Military Service vs Civilian Employment Essay Example | Topics and Well Written Essays - 1000 words - 1

Military Service vs Civilian Employment - Essay Example The responsibility of a civilian is completely taken care of by an individual while in the military several things are taken care of by the military, these include healthcare, insurance and housing. Many things provided in the military like education and travelling are free or cheap. Serving in the military comes with a lot of benefits unlike doing civilian work; the benefits include free housing, healthcare, cheap education, and a chance of advancement and travelling. Also, it has long term benefits for retirement such as GI bill, housing and health care which is not provided in the civilian employment. I believe that military employment is better than civilian employment because it is more beneficial and more reliable these days. In this article I will compare military and civilian employment in terms of benefits and reliability, this will involve promotion, medical benefits, education benefits, opportunities for travel, pay, job security, opportunity for advancement, and freedom t o quit. Promotion in the military is achieved through individuals own dreams and desire for career progress. A military officer will be eligible for promotion after Serving for a certain number of years at a certain level. Sometimes, promotion is given if you pass a certain exam or interview. While in the civilian employment, to get a promotion, it will depend on when the payroll department can afford or if a person serving in that position quit the job or fired. Few organizations can accelerate once promotion depending on the job performance. For example, an employee who works at wall mart as a sales associate enquire for a promotion to be a manager but he was told that the company already have the branch manager and they cannot afford to employ two managers. After 5 months the manager quit the job and joins another company instead of being given the position it was closed and the company

The Formation of Rocks in Ireland Essay Example for Free

The Formation of Rocks in Ireland Essay It is the most widespread type of intrusive igneous rock at the earth’s surface. Igneous rocks form when molten rock is erupted at a volcano and then cools and hardens to form solid rock (Holden, 2012). Granite rock is created when magma is forced between other rocks deep within the earths crust. The magma then cools due to the drop in temperature and crystallizes in caverns deep within the earth. The molten rock cools quite slowly over time, which allows the crystals to grow and develop inside the molten rock. Granite is transported to the surface of the earth by plate tectonics. The collision of continental plates moves the granite from deep within the crust of the earth to the surface. Granite is found in Ireland in the Wicklow Mountains. (http://www. talktalk. co. uk/reference/encyclopaedia/hutchinson/m0015252. html) Granite is distinguished by three features. Firstly, granite is composed of large mineral grains that bind tightly together. Secondly, granite always contains the minerals of quartz and feldspar. (http://www. windows2universe. org/earth/geology/ig_granite. html) These minerals give granite a light complexion, generally a pink or white colour. Thirdly, almost all granite is igneous and plutonic. This is because it formed from a fluid state, which was magma and it formed in a huge, deeply buried body also known as a pluton (http://geology. about. com/od/more_igrocks/a/granite. htm). Basalt Basalt is a common extrusive igneous rock. Basalt is commonly dark in colour. It has a fine-grained mineral texture which is due to the rapid cooling of the molten rock after it is erupted at a volcano. The rapid cooling occurs due to being exposed to the cooling air or water on the surface of the earth. Holden, 2012) Basalt is formed generally in three different environments: Oceanic divergent plate boundaries, oceanic hotspots and at hotspots and mantle plumes beneath continents. Basalt forms at oceanic divergent plate boundaries at mid-ocean ridges. At mid-ocean ridges convection currents pull the plates apart creating a rift valley. This allows hot rock from deep within the earths mantle to melt and erupt onto the seafloor forming bas alt. (Honan, 2011) At oceanic hotspots basalt is also formed. Hotspots are areas in the cente of tectonic plates where hot plumes of magma force there way to the surface. Basalt is formed at these hotspots when an eruption occurs on the ocean floor. If the eruptions are repeated enough times the basalt can build the volcanic cone larger and larger to form an island. The Hawaiian Islands are an example of this. (http://geology. com/rocks/basalt. shtml) Basalt is also formed in a continental environment where mantle plumes or hotspots can deliver large quantities of magma up to the earths surface. These eruptions generally form from fissures or vents and they produce some of the largest basalt flows on the continents. (http://geology. com/rocks/basalt. html) Basalt can be found in Ireland in the Giant’s Causeway in County Antrim. Limestone Limestone is a sedimentary rock. Sedimentary rocks are created by the processes of chemical or physical weathering . The sediment which is created from the processes of weathering can accumulate over time and eventually build up and harden to form solid rock. (Holden, 2012) Limestone