King Lear by William Shakespeare and Things Fall Apart by Chinua Achebe Essay Example

King Lear by William Shakespeare and Things Fall Apart by Chinua Achebe Paper Tragedy is based on human flaws and the struggles which build up among passionate beings. What characterizes mankind is not solely the virtue of each, but the complexity of psychologies, the failure to stand with reason. Tragedy, in fact, is able to capture the essence of the being in his inconstant nature, by putting forth the many obstacles in accomplishing virtue. It takes the dilemma of a common individual to the extreme point, in order to unveil the ultimate prowess of the soul humanity. What the reader or audience then admires are the things man does to achieve human goodness; we admire the hero. If men were gods, tragedy would become simple melodrama in the eyes of such an easy quest for truth. It is exactly the opposite in reality. A hero becomes a hero by the endless effort he puts forth the noble side of living ignorants. This is clear in all tragedies, as in King Lear by William Shakespeare and Things Fall Apart by Chinua Achebe. Achebes novel is set in the Igbo tribe, in what we would today call Nigeria. Okonkwo, a respected member of the tribe, is the epitome of a self-made man, well anchored in his values of manliness and tradition. We will write a custom essay sample on King Lear by William Shakespeare and Things Fall Apart by Chinua Achebe specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on King Lear by William Shakespeare and Things Fall Apart by Chinua Achebe specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on King Lear by William Shakespeare and Things Fall Apart by Chinua Achebe specifically for you FOR ONLY $16.38 $13.9/page Hire Writer He made his own fortune through hard labor, is known to be a brave warrior, and cares about the strength of his world: capable of feeding his family, good status within the tribe. These characteristics are no less virtuous than his faults are great, namely the rage and intolerance for what he considers weak and woman-like. This outlines the series of peripeteia which lead to his downfall, throughout the second half of the book. One can admire Okonkwo for the very same reasons another can despise him (which is true for any great hero Napoleon). It is this dichotomy which makes him human, and which makes tragedy even possible. In his relationship with Ikemefuna, for whom he bears great love and respect, the virtues of Okonkwo are quite clear. He has pride in seeing the dynamic enterprise of his sons at farming and growing yams. He enjoys seeing Ikemefuna as a role-model to Nwoye. However, when the time comes to kill the adopted child, Okonkwos weakness the fear of being considered weak grows on him as he does the dirty job himself. This is a harsh blow to the reader, but it helps build up our knowledge of wild passions which make all men condemnable. It is also interesting to note the complicity he feels towards Ezinma, his daughter, to whom he also bears much love and respect, saying that she should have been a man. He admires her strong character, cares for her when shes sick, follows her through the night to assure himself of her safety. Okonkwos disregard for his fathers life and life-long struggle to be different from him all falls to pieces in the end (which is the major theme of the book). We can feel in Okonkwo a deep disregard for the sheer goodness of people, their bear humanity, arguing that the main thing is strength, to feed ones family, to be successful It would be too far fetched however to say that he is devoid of humanity himself. In the harmony of the tribe, Okonkwos values and accomplishments make him great and admirable. His intolerance only contributes to seeing in him what Unoka had, a human flaw, a fatal one for Okonkwo. Had he not killed Ikemefuna, shot at his wife, rejected Nwoye, the reader would have no concept of the Roaring Flames true soul which lies in the midst of chaos and ashes an admirable warrior. In King Lear, the audience tends to condemn Lear for his actions in the beginning. It is hard to forgive him for banishing Cordelia and Kent, who appear most noble and just, in contrast with the two evil flatterers Goneril and Regan. Shakespeare puts the emphasis right from the beginning on Lears misjudgment, to grasp the man in all his flaws. We nonetheless understand his reaction as he feels solemnly betrayed by his daughter. This first mistake is the trigger to all the horror which follows; his initial mistake (giving up his responsibilities and leaving full responsibility in the hands of his evil daughters) is what defines him as a human and will later build him into a hero. We admire Lear because he is noble and has the countenance of a kingauthority. He knows how to give orders and make things happen. However he is not heroic to the point where the audience idolizes him or turns him into a god-like stature. Like any man, he makes mistakes. Furthermore, we feel his growing human goodness towards others as his pains grow stronger. he is able to care for others he depends on. Art thou cold, Fool? (As a king he was widely praised and followed by sycophants and servants. He is also admirable in taking his fate into his hands when confronted with a dilemma (which differentiates him from Gloucesters weakness); he is responsible and charges into life consciously until the moment he goes mad. In the end, when Lear comes out with Cordelia in his arms, howling to the skies and to the world, we reach the climax of the admiration towards Lear. His pain appears so great that the audience identifies with the human feeling of despair. The crash, like a thunderbolt of lightning, hits us straight to the heart and Lears tears, which he tried to hold in the whole play, drip on everyones laps. In conclusion, the author of a tragedy must create a compelling character in goodness and sin. It must become a heroic struggle which imples both sides of the spectrum a persons most condemnable side and most beautiful side. A tragic hero could neither be Hitler or DArtagnan. They are filled with too much of one and the other. The hero must be someone the reader can identify with in reality, to accompany his struggle and find a better truth.

