Romeo and Juliet, analytical essay Essay Example for Free

Romeo and Juliet, analytical essay EssayRomeo and Juliet is an extremely well-known play scripted by William Shakespeare in the late 1590s. It is a story about an ancient rivalry between two wealthy families which is defied by two teenage star-crossed lovers who tragically die. The play was set in the Elizabethan era in Verona Italy. Despite that the play was written four hundred years ago it continues to capture the imaginations of teenagers in the 21st century, and the themes within the play are still seen in modern culture. These themes include crush, emotional extremity and rebellion.Romeo and Juliet is the most famous love story in English literature history, infatuation is naturally the plays foremost and most significant theme as Romeo and Juliet become infatuated with each new(prenominal) in an impossible situation. Romeo and his friends have crashed the Capulets party and Romeo has right laid eyes on Juliet, Romeo says O, she doth teach the torches to burn bright It seems she hangs upon the cheek of night same(p) a rich jewel in an Ethiopias ear Shakespeares use of metaphor O, she doth teach the torches to burn bright (1. 5.2) reflects Romeos extreme infatuation with Juliet as he idolises her, Romeo is saying how beautiful and glowing Juliet is by comparing her to the stars. The love between Romeo and Juliet can come across as immature and unprompted which is why it is also known as infatuation. Teenagers in the 21st century still have these impulsive emotions which cause them to make immature decisions which arent approximation through clearly with all the outcomes considered examples of these impulsive actions are sexting, and having an un-committed sexual relationship.Romeos wild emotions majorly impact those directly around him, especially Juliet. Romeos emotions are ever so very intense and usually change quite quickly without much thought to the previous matter which caused his emotions to go wild in the first place. Juliet is force by these extreme emotions as seen later in the play that Juliets level headedness is thrown out the window and quickly replaced with similar intense emotions just like Romeo. These emotions are seen commonly among teenagers now days, due to raging hormones and increasing pressure from other substantial causes, irrational mood swings and impulsive decisions

Vietnamese Immigration to America Essay Example for Free

Vietnamese Immigration to America EssayVietnam is located in the atomic number 16eastern Asia, bordering the Gulf of Thailand, Gulf of Tonkin, and South China Sea, alongside China, Laos, and Cambodia 6 00 N, 106 00 E. Its pith Land Area is 329,560 sq km, with a land ara of 325,360 sq km and water area of 4,200 sq km. It is slightly larger than New Mexico. Its total land boundary is 4,639 km with border countries like Cambodia, China and Laos. It has3, 444 km coastline which excludes the islands. Its maritime claims include the territorial sea 12 nm, contiguous zone 12 nm, exclusive stinting zone 200 nm, continental shelf 200 nm or to the edge of the continental margin. Its climate tropical in south, monsoon in north with hot, rainy succession and warm, dry season in mid-October to mid-March. Its terrain includes low, flat delta in south and north central highlands hilly, mountainous in far north and northwest. (See Vietnam. About Geography). The history of Vietnamese America ns began with the end of the Viet Nam War in 1975. On 28 January 1973, after having spent years and megs of dollars financing the Viet Nam War, the coupled States government reluctantly agreed to withdraw its pecuniary and military assistance after signing the Agreement on Ending the War and Restoring Peace in Viet Nam.The peace agreement was signed by representatives of the United States, the Republic of Viet Nam (South Viet Nam), and the Democratic Republic of Viet Nam (North Viet Nam) in Paris. The agreement committed the United States and other signatories to respect the independence, sovereignty, unity, and territorial integrity of Viet Nam, called for prisoners of war to be exchanged, and declared an in-place abdicate fire. Soon after the withdrawal of the United States military and economic support, the military situation deteriorated rapidly for the government of South Viet Nam.The flight of the Vietnamese refugees really began at heart the commonwealth, with the Nort h Vietnamese military offensive of mid-March 1975 resulting in the defeats at Pleiku, Kontum, and Ban Me Thuot. As a result of this military offensive about one million refugees poured out of these areas and headed for Saigon and the coast. Most traveled by foot, few were fortunate enough to travel by car, truck, or motor bike. On 30 April 1975, the capital of South Viet Nam, and thus South Viet Nam, came under the control of the Provisional Revolutionary Government. This resulted in the flight of the Vietnamese refugees to the United States.Vietnamese refugees were not immigrants who chose to come to the U. S. for better political, social, and economic opportunities. Their migration was for the most part unplanned and out of desperation. Vietnamese emigration is generally divided into two periods, each with several waves. The first period began in April 1975 and proceed through 1977. This period included the first three waves of Vietnamese refugees in the United States. The first wave of refugees, involving some ten to fifteen thousand people, began at least a week to ten days before the collapse of the government.The second wave, and probably the largest in numbers, involved some eighty thousand, who were evacuated by aircraft during the culture days of April. The evacuation of American personnel, their dependents, and Vietnamese affiliated with them was achieved through giant helicopters under Operation Frequent Wind. These individuals were relatively well-educated, spoke some English, had some skills that were marketable, came from urban areas, and were westernized. Members of these two waves were primarily Vietnamese who worked for the U. S. government, American firms, or the Vietnamese government.All were thought to be prepared for life in the United States on the priming coat of their contact with the American government and association with Americans. The final wave during this period involved forty to sixty thousand people who left on their own in depleted boats, ships, and commandeered aircraft during the first two weeks of May 1975. They were later transferred to Subic Bay, Philippines and Guam Island after having been picked up, in umteen cases, by U. S. Navy and cargo ships standing off the coast. A second period of the Vietnamese refugee migration began in 1978.Since the fall of South Viet Nam in 1975, many Vietnamese oblige tried to escape the political oppression, the major social, and political and economic reforms instituted by the authoritarian government of North Viet Nam. Although the influx continues steadily, the numbers are no longer as massive as they once were. A significant characteristic of this period, especially between the years 1978 to 1980, is the large number of ethnic Chinese migrating out of Viet Nam and Cambodia. In addition to the ethnic Chinese, at that place were many Vietnamese who left during this period.These individuals have been called boat people because the majority of them escaped in homemade, poorly constructed boats and wooden vessels. Due to flimsy vessels, scant knowledge of navigational skills, limited amount of provisions, and numerous attacks by Thai sea pirates, the death rate of the boat people was and is very high. Many of the boat people are awaiting their fate in refugee camps throughout Southeast Asia. In addition, since 1979 many former receiving countries are turning away refugees because of the economic, political, and social strains that they are allegedly precipitating.