Analysis Of John Steinbeck s Of Mice And Men - 950 Words

Peter Farnham 139678 Mrs. Hungers Of Mice and Men by John Steinbeck Honors English 10 Application Mental disabilitesy often cause disturbing or disruptives very false behavior. In the novella, Of Mice and Men, by John Steinbeck, two migrant workers, named George and Lennie, find work at a ranch, and Lennie, who has having a mental disability, causes numerous problemsincidents of trouble. When Lennie kills the wife of a worker on the ranch named Curley, Steinbeck shows how that shapes the story through George, Lennie himself, and a few other ranch workers. To begin with, George shows changes in his outlook on everything after Lennie commits this crime. Before the event, George always had somewhat of an open heart towards Lennie due to†¦show more content†¦The book says, â€Å"George moved slowly after them, and his feet dragged heavily† (98). Even though he does not want to see his companion go, he knows it is not out of line what the other ranch workers are doing. Although, George wants to be the one to say goodbye to Lennie and not h ave him be tortured, so he finds him and shoots him himself calmly before any of them reach his destination. In addition to George’s outlook on Lennie, after he kills Curley’s wife, all of his hope is lost in ever having a farm of their own. It says, â€Å"‘I think I knowed we’d never do her. He usta like to hear about it so much I got to thinking maybe we would’† (94). Ever since the beginning George and Lennie want to have a farm of their own. However, once Lennie commits this crime, all of his hope is lost. This pivotal moment for Lennie causes George’s full realization, shaping the story from thatto the point toof the climax. Additionally, Lennie shows a big change in his personality after he kills Curley’s wife. Throughout the story Lennie is known for being unintentionally rough on things such as mice, a puppy, and even Curley’s hand when the two got into an altercation together. Although in those incidents Lennie was only concerned about what George would think of him versus his own morality and safety. He felt like that after killing Curley’s wife. After Lennie kills the puppy he says, â€Å"‘Why do you got to get killed? You ain’t so little as mice. I didn’t bounce

A Pattern Of Death And Rebellion By Edgar Allan Poe

The major events that happen in one’s lifetime can have a great effect on the owner of that life. For example, a person finding themselves constantly surrounded by liars can alter their ability to trust another individual in the future. We may not put much thought into how much detail our lives hold or how each action, word, and decision impacts us as well as others around us. According to those observing â€Å"unstable† lives, they might wrongly give an accusation of a person having a mental illness without truly knowing the hardships that person previously endured. These people more times than not have been labeled with titles such as bipolar, psychotic, or even intellectually disabled. Throughout the course of Edgar Allan Poe’s life, we have a great illustration of how such aspects of life mentioned above can have an effect on an individual along with those involved. Within the life of Poe, a pattern of death and rebellion is compared in his literary works tha t concludes the reasoning behind his progressive mental state caused by loss rather than simply giving a psychological illness the blame. As a result from the death of Poe’s mother caused by tuberculosis (called consumption then), it caused him to be orphaned before the age of three. According to an article, â€Å"5 Things You Didn’t Know About Edgar Allan Poe†, he gives an interesting fact stating, â€Å"[. . .] his class-act father responded to her death by abandoning Poe and his two siblings† (Trex, WEB). This major loss duringShow MoreRelatedSimilar Gothic Elements in the Work of Edgar Allan Poe and Nathaniel Hawthorne2436 Words   |  10 PagesElements in the Work of Edgar Allan Poe and Nathaniel Hawthorne Nathaniel Hawthorne and Edgar Allan Poe are considered masters of American gothic fiction. They used similar gothic elements in their writing and used it to build up a sense of impending doom. Even today numerous readers enjoy, study, and discuss the gothic elements both utilized in their work. Gothic writing is a style that is concerned with the dark side of society, an evil that lies within the self. Poe and Hawthorne contributedRead More Prominence of Desire and Loss in Romantic Literature Essay2886 Words   |  12 Pagesreferred to as the â€Å"Romantic Spirit,† consist of principles such as idealism, rebellion, individualization, nostalgia, sublimity, and most importantly, desire and loss. Because desire is generally the drive for Romance, desire and loss seems to be the foundation of American Romanticism. In other words, each Romantic text contains some degree of desire and loss in it, with remnants of the other Romantic ideals. Both the pattern and importance of desire and loss in Romantic texts can be recognized byRead MoreAnalysis Of Edgar Allan Poe s The Cask Of Amontillado 1912 Words   |  8 PagesEdgar Allan Poe is an American author whose writing style, full of mysteries and macabre, has fascinated generations. However, his works are more than just thrillers and morbidities. The writings of this author often contain other themes such as companionship, family bonds, longing passion, and perhaps the strongest of these is revenge. â€Å"The Cask of Amontillado† and â€Å"Hop-Frog; or, The Eight Chained Ourang-Outangs† are two short stories that certainly demonstrate a recurring theme of revenge. PoeRead MoreJournal Entries - Ap English; How to Read Literature Like a Professor by Foster2571 Words   |  11 PagesKathryn Stockett is not perhaps seen by the unaware reader to be a quest, however as it details a journey, it can in actuality be broken down into the conventions Foster cleverly recognized: every journey or t rip a story embarks upon follows a pattern, and that pattern is a quest. The first component of a quest is the hero, the character – often central to the story – who makes a difference for the other characters, and often makes a great change in themselves through the experience of the quest.

