Feminism Is An Individual Word With One Meaning - 1010 Words

The word is feminism. People believe feminism is just an individual word with one meaning. Feminism is not the face of one sex, sexuality, race, or culture. There are a variety of feminist groups that are targeting different views, but with the same potential goal, equality. We should acknowledge feminism because we live in a patriarchy society, which consists men hold the positions of power. A writer for Huffington Post stated that feminism is, â€Å"The purpose is to create a society of equal say, to provide people with the freedom of choice, rather than limited choices of assumption.† (Cavanagh, â€Å"Why We Still Need Feminism†) Most men are too focused about feminism being sexism and women are not choosing to identify themselves as feminist,†¦show more content†¦The third phase of feminism continued what the second-wave did not finish. It began in the mid-1990s and continuing into the present. This phase focuses on the body, racism and race, culture, labor , abortion, welfare rights, sexuality, division, disability, domestic violence, and harassment. Today, men and women identify themselves as a feminist. Even more, women want equality, but do not want to be identified as feminist. Who needs feminism? Most people believe that only straight men and women needs feminism. Lesbians, bisexuals, gays, and transsexuals, or the â€Å"LGBT† community needs feminism. It is not fair to exclude them, especially when they experience the same. They are also targeted when it comes to relationships such as, marriage equality and gender roles. Today, men argue that feminism is sexism. Sexism is the discrimination towards the other sex. Also it means unfair treatment or judgments because of their sex. Most men believe that women want more power and that it is injustice. John Haltiwanger states that, â€Å"Feminism is a term that makes most men very uncomfortable. They see it as an attack on their masculinity, and an affront to their very way of life.†(Haltiwanger, â€Å"I Am A Man and I Need Feminism†). What they do not realize is, that they are victims. Most men are victims of physical abuse and sex crime. They feel insecure about themselves when

Essay about Emma in Jane Austens Emma - 731 Words

Emma in Jane Austens Emma For the greater part of the book, Emma is allowed a much greater level of social and moral freedom than any other character in the book. As the opening chapter has it, the real evils of Emmas situation were having rather too much her own way. For Austen, the use of the word evil is not as a throwaway term, it is meant to give a very strong impression of how the heroine is trapped by her freedom into becoming arrogant and interfering. Emma indulges herself considerably, her response to learning of how disastrous her attempt at making a match between Harriet and Mr Elton is immediately to think of a match between Harriet and William Cox and although she stopped to†¦show more content†¦It could be argued that Austen is simply to fond of her Handsome, clever and rich creation. It may also be that the annoying traits of the other characters serve to highlight the fact that Emmas weaknesses are considerably deeper than those many of her companions display. Emma is the victim of pride, and proof of this is the extent to which this rubs of on Harriet. In Emmas own thoughts If Harriet, from being humble, had grown vain, it was her own fault. According to the Christian moral values held by Jane Austen, Pride and Vanity were the sources of all the other deadly sins. It was through pride, after all that Lucifer fell. Emma too can be seen as an angel being condemned for her arrogance. Just after her hurtful remark at Box Hill, she is described by Knightly as guiding the opinion of many of those present. She has a certain power and prestige that she abuses, in ding so reveals herself, at least in the eyes of Austen to be beyond mockery and instead deserving of remonstrance and Knightly describes his lecture. The apparent indulgence with which Emma is treated by Austen does serve one very important purpose in the novel. It allows her to make a fool of herself at regular intervals and through doing so to improve, if rather slowly, her character. Austen provides a powerful insight into the process of self-improvement. Emma does not experienceShow MoreRelated Jane Austens Emma Essay869 Words   |  4 PagesJane Austens Emma Jane Austen does indeed present a picture of a community who look to each other for entertainment as well as support, and are content with their limited outlook. The story never leaves the close surroundings of Highbury and there is no desire to do so. When the party goes to Box Hill, away from Highbury, there is tension and the trip is not enjoyed. It is interesting to note that the three characters that come into Highbury, are those which have the potential to ruinRead MoreJane Austens Emma Essay1958 Words   |  8 PagesChantal Fauconier This essay shall explore Jane Austen’s novel, Emma. Jane Austen’s writings were greatly influenced by the society she came from. She grew up in the Victorian era whereby the status of women was very limited. 