(See Vietnam War. Wikipedia, the superfluous Encyclopedia). The areas where they settled after their migration were in the states of California, Texas, Louisiana, Washington, Virginia, Pennsylvania, and Florida. As a result of the original resettlement, the secondary migration process, and the length of time since their first arrival in 1975, Vietnamese refugees have been able to establish communities throughout the United States, but are generally located in metropolitan an d urban areas.Since the Vietnamese were forced to leave their country as a result of the war, personal adjustments such as becoming proficient in English, separating from families, and dealing with war memories are pressing issues. Because many Vietnamese did not know English, learning a new and different language became an important criterion for adjusting to new living conditions in the United States. In addition, the dispersion Policy forced many extended families to separate, and some Vietnamese have found themselves in new and unfamiliar communities without family or the community support networks which were of colossal importance in Viet Nam.Finally, because of the traumatic experiences incurred while leaving their homeland, many experience depression, anxiety, alienation, a sense of helplessness, and recurring war nightmares. To assimilate into the United States economically as quickly as possible, many Vietnamese were forced to obtain low paying jobs. Even for those who we re professionals in their country, their credentials failed to transferor simply were not accepted in the United States. The large number of people who were members of the military had skills which were no longer marketable.And, because many did not have the necessary skills to find high paying jobs, twain men and women have had to find employment. It is easier for women to find employment, especially in the service and low-skill sectors, and women began to occupy positions traditionally held by men. That is, women have succeeded in achieving a degree of economic independence through their employment outside the home. In some cases, women support the entire family while the men receive technical or educational discipline for occupations with specific skills.Family conflicts between husbands and wives resulted as an unfortunate side effect. Since women were more likely to find jobs than men and in some instances became the only income earner, traditional family roles and authority were changing. hands were no longer the sole provider for the family and their authority was no longer as clear as it was in Viet Nam. There were a number of red-blooded of Vietnamese who are attending prestigious colleges and universities throughout America.Upon graduation, these individuals have also become members of the professional group or skilled workers in America. However, while there has been some success in the field of education, Vietnamese Americans are not a model minority. After the fall of Viet Nam in 1975, only a small group of children continued their education. Many younger Vietnamese had problems adjusting to American school. Those who seemed to be having the most problems adjusting are those who came either as unaccompanied minors or the late arrivals.These individuals primarily immigrated after 1975 and most likely came at an age when it was difficult to learn a new language and adjust to a new friendship some have turned to gangs, drugs, gambling, and oth er illegal activities. The formation of youth gangs might have resulted from their inability to catch up with their peers in schools, their unfamiliarity with a strange land, and perhaps their alienation from their families due to cultural gaps. ( See The New Migrants from Asia Vietnamese in the United States. Organization of American Historians).

Tackling Inactivity in Disabled Young People

Tackling In action at law in Disabled Young PeopleIntroduction In accordance with the Equality Act 2010, stultification requires an individual to have mental, material, sensory impairment and chronic diseases to be classified disabled. Therefore, the individuals constipation is considered to have long-standing baffle on their ability to carry out the convening everyday activities (EA, 2010). Carlon et al. (2013) and Frey et al., (2008) both state that the ch totallyenges that disabled children face in all(prenominal)day life can mean that they see free rein and personal activity as something which is beyond their r for each one.Children with disability deviateicipate less in physiological activity comp atomic number 18d to their peers. Less than 2 in 10 disabled people (18 %) in England are taking part in merriment once a week meaning that disabled people are more than half as belike to be active as non-disabled people (39%) (EFDS, 2014). This data is based on adults wi th disability, which reflects on young children with disability. The reasons for inferior levels of partaking in physical activity or chromosomal mutation for children with disability are diverse (Heah et al, 2007). The aim of this report is to identify and analyse the key barriers faced by disabled young people at each of the stages using the Behaviour Change Model, by recognising two barriers at each stage that are placed in the context of existing research or reports. As well as reviewing and justifying, the most effective actions to reduce or remove barriers faced by disabled young people at every stage, by drawing evidence based solutions to overcome those barriers from past programmes, research or reports.An individuals impairment influences on their ability to carry out the normal day-to-day activities, so it is generally non something that inspires them. However, their attitudes and motivations are more likely to be driven by one or more of the following key value of Maint aining health, independence, having relationship, progressing in life, having fun and having a positive self-image (EFDS, 2014). For that reason, persuading and inspiring children with disability to participate, the opportunities provided to them needs to be connect with these values that are important to them rather than their impairment (EFDS, 2014).Pre-contemplation At this stage, athletics is not even considered a possibility a lack of awareness of other individuals with a disability taking part in swordplay can act as a barrier and may not be aware of others participating in recreation. Where these individuals have had frontiered or no exposure to others taking part, it brings about the assumption that people with disability either cannot or do not do sports. As a result, sport is not seen as an option for them (Porter, 2001).Maloney et al., (1993) found that the key barrier to interest was an individuals impairment, those with several impairments were less likely to be in volved compared to those with one impairment. Societal stereotypes negative attitudes, of disability and a lack of acceptance by others are alike well recognised barriers to participation according to Jones, (2003) and Kang et al., (2007) as they inhibit interest in physical activity among children with a disability (Tsai and Fung, 2005) In addition, maneuvers and disability convey negative stereotypes that are often represented by the media, these generate social barriers for the disabled, in the extent of social perception (Barton, 2001).Those hurdles can be overcome with more positive exposure in the media, such as a similar weight-lift as This Girl Can but for those with a disability (Sport England, 2017) The 2012 Paralympics Games has provided inspiration and role models for people with disabilities to become involved in sport at all levels, as well as helping to change the perceptions of many amongst the non-disabled population regarding what people with disabilities are c apable of (Ferrara et al, 2015)Contemplation At this stage, the individual is aware of practicable benefits and start to consider the possibility of participating in sport. However, they have not made the decision to participate yet, they are still weighting the pros and cons of taking part (Porter, 2001).Attitudes of significant others is crucial at this stage, parents and families are key to whether a child with disability is physically active. Parents are a childs key supporter in