. nytimes. com/2011/11/19/business/occupy-wall-street-has-plenty-of-potential. html? _r=0 Watson, T. (2012). Occupy Wall Street's Year: Three Outcomes for the History Books. Retrieved November 14, 2012, from Forbes. com LLC: http://www. forbes. com/sites/tomwatson/2012/09/17/occupy-wall-streets-year/