Movie Review Of Fargo Film Studies Essay

Movie Review Of Fargo Film Studies Essay Fargo, the first time that I heard that name, I could not see how the name had anything to do with the movie. At first I thought maybe it was the name of a character in the movie but after watching the movie I came to learn that it was the mane of where most of the movie was based around; Fargo North Dakota. Fargo is a 1996 movie done by the Coen Brothers. This movie is also based on a true story which, after you watch it, you feel terrible for the victims. I would say that this movie is a dark comedy. I say this because the plot and the form of the movie have this dark but comedic aspect. The Brainerd accents have a very unthreatening way to the way it is used and due to the innocence of the accents; it throws off the seriousness of the situation. A main character in the film who gives off more of a comedic aspect is the seven month pregnant chief of police from Brainerd Minnesota Marge Olmsted. I doubt the director(s) were going for a comedic aspect to the film, but with the accent s, and constant use of the word Yaa, you couldnt help but laugh occasionally. The movie Fargo is about a nerdy, mild mannered, shady Executive car salesman named Jerry Lundergard who falls heavily into unexplained debt and comes up with a seemingly genius idea to hire some criminals to kidnap his wife. The reason for the pre conceived kidnap is to retrieve a ransom for her safe return, and get the money from her father who is a wealthy businessman. In the process of Lundergard and his accomplices going forth with their plan, things start to get out of control and eventually Marge Olmsted, the Brainerd Minnesota chief of police gets involved and starts investigating three coincidental murders that occur in her city. Marges character is a likeable polite character who seems after a while to be one of the only competent people in the whole town. The main characters in this film to pay attention to were Jerry Lundergard; a seemingly unstable character, he is shown to be desperate and insecure and there was even a scene after his wife was kidnapped where he practic es his distress call to make it seem believable. Predictably, as the murder investigation broadens and starts to lead back to him, he starts to break down emotionally. Throughout the movie they never explained what exactly his debt was for. Marge Olmsted; Brainerd Chief of police; Carl plays the small time crook who is described literally as the smaller, funny looking kind of guy by all those who came in contact with him and lived. Carl is a very talkative and vulgar kind of guy but seems to have some emotion for murder. His partner on the other hand, Gaer is of European decent. Seemingly quiet but composed character although he commits most of the murders showed in the film. He is a heavy smoker and is shown until towards the end to be more like Carls back up with muscle. This movie housed a couple of big named actors of their time. Some of which I know to still be in the acting business. Carls character and Jerrys character were played by Steve Buscemi, and William H. Macy, which to me, were the only two recognizable stars in the movie. Carl is known for such movies as Reservoir Dogs, and William is known for movies like Cellular, Wild Hogs, and Thank You for Smoking. This movie does a good job in showing the gender role differences in Marges growing family. In her introduction scene where she and her husband first come into the picture, they show how the gender roles are reversed. Usually, it would be the man who is the chief of police and his wife is the stay at home parent who takes care of the backup stuff. In the Olmsted household, Marges husband Norm is the reversed gender role character. He is never shown to be at work or ever even doing any kind of work for that matter, and she is the one with the seven month pregnancy. He makes her breakfast in the morning, brings her lunch to work, and always talks about his painting but somehow their relationship seems to work. Marge is also shown to have a pretty big appetite which is totally understandable due t o the fact that she is eating for two and always makes the joke can I have a seat?, I;m carrying quite a load here. The movie as based on true events starts to get a lot darker and grittier than the expectations of a dark comedy. The ransom exchange scene where the father gets killed semi brutally is a turning point of how serious and out of control things got; He was shot numerous times unnecessarily, and even the ending scene where the European criminal is shown grinding up his partner in a wood chipper and blood is being sprayed everywhere. This movie did not rely on scenery or music to help tell the story. In fact, the scenery was mostly white and snowy because it seemed to be shot in the winter time. There was music, but the music was not done in such a way that it would give away parts of the story. The directors claim that out of respect for the dead, the film was depicted as is. Names were changed though to protect the identities of those who survived. Overall, this movie wa s beyond my expectations but still was able to hold my interests enough for me to really enjoy the movie while giving my regards to those who unfortunately lost their lives.

The Principles of Morality

Humans must not treat each other merely as a means to satisfy an end. Human beings are objects of dignity and not a mere machine, thus deserving respect to and from each other and respect to the law as well. Respect, although a human feeling, is a self-wrought rational concept and, thus, free of influences. This is the true essence of ethics that   is supposed to exist among human beings. However, as Kant implied in his Fundamental Principles of the Metaphysics of Morals this is not always the case, that humans behave to each other in pursuance of freedom, human rights, violence, peace and anything attributing to his own well-being as well as to the well-being of others and the community in general. Kant has acknowledged in his arguments   that aside from respect and duty, human acts accordingly based on his inclinations and, or worse, out of fear. However, it was emphasized that with obedience to law the actions would be in conformity to that law and would become a binding principle among humans. Respect is properly the conception of a worth which thwarts my self-love. Accordingly it is something which is considered neither as an object of inclination nor of fear, although it has something analogous to both. The object of respect is the law only, and that the law which we impose on ourselves and yet recognise as necessary in itself. (Kant) Humans need guidance to be enlightened and eventually be free and at the same time, need a universal law to exist among them for their own sake.   