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Through the presumptions and pride of the characters of heroine, Emma Woodhouse, and secondary character, Mrs. Elton, Austen presents a stark critique of the social assumptionsRead MoreEssay Feminism and Jane Austens Emma1151 Words   |  5 Pagesfeminist in social status was not popular by that time, author can only through literature to express her thought and discontented about society. Jane Austen’s Emma advocates a concept about the equality of men and women. Also satirizes women would depend on marriage in exchange to make a living or money in that era. By the effect of society bourgeois, Emma has little self-arrogant. She is a middle class that everyone co uld admire, â€Å"Young, pretty, rich and clever†, she has whatever she needs. She disdainsRead MoreCharacter Analysis of Emma in Jane Austens quot;Emmaquot; Essay867 Words   |  4 Pages `Emma was written by Jane Austen in 1816. 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I planned the match from that hour, and in chapter 7 when Emma is told by Harriet of Mr MartinsRead MoreJane Austens Emma - Character Analysis of Protagonist1656 Words   |  7 PagesEmma Woodhouse: Awake or Dreaming? A dream. A world where ideas run wild and imagination is the primary mode of thought. Reality is a faraway distance. Eventually, the dream comes to an end as reality creeps into sleep and the fantasy finishes. The story of Jane Austen’s Emma is one of a similar account. Emma Woodhouse, the main character, has an active imagination that causes her to loose sight of reality like getting lost in dreaming. Her imagination and â€Å"disposition to think a little too wellRead MoreJane Austens Emma - Character Analysis of Protagonist1665 Words   |  7 PagesEmma Woodhouse: Awake or Dreaming? A dream. A world where ideas run wild and imagination is the primary mode of thought. Reality is a faraway distance. 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Henry Fielding proposed in his Miscellanies, thatRead More Societal Authority in Jane Austens Emma Essay2054 Words   |  9 Pagesthan in Jane Austen’s Emma. In Emma, Austen uses narrative style, characterization, and the plot device of word games to illustrate the ever-present power of hierarchical control. Emmas plot seemingly hovers around the superficial theme of strategic matchmaking. But while this is an important aspect of Emma, it serves primarily as a catalyst to illustrate the much bigger idea of societal authority present in the novel. Word games play a huge role in the plot development of Emma. . . . Emma is itself

Human Person free essay sample

My personal gains and insights about the human person Ma. Renal C. Bedaubs SST. Paul University Abstract In this module, there were two thoughts regarding what human person is, one that is based on philosophy and the other was from the modern thought. The Atomistic Philosophy focuses in the definition of person as an individual; while the contemporary thought says that a person Is defined In three different scopes, which are as an Individual, person and personality.What personal gains and Insights about the human person did you learn In this module? Defining what a person is and its personality relies on what purpose hes in life, depending on how he lives his life. Based on what I know, my thoughts belong in the contemporary definition of human person. Ones personality is driven by the different combinations of factors that are present in his environment, these factors then will mold the personality of a person and is dependent on how and what form the person accepts these factors. We will write a custom essay sample on Human Person or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The early twentieth-century American philosopher and early psychologist William James understood the self as the sum of all that one knows oneself to be and self-awareness as a stream. The self has two aspects: an l that experiences continuity and a me that Is rooted In bodily existence and captures the sum total of the perceived world claimed as part of the self. L

Consequences Future Self Social Personality-Myassignmenthelp.Com