Universal Solvent Definition

Universal Solvent Definition Technically, a solvent is a component of a solution present in the greater amount. In contrast, solutes are present in a smaller amount. In the common usage, a solvent is a liquid that dissolves chemicals, such as solids, gases, and other liquids. Key Takeaways: Universal Solvent A universal solvent theoretically dissolves any other chemical.A true universal solvent does not exist.Water is often called the universal solvent because it dissolves more chemicals than any other solvent. However, water only dissolves other polar molecules. It does not dissolve nonpolar molecules, including organic compounds such as fats and oils. Universal Solvent Definition A universal solvent is a substance that dissolves most chemicals. Water is called the universal solvent because it dissolves more substances than any other solvent. However, no solvent, including water, dissolves every chemical. Typically, like dissolves like. This mean polar solvents dissolve polar molecules, such as salts. Nonpolar solvents dissolve nonpolar molecules such as fats and other organic compounds. Why Water Is Called the Universal Solvent Water dissolves more chemicals than any other solvent because its polar nature gives each molecule a hydophobic (water-fearing) and hydrophilic (water-loving) side. The side of the molecules with two hydrogen atoms has a slight positive electrical charge, while the oxygen atom carries a slight negative charge. The polarization lets water attract many different types of molecules. The strong attraction to ionic molecules, such as sodium chloride or salt, allows water to separate the compound into its ions. Other molecules, such as sucrose or sugar, arent torn into ions, but disperse evenly in water. Alkahest as the Universal Solvent Alkahest (sometimes spelled alcahest) is a hypothetical true universal solvent, capable of dissolving any other substance. Alchemists sought the fabled solvent, as it could dissolve gold and have useful medicinal applications. The word alkahest is believed to have been coined by Paracelsus, who based on the Arabic word alkali. Paracelsus equated alkahest with the philosophers stone. His recipe for alkahest included caustic lime, alcohol, and carbonate of potash (potassium carbonate). Paracelsus recipe could not dissolve everything. After Paracelsus, alchemist Franciscus van Helmont described the liquor alkahest, which was a sort of dissolving water that could break any material into its most basic matter. Van Helmont also wrote of sal alkali, which was a caustic potash solution in alcohol, capable of dissolving many substances. He described mixing sal alkali with olive oil to produce sweet oil, likely glycerol. While alkahest is not a universal solvent, it still finds use in the chemistry lab. Scientists use Paracelsus recipe, mixing potassium hydroxide with ethanol to clean lab glassware. The glassware is then rinsed with distilled water to leave it sparkling clean. Other Important Solvents Solvents fall into three broad categories. There are polar solvents, such as water; nonpolar solvents like acetone; and then there is mercury, a special solvent that forms an amalgam. Water is by far the most important polar solvent. There are several nonpolar organic solvents. For example, tetrachloroethylene for dry cleaning; acetors, methyl acetate, and ethyl acetate for glue and nail polish; ethanol for perfume; terpenes in detergents; ether and hexane for spot remover; and a host of other solvents specific for their purpose. While pure compounds may be used as solvents, industrial solvents tend to consist of combinations of chemicals. These solvents are given alphanumeroc names. For example, Solvent 645 consists of 50% toluene, 18% butyl acetate, 12% ethyl acetate, 10% butanol, and 10% ethanol. Solvent P-14 consists of 85% xylene with 15% acetone. Solvent RFG is made with 75% ethanol and 25% butanol. Mixed solvents can affect miscibility of solutes and may improve solubility. Why There Is No Universal Solvent Alkahest, had it existed, would have posed practical problems. A substance that dissolves all others cannot be stored because the container would be dissolved. Some alchemists, including Philalethes, got around this argument by claiming alkahest would only dissolve material down to its elements. Of course, by this definition, alkahest would be unable to dissolve gold. Sources Gutmann, V. (1976). Solvent effects on the reactivities of organometallic compounds. Coord. Chem. Rev. 18 (2): 225. doi:10.1016/S0010-8545(00)82045-7.Leinhard, John. No.1569 Alkahest. University of Houston.Philalethes, Eirenaeus. The Secret of the Immortal Liquor Called Alkahest or Ignis-AquaTinoco, Ignacio; Sauer, Kenneth and Wang, James C. (2002) Physical Chemistry. Prentice Hall p. 134 ISBN 0-13-026607-8.

Summarizing Research Paper Example | Topics and Well Written Essays - 1250 words

Summarizing - Research Paper Example Research done by Office of Naval Research reveals that hydrofoils in water operate on same principle as an aircraft wing (1954). The paper categorizes hydrofoil design in four types – Multiple-Foil Ladder system, Surface-Piercing V Foil system, Submerged Foil with Planing Surface Control system and Fully Submerged Foil system – and discusses their strengths and weaknesses. Analyses done based on speed and size conclude that hydrofoils are not feasible in lager size applications due to growth in foil size that increases design complexity and that they fall in the high speed category though their speeds have a certain limit. In his report on hydrofoil design, Elwyn Baker (1975) examines two super-cavitating hydrofoil models; TAP-1 and TAP-2 with his design considerations being takeoff capabilities and span-wise twist distribution. The aim was to select a two-dimensional section whose design theory and techniques are available that can be used to design hydrofoils befitting set criteria. TAP-1 is intended to operate under full ventilation while TAP-2 is desired to operate under natural cavity. By use of computer models and simulations, numerical results were obtained that upon comparison help in selecting the best shape and surface of section onto which to build the hydrofoils. Karim, Suzuki and Kai (2004) demonstrate how to optimize the design of a hydrofoil and marine propeller using micro-genetic algorithm (Â µGA) which is genetic algorithm (GA) but only covering a smaller population and fewer simple genetic parameters. Â µGA is preferred because it has faster convergence. The algorithm randomly initializes hydrofoil parameters and the generated hydrofoil is analyzed by potential based boundary element method. GA then updates the design parameters over generations to achieve improved hydrofoil meeting design constraints. It has been shown that the algorithm is successful in design

The Future of Harmonization Essay Example | Topics and Well Written Essays - 5000 words

The Future of Harmonization - Essay Example This growth has led to a rising demand for the legal system to work together as well as the need for harmonization. Note that increase in trade is not the main reason why there should be a legal system taking care of activities in the market. The growth provides a base and context where harmonization of sales law should be approached. For a contract to be recognized it has to pass through a number of legal systems so as to keep problems in check. If there is an absence of coordinated law, then the private international law can be used to keep things sane. These rules may be difficult to apply if the governing law has been established. The traders may be forced to apply the local legal system which does not keep in mind the needs of an international standard. It may be worse if there is a lack of enforcement mechanisms in certain jurisdictions. A history of harmonization It is therefore of no doubt that international sales are in dire need for a harmonious legal system which will bypa ss local boundaries to be international. ... The United Nations took part in the regulation of international trade rules after the Second World War. It created many international organizations and developed a United Nations Commission on International Trade law which did well in trying to find a solution to a harmonious law which could be used globally. It was this group that came up with CISG as its first efforts to harmonization of trade among the different stake holders. Many regional organizations came into existence in this period. There was the European Union, Common market of the Southern Cone, North American Free Trade Agreement, Common Market of Eastern and Southern Africa and Southern African Development Community. The main reason why these organizations emerged was due to commercial and economic development. Harmonization of Business Law in Africa steered a number if ministers to have a need in adopting a collection of laws that will be effective in member stake holders (member countries)3. These laws were beyond the countries’ legal system. Harmonization activities are slow because of different countries having different believes and traditions therefore different laws. Harmonization of sales laws can take place in two levels which are the regional level and international level. Soft law vs. hard law Currently a lot of capital, time and man power is being spent on international harmonization and these efforts are not actually bearing any fruits4. An international convention is the vague process that has been used to solve this problem. The biggest issue about conversation is that much is talked about but little is done. â€Å"By intervening in the legal market place, underestimating public distrust and legal disagreement as well as insisting on uniformity,