in Ireland formed about 300 to 350 million years in warm shallow seas when Ireland lay close to the equator. Over millions of years the bodies of dead marine creatures such as shellfish and coral fell to the seafloor and built up on the seabed. Mud and sand particles from rivers also fell to the seafloor and added to the sediment. Over time the weight of the accumalting sediment compressed the sediment. Water and air was pushed from the pore spaces and calcium carbonate from the sediment binded the rock together. The process by which loose grains of sediment are compressed to form solid rock is called lithification. (Honan, 2011) Chemical weathering and eroison of limestone rock produced unusual landscapes in Ireland called karst landscapes. An example of a karst landscape in Ireland is the Burren in County Clare. Honan and Mulholland , 2007) Sandstone Sandstone is an inorganically formed sedimentary rock. It forms when particles of igneous, metamorphic and other types of sedimentary rocks are transported by rivers and gather on the seafloor or in lakes. The sediment layers then become compacted and over time cemented together by silica to form sandstone rock. (Honan S. , 2011) Sandstone in Ireland was formed 400-350 millio n years ago when Ireland was situated 30 degrees south of the equator. During this period Ireland was experiencing some very dry desert conditions. Many large rivers flowed across the dry landscape carrying the sediments which over time formed Old Red Sandstone which can now be found in the Cork and Kerry Mountains. (Honan and Mulholland , 2007) Schist Schist is a metamorphic rock. Metamorphic rocks are produced from existing sedimentary or igneous rocks usually as a result of partial melting and recrystallization. The changes normally occur where there is high pressure such as under hundreds of metres of bedrock or where rock is crushed at the meeting point of tectonic plates. Many metamorphic rocks have a layered structure due to this intense external pressure. Metamorphic rocks are often harder and more resistant than sedimentary rocks. (Holden, 2012) Schist in Ireland was formed through regional metamorphism. This is when large areas of rock covering many thousands of square kilometres are metamorphsed. Schist in Ireland was formed about 400 million years ago during the Caledonian folding period. The rocks changed due to huge pressure on the rocks created by plate movement. This deformed the rocks and forced them deep into the earth’s crust where they were heated to temperatures up to 1,000 degrees.

Role of the Human Resource Manager

Role of the Human Resource Manager Executive Summary The following report has discussed about the role of Mr. John Edwards, Human resource manager of Reliance Communication Ltd. The report focuses on the responsibilities and complexity of a person who is performing the role of a human resource manager. Interaction of Mr. Edwards as a human resource manager with other departments of the organization and with people outside the department is also discussed. The report begins with introduction to human resource management and highlights its importance in every business. Introduction is followed by a brief summary of the company. The report provides an analysis of the role of Mr. Edwards, what his priorities are and what he should do to be more effective in his job. The report is concluded with key points discussed in the report and is followed by references. Introduction The focus of Human Resource Management (HRM) is on managing people within the employer-employee relationship. It involves the productive use of people in achieving the organizations strategic business objectives and the satisfaction of individual employee needs (Stone, 2008). The competitive advantage for organizations in the old economy centered on the financial capital and technology, the emerging economy has shifted its emphasis on investment in human capital, knowledge and the commitment of the employees. The focus in the business world has shifted from physical assets to knowledge and information capital. The effective management of human capital poses new challenges in the organisation for leadership and managerial capabilities. The human resource function has gone from the traditional hire and fire role to a strategic partner with finance, operations and other business departments that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. In another words, the human resource management needs to provide a high return on the businesss investment in its people. This makes it a highly complex function (Cascio, 1998). The following discussion is all about that is discussed above. Discussion will surround around involvement of Mr. Edwards in the company and how he is developing assets for his company. Company Profile Reliance Communications (formerly Reliance Infocomm), along with Reliance Telecom and Flag Telecom, is part of Reliance Communications Ventures (RCoVL). It is an Indian telecommunications company. Reliance Communications is a leader in telecommunications products and consultancy, a privately owned company with over 20 years of service to the business community, and with a reputation for integrity, superior implementation and support. Anil Dhirubhai Ambani controls 66.77 per cent of the company, which accounts for more than 1.36 billion shares. It is the flagship company of the Reliance-Anil Dhirubhai Ambani Group, Reliance Energy, Reliance