This law would be the imposing object of humans to themselves as a result of their will. This include the common day-to-day congenial acts of humanity such as honesty, faithfulness, respect for each other, trustworthiness, non-imprisonment of innocent individuals and be like the example that was in Kant’s Fundamental Principles of the Metaphysics of Morals, keeping ones promises. Why is it a wrong deed for A if she took the hand of B forcing the latter to shoot C? This case would be an act of deception and coercion and obviously a crime, in which case, against the universal law. A have â€Å"bypassed†(Hare 13) the agency of B as A used B as the shooting medium. It is also a deception when A impede the rational   choice and free will of B to make the decision and the action. This is a violation of the universal law and it is a treatment of humans, in this case B, as without dignity but only used as a means to achieve an end, the shooting of C. As the source of guidance to the acts, duties and obligations of humans, morality is very important. In fact, as Kant have argued, â€Å"it is only a pure philosophy that we can look for the moral law in its purity and genuineness.† This means that even morality itself may have something of its own immoralities within: a hidden motive. To someone of a morally good, or a virtuous, character that someone should perform an act without looking at the effect of that certain action or, without deriving the motive of that act from its possible effect. A virtuous character â€Å"wants† or â€Å"wills† (or what Kant calls the â€Å"principle of volition†) the performance of an act for the act itself and not from the expected results or a return that can be gained from doing such acts. As Kant have put it: â€Å"an action done from duty derives its moral worth, not from the purpose which is to be attained by it, but from the maxim by which it is determined† Moreover, the virtuous person thus acts in accordance to the â€Å"autonomy†, that would be an act of the holy will, which can be viewed as â€Å"absolutely good† according to Kant. The autonomy causes the Will of the action a â€Å"law to itself†. This is because the Autonomy of the Will is the supreme principle of morality which makes a rational being of freedom efficient and independent upon his choices and actions, as opposed to an irrational being who is fragile to influences of the external environment. However, if the will is only based on necessity of morality, this would become an obligation, and the action resulting from it is called duty. This makes autonomy as one of the important limitations of morality: â€Å"part of the dignity of life is choosing one's own path through it. Given those limits, there can be principles so demanding that compliance simply will not be forthcoming.† (Griffin 127) Human actions have imperatives and are governed by the Ought. Acknowledging its obligations is a way for humans to be within the world with sense and understanding. However, this conception of obligation is not easily accepted or might be challenged by humans due to immaturity, ignorance or fanaticism. Humans are supposed to be rational beings that belong to an intelligible world, conscious and responsible for its actions. It is, however, very evident that humans act in the contrary and as Kant has argued, â€Å"can never conceive the causality of his own will otherwise than on condition of the idea of freedom.† This might be attributed to immaturity which not an outside force to him but something that he has self-incurred. This is the lack of courage and resolution from the side of humans to use his â€Å"own understanding without the guidance of others.† (Kant) Immaturity would hinder the purpose of morality laws that have an ultimate principle conceived to guide humans in every possible circumstances in life. Without recognizing their respective obligations, humans would be living in darkness, without a well defined function in life. This would hinder the attainment of human freedom, his free will. In Kant’s An Answer to the Question: â€Å"What is Enlightenment?† he has emphasized the value of freedom that can only be attained by an enlightened humanity. Without recognition of the obligations, there would be no duty. Without duty means without worth of   morality for human actions. Works Cited Griffin, James. Well-Being: Its Meaning, Measurement, and Moral Importance. Oxford: Clarendon Press, 1986. Questia. 5 May 2008 ;http://www.questia.com/PM.qst?a=o;d=26035794;. Hare, John E. The Moral Gap : Kantian Ethics, Human Limits, and God's Assistance /. New York: Oxford University Press, 1997. Questia. 5 May 2008 .

How the bill of rights have been violated Essay

Summary Since September 11, 2001 the fear of terrorism has eroded the rights and liberties that define American society. There have been egregious violations of Constitutional rights and international law related to the government response to the attacks of one year ago. The Executive branch of the Constitution has taken control of the whole situation regarding the war on terror by using the Executive Orders and not compromising with the other two branches resulting in seriously compromised constitutional guarantees of both citizens and non-citizens. Example of Bill of rights The previous example pertained to the first, fourth, fifth and sixth amendment rights of the citizens and non citizens, mentioned in the Bill of Rights. Amendment I Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the government for a redress of grievances. Amendment IV The right of the people to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures, shall not be violated, and no warrants shall issue, but upon probable cause, supported by oath or affirmation, and particularly describing the place to be searched, and the persons or things to be seized. Amendment V No person shall be held to answer for a capital, or otherwise infamous crime,  unless on a presentment or indictment of a grand jury, except in cases arising in the land or naval forces, or in the militia, when in actual service in time of war or public danger; nor shall any person be subject for the same offense to be twice put in jeopardy of life or limb; nor shall be compelled in any criminal case to be a witness against himself, nor be deprived of life, liberty, or property, without due process of law; nor shall private property be taken for public use, without just compensation. Amendment VI In all criminal prosecutions, the accused shall enjoy the right to a speedy and public trial, by an impartial jury of the state and district wherein the crime shall have been committed, which district shall have been previously ascertained by law, and to be informed of the nature and cause of the accusation; to be confronted with the witnesses against him; to have compulsory process for obtaining witnesses in his favor, and to have the assistance of counsel for his defense. Rights – Enforced / Denied In this situation the previous rights have been denied. â€Å"From the USA Patriot Act’s overbroad definition of domestic terrorism, to the FBI’s new powers of search and surveillance, to the indefinite detention of both citizens and non-citizens without formal charges, the principles of free speech, due process, and equal protection under the law have been seriously undermined.† (from the article attached!)