Question: Discuss About The Consequences Future Self Social Personality? Answer: Introduction Conflict and negotiation are two integral parts of an organisation that identifies difference in behaviour in different employees. Conflict can be defined as a stage where one employee negatively affects something, which other employee has care for. For example, working for incentives is good with one employee; however, to another, this is nothing but harassment (Hofmann et al., 2012). On the other hand, negotiation can be termed as a process that tries to destroy all the barriers in the way to success and try to dislodge any conflicts in between the two parties (Chen Weiss, 2012). Interestingly, both conflict and negotiation exist there at the workplace but not all the employees have like perspectives on the two terms. Some has conflicting nature while some has reunion nature. Despite all the factual things surrounding it, it is important to understand that conflict resolution is of high importance to a peaceful working environment at the workplace. The main purpose of this assignm ent is to understand the two terms conflict and negotiation. The assignment also covers a reflection on the self-understanding of the two terms with the help of some tools provided in the assessment. Literature review Negotiation and conflict are a part of any platform; however, it is of high importance at the workplace. This is because of the impact, which both the factors can produce on the operational productivity. A conflict can bring dispute within the team members, which is threatening for a successful completion of the project. A project requires teamwork, which is never possible in a conflicting environment. There are different views on conflicts such as traditional view, human relation view and internactionist view (Kowalski Limber, 2013). Different views have their different opinions on the conflicts. Traditional views say to avoid the conflicts. According to them conflicts are not good for an organisational perspective. It is not good either for an educational perspective. They have viewed this as a stopping agent in the way of a progressive trend. On the other hand, the human elation view has seen conflict as a natural phenomenon. According to such beliefs, conflicts are natural and a re expected outcome from a team or any group. According to internactionist views, conflict is extremely necessary in order to perform effectively (Ayoko, Konrad Boyle, 2012). Conflicts are of various types such as task, process and relationships. Task means conflicts for the contents and goals in the task. The level of conflict ranges from lows to moderate level. This is not a very healthy sign for an organisation. This is because it hampers process. The process gets hampered because people builds up this habit in them to ignore such task that are challenging. Consequently, it becomes difficult to the management to allocate this task to an appropriate resource because this is difficult to understand who potential employees are. Relationship is another type of conflict that is a high concern in between the different relations. This gives birth to domestic violence, which is harmful for the family in most times. Sometimes conflicts are required at home to oppose the wrong thing; however, majority of times, it happens for wrong purpose. Another type of conflict is process that governs a scenario where different professionals in organisation clash to each oth er with different perspectives on an assigned project. Such conflicts are advantageous sometimes because it generates the necessary urgency to complete the project; however, at times this is harmful as well because it is a sign of making decision in hurry. Operation related decisions should be made with utmost calm and composed attitude (Fisher, 2016). Negotiation on the other has two bargaining strategies such as distributive bargaining and integrative bargaining. Distributive bargaining refers to such process, which is a win-lose situation to either of the party. It further means that in such negotiation process, one party has to compromise for the others. It is not fruitful as well. This is indeed much difficult to negotiate a conflict by ignoring the importance of one party. There might take place a case where such thing happens; however, probability for such case is very low either. On the other hand, integrative bargaining is a highly advantageous option to get rid of the conflicts in between the two parties. In such negotiation process, two different parties try to come at one platform such as by compromising on each others thought for the sake of other. However, it entirely depends on the surrounding circumstances to understand the best option for negotiating the conflicts. For example, in an organisation, it is indeed advi sable that employees agree on most terms with their organisation in order to maintain a peaceful environment. It is least advised to become rebellion with personal thoughts. However, there are some instances where it is required to be rebellion such as disclosing the salary discrepancy issue. It is indeed much more advisable that at workplace, selection of the most suitable negotiation option is done according to the surrounding scenarios. These factual things are not