Capital and telecom initiatives of the Reliance ADAG (Company profile). Role of HR Manager Staffing: Key function of Mr. Edwards is to fulfill staffing needs of the company and it can be done in variety of ways, whether to use independent contractors or hire employees to fill these needs. It takes place in two three steps. First step is to identify the requirements of the company and what kind of requirements is being requested. Second step is to determine the number of people and the skills mix necessary to do the work. Final step is to recruit and select the people best suited for the job and then to train them to fit and work efficiently in the organization. Retention: one of his critical roles in todays environment must be to help keep, develop and motivate the good people with scarce skills. This, of course, means knowing who they are and making sure that sufficient time and attention is spent with them. He makes sure that employees are rewarded for performing their jobs effectively, so as to keep them motivated. To make them comfortable he ensures that harmonious relations are maintained between the employees and the company and to maintain a safe and healthy work environment. Managing change: The constant evaluation of the effectiveness of the organization results in the need for the HR manager to frequently manage change. Both knowledge about and the ability to execute successful change strategies make him exceptionally valued. He acts as a change agent, serving as a catalyst for change within the organization. He has achieved this by developing problem solving communication and influence skills. He Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. Employee Advocate: He acts as an advocate to every employee working in his company, to makes them aware of every information they require. It is his duty to provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. Serve as a link between management and employees by handling questions, and administering contracts and helping resol ve work-related problems interpreting. Analyze training needs to design employee development, language training and health and safety programs (Dolezalek, 2008). Development: is a function in which his objective is to preserve and enhance employee competence in their jobs through improving their knowledge, skills, abilities and other characteristics. Other functions: Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals and absenteeism rates. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organizations personnel policies and practices. Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. Conduct exit interviews to identify reasons for employee termination (Hofstede, 1980). Responsibilities of Mr. J. Edwards Tasks What he Do What he Doesnt Do Skills Required Skills not Required Provide expert guidance, perspective, and support to enable managers and supervisors to make appropriate pay decisions Yes Communicate programs and guidelines to help managers and supervisors understand all aspects of the compensation program Yes Identify, collect, and analyze external market data in order to ensure alignment Yes Maintain the competitiveness of the staff compensation structure by reviewing the market trends annually and, when appropriate, making adjustments to the structure to reflect market pay levels Yes Evaluate and determine appropriate job family, level, title, exempt/non-exempt classification and salary range for each new position and for each request for reclassification Yes Hiring, supervising, training, monitoring and firing of staff. Yes Maintain performance management tools for each staff position on campus Yes Ensure compliance with applicable laws and regulations Yes Effective communication Yes Ethical behaviour Yes Persuasiveness and the ability to influence others. Yes Strategic thinking and critical/analytical thinking Yes Organizational skills Yes Interdependencies Human resource manager works with different types of people and groups within and outside the organisations. Without interacting with these groups he wont be able to do achieve his goals with efficiency. Thus he is very much interdependent on these groups to bring the best out of him and the people his is supervising. Following chart shows the various departments he is related to: = outside organisation = within organisation Top management: HR manager links the employee with the company. If there is demand made by the employees such as change in pay structure, working conditions or resolving disputes between them, he gets in touch with the management and tries to resolve the issue as soon as possible. In return top management sets the guidelines and objectives which are to be followed by the employees. He makes sure that if there is any change in the guidelines for the employees, they are implemented. Sales department: sales department of Reliance communication is very big and have different branches. There are sales people who manage the sales process and there are others who complete the sale. Both the branches require people with different skills. Sales department will inform the HR manger about their requirements for personnel and it is the responsibility of Mr. Edwards to fulfill it on time. He may do it by directly recruiting people or if it is an emergency, he may approach any recruiting agency t o meet his requirements. Production Department: He maintains a constant touch with the production manager