How were the Germans (or at least the people described in the Essay

How were the Germans (or at least the people described in the book)seduced by the Nazis and how did they rationalize their suppo - Essay Example Instead, it became â€Å"ten Germans sufficiently different from one another†¦ and sufficiently link unto one another to have been Nazis† (Mayer). His account of the sociological influences and impacts of Nazism in pre-World War II Germany in They Thought They Were Free is divided into three parts: â€Å"Ten Men†, â€Å"The Germans†, and â€Å"Their Cause and Cure†. Although the author says numerous times that the issue is one of deep complexity, these three divisions seem to offer a way of understanding how to classify the disparate parts of the issue. Mayer’s work is largely focused on his â€Å"ten Nazi friends†, who give him a large set of insights into the rise and fall of the National Socialist party in Germany. In the first twelve chapters, Mayer offers a benevolent account of Nazism’s rise. After all, it examines the reasons why the ten Nazi Germans allowed Hitler’s influence to spread throughout their small town of Kronenberg. However, the â€Å"benevolent account† is superficial in that it does not apologize for the Nazi sympathizers, but rather provides an objective look into why they accepted the authority of a dictator, rather than living in the post-World War I Germany that previous generations had suffered through. Seeking out the benefits of centralized power, the ten lower class individuals showcased in Mayer’s narrative joined the Nazi Party in order to secure a higher self-esteem, mainly through easier access to jobs and a national pride that had long ago faded. For the most part, the individual citizens who took up the Nazi cause cared very little for the exact specifics of the program advocated by Hitler and others; however, it was the fringe benefits of the system that caught their attention. The anti-Semitic stance of the government was an acceptable compromise for many who had no personal or emotional connection to their Jewish neighbors, who were being run out of the country and financially ruined by governmental seizures. This anti-Semitic environment was something that had always dealt with, and they believed it was necessary for disposing of the parliamentary system that held back social progress. The Nazis that Mayer interviews were not hypnotized or irrationally appealed to in order to surrender their liberties to a totalitarian government. The Nazis appealed to the rational self-interests of the German citizens: making political promises to the country that addressed the kinds of deeply problematic social and economic problems that had afflicted the nation for decades. By contextualizing the rise of Nazism with the Great Depression, which afflicted Germany just as it afflicted the United States, one realizes the ease with which a party of promises could gain influence quickly among the working classes. Additionally, the popular perception of Hitler was that of a great enemy to communism: the same motivation that operated on many Ameri cans during the Cold War. By examining the rationalization for Nazi power in the years leading up to World War II, one begins to see the interest that Mayer has in social movements following inspirational leaders. By taking the Nazis, who were socialists, as the enemy of communism, the German people sought self-interest, not community. This is understandable that people would seek their self-interest in an economically downtrodden country; however, what Nazism became after it attained power went far beyond the economic

