Symbolic Illustration of the Power of Relationships in Susan Glaspells

Symbolic Illustration of the Power of Relationships in Susan Glaspell's Trifles A friend can be a remarkable thing. Unfortunately, many lack the powerful bonds that all humans need to survive and lead healthy, happy lives. In Susan Glaspell's play Trifles, Mrs. Wright is starved of the human interaction and relationships she so desperately needs. Consequently, she is never rescued from her loneliness, is brought to the point where she cannot handle any more of life's saddening struggles, and kills her husband in his sleep. Through powerful and often ironic symbolism, such as Mrs. Wright's kitchen, the names of the characters, and the bird, Susan Glaspell clearly displays the power of human relationships and how truly devastating a lack of this absolute necessity can be. One of the numerous symbols Glaspell uses to emphasize the importance of wholesome human relationships is Mrs. Wright's kitchen. Upon entering the crime scene, the men and women notice the unkept kitchen. They are alarmed by the "Dirty towels" (Glaspell 1174), the unwashed pans under the sink, a loaf of bread outside the breadbox," "the walls covered with a faded wall paper" (Glaspell 1172), and the "sticky" shelves (Glaspell 1174). The abrupt, incomplete work reflects the emptiness Mrs. Wright had bottled inside of herself and also displays the sudden sense of explosion she must have experienced to go as far as murdering Mr. Wright. Also, they see a small chair beside the kitchen table. Obviously intended for a child, the small chair illustrates Mrs. Wright's empty expectations of raising children. Mrs. Hale explains, "Not having children makes less work-but it makes a quiet house, and Wright out to work all day, and no company when he did come in" (Glas... ...there are so many that go unnoticed and unappreciated. Unfortunately, they do not know how to reach out for help until it is too late. There are also many others that see these lonely and depressed individuals, but no one ever does. Mrs. Peters explains regretfully, "Somehow we just don't see how it is with other folks until-something turns up" (Glaspell 1178). Many times, it is unfortunately too late to save a person. Through her powerful symbols, Glaspell stresses the importance of reaching out to those that are lonely and need emotional support before it is too late. After all, "We all go through the same things-it's all just a different kind of same thing" (Glaspell 1180). Work Cited Glaspell, Susan. Trifles. The Bedford Introduction to Literature: Reading, Thinking, Writing. 5th ed. Ed. Michael Meyer. Boston: Bedford/St. Martin's, 1999. 1172-1181.