and provides him with staff that is required to fulfill the department. In this case it is his duty to guide employees of workplace safety and other safety measures. Marketing Department: Mr. Edwards play a very important role when dealing with the marketing department. He not only recruits people for them but also discusses the need of skills that are feasible for promoting the company and accordingly sets out the criterion for selection. Accounts department: he prepares an estimated budget, which will be required for the purpose of hiring and training new employees. In return he hires people for the accounts department when required. There are few interactions which are similar with every department. He takes initiative to motivate employees in every department and makes sure that he is in constant touch with employees who are facing any problems or having any issues while working. He sets up programs at regular basis to interact with employees of every department to know their problems and inform them if there are any changes required by the top management (Mujteba, 2006). Recruiting agencies: he contacts these agencies when there is an urgent need to employ people and it is not viable to go through the process of recruitment because of its time consuming feature. He will inform them with his requirements and in return they will provide with people of required skills. Conclusion The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR manager, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. According to Dickson (1998), most important function of HR manager is to provide a support system to its employees; it can be emotional or physical. In todays organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR manager contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this. Managing people is one of the most difficult aspects of organizational management; it means dealing with people who differ physically and psychologically (Mendenhall, 2007). References: ïÆ' ¼ Stone, R. J., (2008). Human Resource Management, 6th edition. Pg. 3. John Wiley publication. ïÆ' ¼ Dickson, R. (1998). Huaman Resource Management 2. Retrieved from http://www2.prestel.co.uk/rossticle/essays.htm, retrieved on 12th August, 2009. ïÆ' ¼ Company Profile. Retrieved from www.reliancecommunications.com. Retrieved on 12 August, 2009. ïÆ' ¼ Cascio, W. F. (1998). Managing Human Resources. Pg 46. Irwin McGraw Hill. ïÆ' ¼ Hofstede, G. (1980). Cultures consequences: International differences in work-related values. Beverly Hills, CA: Sage Publications. ïÆ' ¼ Mendenhall, Mark E.; Oddou, Gary R.; and Stahl, Gunter K. (2007). Readings and Cases is International Human Resource Management 4th ed. Routledge Publishers, Taylor Francis Books. ïÆ' ¼ Mujtaba, B. G. (2006). Cross Cultural Change Management. Llumina Press, Tamarac, Florida. ïÆ' ¼ Dolezalek, H. (2008). Good Job! Training, 45(6), pp. 32-34.

Selling-Out the Asian-American Community in Amy Tans The Joy Luck Club :: Joy Luck Club Essays

Selling-Out the Asian-American Community in The Joy Luck Club i wish i could join in the universal praise for amy tan and her best-selling novel "the joy luck club." i wish i could find the latest chinese-american literary dish as appetizing as the rest of the american public does. but i can't. before amy tan entered the scene, public images of asian america had not developed since the middle of the century. the asian american male did not exist except as a barbaric japanese or vietcong soldier. the asian american female remained the adolescent suzy wong pipe dream, toyed with for a while and then deserted. amy tan, a gifted writer, had the chance to change those images, to dispel the public's misconceptions and to forge a new asian american identity. instead, she copped out on her obligations, meekly reinforcing every conceivable stereotype. if you believe tan's first novel "the joy luck club," asian amerca is some mystical oddity, conforming to the mascot-culture view of the white thirtysomething women who predominated at tan's reading. san francisco chinatown is filled with hysterical chinese women playing secret mah jong games. china itself is a dreamlik landscape, filled with secrets and traditions, all exuding a delicate, storybook aura. chinese mothers are all one-dimensional, superstitious and ignorant. their chinese phrases are delightful italics with quaint meanings. of course, what chinese comedy would be complete without a couple of garbled english words? when tan was late for her berkeley reading, her white husband directed the audience to mimic her mother's amusing syntax: "why so late?" rimshot. amy tan's heroines are the white mother-in-law's dream come true. these china dolls talk and have strong feminine sympathies. as one of tan's heroines admits, "i used to push my eyes on the sides to make them rounder." futile self-denial, but, oh, isn't it cute? tan's heroines gain identity by separating themselves from and looking down on their culture. when the heroine in "the kitchen god's wife" hears about her grand auntie's "spirit money," she sneers are her aunt's attempt to "bribe her way along to chinese-heaven" immediately suggests a negative contrast to the "truer" western heaven. the same dichotomy is used with men as well. asian american men are inadequate -- they're either bothersome brothers or unsuccessful lovers who lead to "apathetic boredom." love with a white male, however, is different.