Effect of Organisational Support on Job Satisfaction

Effect of Organisational Support on Job Satisfaction Abstract Purpose: The purpose of this research is to test the effect of Perceived Organisational Support on Job satisfaction and to determine the effect of mediation of Trust on Job Satisfaction in the two different sectors of employment- Public and Private. Here Sector of Employment acts as a moderator and Job Trust as the mediator. Design/methodology/approach: A questionnaire was prepared and administered to 182 employees working in the public and the private sector in different industries like Banking, Mining, Power Generation and Information Technology. Findings: The research has established positive relationships between the three constructs of perceived organizational support, job satisfaction and job trust for the overall model and public sector employees, whereas these relations are not significant in case of private sector employees. The mediation effect of Trust is significant at 10% for the overall model sans separately in the private and public sector. Research limitations/implications: The respondents have varied profiles in terms of age/ years of experience, seniority level and the industries that they work in. These results may not be generalizable to all employees in other organisations in different industries and geographic areas. Also, a large percentage of responses have been collected through the internet which is not an entirely accurate and reliable form of data collection. Practical implications: The research findings are expected to help the existing organizations in the public and private sector to figure out reasons for decreasing job satisfaction of the employees and devise ways to improve the perception of organizational support. Originality/value: This paper studies the difference in the relationships exhibited between Perceived organisational support, job trust and job satisfaction in the private and public sector in the Indian context. This is one of the first attempts towards studying the employment sectors on a comparative basis. Keywords: Perceived Organisational Support, Job Trust, Job Satisfaction, Public Sector, Private Sector Introduction: Job Satisfaction is a measure of how content an individual is with his job. Quite a few models have been developed in order to explain causes and effects of job satisfaction, for example, affect theory, dispositional theory, two factor theory and the job characteristics model. For years researchers have been trying to establish relationship among various parameters affecting the job satisfaction, job commitment, job dedication and job performance of the employees in the organizations. This is particularly important for organizations in order to improve working conditions, figure out the motivating factors and thus increase employee productivity by creating a healthy work environment. Job Satisfaction is an indicator of employee perceptions and feelings about their jobs. It can also predict work behaviours like organisational citizenship,absenteeismandturnover.Another important and relevant research finding is the relationship between life satisfaction and job satisfaction which is fo und to be reciprocal. It means that a person who is satisfied with his job may be quite satisfied with his life and vice versa. Job satisfaction is believed to positively affect the productivity of the employee which is vital to business units that are aiming to increase outputs. Perceived organizational support is usually thought to be a dynamic relationship between the employer and his employees. According to Rhoades and Eisenberger(2002) the stakeholders share a reciprocal relationship where higher POS is related with sincere efforts put in by the employee to achieve organizational goals. Research findings suggest that professional employees were more likely to perceive higher organizational support when they strongly identified with their workplace and a positive correlation was observed between job performance and POS (Heckman et al., 2009). Our research aims at analyzing the relationship between perceived organizational support and job satisfaction. Trust acts as a mediator in our model. Perceived organizational support is the degree to which employees believe that their organization values their contributions and cares about their well being. Trust is to believe the person who you trust to do what you expect and job satisfaction describes how content a n individual is with his or her job. This research attempts to study and establish relationships between the constructs for the public and private sector employees in India. There are various standard scales available to measure each of these parameters. In this study we have mostly used the shortened version of the scales. Research background and Hypothesis Perceived Organizational Support: The concept of organizational support has generated enough interest in order to study its impact on performance of the employees. The perception an employee develops about his/her organization valuing his contributions and caring about his interests and well being is termed as Perceived Organizational Support (POS)(Eisenberger and Rhoades,2002). A meta-analysis has indicated that three major categories of expectations that an employee has from his work organization are associated with POS. They are evenhandedness of procedures, support of the immediate superior and performance related rewards and favorable job conditions. Taking into account the employers expectations from their employees, they value dedication and loyalty. Emotion centric view of organizational commitment underlines that the sense of unity felt by the employee and the values that he shares with the organization determine the performance and absenteeism levels, probability of quitting his job (Mathieu Zajac, 1990;Me yer Allen, 1997; Mowday, Porter, Steers, 1982). Social Exchange theorists state that employment is a give and take relationship of dedication and loyalty for tangible rewards and social benefits (e.g., Bateman Organ, 1983; Brief Motowidlo, 1986). The antecedents of POS and its outcomes are explained by the organisational support theory which (Eisenberger, Huntington, Hutchison, Sowa, 1986). This theory assumes that to determine organisations readiness to reward employee efforts and meet their socio emotional needs, employee forms general beliefs about the concern shown and expected in future by his organisation towards him. POS is also considered an assurance of the assistance that will be available to the employee in times of distress (cf. George, Reed, Ballard, Colin, Fielding, 1993). Actions taken by the agents of the organisation are representative of its intent and are not personal motives. The personification of the organisation is supported by its moral and legal respon sibilities, culture, norms and policies. Employees form perceptions based on the above indicators about the support they get from their work organisation (Levinson, 1965). This theory also states that POS should develop some kind of an obligation in the employee to perform for the organisation and help reach its objectives. The role discernment of employees is assumed to depend on the activities that the organisation sees as necessary for successful job performance (Porter Lawler, 1968). Performance is expected to increase with higher efforts put in by the employee and the perception that such fruitful efforts will be rewarded (Campbell, Dunnette, Lawler, Weick, 1970; Katz, 1964). Job Trust Trust is one of the most important fundamentals on which an employer-employee relationship is based. This relationship goes a long way in instilling confidence and destructing fear by creating a work environment free of worry and suspicion (Zeffane et.al, 2003). Trust has also been suggested to be a psychological state according to which it is measured on the basis of perceived vulnerability or risk due to the uncertainty involved (Kramer, 1999). In our research work we are concerned with the trust within the organization i.e. the extent of trust the employees have in the organization they work for, basically between employees and managers or supervisors. Thus in an organizational context trust is based on the social exchange theory mainly (Whitener et al., 1998), which explains trust to be an outcome of exchange of benefits between the two parties involved. The underlying concept involved here is â€Å"reciprocity†, which establishes the fact that investment in the employees in an organization in terms of recognition, empowerment, justice, support and other favours will always be returned and not go waste (Gouldner, 1960). According the research done by Prusak and Cohen (2001), it is possible for managers to develop an environment of trust in the organization by encouraging mutual trust, and support. This in turn increases the level of perceived faith in the organization by the employees. It has also been argued that this trust (McAllister, 1995) is the key to organizational trust and control. It leads to increased level of employee participation which involves decision making power in the hands of the subordinates which would inevitably lead to increase in mistakes. Thus, by delegating this power to the subordinates the organization increases the risk factor but at the same time, since this delegation needs a bond of trust (Yukl, 1994), gives a clear indication that organization believes in its employees and thus the individual perceives this organizational trust and in turn contributes effectively and positively towards the organization. It is also true that each individual perceives the level of trust differently. So, it is futile to hold common assumptions across all work relationships and thus context based analysis is required. The trust levels also vary on the basis of who is participating in the relationship i.e. at what level of the organization (Graham et al., 2006). Thus, this trust e xisting in an organization determines to a large extent an organizations culture and work dynamics, by influencing factors like organizational structure, job satisfaction and commitment (Zaffane et. al, 2003). Hence, we have taken this as one of the constructs (as a mediator) in our analysis of the relationship between perceived organizational support and job satisfaction. Job Satisfaction Job satisfaction was attributed to greatest possible earnings with the least amount of work done (Taylor, 1970). This controversial theory encouraged a number of other studies to prove the significance of other factors in determining job satisfaction. These factors were identified as communication apprehension, perceptions of immediate supervisors and employee esteem (Falcione, 1977). Also, job satisfaction was determined to be influenced by the returns or rewards expected by the individual and the extent to which she was able to achieve them in the job. (Jorgensen, 1973). Employee perceptions were considered more important in determining job satisfaction than physical evidences like pay (Brayfield et al., 1951). The short form version of Brayfield and Rothes scale was developed to measure employee perceptions about their job and organization (Algho et al., 1992). A lot of research has been targeted at job satisfaction and the turnover rates in the organizations or the employees inte ntion to quit. (Spector et al., 1997). In this regard, job satisfaction was proved to be related to job identification. Both of them were determined to be organizational anchors and were used to predict the turnover within organizations (De Moura et al., 2009). A precedent to job satisfaction was identified as job insecurity (Reisel et al., 2010) and an antecedent was found to be role conscientiousness and performance of extra-role tasks (Nathan et al.). Job satisfaction has often been positively linked to training and development opportunities in the organization. A significant positive relationship was observed between employer provided training satisfaction and overall job satisfaction of employees. Satisfaction with training and development significantly affects career decisions and is a valued factor among employees, thus significantly impacting job satisfaction (Schmidt, 2007). Also, job satisfaction was conceptually established as a mediator between perceived organizational s upport and job commitment. Empirically, a positive relationship was established between perceived organizational support and job satisfaction (Chiu et al., 2010). In a recent study on job satisfaction, a total of nine factors grouped under four headings were considered as precedents of job satisfaction. The four headings included organizational change, organizational support, job characteristics and managerial role. It was empirically proved that decentralization, informal communication, support from supervisor, participative organizational culture, autonomy and empowerment of employees and the type of role in the organization significantly influenced the job satisfaction of employees (Lee et al., 2008). The role of supervisory or immediate boss support was determined to be significant. As per the study, supervisors were perceived as the representatives of the organization by employees and are responsible for acting as the interface between organization and employees. Thus, they nat urally build a relationship with employees. Quality of this relationship was the significant determinant of employee perceptions and job satisfaction (Ladebo, 2008). The use of information systems in the organization has been observed to have a positive impact on employee job satisfaction. In the evolving workplaces of present, the ability to work flexibly and efficiently is observed to have a major impact on the technologically advanced employees. Thus, the installation of an efficient Information System, which provided easy access to information was observed to increase the job satisfaction scores significantly (Chen et al, 2008). The relationship between POS and Job Satisfaction POS is related to, yet different form the constructs like job satisfaction. POS is determined to have a strong influence on employee reactions to their jobs on various dimensions, including job satisfaction, job involvement and job commitment (Rhoades, 2002). As per the norms of reciprocity, an employee would react positively to good treatment from the supervisor or immediate boss. As the immediate boss is the direct representative of the organisation, a fair treatment from him would be seen to be organisational support and would encourage employees to go beyond their normal call of duty to reciprocate the good treatment (Rousseau, 1989). POS is defined as the perception which employees have of how much the organization values them, their contributions or cares about them. High POS would meet psychological needs of employees, e.g. approval, esteem and social identity needs. It would also motivate the employees by raising the expectations of rewards on above average or above expected performance (Eisenberger et al., 1986). Percieved organisational support has a positive relationship with psychological well being which is defined in terms of job satisfaction and life satisfaction. This relationship is mediated by effective commitment (Meyer et al., 2002). POS