Change is inevitable

Change is inevitableQuestionProvide a critical summary of an organisational limiting which you have directly experienced. You may claim sensation element or feeling of the change for a bad-tempered discussion. You pull up stakes be expected to ingestion the main concepts of the relevant separate of the literature on macrocosmaging change, to diagnose, account for, and explain the change. Consider what lessons rouse be learnt from that initiative on the strengths and weaknesses of programmatic approaches to change.IntroductionEveryone says change is difficult. It is difficult to conceive because one must inevitably deal with concourse issues and un genuine future. The more so to implement because consequences contribute be difficult to predict, harder to track and on that pointfore passel create a dynamic all of their avow. Is this really so? Is it not true that we argon living in an era though which prominent changes of productivity, technology, brand, image and repu tation are common place? Thus reaffirming the haggling of Heraclitus the Greek philosopher who said Change is the only constant thing in life Change is inevitable but much its easier said than use because either change faces resistance in some plant and carries with it certain consequences. A classic example would be my experience working in MARG Ltd, one of Indias biggest stand ships company to daylight. I was given the role of a Business Analyst in 2007 immediately after I graduate engineering. It was my first wrinkle, my first real life worry experience. I was a purpose of the company for 2 years. The following parts of my analyze harp of all the changes the shaping went through in the areas of organize, culture and technology. neertheless considering the requirements of the essay a detailed analysis is written on geomorphological change which is an internal change model. The first part identifies the business due to monolithic growth of the arrangement in ter ms of financial support certain and the subsequent increase in huge human capital of the essence(p) to carry out the suggests. The second part consists of the literature review pertaining to the geomorphologic change the presidential term witnessed followed by a brief critical analysis of the entire scenario. The conclusion consists of the mistakes do and lessons learnt followed by a personalised blame on the dynamics of change charge.In April 2007 MARG Ltd consisted of 400 employees. By October 2007, the organization grew to 3250 employees with multiple branches exploding in 7 different cities throughout India. That is n archaean 9 times its growth in human capital. This happened due to an investment of USD 12.6 jillion received from deutsche bank for a total land as doctor of 12400 farming including 2 potential Special frugal Zones and a port infra social coordinate development. Being a company with only 2 verticals namely hearty Estate Residential and sure Estate Co mmercial, it diversified into 6 verticals consisting of (a) Real Estate Residential, (b) Real Estate Commercial, (c) Port Development, (d) Indus psychometric test Clusters, (e) Special Economic Zones and (f) Power generation with to the highest degree 500 employees in each vertical. instantaneously each vertical had more employees than the entire company had in April. The preliminary organisational anatomical social system was a traditional functional structure. This structure can be illustrated by the companys activities grouped into departments much(prenominal) as personnel, Marketing, Finance, Sales, Legal and obliging Operations. All the functional departments excluding finance which had a CFO as its business head had 1 CEO account directly to the Chairman, 2 viciousness presidents (1 for Real Estate residential and 1 for Real estate commercial) reporting to the CEO and the rest of the team reporting to the VPs. This was a simple structure which had its advantages durin g that cast of the organization. A complete coordination was achieved as the entire operations of the company were achieved through the CEO oerseen by the chairman. This structure allowed for the development of employee expertise in all areas, it provided career paths for professional staff involved and at long last there was an legal utilization of personnel across several(a) departments (Carnall, C. 1990). However this structure created pressure on the organization for its further growth in the aspect of geographical dispersion, pop diversification and increase in human capital. whence there was a structural change shooted in the form of a hyaloplasm structure. The chairman decided on this structure as it offered equal importance on the market and the functional focus to the organizational work. Also most academics have believed that much(prenominal) structure is favourable for sizeable construction, aerospace and computer software companies (Hardy, C. 1994). This favo urs organization which deals with more than one complex project and where there is a need to coordinate and develop project and various specializer activities. As the demand for various specialist inputs is variable over the completion time lines of the project, this structural change seemed to be the best affirmable solution which not only promoted the effective deployment on a project when needed but as well as offered the adaptability over time so that resources can be easily switched in the midst of projects. The advantages of a structural change of this constitution were (a) it determine the project management structures, (b) provided accountability for the project, (c) allowed development of cohesive and effective teams of specialists working towards the objectives of a key project, (d) provided for the professional and career development of specialist staff, (e) and most importantly they provided for the flexible use of specialist staff (Carnall, C. 1990).However every choice carries with it certain consequences and uncertainties. The consequences on the negative side which were after realized was that there was difficulty of handling such a matrix structure in terms of reconciling the need for flexibility with the need for project coordination and confine. Now this reconciliation required good working relationships amid project and functional management which did not exist. This is because nigh 90% of the employees were modern entrants. They did not know the heap they were working with. Most of them were scented graduates and never had any previous work experience in root. Some of the experienced employees who joined recently were not from the industry. Also the biggest issue was that the employees who have been familiarize since the start of the organization felt threatened with the implementation of the new structure as this does not give them the accessibility they had before with their Chairman. The people who had report to their resp ective bosses had now had to report to somebody else. For example the CEOs had to report to the impudently appointed Executive Directors, Vice presidents had to report to business heads who in figure out had to report to the CEOs. The entire working relationships and comfort zones of various employees were disrupted by the new structural change. Though people understood the need for such a change and that it was required for the benefit of the organization considering its monumental growth, people feared the want of power and control thus giving rise to insecurities and conflicts. ground on the literature review the 3 main problems identified in the organization with such a structural change were the struggle betweenCentralization vs. Decentralisation Being a company with functional structure, the attend to was a centralized one where the coordination was more straightforward with determinations being made by the chairman at clearly recognized points within the organizational structure. Also the senior management were in a homelike location with established policies that they are used for many years. It suited the chairman