Sexual Harassment in the Workplace

Sexual Harassment in the Workplace Sexual Harassment Unwelcome lewd gestures, demands for sexual favors and other verbal or physical behavior of a sexual nature. A verbal badgering is in oral structure and incorporates uncomfortable and hostile teasing, clowning, addressing, joking or making suggestive comments or sounds, or verbal repartee. Though a sneer with foul suggestion, sexual movement or yearning meant by hand sign, lips licking or nourishment consuming and industrious being a tease are classified as non-verbal badgering. Covering the divider with pin-up, schedules, drawings, photos of bare and sparsely clad ladies or other sex-based materials and composing sex-based letter are viewed as visual provocation. Sexual presentation likewise falls under this manifestation of inappropriate behavior. Mental badgering damages an individuals mental prosperity and incorporates abusively consistent proposition for dates, rehashed undesirable physical closeness or social welcomes. Physical badgering incorporates tacky activity, for example , touching of a personal body part, tapping, squeezing, stroking, looking over against the body, embracing, kissing, petting and rape. All types of inappropriate behavior will be conduct that inspire sexual consideration There are a few sorts of lewd behavior one of it are sexual compulsion It is known as quid star qul inappropriate behavior in the United States. Sexual Coercion is a kind of provocation which has direct results in some result to the victimized persons occupation. It is occupation separation. Sexual pressure is under a state of occupation, where a straightforwardly or verifiably offer in keeping work or getting an advancement is made by a manager to a worker in return for sexual favors. Such individual regularly has the control over advancement or raise of the representative. In sexual intimidation, advancement and ideal occupation advantages will take after if a worker takes the focal point and agreed to sex. Actually, if the worker rejects, the employment advantages are denied. Next sorts of lewd behavior is sexual disturbance which confront by a large portion of the representative. It is otherwise called threatening environment inappropriate behavior. Then again, the irritating con duct makes a hostile work space which influences the exploited persons capacity to keep working. Lewd behavior is an unbiased offense, from a certain perspective: Men can sexually annoy ladies, and ladies can sexually irritate men. Notwithstanding, insights demonstrate that the mind larger part of inappropriate behavior claims and charges are brought by ladies asserting that they were sexually pestered by men. Individuals of the same sex can likewise sexually badger one another the length of the badgering is in view of sex as opposed to sexual introduction, which is not an ensured trademark under Title VII. Case in point, if a mans collaborators always assault him with sexually express photographs of ladies, and this makes him uncomfortable, he may have an inappropriate behavior claim. In the event that, in any case, a mans colleagues tease and disparage him in light of the fact that he is gay, that may not be unlawful badgering under government law as it is right now deciphered. In any case, such lead may be unlawful under laws instituted by specific states, or even urban areas . There several reason why is sexual harassment is happening. One of the reason is the attire of the individual that is tempting the opposite sex to approach them by wearing clothes that can see their flesh from the outside or wearing sharp colors under garment such as wearing a white color shirt and under garment is bright color for example, pink, red and so on. A manager suggests to a worker that the representative must lay down with him to keep an occupation. Business representative makes disparaging remarks about female clients to his collaborators. An office supervisor in a law office is made uncomfortable by legal counselors who frequently tell sexually express jokes. A clerk at a store squeezes and pets a collaborator without wanting to. A secretarys associates put down her and allude to her by sexist or belittling terms. A few workers post sexually express jokes on an office intranet announcement board. A worker sends messages to associates that contain sexually unequivocal dia lect and jokes. The harasser can be the victimized persons manager, chief, or colleague. A head honcho may even be at risk for provocation by a non-worker, (for example, a merchant or client), contingent upon the circumstances. There is stand out law in presence that verges on managing the issue of lewd behavior in Malaysia Penal Code, segment 509. The Penal Code, segment 509 gives