Homework free essay sample

Which Students have an ID number that is less than 50000? b. What is the name of the faculty member whose ID is 4756? c. What is the smallest section number used in the first semester of 2008? d. How many Students are enrolled in Section 2714 in the first semester 2008? e. Which faculty members have qualified to teach a course since 1993? List the faculty ID, course, and date of qualification. f. Which Students are enrolled in Database and Networking? (Hint: Use the SectionID for each class so you can determine the answer from the IS_REGISTERED table by itself.) g. Which instructors cannot teach both Syst Analysis and Syst Design? h. What are the courses included in the Section table? List each course only once. i. List all Students in alphabetical order by StudentName. j. List the Student who are enrolled in each course in Semester I, 2008. Group the Students by the sections in which they are enrolled. 69. With each PSHY instruction, the stack pointer register, SP, is _______________ (incremented, decremented) by _______. 70. With each PULY instruction, the SP is _______________ (incremented, decremented) by _______.

Wage Disparity across Gender, Race, and Ethnicity

Introduction Wage disparity is used to refer to the differences in earning for two different groups of people, working in similar set up or their wages are arbitrarily different in the labour market. Wage disparity is mostly used in relation to describing the uneven spread of income across gender, race, and ethnic groups, which can lead to social inequalities and other problems in the workplace especially when the disparity is much pronounced.Advertising We will write a custom research paper sample on Wage Disparity across Gender, Race, and Ethnicity specifically for you for only $16.05 $11/page Learn More Various research studies have been undertaken on the wage disparities by many researchers to examine various parameters of wage inequalities since they contribute a lot to the labor-market inequalities. Majority of the studies relating to wage disparities are quantitative in nature and involve measurements and comparison of wages and salaries. These st udies are mainly intersectional, trying to explain the wage inequalities using survey data to evaluate the differences based on gender, social status, and racial/ethnic groupings. Wage disparities exist due to a variety of factors and the leading contributor to these wage gaps is the fact that many women and racial discriminated people are still secluded in the low paying occupations, with more than half of the all women workers holding sales, office administration entry-level jobs, and service jobs. In addition, most female dominated jobs are low paying compared to male dominated jobs (Howard, 2004). The issue of privileges also appears to affect wage disparity in the work place. Privileges refer favors that are allowed to certain people or a particular person and are not allowed to other people in set up such as a work place. These privileges are earned through achievement or are allowed to a certain grouping of people within most organizational structures. In workplace, some orga nization members are allowed some privileges based not on merit, but on their ascribed status due to their association with certain groupings such as race, gender, sexual orientation, religion, class, and physical ability and this status is mostly influenced by external factors that are beyond the person’s immediate control (Karsten, 2006, P.254).Advertising Looking for research paper on labor law? Let's see if we can help you! Get your first paper with 15% OFF Learn More These unearned privileges have been shown to play a role in contributing to wage gaps among employees of the same level or in work of equivalent magnitude. Wage disparity due to any form of discrimination against certain groups in the workplace are common recipe for hatred, tensions, low level of motivation among workers and reduced productivity of the entire organization. In this research paper, issues of unearned privileges will only be discussed in the context of race and gender. This resear ch paper seeks to explore the issues of wage disparity across gender, race, and ethnicity in the American workplace set up. In the next sections of this paper, the following two relationships will be explored based on studies carried on them: Wage disparity and gender Wage disparity and race/ethnicity issues Wage disparity and gender Since time in memorial, there have been noticeable salary gaps between the two genders in majority of the existing occupations. Although there have been some level of salary parity between male and female in professional occupations, the level of wages gaps are still high between the two groups. Studies have clearly revealed that, generally, men earn higher salaries than women even when at the same job group and mostly female dominated jobs are low paying compared to male dominated jobs, which pay better wages and salaries. According to the analysis carried on the Bureau of Labor Statistics data in 1998, it was revealed that gender salary disparities continue to persist. In this case, â€Å"the median weekly pay of full-time working women being 75 percent of the median pay for men in 1996; though women began closing the wage gap in 1980s, the earning for women in salaried full-time year-round positions reached 71 percent of men’s earnings in 1991 after a long stagnation period† (Gibelman, 2003,P.25). One of the contributing factors to low earning among the women is the occupation choices they make. Generally, women are more tied with family obligations such as looking after the children. Though men are increasing being more involved in child upbringing, this area of family life is still considered female oriented. In order to cope with family obligations and work necessities, many women tend to work in part time jobs, which mostly pay lowly and lead to low pay increments; with