their participation both practically and financially (Trost et al, 2003). in spite of this, they can act as a barrier if they share concern or lack of assumption about the individual with a disability participating in sport. According to Porter (2001) this is a problem for Dependants and Unconfidents Dependants lack confidence and tend to be dependent upon others. Unconfidents are the middle ground of Dependants and Independents and are more willing to participate. Another barrier faced at this stage is lack of awareness of appropriate white environments. Arthur and Finch (1999) found that lack of information held by individuals with a disability prompted to low awareness of the possible appropriate sport facilities and sporting activities.Both barriers can be overcome by Effective Advertising that could inspire participation by including information on skill levels, instruction, program goals, transport and staffing (Anderson et al, 2005). As well as distributed locally where the target group can get hold of it, it should be inviting particularly for first time users (Anderson et al, 2005 and Hunter, 2009). Also, programmes such as the 5 Star deadening Challenge, they use sport to positively challenge negative attitudes and misconceptions about people with disabilities. 37,319 children from 256 schools and community organisations participated in the project since its been launched in 2009. The programme uses disabled sports people to pose an awareness raising presentation t o pupils in schools and parents, followed by a practical sport sessions that allows children the opportunity to comp permite a circuit of fun based challenges each based on a Paralympics sport (DSNI, 2014)Preparation At this stage of the behavioural change, they still have not started participating. However, they starting to value potential benefits and are considering what is available (Porter, 2001). A barrier at this stage is lack of appropriate activities. Paciorek and Jones (2001) state that access to facilities and the equipment required are the reason that the majority do not guide on part.Programmes such as Disability Sport Donegal set up in Ireland can overcome those barriers this connector intends to give kids a chance to take part in various activities that incorporate Boccia and martial arts. They build up the program for inclusion into physical activity for children with disability likewise form an association with nearby schools to incorporate youngsters in sport. Wi th the inclusion inside schools, they can then create programmes outside of school and offer chances to impaired youngsters and grown-ups to participate in sport clubs that provide fun, safe environment and facilities that are required to provide a more extensive range of sporting activities for those with a disability (Sport Ireland, 2007).Action At this stage, individuals have started participating in sport for the first or first few times, a barrier could be the attitudes or behaviour of others. Adversities towards people with a disability include other facility users. DePauw and Gavron (1995) established that schoolchilds held negative and stereotypical attitudes for people with a disability being included in sporting Activities. Arthur and Finch (1999) apothegm a relation concerning the negative attitudes of other facility users, which shaped the lack of motivation and confidence for those with a disability. This doesnt effect Independents as much, since they do not let their disability countersink them and do not allow it to limit their approach to life nor are they influenced by attitudes of others (Porter, 2001)Changing attitudes is difficult, however contact theory proposes that the get laid of becoming more acquainted or working with somebody with a disability, can emphatically change dispositions (Shields et al, 2007). Another barrier as reported by Lockwood and Lockwood (1997) and Doll-Tepper (1999) the subsistence of inadequately trained service providers, inflexible programmes and unsuitable activities are of concern. As stated by Anderson et al. (2005) and Stuart et al., (2006) disability awareness and training programmes for staff and peers may limit misconstruing about the necessities and capacities of individuals with a disability. Moreover, it can help in developing knowledge and skills on how to facilitate sporting activities for those with a disability (Jones, 2003) and encourage peer interaction to create a welcoming environment. Pos itive interactions offer opportunities for friendship for children with disability such as building relationships, which is a key value for them (Hunter, 2009).Confirmation At this stage, the individual would be Active, regularly participating with the values and benefits of sport confirmed (Porter, 2001). A barrier at this stage is Withdrawal of Support or discontinuation of Activity. DePauw and Gavron (2005) state the loss of physical and emotional support is a factor that can cause people with disability to withdraw from taking part in sport, one example being that the individual has no-one to go with to the sporting facility. According to Arthur and Finch (1999) this represents an issue for the Dependants and Unconfidents, as they require assistance and moral support. Whereas, Independents dont let their disability define them and do not allow it to limit their approach to life nor are they influenced by attitudes of others (Porter, 2001) Furthermore, lack of infrastructure to s upport development in sport is also a barrier at this stage, For those looking to participate at a higher level there is often a lack of awareness as to how to proceed to the next stage, a lack of support or encouragement from either significant others or official sporting bodies, as well as a lack of opportunities for identifying individual coaching or development needs. (Porter, 2001)These Barriers can be overcome by providing programmes such as Red Star fun club in Scotland. They provide coaching every week for your chosen sport to all types of people with disability by trained staff. They provide relate to athletes into mainstream clubs encouraging athletes to be involved in all aspects of the club such as players/athletes and coaching. Provide opportunities to gain coaching qualification and for those who want to develop march on they provide elite sports development. Finally, they provide good role models in the wider community (Porter, 2001)Conclusion With the Programmes a nd initiatives already in place, more work needs to be through with(p) to make them successful, without those programmes people with disability would not be able to participate in sport or physical activity. More initiatives should be developed as well as making existing initiatives more accessible by improved promotion and information. Regular exercise and consideration for inclusion in physical activity for people with a disability is as vital as it is for their active peers. Experts working with individuals with disability ought to enthusiastically motivate participation in sports and physical activities. An improvement for individuals with disability in sport and physical activity is needed, as there is a considerably low level of participation in sport for reasons beyond their control. Therefore, more should be done to eradicate barriers that society has placed (Barton, 1989). According to Yuen et al., (2007) the development of initiatives can increase participation and disabi lity in sport can progress and offer opportunity to individuals where participation would be inaccessible.Reference Anderson, M., Bedini A., Moreland, L. (2005) Getting all girls into the game physically active recreation for girls with disabilities. 23(4)78-103.Arthur, S. and Finch, H. (1999) Physical activity in our lives qualitative research among disabled people. London, Health Education AuthorityBarton, L. (1989) Disability and Dependence, Falmer, BasingstokeBarton, L. (2001). Disability, Politics and the Struggle for Change. London, David Fulton PublishersCapel, S. and Whitehead, M. (2015) Learning to teach physical education in the secondary school. 