is most often observed to be positively related with organizational commitment (Shore et al., 1991). However, POS is still distinct from organisational commitment because while POS measures the extent to which organisation cares about its employees as per their perceptions, organisational commitment measures the extent to which employees see themselves as being committed to the organisation and thus satisfied (Shore et al., 1993) Without POS, employees may be unhappy with the tasks associated with their jobs and may be dissatisfied. POS is affected by the various aspects of an organizations treatment of its employees (Tansky et al., 2001). Organizational support is measured in terms of customized training op portunities and options of flexible working hours. Career satisfaction acts as a mediating variable for relationship between perceived organizational support and employees intentions to continue in the organization (Armstrong et al., 2009). Training and mentoring before special assignments has been seen to be a strong indicator of organisational support. These initiatives give a sense of security to employees and reassure them and organization will help them meet challenges. Thus, they identify more with the job and do it more efficiently (Cuplan, 2002). Many senior women managers have complained of the managements failure to recognise their talent and lack of support and advancement opportunities within the organisation. Women form only a tiny fraction of males in senior positions (Wellington et al., 2003). Such perceptions often lead to quitting the job, which is a significant indicator of reduced job satisfaction at negative perception of organisation justice (Jawahar et al., 2008). Both POS and JS are observed to be having significant relationship with organisation commitment, which shows the presence of a correlation between these variables. Organisational identification is seen to have a strong positive effect on outcome variables like job satisfaction (Abrams et al., 2001). Organisational support however indicates how well organisation takes care of the OID for their employees. POS theory suggests that if organisation takes good care of employees, they will develop a stronger attachment to the organisation (Rhoades et al., 200 1), hence being more satisfied and committed (Rhoades et al., 2002). Based on the above discussion, hypothesis H1 is proposed: H1. Perceived Organizational Support (POS) has a significant positive influence on Job Satisfaction (JS) The relationship between Job Trust and Job Satisfaction: Theoretically it seems quite obvious that job trust leads to job satisfaction in employees. Measuring the job trust implies probing into how the individual views the organization and also the bond he has with the organization (Perry et al., 2007). Many researchers have reported a positive relationship between job satisfaction and job trust. According to a research analysis aimed at studying the antecedents and outcomes of trust (Derks et.al 2002) found job satisfaction and job commitment as the major consequences. The level of trust existing in an organization determines to a large extent an organizations culture and work dynamics, by influencing factors like organizational structure, job satisfaction and commitment (Zaffane et. al, 2003). Thus, by building a high trust relationship with the subordinates, managers can increase organizational effectiveness through improved levels of job satisfaction. But once this trust is broken, it leads to a never ending cycle of mistrust and conse quently an organizational environment, where employees are distressed, insecure and unsatisfied (Zaffane et. al, 2003). And since job satisfaction and job commitment are strongly related to trust, job commitment being the antecedent of job satisfaction (Mowday et.al 1974), such a situation is really alarming for organizations. The job trust is mostly perceived as the trust between the employees and their managers or the superiors. It has been further proven that if the employees show trust in their superiors then the superiors have greater influence on them (Goris et al. 2003). The reason being the superiors are responsible for many duties which shape the career of their subordinates like performance evaluations, guidance in terms of job responsibilities and training. Thus if the trust on the basis of such parameters in a manager increases then as a result job satisfaction also increases (Dirks et al. 2001). Also, this increased level of trust encourages cooperation, reduction in conflicts and thus improved job satisfaction. Hence the Hypothesis H2: There exists a positive relationship between Job Trust and Job Satisfaction The relationship between POS and Job Trust Many studies have been conducted on measuring the levels of job trust (Dietz and Den Hartog, 2006) and POS in organisations. Trust between two entities is stated as the readiness of one (Trustor) to be susceptible to the actions of the other (Trustee). This readiness of the trustor is basically his expectation that the one he trusts will act in his favour irrespective of exercising control and supervision (Mayer et al., 1995). Job Trust is considered of high importance in todays organisations because it has been empirically established that when trust levels are high, organisation commitment is high (Brockner et al., 1997). As per the definition of trust used above lack of trust means a higher need of monitoring (Handy, 1995) and increased trust levels suggests lower need for supervision (Bradach and Eccles, 1989; Ouchi, 1979). POS as defined above is believed to affect Job Trust though there is not enough empirical evidence available. There is enough research available on the antece dents of POS and its outcomes but none talks about the Job Trust with specific mention. POS is has its theoretical roots in the social exchange relationship (Allen and Brady, 1997), in which the employee is obliged to reciprocate to the organisation like he feels about it (Eisenberger et al., 2001). If employees believe that their organisation or for that matter immediate superior is truly interested in their well being then trust will develop (Doney et al., 1998). Researches indicate that increased perception of organisational support results in increased efforts jointly put in by the employees to achieve the organisations objectives (Eisenberger et al., 1986). Research conducted by Cook and Wall(1980) noted that there is a positive correlation between trust and involvement with the work organisation. Similarly studies reveal a positive relationship between POS, affective attachment and expectations of performance related rewards (Eisenberger et al., 1990). According to a research conducted by Florence et al., (2006), the relationship between procedural justice and tru st is partially mediated by POS. Also trust has been found to mediate the relationship between procedural justice and organisational citizenship behaviour (Konovsky and Pugh, 1994), POS is also a mediator of the link between the above two (Moorman et al., 1998). Thus we can expect a possible linkage between trust and POS. Hence the Hypothesis H3: There exists a positive relationship between POS and Job Trust Employment sectors moderating role on the model In this research we have taken into account the moderating effect of the dichotomous moderator: the employment sector of the respondent i.e. public and private sector. The definition of employment sector in the Indian context refers to the government owned and operated organisations which come under public sector and privately owned entities which are termed the private sector organisations. Employee job satisfaction has been studied extensively on various occasions but a research aiming to bring out differences in the levels of observed POS, Trust and Job Satisfaction and the relationships between them in Public and Private sector have not been studied in depth. Since the work culture of these two sectors are very different and so are the job factors. The work environment in the private sector is more competitive, open and result-oriented while in public sector its conservative, less open to new ideas and generally plunged by stagnation in the long run. So, we aim to analyze the var iables of POS, trust and job satisfaction in these two sectors and try to find the differences in perception due to the way the system works. 0.322* 0.553* 0.253* 0.184/ 0.441* 0.439*/ 0.642* 0.096/ 0.412* In the above figure Number 1/ Number 2: Standard beta coefficient of Public sector/ Standard Beta Coefficient of Private sector Methods Sample In all 183 respondents employed in managerial capacity in public and private sector establishments in India were administered this survey asking their perceptions about the job, organisational support and satisfaction. The questionnaires were electronically mailed to the target group which constituted equal number of respondents from both sectors and a wide arena of industries like banking, information technology, power generation etc. Measures Unless otherwise stated all the following constructs have been measured by Likert scales with responses ranging from strongly agree to strongly disagree. Perceived Organisational Support: Employees perception of organisational support has been measured using an 8 item and a 5 point scale developed by Eisenberger (2001). A sample item is, My organization strongly considers my goals and values. Job trust: Trust that the employee has in his or her organization has been measured using a 7 item and a 5 point scale developed by Tyler (2003). A sample item is In my organization, my views are considered when decisions are made. Job Satisfaction: The contentment that the employee derives from the nature of his job is measured by a 7 item and 7 point scale developed by Brayfield and Rothe (1951). A sample item is . I feel fairly satisfied with my present job. Limitations and Conclusion One of the limitations of this research proposal is the diversity in the years of experience of the respondents. Public sector employees who were administered this survey had a higher average years of experience while the private sector employees were new entrants into employments. The difference in expectations and parameters on which their perceptions are based may have affected the results of the research. Second, the respondents in the public and the private sector work in entirely different industries. For example, the respondents from the public sector undertakings are mainly from the banking and power generation sector whereas private sector respondents belong to information technology, consultancies etc. Direct comparison of public and private sector employees working in the same industry has not been brought out clearly. Third, the method of data collection through the internet is not entirely accurate and reliable. References Allen, M.W. and Brady, R.M. (1997), ‘‘Total quality management, organizational commitment, perceived organizational support, and intraorganizational communication, Management Communication Quarterly, Vol. 10 No. 3, pp. 316-41. Bateman, T. S., Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee â€Å"citizenship.† Academy of Management Journal, 26, 587-595. Bradach, J.L. and Eccles, R.G. (1989), ‘‘Price, authority, and trust: from ideal types to plural forms, in Richard Scott, W. and Judith Blake (Eds), Annual Review of Sociology, Annual Reviews, Palo Alto, CA, pp. 97-118. Brief, A. P., Motowidlo, S. J. (1986). Prosocial organizational behaviors. Academy of Management Review, 11, 710-725. Brockner, J., Siegel, P.A., Daly, J.P. and Martin, C. (1997), ‘‘When trust matters: the moderating effect of outcome favorability, Administrative Science Quarterly, Vol. 42, pp. 558-83. Campbell, J. P., Dunnette, M. D., Lawler, E. E., Weick, K. E. (1970). Managerial behavior, performance, and effectiveness. New York: Mc- Graw-Hill. Cook, J.D. and Wall, T.D. (1980), ‘‘New work attitude measures of trust, organizational commitment and personal need non-fulfillment, Journal of Occupational Psychology, Vol. 53, pp. 39-52. Dietz, G. and Den Hartog, D. (2006), ‘‘Measuring trust inside organizations, Personnel Review, Vol. 35 No. 5, pp. 557-88. Doney, P.M., Cannon, J.P. and Mullen, M.R. (1998), ‘‘Understanding the influence of national culture on the development of trust, Academy of Management Review, Vol. 23 No. 3, pp. 601-20 Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P.D. and Rhoades, L. (2001), ‘‘Reciprocation of perceived organizational support, Journal of Applied Psychology, Vol. 86 No. 1, pp. 42-51. Eisenberger, R., Fasolo, P. and Davis-LaMastro, V. (1990), ‘‘Perceived organizational support and employee diligence, commitment, and innovation, Journal of Applied Psychology, Vol. 75 No. 1, pp. 51-9. Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), ‘‘Perceived organizational support, Journal of Applied Psychology, Vol. 71 No. 3, pp. 500-7. Eisenberger, R., Huntington, R., Hutchison, S., Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507. Florence, S., David, C., Liesbeth, M., V. (2006) â€Å"Perceived Support as a Mediator of the Relationship Between Justice and Trust†, Group and Organisation Management George, J. M., Reed, T. F., Ballard, K. A., Colin, J., Fielding, J. (1993). Contact with AIDS patients as a source of work-related distress: Effects of organizational and social support. Academy of Management Journal, 36, 157-171. Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9, 131-146. Konovsky, M.A. and Pugh, S.D. (1994), ‘‘Citizenship behavior and social exchange, Academy of Management Journal, Vol. 37 No. 3, pp. 656-69. Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9, 370-390 Linda Rhoades and Robert Eisenberger, â€Å"Perceived Organizational Support: A Review of the Literature†, Journal of Applied Psychology, 2002 Vol. 87, No. 4, 698-714 Mathieu, J. E., Zajac, D. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194. Mayer, R.C., Davis, J.H. and Schoorman, F.D. (1995), ‘‘An integrative model of organizational trust, Academy of Management Review, Vol. 20 No. 3, pp. 709-34. Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. Thousand Oaks, CA: Sage. Moorman, R.H., Blakely, G.L. and Niehoff, B.P. (1998), ‘‘Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behaviour, Academy of Management Journal, Vol. 41 No. 3, pp. 351-57. Mowday, R. T., Porter, L. W., Steers, R. M. (1982). Organizational linkages: The psychology of commitment, absenteeism, and turnover. San Diego, CA: Academic Press. Porter, L. W., Lawler, E. E. (1968). Managerial attitudes and performance. Homewood, IL: Irwin. Yukl, G.P. (1994), â€Å"Leadership in Organizations†, Englewood Cliffs, NJ: Prentice Hall Dietz, G., Deanne, N. (2006), â€Å"Measuring trust inside organizations†, Personnel Review, Vol. 35 No. 5, pp. 557-588 Zeffane, R., Connell, J. (2003), â€Å"Trust and HRM in the new millennium†, International Journal of Human Resource Management, Vol. 14 No.2, pp.1-9. Kramer, R. M. (1999). â€Å"Trust and distrust in organizations: Emerging perspectives, enduring questions†, American Psychological Review, 50, 569-598. Whitener, E.M., Brodt, S.E., Korsgaard, M.A. and Werner, J.M. 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Analysis of David Humes Writing :: Empiricists, Empiricism