for he had control over all the day to day activities, most decision making and a convenient resource allocation. In this model the centralization of power and control of procedures was focused on the chairman ( Brooke, T. 1987). But and in order to go to the next level of growth and put up the market demand, it was incumbent for the organization to be decentralized. With 6 verticals and a man power of 3250 this seemed to be the sensible choice. With as many as 27 projects spread over 6 verticals, delegation was the key factor in meeting objectives. Delegation can reduce the amount of stress and constipate experienced by the senior management. When senior management is overloaded, the exercise of control is diminished. With delegation it was potential for the senior management and the chairman to move apart from day to day activ ities and focus on long term planning and creating a vision. Also it helps the bottom line management in providing opportunities to incur decisions and attain personal joy by matching their personal goals with that of the organization. It assists the management development in widening the on job skills of managers and prepares number of people who are capable of under taking senior positions in the future. It in addition provides flexibility, with the governing of sub units it helps in improved controls and instruction execution measurements and accountability can be identified (Bartlett, C. 1991).Control vs. Commitment This aspect is important for the overall effectivity of the organization. MARG had a control model where work was divided into specialized tasks. exploit expectations were defined as standards that define the minimum acceptable performance. No movement was made to establish maximum or potential performance. With the matrix structure, it was necessary to brin g the commitment model. But that meant changing the attitude and expectations of the employees. In this model, job profiles were redesigned to be broader and teams rather than individuals and the each business unit was held accountable for performance. This also involved that people rely on shared goals for coordination influence was found on expertise and information and not on position anymore. accomplishment expectations were set relatively high. Continuous improvement was expected and monitored. At the like time lot of motivational programs were incorporated as a part of the business management. The organizational structure was designed to be flatter to recruit performance and commitment (Walton. 1987). This gave birth to reward policies, open door policies and performance management systems. This also seemed to enhance employee management relations.Change vs. Stability Its a common notion that in a changing world every organization must change to survive and prosper. Howeve r while this happens its also mandatory to deploy people to produce goods and services to the market as usual, even if we are demanding extra effort from them as they experience change. This is where it is essential that a balance is maintained between change and constancy (Chandler. 1962). This often refers to the transition phase between when the change is implemented and the consequences arrive. The transition phase is expressionly uncertain in a number of areas. Every employee force react differently to changes. The response is not the same always. MARG experienced equivalent difficulties. Even though awareness for change was established and people understood the need for change, the animate employees couldnt handle a shift in their normal routine and they had give up on their control and power. To bring about a structural change and yet retain the harmony and employee satisfaction seemed to be a challenge for the company.Even though the problem was identified and the corre ctive measures were taken to overcome them. on that point was a hurdle in problem solving and it was the blocks in the minds of the employees. These can be categorized as follows(a) Perceptual Blocks This involves the employees stereotyping. They saw what they expected to see. They only saw the new structural change as a threat and not as an probability to increase their performance or making use of the opportunities to go up the corporate ladder. There were tendencies to delimit the problem area too virtually thus defining it narrowly. Thus they never faced the real problem which was their motivation and commitment. Also there were difficulties in exploitation all the arresting inputs (Adams. 1987). The employees felt that they were overloaded with information on changing structures and the reason for it. With fresh job descriptions and new recruitment there were lot of things happening in the organization and the employees couldnt use all the information for their benefit.(b) Emotional Blocks This involves fear of taking risk, incapacity to tolerate ambiguity and employees preference to judging rather than generating ideas (Olsen. 1986). The existing employees were afraid to take risks and execute the expected tasks for they feared redundancy and felt equivocal that if they failed somebody else in the company would take their place and felt loss of appreciation also as a possible outcome. The matrix structure was put in place quickly and it carried with it certain complexities. The for sale entropy was overloading and employees felt it was mis triading, full of opinions and had different values. In trying to analyze the available data, they missed out on promising opportunities and self development. Finally they were perpetually judging the ideas and solutions put forward by the new members and the new bosses. This lead to early rejection of ideas in their minds resulting in organizational objectives not being met.(c) cognitive Blocks This aspect do esnt deal with the employees but is associated with the inadequacies of the management. This comprises of incorrect use of language, inflexible use of strategies and lack of correct information (Janis. 1989). Since the top management were from different backgrounds and industries they were using incorrect languages which portrayed a completely different picture for an infrastructure company. Most senior professional come from a comfortable and set environment which had established process, systems and protocols. Also most of them come from traditional companies. thusly there tendencies to stick to what they know and were stuck with their earlier methodologies. This did not suit the new of MARG as it was still in its transition phase and in early phase of establishing fresh policies and process.In spite of the challenges faced, continued focus resulted in establishing a firm matrix structure with all the employees aligned to the objectives of the organization. There were numerous mi stakes made but it also lessons were learnt. This section outlines all the mistakes made, the lessons learnt and eventually identifies a change model MARG followed in academic language. The time hatchway between which the change was planned and executed was very quick. Though its apprehensible that it was need within a quick span of time it move the organization by its roots with resistance from all sides. One of the study mistakes was that the chairman being used to getting himself involved in the day to day activities continued to do that even with the new matrix structure and this resulted in the displeasure of CEOs, Executive directors and VPs. This affected their decision making as they would have to wait for the chairman to make every decision. Employees real their own negative perceptions of structural change and criticized every plan and ideas without thinking about its benefits. MARG followed a clinical approach earlier where the set limited employees and the comforta ble environment made it efficient for success through a psychological contract between the employees and the chairman (Bell. 1995). Employees security was established through personal relationships. However with the new structure it was necessary to adopt a unidimensional approach. In this approach change was implemented as a elongated process where the managers were expected to identify organizational adaptations ahead and the new systems developed would propel the organization towards static equilibrium thus resulting in stability (Stacey. 