4th edn. Oxon Routledge.Carlon, S., Shields, N., Dodd, K., Taylor, N. (2013) Differences in habitual physical activity levels of young people with cerebral palsy and their typically developing peers. 35647-55.DePauw, K. and Gavron, S. (1995) Disability and sport. Champaign-Illinois, humanity Kinetics.Disability Sport Northern Ire land. (2014) Annual report http//dsni.co.uk/files/97174_Disability_Sports_NI_Annual_Report_14-15.pdf. Accessed on 06/03/17Equality Act. (2010) http//www.legislation.gov.uk/ukpga/2010/15/body, (Accessed 04/03/16)Fitzgerald, H. (Ed.) (2008) Disability and Youth Sport. London Routledge.French, D., Hainsworth, J. (2001) Obstacles and opportunities in the provision of sport for disabled people. Managing Leisure. 635-49.Frey, G., Stanish, I., Temple, A., Physical activity of youth with intellectual disability review and research agenda. Adapt Physical Activity. 2595-117.Heah, T., Case, T., McGuire, B., Law, M. (2007) Successful participation The lived capture among children with disabilities. 74(1)38-47.Hunter, D., (2009) A phenomenological approach The impact on families of sports participation for a child with a physical disability. United States, TexasJones, B., (2003) Barriers to participation in community recreation programs encountered by children with disabilities in Maine perspe ctives of parents. 28(2)49-69Kang, M., Zhu, W., Ragan, G., Frogley, M. (2007) Exercise barrier severity and perseverance of active youth with physical disabilities. 52(2)170-6.Kate, F., Jan, B., and Hayley, M. (2015) Public Attitudes Toward People With Intellectual Disabilities After Viewing Olympic or Paralympic Performance Adapted Physical Activity Quarterly. 3219-33. Human KineticsPaciorek, M. and Jones, J. (2001) Disability Sport and Recreation Resources 3rd edn. Cooper Publishing GroupPorter, S. (2001) Sport and People with a Disability Aiming at Social Inclusion. A report for Sportscotland. 77, SportscotlandShields, N., Bruder, A., Taylor, N., Angelo, T. (2011) An alternative clinical experience can positively change physiotherapy student attitudes. 33360-6.Shields, N., Synnot, A., Barr M. (2012) Perceived barriers and facilitators to physical activity for children with disability. 46989-97Stuart, E., Lieberman, L., Hand, E. (2006) Beliefs about physical activity among childre n who are visually impaired and their parents. 100(4)223-34.Trost, G., Sallis, J., Pate, R., Freedson, P., Taylor, W., Dowda, M. (2003) Evaluating a model of parental influence on youth physical activity. 25277-82.Tsai, E., Fung, L. (2005) Perceived constraints to leisure time physical activity participation of students with hearing impairment. The Recreation Journal. 39(3)192-206.

Disability awareness in the workplace

handicap awareness in the workplaceDisability Awareness in the piece of workEmployers stir been encouraged to hire individuals with disabilities for decades. However, regardless of the push by govern handst agencies, public education programs, and grassroots employment organizations, the United States Bureau of Labor Statistics (BLS) reports that the unemployment account for modify persons at the end of 2009 hovered at right well-nigh 14 percent thats nearly twice the unemployment rate of workers without disabilities. Interestingly, the rates are higher for men with disabilities than for women. Disabled individuals are underemployed in most workplaces and this whitethorn be at least part of the reason that many non- modify workers are often busted and embarrassed when acting with them they simply dont know how to look noncurrent the disability. If all you see is the disabilityyou top executive be missing a lot. People with disabilities are just people. Meredith Vieira, NBC countersignTo combat the discomfort that non- disabled workers feel, many workplaces have initiated programs that teach workers how to interact with their disabled coworkers a sort of sensitivity training. These programs also help lessen the burden disabled workers may feel when entering a workplace staffed with individuals who may have previously had few interactions with disabled individuals. Any employer can initiate such a program and should focus on two key areas communication and interaction. Its non difficult to understand how communicating and interacting with an individual who requires the assistance of a wheelchair to get nearly might be somewhat different from communicating and interacting with an individual who might be deaf or hard of hearing. However, even though disabled individuals may ultimately have different needs, most basic communication and interaction facts remain the same regardless of the disability.Understanding How Outdated or Insulting Disability Terms May Be In bewitchMany people have no idea that referring to a disabled person as handicapped might be insulting. Handicapped is an outdated term that refers to an individual as the sum of his or her disability. Disabled persons are so much more than that. Referring to soul as disabled removes the disability as a definition of the individual and instead renders it a mere characteristic no more than some one having blue eyeball or red hair, or than someone being tall or short. Refrain from using outdated or insulting terms when interacting with or referring to disabled individuals. Outdated terms include crippled, lame, and mute.Respect the Needs of Disabled CoworkersThe equipment that some disabled persons need to work often perplexes non-disabled coworkers. Although the disabled person may not think twice most this equipment, non-disabled individuals may feel that they have to address this equipment in some way or help their disabled coworkers maneuver passim the workplace. Nei ther of these situations is usually the case.Although non-disabled individuals may have been taught that, to be polite, they must help a disabled person, most disabled people are very brain at getting around and managing their equipment. Never assume that someone in a wheelchair needs you to push him/her onto an elevator or that they need you to hold equipment as they get into their car. Always ask if a disabled person needs assistance. Never just assume that they do. Disabled people value their independence as much as non-disabled people. Robbing them of that independence in the name of being helpful or polite is not a help but an insult. A disabled person who needs assistance will be happy you asked, and one that doesnt will value your respect.Another interaction issue to consider is how to maneuver around a disabled persons equipment. Remember, their equipment whether it is a wheelchair, canes or crutches, or even a guide dog is like an extension of them. Its no more appropria te for someone to grab or move equipment than it is for someone to grab the arm or hand of a coworker without being asked or without offering help. It is no more appropriate to lean on someones wheelchair than it would be to lean on a stranger in an elevator. Everyone has personal space, including disabled individuals. Requests for HelpMany people are in addition busy to consider a request for assistance from a disabled coworker as anything more than a nuisance. But, those same people wouldnt think twice about helping a coworker that dropped an armload of file folders or one who fell on an icy sidewalk. People with disabilities who need accommodations are not complaining and their requests for assistance should be responded to graciously just as graciously as you would to someone who dropped something or someone who slipped on the ice. Everyone needs a bit of help at one time or another some people just need help a bit more often.It is so important to see past an individuals disabi lity. Disabled persons have as much to contribute in the workplace as non-disabled workers. We often make adjustments when interacting with non-disabled people without even thinking about it we interact differently with everyone. Theres no need to feel uncomfortable or confused when dealing with a disabled coworker. Its simply a matter of understanding what we have often been taught to ignore.