just limited to workplace only but it is also applicable to all such places where someone is supervising one (DeChurch, Mesmer-Magnus Doty, 2013). Diagnostic tools There are certain tools that can help in negotiating the conflicts. Such tools are Thomas-Kilmann Conflict Mode Instrument (TKI), Belbin Team Inventory and Johari Window. TKI- TKI is an assessment that takes around fifteen minutes to complete the test. The assessment model believe in a fact that conflict is natural, which is bound to happen because there is no such pair that has same desire and expectations (Atorough Martin, 2012). It further means a conflicting thought is a resource to conflicts. However, according to the TKI things can be improved and can be brought to normality if two people understand each others nature and try to assimilate with each others thoughts. Problem only arises when two people do not realise each others characteristics. If they have enough time to understand each others requirement, there would not be any more conflicts. Belbin Team Inventory- Belbin has identified some roles that according to Belbin are ideal to an effective team performance. Those roles are resource investigator, team worker, co-ordinator, stand, monitor evaluator, professional, shaper, implementer and complete finisher. According to Belbin, these nine roles are required in a team in order to enhance its effectiveness and to prevent this from conflict. However, it also widened the understanding by stating a fact that it is not necessary to have nine people all the time in the team to have all the mentioned roles. Any team member can have two or more than two roles. These roles are mentioned to show the importance of Belbin roles in negotiating approach towards resolving a conflict (Senaratne Gunawardane, 2015). Johari Window- This gives its utmost emphasis on the feedbacks. Johari Model supports the production of feedbacks and on the other hand, it supports the reception of feedbacks. Johari Model is all about giving feedbacks and accepting the others feedbacks. This is a vital challenge at the workplace where people do not easily give any feedbacks and rarely do they accept anybody elses feedbacks. The model encourages in giving and accepting the feedbacks (Saxena, 2015). Reflection The three models such as Johari Model, TKI and Belbin Team Inventory have helped me understand that I am missing on some important characteristics that are necessary to prevent any conflicts. I am very reserved, which makes me disconnected with the other team members. I never bother to give any feedback to them neither do I implement any of their feedbacks on me. Additionally, I am very less connected with co-ordinating terms with my team members. This at times creates conflicts because they build up wrong perceptions of me. They are doing wrong; however, I have unintentionally forced them to do so. I am also not a complete finisher, which makes me depend on others a lot. This is not a very healthy sign because depending on others might attract some conflicts. I might accept more; however, things might not turn according to my thoughts. Development plan The development plan for the two areas of improvement in me would be as follows: Personal analysis- The different models such as Belbin Team Inventory, Johari Window and TKI have made me understood that I need improvement in two areas such as reserving nature and poor co-ordination skills. I am very reserved in nature, which makes things difficult to me to get dissolve with my other team members. Co-ordination is the other challenge that produces a communication gap in between the others and me. This sometimes hampers the project as well because others do not understand what I mean of everything (Parks-Leduc, Feldman Bardi, 2015). Short-term goals- I need to set a short-term goals to rectify the two identified issues in me. The short-term goals would include preparing me for the change. I would start engaging me in different cooperative works such as being a part of social gathering at the workplace. The first stage and the short-term goal would be to be open with all in the team. The other goal would be to start coordinating with other team members. Initially, I might face difficulties; however, things would start working for me. The short-term goals would be to be open and coordinative (Sirois Pychyl, 2013). Long-term goals- This would include working on the feedbacks that my other team members and the supervisors give those to me. This is very necessary to be open for feedbacks according to the Johari Window. I would strongly focus on working on the feedbacks. This includes but is not limited to such as taking help of others on how to implement the feedbacks (Duffy et al., 2015). Specific work schedules- I would dedicate few time on a daily basis to make the identified changes in me. This would include working