Essay on Pro-Affirmative Action - 1059 Words

PRO-AFFIRMATIVE ACTION What is it? Well affirmative action is, in plain text, the consideration of your class, race, gender, color, ethnicity, national origin, and disability when deciding who gets a certain job or admission into a school. If you are amenity applying for a job and there are other people that are applying as well then you will be considered for the job over one of the other people, even if they have more experience. It is not only for jobs, it is also used in any situation that there is a minority or different person, racially or ethnicity, because the particular business or corporation needs to have some minorities working in that business or in that school. They do this because of a government law or because they†¦show more content†¦The California Civil Rights Initiative (CCRI) asked the question: Why should the people of California constitutionally prohibit themselves from ever again taking gender, race, national origin, ethnicity, or color into account in the operation of public employment, education or contracting? I think that even though affirmative action is a good idea, I can not disagree with the CCRI because even though we should not have to go that far to have to bring those kinds of things into the situation. All businesses, schools, etc., should have people of different colors, races, and ethnicity because it gives people a sense of belonging and allows people to make new friends of different origins and to learn from them. I feel that if we ignore the fact that we need people of different race, color, etc., in schools, jobs, etc., and continue to do it the old way. Then we will again live in a world of hate and crime like it once was when we did not allow woman or people of different races into our society, as far as schools and businesses are concerned (no author, see work cited #3). Colleges and Universities are still trying to move beyond race-based admissions. In the case of a young woman who applied to the University of Washington who talks about her home life with her father abusing her mother and her mother abusing drugs. This essay from the high school senior impacted the readers into helping to ban affirmative action from university admissions. InShow MoreRelatedPros And Cons Of Affirmative Action1548 Words   |  7 PagesAffirmative action is defined as â€Å"an active effort to improve the employment or educational opportunities of members of minority groups and women sought to achieve a multicultural staff through affirmative action; also: a similar effort to promote the rights or progress of other disadvantaged persons† (Affirmative Action, n.d.). Affirmative action is a government policy that ensures that diversity is maintained in schools and in the workplace. It’s designed to assist individuals overcome previousRead MorePro Affirm ative Action Essay2153 Words   |  9 PagesAffirmative action is a policy or a program that seeks to redress past discrimination of minorities through active measures in order to ensure equal opportunity, as in education and employment. In other words, it is policy that was established to hopefully eliminate racial preference and equalize the United States. The fight against discrimination has been a long lasting one that started with the case of Plessy vs. Ferguson, which ended in the desegregation of all schools (Ficker). Affirmative actionRead MorePros and Cons of Affirmative Action Essay1185 Words   |  5 PagesAnalytical Paper 3 – Affirmative Action Introduction According to Raymond A. Noe, affirmative action is an organization’s active effort to find opportunities to hire or promote people in a particular group (Fundamentals of Human Resource Management 68). There are various arguments for and against affirmative action. Some believe that it gives certain groups of people an equal opportunity to find employment where they would otherwise be kicked under the rug. Others believe that even though it createsRead MoreAffirmative Action - Pros and Cons Essay1057 Words   |  5 PagesDiscussion of Affirmative Action Ââ€" Pros and Cons. Affirmative Action programming is seen by some as a mechanical remedy to past social conditions that penalized minority member applicants for employment, women, or persons with disabilities. In the United States, Affirmative Action has been seen as compensation for the exclusion of the African American community, in particular, and has been hoped to create upward mobility for more members of this sector. In this sense, Affirmative Action may haveRead More The Pros and Cons of Affirmative Action Essay3458 Words   |  14 Pages   Ã‚  Ã‚  Ã‚  Ã‚  Affirmative action has been the topic of debate for many years. It has been controversial because it has been said to be a form of reverse discrimination. This paper will discuss the purpose behind affirmative action, as well as, its various strengths and weaknesses. Also, this paper will look at the following issues surrounding affirmative action such as the incompetency myth ( are companies hiring less qualified people?), the impa ct on employment (what has changed in the work place?), theRead MoreAffirmative Action in the Workplace997 Words   |  4 PagesAffirmative Action in the Workplace Negative and Positive Rebecca Mikell Human Resources BUS362 Affirmative action in this time and place is a very hard area to keep in place when it comes to keeping jobs even at work for the employees. Sometimes this type of equality in the working world can be good and sometimes it can be bad, but it depends on how it is used that really makes how a person can feel when it comes to this type of treatment of employees no matter what color or sexRead MoreAdvantages and Disadvantages of Affirmative Action Essay1667 Words   |  7 PagesEssay The Affirmative Action Debate Affirmative Action Defined Affirmative Action can be defined as â€Å"positive steps taken to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded (Standford Encyclopedia of Philosophy)†. However because those steps involve â€Å"preferential† selection affirmative action generates intense controversy (Standford Encyclopedia of Philosophy). Affirmative Action (Negative)Read MoreAffirmative Action Necessary or Unnecessary? Essay1000 Words   |  4 PagesAffirmative Action was centered around 1961 because women and minorities were being discriminated against. By definition, affirmative action is â€Å"the encouragement of increased representation of women and minority-group members, especially in employment† (Dictionary.com). The main controversy of affirmative action is whether or not it is still necessary, and if it should be abolished all together. It was originally intended to benefit cultural groups that were thought to suffer from discriminationRead MoreDiscrimination And Sexual Harassment And Affirmative Action1594 Words   |  7 PagesDiscrimination and Sexual Harassment Most companies engage in some type of affirmative action policy. Affirmative actions are policies that are placed to engage in the improvement of underprivileged groups who either currently suffer or have historically suffered from discrimination and equality of opportunity. During our lecture, Dr. Kallfelz stated that affirmative action is a, â€Å"Proactive policy with primary immediate attempt to reform (and long term attempt to prevent and deter) socioeconomicallyRead MoreAffirmative Action And The Civil Rights And Equal Opportunity Legislation Of The 1960s958 Words   |  4 PagesAffirmative action is a program that serves to rectify the effects of purportedly past societal discrimination by allocating jobs and opportunities to minorities and women. Affirmative action programs were an outgrowth of the 1950s and 1960s civil rights movements and the Civil Rights and Equal Opportunity legislation of the 1960s. Close to fifty years later, the practice of affirmative action has been at the vanguard of intense debate more than any other time in its history. Hardly a week goes

Human Capital As A Potential Source Of Sustainable Competitive Advantage Business Essay - Free Essay Example