Gender Discrimination At Workplace Sociology Essay

grammatical sex Discrimination At Work ship Sociology EssayThe reason to conduct this explore is to gain knowledge and brainstorm to the highest degree various factors which terminuss in sex Discrimination and the problems and hurdles which women face in todays execute milieu.Two sectors mainly man and private were interpreted in an account in rove to know that in which sector Gender Discrimination neatly take place. Important factors sought include governanceal climate, partnership and military capability.I would like to know the perception of twain men and women on the supra mentioned factors and that how these factors influences Gender Discrimination. The mean of investigate, which I adopted for my enquiry be research topic occupy, interviews and doubtnaires from twain men and women.I segregated the selected population according to eight socio-economic classesGENDERAGEINCOMEOCCUPATIONSECTOREDUCATIONSTATUS plaqueMale20-6010,000-abovePublic and PrivateGraduate , masters, M.phil, PhdSingle, Divorced, Married womanly20-6010,000-abovePublic and PrivateGraduate, masters, M.phil, PhdSingle, Divorced, MarriedI discombobulate found issue variety of answers from questionnaires and interviews under unlike proficient deal.ABSTRACTThis paper presents the major factors which greatly influence and issuance in the Gender Discrimination at work place. To begin out that, I fool floated fifty questionnaire (30 women and 20 men) in both private and universe sector as wellspring as took three interviews from both high executement and fount line staff ( 2 fe manlikes and 1 priapic) in order to know divergent perception of people in various sectors about Gender Discrimination. elevate to a greater extent, this paper talks about the impact of organisational norms and culture on the female employees per bring inance, comfort at job and perceived growth. This study is tensenessed on governmental organization, private organization, procreational institute and public private hospitals. It is concluded that, there is a Gender Discrimination at workplace and women be inured unfairly at their jobs as comp atomic number 18d to men. But this variation is be social movement of the society in which we live in and because of the different family legal philosophys and perception which people birth due to different backgrounds. Also organizational climate as a whole dont effectively influence gender secernment. Its influence is less then the new(prenominal) two factors which be society and attitude.INTRODUCTIONIn an age where we talk about equal rights for men and women, there be still occurrences of people being discriminated against because of their gender. Gender discrimination is not an write out, which one can ignore or tolerate silently. People should realize that gender discrimination at workplace is a serious form of employment discrimination, which should not be discharged. Gender based discrimination is defined as undesirable action or differential treatment against a person that would not necessitate occurred if the person had been of another sex. Gender discrimination is considered as a serious form of injustice and is il levelheaded in certain circumstances in nearly of the countries around the innovation.There is a need to develop organizational culture compatible to societal values that supports and motivates much women to participate in the economic and national development activities. There is a challenging task for the organization in future to retain and welcome the rapidly increasing womens participation in the work force both in public and private sector..BACKGROUND INFORMATIONWhile some twist is open and overt, much much of it is hidden. We all have hidden biases about particular groups, places, and things. Hidden bias stems from our e realday sense of the expression things are, which informs our everyday workplace interactions. Bias dissembles what we notice about peopl e, how we interpret their behavior and what we remember about them. We tend to notice, interpret and remember behavior that reinforces our biases. These assumptions are pervasive both men and women make them. The biases that termination affect our interactions both with people we know and with people we dont know.Gender bias, specifically, is our assumptions about the characteristics of men and women. For example, men generally are assumed to be aggressive, reliable, and competent and committed to their alloters. every day each one of us makes small judgments about individuals based on everyday assumptions that arise automatically.Research has shown that men benefit more from their accomplishments than women, and compensate small inequity accumulate over eon and cause women to advance at a slower rate then men.The following are the approximately common patterns of gender bias encountered in the workplace.Maternal wallThe strongest and most explicit bias in todays workplace is a gainst mothers. Generally, maternal wall bias is generating when maternity becomes salient or obvious to managers and colleagues. This typically occurs when a charr announces that she is pregnant, returns from maternity leave, or adopts a part-time or flexible schedule. Maternal wall bias stems from assumptions that mothers are not as competent as others, are not as committed to their jobs, and belongs at home because they cant be both good mothers and good workers.CompetencyThe truth of the common saying women must try twice as hard to achieve half as much is documented by more than a quarter century of social science. Women need to provide more evidence of job-related skills than their male counterparts before they are viewed as competent. Additionally, women are allowed fewer mistakes than men before they are judged incompetent.Role ReversalBehavior that is acceptable in men often is considered unacceptable in women. A woman in a tralatitiously masculine job may be called har d to work with or too ambitious for the same behavior that helps a man establish himself as assertive and having leadership potential. The unspoken view in much(prenominal) situations is that women should be helpful, warm, understanding, and winning. In some workplaces, women are seen either as likable, dependenttraditional women who are nice save incompetent or as dominant, nontraditional women who are competent, but are disliked for violating unspoken norms that women should be inclusive and nurturing.The Gender WarsWorkplaces create conflict among women when they evince approval of women who adhere to traditional feminine stereotypes (passive, nurturing, and allowing male supervisors to take the spotlight), but disapproval for women who buck such stereotypes. The most common workplace conflict among women is the generational conflict between older women who made it to the highest levels in their companies by closely following a traditional masculine career path and younger wom en who seek more flexible options, including part-time work.Because most gender bias is subtle rather than overt, policies and procedures that appear to be a facially neutral, objective, and job-related may be applied in ways that lead to fewer hiring and promotion opportunities, lower compensation, poor public presentation evaluations, more normal disciplinary actions, and greater termination rates among women. These patterns result when managers base their employment decisions on biases rather than job performance. Decisions based on bias rather than legal job related reasons often allow for end up penalizing talented workers and rewarding less talented ones. As a result, such decisions may well expose productivity and negatively affect employee morale.In our research I have first begin by identifying gender bias, focusing on public and private sectors and then comparing and contrasting the working environments in both corporate cultures, and then analyzing how rampant gender b ias against women is, in both scenarios. question INTRESTThis research is being conduct to know what the level of gender discrimination at work place. What problems are arising due to gender biasness and what are the consequences of this? How is it affecting the society, peoples invigoration and business world? And the main reasons which lead to gender discrimination at work place.SIGNIFICANCE OF STUDYI have conducted this research in order to know that to what extent there is a gender bias at workplace. What are the reasons and what problems are created due to this gender discrimination at work place? Through this research we can come up with the solution to the problem of gender discrimination. Also this can help to make people aware of this public problem of gender biases and the reasons of its occurrence. And the negatives and positive affect of this on the