studies showing that in 2002, 32 percent of women compared to 10.8 percent of men worked part-time, thus the income disparity pitied women a gainst the men (Anon, 2003).Advertising We will write a custom research paper sample on Wage Disparity across Gender, Race, and Ethnicity specifically for you for only $16.05 $11/page Learn More Other factors that may limit women’s choice include â€Å"lack of affordable child care, a spouse’s unwillingness to share family responsibility, lack of flexible working schedule, and lack of well paying part-time jobs, which cause women to drop out of the workforce for longer periods than men, hence eventually they losing their career momentum and needed experience leading them to end up in jobs that pay less† (Howard, 2004, P.19). A women choice is just one of the many complex factors that are put forward by scholars in trying to explain the continued wage disparity between men and women. The position of authority at work is always associated with better pay and room for advancement in ones career path. Research on authority at work place mainly relate to its attainment and returns associated with the authority. Several studies conducted by sociologist and economist have concluded that women are less likely to ascend to positions with much decision-making power and they receive lower authority returns than men. Thus, women reap little authority returns from education and experience compared to men, even though education produces a lot of positive results for women at lowest levels of authority, while for men education enable them to reap more benefits at highest levels of authority (Romero, Margolis, 2005, P. 175). Between the male and female dominated occupations, gender seems to play a significant role in determining the occupants of the position of authority in the workplace. Several research studies have revealed that jobs dominated by women are mostly characterized by lower level of authority, with male dominated jobs experiencing little authority gaps between the two groups. However, in jobs with many women, there is reduced room for progress for both men and women, though men are more likely to climb to decision-making authority in that set up (Romero, Margolis, 2005, P. 175). The level authority thus has also contributed to the wage disparity between male and female employees of same qualifications. After many studies being undertaken, still the wage disparity between men and women cannot be completely explained or be solved in most of occupations.Advertising Looking for research paper on labor law? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to the analysis conducted by the General Accounting Office study, after taking care of all major factors that affect wage gap, majority of women earned 80 percent of what men earned in 2000, and the evaluation was unable to account for the remaining 20 percent earning gap, even if the other factors contributing to discrimination which can cause wage gap were considered (U.S. General Accounting Office, 2003). Further, studies have shown that wage disparity between men and women are historical in that, even in situations where men and women occupy same job group and work in similar conditions they still exist. According to studies carried on wage disparities in the profession of social workers, the salaries of social workers who are members of NASW supported the historic trend in wage gaps, since in 1995, still the gaps existed with the median income of female respondents being $ 34,135 and $ 37,503 for male respondents (Gibelman Schervish, 1997). Wage disparity and race/et hnicity issues The Civil Rights Act clearly prohibits discrimination of employees by the employers based on race, color, gender, sexual orientation, religion, and background. Though these laws are there to protect the employees against racial discrimination, up to date studies show that there are significant wage gaps between the whites and the African Americans and other minority groups. Researchers have mainly identified two factors that they have based their arguments in, trying to explain the continuing wage disparity between the two groups. These two factors include racial discrimination and level of expertise between the two groups at their workplaces. The issue of racial discrimination in the work place is still common, with some employers acknowledging that they practice it. According to studies carried out by Kirschenman and Neckerman (1991), it was revealed that several of Chicago employers they involved in the study discriminated against the African Americans and workers from the inner city, and around 74 percent of the employers had negative attitudes towards the African American young men (Coleman, 2003, p.894). Through studies involving use regression method, researchers have been able to show that wage gaps among different race groups in a workplace can mainly be attributed to discrimination rather than lack of skills. According to Coleman (2003), the African American men and women still face more discrimination in wage increment and promotion than whites after all factors have been accounted for, and they also earn less compared to the whites working in the same organization, implying that racial discrimination continues to exist in the workplaces. According to the regressions studies carried out by Mason to evaluate the lack of skills issue in relation to wage gaps, he found out that â€Å"whites received larger returns on job tenure than blacks or Latinos; white Latinos, whether immigrant or native, have higher wages than nonwhite Latinos, i mmigrant or native† (Mason, 1999). The race factor in wage disparity is not a gender issue, but rather, it ascribed by the discrimination that exist among the groups that are working in the same workplace. Browne and Misra, while conducting studies to determine earnings gap based on race and gender found out that, â€Å"White women earn more than most Latino men, and