Post-war inequalities in British health and education Essay Example for Free

Post-war inequalities in British health and education Essay Poverty or low disposable income often results in an inadequate environment and not only for the obvious lack of resources such as books, pens and paper. Damp housing can have severe effects on health resulting in lower school attendance rates, or low concentration levels if child is often feeling unwell. Not having an allocated area to study is also an important factor. Kellet and Dar (2007) discovered that in low income areas where housing was cramped, children claimed that Television was a distraction from homework because of the noise Other distractions in the home environment were smoking, swearing, banging and loud music. Also that homework clubs were vital to the success of children from disadvantaged families. This study was performed by children, with the guidance and research techniques of sociologists, there for it is perceived as having a deeper and more honest insight in to childrens issues. Other class factors resulting in underachievement may be less obvious. Values differ between class perspectives and affect a childs motivation. Bowes et al (1990, p119) states that working class children are more likely to leave school as soon as they can, to find a steady job. Where as the middle class value differed gratification and Socialise their children in to wanting to remain in education in the hope of a better job when they do leave. This was confirmed by the Child Development survey, which found middle class students staying on at school and achieving better examination results. The Home and The school study (1964) found that the degree of parents interest in their childrens education was the single, most important factor affecting attainment. (Haralambos et al, 2004, p102). It found that Middle class parents visited school more and were generally more interested in their childs education. It also states that an upper middle class child was five times more likely to get in to grammar school than a child from the lower working class. Further more most of the working class pupils who were successful, came from homes where the mothers were sunken middle class. They wanted their children to do well and expressed much parental interest, Bowes et al (1990, p119). This is because parental interest not only has a direct affect on the motivations and values of a child, but also on the school environment. Middle class parents, who often have more spare time and disposable income to invest in fundraising and extra curricular activities, can raise the standards of a school immeasurably. Making school a fun place to be, that is enjoyed by all the family, creates the positive learning environment that children thrive in. Quite understandably most working class parents are to busy earning a crust to find the time and energy to invest in such endeavors and as such adopt an Education is the schools job attitude. It is also understood that language has had a negative affect on the working classs academic attainment. Professor Basil Bernstein has shown that the middle and lower classes use different patterns of speech. He called these patterns linguistic codes. According to Bernstein, most middle class children have been socialised in both restricted and elaborate codes, and are fluent in each. Whereas working class children are limited to the restricted code. Since teachers tend to be middle class and use the elaborate code, working class pupils are placed at a distinct disadvantage. There is also explanation for underachievement to be found in the hidden curriculum of a working class teacher, that is the subliminal messages he passes to children without intention. The cultural depravation theory states that children in the bottom classes are deprived of important values, attitudes, experiences and skills which are essential to educational success, (Haralambos et al, 2004, p102). This has been strongly criticised and there is evidence that if class differences in culture exist, they are slight and of little significance.