Sample details Pages: 14 Words: 4238 Downloads: 5 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? The role of human capital as a potential source of sustainable competitive advantage has recently has recently been the focus of considerable interest in the academic and popular press. The current terms of art such as intellectual capital, knowledge work and workers, and high-performance work systems (HPWS) all reflect a new interest in people as a source of competitive advantage, rather than a cost to be minimized. By extension, intellectual assets and the organizational systems that attract, develop, and retain them are emerging as significant elements in strategic decision-making. Don’t waste time! Our writers will create an original "Human Capital As A Potential Source Of Sustainable Competitive Advantage Business Essay" essay for you Create order This evolution in the role of human resource (HR) follows directly from the demand of rapidly changing product markets and the corresponding decline of command and control organization structures. A skilled and motivated workforce providing the speed and flexibility required by a new market imperative has increased the strategic importance of human resource management (HRM) issues at a time when traditional sources of competitive advantage (quality, technology, economies of scale, etc) have become easier to imitate. In effect, while the markets for the other sources of competitive advantage become more efficient, the subtleties surrounded the development of a high performance workforce remain a significant unrealized opportunity for many organizations. In addition to widespread practitioner interest in the role of people as a source of competitive advantage, the subject as also captured the attention of academics. Recent special issues in the Academy of Management Journal, Industr ial Relations, Journal of Accounting Economics, and Strategic Management journal have focused broadly on the relationship between intellectual assets and firm performance. While still a nascent field of inquiry, both the theoretical and empirical work in this area is broadly consistent with the conclusion that there is a strong relationship between the quality of firms HRM system and its subsequent financial performance. Paradoxically, these research findings come at a time when the HRM functions in many firms is under significant pressure to justify its existence. On the one hand, CEOs understand the essential strategic value of a skilled, motivated, and flexible labor force. On the other hand, the traditional HRM function has not typically been thought of as a strategic asset, and consequently is under pressure to reduce expenses and demonstrate efficiency in the delivery of their services. In essence, the HRM function within many organizations is being asked to develop new strat egic capabilities while at the same time more effectively managing, and perhaps outsourcing, many of its traditional administrative responsibilities (Corporate Leadership Council, 1995; Ulrich, 1997). Despite this turmoil, the changing competitive realities have provided the HRM function with an unprecedented opportunity to create significant shareholder value, through the effective (in contrast to the efficient) management of the firms HRM system. We emphasize the importance of the global or overall HRM system because we believe that it is the systematic and interrelated influence of HRM policies and practices that provides their inimitability, and therefore provides a strategic lever for the firm. Such internally consistent and externally aligned (with firm competitive strategy) work systems are generally thought to include rigorous recruitment and selection procedures, performance contingent incentive compensation systems, management development and training activities linked to the needs of the business, and significant commitment to employee involvement (Arthur, 1944; Huselid, 1995; Ichniowski, Shaw, Prennushi, 1997; Jackson Schuler, 1995; MacDuffie, 1995; Milgrom Roberts, 1995; Pfeffer, 1994). An internally consistent and implementing the firms competitive strategy is the basis for the acquisition, motivation, and development of the underlying intellectual assets that can be a source of sustained competitive advantage. In contrast, elements of the HRM function that focus on transactions and compliance activities do not play an equivalent strategic role, and will continue to be evaluated as cost centers. Indeed, while the HRM system is typically thought of as the responsibility of the HRM function, or diffuse in larger firms that have attempt to embed them more broadly in management (e.g., Hewlett-Packard). In our view, one of the most significant impediments to developing a strategic system that provides solution to business problems rooted in huma n capital is thinking of the HRM system as a traditional HRM responsibility. A high-performance work system (HPWS) can be defined as a specific combination of work structures, HR practices, and process that maximizes employee knowledge, skill, flexibility and commitment. Although some HR practices and policies tend to be incorporated within most HPWSs, it would be a mistake for us to focus too much, or too soon, on the pieces themselves. The key concept is the system. HPWS are composed of many interrelated parts that complement one another to reach the goals of an organization, large or small. I will start by the underlying principles that guide the development of HPWSs and the potential benefits that can occur as a result. Then I will outline the various components of the system, the workflow design, management process, HR practices and supporting technologies (fig.1) Fig. 1: Developing High Performance Work Systems The notion of HPWS was originally developed by David Nadler to capture an organizations architecture that integrates technical and social aspects of work. Edward Lawler and his associates at the Center of Effective Organization at the University of Southern California have worked with Fortune 1000 corporation to identify the primary principles that support HPWSs. There are 4 simple but powerful principles, as shown in fig. 2: Shared information Knowledge development Performance reward linkage Egalitarianism These principles have become the building blocks for managers who want to create HPWSs. More important, they are also quickly becoming the foundation for current theories of HRM. Fig. 2: Underlying principles of High Performance Work Systems The principle of Shared Information The principle of shared information is critical for the success of empowerment and involvement initiatives in organizations. The principle of shared information typifies a shift in organizations away from the mentality of command and control towards one more focused on employee commitment. It represents a fundamental shift in the relationship between employer employee. If executives do a good job of communicating with employees and create a culture of information sharing, employees are perhaps more to be willing (and able) to work towards the goals for the organization. They will know more, do more and contribute more. The Principle of Knowledge Development Knowledge development is the twin sister of information sharing. HPWS depend on the shift from touch labor to knowledge work. Employees today need a broad range of technical, problem-solving and interpersonal skills of change, knowledge skills to work either individually or in teams on cutting-edge projects. Because of the speed of change, knowledge and skill requirements must also change rapidly. The principle of Performance Reward linkage A time tested adage of management is that the interests of employees and organizations naturally diverge. People may intentionally or unintentionally pursue outcomes that are beneficial to them but not necessarily to the organization as a whole. A corollary of this idea, however, is that things tend to go more smoothly when there is some way to align employee and organizational goals. When rewards are connected to performance, employees naturally pursue outcomes that are mutually beneficial to themselves and the organization. When this happens, some amazing things can result. For example, supervisors dont have to constantly watch to make sure that employees do the right thing. But in fact, employees go out of their way- above and beyond the call of duty, so to speak- to make certain that co-workers are getting the help they need, system and processes are functioning efficiently and customers are happy. Connecting rewards to organizational performance also ensures fairness and trend s to focus employees on the organization. Equally important, performance based rewards ensure that employees share in the gains that results from any performance improvement. The Principle of Egalitarianism People want the sense that they are members and not just workers in an organization. Status and power difference tends to separate people and magnify whatever disparities exist between them. The us versus them battles that have traditionally raged between managers, employees and labor unions are increasingly being replaced by more cooperative approaches to managing work. More egalitarian work environments eliminate status and power differences and in the process increase collaboration and teamwork. When this happens, productivity can improve if people who once worked in isolation from (or in opposition to) one another begin to work together. IMPLEMENTATING HIGH PERFORMANCE WORK SYSTEMS Building a business case for change To get initial commitment to HPWS, managers have to build a case that the changes are needed for the success of the organization. In a recent study on the implementation of the HPWS, it was found that a member of a top management typically played the role of sponsor and spent a substantial portion of his time in that role communicating with employees about the reasons and approaches to change. Major transformation should not be left to middle managers. Rather, the CEO and the senior management team need to establish the context for change and communicate the vision more broadly to the entire organization. One of the best ways to best ways to communicate business needs is to employees where the business is today, its capabilities and current performance. Then show them where the organization needs to be