Similarities Of Oedipus Rex And Death of A Salesman - Free Essay Example

Sample details Pages: 2 Words: 598 Downloads: 10 Date added: 2019/05/30 Category Literature Essay Level High school Tags: Death Of A Salesman Essay Did you like this example? Without a doubt, the plays that were analyzed and deliberated this semester were informative, interesting, and crucial to the present condition and culture of mainstream playwriting. Of the many works that were looked at, Oedipus Rex and Death of a Salesman were two that lent themselves to further evaluation. Within this text, I will be discussing specific examples from both productions that draws comparison between the two. Disconnected by several thousand years of literature, Oedipus Rex and Death of a Salesman seem to share a number of likenesses and characteristics that tie them both together, despite having been written at completely different times in history. At first look, one may ask how these stories could have anything in common; one is about a salesman with suicidal predispositions and the other a king who murdered his father and established a sexual relationship with his mother (book). However, after further consideration, there are underlying themes and foundations that show how each protagonist struggles with internal conflict which eventually leads to their untimely demise; each play shares a protagonist with a tragic flaw. Don’t waste time! Our writers will create an original "Similarities Of Oedipus Rex And Death of A Salesman" essay for you Create order In the Greek tragedy, Oedipus Rex is the main character (book). He is important and of noble birth, and reigns as the King of Thebes. However, due to his kingly status, there are events that have occurred in his life that have affected his well-being as well as that of the people of Thebes. King Oedipus fate, unbeknownst to him, has already been determined by the Gods before he was born (book). In Arthur Millerrs classic, Willy Loman is an older gentleman that struggles to accept his fate in a dead-end job and old age. Willy was let go from his job as a salesman and has started to spiral out of control, disappointed with the way his life is turning out (book). Willyrs tragic situation, unlike Oedipus, does not at all impact the country, people, or even city where he lives. The individuals that are immediately affected by Willyrs death are his immediate family members (book). Within the character similarities, there is one major difference. In a Greek tragedy, such as that of Oedipus Rex, the main character is almost always of noble or royal birth. Therefore, the country over while they rule is directly affected and at risk of peril due to the tragic situation of the protagonist. In the modern tragedy, such as Death of a Salesman, the main character is the average individual, with only few impacted by the death or tragedy of the protagonist. Another similarity that can be drawn from each play, is the mental and physical state in which each main character begins and ends their respective plays. In the very opening scene of Oedipus Rex, we see a confused Oedipus at what he sees is happening to the City of Thebes (book). He does not understand why Thebes is in turmoil and this worries Oedipus. Although we as an audience know that Thebes is ultimately in distress due to his fate, Oedipus does not. At the end, we see a now-blind Oedipus overcome with anguish and embarrassment as he realizes now what he has done (book). Comparable to Oedipus introduction, Willy Loman enters confused as well. Willy starts telling his wife, Linda, how all of a sudden he couldnt drive any more (book), and this was worrying him. As mentioned above, Willyrs complications and strife do not directly affect a nation, but his immediate family instead. Closely to Oedipus, Willyrs story also ends in shame; Willy kills himself so that his wife and sons will receive his insurance policy (book).

Government Must Ensure The Protection Of Individual Rights

The words â€Å"power,† â€Å"rules,† â€Å"control,† will probably come up when thinking about government. But, what is government for? Can a society live without any type of government? The government is very important, and it is difficult to keep a society in order without rules. The government is responsible for setting rules and to enforce those rules to equally protect individual rights; to accomplish this, government should be appropriate for the society, be respected by its rulers, and function only as represent for the citizens. In order to ensure the protection of individual rights, the mere existence of government is not enough. It must be appropriate. A government should possess authority to ensure the rules stated are just for the society†¦show more content†¦A governor must be someone prepared for it, who understands the needs of its society and has the capacity to find solutions for them. It is necessary to have just rules to protect individual rights and that is why the efficiency of a government relies on its sense of justice. There should be an appropriate government to meet the needs of every different society. There are a several conditions that a government has to meet to achieve its purpose. The most important quality of government is its ability to impose respect over the people it governs. Respect means to recognize the wisdom and authority of the other. It would make no sense to have a government that the town would not respect, and therefore not obey. It would be like having no government at all. Like the role of the parent in a family, the parent must be respected by the son in order to have the ability to guide and teach him. According to Machiavelli, â€Å"A prince ought to inspire fear in such a way that, if he does not win love, he avoids hatred: because he can endure very well being feared whistle he is not hated, which will be as long as he abstains from the property of his citizens†¦Ã¢â‚¬ (188). In other words, it is better for a government to be feared, than loved. This will ensure the application of the laws. The government must have the authority to be