business world and personal lives of men/women.OBJECTIVE OF THE STUDYThe objective of this study is toStudy gender bias i n the workplace and focus on the distinction made between a man and woman in a working environment on the basis of professionalism, integrity, and respect, and gauging whether this phenomena has decreased with the passage of time and awareness, or if it has become worse.Study the problems which female employees go through in their job due to society, family insisting and work environment.Study that in which sector, discrimination mainly exists.LITERATURE REVIEWSex Discrimination in Hiring The Influence of Organizational Climate and Need for cheers on Decision MakingKatz (1987) conducted a research to find out that whether the organizational climate affects the hiring and decision making or not. He conducted an experiment in Northeastern University. One vitamin C and sixty males were taken as a stress of age 24-25 years. He created two artificial organizational environments i.e. invidious and non-discriminatory. All the participants were divided into two and were given job descr iptions of the organization along with resumes of both males and females. They were to a fault given a scale on which they have to decorate their rsums. That scale has four variable stars hiring, salary, fit and longevity. The participants who were victorious part in that experiment had to act as a manger and take decisions accordingly. The result which was extracted from the study was that men were given high priority and value in discriminatory organization on hiring, salary, fit and longevity.Whereas, male and female both revel equal rights in non-discriminatory environment. The finding of the above mentioned research was all hypothetical and has internal validity. The participants who took part in the experiment were asked to imagine that they are mangers which can result in the real bearing findings. Sex discrimination is an on going process in today society and has to eliminate from a real life experiment which should have external validity and whose findings can be applie d in further studies.Sexual Harassment at WorkplacePhillis (2000) in her research paper has reviewed three court cases studies on the respective topic sexual anguish at workplace. She, in her research with the reference of the court case studies wants to find out different forms and effects of sexual harassment women faces at their workplace. The court case study shows that the women are treated very poorlyly at their workplace. They are asked for the physical favors as well as men find different ways and excuses to physically touch them. Females at theirworkplace are also open with bad sexual jokes and pictures which not make them uncomfortable while working but also have bad mental effects on their minds which at long last results in the choice between their job and security.Sexual harassment is a very serious problem which still practiced in todays society, government should laws and policies which interdict this act in an organization.Sexual Harassment at Workplace Experie nce of Women at Health SectorsChaudhuri (2006) conducted a research to investigate the perspective of sexual harassment at health sector. For her research, she has done exploratory research and has under taken four hospitals, two governments and two private. The entire research was qualitative as this issue is quite sensitive. One hundred and forty one women employees take part in this research of age around 20-59. Three group interviews, forty inner interviews and one hundred and thirty five in-depth interviews ere taken from the participants of both public and private hospitals and from that it has been observed that females employees are not only experience verbal and psychological harassment but also male employees touch them physically. Mostly nurses and junior doctors experience sexual harassment. Complaints by them were not given any value and splendor and hence no actions were taken against sexual harassment which shows the power disparity among men and women. No proper l aws are made in this sector which last results in the fear and insecurity in the mind of females.Salary Structure Effects and Gender Pay Gap in AcademiaBarbezat and Hughes (2005) based their study of gender salary gap and discrimination on The interior(a) Faculty pile Data (1999). field Faulty batch conducted their research by taking in account nine hundred and sixty institutions both public and private of fifty different states and two one thousand five hundred and lxx six full and part time employees both males and females associated with these institutions. Authors basic aim was to find out the salary gap between males and females who have similar responsibilities and work positions. From the survey, it has been concluded that men earns 20.7% more than that of women of the same post and responsibilities. The percentage is high at the professional institutions as compared to the art institutions. Men also enjoy more benefits and compensation then women. This issue has to be eliminated and need to be studied more.Gender Discrimination at the Labor MarketLissenburgh (2001) in his paper uses National Survey Data and Human Capital Theory to find out the degree and gender discrimination at the UK get the picture market (1990s). From the data of the National Survey, the part time female employees faces lot of salary and benefit issues as compared to full time female employees. According to the HumanCapital Theory education, teaching and experience cultivate a great impact on turn over gap. There will be an increase of 10% in the women pays only if they pay more attention to the human upper-case letter factors. This is also one of the reason, part time female employees get less salary as compared to full time. presidency should make such policies which should bound companies to pay all men and women equal pays.Determinate of Gender Based Wage Discrimination in Pakistan a corroborative Factor Analysis ApproachYasin et.al(2010) conducted an empirical st udy to find out the two main points that wage rest among men and women and development in labor market (1999-2008) Pakistan while keeping socio-culture and individual factors in consideration. All the data and information was collected from secondhand source mainly from Labor Force Survey(2007-2008) conducted by Federal Bureau of Statistics, ministry of industry report. The sample which the Labor Force survey under took for their survey was eighteen thousand nine hundred and xii household one million individuals from all the four provinces of Pakistan between the ages of 14-65 years. These samples contain both upper and lower level of employees. The results from the survey and from all the reports was that with the passage of time gender discrimination is increasing and the reason behind this is the level of education, experience and organization culture. They also show that gender discrimination mostly apply to those women who are married and have children because then ultimatel y they have to give more time to their family and children and less to their work. Also our society doesnt allow married women to work 9-5 job. Gender discrimination is an ongoing process and has to be eliminated for the better economic growth of the country. Government should make certain policies which results in reduction of discrimination.Gender earning inequality and discrimination in Pakistani Labor MarketFarooq in his research paper estimate the monthly wage/earning difference between men and women in Pakistani labor market on the findings of Pakistan Standard and LaborMarket (PSLM) Survey (2004-2005). The purpose for which this survey was used to find out the Human and non-capital factors for the wage difference in Pakistan. This survey has all the relevant information needed to find out the gender pay gap. The sample which was used in the survey had cardinal one thousand three hundred and nineteen household both males and females out of which 51.6% were males of mean age 3 6 and 48.4% were females of mean age 32. The results which was carried out by author with the help ofPSLM survey was that the gender pay gap is increasing and the reason behind that is education and experience of females. Also he found out that males enjoy more benefits and incentives than females.An Analysis of Occupational Choice in Pakistan a multinomial ApproachNasir (2005) conducted his research on the data of Pakistan Integrated Household Survey PIHS (2001-2002) and multinomial log model of occupation choice for males and females to find out the occupational structure and how different factors, human and individual factors, help individuals to choose their occupation. The sample of Pakistan Integrated Household Survey which was conducted by Federal