Asian women earn more than White women and African American men† (Romero, Margolis, 2005, P. 171). Several studies have been conducted to evaluate how job mobility may affect wage gaps among the different groups yielding varied results. One of the profound studies is the research that was carried out by Alon and Tienda to determine how young women’s job mobility affects racial and ethnic wage growth gaps. They found out that African American and Hispanic women experienced less job mobility compared to the white women. Secondly, the unskilled women who made several job changes in the first four post school years had better wage returns, but beyond that, the returns dwindled. Lastly, the job changes do not appear to improve wage growth for the skilled women (Alon Tienda, 2005). This study, coupled with other studies, indicates that job mobility can cause wage disparity among different group, especially in unskilled sectors were mobility appear to favor Whites against other groups. Recommendations Wage disparity across gender, race, and ethnicity has been one of the predominant social problems facing our society since ancient times. Though eliminating wage disparity across these areas is quite difficult to achieve, significantly reducing these disparity can be achieved through various remedies. The following recommendations can significantly help in reducing wage gaps brought about by gender, race, and ethnicity issues. First, the government, the civil societies, and other stakeholders should press the congress to pass the Paycheck Fairness Act bill that has been pending many ye ars. The Civil Rights Act outlaws various form of discrimination but still it lack some provision that would tackle issues of all forms of discrimination appropriately. This bill would ensure that women get equal pay they deserve for the equal job they do. They â€Å"put gender-based wage discrimination on par with other forms of wage discrimination, such as that based on race, by allowing women to sue for compensatory and punitive damages, rather than just for back pay; Limit the legitimate reasons employers can give in court for wage disparities; and, Prohibit employers from retaliating against employees who discuss their wages† (Hall, 2010). This bill will empower legal and organizational mechanisms for addressing wage disparity across gender, race, and ethnicity, something that will enable workers to earn what they rightfully deserve, enhancing their economic security, and gradually aiding the country’s economic recovery. Secondly, the government and the community at large should empower existing or come up with programs that can enlighten people about their rights, offer career mentoring, and improve the financial literacy of all workers. These would be powerful tools in ensuring that workers are able to advocate for equal pay for equal job, making right career choices or move, and investing in what they earn for their future and that of the country. Thirdly, professional bodies should regularly sponsor and organize forums involving all stakeholders from local to national level, to discuss and evaluate the gender-related issues and to formulate ways of eliminating wage disparities in the work place (Gibelman, 2003, P.28). Lastly, the government should encourage more women to venture in male dominated careers such as engineering, architecture, in efforts to earn better pay and bridge the wage gaps between the two genders. Conclusion Government through it programs for monitoring wage discrimination and other form of employment discrimination s hould be conducting several checks in all workplaces and ensure that these vices are eliminated and these programs should always be on going to ensure that wage discriminations has been eliminated and it does not resurface. Wage disparity being a social problem all the involved parties’ i.e. employers, employees, government, professional bodies and the community should cultivating a culture of continued engagement among all the parties to ensure that issues of wage disparity are addressed in all places. Since wage disparities cannot be accounted by the differences in skills, all organizations embrace proper unbiased performance appraisal systems for their employees, which will reward only the deserving individuals rather than an ascribed group of individuals due to their association References Alon, S. Tienda, M. (2005). Job Mobility and Early Career Wage Growth of White, African-American, and Hispanic Women. Social Science Quarterly, Vol. 86, p1196-1217, 22p. Web. Anon. (20 03). Highlights of Women’s Earnings in 2002, 2003. U.S. Department of Labor Bureau of Labor Statistics. Coleman, M. G. (2003). Job Skill and Black Male Wage Discrimination. Social Science Quarterly, Vol. 84(4), p892-906, 15p. Blackwell Publishing Limited. Web. Gibelman, M. (2003). So How Far Have We Come? Pestilent and Persistent Gender Gap in Pay. Social Work, Vol. 48 Issue 1, p22-32, 11p. Web. Gibelman, M. Schervish, P. H. (1997). Who are we: A second look. Washington, DC: NASW Press. Hall, M. (2010). Obama to Push Congress on Pay-Fairness Bill. USA Today, 07/20/2010. Web. Howard, L. (2004). Wage disparity: still a concern? Tennessee Economic Council on Women. Web. Karsten, M. F. (2006). Gender, Race, and Ethnicity in the Workplace [Three Volumes] [3 Volumes]: Issues and Challenges for Today’s Organizations. USA. Greenwood Publishing Group. Web. Mason, P. L. (1999). Male Interracial Wage Differentials: Competing Explanations. Cambridge. Journal of Economics, Vol. 23 , p261–299. Romero, M. Margolis, E., 2005. The Blackwell companion to social inequalities. NJ: Wiley-Blackwell. U. S. General Accounting Office. (2003). Women’s Earnings: Work Patterns Partially Explain Difference between Men’s and Women’s Earnings. Web. This research paper on Wage Disparity across Gender, Race, and Ethnicity was written and submitted by user Gracie Bradley to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.