in the future. The gap between today and the future represents a starting point for discussion. Establishing a Communications Plan The ASTD council on HPWS noted that providing an inadequate communication system is the most frequent mistake companies make during implementation. While we have emphasized the importance of executive commitment, top-down communication is not enough. Two-way communication not only can result in better decision, it may help to diminish the fear and concerns of employees. Involving the Union Building cooperation with Unions Navigating the Transition to High Performance Work Systems Building commitment to HPWS is ongoing activity. Perhaps, in fact it is never fully completed. And as in any change activity, performance frequently falters as implementation gets under way. One reason is that pieces of the system are change incrementally rather than as a total program. The other mistake organization often make is to focus on either top-down change driven by executives or bottom-up change cultivated by the employees. The top-down approach communicates manager support clarity, while the bottom-up approach ensures employee acceptance and commitment. Building a Transition Structure Implementation of HPWS proceeds in different ways for different organizations. In organizational startups, managers have the advantage of being able to put everything in place at once. However, when organizations have to be retrofitted, the process may occur a bit more clumsily. When Honeywell switched to HPWS, employees attended training program and participated in the redesign of th eir jobs while the plant was shut down to be re-equipped with new technology. When the new plant was reopened, self managing teams were put in place and a new pay system was implemented for high performance workforce. Not every organization has the luxury of suspending operations while changes are put in place. Nevertheless, establishing an implementation structure keeps everyone on track and prevents the system from bogging down. The structure provides a time table and process for mapping key business processes, redesigning work and training employees. Incorporating the HR Functions as a Variable Partner One of the mistakes that organizations can make in implementing HPWS is allocating too few resources to the effort. This means money, of course, but it also time and expertise. Although line manager typically own the responsibility of implementation, HR managers can be invaluable partners in leading the charge for and managing the change. Because change is difficult, HR manag ers need to understand what employees in transition are going through and help them handle it. When the old ways of doing things are abandoned, many experienced employees begin to feel like beginners again on the job. This can be stressful and sometimes polarize employees. Evaluating the success of the system Once HPWS are in place, they need to be monitored and evaluated over time. Several aspects of the review process should be addressed. First, there should be a process audit to determine whether the system has been implemented as it was designed and whether the principles of HPWS are being reinforced. Finally, HPWS should be periodically evaluated in terms of new organizational priorities and initiatives. Because HPWS are building on key business processes that deliver value to the customers, as these processes and customer relationships change so too should the work system. The advantage of HPWS is that they are flexible and therefore more easily adopted. When change occurs, it should be guided by a clear understanding of the business needs and exibhit a close vertical fit to strategy. LITERATURE REVIEW Relationship to Prior Conceptual Literature The prior conceptual literature speaks both of the mechanism through which the HR management system might affect firm performance as well as necessary conditions for these systems have a strategic impact. The behavioral perspective (Jackson, Schuler, Rivero, 1987) suggests that an effective HR management system will acquire, develop and motivate the behaviors necessary to enhance firm performance (Bailey, 1993; Jackson et al., 1987; Pfeffer, 1994; Schuler MacMilian, 1984). Complementary work argues that HR management systems provide additional value when they are purposively designed to be internally consistent and are thereafter linked with firm competitive strategy (Butler, Ferris, Napier, 1991; Cappelli Singh, 1992; Jackson Schuler, 1995; Milgrom Roberts, 1995; Ulrich Lale, 1990; Wright MacMahan, 19992). In essence, prior theoretical work in this area concludes that competitive advantage is in part of product of HR management systems that elicit employee behaviors consis tent with the firms broader strategic and environmental contingencies (Jackson Schuler, 1995). Promoting desirable employee behaviors is not sufficient to create a strategic impact. Following the resource-based view of the firm (Barney, 1991) it is clear that if HR management system systems are to in fact create sustained competitive advantage, they must be difficult to imitate. HPWS are characterized by at least two features that are associated with inimitability: path dependency and causal ambiguity (Collis and Montgomery, 199). Path dependency describes organizational practices that are developed over time and cannot be simply purchased in the market by competitors. A competitor can understand that a practice is valuable and would like to do the same thing, but is precluded from in policies that are easily understood in concept, but in practice require numerous and subtle interrelationships that are not readily observed by those outside the firm. An example is the challenge o f aligning HR, management practices with the firms strategy and their larger embeddedness in management practice (Lengnick-Hall Lengnick-Hall, 1998; Lado Wilson, 1994). The behavioral perspective describes how the HR management system creates new firm capabilities, while resource-based theory emphasizes the attributes required for these capabilities to generate competitive advantage. These complementary dimensions are consistent with recent theoretical work in the field of strategic management (Amit and Shoemaker, 1993) that develops the concept of strategic assets as the set of difficult to trade and imitate, scare, appropriate and specialized resources and capabilities that bestow the firms competitive advantage. Our view is that the HR strategies that successfully develop and implement a coordinated HPWS create invisible assets (Itami, 1987) that both create value and are difficult to imitate. These assets values are maximized with the HPWS is so embedded in the operational system of the organization that it enhances a firms capabilities. Therefore, unlike more traditional personnel activities, organizational HPWS has a strategic impact at the level of the firm. This interpretation is also consistent with the recent emphasis on core competencies developed by Hamel and Prahalad (1994) who argue that conventional measure of economic rents such as the difference between market and book value of assets (i.e.,Tobins q) reflect core competence, people embodied skills. Relationship to Prior Empirical Work Prior empirical research on HRM practices and organizational performance can be divided into four categories that vary along two dimensions: the breadth of HR practices under consideration and level of organizational performance. Most work examines one or a few types of HR policies or intermediate levels of organizational performance. A much smaller no. use a broad measure of the HR management system and intermediate measures of performance or a narrow set of HRM practices and firm level performance of organizational performance. The best of these (Arthur, 1994; Cutcher-Gershenfed, 1991; Delaney, in press; lchniowski, Shaw Prennushi, 1994, MacDuffie, 1995) suggest that progressive or innovative HRM practices have economically significant effects on intermediate measures of organizational success, primarily in certain manufacturing industries. Not only do such studies provide a greater opportunity to fully specify the HRM system, but by design they are able to eliminate alternative explanations that might be associated with industry differences across firms. These studies provide important insights into what otherwise is a black box between the HRM system and firm performance. While they do not establish an HRM system-firm performance relationship, such studies suggest that if such a relationship were observed, it would be consistent with the necessary organizational precursors. If a firms HRM practices are to represent a strategic lever for the development and implementation of competitive strategy, then the appropriate unit of analysis for this relationship is the comprehensive system of practices and policies in place throughout the organization. Examinations of individual policies and their effects on individual or intermediate levels of organizational effectiveness are useful, but they bear only indirectly on HR-firm performance relationship. However, as nascent empirical literature, researched based on broad measures of the HRM system should precede at both