Managing Change In Mcdonalds Company Management Essay

Managing Change In Mcdonalds Company Management Essay All organisations that wish to stay in the industry for a large amount of time all have to undergo change in different forms to stay in touch with and to cater to the always changing needs and wants of customers. Some very big examples are the constant promotional burgers that are present at different fast food restaurants such as in McDonalds introducing the Great tastes of America promotion, or Gillette bringing new shaving cream ranges and shaving blades. This constant change is to bring a new product to the market such that it will boost sales. In this report I will discuss different types of change and the background to change such as environmental turbulence and formal versus informal organisations. I will also discuss the strengths and weaknesses of the bureaucratic organisation and compare alternative forms of development in their different life cycles. In the second section of the report I will Identify and discuss the stakeholder analysis, develop and analyze approaches for involving appropriate stakeholders in change with the help of tools and systems such as multiple cause diagrams, functional and divisional structure, team development and cultural web. In the final section I will draw up a realistic plan for the realization of change models and their outcomes such as business process re-engineering, learning organisations, Kotters eight stage model which will be most helpful for an effective change of the organisation. I will base my review and analysis on the business of McDonalds and will refer to it regularly. My main analysis will be of a chain of franchises owned by Mr. T Eagle. Background to Change It is very important as mentioned in the introduction for an organisation to regularly introduce change in either management or in the structures and process of the business. This is because of constantly changing environment the business finds itself in. In these times of recession it is important for business to find ways to minimise costs and overheads as much as possible and thus large managerial changes have taken place to remove staff and increase the duties of existing staff as the duties of a few are delegated over a large number or people. This brings us on to the area of environmental turbulence. Environmental turbulence refers to the amount of change and complexity in the environment of a company. [Alexander P. and Daniel J. Power. (2004-06).] A significant change in environmental factors can be considered as advances in technology or changes in governmental regulations. As more factors are taken in to consideration, the level of environmental turbulence increases. For a chain of McDonalds restaurants, current environmental factors are economic recession, the increasing price of fuel prices and the increase in the government taxation policies. The economic recession means that people are spending less as the media has created a fear of a lack of money and therefore people will either eat at McDonalds as it is a choice of choosing the cheaper option or choose to cook at home. To tackle this, a change in the pricing of the food is necessary, and to encourage people to come to McDonalds by portraying an image that it is affordable. Due to increasing fuel prices, the cost of deliveries will increase steeply as will the cost of electricity, thus the overhead costs will increase and therefore a change is needed to tackle this problem. Finally due to the government debt constantly increasing, the only method of acquiring money will be to increase taxation which will affect larger businesses more than it would as compared to individuals and small busin esses. Ongoing change is also necessary to ensure that the strategy fits the structure of the organisation. There are many different types of structures that an organisation can adopt and the strategy that is employed must cohere with the structure to optimise the resources available, which if not the case can lead to underutilization and inefficiency. A formal organisation has advantages such that in a midlife or mature organisation, it helps to keep track and to have a log of actions and reactions. As there are many people, especially in a mature organisation, it is possible to have two individuals who do not converse such as the frontline staff in McDonalds and the regional manager, however in a formal organisation it is easier for the regional manager to see the efficiency of the crew member by checking his or her punctuality, length of breaks, and contribution from comments made by the observations from floor and shift managers. When it comes to changing the organisation it is possible to see who is a better asset in a position where they can be utilised more effectively as compared to someone who is not. An informal organisation is easier to change as it is based on implicit understanding on social norms, and therefore there can be a change in the organisation which can be discussed and put into action immediately unlike that in a formal organisation where everything must be passed down a chain of command which may take time which may prove to be inefficient. However an informal organisation tends to be at the birth or the youth of the business where there are a few people involved in the organisation and harder to imitate in a larger organisation. Bureaucracy is a form of authority using structures and sets of regulations in place to control activity. [Lecture notes, organisational theories]The advantages of a bureaucracy are that the tasks are pre-defined and coordinated such that if a change is brought in it will be easier to implement as it will be pre-defined and the new manager in charge will have to optimise carrying out the task. Also due to its precision, speed and un-ambiguity, it is easier to bring about change as it separates production and decision making such that a change in the middle management or even the upper management will not impact too much on the frontline team. However the disadvantages of a bureaucracy are that is discourages individual growth and