"I was from the beginning scandalised, I must own, with this resemblance between the Deity and human creatures." --Philo David Hume wrote much about the subject of religion, much of it negative. In this paper we shall attempt to follow Hume's arguments against Deism as Someone knowable from the wake He allegedly makes as He passes. This kind of Deism he lays to rest. Then, digging deeper, we shall try our hand at a critique of his critique of religion, of resurrecting a natural belief in God. Finally, if there's anything Hume would like to say as a final rejoinder, we shall let him have his last word and call the matter closed. To allege the occurrence of order in creation, purpose in its constituent parts and in its constituted whole, regularity in the meter of its rhythm and syncopations, and mindful structure in the design and construction of Nature is by far the most widely used and generally accepted ground for launching from the world belief in an intelligent and omnipotent designer god. One does not have to read for very long to find some modern intellectual involved in the analysis of some part of Nature come to the "Aha!" that there's a power at work imposing order, design, structure and purpose in creation. Modern religious piety salivates at the prospect of converting scientists and will take them any way it can. From Plato to Planck the problematic lion of religion must be rendered safe and tame. Religion must be reasonable, after all, we are reasonable "men." Einstein writes that the scientist's "religious feeling takes the form of rapturous amazement at the harmony of natural law, which reveal s an intelligence of such superiority that, compared with it, all the systematic thinking and acting of human beings is an utterly insignificant reflection." We have been struck dumb, however; we can no longer be incautious with such temptations to believe, with such sirens sounding for sensible, systematic sureness. The Design Argument has been mortally wounded by David Hume. The god arrived at by arguments on the one-way street of effect to the cause is dead; we should never have allowed him to live. In Section XI of the Enquiry, and throughout the Dialogues Hume subjects the Argument from Design to searching and searing philosophical analysis, to the point in his mind that it is forever dead, and to the point in our minds that we wonder why the world has not yet received the obituary.