the intermediate and strategic level of firm performance. The empirical challenge is to trace the effects of HPWS through a variety of micro and intermediate organizational outcomes, and ultimately link those outcomes to corporate financial performance. Incorporating each of those elements in one study would require in-depth data on the HRM system, individual performance, unit level productivity and financial performance, as well as firm level financial performance for a large sample of firms. Theoretical foundation While the strategic HRM literature in its broadest form might have several motivating themes, the most fundamental question is our judgment is whether a firms HRM system can provide a long-lived source of competitive advantage, or whether it represents an organizational attribute that can easily be replicated by competitors. The question in the field of competitive strategy is generally what is the source of competitive advantage in the firm?.. (and) how is advantage created, and how is it sustained? (Schendel, 1996) if a firms system for human capital management is a partial answer to those questions, then in fact it has a strategic role to play an can potentially provide a source of economic rents. Conceptually, one can develop a plausible prediction that the HRM system can indeed be a strategic asset, capable of generating above normal economic rents. Driven by market imperatives to develop more efficient organizational structures and practices, there is an increasing emphasis among both academics and practitioners on behavioral competitive strategies that reply on core competencies and capabilities among employees, not only because they provide the most effective response to market demands, but also because they are not easily copied by competitors (Hamel Prahalad, 1994; Stalk, Evans, Shulman, 1992). While as much emphasis on the effective implementation of corporate strategies as their content, organizational policies and in frastructure are increasingly considered a potential source of sustainable competitive advantage. Within that context what is sometimes called a HPWS plays a strategic role; first as a resource to support the development of core competencies and second as an essential ingredient for effective strategy implementation (Dyer, 1993; Levine, 1995; Pfeffer, 1994) The conceptual literature focuses on two questions: By what mechanism does a HPWS affects firm performance? How can these systems represent a source of sustained value chain, rather than simply focus on cost control? The behavioral perspective (Jackson, Schuler River, 1989) answers the first question very simply. Firms that rely on human capital as a source of competitive advantage, ultimately require the productive behaviors necessary to implement their strategies. A fundamental source of those productive behaviors, both in terms of initial acquisition and subsequent development and motivation, is the firms HRM system (Baile y, 1993; Jackson et al., 1989; Pfeffer, 1994; Schuler MacMillain, 1984). The influence of the HRM system over valued employees behaviors is not sufficient to generate a strategic impact. HYPOTHESIS HYPOTHESIS 1: There is existence of High Performance Work System in a firm. HYPOTHESIS 2: There is no existence of High Performance Work System in a firm. HYPOTHESIS 3: There is impact of High Performance Work System on organizational performance. HYPOTHESIS 4: There is no impact of High Performance Work System on organizational performance. REASEARCH METHODLOGY Objective of the study The main objective of the study is To find existence of High Performance Work System in BEL, Kotdwara. To describe the impact of High Performance Work System on Organizational Performance of BEL, Kotdwara. Rationale of the study Public-sector defence undertaking, Bharat Electronics Ltd. (BEL) has given its HR policies a makeover. The move aimed at attracting talents from engineering disciplines. The company, facing severe competition from the private sector to attract and retain talent, has HR practices followed by these companies. The Navaratna company has forged alliances with several management institutes across the country such as Management Development Institute (MDI), Gurgaon, International Management Institute (IMI), Delhi and HR consultancy firm, TVR Learning Systems, Ahmedabad, to train its its mid-level and senior executives in management principles. The study is to find out the High Performance Work System of BEL and its effect on organizational performance of BEL. Scope of the study Bharat Electronics Limited (BEL) is a state-owned electronics company with about nine factories and few regional offices in India. The study is done on the factory of BEL, Kotdwara (Uttarakhand). The study was conducted from December 1, 2010 to April 5, 2011. Type of research Research design Descriptive Research Data type Primary and Secondary Sources of data Questionnaire filled by the employees of BEL Books and journals on HRM Internet Limitation Senior managers were hard to approach so cannot get feedback from them. Curriculum study of this kind is not given preference. Attitude of employees in government institutes is not positive for filling questionnaire. ABOUT BHARAT ELECTRONICS LIMITED (BEL) Bharat Electronics Limited (BEL) was established at Bangalore, India, by the Government of India under the Ministry of Defence in 1954 to meet the specialized electronic needs of the Indian Defence services. Over the years, it has grown into a multi-product, multi-technology, multi-unit company serving the needs of customers in diverse fields in India and aboard. BEL offers products and services in a wide spectrum of technology like Radrs, Military Communications, Naval System, Electronic Warfare Systems, Telecommunications, Sound and Vision Broadcasting, Opto-Electronics, Tank Electronics, Solar Photovoltaic Systems, Embedded Software and Electronic Components. With its expertise developed over the years, the company also provides turnkey system solutions. Defence continues to be BELs prime focus but the company also diversified into civilian ares. Some of the successful civilian products include the Electronic Voting Machines, Solar Powered LED-Based Traffic Signal Lights, Simputers and Set Top Boxes. BEL offers contracts -manufacturing services for both domestic and international customers. It has automated assembly, inspection and testing facilities as also precision machining capabilities. It adheres to strict process and manufacturing standards, producing world class products. BEL has its corporate office at Bangalore and manufacturing units at 9 locations in India . a network of marketing and customer support centers across India completes the vertically integrated company profile. Two offices, one in New York and the other in Singapore mark the companys international presence. The 2000 saw the Bangalore unit, which has grown very large, being reorganized into Strategic Business Units (SBUs). There are 7 SBUs in Bangalore Unit. The same year, BEL shares were listed in the National Stock Exchange. In 2002, BEL became the first defence PSU to operational Mini Ratna Category Is status. In june 2007, BEL was conferred the Prestigious Navr atna status based on its consistent. VISION, MISSION, VALUES AND OBJECTIVES: VISION To be a world-class enterprise in professional electronics. MISSION To be a customer focused globally competitive company in defence electronics and in other chosen areas of professional electronics, through quality, technology and innovation. VALUES Putting customers first. Working with transparency, honesty integrity. Trusting and respecting individuals. Fostering team work. Striving to achieve high employee satisfaction. Encouraging flexibility innovation. Endeavouring to fulfill social responsibilities. Proud of being a part of the organization. OBJECTIVES To be a customer focused company providing state-of-the-art products solutions at competitive prices, meeting the demands of quality, delivery service. To generate internal resource for profitable growth. To attain technological leadership in defence electronics in-house RD, partnership with defence/research laboratories academic institutions. To give thrust to exports. To create a facilitating environment for people to realize their full potential through continuous learning and team work. To give value for money to customers create wealth for share holders. To constantly benchmark companys performance with best-in-class internationally. To raise marketing abilities to global standards. To strive for self-reliance through indigenization. Research Development Research and Development is a key focus activity at BEL. RD started in 1963 at BEL and has been contributing steadily to the growth of BELs business and self-reliance in the fied of defence electronics and other chosen areas of professional electronics. BELs RD Policy is to enhance the companys pre-eminence in defence electronics and other chosen fields and products through RD. Major RD objectives of BEL is development of new products built with cutting-edge technology modules to meet customer requirement ensuring that the developed products are state-of-art, competitive and of the highest quality.