initiative as all decisions pre-determined and therefore if a change is brought about in the organisation, each individual must undergo training to their new position and therefore it will increase the overhead costs. There is also a risk of goal displacement taking place which is an inbuilt tendency to focus on means and not ends. [Lecture notes, organisational theories]. This may lead to problems if changes in the organisation take place as it means that Tuckmans Team Development Model From Tuckmans Team development model [Lecture notes, stages of team development], the different stages of development are: Forming Storming Norming Performing Forming This is in the beginning stages of the life cycle and is where people are not committed to the team, there is not much trust and the individuals are not clear what they are supposed to do. To progress to the next step of storming, the group must set a mission and goals, establish roles and must build up a trust between figures. This is where each individual needs to decide if they wish to be a fully committed part of the team. Storming At this stage the roles and responsibilities are articulated and agendas are displayed, however problem solving does not work well and people want to modify the teams mission. Competition is high and people are pushing for position and power. Due to this there is little team spirit and anxiety abounds. To advance from the storming stage to the Norming stage, leader must ask for and expect results, as well as actively support and reinforce team behaviour. The team must buy into objectives and activities and must request and accept feedback. Norming At this stage, success occurs and the team has all resources for doing the job. Appreciation and trust build along with the fact that purposes are well defined. The members self-reinforce team norms and the team is creative. The team gains commitment from all members on direction and goal. To advance from the Norming stage to the performing stage, the team must praise and flatter each other, communicate all the time and share rewards. Commit time to team and delegate freely within the team. The team must also be selective of new member and train to maintain the team spirit. Performing This is the final stage in the team development and it is where members feel very motivated and individual defer to team needs. The team is very efficient and there is little waste and there is a high empathy, trust, openness and support. Individuals take pleasure in the success of the team and there is a big win. System Development The stakeholder analysis is present to address the issue of who is affected by the business and to win their support. When carrying out a stakeholder analysis it is important to identify the stakeholder groups; are they large or small; and how to win their support to carry out the tasks that a business or organisation wishes to carry out. By identifying the most powerful stakeholder groups you can shape your strategy in such a way which will allow you to gain their support. Stakeholder groups can be very large such as customers and employees or very small such as the chief executive or an important investor. Each stakeholder may have a different power which can be generally divided into four different areas; Position power Resource power Personal powers Expert powers Gaining support from powerful resources you can gain more resources allowing working more efficiently. Also involving stakeholders in change of the organisation is also beneficial as if you let them know your ideas and your plans early and they agree to the strategy, there is a likely chance that they will actively support you as they will understand the benefits of the change. It will also allow you to anticipate their reaction and allow you to make adjustments to your current plan of action to ensure that you win their support. [MindTool. (1995).] Targets not agreed and vague Low job satisfaction Staff employed on minimum wage Targets not communicated down the chain of command accurately Store targets not met Crew Members too friendly with the manager Store manager present for too long Not many chances of promotion for staff Store manager cannot discipline crew members as they have built a relationship Too many staff arriving late as no fear of manager Poor effort from crew members and middle-management Increase staff turnover and so increased training costs Low sales and poor service from staff From the Multiple cause diagram it can be observed that the problem here lies in the fact that the manager of the store has been present too long and therefore a change in the store manager will bring about an increased efficiency in the work force. Performance reviews will allow the store manager to make decisions on which employees to promote or give a pay rise to as it will encourage those employees to stay. Also the store manager should make clear the targets for all shift managers and floor managers such that they can also pass these targets on clearly, and so the targets of the business owners are met by all staff at every level. Thus the appropriate stake holders that would be involved are the floor managers and the crew. As they will have to respond positively to the change in the management, and thus the owner of the franchised McDonalds must address and communicate with all levels of staff and ensure that they understand why the change has been made as a majority of staff may be bitter to see the store manager leave. Other stake holders may include the technicians and engineers who have built a relationship with the previous store manager, and to encourage them to continue to work appropriately. The resources will be unchanged regardless of the change in store manager, and thus they will not be a major stake holder that will be approached prior the change. Implementation The current system of McDonalds is based on a regulated set of relationships, and the upper management in this situation are content with current targets and therefore will not strive to increase sales or address areas where work is needed. Interacting between the kitchen crew members and