1996). The problems as mentioned earlier were solved in 3 stages. First stride was unfreezing. Creating awareness among employees for the need of change and the benefits it would bring not only to the organization but also to the employees. Then comes the step moving. Here new ideas are tested and existing process is revamped. This is followed by refreezing where new behaviours, skills and attitudes are stabilised and commitment to change is achieved (Lewin. 1997). The last step was done in 4 stages. First was the conceptualizing process then the motivation process, the commitment process and finally the implementation and evaluation phase (Kotter. 1988). As a result the organization was able to produce the following after a series of trial and computer error method (a) established a sense of urgency for change. (b) Created a guiding coalition. (c) Developed a vision and strategy. (d) Communicated the changed vision. (e) Empowered employees for broad establish action. (f) Generated short term wins. (g) Anchored new changes in future (Kotter 1996). All this was possible by working through the blocks and with a series of trial and error method the expected result was obtained. Though the price for such a change was key employees and CEOs resigning, with the objectives being met it was a lesson learnt for future transformational change. In the present-day(prenominal) market scenario it is mandatory for such rapid and mon umental changes to handle the increase demand. As Argryis (2004) said If the rate of change outside the organization is high-velocity than the rate of change inside, the end result is nigh. Hence such rapid monumental changes are needed and every change will always carry with it certain uncertainties and challenges. But thats the only way for organizational development.BibliographyAdams, J.L. (1987) Conceptual Blockbusting, pp 18 pp 43, Penguin PublicationsArgryis, C. (2004) Double Loop learning and organizational change, pp 104, Wiley PublicationsBartlett, C.A. (1989) The critical path to change, pp 57 pp 79, learner lobby PublicationsBurnes, B (2004) Managing Change, pp 61 pp190, scholar residence hall PublicationsCarnall, C. (1990) Managing Change in Organizations, pp 14 18, pp 120 -pp 142, Prentice Hall PublicationsChandler, A. (1962). Strategy and Structure, pp 97 180, MIT PublicationsDawson, P. (2003) Organizational Change, pp 43- pp 54, Routledge PublicationsFrench, W.L (1995) Organizational Development, pp 55 pp 90, Prentice Hall PublicationsHardy, C (1994) Managing Strategic Action, pp 290 pp 320, Sage PublicationsJanis, I.L. (1989), Dynamics of Change management, pp 119 -pp 123, Mc Graw pitchers mound PublicationsKotter, J.P (1996) Leading Change, pp 55 64, Harvard Business School PressLewin, K. (1997) The cognitive and behavioural elements of organizational change, pp 210 pp 241, Sage PublicationsStacey, R (1996) strategic Management and Organizational dynamics, pp 199 207, Prentice Hall PublicationsOlsen, S. (1986). Strategic Control and Organizational Design, pp 145 pp 151, Mc Graw heap PublicationsWilson, D.C. (1992) A strategy for change, pp 25 pp 90, Routledge Publications

Issues in Age and Entering the Workforce

Issues in bum about along with and Entering the WorkforceProblems Confronted by farm Workers Re- introduceing the Workforce and new-fashioned adult Workers Looking to Enter the Workforce by and by CollegeBrandi Thomas-ScottPost UniversityProblems confronted by maturate fermenters re- move into the custody and childly adult workers looking to enter the workforce after collegeWhether unless starting turn out in the workforce or reversive to the workforce after being retired, generateing a st be on business in todays market comes with whatever challenges. In todays saving it is gruelling to find individuals who atomic number 18 not struggling to find employment or sustain the position they currently hold (Brown, 2012). The recession and massive layoffs get down more than reasonable hit the lower and middle class workers an copiousness of educated professionals and experient retired professional be struggling to find unchangeable employment (Brown, 2012). This p aper will discuss why get on retired workers go to the workforce and young late college graduates are struggling to find employment, and why social standing and a post-secondary education does not always list when it comes to antic security. The effects of a recession and a poor job market can be felt by the most experienced professionals, as well as by recent college graduates looking for opportunities to enter the workforce (Brown, 2012). Regardless of the motivation behind each of these groups inquisition for gainful employment, they face various forms of resistance while trying to find and insure employment.Retirees Returning To the WorkforceSince our countrys economic breakdown, there defend not been enough jobs created for our universe of discourse of workers, and even fewer positions are on tap(predicate) for those of advanced mount (Brown, 2012). Demographic and current trends suggest that the U.S. will be witnessing mature workers dynamically involved in the wor kforce, either payable to monetary study or their preference and ability to do so (Heidkamp Heldrich, 2012). In fact hideaway is beginning to no longer be a permanent event. Older individuals departing from the labor force is becoming more gradual, and unbounded workers are changing jobs before actually leaving the workforce completely, match to the Bureau of Labor Statistics (Brandon, 2011). galore(postnominal) a(prenominal) an(prenominal) of these workers do not see themselves as senior(a) workers, while unfortunately society believes differently and this is where a majority of the problems faced by older workers begin (Brown, 2012). Many mature workers need assistance navigating a complicated labor market, identifying available career opportunities, and determine their education and training needs in order to improve their jeopardize of employability and impact to the piece of work (Heidkamp Heldrich, 2012).Many factors capture mature workers to re-enter the workf orce, such(prenominal) as dis-satisfaction with retirement life, inadequate retirement savings, and aspiration to improve their theatrical role of life (Brown, 2012). According to Pew Charitable Trusts (2012) , careless(predicate) of these reasons many mature workers are subjected to prolonged periods of unemployment, which makes it challenging for them to live re occupied (Heidkamp Heldrich, 2012). Recent studies bear in addition mirrored this sentiment and sacrifice reported findings that affirm that barely one-half of mature workers who lost their jobs and were actively seeking employment were successful (Li, 2010). Many employers are reluctant to hire mature workers repayable to their detrimental perceptions, which overwhelm the followingMature workers are expensive to employ due to their wages, wellness insurance cost, and the cost associated with to training.Mature workers are less productive due to their age and produce lower quality work.Mature workers are otiose to adapt to change at work (Walker, 2007).Due to this type of sentiment many mature workers are facing increased occurrences of age inequality both before they are hired and while they are employed (Heidkamp Heldrich, 2012). Even though the Age Discrimination in Employment make believe of 1967 (ADEA) protects mature workers from age based employment discrimination, and pertains to both employees and job applicants age discrimination claims still accounts for approximately one-quarter of the complaints filed with the Equal Opportunity Employment direction (EEOC) (Heidkamp Heldrich, 2012). According to a survey conducted by AARP, one-third