that : Whoever, meaning to affront the humility of any ladies, articulates any words, makes any sound or signal or display any article, expecting that such word or sound should be listened, or such motion or item might be seen by such lady, should be rebuffed with detainment for a term which may reach out to 5 years or with fine, or with both. There are various steps that Human Resources (HR) can take to diminish the danger of lewd behavior happening in working environment. In spite of the fact that will be unable to make the greater part of the strides recorded beneath, Human resources ought to take the greatest number of them as they can. Receive a reasonable lewd behavior approach. In worker handbook, HR ought to have a strategy committed to lewd behavior. That arrangement ought to: characterize inappropriate behavior state in no questionable terms that you wont endure inappropriate behavior state that HR will teach or fire any wrongdoers set out an agreeable strategy for recording inappropriate behavior dissentions state that HR will examine completely any protest that any individuals get, and state that HR wont endure countering against any individual who gripes about lewd behavior. Train representatives. Once year behavior preparing sessions for representatives. These sessions ought to show representatives what inappropriate behavior is, clarify that workers have a privilege to a working environment free of inappropriate behavior, survey their protestation methodology, and urge representatives to utilize it. Train bosses and directors. In any event once a year, behavior preparing sessions for chiefs and administrators that are independent from the worker sessions. The sessions ought to instruct the supervisors and managers about lewd behavior and disclose how to manage grumblings. To take in more about managing representative grumblings, see Nolos article Guidelines for Handling Discrimination and Harassment Complaints. To urge exploited people to report inappropriate behavior, there ought to be sufficient measure to guarantee greatest privacy to minimize shame to the victimized person particularly at the time of reporting and in the process of examination conc erning the protestation. For a situation where the casualty of lewd behavior has endured a misfortune, for example, a downgrade or a disavowal of an advancement, it is fitting to restore such individual to his or her legitimate position at work. The victimized person ought to likewise be adjusted for any financial misfortune emerging out of a dissent of livelihood related profits which were legitimately because of him or her. Where the objection is discovered to be unjustified and unjustifiable, fitting cure ought to be conceded to the denounced individual if there has been any misfortune endured by such individual. Sexual harassment in the working environment exhibits a continuous and developing danger working in a organization. Today, the time is ideal for organizations to start to deal with their danger around there all the more carefully. Counteracting inappropriate behavior in the work environment obliges an impressive speculation of time and staff. At last, then again, these expenses will be balanced by huge investment funds in lawful charges and human services costs. Organizations will likewise profit from expanded laborer gainfulness. From a simply business point of view, an organization just stands to pick up on the off chance that it takes a serious, hard-line position on inappropriate behavior. Not just is it the correct thing to do, it is the brilliant thing to do. Sexual Harassment in the Workplace Sexual Harassment in the Workplace Introduction Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as â€Å"unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment† (Brandenburg 1997, p.1). The key word in this definition is â€Å"unwanted.† The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature â€Å"A Legal and Psychological Framework† focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it â€Å"illegal to discriminate on the basis of race, color, religion, age, national origin and sex†. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (â€Å"Trainer: Stop Bullying† 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (â€Å"Protecting Employees† 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when â€Å"submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct â€Å"has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.† Although, these two forms have different definitions the ir base point still remains the same â€Å"unwanted behavior.† Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). â€Å"Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: http://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):