the front of house crew members is strained and the kitchen crew members feel underappreciated and cannot ask anyone for help and therefore there is a current lack of commitment to the business. Also there is no structure in the management of the McDonalds in question and therefore there are certain managers which will run around taking orders from crew members and other managers who will only shout if it is to get busy and take a very backseat role, leaving crew members unaided in times of need. EEmploy a Regional Manager which will look after the stores in one area to analyse where the problem lies in each store separately and to see how it can be improved. Analyse the strength of managers to see if their qualities can be utilised better in a different store. CChange the store managers around such that they will be managing another store in the chain. If there is a store manager that has proved to under achieve constantly then address the issue and either send them to a popular store or closer to the CEO office such that the problems the manager has can be observed. CCarry out regular crew development programs such that aspiring managers from the current crew can be noted and trained. Altering and changing relationships can only occur when there is a change in the management of the business to such an extent that current power figures are still seen as present powers, however even they should feel they are not free in the sense that they do not have to perform. Thus changing the store manager in this situation and allowing a regional manager to help control all of the franchises will help the CEO to keep a better eye on the restaurant. As the store manager has no relationship with the current team of staff, he will remain faithful to the CEO. Thus as the CEO has a divisional structure over his restaurants, he can change managers around between stores and therefore, they remain loyal and trustworthy to the CEO, which will mean there is a larger team that works hard for the CEO which he can rely on to boost sales. Also this will change the flow of information and allow the CEO who is also the owner of the franchise to gain the information of performances from staff from several different sources and therefore will be able to assess the management situation between his stores regularly. Thus it will allow the stores to be organised around outcomes and not around the tasks that are carried out. Also if parallel activities such as kitchen crew and front counter crew members are trained to carry out both tasks, it will allow the integration of results such that a larger understanding of the difficulties that either side experience. This re-organisation will allow the geographically dispersed resources to be treated as centralised and will allow the CEO to take decisions for his chain of franchises as a whole and individually much more clearly and faster, thus optimising results and in essence his profit. Kotters Eight Stage Process [http://www.mindtools.com/pages/article/newPPM_82.htm] Create a sense of urgency A sense of urgency needs to be created inside the organisation. This is the first and most crucial step. The shift managers, the floor managers and even the long term crew members must want a change in the restaurant. Honest discussions must be made about which managers the crew and other managers feel comfortable working with and where is there a need to change the managers and if so how. Support must be requested by the regional manager to start the process for change. Creating a guiding coalition The leaders in the organisation must be identified in each store and these key people must be committed to the regional manager and support the change. Team building for change coalition is compulsory, and as with all great teams, there must be a range of different backgrounds and skills that each individual will bring to this team. Develop a vision and strategy Create a strategy for central values and vision and make sure that the coalition knows the change vision and believes in the vision such that they all believe that it can be achieved. The values are central for change and for the future of the organisation. Communicating the change vision The vision needs to be talked about often and it must be applied to all operations in the McDonalds stores and in the chain of command. The concerns and anxieties of each individual must be addressed and dealt with in the best and the most appropriate method possible. The change must be lead by example. Remove obstacles Identify or hire managers whose main role is to deliver the change. Reward and praise those who ensure that change is taking place and inversely identify those who are obstructing the change and either help them see what is needed or remove the barriers quickly. Generating short-term wins Create short term targets such as 100% scores on the gap buster, or improve sales on each day from last year, where there is little room for failure. After every win analyse what went right and where improvements can be made. Ensure that every win is rewarded. Anchor new approaches in the culture Talk of change success stories and in support of companys leaders. Include the change ideals when hiring or training staff, and ensure that key members of the coalition are recognised and their contributions are remembered. Finally creating plans to replace key leaders of change as they move on will help ensure that their legacy is not forgotten. Conclusion In conclusion, all organisations that wish to stay in the industry for a large amount of time all have to undergo change in different forms to stay in touch with and to cater to the always changing needs and wants of customers as I stated in my introduction. In my opinion, and using the evidence stated in this report, it will be most effective to improve results and to gain a larger profit to bring about a change in the business as it will increase efficiency and encourage greater team morale of all the employees. If the steps for bringing about change in the implementation are employed then ongoing change can be sustained if Kotters eight stage process is utilised.