To bike or not to bike An ethical issue Free Essays

The author worries about his image when biking In Uganda. He is a modern well- equipped and wealthy muggy riding a luxurious mountain bike for pleasure and fitness, while around him poor people of Uganda are busy working for life and using their bikes for ferrying life’s staples. Although struggling with that contrast, he continues his practice of â€Å"luxurious† biking, and tries to present himself as friendly and respectful to surrounding Uganda. We will write a custom essay sample on To bike or not to bike: An ethical issue or any similar topic only for you Order Now Despite the struggle of the author, his secretive writing shows that he gets used to looking down at the local people. That is the impression readers get increasingly with reading, and it is especially clear with the last phrase of â€Å"[creating] a culture of I-you instead I-it†. The stakeholders include the author and the local Uganda. It would be better if the former does not pay too much attention on the impact of his appearance, but instead loves the latter as peers, and then keeping his biking practice with a cheaper bikes, cheaper equipments, and using spare money to help the community. Explain Benefits and losses: The author benefits because he still can maintain his bulling practice, In full, with a shiny new mountain bike, and with fully muumuu’s appearance as he wishes. The country of Uganda might benefit because It can potentially keep the author – definitely as a good consumer and perhaps also as a good worker (supposing he is doing some useful Job for the country), in the country for longer. The local Uganda lose because they have to accept in their community a muggy who intrinsically does not recognize the human equality between him and them, and also behaves offensively with his biking. Kind of ethical problem: Character. The author thinks that he should stop biking, but continues doing that nonetheless since he has a pity for himself. When trying to make himself less offensive and more friendly, he perhaps does not recognize that in deep he thinks that local people are lower than him, envy him, and can accept his friendly acts as the signs of good personae. Ethical approach applied: Could be viewed as virtue ethics, as the author focuses on the Image of himself, on what people might think of him because of his biking. Descriptive or Normative: Descriptive. The author describes the situation and his action, but does not attempt to make judgments on why he think such biking is inappropriate, and what other alternatives and their effects are. Justify With his final choice, the author clearly hopes to improve his image in the eyes of Uganda, namely that he is not Just a normal muggy, but a good one who is friendly with everybody. But the last sentence of his description betrays him. It shows that in deep he maintains an I-it relationship with the local peoples, and Just tries to aka that relationship looks like an I-you one. Should he really want to build an I-you relationship, there are some alternative ways of solving his problem. But at first, he should realize that there Is In fact no problem at all with his biking in the eyes of Uganda. As humanity, Uganda understand the differences between Individuals, understand the value of biking for him. Now, suppose that he still wants to gain the love of the people (perhaps an I-thou relationship? L then stopping biking is not the level closer to surrounding people, as said earlier. How to cite To bike or not to bike: An ethical issue, Papers