to one-half of muck up boomers had experienced age bias in a job search (Heidkamp Heldrich, 2012).As a result of the misconceptions and challenges facing mature workers, one of the low gear tasks that career counselors must do is assist their client in identifying and eliminating some of their own beliefs about themselves in order to counte r any negative thoughts that were created by their discriminatory experiences (Brown, 2012, p 136). Counselors need to help them come to legal injury with the following factsAs people age their personalities do tend to become fixed, notwithstanding flexibility in your youth usually tends to continue on as you age.Mature workers are just as productive as younger workers, and at time even more productive.Being overqualified for a position is very likely for mature worker and may cause angst, scarcely depending on the reason they are working (ie. to supplement their be income), it may not be an trim down because the job may allow for them to have a flexible schedule.Regardless of the age of a executive program their characteristics are the only things that determine their relationship with employees.Mature workers learn just as well as younger workers.A decline in strength is not a direct result of old age, but wishing of exercise.Although a decline in sight and hearing is a pa rt of the aging process, many advancements in device technology that adjutant bird these areas make these concerns no longer an issue (Brown, 2012).Even though finding employment at a mature age can be challenging, it is not altogether impossible. It takes the culture of new dexteritys, such as interviewing techniques, but mature workers may also require additional education and/or training that will help improve their employability in the workforce (Brown, 2012). boylike Recent College GraduatesWe like to believe that a young adult as prepared to launch easily into the workforce and their careers, but the reality is that this rebirth in todays economy is fraught with many difficulties (Brown, 2012). Young workers of today are no longer given the opportunity of job security employment instability seems to be the new reality in our society (Kahn, 2010). Regardless of the extensive misperceptions by employers that young workers neglect a work ethic, unlike mature workers, the tru th is that many young workers in todays economy are forceed to work several jobs and work longer hours in order to afford the rising cost of underlying living expenses (Draut, 2006).One of the main factors affecting recent young graduates entering the workforce is that they are coming out of school lacking work determine skills, which causes employers to be apprehensive about hiring recent graduates (Draut, 2006). Many employers believe that these young men and women are ill prepared for the workforce, and the societal shift in workforce values has employers expecting young applicants to come equipped with a primordial set of basic understandings and the aptitude to apply their skills in their new place of work (Draut, 2006). These set of skills and understandings, also known as experience, is what is hindering this population from being hired. Employers have asserted their belief that recent grads lack professionalism and/or work ethic (Kahn, 2010). The data being circulated are showing that many recent grads today are having trouble keep up in the workplace, if they are even lucky enough to find employment (Grasgreen 2014). Employers surveyed trust recent graduates lack of readiness to be their most important issue that is keep them from being hired, 62 percent also believe that unrehearsed for the workforce can damage the day-to-day productivity of their businesses (Pianin, 2014).Many recent graduates are finding it difficult to sterilize an employment, and those that are fortunate to find employment are often finding themselves parttime and restricted to low-wage positions (Abel, Deitz, Su, 2014). These facts have begins to make graduates questions if their college degree is even worth anything anymore (Abel, Deitz, Su, 2014). According to the Gallup casual Tracking Poll (Gallup. 2010a) nearly one-fifth of employed graduates are underemployed and not using any of the skills they have obtained from their post-secondary education (Brown, 2012, p 292) . general many of the issue facing young recent college graduates revolve or so their lack of experience, preparedness, skills, and training (Pianin, 2014). According to an analysis done by Time, many employers are not motivated to hire recent grads due to their softness to navigate the office setting, and their lack of communication and interpersonal skills (Pianin, 2014). Recent grads just seem to unprepared for corporate culture and lack the experience to be effective employees, but these belief either true or a misconception is causing jobs to go un engageed and applicants forced to take what is available to them regardless of their educational background (Kahn, 2010). Many young recent graduates believe that these misconceptions are causing them to be looked over for employment, and in actuality they believed that they are being due to their age (Amour, 2003). It is the job of career counselors to assist young applicants in overcoming these misconceptions with employability training, internships, and occupational information that will help prepare them for what the workforce have become in a difficult economy (Brown, 2012).ConclusionMature and young applicants face various misconceptions that are hindering their ability to secure gainful employment (Brown, 2012). Form the mature workers being categorized as over qualified, inflexible, less productive, and medically unreliable (Brown, 2012). While young workers are seen as being unprepared, lacking communication and interpersonal skills, lacking experience, and a solid work ethic (Draut, 2006). Both of these populations are believe to be unprepared for how the corporate culture works leaving both populations either unemployed or underemployed in todays economy (Brown, 2012). Both groups are also experiencing instances of discrimination due to their mature age or their lack of maturity/experience, and both are believe to lack the skills necessary to be valuable employees regardless of their educational b ackground, experience, or lack of experience (Amour, 2003). Employers and researchers seem to believe that there are individual out there that are in the middle of these two extremes that can fill these positions, yet positions are going unfilled (Abel, Deitz, Su, 2014). This is where employee development and presidential termal development can be utilized to help both of these groups transform from a so-so employee to a skilled a valuable employee who helps increase organization growth (Brown, 2012.ReferencesAbel, J. R., Dietz, R., Su, Y. (2014). Are recent college graduates finding good jobs?Federal apply Bank of New York, 20(1). Retrieved from http//www.newyorkfed.org/research/current_issues/ci20-1.pdfAmour, S. (2003). Young workers say their age holds them back. ground forces Today. Retrieved from http//usatoday30.usatoday.com/money/workplace/2003-10-07-reverseage_x.htmBrandon, E. (2011). Why your retirement may not be permanent Consider these increasingly popular alternati ve paths to retirement. U.S.News. Retrieved from http//money.usnews.com/money/retirement/articles/2011/08/22/why-your-retirement-may-not-be-permanentBrown, D. (2012). Career information, career counseling, and career development (10th ed.). Upper burthen River, New Jersey. Pearson Education, Inc.Draut, T. (2006). Strapped Why Americas 20- and 30-somethings cant get ahead. New York, NY. Doubleday Publishing.Grasgreen, A. (2014). Ready or not Are college graduates prepared for the workforce? Only university administrators seem to think so. Slate.com. Retrieved from http//www.slate.com/articles/life/inside_higher_ed/2014/02/gallup_higher_education_poll_college_graduates_aren_t_prepared_for_the_workforce.htmlHeidkamp, M. Heldrich, J, (2012). Older workers, rising skill requirements, and the need for a re-envisioning of the public workforce system. CAEL Publishing. Retrieved from http//www.cael.org/pdfs/TMT_Reenvision_Public_Workforce_SystemKahn, Lisa B. (April 2010). The Long-Term Lab or merchandise Consequences of Graduating from College in a Bad Economy. Labour Economics, 17(2) p 303-16Li, X. (2010). Extending the working lives of older workers The impact of social security policies and labor market (Doctoral Dissertation). Santa Monica, CA RAND Corporation. Retrieved from http//www.rand.org/ contented/dam/rand/pubs/rgs_dissertations/2010/RAND_RGSD265.pdfPianin, E. (2014). The surprising reason college grads cant get a job. CNBC. Retrieved from http//www.cnbc.com/id/101373230Walker, D. M. (2007). Older workers Some best practices and strategies for engaging and retaining older workers (GAO-07-433T). Washington, DC U.S. administration Accountability Office. Retrieved from http//www.gao.gov/new.items/d07433t.pdf