Leda And The Swan By William Butler Yeats

Leda And The Swan By William Butler Yeats Leda and the Swan is a poem written by William Butler Yeats. It is a fourteen line sonnet. The poem has many different themes, but the one of sex is the most apparent one. Yeats describes the violent act of rape but makes it sound almost beautiful and very sexual. The rhyme scheme and rhythm of the poem are both very important. The title of the poem is very critical to the overall meaning of the poem as well. Imagery is used liberally throughout the poem also. Figure of speech like: synecdoche, metaphor, personification, alliteration, allusion, and onomatopoeia are also seen throughout the length of the poem. This poem is very beautiful and has much meaning behind it. Not only is it a work of art in writing, it also gives us a feel of history. When analyzing any poem, the title is almost always extremely significant. This is the case in Leda and the Swan. The title is an allusion to the story of Leda being raped by Zeus. Zeus transforms himself into a swan, and the result of his rape impregnates Leda. She is also pregnant from her husband, and therefore is baring four children in her womb. This story continues to go on and ties in with the story of the Trojan War. The poem itself describes the rape of Leda, and nothing more. It begins with the swan descending on Leda and beginning the act of rape. Yeats, then, begins to give descriptions of the sexual act making them sound violent but at the same time very sexual. Ironically, he makes the rape sound almost beautiful. The poem is a fourteen line sonnet. There is a rhyme scheme which goes, abab cdcd efgefg. The first line of the poem ends with the word à ¢Ã¢â€š ¬Ã‚ ¦still (1) which has a direct rhyme to the third line of them poem ending with à ¢Ã¢â€š ¬Ã‚ ¦bill, (3). The s econd line of the poem ends with the word à ¢Ã¢â€š ¬Ã‚ ¦caressed (2) and the fourth one ends with à ¢Ã¢â€š ¬Ã‚ ¦breast. (4). This kind of rhyme scheme continues in the next stanza rhyming lines five and seven: à ¢Ã¢â€š ¬Ã‚ ¦push (5) and à ¢Ã¢â€š ¬Ã‚ ¦rush, (7), and lines six and eight: à ¢Ã¢â€š ¬Ã‚ ¦thighs? (6) and à ¢Ã¢â€š ¬Ã‚ ¦lies? (8). The last two stanzas, however, break apart from the rhyme scheme of the first two stanzas by having the first line of the third stanza, line nine rhyme with line twelve: à ¢Ã¢â€š ¬Ã‚ ¦there (9) and à ¢Ã¢â€š ¬Ã‚ ¦air, (12). Also, line ten is found to rhyme with line eleven: à ¢Ã¢â€š ¬Ã‚ ¦tower (10) and à ¢Ã¢â€š ¬Ã‚ ¦power (13). Last, lines eleven and fourteen also rhyme, à ¢Ã¢â€š ¬Ã‚ ¦up, (11) and à ¢Ã¢â€š ¬Ã‚ ¦drop? (14). The rhythm of the poem is also a very interesting one. When read, the poem sounds as if one is telling a story, almost like a bed time story. It sounds very soothing. Although some words like sudden (1), shudder (9), and burning (10) break off the rhythm of the poem and make it sound slightly less soothing, it is still an easy read and an evenly flowing poem. Imagery is seen very much throughout the poem. Yeats is very descriptive in this sonnet, therefore the many things he describes allows the reader to literally visualize the poem in their minds. It begins with the image of the swans first contact with Leda. Describing her thighs being à ¢Ã¢â€š ¬Ã‚ ¦caressed / By the dark webs, (2-3) The author continues to describe the sexual seen and allows the reader to envision a violent, yet sensual rape occurring. He describes the Leda attempting to push the swans à ¢Ã¢â€š ¬Ã‚ ¦feathered glory from her loosening thighs (4-5), but being unsuccessful. He continues describing, in a way, the way that Leda may be feeling: à ¢Ã¢â€š ¬Ã‚ ¦feel the strange heart beating (7). By using words that sound more calm and pleasant, he makes the rape seem almost sensual, and in a way, as if Leda wanted it as well. This continues throughout the poem evoking many different kinds of images from the reader, some being pleasant and some not. Synecdoche is a figure of speech that is seen very often throughout the poem. The reader may notice the swan being described without actually being called the swan. Yeats uses many different parts of the swan or words that may symbolize the swan, when attempting to directly refer to the swan. For example, in the first stanza it says A sudden blow: the great wings beating still / Above the staggering girl, her thighs caressed / By the dark webs, her nape caught in his bill, (1-3) One may notice that the dark webs in line three stand for the swans webbed feet. Next, So mastered by the brute blood of the air, (12) the brute blood is actually describing the swan. The swan is the one master of the air. It continues to do this in the last line of the poem while saying Before the indifferent beak could let her drop? (14). the indifferent beak is, once again, a direct reference to the swan himself. He is the one who can finally let her drop when he is finished with her. Another example of sy necdoche in the poem is when Yeats uses words other than Ledas name to refer to her. For example, in line seven we read, And how can body, laid in that white rush, / But feel the strange heart beating where it lies (7-8) Here, we see Yeats using the word body in reference to Leda. It is Leda that is laying under all the white rush and feels the heart beating of the swan.