Negotiation Strategies Essay

Throughout the world, most countries have chosen to allow employers to dismiss employees only for just cause. The employer must present evidence or an argument that supports the notion to dismiss the employee. This method ensures that an individual is fired for good cause and prevents misunderstanding between the employer and employee. In the United States, the basis for termination of employees differs greatly. Employment-at-will is a term that means that an employer can terminate an employee at any time for any reason or for no reason without occurring legal liability (Stone, 2007). In the same respect, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences. The purpose of this paper is to present scenarios that question the legality and exceptions of the employment-at-will doctrine and to give opinions on how to handle the scenarios. Negotiation strategies come from understanding the negotiation process and knowing how others consider and view it. The person negotiating should watch out for tricks another may use to convince he/she that they are wrong. The best and most valued negotiation strategy is to first identify the â€Å"what’s wrong† problem and what the competition is requiring. For example, Tameka is a new employee at an accounting firm that is unable to learn and apply basic computer applications. The computer applications are mandatory to the job responsibilities outlined for Tameka. She makes remarks implying that she is not appreciated and is a good worker, regardless of her ability to complete the tasks. Skills, competence, and ability to perform a job are a necessity in the workplace. In an accounting firm, a simple mistake can be detrimental. It appears that Tameka exaggerated her abilities and was intentionally misleading upon being hired which exhibits a lack of veracity. This observation alone provides management with just cause to dismiss her. However, there are steps that can be taken to properly assess this situation. This is where the negotiation process kicks in. The first step would be to train the employee. The reading indicates that Tameka has been given months of training, and she is still incapable of completing tasks. I would be sure to document the training sessions that were offered to Tameka, and I would record her performance in each one. I would make Tameka sign off and clarify that she attended each training session to prevent verbal implications. After Tameka’s failed attempt at training, I would compose a formal document outlining my concerns about her performance. This document would serve as a warning for termination. I would give her two weeks to show improvement, even though she has already had the opportunity to do so. This document would reduce any risk or liability to the company. If two weeks have passed and Tameka has shown no improvement, she will be terminated. Tameka may try to combat by using the â€Å"implied covenant of good faith and fair dealing† exception to the employment-at-will doctrine. This exception usually involves a discharged employee who contends that the employer has indicated in various ways that the employee has job security and will be treated fairly (Smith, 1985). When Tameka indicated that she was a good worker who felt she was not appreciated, it set the grounds for accusations of good faith and fair dealing. Tameka would not be successful if she filed charges because she was not honest about her credentials. She led the employer to believe she was capable of completing tasks that she was treated fairly throughout the process by being given multiple chances to improve her performance. In scenario two, Tameka is frequently late to work and has major behavioral issues. As the supervisor, I tried to address the issues but Tameka retaliated that she is aware of the exceptions to the employment-at-will doctrine and wrongful discharge in violation of public policy. The first step to rectifying this situation is to review the employee code of conduct handbook. I would check to make sure the company’s late policy and zero tolerance for inappropriate behavior are duly noted. Then, I would give a copy to Tameka to read and sign clarifying that she has read and agrees to the rules. After she has signed the rules and regulations, I would have a talk with her to address the issues and warn her of the seriousness of the offense. If the behavior continues, I will compose a formal document to serve as a final warning to Tameka before termination occurs. If the behavior continues, she will be terminated. Her termination would be based on her unwillingness to follow company rules, not respecting and treating her co-workers fairly, and not meeting performance expectations. Tameka may try to retaliate by claiming wrongful discharge in violation of public policy, which is another exception to the employment-at-will doctrine. Cases, using the public policy exception, protects employees who are discharged for fulfilling a public obligation, protects workers who are fired for exercising statutory rights, employees who are dismissed for refusing to participate in illegal or unethical activity, and to protect individuals who are discharged for blowing the whistle on the activities of their employers or co-workers (Callahan, 1991). In Tameka’s case, wrongful discharge would not apply. She failed to adhere to company policies, and even after corrective coaching she still made no attempts at improvement. Tameka’s signature on the rules and regulations sheet, the one-on-one session, and time given for improvement would reduce any liability on my part. The documentation I have for the situation would stand. In scenario three, Tameka takes off from work without management consent to observe a religious holiday. Coincidentally, the day occurs during a busy period for the company. Prior to the holiday, management stated that no one could take off without consent. Tameka encourages her co-workers to organize and form a labor union for protection. In this scenario, it would be unlawful to dismiss Tameka. However, I would compose a formal document to Tameka expressing the importance of calling in and letting management know if she will not be able to make work. I would reassure her that the company does not discriminate against employees regardless of their religious affiliation. I would send out a correspondence to all employees restating what I told Tameka to be sure everyone has an understanding of our non-discriminatory policy, and our appreciation toward calling in to work to make sure all shifts will be covered. Tameka’s protection lies in the Civil Rights Act of 1964. Title VII of the Civil Rights Act of 1964 specifically forbids discrimination on the basis of religion for employment purposes, except when the employer is a religious organization , or when religion is a bona fide occupational qualification (Adams, 2001). Tameka’s observance of the religious holiday is covered under this act. I could do nothing if Tameka and her co-workers wanted to form a labor union. The National Labors Relations Act (NLRA) protects the rights of employees to form or join a union, and prohibits employers from interfering, restraining, or coercing employees in the exercise of their rights to organize (Hollo, 2008). In the last scenario, Tameka’s direct supervisor continuously asks her out on dates. She was informed during orientation of the company policy that prevents employees from dating their supervisor. Despite this, Tameka and her supervisor enter into a consensual relationship. The reading refers to the relationship as â€Å"consensual† which means both parties agreed to the relationship. Tameka’s job was not threatened in any way if she did not choose to have the relationship with the supervisor. Equally, the supervisor was not coerced into the relationship in any way. I would interview both employees to get a detailed account of the relationship and have them both sign and date it. This would reduce any liability and risk on my part. Both parties knew it was wrong, but they still continued the relationship. If both parties agree to end the relationship, I would have them sign a document stating that the relationship will be ended or termination will apply. Tameka and the supervisor could argue under the exception of implied covenant of good faith and fair dealing. They may feel it is unfair that they have to end their relationship or that they were not knowledgeable. However, both parties had full knowledge of company policy. Supervisors generally have more job security. It is likely the supervisor could argue his termination would counteract the company’s implication of good faith in him. Regardless, all arguments made by Tameka and the supervisor would fail to prove a legit point. The company is showing enough good faith, just by allowing them the opportunity to rectify the situation. In conclusion, exceptions to the employment-at-will doctrine can be controversial. It is important to always document incidents and situations, in case it is needed for protection in a lawsuit. Both employees and employers have allegiance to each other, and when one or both parties violates that allegiance, termination is often the result. Prevention of termination and other work related issues is directly related to the employee and employers understanding of company rules and regulations. The strategic factor is based on identifying an organization’s key stakeholders. It is called the strategic factor because the strategies and measures developed via it are based on the factors relevant to an organization’s key stakeholder’s.