Albert Camus’ “The Stranger” Essay

In Camus’ The Stranger, the author exposes a tension between society and the protagonist’s perspective of society. The reader comes to understand the pointlessness of existence through the protagonist’s lens. Although society defines people by actions, Meursault rejects ideas of categorization and embraces a nihilistic view of life. This judgment passed on individuals is based on an individual’s actions. Meursault realizes that everything that lives must die, therefore no matter what one does in life, one is still doomed to the same fate that everyone else is. Meursault makes all of his decisions based on his notion that his actions are unimportant because no matter how society classifies him, he will still die. It is Meursault’s utter rejection of all things irrational that separate him from his fellow man and make him a â€Å"stranger†. The fact that Meursault doesn’t cry at his own mother’s funeral demonstrates how Meursault is disconnected from the normal human emotions of grief that usually accompany death. Meursault is not even sure when his mother died. â€Å"Maman died today. Or yesterday maybe, I don’t know†(3). He seems to view the rest of humanity as the â€Å"others,† as if he is a mere observer rather than a part of humanity that he was born into. For example, the image of the elderly people gathered around the caretaker â€Å"nodding their heads† at Meursault conjures up the feeling of vultures surveying their prey. Even Meursault himself feels â€Å"that they were there to judge†(10). His behavior only reinforces this division as he finds himself unable to share in the emotional connection and experience of the vigil. For instance, when one of the women starts to cry, his only response to the tender display of love is, â€Å"I wish I didn’t have to listen to her anymore†(10). He does not relate to nor understand the woman’s humanity–as if he were a â€Å"stranger† to the essential elements of what it means to be human. Moreover, when the vigil ends and the elderly friends leave they shake his hand, a gesture to which he mockingly thinks â€Å"†¦as if that night †¦ had somehow brought us closer together† (12). This sarcasm underscores how utterly detached he feels from the rest of the world. After returning from the funeral for his mother, Meursault really demonstrates the meaninglessness of his life. What could possibly be more  boring and meaningless than walking around your apartment for a while? This passage is interesting because it gives the reader a rare glimpse of reflection about his mother. Even here, though, it is ultimately selfish in nature. Now that his mother is gone, he feels that his apartment is too big for him. He still lacks remorse or grief, but he’s realizing how his mother’s death affects him: abstractly and physically. The fact that Meursault thinks the apartment is too big for only him symbolizes his aloneness. Just as the apartment is too big and he lives only in one little part, the world is too big, and he is fundamentally alone. By killing the Arab, Meursault proves that his actions define him, and even if society labels him as a murderer, it does not matter because he is going to die anyway. The murder of the Arab takes place at the climax of the story and it makes the reader wonder why Meursault has no remorse. He is aware of what he is doing and is aware that it is wrong, however he does it anyway. Most people would care if they shot another man, but since he has no cares, he does it with no worries or remorse. â€Å"If the other one moves in, or if he draws his knife, I’ll let him have it† (56). This moment in particular is an example of his detached, passive, and psychotic nature. He offers to kill so nonchalantly that it shows no moral stance whatsoever. He’s so mentally detached that the thought of murder poses no great emotion or even feared remorse. Meursault starts to question why he should care about his life before he dies. He does not question what things would make his life worthwhile, but he questions why he should even question the things that would benefit his life. â€Å"As far as I could see, it didn’t have anything to do with me†(69). This emphasizes the point that Meursault is strongly disjointed from society and his and other peoples’ happiness. All Meursault knows is that it is not worth his time to worry about classifying things as good or bad because he will die regardless of his classification. Meursault is asked about emotions and feelings he doesn’t have or care to have. Meursault is annoyed because this is all a worthless examination into something that will seemingly bring no real conclusion to anything, because life is absurd. Meursault was sure about one thing–death. He was sure he would die, just like everyone else.  Ã¢â‚¬Å"But I was sure about me, about everything, surer than he could ever be, sure of my life and sure of the death I had waiting for me† (120). In his death, Meursault finally becomes part of the mainstream society, along with everyone else. The only guarantee in life is death. Meursault would die regardless of whether he killed the Arab or not. Meursault has reached the understanding that his life is not affected by his actions; it is only affected by his inevitable death. Meursault justifies his actions with his indifference. Whatever he has done in his life could not save him from his death. Meursault’s emotional detachment and disconnect from everyday emotions make him a stranger to humanity.