John Deere and Complex Parts

Strengths of the AEP: (Q1. , p. 109) – Evaluation is carried out by Deere personnel from different departments such as supply management, operations, quality engineering etc†¦ This makes the evealuation more transparent and comprehensive since the opinions of diverse personnel from different departments are taken into account – Suppliers were evaluated in five key areas, thus making the evaluation all inclusive – The use of the wavelength rating is an innovative approach to measure the supplier's focus on quality, cost etc†¦ The cost, wavelength and technical ratings are consensus composite ratings, which measures a variety of underlying aspects, rather than provide a brief overview. – Suppliers were classified into 4, making it easy to identify where each supplier stood with regard to others – The annual revision of performance level cutoffs is another strength of the AEP. Periodic revisions make sure that the ratings reflect current chan ges. The supplier performance summary provided each quarter provides suppliers with all pertinent data related to their classification – Training and recognition are only provided to suppliers with high ratings, thereby acting as an incentive to suppliers with low ratings to catch up. Weaknesses of the AEP: – The weakest category tends to skew the overall evaluation, which would work against suppliers providing consistent service with minor glitches. These glitches tend to be amplified in the rating – Training is not provided to conditional suppliers, which is counter productive. A training program for such suppliers is likely to improve performance – The delivery and quality ratings are not composite ratings. Breaking down these ratings into individual components would provide more clarity. For example, the delivery rating makes no mention of the percentage of late, early or over deliveries. Other Criteria to be included: (Chapter 3, page 66) Total cost of Ownership including cost of special handling, cost of defects, rework etc†¦ should be included in the AEP – The financial strength of the supplier should be included, possibly in the form of a credit rating – Responsiveness and flexibilty measured by responsiveness to customers, accuracy of record keeping, changes in delivery schedules, responsiveness to changing situations etc†¦ should be included Performance over the last year: (q. 2, p 109) Complex parts has not performed adequately over the last year. I say this because of the following reasons: – Certain requested price quotes had not reached Deere on time. – Suggestions for cost reduction and elimination of recurrent problems were not forthcoming – Increasing number of deliveries had to be expedited, which cost Deere – Complex parts delivery rating in the last quarter had hit a dismal 155,000- the level of a conditional supplier – Complex parts had not implemented the Deere quality plan at its new facility – Parts supplied for new product programs had not met Deere's cost targets, thus reducing profit Though Complex parts became ISO certified, internalized the Deere Quality plan elements, provided profitable suggestions through its R&D department and had been proactive in its business approach, the above shortcomings overwhelm the positive aspects. Hence, Complex parts has not performed adequately over the past year. Classification: In the absence of adequate data, it is difficult to assign a classification to Complex parts. Over the last quarter, Complex parts' delivery rating was 155,000. The quality, wavelength, technical and cost management ratings have not been provided. Complex parts' delivery rating of 155,000 would make it a ‘conditional' supplier. Therefore a conditional supplier classification is most apt, based on the latest available quarterly data Alternative courses of action (q. 3, p. 109) – The first course of action would be to intimate Complex parts of its shortcomings. Having done this, the next step would be to downgrade its classification. Complex parts should then be provided an ultimatum, failing which it would cease to exist as a supplier. The ultimatum would be to meet certain set standards over the next quarter. This course of action would be taken because of the longstanding relationship with Complex parts, which was proactive – The second and obvious course of action would be to terminate Complex parts as a supplier. Since there are 2 other suppliers who are capable of delivering the needed product, this move would make sense. However this would mean severing a relationship of ten years. – The third alternative would be to reduce the quantity sourced from Complex parts, sourcing the balance on