Imperialism Fueled By A Dubious Sense Of Capitalism Politics Essay

Imperialism Fueled By A Dubious Sense Of chief cityism Politics EssayImperialism is a developing man cin one casept affiancen on by the strongest powers on the globe. The idea of colonizing or occupying an a nonher(prenominal) estate or territory for sparing or territorial purposes is an all overarching idea that resonates with occidental powers. Intellectuals such as Karl Marx, Nicolai Lenin, Joseph Schumpeter, and John Hobson each have their own facial expressions on imperialism that completely mange to be intertwined and unequivocally potent to the modern day pinch of imperialism. Despite a specified piece designated on imperialism, Marxs contributions were attributed during points in his publications on India and in the Communist Manifesto. His glances on imperialism argon down the stairsstood as the blowup of chief cityist relations with let on the globe. Lenin and Hobson despite some diverging ideas both spear headed the concept that imperialism was a produc t of capitalism. Schumpeter, on the other hand, be equivocationved that imperialism is a pre-capitalist phenomena and it is lowlyd on the simple desire for conquering. Beca usage of his tangential view on imperialism, this paper will highlight the divergence and congruence of Schumpeters ideology, once studied against Marx, Lenin, and Hobson. Additionally, the political realm continuously seeks the theory close follower to Marxs original intentions the paper will continue to e graspate on how Lenins ideas atomic number 18 more on target with orthodox Marxism than that Hobson.Karl Marx, one of the greatest thinkers and philosophers in modern time, impacted and continues to impact millions of people around the globe in combating the oppression set forth by an overpowering bourgeoisie on a suffering proletariat. In identifying that capitalism leads to more surplus labor than value, he took matters upon himself to empower the working class and abolish all message of class separati on. Marx believed that the power of capital rests on the ideological and organizational stagecoach of unity among workers (Prof. Stephen Bronner, personal communication). In the Communist Manifesto, Marx stated that, The bourgeoisie has through its exploitation of the world market granted a cosmopolitan instance to production and consumption in e actually country. (Tucker 477) Marx is ensuing that the developed world has taken complete say-so over the world market and in doing so they potbelly over produce their products at a loud prices and force their consumption upon the underdeveloped world. This means of exploitation batters down all Chinese walls because all acress seeking to improve upon their economic problems are uncoerced to compel any nation to abide by its own mode of production, thus taking on the bourgeois stance (Tucker 477). Marx believed this bourgeois nation creates a world after its own image. (Tucker 477) The underdeveloped world sees in the developed wor ld the image of its own future. Hence, the bourgeois becomes an international class, in contradiction with the current view of globalization. Under the Marxist view, imperialism is embedded inwardly capitalism having an omnivorous fiber that is intermeshed in an assault on traditional friendship. Hence, Marx suggested a non political position in which a society would take on basic structures of productions or die. (Prof. Stephen Bronner, personal communication) Any anti- imperialistic revolts that emerged were seen as anti- competitive, once more resulting that each are essential for the other and are not established separately.Schumpeter, an Austro-Marxist, dealt with universal nationalism and was embraced by the main stream. Schumpeter argues that the con interest for expansion is pre-capitalistic yet it no direction is it subordinate. Imperialism, under Schumpeter is viewed as the objectless disposition on the part of a state to unlimited forcible expansion. (Schumpeter 7) then meaning that it is human nature for a state to seek expansion while capitalism in an indigenous phenomena of the West. Capitalism will ineluctably eliminate imperialism and result in the diminishing of ideological concerns. Unaddressed under Schumpeter, capitalism may be a post-imperialistic thought but it does not en current stability. Additionally, a dominant economic power is an essential base for an imperial power thus proving that most economically advanced nations are those who are engaged in capitalism. (Prof. Stephen Bronner, personal communication) Schumpeter believed that as capitalism develops the quest for imperialism slowly disintegrates.In a style of dichotomy, the differences amongst Schumpeter and Marx showed a turn over divide in the theory of class supremacy, oppression, and struggle as the mainspring of history. Schumpeter believed that the ambitions of many people are minimal because they compromise a oversizer mass of the world populace but those in the upper class cabal of society are thrust with greatness because they are the minority. This, Schumpeter emphasized, is natural and has postal code to do with the Marxian idea of class struggles. Yet the main thing he did share with Marx was the economic interpretation of history, without the Marxian supplements of class struggles. The economic interpretation of history included the ideas that the countries would attain wealth based on productivity and profit. maven of Marxs fundamental mistakes to Schumpeters, was to take that power and will to power of the captains and generals of industry of the proto(prenominal) and middle nineteenth century to be outstanding in the quotation of the entire, much larger class, the bourgeois as a whole and sure to continue to characterize it in undiminished degree as prospicient as the class should exist.1For Schumpeter on the contrary, the forceful or potent character was always confined to the group of leading entrepreneurs.2Schumpeter ha d a more temporary view on imperialism then other thinkers. Lenin and Hobson both shaped the textile for the clarification on how imperialism has made an imprint on the world and its people. Hobson defines imperialism as the endeavor of the great controller of industry to broaden the channel for the bleed of surplus wealth by seeking foreign markets and foreign dropments to take off the goods and capital they backsidenot sell or use at home. (1) This propagation projected by Hobson illustrates a strictly productive and profit seeking state. Hobson, a classical Fabian, focused his criticism of imperialism on the industrial aspects and overlook the older quests for imperialism based on expansion. While Marx stated that capitalism does provide imperialism, Hobson believed they were connected but one must take into account the epenthetic sectors involved in imperialism. Hobson had a strong belief that capitalism can be re croped but there must be the origination of both capita lism and imperialism or the country allows the two to run rampant. Hobson viewed imperialism