Private Schools vs. Public Schools Essay -- Private Schools vs. Public

Choosing between a public or a private school for one’s education is as important as deciding where to invest one’s hard-earned money—the consequences influence one’s life forever. In the United States, it is the law for every child to be educated. However, the decision as to where to go for one’s education is up to each individual. There is a great deal of debate as to which is the better option: for-profit private schools or one’s local public school. Ultimately, the decision is made regarding the individual student’s needs and capabilities; but if the opportunity is available, attending a private school is more beneficial. Private schools provide a better quality of education than public schools. Notable alumni and current pupils, specialized curriculum, as well as dedicated teachers and school pride make this possible. One of the most important attributes of any school is the people, both students and faculty members, th at are apart of it, and this is one of the leading factors in support of private schools. Students from any community can attend private, for-profit schools. These academies do not restrict pupils to a certain town or district like public schools. Because of this, students get to meet many new peers who they wouldn’t have met otherwise, and therefore see new perspectives. The best way to learn about something is to listen to those who have already experienced it. Many alumni who have graduated from various private schools went on to become successful. A scholar who studied the topic stated, â€Å"It is no coincidence that politicians, athletes, journalists, and judges are drawn from private schools† (GIC Database 1). In order to become such influential people, they first had to receive a high quality e... ...chools outperform others. Successful and influential people often come from private schools. Private schools have specialized curriculum. Private schools are selective so there’s a lot of school pride and dedicated teachers. Schooling affects what university a person applies for and goes to, and their career and hobbies. It has the power to make them the wealthiest or happiest person in the world. It can lift them to great heights. It has the power to make them the wealthiest or happiest person in the world. It can lift them to great heights. Works Cited Cloud, John. "Are Private Schools Really Better?" Time. Time Inc., 10 Oct. 2007. Web. 13 Mar. 2014. "Private versus Public." GreatSchools. N.p., n.d. Web. 12 Mar. 2014. "Should private education be a moral issue for parents?" Times [London, England] 1 Feb. 2013: 21. Global Issues In Context. Web. 3 Mar. 2014.

Essay --

Philip Covarrubias Covarrubias 1 Fire 101-10 Friday 0900-1150 12-06-2013 Iroquois Theater Fire The Iroquois Theatre (Theater) Fire occurred on December 30, 1903, in Chicago, Illinois. It is the deadliest theater fire and the deadliest single-building fire in United States history. A total of 602 people died as a result of the fire. The theatre had three audience levels. The main floor (known as the "orchestra" or "parquet") was on the same level as the Foyer or Grand Stair Hall. The second level (the "dress circle") and the third level (the "gallery") were accessed through broad stairways that led off the foyer. The backstage areas were unusually large, with dressing rooms on five levels, an uncommonly large fly gallery (where scenery was hung), and even an elevator available to transport actors down to the stage level. The Iroquois was Chicago's newest and most polished theater, built by architect Benjamin Marshall, who had studied many fires over the years and had tried to make this particular building as safe as possible. The Iroquois was designed in the image of a famous Paris opera house, and the four-story structure contained elaborates stained glass windows and polished wood. The lobby of the Iroquois had a sixty-foot high ceiling and marble walls, and Marshall had put in as many as twenty-five exits tha t supposedly would allow a capacity crowd to escape any problems in less than five minutes. A curtain made of asbestos was supposed to be present, one that could be lowered from above the stage to protect the audience in case of a fire that started there. But common sense did not prevail when it came to the seats in the Iroqu... ...ned hysteria. But the exit doors opened inward, and the crush of bodies against the people trying to open them did not allow them to do so. Also, many of the side doors were locked. The Iroquois was plunged into darkness as the lights went out, and the fire, fueled by the air coming in from the rear doors, exploded throughout the main auditorium. When the fire company arrived, everything appeared normal, as there was no smoke coming out of the Iroquois Theater at first. But when they went into the building, they could not open the doors because of the bodies that were stacked against them. The death toll in the upper balconies was tremendous, as the fire escape supposedly leading down to the street a hundred feet below was found to be non-existent, leaving some to jump or fall to their death from the great height. As many as 150 people met their fate in this manner.