a trial basis from either of the two capable suppliers. This move would provide an objective assessment of the new supplier as well as Complex parts. In addition Complex parts would be provided with an ultimatum, failing which it would cease to exist as a supplier. Recommendation: – Intimate Complex parts of the shortcomings. Provide a set of standards to be adhered to within the next quarter. Make it explicitly clear that any shortfalls in set standards would lead to Complex parts being terminated as a supplier. Short term implications for Deere: (Q4, p. 109) Possibilty of costs increasing due to expedited deliveries – Possibility of increased costs in new product development programs due to Complex parts' failure to meet estimated costs – Cost escalation because of a delay in receiving quotes – Possibility of a further fall in quality of Complex parts because of its not implementing the Deere quality plan at its new facility – Possibility of a frayed relationship as a result of the ultimatum – N eed to keep a continuous watch on Complex parts to make sure standards are met. – A Continuous watch would mean extra costs for Deere Long term implications: ( Chapter 4, p. 95) – Provides an opportunity for Complex parts to get back to its previous high standards – Cost reductions because of continuing with a trusted partner – Early supplier involvement would continue, thereby profiting both. – Value engineering provided by Complex parts through its R team would reduce cost and improve quality – The proactive approach of Complex parts would reduce new product development time – Change management would be easily implemented – Alliance development would be initiated

The relationship Between Catherine and Eddie Essay Example

The relationship Between Catherine and Eddie Essay Example The relationship Between Catherine and Eddie Essay The relationship Between Catherine and Eddie Essay Essay Topic: Black Dog of Fate ACT I Section 1: Pages: 5-15 * Pg. 5: C and E have a v. close relationship, and C is v. excited to see him and is v.childlike. * E is v. protective and treats her like a child, is v.paternal I thinks its too short aint it? is v. concerned about the male attention shes getting. * E is v. complementary about her and is v. aware of her appearance. * Pg.6: Shes v. keen for his approval, and is almost in tears when he doesnt. * He wants to keep her as his baby, but he also notices how she is walking wavy. * In his mind she is special- you aint all the girls * He is so responsible for her almost like a surrogate father. * She is v.innocent. * He wants to keep her in the house away from other men. This is why he often contradicts himself. He calls her a baby or a Big girl whenever it suits him. * Pg.9: she is v.excited and expects him to approve about the job. * She wants to repay B and E for taking her in. * E feels upset because he wasnt consulted about the job before she agreed to it. He wants it to Be a patriarchal family * He wants the Best for her but his feelings are v. intense. * He thinks of her as his and wants things for her that he never had thats not their way I wanted it. * Pg. 11: he is emotionally moved that he calls her the Madonna, this is symbolic because he does in fact idolise her. * He feels in saying yes to the job; he is letting her go. * Her reaction to this is almost childlike as she runs up to him and hug him. * Pg.15: E is v.emotional- a childish one and a knowing fear- his feelings are so deep and he knows that she will leave him forever. * The reality is impossible to contemplate he wants for her to know that he is proud but he doesnt want to let her go. * She is constantly doing things for him and is almost like his possession. Section 2: pages: 16-22 * Pg. 17: there is an instant attraction Between Rudi and C hes practically Blonde. * Not v. sophisticated, v. naà ¯Ã‚ ¿Ã‚ ½ve. All feelings are at the surface. * Pg.18: E starts to address Marco only. * Pg.19: E is still asking for coffee C ignores him and asks Rudi if he is married, then repeats that he is Blonde. * Pg.20: C asks if Rudi likes jazz and he starts singing paper doll * Paper doll is symbolic of Katy Being torn in two. * Pg.21: C is enthralled by him. * E can see the attraction, so he makes a plausible excuse for him to stop singing. * He embarrasses her by calling her Garbo as in Greta. This angers, as well as embarrasses her. At the Beginning she only wanted Es approval now show wants rudis attention. * Pg.22: E laughs her off and explains to the cousins that they all want to be actresses. * When Rudi says that he likes sugar it is symbolic of C as in he likes her. * Es face is puffed with trouble. Section 