as an economic taproot and it served as the parasitical sector of capitalism. In order for capital to move the conquest of territories are essential and all great powers engaged in the imperial enterprise are colonial.Imperialism, Hobson writes, is the natural product of economic pressures of a sudden advance of capitalism which cannot find occupation at home and needs foreign markets for goods and investments. (65) As the nations become more industrialized, the maturation of productions exceeds the growth in consumption more goods are produced than can be sold at a profit more capital exists that can find remunerative investment.3Since it becomes more difficult for manufacturers, merchants, and financiers to dispose of their economic resources, they exploit pressure to bear on the government to secure for their particular use some distant, underdeveloped country by annexation and protecti on. It is these economic conditions which form the taproot of Imperialism (85-86). Thus being, Hobsons view projects that the next and final stage in the imperialism move is capitalism.According to Hobson, the causes of imperialism would be eliminated if there were better distribution of wealth. (91-92) If the surplus wealth, that is over savings, were distributed either to the workers in the form of higher wages or to the biotic community in the form of taxes, so that it were spent instead of being saved, dowry in either of these ways to add consumption, there would be no need to fight for foreign markets or foreign areas of investment. If incomes were distributed so as to enable all groups in the economy to increase their consumption, there could be no overproduction, no underemployment of capital and labor, and no necessity for the state to affiance a policy of imperialism.Lenin on the other hand had a three-fold objective lens to save revolutionary Marxism to annihilate th e opportunists, namely, Kautsky, who is painted as the villain for his defilement of Marxism and to provide a truly Russian or Eastern translation of socialism which would be applicable to backward, agricultural, semi-colonial and colonial countries.4Stalin defined Leninism as, Marxism in the date of reference of imperialism and proletarian revolution.5Imbedded in his goals and policies Lenin does not let go of the Marxist al-Qaida that are essential to formulate a successful revolution. Lenin believed that the exclusively way to combat the colonially imperialistic powers is through war and in doing so Marx should lie at the base. Lenin goes on to say that imperialism is the stage of development in which the domination of monopolies and finance capital has taken shape in which the export of capital is important, in which the division of the world by the international trusts has begun, and in which the segmentation of all the territory of the earth by the greatest capitalist cou ntries has been completed. (Lenin 88-89) The view illuminated here by Lenin does not address imperialism as an ends for a means but an essential stage of development that is undergone once capitalistic countries take control of the sphere.According to Lenin, the economic persona of imperialism is monopoly capitalism. Monopolies grow out of the concentration of production into a conglomerate of businesses and trusts which play a very important role in modern economic life. These monopolies have captured the most important sources of raw materials, which fact in turn has enormously change magnitude the power of big capitalists and have sharpened the antagonism between cartelized and noncartelized industry. (Lenin 123-127) In his discussion of cartelized and industries not cartelized, Lenin shows that because there is a cluster of business autocratic the price margin of products the tension between them and uncartelized industries increase leading to an imperialistic nature. The grow th of these powerful monopolies and oligarchies, with their striving for domination, annexation, and ruinous exploitation of backward area, has given rise to imperialism, which, as Lenin puts it, is parasitic or decaying capitalism. Thus capitalism has bounteous into a world system of colonial oppression and of financial control of the overwhelming majority of the people of the world, by a handful of large capitalist countries, which involves the whole world in their war over the manduction of their booty. (Lenin 10) Because imperialism is placed by Lenin as one in the same, the establishment of a powerful capitalist country inevitably leads to an imperialistic nature. Under capitalism, Lenin wrote, the only way to remove or set an end to the problems caused by super productive and capitalistic forces leading to the division of colonies and spheres of influences for finance capital on the other, is through war.6In terms of imperialism, Lenins theory does not contradict Marxs syn opsis of capitalism. Both men believed in and witnessed the formation of monopolies. Yet Lenins theory contradicts Marxs philosophical system of the lumpen proletariat because he believes that capitalism will not open the adequate amount of money needed to employ all those not working. (Marx Communist Manifesto) Lenin fails to acknowledge to Hobson approach that entails that excess capital causes capitalistic countries to invest overseas and in doing so sustained full employment is not a factor. In comparison to Marx they both addressed that in attachment to capitalism state will search for new markets that can increase profit. Since the bottom line for monopolies is to increase profit, Lenin was right insofar as imperialism is caused by the search for new markets.7While Hobson and Lenin looked to the basic causes of imperialism in the market place, Schumpeter contend their views greatly and felt that imperialism was built on a negative connotation. Schumpeter presents a theory which exonerates capitalism from the charge of being inherently imperialistic. He discards the attempts of Hobson and Lenin to ascribe a purely economic interpretation to the phenomenon of imperialism. Such an interpretation is incomplete, as non-economic factors must also be considered. Wars, conquests, annexations are not necessarily a result of imperialism. The desire for power for its own sake, the actions of rulers, the desire to subject a people to a specific though, the fight for freedom, all have been causes of war.Furthermore, in analyzing the writings of Lenin, Hobson, and Schumpeter the congruence in thought are stronger between Hobson and Schumpeter than that with Lenin. nevertheless though Hobson still traces the causes of imperialism to economic problems causing a capitalistic country to seek foreign markets, he believes that in tackling this issue the bond between imperialism and capitalism is broken. This would ensue that capitalism is apart from imperialism rather than a crusade to be imperialistic. In Lenins philosophy capitalism is in the same sump as imperialism and an attack on imperialism is an attack on capitalism. For this reason Lenins computer simulation proved to be crucial for anti-imperialistic movements. Schumpeters ideas, though abstract, are based stronger on sociological and psychological paths, two details that Lenin and Hobson did not mention in either of their writings. Moreover, imperialism is a complex topic that is understood differently by different scholars and in contradiction Schumpeter, without capitalism a state would not seek to expand and alter the lives of underdeveloped states seeking their own sustainable lives.

Accomplishments of Dorothea Dix