Bangladeshi Film Industry Essay

Dhallywood, which is a nickname commonly used for film industry in Bangladesh, has had quite an advantage since 1971 as far as facing competition is concerned, but is most probably about to lose it for good. When it was separated from Pakistan, they established a law to protect their film production by excluding and prohibiting Indian films. But this non-competitive situation led to a disastrous state of the industry. They did not innovate nor care about and use new technologies and had fallen into the state of disregard. As a result of lesser films produced every year (ten years ago it was about 100, nowadays it is only sixty and the prognosis are that it will drop even lower), many halls and cinemas have been closed and/or transformed into stores. On one hand film-makers strongly disagree with cancelling the prohibition of Indian films, but on the other hand there are the owners of cinemas who would welcome and appretiate the opportunity to broadcast other films as that would boast their income. General impression is that the current state of film-making industry here is not viable and needs to be revamped. Which could happen by means of cooperating with foreign experts and this way learning and improving one ´s skills, as a Bangladeshi director, Ms Hossain, suggests. All in all, it seems that Bangladeshi original films will not be able to satisfy the demand which is in these days quite extensive and aimed at good-quality products and thus be forced to accept the competition very soon.

Citizenship Birthright Under Fire Essays

Citizenship Birthright Under Fire Essays Citizenship Birthright Under Fire Essay Citizenship Birthright Under Fire Essay Citizenship Birthright Under Fire Summary During one morning in Washington, DC, Senator Mitch McConnell who is the Senate minority leader, argued with Senator Lindsey Graham of South Carolina about the 14th Amendment to the Constitution. The 14th Amendment grants citizenship to anymore born in the United States. Graham spoke out saying the Amendment was a mistake because children of illegal immigrants could become citizens if they were born in the United States automatically. He also stated as well as granting legal status to millions of illegal immigrants, he would also amend the 14th Amendment in order to nullify future unauthorized immigration. Republican and Democratic lawmakers were surprised with Graham’s proposal since he was basically the only Republican to negotiate with Democrats to create an immigration overhaul bill. This debate has been centered on the citizenship clause â€Å"All persons born or naturalized in the United States, and subject to the jurisdiction thereof, are citizens of the United States and of the state wherein they reside. People against this amendment have argued that illegal immigrants are not under U. S. jurisdiction and therefore America-born children should not be automatically become citizens. The amendment has been practiced since the 1860’s and if the law were changed it would make babies born from Mexican mothers illegally they would become immigrants at birth. Opponents against the amendment say that Mexican mothers would have the babies here in the U. S. so that hopefully the mothers would receive citizenship. The only thing is by law American citizen children must wait until they are 21 years old to apply for legal residency for their parents. About 4 million citizen children have at least one parent who is an illegal immigrant. Even though Graham is pushing to reconstruct the amendment it would be huge political proposition. Opinion I woke up this morning, proud to be an American. I do not usually think would if I was born somewhere else or would if my relatives never came over to America? Or even would if the 14th Amendment was never thought of or brought up? I just go about my day as usual. If I really look into it and think about it, if my relatives never came to America, I would not be sitting here in this comfortable chair, typing this paper for my government class. As a matter of fact I, as a human being, would not be here. My grandfather’s roots are from Mexico and my grandmother’s are from Germany. If it was not for the 14th Amendment, they would have not met or have been able to be in this country. People come to America for a better life and opportunity. The U. S. is very diverse with different cultures, religions, and races and yet some people whose ancestors came over here are arguing that it is not fair for other people to have an opportunity to succeed. Yet I sort of see why they are complaining because America gets bigger every year due to people coming over