on the feedbacks while taking help of others on how to implement the feedbacks. This also includes making me engaged with others in the team member in order to make me habituated of coordinating things with the others. Becoming more social and approachable would be another set of improvements in me, which I would try to implement in me in order to be addicted with the solutions advised for bringing the necessary changes (Allen et al., 2013). Corrective actions- This would be required when I fail to execute the plan accordingly. This is very natural that I would fall short in implementing the feedbacks for improving me as more social and coordinative. Necessary actions would include working on the feedbacks. If it does not work then I would consult to my senior in the team to suggest me some ways on how to bring the required changes in me. I would also watch some videos that are extremely designed for personality grooming (Fliscounakis et al., 2013). Conclusion Conflicts and negotiation are the two most effective things found quite frequently at the workplace. Conflicts must be negotiated with help from different resources such as listening to others feedbacks and compromising with others. Conflicts are negotiable if there are utmost resources available for it. There is no better way than to understand each other and respect each others feedbacks. These two are the most effective weapons that would rectify one with utter odd qualities in him or her. Conflicts at times are important to bring in various new ideas; however, it should be mostly disrespected if no benefits are possible with such attempts. Nevertheless, personal development plan is utterly required in order to counter the effect of conflicts and negotiate this with some mutual compromising activities. There is no such better way than to develop the personal behaviour and rectify the personal shortcomings through different ways. Personal development plan in a systematic way is one of such tools that would bring the necessary change in an individual. Personal development plan is a long-term process that would gradually provide fruits on the attempt. It includes learning on mistakes. References Allen, T. D., Johnson, R. C., Kiburz, K. M., Shockley, K. M. (2013). Workfamily conflict and flexible work arrangements: Deconstructing flexibility.Personnel Psychology,66(2), 345-376. Atorough, P., Martin, A. (2012). The politics of destination marketing: assessing stakeholder interaction choice orientations toward a DMO formation, using the Thomas-Kilmann Conflict Mode Instrument.Journal of Place Management and Development,5(1), 35-55. Ayoko, O. B., Konrad, A. M., Boyle, M. V. (2012). Online work: Managing conflict and emotions for performance in virtual teams.European Management Journal,30(2), 156-174. Chen, S., Weiss, G. (2012, August). An efficient and adaptive approach to negotiation in complex environments. InProceedings of the 20th European conference on artificial intelligence(pp. 228-233). IOS Press. DeChurch, L. A., Mesmer-Magnus, J. R., Doty, D. (2013). Moving beyond relationship and task conflict: Toward a process-state perspective. Duffy, R., St John, F. A., Bscher, B., Brockington, D. A. N. (2015). The militarization of anti-poaching: undermining long term goals?.Environmental Conservation,42(4), 345-348. Fisher, R. J. (2016). Third party consultation: A method for the study and resolution of conflict. InRonald J. Fisher: A North American Pioneer in Interactive Conflict Resolution(pp. 37-71). Springer International Publishing. Fliscounakis, S., Panciatici, P., Capitanescu, F., Wehenkel, L. (2013). Contingency ranking with respect to overloads in very large power systems taking into account uncertainty, preventive, and corrective actions.IEEE Transactions on Power Systems,nbsLiterature reviewp;28(4), 4909-4917. Hofmann, W., Baumeister, R. F., Frster, G., Vohs, K. D. (2012). Everyday temptations: an experience sampling study of desire, conflict, and self-control.Journal of personality and social psychology,102(6), 1318. Kowalski, R. M., Limber, S. P. (2013). Psychological, physical, and academic correlates of cyberbullying and traditional bullying.Journal of Adolescent Health,53(1), S13-S20. Parks-Leduc, L., Feldman, G., Bardi, A. (2015). Personality traits and personal values: A meta-analysis.Personality and Social Psychology Review,19(1), 3-29. Saxena, P. (2015). JOHARI WINDOW: An Effective Model for Improving Interpersonal Communication and Managerial Effectiveness.SIT Journal of Management,5(2), 134-146. Senaratne, S., Gunawardane, S. (2015). Application of team role theory to construction design teams.Architectural Engineering and Design Management,11(1), 1-20. Sirois, F., Pychyl, T. (2013). Procrastination and the priority of short?term mood regulation: Consequences for future self.Social and Personality Psychology Compass,7(2), 115-127