Accomplishments of Dorothea DixDorothea DixNekisha RileyIn this paper I ease up elect the public health pi matchlesser Dorothea Dix to discuss. Dorothea was the per give-and-take responsible for devoting her time to the well-being of the mentally light. She was besides and educator and an activist for umpteen. In this paper, I allow for discuss the impact that Dorothea had on public health, what she did to advance public health, and any(prenominal) of the obstacles that she had to overcome.Dorothea Dix excessively know as Dolly was born in 1802 in Hampden, Maine to Joseph and Mary Dix. Dorothea was the eldest of her two siblings (Norbury, 1999). Dorotheas father was a Methodist preacher and an alcoholic while her mother suffered from mental chastisementness. Her father was known to be abusive, save Joseph was known for educating his children (Parry, 2006). Dorotheas father taught her and her two brothers how to contract and write.In 1812, the Dix family took up and moved t o Vermont due to the war of 1812 (Gollaher, 1993). Dorothea and her family remained as whiz until Dorothea felt she had had enough of her dysfunctional family. At this time, Dorothea had dealt with enough of her fathers abuse, so she fixed to run away at the age of 12 to live with her nan in Boston. Dorothea stayed with her grandmother for a brief totality of time before moving with her aunt in Worcester, Massachu hard-boiledts (Parry, 2006). afterwards staying with her aunt for two age, Dorothea opened up her first private develop to help children learn to read and write. When Dorothea realize that her give instruction was now a success, she went back to reside with her grandmother Dix in Boston. This is when Dorothea opened her second school and added a night school for the poor, which was one of the first ones in the dry land (Gollaher, 1993).After being an educator for about four years now, Dorothea met Edward, which posterior became her fianc (Gollaher, 1993). The unr ealistic thing about her new relationship was her now fianc was also her first cousin (Parry, 2006). It was about three months later her father died and Dorothea decided that she no womb-to-tomb wanted to get married.Dorothea spent the next equalize of years educating as many an(prenominal) an(prenominal) hoi polloi as she could. She was also be conferences to educate herself. At this depute, Dorothea has been working so much without getting the seemly amount rest that she has fallen very ill with a double-dyed(a) upper respiratory ailment. It was at this time, Dorothea decided to move to Liverpool, England to stay with the Rathbone family for almost a year while recovering from her illness (Ivan, 1976). The Rathbone family took a passion to her and showed her more affection that her family had.In 1837, Dorothea returned to the United States . At this point her grandmother passed away which her mother died a couple of days afterwards (Ivan, 1976). She was noneffervescent ill and did not have the strength to resume teaching yet, so she used the Dix estate and savings to support herself (Ivan, 1976).In 1841, Dorothea met a ministerial student, who was teaching Sunday class for women who were incarcerated in East Cambridge Jail (Norbury, 1999). The ministerial student became so frustrated with his efforts of trying to teach these women, that he asked Dorothea for advice. When lecture to Dorothea, Dorothea realized that this could be an opportunity for her to volunteer at this jail. This was the turning point of Dorotheas life.She started volunteering at Cambridge Jail and noticed the support conditions and how the mentally ill was mistreated (Gollaher, 1993). The jail had no heat in any of the living quarters. Those incarcerated were not segregated and all lived together including substantialened criminals, feeble-minded children, and the mentally ill (Norbury, 1999). Dorothea was determined to get the prisoners some heat by going by means of the c ourt system. In Massachusetts, Dorothea had her first memorial for a law that they had permitting them to sway women and men who had mental issues (Ivan, 1976).In 1848, Dorothea asked Congress to grant 12 one thousand thousand acres of land for the benefits of the mentally ill, blind, and deaf. She had plans to build asylums to help house people that need help and could not receive it (Parry, 2006). Congress approved the bill, but six years later President Franklin Pierce vetoed it (Gollaher, 1993). This was one of the many setbacks that Dix had, but she did not allow it to hinder her from being devoted to luck the mentally ill. After having this minor setback she spent the next ten improving hospitals in Rhode Island and parvenue York (Ivan, 1976). She also effected hospitals in thirteen other states along with District of Columbia (DC), Ontario, and Nova Scotia (Ivan, 1976). At this point, in Dorotheas life she had become worn out from working so hard and not getting any rest .In 1854, Dorothea decided to travel to europium and rest (Gollaher, 1993). Once she was in europium she learned that the private hospitals for the wealthy and the public facility for the poor were very different. Dorothea traveled from 1854 to 1856 to 14 countries and instigated many changes (Parry, 2006).In 1856, Dorothea returned to the United States to resume her reform work. When she returns, the country is in an ruction from slavery issues (Gollaher, 1993). She had to remain neutral on the issue of slavery, or if she was anti-slavery the southern states would have refused to hear what she had to say and her reform for mental institution would have not taken place in the south.Five years later, the civil War began. Dorothea volunteered her services and became the Superintendent of United States Army Nurses. Dixs labor was to organize the first aid stations, recruit nurses, obtain supplies, and help to set up training facilities and hospitals (Ivan, 1976).Although Dix did have the determination required to pursue these tasks during the war, she lacked the fond skills. Dixs lack of social skills and training caused her to have some issues with the doctors. The doctors also felt equivalent Dix was stepping over the line for telling them about the insalubrious conditions, their drinking habits, and the treatment of the soldiers. At this point they were treating Dorothea differently and no time-consuming wanted her to be there. Dorothea resigned from her position but remained there to help scrape missing soldiers, write letters to families letting them know the status of their sons well-being, and helped soldiers with securing their pensions (Parry, 2006). After the war Dix returned to traveling around the United States and Europe helping the mentally ill, while gaining the support of the wealthy (Parry, 2006).Some of the hospitals that Dix helped upholded were now understaffed and overcrowded. Some people were saying that Dix no longer cared for what she had started many years ago. At this time, Dix said that the hospital needed to cater the clients with therapy and that everything would go back to normal. At this time Dix had founded 32 of 123 mental hospitals in the country (Gollaher, 1993). She has now reached the age of 80 years old and has returned to New Jersey due to her ailing health (Norbury, 1999). Dorothea later retired and moved into one of the guest rooms at one of the mental hospitals that she help establish more than three decades before. Dix remained at the hospital for about five years before she died in 1887 (Ivan, 1976).Dorothea had accomplishments that came along with some obstacles. She was able to help many have a safe place to stay and receive the fitting help that they needed. Dix was a pioneer to public health and stayed true to what she believed. objet dart Dix was never married, she was engaged to her cousin for about three months (Parry, 2006). Dorothea has many things in todays society that r emains in her memory like the Dorothea Dix hospital here in my home state of North Carolina.ReferencesGollaher, D.L. (1993). Dorothea Dix and the incline Origins of the American AsylumMovement. Canadian Review Of American Studies, 23(3), 149.Norbury, F.B. (1999). Dorothea Dix and the Founding of Illinois Firat rational Hospital. JournalOf The Illinois State Historical Society (1998-),Ivan, P.P. (1976). Pioneers in Special commandmentDorothea Lynde Dix (1802-1887).Journal Of Special Education, 10(1), 2.Parry, M.S. (2006). Dorethea Dix (1802-1887). American Journal of Public Health. pp. 624-625.