Coffee Cup and Bomb Calorimetry

Coffee Cup and Bomb Calorimetry A calorimeter is a device used to measure the quantity of heat flow in a chemical reaction. Two of the most common types of calorimeters are the coffee cup calorimeter and the bomb calorimeter. Coffee Cup Calorimeter A coffee cup calorimeter is essentially a polystyrene (Styrofoam) cup with a lid. The cup is partially filled with a known volume of water and a thermometer is inserted through the lid of the cup so that its bulb is below the water surface. When a chemical reaction occurs in the coffee cup calorimeter, the heat of the reaction is absorbed by the water. The change in water temperature is used to calculate the amount of heat that has been absorbed (used to make products, so water temperature decreases) or evolved (lost to the water, so its temperature increases) in the reaction. Heat flow is calculated using the relation: q (specific heat) x m x Δt Where q is heat flow, m is mass in grams, and Δt is the change in temperature. The specific heat is the amount of heat required to raise the temperature of 1 gram of a substance 1 degree Celsius. The specific heat of water is 4.18 J/(g ·Ã‚ °C). For example, consider a chemical reaction that occurs in 200 grams of water with an initial temperature of 25.0 C. The reaction is allowed to proceed in the coffee cup calorimeter. As a result of the reaction, the temperature of the water changes to 31.0 C. The heat flow is calculated: qwater 4.18 J/(g ·Ã‚ °C) x 200 g x (31.0 C - 25.0 C) qwater 5.0 x 103 J The products of the reaction evolved 5,000 J of heat, which was lost to the water. The enthalpy change, ΔH, for the reaction is equal in magnitude but opposite in sign to the heat flow for the water: ΔHreaction -(qwater) Recall that for an exothermic reaction, ΔH 0, qwater is positive. The water absorbs heat from the reaction and an increase in temperature is seen. For an endothermic reaction, ΔH 0, qwater is negative. The water supplies heat for the reaction and a decrease in temperature is seen. Bomb Calorimeter A coffee cup calorimeter is great for measuring heat flow in a solution, but it cant be used for reactions that involve gases since they would escape from the cup. The coffee cup calorimeter cant be used for high-temperature reactions, either, because they would melt the cup. A bomb calorimeter is used to measure heat flows for gases and ​high-temperature reactions. A bomb calorimeter works in the same manner as a coffee cup calorimeter, with one big difference: In a coffee cup calorimeter, the reaction takes place in the water, while in a bomb calorimeter, the reaction takes place in a sealed metal container, which is placed in the water in an insulated container. Heat flow from the reaction crosses the walls of the sealed container to the water. The temperature difference of the water is measured, just as it was for a coffee cup calorimeter. Analysis of the heat flow is a bit more complex than it was for the coffee cup calorimeter because the heat flow into the metal parts of the calorimeter must be taken into account: qreaction - (qwater qbomb) where qwater 4.18 J/(g ·Ã‚ °C) x mwater x Δt The bomb has a fixed mass and specific heat. The mass of the bomb multiplied by its specific heat is sometimes termed the calorimeter constant, denoted by the symbol C with units of joules per degree Celsius. The calorimeter constant is determined experimentally and will vary from one calorimeter to the next. The heat flow of the bomb is: qbomb C x Δt Once the calorimeter constant is known, calculating heat flow is a simple matter. The pressure within a bomb calorimeter often changes during a reaction, so the heat flow may not be equal in magnitude to the enthalpy change.

Stanley Milgram Essay Example | Topics and Well Written Essays - 500 words

Stanley Milgram - Essay Example The respondents ("teachers") should switch on electric shocks of different voltage if "learners" (persons recruited by Milgram) made mistakes in their responses. The experiment showed that "65% of his subjects, ordinary residents of New Haven, were willing to give apparently harmful electric shocks-up to 450 volts-to a pitifully protesting victim, simply because a scientific authority commanded them to" (Milgram Basics). So, there is a question: is it possible that an ordinary person (e.g. the teacher) will obey authority so blindly that they will harm another (e.g. the learner) As the experiment shows, it is rather possible, and this possibility is determined by our attitude to authority and the features of human nature. In the experiment the respondents were said that the experimenter was responsible for the punishment results, and "teachers" decided to punish the "learners" having taken into account this fact. But in addition to that, the "teachers" were less willing to punish in the following cases: when the experimenter communicated with them via telephone, and when the "teachers" should held the "learner's" hand on the shock plate.

Research Proposal as it relates to Disney fairytales & Theory Essay

Research Proposal as it relates to Disney fairytales & Theory - Essay Example The gaps in literature section, looks at the places of concern where the previous literature have not focused that then makes the study significant. The methodology section discusses the proposed research design, explaining the reason why it was chosen. This section also evaluates the data collection methods that will be used in the proposed research; advantages and disadvantages of the chosen method are given. Additionally, it also covers the data analysis method that will be used to analyze the data collected. The society in general has been debating about the course that the institution of marriage is taking. Conservative groups hold the opinion that such a move affects the future generations and the society. Same-sex marriage has been of debate in most parliaments and media platforms. To be specific, gay marriage has taken the center stage when it comes to the debates. There has been a tussle between those for homosexuality and those against it. However, the recent Disney fairytales reflect too much of gay characters that has raised concerns for both the public, that comprises the parents mostly, and the Christian conservative groups. The recent announcement by Disney brought in mixed reactions. The company best known for its fairytales announced that the film will involve two overt gay characters who will fall in love and at the end of the story find happiness through same sex marriage. The film: Princes, that is bound to be released in 2015 raises concerns especially in the cultural d imension of the society. This is not the first film of the kind since the entertainment monster has been supporting all initiatives related to Lesbians, Gay, and Bisexual and Transgender (LGBT) programs, through its productions. Research conducted has shown that previous productions of Disney have had a place for gay acts, though in a subtle manner ("Disney Announces, ‘Princes’, First Film with Openly Gay