Graduation Speech High School Diploma - 891 Words

Due to a lack of decent jobs, half of all college graduates are still relying on their parents financially when they are two years out of school. In the US the bottom 40 percent of income earners in the United States now collectively own less than 1 percent of the nation’s wealth, and College tuition has risen 10 times faster than the median family income. These are just a few issues that my generation, and more to come will face. My dream requires fair access to jobs and educational opportunities, work, and fair pay, all while empowering individuals to pursue their own passions. Higher education is essential to having the knowledge and experience to achieve your dream. If I don’t have higher education I would be stuck with a high school diploma. A survey, prepared by Public Agenda and released nationwide by several independent, nonprofit organizations, finds that a towering 87% of Americans believe that a college education has become as important as a high school diploma used to be. Also, three out of four Americans think that there cannot be too many people with education and training beyond high school. This fact is staggering, but we all come to the same conclusion that college is even more important now than ever. In addition to college being more important, college education needs to be affordable. â€Å"Nearly two-thirds of Americans strongly agree that colleges should be doing a much better job of keeping down their costs† ( Forbes ). My American dream requiresShow MoreRelatedGraduation Speech : High School Diploma920 Words   |  4 PagesDay after day I had always regretted not finishing school. Every day that went by Reminded me how much I needed to complete my education. I would remember applying to jobs and always seeing that dreaded sentence saying â€Å"must have High school diploma or equivalent’’. The memory of those days still feel as if it was just yesterday that I was without education. Growing up I never realized how much I would need education in my life. Education is needed to overall make a decent living in order to surviveRead MoreGraduation Speech : High School Diplomas1106 Words   |  5 Pagesstatewide were denied standard high school diplomas a nd given special education diplomas† (page 74). New teachers should care about this frightening statistics, if this happened to Latricia that means that there were more students that encountered the same issue. Additionally, new teachers need to understand how the different high school diplomas can affect the students as adults. â€Å"Students without diplomas earn much less than those in the workforce who have diplomas, and they are less likely to maintainRead MoreGraduation Speech : High School Diploma831 Words   |  4 Pagestheir high school diploma. When P-TECH initially started, it included on grade 9 and added a grade every year until it became a complete high school. The focus of P-TECH is to provide students with college level work in high school so they can earn their Associate degree at City Tech in what are called the grade 13 and 14. In personal interview with Mr. Brian Donnelly, the Deputy Director of Early College Initiative at CUNY, he described that in stude nts who are part of P-TECH experience grades 13Read MoreGraduation Speech : High School Diploma1393 Words   |  6 PagesIn the years of 2012-2013, Oklahoma s percent of students graduating with a high school diploma was 84.8%. In 2012-2013, the graduation rate was at one of the highest points it has ever been at. It is crazy to think that over 1.2 million students drop out every year just in the United States. That is a student ever 26 seconds or you could think of it like 7,000 students a day. A student that gets a high school diploma but does not go to college is going to be doing better than students that dropRead MoreGraduation Speech : A Rite Of Passage1527 Words   |  7 PagesFor many adolescent individuals in America, graduation is considered a rite of passage. Often, Americans couple graduation with a celebration of opening a new chapter of their life. Specifically, transitioning from a high school student to a graduate. In this essay I will explain what a rite of passag e is and what graduation is. Also, I will discuss how graduation is approached as a rite of passage in my culture, and what celebration in regards to graduation looks like and means to many. Almost allRead MoreHigh School Graduation Speech : Family, And Seven Years Ago1593 Words   |  7 Pagescertain situations, but families don’t always get along. We are humans that make mistakes, but we forgive and love each other no matter what. Over the past seven years, I realized how important they are to me, especially during the time of my high school graduation. Since being a part of Wilton, I’ve noticed that there’s a difference between being a church â€Å"member† and being a part of a church â€Å"family.† Church â€Å"members† are people who walk in, attend the church service, and walk out without truly knowingRead MoreAn Example of a Graduation Speech653 Words   |  3 Pagescourse taking countless exams, it is that time that we all anticipate†¦Graduation! Purpose Statement: Since the majority of us are seniors, and graduation is a little less than a month away, I am going to provide you with some historical background information and some fun facts about graduation in order to make the occasion even more meaningful than it already is. Road Map: Most of you could probably agree that high school was quite the experience with several ups and downs along the way. NoRead MoreGraduation Speech : My Graduation Essay1022 Words   |  5 Pages My Graduation A Graduation ceremony is one of the major steps in life, it marks the start of new changes in our lives. It ushers us into growing up and be responsible for our actions. It marks a new dawn of embracing life experiences, cultivation of good work ethics and eventually culminates in chasing our dreams. On my graduation day, I woke up to the sweet aroma of the breakfast my sister was making. I sat down to eat when the food was ready. It took me about 2 hours to finishRead MorePersuasive Speech: Why You Should Go to College?1010 Words   |  4 Pagesï » ¿PERSUASIVE SPEECH 4 Persuasive speech: Why you should go to college Attention Student debt is at an all-time high. Many college students and recent graduates may find themselves asking: whats the point? Why go to college if there is no guarantee of a great job, but you are almost certainly guaranteed to graduate with high levels of debt? But take a careful look at the statistics. While the unemployment rate for recent four year college graduates is 6.8%, the unemployment rate for recent high schoolRead More Graduation Speech Essay examples885 Words   |  4 PagesTo the County High School Class of 2012: As you sit in front of me, I know what most of you are thinking at the moment. There are those who are already pondering about what life without high school will be like; those who are debating whether or not to tell your crush tonight about your whispers of adoration you’ve secretly held for four years; some simply want to get out of that ungodly chair, get that thing that isn’t really a diploma but only tells you when to pick up the thing, and then be the