Dimensions and Antecedents of OCB Literature Analysis

Question: Discuss about the Dimensions and Antecedents of OCB for Literature Analysis. Answer: Introduction As explained by Hakim, et al. (2014, p. 3) organization citizenship behavior was first proposed by Organ in 1998 by listing specific dimensions which include civic virtue, conscientiousness, altruism, courtesy , sportsmanship and. Firms require workers who would be willing to do their work and exceed the predetermined objectives of the organization. OCB is considered essential because it can lead to increased effectiveness of the firm, (Qamar, 2012, p. 105). This report provides the literature review of the dimensions and antecedents of organization citizenship behavior. OCBs are typically individual discretionary activities carried out by employees that are not within their formal job description. They represent the ability of the members of the organization to work efficiently and exceed the described job requirements, (Khurana, et al., 2014, p. 256). There are five dimensions of OCB which have been discussed in this literature review. The Dimensions of OCB This can be explained as the involvement of workers in the enterprise's political life and be supporting in the management roles of the enterprise. It refers to the willingness of workers to take part in the activities of the company such as keeping up with the changes administered by the organizations and going to dispensable meetings of the firm, (Lo Ramayah, 2009, p. 56). This dimension was derived from the findings made by Graham, which stated that workers should have the responsibility of being great citizens of the firm, ( Bukhari, 2008, p. 107). These behaviors therefore accurately reflect the workers recognition of becoming part of the enterprise and accept every responsibility within the organization Civic virtue among the employees enables the organization to obtain effectiveness. This is because the employees will be able to offer the management with several suggestions for improvement. Employees will also be willing to adapt positively to changes within the firm, (Khurana, et al., 2014, p. 257). It is more likely to result in a purposeful contribution to the success of the business among the employees than other dimensions. Conscientiousness is the ability of workers to go beyond the standard requirements of the firm, regarding job performance, obedience to the rules of the business and attendance. The workers who exhibit this type of discretionary behavior would be willing to attend to their duties daily without delay, (DiPaola Tsachannen, 2014, p. 425). Conscientiousness may also mean strict observance of the set rules and regulations within the organization. It is believed that conscientiousness is the mindfulness to be involved in the organization systems. Employees who are fully willing to be part of the operations of the firm, contribute to the team performance and effectiveness as they will be prepared to work correctly, (Jiao et al., 2011, p. 15). Individuals can, therefore, be grouped into lower conscientious, conscientious, more conscientious and high conscientious, (Bergeron-Gadot Beeri, 2012, p. 8). The top conscientious employees are usually more persistent in conducting their duties whether or not there could be an additional benefit or reward. Higher performance is linked to higher conscientiousness, while lower values are connected to lower conscientiousness. Altruism entails discretionary behaviors that are associated with the willingness of a worker to assist a coworker. It can also be referred to as selflessness of a worker towards the success of an enterprise, (Al-zubi, 2011, p. 221). Employees who are willing to help their fellow employees whom they work with are referred to as altruists, (Lee Kim, 2015, p. 154). Employees may be absent from their workplaces due to sickness, stress caused by loss of a relative or other commitments. When such employees are absent, their fellow workers who are willing to take their part for that day are altruists. Altruism, therefore, encompasses being mindful to others, helping workers with heavy workloads, helping new recruits to adjust appropriately in their jobs, and motivating fellow workers in the workplace, (Yadav Punia, 2012, p. 15). Socially developed values that emphasize on elevating organizations values over the individual interests of workers encourage altruism. Altruism, therefore, contributes to organizational effectiveness by promoting cooperation within the business, whereby employees perform their duties in unison. According to Vigoda-Gadot Beeri (2012, p. 578), it is a citizenship behavior geared towards improving the performance of the workers and making the employees understand that the organization's objectives are supreme than personal interests. Human resource management involves recruitment, training, motivation, appraisal and promotion of employees among other duties. In these steps, employees may feel demotivated and demoralized. A good example is a new employee. Some employees find their assignments challenging and difficult to execute, (Yadav Punia, 2012, p. 15). Whenever employees feel discouraged with a particular job, their fellow workers should always encourage them. This is a courtesy. Courtesy, therefore, includes behavior which aims at preventing problems in the firm and taking appropriate steps to lessen the effects of particular challenges in future, ( Bukhari, 2008, p. 109). It also encompasses members of a firm helping fellow workers in their duties, whenever they experience problems. Altruism is tightly attached to performance analysis and positive affectivity, ( Bukhari, 2008, p. 109). Early research has indicated that subordinates who practice courtesy may help in solving conflicts in the organization. In 1988, Organ defined this dimension as the demonstration of tolerance to the irritations that may arise within the organization. In many occasions, employees get irritated by certain conditions, (Jiao et al., 2011, p. 21). These circumstances may include a change in organization strategies, a distraction from colleagues and unfavorable work conditions, (Yadav Punia, 2012, p. 16). These irritations usually form part of every organization setting. Sportsmanship would, therefore, improve the morale of the