Top Sample Third Person Narrative Essay Samples Secrets

Top Sample Third Person Narrative Essay Samples Secrets Sample Third Person Narrative Essay Samples: the Ultimate Convenience! Never forget that although the very first person pronoun is usually used, it shouldn't be overused. When writing in third individual, you've got to be everybody! It's generally written in the very first individual, but third person pronouns such as he, she and it can likewise be used. About forty dollars per person. Instead it sounds as if you have just an extremely limited personal view of the problem you're discussing rather than a view of the broader picture. When you compose a narrative essay, you're telling a story. Do not be scared to look for a sample narrative essay to comprehend how others approached this type of writing. The major issue to be cautious about in personal descriptive essay is that there shouldn't be any over-exaggeration. Developing a narrative essay is similar to telling a story. Keep in mind that although the major part of a narrative is the story, it's still true that you must back up what you say. Remember that although it is the story, details must be carefully selected to support, explain, and enhance the story. Sometimes, though, it isn't about such basic topics. You've got to let your readers engage in your writing by giving them a really intriguing purpose which they will wonder what is going to happen next and what's the ending of your story. So in a boy-meets-girl novel, for instance, you could Don't be concerned about multiple viewpoint novels at this time. In genres like biography, autobiography and respective historical subgenres (e.g. historical romance or WWII fiction), a great deal of narration recounts events before. You ought not simply to compose the facts, yet to describe everything! You ought to be part of such gatherings. You're sharing a typical fear and you aren't alone! My main fear You could also share your main fear or fears. The New Fuss About Sample Third Person Narrative Essay Samples Just make certain you include things like the simplest elements and prevent utilizing an anticlimax (particularly if you're just learning how to compose a narrative essay for college). Use excellent vocabulary and parts of speec h In order to create your narrative essay excellent, you will need to use the proper words and modifiers at the perfect times. There are struggles that may easily be eliminated when you're in the early phases of writing your personal narrative essay. Among the most widespread forms of assignments that nearly every student gets is narrative essay writing. Bear in mind that even though narrative essays seem an easy undertaking, it remains an assignment that should be ready on time. Descriptive Narrative Essay Example may be used mainly to recreate a function. A narrative essay isn't like a number of other types of essays since it relies far more on imagination than reason. Even though a narrative essay theoretically could be helpful without following that arc, that's quite rare, and it's nearly not possible to achieve if you're a beginner or don't have an extremely strong grasp of what you're doing. Finding Sample Third Person Narrative Essay Samples on the Web What's more, you must be somewhat distinct with the information that you use. Remember you ought to use vivid and specific particulars. It's the meticulous details that produce the most effect on your readers. Please don't hesitate to check into them on our site. An individual should carefully understand and study the core differences between narrative and other types of essays to be able to receive a firm comprehension of the goal. Carowinds have all types of different food places one can pick from to eat. Give a concise introduction of all of the people that you write about including yourself. Some have different financial troubles. The Tried and True Method for Sample Third Person Narrative Essay Samples in Step by Step Detail Details have to be carefully selected to support, explain, and improve the story. All the details relate to the principal point the writer is trying to make. Don't use only the description of physical look. There's nothing beyond that character's perspective. He refers to the people who are part of your story. This character could possibly be speaking about. Make a concise outline of the major character in your story and include several specific critical particulars about him.

Personal Statement My Personal Leadership Philosophy

A supervisor once sat with me as we went over my annual performance evaluation and he said to me â€Å"not only do you have the qualities of a leader, but you also have charisma, Donna, and I don’t see that in people too often†. Honestly, at the time, I didn’t even know what that meant. Not only did I not know what charisma meant but I had no idea what that statement meant or should mean to me. Those words stuck with me though and I often wondered what he really meant and sometimes still do. However, I have been on a quest, probably for most of my life, not to be a leader, but a searcher for the main purpose of the entire process of developing my personal leadership philosophy, and in reflection on the impact of many leaders in which I have encountered over the last 20+ years of my adult life. I often think about the various elements of leadership in their separate contexts, but rarely do I take the time to align these things in the larger framework of my ow n leadership development. I have not, until lately, thoroughly contemplated what leadership means to me nor have I broken down my knowledge of myself, others, and personal practice of my leadership skills. What is most important to me as a leader? Since leadership is such a broad and situational practice, I do not believe that there is one leadership style for everyone, but rather a compilation of each person’s upbringing, values, focus, internal and external environments, and more. Here, I attempt to captureShow MoreRelatedPersonal Statement : My Leadership Philosophy923 Words   |  4 Pages1. My definition of leadership is having someone that is willing to put personal desires aside in order to help a team reach a common goal. No matter how hard and frustrating goals, projects and missions will become, a true leader will do everything in their power to help lift up, challenge and motivate a group to reach the final end product. 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Roosevelt’s statement accurately reflects how others view the personal management philosophies adopted by leaders and management personnel. What is remembered is not what individuals say, but what they do. Ideas and philosophical outlooks on life and management can have significant impacts on the lives of othersRead MoreStatement Of Philosophy. Record Your Statements Of Philosophy1057 Words   |  5 Pages Statement of Philosophy Record your statements of philosophy of Nursing and of personal philosophy. Explain how these are reflected the values, vision, and personal interests that you recorded in your â€Å"My Vision and Interests† tool. My personal philosophy of nursing is to assist all my patients and their families during this crisis of illness and improve to their outcomes, using only the best nursing practices. Although their hospital stay may be unpreventable I can better facilitate their journey