Anchoring Proteins Eukaryotic Chromosomes Biology Essay

Anchoring Proteins eucaryotic Chromosomes Biology EssayThe major difference between bacterial and eukaryotic supercoiling is due to the generally circular spirit of bacterial chromosomes versus the linear nature of eukaryotic chromosomes and the fact that bacteria do not have nucleosomes. The cccdesoxyribonucleic acid of bacteria is subject to more topological constraint and therefore tends to exist in nominate of undischargeder disallow supercoiling in both an interwound or whorl configuration. However, since the spiral configuration is usually associated with wrapping nearly a protein, this form is not as prevalent in bacteria. In bacteria, the level of supercoiling is maintained to chiefly by the actions of deoxyribonucleic acid topoisomerase and desoxyribonucleic acid gyrase. In eukaryotes, negative supercoiling is achieved to a colossal degree via writhe in the form of left handed spirals around nucleosomes while stretches of nucleosome discontinue DNA can pack in n egative supercoiling in the interwound configuration. Nucleosomal supercoiling is controlled by a number of factors gnarly in chromatin remodeling including methylation and acetylation states of histones, binding of proteins to stretches of DNA altering the access to nucleosome wrapping, and interaction with the many another(prenominal) components of the nucleosome remodeling complexes. As with bacteria, DNA topoisomerase and gyrase play a role in maintaining supercoiling in nucleosome free stretches of DNA.(c) Methods of Compaction The elementary level of contraction in eukaryotic chromosomes is the nucleosome, a 146 theme stretch of DNA wrapped around an octomer of histone proteins, with a 20-80 nucleotide linker regions in between. Chains of nucleosomal complexes ar then further compacted into the 30 nm fiber in zig-zag or solenoid configuration. the 30nm fiber is then organized into 40-90kb loops held in concert at the base of the loop by the thermonuclear hold. Among another(prenominal) factors, the nuclear scaffold contains topoisomerase II (Topo II), and SMC proteins, which argon chromosomal ATPases. TopoII and Smc2 and Smc4 are subunits of Condensin while Smc1, and Smc3 are part of Cohesin. Studies suggest that Condensins promote lateral compaction of chromosomes, while Cohesin promotes longitudinal compaction, through linking adjacent cohesion sites. TopoII is as well a component of scaffold and colocalizes with AT-rich DNA sequences of the scaffold named SARs, which are thought to anchor DNA loops onto the chromosome axis. TopoII seems to be involved in the assembly of chromatin structure, while Condensins are require for both assembly and maintenance.In contrast to eukarytic chomosomal organization, knowledge of bacterial chromosomal organization is much more limited. Bacteria have n each nucleosomes nor a nucleus. Rather the generally circular chromosomes are organized into compact, superhelical airfields in a region called the nucleoi d. The chromatin structure resembles a rosette with loops of supercoiled DNA give off from a central core. Compaction is achieved by a combination of forces including supercoiling, compaction by proteins, agreement, and possibly RNA-DNA interactions.2) a) top of proteins to DNA Domains are like snap-on tools for proteins. They are interchangeable protein structures which confer specific functions on the containing proteins. In the case of DNA binding domains, they impart the protein with the ability to bind to DNA. The binding may single-valued function a variety of sequence specific and/or non-specific molecular interactions including atomic number 1 and ionic bonding, van de Waals forces, and hydrophobic interactions, and may involve interaction with either the major or minor ruts and/or the DNA backbone. The number of residues involved and the type and strength of bonding between the molecules varies with the particular combination of protein domain(s) and DNA sequence(s)/s tructure(s) to which it is bound.DNA binding domains are generally classified into families which share with like DNA binding domain properties and are grouped according to the predominant structure of the binding domain. For example 1) HTH is 2 -helices connected by a turn. The recognition whorl binds in a non-sequence specific manner via enthalpy bonds and hydrophobic interactions with bases in the major groove while the other scroll stabilizes the binding of the two molecules. 2) bHLH 2 -helices connected by a loop. The larger, basic helix interacts with major groove of DNA while the smaller helix functions as the dimerization domain. 3) HLH and leucine zipper motifs, an -helix connected by a loop to a longer -helix which may contains separate DNA binding and dimerization domains as in the leucine zipper. 4) -containing -sheets, perhaps in combination with intervening loops, or forming sheets/barrells/ sandwiches, and which may function either the -sheet or the loop for con tact, e.g TBP and Ig-like domains. 5) Mixed -/ -proteins which use a incorporate of - and - structures and may contact using either or both structures, or via the intervening loops, e.g. Zinc finger proteins. It is important to note that even at heart a particular family or domain structure, the can be great variation in how the domain interacts with the DNA molecule. For example, although the -helix typically inserts into the major groove parallel to the DNA backbone, many other orientations are possible and put in in practice.In addition to sequence recognition, another function of the domain is to bring the protein and DNA into spacial proximity and achieve a embodiment conducive to binding. Thus, binding often requires recognition of structural deviation much(prenominal) as variation from the typical B form of DNA or other structural alterations such as torsion or bending. Binding may also involve/require torsional alteration in either or both of the structures either prior to or during binding.(b) binding of proteins to other proteins. Domains facilitate protein-protein interaction via dimerization domains, which, with the exception of the leucine zipper, are usually distinct from the DNA binding domain-add something here renature of dimerazation domains. Hetero- and homo- dimerization of proteins provides a method to adjoin the variety of target sequences, sequence specificity, and/or binding affinity. Furthermore, proteins can engage in a cognitive operation called 3D domain swapping, a process by which 2 or more proteins can form a dimer or oligomer by exchanging identical structural domains. For example, the cro repressor of phage uses domain-swapping to dimerize by swapping C-terminal strands.(c) domains that activate transcription. In addition to DNA binding domains as described in a), transcription factors generally contain one or more transactivation domains, which allow them to interact with other transcription factors and/or the radical transcription machinery. Transactivation domains are generally glutamine- or proline-rich, stretches of 30-100 amino acids which enhance transcription either directly or thru recruiting of other coactivators which cannot themselves bind DNA. In addition, many transcription factors generally act as homo- or hetero-dimers and thus also contain dimerization domains.

Perraults Puss in Boots :: Perrault Puss Boots Essays

Perraults Puss in BootsThe myriad characters in every king rehearsal all(prenominal) contribute a great deal to the mend structure, their slightest actions bringing forth a favourable or grievous outcome. The boilersuit sense of a story lies almost entirely on what is include in their dialogue and descriptions. In comparing the well known Rapunzel, as told by the brothers Grimm, to a lesser known version Petrosinella, by Giambattista Basile, a reader can distinguish each as unique base on these elements. Further analysis reveals what all characters donate to create each storyline, as well as a pair of equally characteristic endings. The Grimm Rapunzel is remarkably descriptive when comp ard with the 1637 Basile variation. The Grimms introduce a man and married woman that have long wished for God to grant them a baby, going on to describe the beauty of the neighbours garden and the wifes long and incisive yearning for the rapunzel. What takes the better part of a page in R apunzel condenses into troika short meters in Petrosinella, which comes across as far more abrupt. The first base character is introduced, sees what she wants next door, and craves it no other clarification is provided.The opening sentence states that there lived a woman named Pascaddozia, who was pregnant. Already there are tierce factors not present in the Grimm tale. Firstly, the woman is living alone-there is never character of a husband. Second, she is named, which is very unusual in any fairy tale because the parent(s) often have a very small role overall and are not so important as to have names. Third, she is with child, and we are given no indication that there were the classic problems of conceiving. These points summon an ambit of a strong, single make, more significant in the life of her child than the Grimms couple.Rapunzel describes how the man yields to his wife and fetches her some of the herb from the witchs garden. Pascaddozia, however, steals into the garden several times to indulge her cravings. This bravery shown by the mother again reflects on how different she is from the Grimm wife, a trait that is revealed in her lady friend Petrosinella.The witches also differ in each tale. Petrosinella portrays a rather feebleminded antagonist that behaves with more fury. Reacting to the theft in her garden, this one vows revenge if she catches the culprit.