workers and eliminate the chances of employee turnover as well. Organ identified four personality traits that relate to organization citizenship behavior. These included neuroticism, extraversion, conscientiousness, and agreeability, (Lo Ramayah, 2009, p. 48). Personality has a critical positive effect on OCB. This means that employees will execute their roles and exceed the standards laid down by the enterprise, ( Bukhari, 2008, p. 109). When the employees take their work seriously and become accommodative to change, employees can work with motivation. Workers who are collaborative and able to help their co-workers exhibit positive personality, (Bukhari, 2008, p. 109). Emotional stability is also another attribute of character that encourages OCB. The traditional indicators of OCB encompass organizational commitment, job satisfaction, motivation, employee engagement, and the level of trust existing between the employees, the supervisors, and co-workers. Whenever the employees are comfortable in their workplace, they exhibit job satisfaction, (Al-zubi, 2011, p. 221). Job satisfaction ensures the employees are motivated with their job positions and able to work with ease to exceed the set standards, (Bergeron et al., 2013, p. 80). Organizational commitment is also an essential attribute of attitude that encourages OCB. Firms which are fully committed to exceeding the objectives and goals they set usually contribute to effectiveness. Leadership styles encourage OCB. Leadership can be instrumental, transformational or supportive, (DiPaola Tschannen, 2014, p. 442). Instrumental leadership supports role clarity among the employees which in turn makes them more motivated to work, (Qamar, 2012, p. 111). The supervisors should always notify the subordinates the expectations required of them. This enables the workers to perform with a view of meeting the set expectations. Supportive leadership is where the leader is concerned with the affairs of the employees, supporting them to realize the objectives of the firm. It contains some aspects of altruism, (Vigoda-Gadot Beeri, 2012, p. 581). This leadership style revolves around ensuring that the well-being of the workers has appropriately been considered. On the other hand, transformational leadership encourages motivation in the organization. The employees get inspired and supported by the supervisors, (Jiao et al., 2011, p. 23). In this type of leadership, there are alw ays high-performance expectations by the leaders. A group encompasses a collection of employees who are aimed at achieving a common objective within the organization. Groups which are cohesive can improve the organizational effectiveness, (Al-zubi, 2011, p. 160). The team members in such groups will also be willing to remain in the groups. Team members must be supportive of each other, (Qamar, 2012, p. 121). Group potency usually improves group cooperation and generate strength. Whenever an organization is team-oriented, it formulated team-oriented strategies. The effectiveness of the individual teams is, therefore, critical in ensuring. Group traits are therefore important determinants of organization citizenship behavior. Conclusion The antecedents and dimensions of organization citizenship behavior have been satisfactorily discussed in this literature review. Some dimensions of OCB include sportsmanship, courtesy, conscientiousness, civic virtue, and altruism. These aspects contribute to the firms' effectiveness when exhibited by employees in executing their duties. Antecedents of OCB include the attitude of employees, personality, leadership traits and group characteristics. These antecedents encourage OCB making the workers perform beyond the organizations expectations. References. Al-Zubi, H.A., 2011. Organizational Citizenship Behavior and Impacts on Knowledge Sharing: An Empirical Study. International business Research, 4(3), p.221. Bergeron, D.M., Shipp, A.J., Rosen, B. Furst, S.A., 2013. Organizational Citizenship Behavior and Career Outcomes: The Cost of Being a Good Citizen. Journal of Management, 39(4), pp.958-984. Bukhari, Z. u., 2008. Key Antecedents of Organizational Citizenship Behavior (OCB) in the Banking Sector of Pakistan. International Journal of b Business Management, December, 3(12), pp. 106-115. DiPaola, M. Tschannen-Moran, M., 2014. Organizational Citizenship Behavior in Schools and its Relationship to School Climate. Journal of School Leadership, 11(5), pp.424-447. Hakim, W., Nimran, U., Haerani, S. Alam, S., 2014. The Antecedent of Organizational Citizenship Behavior (OCB) and their Effect on Performance. IOSR Journal of Business and Management (IOSR-GBM), February, 16(2), pp. 5-13. Jiao, C., Richards, D.A. Zhang, K., 2011. Leadership and Organizational Citizenship Behavior: OCB-specific Meanings as Mediators. Journal of Business and Psychology, 26(1), pp.11-25. Khurana, R., Singh, V. K. Khandelwal, S., 2014. Key Antecedents of Organization Citizenship Behavior. The International Journal of Business Management, May, 2(5), pp. 256-263. Lee, U.H. Kim, H.K., 2015. Antecedents of Organizational Citizenship Behavior: The Mediating Role of Leader-member Exchange. Journal of Digital Convergence, 13(1), pp.151-162. Lo, M.-C. Ramayah, T., 2009. Dimensionality of Organizational Citizenship Behaviour (OCB) in a Multicultural Society. Journal of International Business Research, January, 2(1), pp. 48-55. Qamar, N., 2012. Job Satisfaction and Organizational Commitment as Antecedents of Organizational Citizenship Behavior (OCB). Interdisciplinary Journal of Contemporary Research in Business, 4(7), pp.103-122. Sharma, J.P., Bajpai, N. Holani, U., 2011. Organizational Citizenship Behavior in Public and Private Sector and its Impact on Job Satisfaction: A Comparative Study in Indian Perspective. International Journal of Business and Management, 6(1), p.67. Vigoda-Gadot, E. Beeri, I., 2012. Change-oriented Organizational Citizenship Behavior in Public Administration: The power of Leadership and the Cost of Organizational Politics. Journal of Public Administration Research and Theory, 22(3), pp.573-596. Yadav, P. Punia, B.K., 2012. Organisational Citizenship Behavior: A Review of Antecedent, Correlates, Outcomes and Future Research Directions. International Journal of Human Potential Development, 2(2), pp.01-19.