Parenting skills Essay

What role do you think discipline plays in developing a child’s self-esteem? What forms of discipline best serve the self-esteem of the child or adolescent? -I think that discipline done correctly could help in a child’s self-esteem. When you discipline a child make sure that they understand WHY and it makes them feel trustworthy, and included. If you treat discipline like a dictatorship the child feels like you’re abusive and they are stupid and untrustworthy. people with low self-esteem generally Fail to achieve their goals, Are not able to pursue accomplishments in a responsible and disciplined manner, Have poor communication skills, Have a pessimistic view on life, Are prone to anxiety, depression, hostility, loneliness, shame, and guilt, Form unhealthy, destructive relationships with others, and Make decisions in life more to please others than to adhere to their own interests and value systems. List and discuss how activities, clubs, or sports, impact the s elf-esteem of children and parents. Provide at least two activities, clubs, or sports in your answer. – parents should encourage children to participate in sports and clubs that are productive and give their children a feeling of accomplishment. However, it is not always advantageous for a parent to push a child toward a particular sport or activity. For example, a boy with little skill or interest in football might play the game because of pressure from his father, just as a girl who doesn’t like cheerleading and isn’t good at it might do it because her mother was cheerleading captain—but this is unlikely to improve self-esteem.

Migrants Hostel Essay

Migrant Hostel is an important poem when expressing belonging and not belonging as both sides of the concepts of belonging are shown through connections with character groups as well as places. It explores the barriers that prevent belonging through a variety of techniques that allow readers to fully understand the types of barriers that can prevent belonging. Stanza 1 and 4 show that characters may encounter barriers which prevent belonging. In stanza 4, the hostel is a barrier that holds the migrants back and prevents them from belonging. The barrier at the main gate is not only physical, but mental as well. It physically holds them back from continuing with their lives; whilst it also prevents them from feeling that they belong due to their lack of freedom. The line ‘A barrier at the main gate, sealed off the highway’ represents the metaphorical ‘highway of life’. The lack of control that they have over their life is what prevents them from feeling that they belong. The barrier holds them as ‘captives’ both mentally and physically. Stanza 1 shows that change can lead to a sense of not belonging. It creates ideas of uncertainty through the use of the words ‘arrivals’, ‘sudden’, and ‘left us wondering’. The changes that happen at the hostel only emphasise the lack of control that the migrants have their, and thus forcing them to feel that their life is not theirs to live. This leads to a feeling of not belonging. The 1st stanza has a negative atmosphere and shows the migrants to be uneasy. The concept of belonging is conveyed through the characters and their relationships in stanza 2. Within the migrant hostel, the migrants seek out people of their own nationalities, as it is human nature to want to be with people that are similar to themselves. This is shown through the quote, ‘Nationalities sought each other out instinctively’. The plural ‘nationalities’ in the first line of the stanza show that there are many people within the hostel, however they have no connection. The simile ‘like a homing pigeon’ represents the human desire to seek out similarities in other people to feel accepted by others. A feeling of unification can lead to a sense of belonging. Shared experiences can also allow individuals to understand one another, leading to acceptance and therefore belonging. The migrant hostel inhabitants share the experiences of war, shown through the last lines of the stanza ‘Partitioned off at night by memories of hunger and hate’. This discomfort is what allows them to understand one another and form relationships, which leads to belonging. The concept of belonging is conveyed through places. Migrant Hostel shows the concept of belonging in places by showing that a place can unite people. The recurring use of the word ‘we’ in stanza 3 and 4 show that the experiences that the migrants have had in the hostel have united them. The hostel, while it is a barrier, it also allows them to come together. The line ‘we lived like birds of passage’ shows the shared lifestyle of the migrants through the use of a simile, as well as the imagery of birds. It represents how they long to have freedom, which is a feeling that all migrants would experience. The lifestyle that the hostel creates for them is compared to the weather in stanza 3. The life at the hostel is a cycle of passage, just as the weather has cycles. The line ‘Needing its sanction to pass in and out of lives’ shows that the migrants are looking for the ‘approval’ of the hostel in order to continue with their lives. From gaining the ‘approval’ of the hostel, the migrants are able to feel that they belong. Migrant Hostel explores the different aspects of belonging and not belonging through the experiences of people who are unwanted and trapped by physical and mental barriers. they are able to feel accepted due to similarities in experience and nationalities, however are prevented from moving on with their lives due to the human wish to feel accepted and that they belong.