3: pages 22-24 Es points about Rudi * Pg.22: hes not supposed to be out parading himself. * He distracts her from her stenography. * Pg.23: he sings on the ships. * People call him paper doll and canary. * Accuses him of dying his hair. After the cinema- E and B * Pg22: E is v.anxious and is waiting on the street. * All his reasons are plausible. * Pg.23: he gets insulted when B accuses him of being attracted to C. * Pg. 24: E wont talk about their relationship so he goes. Section 4: pg.26-29 * Pg. 26: when C comes home she is v. bubbly and excited. She is practically spilling. * Pg. 27: she hits him playfully, but he carries on being stern. This the last time she will ever touch EDDIE until his death. * He tries to tell her that she is changing while it is really he. She is still being v. affectionate, he is being mean. * I use to come home he is still holding onto the past. * Youre running from his perspective she is running away. * Like a lost Boy his surroundings are changing, he is v. vulnerable. * She is blushing; she probably wouldnt have felt so embarrassed of Edie earlier on in the play. * He is describing his feelings in a v. selfish way- my heart, dont make me cry * Pg. 28: C is v. naà ¯Ã‚ ¿Ã‚ ½ve. She considered that Rudi could be using her. * E continue to call Rudi that. * By the end of the scene on pg. 29 C is repulsed By E. She swears at him, which she would never have done so Before. Section 5: pages 31-35 * Pg.32: E goes to Alfieri to stop the marriage legally. * Alfieri describes his eyes like tunnels. Meaning they were dark, long and could only see in a straight line in front of him. He can only see Rudi stealing C. * Pg.35: in his speech E shows how much he cares for C. He wanted her to have a Better life. He feels that she has been stolen from him, just like a possession. * This is unconsciously revealing to Alfieri his true sexual desires about C. the love in him as grown too much. * He thinks that Rudi is violating his pure and innocent Madonna. * Alfieri tries to put it into words when he says there is too much love, But when his point is overlooked, he puts it more simply- she cant marry you can she E? * Miller uses the word furious to described E to show that his desires are in fact at a subconscious level. * Alfieri pauses so as to give time for E to think about it. * E is a longshoreman who doesnt let his feelings out. * In Alfieris speech he predicts the outcome of the play. He can see the inevitability of the tragedy. There is an ominous feeling hanging over them all. Section 6: pages 36-41 * Pg.36: E glances at C in disbelief of whatever has just been said. She protects her Rudi by saying that it is true. * Es v.aggressive. His resentment of Rudi is v. noticeable. * Pg.37: E tries to be jokey about the women in Italy sleeping around but his in fact being quite rude. * When Rudi tries to defend his culture E uses it as a way of explaining himself. * Pg.38: He talks in the third person to make it sound general But he is so obvious Both B and Rudi answer Back referring to Rudi and C. * Marco tries to be co-operative. * Pg.39: C tries to rebel by asking Rudi to dance. Rudi tries to be polite to E and refuses, but B encourages him. * E tries to fight back by asking if it is a new record- implying he has been wasting money. * Pg.40: throughout his speech E is constantly twisting a newspaper which eventually tears. In this speech he tries to prove Rudi is a homosexual. * After this speech he Becomes v. friendly, But starts to drop hints that he is a real man- telling B to make his coffee nice and strong. * Pg.41: E then starts to Box Rudi to relieve some of his aggression. * Rudis gentle retaliation to his punch is to ask C to dance. * Marco also realises this and asks E to lift up a chair. He tries to keep it light and jokey but E knows his true meaning. ACT II Section 7: pages 44-48 * Pg.44: C is afraid of E, she would never have been scared of him before. She knows that loving Rudi is hurting E and she doesnt know what his anger and hurt could result in. * Rudi crosses over to the rocker, which has generally been associated with Es authority. * He is angry he doesnt like the way E is treating C. * Pg.45: C and E Both thought that the future was going to Be happy, But now C knows that doing something that is so natural (loving Rudi) means hating E. She is confused her natural instinct is to please E. She has an instinctive recognition of something she cant intellectually handle. * Pg.46: the way C speaks is like a wife. Over the years, the family has evolved and the relationship Between E and cat has intensified while B has been pushed out. Her empathy is greater than it