Bureau of statistics was fourteen thousands eight hundred and twenty five house hold which was divided in to two categories that are regular wages and salaries worker and second was self employed and employer. One more sample which was taken by them was thirteen thousand seven hundred and ninety three individuals out of which eleven thousand five hundred and seventy three were males and tow thousand two hundred and twenty were females of ages 10-65. The information which was important for this sample was age, earning, marital status, occupation and education. From this survey and multinomial log model of occupation, the results which were carried out were that education play significant contribution in choosing the job. Men choose that job which pay good salary and give them more benefits. They mainly choose job on human capital factors rather than on human factors. Author also states that, there are certain factors which play great and important role while choosing of occupation but if there were no factors than there will be an efficiency in the economic growth and women will get chance to come in preceding to the market with their talents and skills. Occupational segregation results in lowering of the wag es and benefits of female employees. Human capital factors (education, experience and training) play a significant role in choosing jobs. Occupational choice greatly impact women as they have to look for their family and children and because of that they have less opportunities then men. To eliminate this concept more job types for women have to open and also there should be equality in work place and married women should be given certain benefits so that they can manage their time and work both. As education is one of an important factor therefore women education should be promoted.Organizational Culture Impact on Female Employees Job PerformanceIrfan et.al (2009) conducted a research to find out the impact of organizational culture and environment on the performance of female employee. According to author, organization should develop such environment which allows women to work comfortably and attractively and has to be free from biasness. He conducted a research in three services sectors i.e. education sector, banking sector and information technology sector. Stratified random sampling was used. Three hundred females were sampled, hundred from each sector. One hundred and seven questionnaires were distributed among them asking the question on how much organization culture has impact on female employee performance. The results which were extracted from the research were that organizational environment play an important role on the performance of female employment. Organizational environment can make the work place attractive and supportive. Also not only organizational environment but attitude of peers, work environment and support from the family also play a significant role on the female performance.Discrimination in the Health Care constancy a Research on Public HospitalOzcan et.al (2011) conducted a research to find out a discriminatory behavior in public hospitals and the reasons and way through which this behavior can be reduced. He conducted a researc h in public hospitals by distributing questionnaires among three hundred fifty one health care employees and by taking semi-structured interviews from five health care employees from each hospital. The result which was extracted from the research was that there are three types of discrimination mainly ideology, vocational and gender discrimination. Ideological and vocational discrimination mainly results from political and professional views whereas gender discrimination mainly occurs at piratical society where there is male dominance and they enjoy every benefits and advantage of life. Also gender discrimination take place because of societal and cultural factors which prohibits women to work distant and should take care of her home. Discrimination whether it is ideological, vocational or gender should be eliminated in order to increase the economics growth and give platform to females to show their talents.THEORITICAL FRAMEWORKGender discrimination at work place corporationOrgani zational climate viewHiringBias managerial decisionsSalaryBenefitsPromotionReligionCultureFamily lawSocial stigmataWomen educationPeer pressureMaternal wallMale dominanceMental capabilitiesPhysical strength of womenINDEPENTANT AND DEPENTANT VARIABLESDependant gender discrimination at work placeIndependent organizational climate, society and attitude.OPERATIONAL DEFINATIONOrganizational climateOrganizational climate is the process of measure the culture of an organization. It is a flock of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior. I have taken it as an independent variable as it directly results in gender discrimination at work place. Organizational climate have a great impact when hiring new employees or when setting their salaries or when giving them benefits. Also managers play a great role in an organization as in male dominating organization manager usually does bi as decision with regards to women.This result inDissatisfaction of women in working environmentLarge number of problems face by women in an organizationLess benefits given to women in an organizationMental stressLess importance and value given to women work and decisionsSocietyThe norms and expectations a community has regarding a women role in society as a home worker. Society is also taken as an independent variable as it directly results in gender discrimination at work place. It is social stigmata that in Pakistan, working women are taken and seen in a bad way also women are not allowed to work outside their homes as it has been taken against their family law. Also religion is one of the factor which stop women to work outside their house. Women are given less importance in our society as well as there is a great discrimination in families to. Girls are given less value and importance in some families which ultimately effect their education and results in less experienced and e ducated women. Culture also plays a significant role in gender discrimination.This result inLess economic growthLess talent poolLess opportunities for womenAttitudeAttitudes are probably one of the most important independent variables that lead to gender discrimination at the workplace. Peer pressure, male dominance all play a significant part in women feeling under pressure at the workplace. Their colleagues may act cold, or not deem them capable teeming to handle projects and tasks that are essential to professional growth. Mothers, especially, are highly discriminated against, because of the reason that a mother will not be devoting full attention and focus to her work, instead she will be more focused on her children hence they should not be hired, because it will cost the company. Also it is believed that women are physically and mentally less strong and capable then men.This result inSexual harassmentLess opportunists for married womenGender Discrimination biases against wome n in terms of organizational decision. It encompasses salary, hiring, promotion etc.RESEARCH QUESTIONSRelationship between organizational climate and gender discrimination, and how it affects the performance, salary, benefits and recruitment of women.How society, prohibits women to work outside and affect their personal and professional lives and result in gender discrimination?How women works and treated in male dominated society and how peer pressure effect women professional life? hypothesisH1 culture in an organization is a cause of gender discrimination at workplace.Ho culture in an organization is not a cause of gender discrimination at workplace.H2 society is a factor effecting gender discrimination at workplace.Ho society is not a factor effecting gender discrimination at workplace.H3 attitude does results in gender discrimination at workplace.Ho attitude doesnt results in gender discrimination at workplace.RESEARCH methodologyType of researchI have done both primary and se condary research.Primary ResearchPrimary research is very important as it give different perspective of people on one single issue thats gender discrimination at workplace in my case. I have interviewed from senior executives of organizations and frontline employees. Then I had also distributing questionnaires among the employees of selected organization to know the further information they have regarding the topic.Secondary ResearchSecondary research is also very important as it give the supporting knowledge about respective topic and also help one to correct what has been done wrong previously. For secondary research I have taken in account ten published research papers of scholars which help me to find respective