Evas home Essay Example For Students

Evas home Essay Arthur Birling is a rather portentous man in his middle fifties with a fairly easy manner but with restricted views and opinions.  Arthur Birling tends to think more about his business than the people who work for him, so when he sacked Eva he didnt consider her feelings or how it would affect her life, to him she was just an employee, He was a hard headed practical man of business. When his daughters engagement was announced he found it as another bonus to his business because Gerald was the son of the owner of Croft unlimited the company in competition with his own so in his eyes the marriage between his daughter and Gerald was just another way to bring the two companies together But, Birling is also a little uneasy about his daughter marrying Gerald incase Geralds parents think their son is marrying beneath himself by marrying Sheila. Arthur Birling was very concerned with the publics views of him and thought of his reputation very highly. He is Ex-Lord Mayor of Brumley and a local magistrate and he is always quick to point out his social status I gather there is a very good chance of knighthood. He wants to stay away from scandal and the police to protect his public image.  When Arthur was questioned by the inspector he tells him that Eva Smith left his factory two years ago, she was always a good worker, a foreman told me he was ready to promote her into what we call a leading operator-head of a small group of girls. The reason Eva left Birlings factory was that he sacked her because she and a group of girls asked him for a raise in their wages and he refused as Mr. Birling regarded himself as reasonable and paid his employees no more or no less than the going rate I couldnt consider it, we were paying the usual rates and if they didnt like those rates, they could go and work somewhere else. Its a free country I told them. He didnt punish the workers who asked for more money but he turned them down because he thinks its his duty to keep costs low and prices high but Birling realises he has no legal obligation to keep labour costs down so he does it for his own moral reasons. The girls then went on strike but came back a week later on the old rates a week or so after the strike began apart from four or five ringleaders who of course included Eva Smith. Birling becomes impatient with the inspector, but at first Gerald and Birling are not worried by the inspectors visit. Birling regards the Police as their protectors but also as their servants. Birling has a strong view of other people and believes A man has to make his own way, has to look after himself and his family. He doesnt give anything away for free and also said, The way some of these cranks talk and write youd think everybody has to look after everyone else. In other words he is saying if his actions affect her then its her fault and she should do something about it for herself instead of him worrying over her. This shows us that Birling is out for himself no matter who gets in his way. He is particularly self-centered and considers himself and Mrs. Birling to stand for the right values and for proper conduct but he isnt standing for the right values by refusing to give the girls a raise. He could have sat down and discussed the issues instead of just giving them a final ultimatum. He is only interested in protecting the interests of himself and others like him. .u66f9c165fdb973b8096db1fbe7ec0878 , .u66f9c165fdb973b8096db1fbe7ec0878 .postImageUrl , .u66f9c165fdb973b8096db1fbe7ec0878 .centered-text-area { min-height: 80px; position: relative; } .u66f9c165fdb973b8096db1fbe7ec0878 , .u66f9c165fdb973b8096db1fbe7ec0878:hover , .u66f9c165fdb973b8096db1fbe7ec0878:visited , .u66f9c165fdb973b8096db1fbe7ec0878:active { border:0!important; } .u66f9c165fdb973b8096db1fbe7ec0878 .clearfix:after { content: ""; display: table; clear: both; } .u66f9c165fdb973b8096db1fbe7ec0878 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u66f9c165fdb973b8096db1fbe7ec0878:active , .u66f9c165fdb973b8096db1fbe7ec0878:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u66f9c165fdb973b8096db1fbe7ec0878 .centered-text-area { width: 100%; position: relative ; } .u66f9c165fdb973b8096db1fbe7ec0878 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u66f9c165fdb973b8096db1fbe7ec0878 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u66f9c165fdb973b8096db1fbe7ec0878 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u66f9c165fdb973b8096db1fbe7ec0878:hover .ctaButton { background-color: #34495E!important; } .u66f9c165fdb973b8096db1fbe7ec0878 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u66f9c165fdb973b8096db1fbe7ec0878 .u66f9c165fdb973b8096db1fbe7ec0878-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u66f9c165fdb973b8096db1fbe7ec0878:after { content: ""; display: block; clear: both; } READ: Is Shylock Presented as a Victim or a Villain by Shakespeare EssayMr. Birling is very narrow minded and has no idea about the consequences of his actions hes very arrogant and opinionated, he is short sighted and only sees what he wants to, he makes predictions about the future how the Titanic will never sink and the impossibility of war. He seems unable to see a reason why nations should go to war and upset the businessmens quest for profit. Arthur doesnt seem at all worried about what has happened to the poor girl Eva smith, He has no regrets about what he did to the girl but is only offended by the inspectors rudeness but he seems far more concerned about the fact that there could be the possibility of now being deprived of his knighthood. All through out the play Arthur tries to belittle the inspector by trying to put him in his place and continually re emphasizing his own position in society, he gets increasingly desperate to avoid facing his responsibilities whilst trying to cover up anything his family may have said that could diminish his future chances. Eric is one of the weaker more evasive characters, He is in his early twenties and is half shy and half-assertive. He is very fond of his alcohol although his parents are completely oblivious of his habit. Sheila is aware of Erics drink problem and had been harbouring his secret until the inspector shows up, when she takes it on herself to inform her parents. When Erics mother finds out about his little problem, she tries to shake off the accusation as her little boy couldnt possible do a thing like getting drunk, I never dreamt, besides, youre not the type, you dont get drunk. Eric met Eva Smith in the Palace Bar after he had consumed a rather considerable amount of alcohol and was quite tipsy. Eric insisted that he go back to Evas home I threatened to make a row She let him in and thats when it happened and I didnt even remember- thats the hellish thing. Eric and Eva made love- if you could call it that. He used her as an object in the heat of the drunken moment and forced her to do something that she probably didnt want to do.