should be. * E has pushed her into believing that she could be a Better wife than B. * Pg.47: in kissing Rudi he is showing the audience that he has no morals left. Section 8: pages 48-50 * Pg.49: E is so driven through his pain, suffering and anger, he is doing what he thought he would never be able to do. In betraying the cousins he is betraying himself, he is violating his own moral code. Es main morals are to Be loyal and honest to your family, and of course to take revenge. So E does know that in Betraying them he is liable to be killed by the cousins. He is in a state of instinct and desire and has lost control of everything rational. Section 9: pages 52-58 * Pg.52: E sees cat as a possession, no sense of what C wants. * B- I told you 100 times gives us a sense of the history, how long all of this has Been going on. * Pg.53: C still loves E at this point, even though he has changed so much. He is destroying the very person he loves so much. He knows Rudi leaving will tear her up. * In the start there was an automatic closeness Between C and E, and B was almost pushed out, now B is trying to bring them Back together. You cant hate someone so intensely until you have loved him or her with the same intensity. * Pg.54: E lost his sense of confidence, trying to pursuade C, not so dogmatic. C is now the assertive one. Rudi has Been the catalyst of her Breaking away, * C appears almost Business like- in control knows what she wants. * E panics when he hears that the cousins have moved in with other illegal immigrants- a more public arena. Mess with somebody elses family, revenge issue. * Pg.55: e has done the worst possible thing, betrayed them all. C life is made so unhappy by this action of a man that she looked up to, loves and respected all her life. * C is now almost like the animal, desperate to hold onto r. tremendous change, a woman in love, fighting for her future, trying desperately to save the man she loves. * Pg.56: e- what are you accusing me? defensive reaction. Even though e has done the worst thing, Bs instinct is to run towards him, rather than away. B doesnt reject him but c does. This shows who the true wife is. * At the beginning of the play, e tells and foresees his own fate with the VB story. * B loves the sinner hate the sin- unconditional love. * Pg.57: Rudi is almost carrying the sobbing c out on to the street. Visual sign of the intense relationship. Section 10: pages 58-60 * Pg.59: c desperately trying to pursuade Marco not to hurt e. to hell with Eddie! c expressing exactly what e had said himself at the beginning of the play. She wants m to forget about e, hes meaningless. * Rudi stands bail, wants to be an American, wants to stop revenge code. * What motivates Marco is the love for his family. Section 11: pages 60-64 * Pg.60: B desperately, wants to go to the wedding, but in eddys mind it is black and white. If b goes to the wedding and supports c their marriage is over. Totally fixed in this irrational state. * E is now furious at Marco for taking his name has almost forgotten about Rudi, he wants to revenge the insult. Even though it is himself who took his name. * B stays by e. great moral dilemma, shes always known that something bad would be the outcome of his love for c. * Pg.61: C not only swears at e but challenges him. Her utter and pure hatred towards him is shown when she compares him to a rat in the rubbish. * This scene is the total opposite of the start of the play where everyone was happy; e is now throwing tables at c. * Pg.62: b has always known that e has loved c and to try and stop someone from dying she puts her feelings into words. * Pg.63: e and c are both disgusted. He actually physically cannot hold all these emotions in his head. He has never fully understood his feelings and now that they have been put into words he feels in agony. The idea of him wanting to violate his Madonna breaks every value he has ever held dear. * As in all classical tragedies this is Es moment of recognition. * Death is the only answer so he goes out in defiance calling for his name- the only thing he has left. He knows he is defeated but carries on. * Es feelings for c are so intense he has destroyed himself. Love is usually a positive emotion but when it is so intense and passionate it takes over. * Pg.64: Es death has ruined all their lives. Cathie and Rudi will have to get married with it hanging over them. Marco will go to prison and then back to Italy, b wills b the widow of a horrible man in a neighbourhood that never forgets. * Cath forgives him in his death. * She is so confused in a few moments so much has happened she is guilty, in disbelief and in turmoil.