How Volcanoes Influence Climate - Free Essay Example

Sample details Pages: 2 Words: 531 Downloads: 4 Date added: 2019/08/02 Category Environment Essay Level High school Topics: Volcano Essay Did you like this example? Volcanic eruptions both cool and heat the earth. When a volcano erupts, dust, ash, and sulfur are released into the atmosphere. Depending on how light the particles are, some will travel to the stratosphere while larger ones will fall to the earths surface. Don’t waste time! Our writers will create an original "How Volcanoes Influence Climate" essay for you Create order Small particles of dust and ash that remain in the stratosphere block the solar radiation hitting the earth, causing the planet to cool (How Volcanoes Influence Climate, 2018). Due to the circulation pattern in the stratosphere, dust and ash can travel worldwide to locations far from which they erupted. This can last from month to years, depending on how big the particles are. Sulfur is also ejected into the atmosphere after volcanic eruptions. Sulfur travels to the stratosphere, where it merges with water. Once sulfur and water fuse, sulfuric acid aerosols form and create tiny droplets that reflect solar radiation, cooling the earth even more (How Volcanoes Influence Climate, 2018). In contrast, volcanic eruptions can warm the earth by releasing large amounts of carbon dioxide, a gas that plays a major role in the greenhouse effect. These greenhouse gases play a role as an insulator, preventing large quantities of the warm gases to leave the earth. Volcanic eruptions generate 110 mi llion tons of carbon dioxide every year (How do volcanoes affect world climate?, 2005). The Tambora volcano eruption in 1815 in Indonesia shot volcanic columns up to 80,000 feet high, making it the largest eruption in world history. The volcano showed its immediate effects when the hot lava and pyroclastic flow killed 10,000 people (Ames, 2017). The volcano affected the climate, making it known as the year without summer. The Tambora volcano released so much ash and aerosol into the atmosphere that the sky became a darker color and blocked solar radiation from hitting the earth. The particles were so small that they were able to circulate through the stratosphere to other parts of the world. The planets temperature dropped 3 degrees celcius (How Volcanoes Influence Climate, 2018). As said before, volcanic eruptions generate 110 million tons of carbon dioxide every year. Humans release 10,000 times more carbon dioxide than volcanoes (How do volcanoes affect world climate?, 2005). Man-made anthropogenic processes are more significant to climate change. Climate drivers such as volcanic eruptions and heat trapping in the atmosphere are natural causes we cannot curtail. Human causes, such as vehicles, factories, and many other things human-operated, burn fossil fuels that travel into the stratosphere. In addition, humans are the ones to cut down the plants that absorb the carbon dioxide. Scientists are able to tell that humans play a large role in global warming because they are able to distinguish carbon dioxide derived from fossil fuels and carbon dioxide derived from natural resources by the concentration of atoms (How Do We Know That Humans Are the Major Cause of Global Warming?, 2017). Over the past hundreds of years, scientists noticed an increase in carbon dioxide level derived from fossil fuels and an increase in global temperature from year to year (How Do We Know That Humans Are the Major Cause of Global Warming?, 2017). There are almost 8 billion people in the world that burn fossil fuels everyday, making humans the main cause of global warming and climate change on planet earth.