independent variables with I have used for both my interview and questionnaires questions. The research paper which I have taken mostly have either research done by scholars by them selves or they have base their research or theories or research done by special departmen ts like world statistic bureau and world census bureau.Tool of ResearchThe tools of research which I have taken in account for my research paper are as followsResearch paper study Different research papers written and published by different scholars are taken in account. From reading these papers I have also taken out important independent variables which help me to formulate my primary research.Questionnaires Questionnaire is also one of the research tools for my researches which give me the approximate ratio of the different thinking of people both men and women. The type of scales which I have used in my questionnaires are as followsSimple attitude rating it is the most simple form of scale in which either respondent tick offs or disagree with the question. Like YES or NOCategory scale it is a kind of scale which provide respondent different category of responses with alternative rating. Like NEVER, RARELY, SOMETIMES, OFTEN.Likert scale this is a form of rating scale which allow s respondents to indicate that how strongly they agree or disagree with any statement. Like STRONGLY DISAGREE STRONGLY AGREE.Interviews interviews will help me to get spontaneous and quick feed back from both executive level and frontline level employees. The types of interviews which I have taken are personal interviews, they are the one in which face to face questions has been asked. The questions are both in formal and in formal way.Target PopulationQuestionnaires I have circulated fifty questionnaires among the employees of an organization. Out of sixty, thirty has been filed by women and twenty by men. The cigaret population which I have selected is both from public and private sectors.Interviews I have interviewed from the senior and frontline managers of an organization. The totally interview which I will be conducting will be three in number. Two form senior manager and one from frontline staff.SamplingThe type of sampling which I have used for my research is QUOTA SAMPLING this is a non probability sampling procedure that ensures that the population which has been selected has some common features which researcher wants. I have used this type of sampling because I will be only taking interviews of those people and making my questionnaire filled from those people who are working in a particular organization.Interviews I had taken three interviews, two from senior management and one from frontline staff. Ages ranges from 28-60. Two senior management are from SMEDA and BYCO PETROLEUM out of which one is male and one is female. Where as, I have interviewed women (front line staff) from PASSCO. For respondents responses look at appendix 2.Questionnaires I had circulated fifty questionnaires, thirty from female employees ages ranges from 25-45 and twenty from male employees ages ranges from 25-60. All the participants whom I selected were from private (byco petroleum, LACAS and surgemaid) and public (PASSCO, SMEDA, CMH and Garrison school). For questionnai re look at appendix 1.STATISTICAL ANALYSIS OF DATAI floated fifty questionnaires among fifty respondents, out of which thirty were female employees and twenty were male employees. I floated my questionnaires both in public and private sector. I did multiple regression using stat graphics on the data which I collected from the questionnaires. duple regression analysis includes any techniques for modeling and analyzing several variables, when the focus is on the relationship between a dependent variable and one or more independent variables. More specifically, regression analysis helps one understand how the typical value of the dependent variable changes when any one of the independent variables is varied, while the other independent variables are held fixed. The results which I computed from regression are as followsThe above are the values which are commuted from multiple regression. Dependant variable in the above table is gender discrimination where as the independent variables are attitude, organizational climat

Strategic Manufacturing Management Questions and Answers :: Strategic Manufacturing Management Essays

Question 1Hayes and Wheelright (1984) and Mintzberg (1987) spoke of strategy as a pattern of decisions. What do they mean by this? (5 Marks)Strategy is the pattern of decisions determine the organizations objectives, purposes, or goals. It forthlines the principal policies and plans for achieving those goals, and clearly defines the range of businesses the organization has to pursue. Strategy as a pattern of decisions also highlights the nature of human and frugal organization it intends to be, and the nature of the economic and noneconomic contribution it intends to make towards its stakeholders, mainly, the shareholders, customers, employees, and communities1.Mintzberg (1987), characterizing ten schools of thought in his consideration of strategy, has defined strategy as a pattern, a plan, a ploy, a position, and a perspective2. He has further classified different strategy making processes, specifying that a realised strategy is emergent and deliberate as shown in Figure 1-1. Mor eover, Mintzberg discusses the difference between strategic thinking and strategic planning, highlighting that planning involves analysis and thinking involves synthesis, and the outcome of strategic thinking is an integrated perspective3. For strategies to be ploys or plans, they need to follow a specific stream of actions. Plans or ploys are intended strategy which are realized through patterns, as pointed out by Mintzberg.Figure 1-1 Deliberate and emergent strategy forming realized strategy2According to Hayes and Wheelright (1984) an implementation of strategy requires a structured integrative pattern of mutually supported decisions made over a period of time. Five characteristics that make up strategy are time, concentration of effort, impact, pattern of decision, and pervasiveness as stated by Hayes and wheelwright. They also point out that effective operation strategies need to be consistent and contribute to competitive advantage. Consistency should prevail between operatio ns strategy and business strategy, between operations strategy and the other functional strategies, and within different decision areas of operations strategy. In order to be sui circuit board to positively contribute towards competitive advantage, the strategy should enable operations to set priorities right to enhance competitive advantage, clearly state the operations strategy for the recumb of the organization to easily comprehend, accentuate opportunities where operations can complement business strategy, and ensure operating capabilities that may be required in the future.Hayes and Wheelwright (1984) have categorized different types of organizations based on their attitude towards operations in a four stage model. The four stages, as shown in table below are, Internally Neutral, Externally Neutral, Internally Supportive, and Externally Supportive, in the order2.

Robert Frosts Desert Places Essay -- Poem Poet Poems Desert Places Fr

Robert Frosts Desert PlacesOne of the most monumental poetic works of T.S Eliot is The Waste Land. The poem emerges as a gigantic metaphor for melancholy, l aneliness, solitude- the unavoidable companions of human existence. Similar kinds of feelings are evoked by Robert Frost in Desert Places. The very title is suggestive of a mood of emptiness. Throughout our life we cross various deserts to find our destiny. The beauty of the poem lies in the conjunction the meeting point desert immaterial in the nature with the desert inside. This becomes the focal point of the poem. The dreary opening is indicated by the falling snow and the advancing night. The poet observes the scenario as the snow blankets the earth and the swarthiness descends on the whole scene. Two factors which play an important role in the dawning of the mood are snow and night.The falling snow soon covers the unrhythmical jagged surface of the earth and this visual scene is gradually overwhelming the senses and sens itivity as the mind is going in a state of numbness. In such a state of numbness one becomes concerned and confined with ones own self. The poet is trying to find refuge in the lap of nature plainly the cold whiffs of night seals out his approach. The falling snow has further aggravated the chances of his meeting with nature.I shows the approach towards nature slowing down and caving in ones own self. The poet traces his steps back to his memories for some warmth in this snowy landscape....